Incentives to Enhance Corporate Value Through Performance-Linked Compensation
First written in FY2019. 5 of 7 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
「At a Compensation Committee meeting held on 19 February 2026, the Company approved the Basic Policy on Executive Compensation, newly incorporating malus and clawback provisions as described below.」
The incentives to enhance corporate value through performance-linked compensation now include reductions in or non-payment of unpaid compensation in the event of violations of laws or compliance requirements, and repayment of compensation already paid in the event of serious accounting errors or similar matters. - 2026-05-26AdvancedGeneral Meetings of Shareholders
「At the meeting of the Compensation Committee held on 19 February 2026, the company resolved the following Basic Policy on Executive Compensation, which newly includes malus and clawback provisions.」
The company added provisions allowing performance-linked compensation to be reduced or withheld before payment, or requiring repayment of compensation already paid. - FY2024AdvancedAnnual report
「The performance evaluation indicators for fiscal 2024 were approved at a Compensation Committee meeting held on 17 May 2024, with consideration given to their alignment with the key management control indicators in the management plan for fiscal 2024.」
Executive compensation performance indicators were updated to ROE, ROA, segment profit, CO2 reduction contribution, reductions in the Company's own emissions, renewable energy volumes handled and the engagement index, maintaining their alignment with the management plan. - FY2023AdvancedAnnual report
「The performance evaluation indicators for fiscal 2023 were approved at a Compensation Committee meeting held on 17 May 2023, with consideration given to their alignment with the key management control indicators in the management plan for fiscal 2023.」
Executive compensation performance indicators are linked to consolidated net income, operating profit plus equity-method income, customer accounts, solution sales, overseas profit, renewable energy, CO2 reduction, engagement and other measures. - FY2022AdvancedAnnual report
「The performance evaluation indicators for fiscal 2022 were approved at a Compensation Committee meeting held on 18 May 2022, with consideration given to their alignment with the key management control indicators in the management plan for that fiscal year.」
Executive compensation performance indicators are linked to net income, operating profit plus equity-method income, customer accounts, natural gas volumes handled, additions to renewable energy capacity, CO2 reduction contribution, employee engagement and the launch of Group management, among other measures. - FY2020RestatedAnnual report
「Monthly performance-linked compensation is determined for directors responsible for business execution using the evaluation results for company-wide performance indicators (1. consolidated net income, 2. consolidated operating cash flow and 3. consolidated ROE) and each director's divisional performance (individual evaluation). This is based on the view that officers are responsible for ultimate profit and takes into account alignment with management priorities and the appropriateness of the indicators for compensation purposes.」
The policy of using net income, operating cash flow, ROE and divisional performance as performance indicators for performance-linked compensation continues. - FY2019First statedAnnual report
「The role required of officers is to enhance corporate value over the short and medium to long term, and executive compensation is intended to function effectively as an incentive to do so.」
Compensation for internal directors consists of fixed compensation, performance-linked compensation and bonuses, with net income, operating cash flow, ROE and other measures used as performance indicators.