Executive compensation policy centered on fixed compensation and retirement benefits
First written in FY2021. 2 of 10 entries say "Reframed", first in FY2023-Q1. Latest entry: FY2026.
The whole theme swung hardest in 2025: 2 of 11 companies on the "Worse" side.
1 other company's latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「The company decided to continue the performance-linked share-based compensation plan for the three years from the fiscal year ending March 2026 through the fiscal year ending March 2028.」
The company decided to continue the performance-linked share-based compensation plan from the fiscal year ending March 2026 through the fiscal year ending March 2028, with a limit of 19,000 points per fiscal year. - FY2026-H1Update to the number of shares held in trustAnnual report
「The "Shares with Full Voting Rights (Other)" column includes 153,050 of the company's shares held by the executive compensation BIP trust, representing 1,530 voting rights.」
The company stated that the executive compensation BIP trust held 153,050 shares and 1,530 voting rights. - FY2025-H1Reflected the number of shares held in trust after the share splitAnnual report
「The "Shares with Full Voting Rights (Other)" column includes 140,565 of the company's shares held by the executive compensation BIP trust, representing 1,405 voting rights.」
The company stated that, after the share split on 1 April 2024, the executive compensation BIP trust held 140,565 shares and 1,405 voting rights. - FY2024-Q3Updated the number of shares held in trustAnnual report
「The "Shares with Full Voting Rights (Other)" column includes 28,700 of the company's shares held by the executive compensation BIP trust, representing 287 voting rights.」
The Shares with Full Voting Rights column stated that the executive compensation BIP trust held 28,700 shares. Meanwhile, the number of shares accounted for as treasury shares was stated as 28,794. - FY2024-Q2Update to the number of shares held in trustAnnual report
「The "Shares with Full Voting Rights (Other)" column includes 28,794 of the company's shares held by the executive compensation BIP trust, representing 287 voting rights.」
The company stated that the executive compensation BIP trust held 28,794 shares and 287 voting rights. - FY2023AdvancedAnnual report
「The Plan covers the three consolidated fiscal years from the consolidated fiscal year ending 31 March 2023 through the consolidated fiscal year ending 31 March 2025, and provides for the delivery of the company's shares and other assets according to factors including position and achievement of performance targets.」
The company operated a performance-linked share-based compensation plan for its directors and executive officers and recorded 29,300 shares held in trust with a carrying amount of ¥553 million at the end of the fiscal year. - FY2023-Q3RestatedAnnual report
「The Plan covers the three consolidated fiscal years from the consolidated fiscal year ending 31 March 2023 through the consolidated fiscal year ending 31 March 2025, and provides for the delivery of the company's shares and other assets according to factors including position and achievement of performance targets.」
The company continued the performance-linked share-based compensation plan covering the fiscal years ending March 2023 through March 2025, and recorded 29,300 shares held in trust with a carrying amount of ¥553 million at the end of the current third quarter. - FY2023-Q2ReframedAnnual report
「From the current second-quarter consolidated accounting period, the company has introduced a performance-linked share-based compensation plan using an executive compensation BIP trust (the "Plan") for directors, excluding directors who are Audit and Supervisory Committee members, outside directors and non-residents of Japan, and for executive officers, excluding non-residents of Japan. Directors and executive officers together are referred to as the "Plan Participants." The principal objectives of the Plan are to clarify the link between Plan Participants' compensation, the company's performance and shareholder value, raise awareness of contributing to improved performance over the medium to long term and increased corporate value, and share with shareholders the returns and risks arising from fluctuations in the share price. The Plan covers the three consolidated fiscal years from the consolidated fiscal year ending 31 March 2023 through the consolidated fiscal year ending 31 March 2025, and provides for the delivery of the company's shares and other assets according to factors including position and achievement of performance targets.」
The company introduced a performance-linked share-based compensation plan for its directors and executive officers, changing from its previous policy centered on monthly compensation and retirement benefits. The plan covers the three consolidated fiscal years from the fiscal year ending March 2023 through the fiscal year ending March 2025. - FY2023-Q1ReframedAnnual report
「At the Ordinary General Meeting of Shareholders held on 29 June 2022, the company resolved to make lump-sum payments in connection with the abolition of its retirement benefit system for officers. Accordingly, the company reversed the provision for retirement benefits for officers and included the unpaid amount of ¥450 million arising from the lump-sum payments under "Other" in non-current liabilities.」
The company resolved to abolish its retirement benefit system for officers and make lump-sum payments, changing its previous executive compensation policy centered on monthly compensation and retirement benefits. - FY2021First statedAnnual report
「Not applicable, as no performance-linked compensation or other compensation has been introduced. Not applicable, as no non-monetary compensation has been introduced. Monthly compensation and retirement benefits account for the entirety of each individual's compensation.」
The company first explicitly stated its policy that, for director compensation, monthly compensation and retirement benefits would comprise all individual compensation, without introducing performance-linked or non-monetary compensation.