Performance-Linked Executive Compensation Design
First written in FY2019. 3 of 5 entries say "Advanced", first in FY2022. Latest entry: FY2026.
The whole theme swung hardest in 2024: 13 of 118 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「The actual CDP score in the CDP Climate Change Questionnaire exceeded the target.」
It states that the actual CDP score incorporated into performance-linked monthly compensation exceeded the target. - 2026-05-12RestatedGovernance
「Remuneration for executive directors consists of four types: (1) fixed remuneration (monthly remuneration), (2) performance-linked remuneration (monthly remuneration), (3) performance-linked remuneration (bonuses), and (4) performance-linked remuneration (share-purchase remuneration).」
The Company reconfirms its remuneration structure, including performance-linked remuneration and share-purchase remuneration. - FY2025AdvancedAnnual report
「Specifically, compensation for executive directors consists of (1) monthly compensation comprising fixed compensation set according to each director's position and performance-linked compensation paid according to the CDP score in the CDP 2023 Climate Change Questionnaire, (2) bonuses paid based on the degree of achievement of performance targets, using consolidated net income and other indicators as key metrics, and whether a serious accident has occurred, and (3) stock purchase compensation for all executive directors.」
The executive compensation design has been made more specific by incorporating the CDP score and the occurrence or non-occurrence of serious accidents into the calculation of compensation, in addition to the existing performance-linked bonuses and stock purchase compensation. - FY2022AdvancedAnnual report
「Specifically, compensation for executive directors consists of monthly compensation comprising fixed compensation set according to each director's position and performance-linked compensation paid according to the achievement of performance targets, bonuses paid according to the degree of achievement of performance targets, and a stock purchase compensation plan for all executive directors.」
The compensation design has been made more specific, moving beyond the previous explanation of performance-linked bonuses to include a stock purchase compensation plan and a clawback provision for serious accounting fraud or substantial losses. - FY2019First statedAnnual report
「In addition to base compensation determined by position, directors receive bonuses when performance targets are achieved and return part of their base compensation when performance targets are not achieved.」
For directors' compensation, it specifies a mechanism linked to the achievement or non-achievement of performance targets in addition to base compensation.