TargetsExecutive directorsExecutive officers● The Company sets the level and composition of compensation to enable the hiring and retention of talented human resources who are diverse in terms of nationality, experience, etc.● The composition ratio will emphasize performance-based compensation to provide sufficient incentive to achieve profitable growth.● The system will promote improvement in medium- to long-term corporate value and a shared awareness of profit with shareholders.Supervisory officers● Compensation level and structure based on role in management supervision and auditing.Basic policyRetirement paymentsFixed compensationBase salary &retirement paymentsDecision-making process● In order to increase the transparency and objectivity in compensation decision procedures, the content of compensation is discussed by the Audit & Supervisory Committee, composed of only outside directors, based on policies concerning the determination of compensation for directors and within the total amount determined at the General Meeting of Shareholders. Through resolution of the Board of Directors, the setting of compensation is delegated to the representative director, who determines the compensation for each executive director, including the amount of performance-based compensation.● Compensation for directors who are Audit & Supervisory Committee members is proposed to the Audit & Supervisory Committee and is determined through deliberation with directors who are Audit & Supervisory Committee members, within the total amount determined at the General Meeting of Shareholders.● Through resolution of the Board of Directors, compensation for outside directors who are not Audit & Supervisory Committee members is deliberated by the Audit & Supervisory Committee based on policies concerning the determination of compensation for directors. The setting of compensation is delegated to the representative director and president, who determines compensation within the total amount determined at the General Meeting of Shareholders.Annual bonusRSUPSU at base amountVariable compensationVariable compensationAnnual bonus &LevelBasic policyCCBJH Group have designed our executive compensation system on the basis of the following policy. Executives subject to the system in 2022 are two executive directors, seven supervisory officers (directors who are Audit & Supervisory Committee members and outside directors who are not Audit and Supervisory Committee members), and 10 executive officers.Compensation system for executive directors and executive officersCompensation for executive directors and executive officers is composed of fixed compensation and variable compensation that varies with factors such as corporate performance, to reflect responsibilities and contribution to corporate performance. The standard amount of compensation is set according to the scale of responsibilities. The larger the responsibilities, the higher the percentage of variable compensation.Fixed compensationBasic compensationUnder minimumpaymentUnder standardpaymentUnder maximumpaymentCorporate Governance (As of March 28, 2023)70%● Compensation is decided in accordance with scale of responsibilities, utilizing data from compensation surveys performed by external research organizations and taking into account the level of compensation provided at companies such as domestic and overseas similarly-sized companies in comparable industries, with the intent of providing a level of compensation that enables recruitment and retention of talented people who are highly diverse in terms of nationality, experience, etc.● The Company makes use of compensation survey data from outside expert organizations, etc. with reference to compensation levels in domestic companies of similar scale, and sets levels in accordance with roles.* Performance Share Units (PSU) and Restricted Stock Units (RSU)Overview of the executive compensation systemRange of standard amounts of compensation: Image when basic compensation is set to 100Image of compensation structure (in case of Representative Director & President)Executive compensation system1001069%37%30%Around 30 to 8531%63%Long-term incentives*Around 15 to 100Annual bonus &PSU at maximum73
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