From fiscal 2026, the compensation structure for executive officers will be revised by reducing the fixed compensation ratio by 5% and uniformly increasing the equity compensation ratio to 30%. A TSR-linked equity compensation will also be newly introduced to aim for long-term corporate value enhancement.<\/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":"4902","jir_company_name":"Konica Minolta, Inc.","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-03-26","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/03\/4902-20260326-01.pdf","jir_short_summary":"From fiscal 2026, the compensation structure for executive officers will be revised by reducing the fixed compensation ratio by 5% and uniformly increasing the equity compensation ratio to 30%. A TSR-linked equity compensation will also be newly introduced to aim for long-term corporate value enhancement.","jir_summary":"### Overview of Compensation System Revision\nKonica Minolta, Inc. has revised the executive compensation system for executive officers effective from fiscal 2026. The ratio of fixed compensation will be reduced by 5%, and the equity compensation ratio will be uniformly increased to 30%. For the Representative Executive Officer, President, fixed compensation will be 40%, annual performance-linked monetary compensation 30%, and equity compensation 30%. For other executive officers, fixed compensation will be 45%, annual performance-linked monetary compensation 25%, and equity compensation 30%. Compensation decisions aim to meet shareholder expectations and to promote mid- to long-term performance improvement and corporate value enhancement.\n\n### Evaluation Metrics and New Equity Compensation System\nThe annual performance-linked monetary compensation is primarily based on the achievement rate of the current term profit target, while the performance-linked equity compensation uses the achievement rate of the ROE target in the final year of the mid-term management plan as the standard. Non-financial indicators (CO2 emissions reduction volume, engagement score) have been removed to focus on strengthening the financial base. A new TSR (Total Shareholder Return)-linked equity compensation has been introduced, granted annually based on relative evaluation against TOPIX growth rate including dividends. This strengthens incentives for long-term shareholder value enhancement.","jir_financial_highlights":"Fixed Compensation Ratio (Representative Executive Officer, President): 40% (Reduced by 5% from 45% before revision)\nEquity Compensation Ratio (Representative Executive Officer, President): 30% (Increased by 5% from 25% before revision)\nFixed Compensation Ratio (Other Executive Officers): 45% (Reduced by 5% from 50% before revision)\nEquity Compensation Ratio (Other Executive Officers): 30% (Increased by 10% from 20% before revision)\nTSR-linked Equity Compensation Ratio (Percentage of Total Compensation): 12% (Newly established)","jir_category":"","jir_hashtags":"#KonicaMinolta, #ExecutiveCompensationRevision, #executive_change, #JapaneseStocks","jir_key_figures":"Fixed Compensation Ratio (Representative Executive Officer, President): 40% (Previously 45%)\nEquity Compensation Ratio (Other Executive Officers): 30% (Previously 20%)\nTSR-linked Equity Compensation Ratio: 12% of total compensation (Newly established)","jir_meta_title":"Konica Minolta Revises Executive Compensation System from Fiscal 2026: Fixed Compensation Reduced, Equity Compensation Raised to 30%","jir_meta_description":"Konica Minolta, Inc. revises the executive compensation structure from fiscal 2026 by reducing fixed compensation ratio by 5%, uniformly raising equity compensation ratio to 30%, and introducing TSR-linked equity compensation to promote long-term corporate value enhancement.","jir_og_title":"Konica Minolta Revises Executive Compensation System to Strengthen Shareholder Value","jir_og_description":"From fiscal 2026, executive compensation structure will be revised with reduced fixed compensation, increased equity compensation, and introduction of TSR-linked compensation to aim for long-term corporate value growth.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":8082,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"executive_change","footnotes":""},"sector":[],"importance":[],"class_list":["post-37049","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n