Cross Marketing Group Inc.
Notice on the Introduction of a Post-Delivery Type Stock-Based Compensation System
A new post-delivery stock-based compensation system (PSU/RSU) is introduced. The compensation cap for eligible directors will be expanded to post-delivery type, strengthening performance linkage and long-term shareholder value sharing. With shareholder approval, the annual cap is set at 800,000 shares, the compensation cap at 500 million yen per year, and restricted stock grants will be implemented.
Key Figures
- Annual stock grant cap: 800,000 shares
- Annual compensation cap: 500 million yen
- Allocation within target directors' compensation cap: PSU + RSU both within the cap
AI要約
Purpose and overview of the system
The purpose of this system is to promote performance linkage and long-term shareholder value sharing by introducing a post-delivery stock-based compensation. PSU delivers shares based on the achievement level during the performance evaluation period, while RSU distributes shares contingent on continued service and meeting performance conditions for a set period. Grants are subject to transfer restrictions, with special provisions for retirement or organizational restructuring.
Implementation conditions and constraints
Approval by the shareholders meeting is a prerequisite. At the general meeting, it is required to obtain approval that this system's compensation cap be set within the existing pre-issuance stock-based compensation framework. The upper limit of shares is 800,000 shares per year, and the upper limit of compensation is 500 million yen per year. When the number of issued shares changes, the cap is proportionately adjusted, and when applied over multiple years, the effective grant rate is targeted at about 1%.
Cross Marketing Group Co., Ltd.
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