HOYA has decided to continue the performance share unit (PSU) incentive scheme introduced in FY2019. The scheme links rewards to medium- to long-term business performance, providing stock grants or monetary compensation according to the executive’s position.<\/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":"7741","jir_company_name":"HOYA Corporation","jir_importance":"\u2605\u2605\u2605\u2605\u2606","jir_publication_date":"2026-06-26","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/06\/7741-20260626-01.pdf","jir_short_summary":"HOYA has decided to continue the performance share unit (PSU) incentive scheme introduced in FY2019. The scheme links rewards to medium- to long-term business performance, providing stock grants or monetary compensation according to the executive's position.","jir_summary":"### Overview of the Scheme\nHOYA introduced the performance share unit (PSU) as a medium- to long-term incentive for its executive officers starting in FY2019, and has now decided to continue it. The scheme grants shares based on achieving medium- to long-term business performance targets set during the three-year period. The amount of reward is determined by multiplying the standard award shares by a performance coefficient, according to the executive's position. Grants are made through a combination of shares and monetary compensation, taking into account taxes and tax payments. The objective of the scheme is to enhance corporate value and secure talented personnel.\n\n### Future Outlook and Impact on Shareholders\nHOYA's continuation of the scheme aims to motivate executives to improve long-term business performance and maximize corporate value. The scheme provides incentives both through share grants and monetary payments, with rewards increasing or decreasing based on performance achievement. The company will continue to pursue its medium- to long-term performance targets and aims to enhance shareholder value.","jir_financial_highlights":"Standard Award Shares (CEO): 6,200 shares (Unknown)\nMedium- to Long-Term Business Goal (Revenue): 1,070 billion yen (Unknown)\nMedium- to Long-Term Business Goal (Earnings per Share): 840 yen (Unknown)","jir_category":"","jir_hashtags":"#HOYA, #IRSystem, #JapanStocks","jir_key_figures":"Standard Award Shares (CEO): 6,200 shares\nMedium- to Long-Term Business Goal (Revenue): 1,070 billion yen\nMedium- to Long-Term Business Goal (Earnings per Share): 840 yen","jir_meta_title":"\u3010HOYA\u3011Continuation of Medium- to Long-Term Incentive Scheme\uff5cJune 2026","jir_meta_description":"HOYA has decided to continue its performance-linked stock-based compensation scheme. Detailed information including scheme outline, medium- to long-term targets, and position-based share amounts is provided for investors.","jir_og_title":"\u3010HOYA\u3011Incentive Scheme Continues\uff5cJune 2026","jir_og_description":"HOYA has confirmed the continuation of its medium- to long-term incentive scheme. Key details such as scheme overview, target values, and position-specific share amounts are introduced for investors.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":6859,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"executive_change","footnotes":""},"sector":[],"importance":[],"class_list":["post-71222","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n