Ajinomoto announced on July 29, 2026, the continuation of its mid-term performance-linked compensation system, covering the period from April 1, 2026, to March 31, 2029. Details are provided regarding evaluation indicators and achievement rates.<\/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":"2802","jir_company_name":"Ajinomoto Co., Inc.","jir_importance":"\u2605\u2605\u2605\u2605\u2606","jir_publication_date":"2026-07-30","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/07\/2802-20260730-01.pdf","jir_short_summary":"Ajinomoto announced on July 29, 2026, the continuation of its mid-term performance-linked compensation system, covering the period from April 1, 2026, to March 31, 2029. Details are provided regarding evaluation indicators and achievement rates.","jir_summary":"### Details of the Performance-linked Compensation System\nAjinomoto resolved on July 29, 2026, to continue its mid-term performance-linked compensation system covering the three-year period from April 1, 2026, to March 31, 2029. The system rewards executives based on achievement levels of seven evaluation indicators, including ROIC, relative TSR, greenhouse gas emission reduction, and others, with payments determined according to achievement rates. If the achievement rate falls below 60%, no reward is paid. The final reward amount is determined based on the achievement of these indicators. The purpose of the system is to promote long-term corporate value enhancement and ESG goal achievement.\n\n### Target Executives and Evaluation Criteria\nTargeted executives are co-trustees of the Executive Compensation BIP Trust Agreement. Details regarding the number of shares subject to the system and reward limits are not specified. The evaluation indicators include ROIC, relative TSR, greenhouse gas emission reduction rate, number of healthy life extension persons, employee engagement score, global female management ratio, and corporate brand value. Target values and evaluation weights for fiscal year 2028 are also set.","jir_financial_highlights":"Target Period: April 1, 2026, to March 31, 2029 (Unknown)\nEvaluation Indicators: ROIC, relative TSR, greenhouse gas emission reduction rate, number of healthy life extension persons, employee engagement score, global female management ratio, corporate brand value (Unknown)\nNumber of Target Shares: Unknown (Unknown)","jir_category":"","jir_hashtags":"#Ajinomoto, #Mid-termPerformanceLinkedCompensationSystem, #JapaneseStocks","jir_key_figures":"Target period: April 1, 2026, to March 31, 2029\nEvaluation indicators: ROIC, relative TSR, greenhouse gas emission reduction rate, number of healthy life extension persons, employee engagement score, global female management ratio, corporate brand value\nNumber of shares subject to the system: Unknown","jir_meta_title":"\u3010Ajinomoto\u3011Continuation of the Mid-term Performance-linked Compensation System\uff5c2026-2029","jir_meta_description":"Ajinomoto announced on July 29, 2026, the continuation of its mid-term performance-linked compensation system covering three years from 2026 to 2029. Details on evaluation indicators and objectives are provided.","jir_og_title":"\u3010Ajinomoto\u3011Continuation of the Mid-term Performance-linked Compensation System\uff5c2026-2029","jir_og_description":"Ajinomoto decided to continue its mid-term performance-linked compensation system on July 29, 2026, aimed at long-term value enhancement. Evaluation indicators and target period are explained.","jir_og_image_url":"\/assets\/og\/company-share_buyback.jpg","jir_chart_data_collection":"[]","ir_related_company":6882,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"share_buyback","footnotes":""},"sector":[],"importance":[],"class_list":["post-90512","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n