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.<\/p>\n","protected":false},"comment_status":"open","ping_status":"closed","template":"","meta":{"Ticker":"","DATE":"","longName":"","company_name_ja":"","fullTimeEmployees":0,"address":"","phone":"","website":"","industry":"","sector":"","regularMarketPrice":0,"financialCurrency":"","marketCap":0,"fiftyTwoWeekLow":0,"fiftyTwoWeekHigh":0,"epsTrailingTwelveMonths":0,"epsForward":0,"bookValue":0,"totalRevenue":0,"OperatingIncome":0,"operatingMargins":0,"NetIncome":0,"profitMargins":0,"ebitda":0,"trailingPE":0,"forwardPE":0,"priceToBook":0,"returnOnEquity":0,"recommendationMean":0,"recommendationKey":"","targetMeanPrice":0,"numberOfAnalystOpinions":0,"analyst_earnings_data":"","dividendRate":0,"dividendYield":0,"payoutRatio":0,"totalEsg":0,"environmentScore":0,"socialScore":0,"governanceScore":0,"title":"","providerPublishTime":"","link":"","longBusinessSummary":"","longBusinessSummary_ja":"","quarterly_revenue":0,"quarterly_net_income":0,"quarterly_operating_profit":0,"enterprise_value":0,"company_officer_1_name":"","company_officer_1_title":"","company_officer_2_name":"","company_officer_2_title":"","company_officer_3_name":"","company_officer_3_title":"","company_officer_4_name":"","company_officer_4_title":"","company_officer_5_name":"","company_officer_5_title":"","company_officers_update_time":"","get_dividend_history_year1":0,"get_dividend_history_year2":0,"get_dividend_history_year3":0,"get_dividend_history_year4":0,"get_dividend_history_year5":0,"get_dividend_history_year6":0,"get_dividend_history_year7":0,"get_dividend_history_year8":0,"get_dividend_history_year9":0,"get_dividend_history_year10":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"jir_stock_code":"3675","jir_company_name":"Cross Marketing Group Co., Ltd.","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-08-20","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/08\/3675-20260820-01.pdf","jir_short_summary":"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.","jir_summary":"### Purpose and overview of the system\nThe 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.\n\n### Implementation conditions and constraints\nApproval 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%.","jir_financial_highlights":"Annual stock grant cap: 800,000 shares (unknown)\nAnnual compensation cap: 500 million yen (unknown)\nAllocation within the target director's compensation cap: Combination of PSU + RSU (unknown)","jir_category":"","jir_hashtags":"#CrossMarketingGroup, #Stock-BasedCompensationSystemIntroduction","jir_key_figures":"Annual stock grant cap: 800,000 shares\nAnnual compensation cap: 500 million yen\nAllocation within target directors' compensation cap: PSU + RSU both within the cap","jir_meta_title":"\u3010Cross Marketing Group Co., Ltd.\u3011Notice on the Introduction of a Post-Delivery Stock-Based Compensation System | August 2026","jir_meta_description":"Cross Marketing Group Co., Ltd. establishes a post-delivery stock-based compensation system. Introduction of PSU\/RSU to enhance performance linkage and long-term shareholder value sharing. Key points include approval requirements, cap limits, and annual compensation framework.","jir_og_title":"Cross Marketing Group Co., Ltd. Introduces Post-Delivery Stock-Based Compensation System","jir_og_description":"New post-delivery stock-based compensation system (PSU\/RSU) introduced. Granted within an annual cap of 800,000 shares and an annual cap of 500 million yen, contingent on shareholders meeting approval. Aiming to promote long-term shareholder value sharing.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":58597,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"stock_option","footnotes":""},"sector":[],"importance":[],"class_list":["post-105700","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n