Yamatane Corporation
Notice Regarding Revision of Executive Compensation System
Yamatane Co., Ltd. revised its executive compensation system at the Board of Directors meeting held on March 17, 2026, and plans to submit a proposal to the shareholders meeting on June 23, 2026. The revision includes an increase in the ratio of performance-linked compensation and the introduction of a new performance-linked restricted stock compensation system.
Key Figures
- Executive compensation composition ratio (after revision): Fixed compensation 60%, performance-linked cash compensation 25%, RS and performance-linked RS 15%
- Key performance indicators: Introduction of ROE and ROIC
- Scheduled date of shareholders meeting: 2026-06-23
AI要約
Purpose and Basic Policy of Revising Executive Compensation System
Yamatane Co., Ltd. revises its executive compensation system aiming to maximize investment effectiveness during the growth phase of its medium-term management plan 'Yamatane 2028 Plan' in pursuit of its corporate Purpose. The revision is intended to promote the fulfillment of roles and responsibilities of directors and executive officers and strengthen value sharing with shareholders. The compensation system’s basic policy is to contribute to enhancing corporate value by increasing the linkage between short-term performance and mid-to long-term value creation, securing excellent human resources, and ensuring independence, transparency, and objectivity.
Details of Compensation Composition and Evaluation Indicators Revision
Compensation consists of three components: fixed compensation, performance-linked cash compensation, and stock-based compensation (RS and newly established performance-linked RS). The ratio of performance-linked compensation is increased, and ROE and ROIC are introduced as key performance indicators. For example, the President’s short-term incentives are weighted 70% on operating income, 10% on ROIC, and 20% on engagement score, while long-term incentives are weighted 40% on operating income, 40% on ROE, and 20% on qualitative evaluation. The compensation level targets the median of companies of similar scale and is set based on advice from external specialists.
