Mani, Inc.
Notice Regarding Revision of Executive Compensation System for Executive Officers
Revised the compensation system for executive officers. The new system strengthens performance-linked compensation (STI) and equity-based compensation (LTI), lowers the fixed compensation ratio from the previous 65% to a maximum of 50%, and introduces LTI using ROE and relative TSR as KPIs. Overlapping portions with the old RS will be completed as a gratis acquisition for the 2026 fiscal year ending August.
Key Figures
- Number of shares: 17,954 shares (gratis acquisition)
- Acquisition date: 2026-08-31
- Acquisition price: Gratis
AI要約
Overview of System Revision
The Company has revised the compensation system for executive officers. The new system aims to promote performance achievement and long-term corporate value enhancement by strengthening performance-linked compensation (STI) and equity-based compensation (LTI), reducing the ratio of fixed compensation from the previous 65% to a maximum of 50%, and expanding incentive compensation. The LTI uses ROE and relative TSR as KPIs and adopts PSUs with a three-year performance evaluation, providing up to 200% payout and establishing a minimum payout of 25%.
Treatment of Overlaps with the Previous System
For executive officers appointed between the fiscal years ending August 2023 and August 2025, RS were granted conditional on performance in the fiscal year ending August 2026. With the introduction of the new system, overlapping portions are being eliminated. As the 12-month equivalent for the fiscal year ending August 2026, 17,954 ordinary shares will be acquired gratis.
Mani, Inc.
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