The ALSOK Group includes "Based on two core principles exemplified by ‘arigato no kokoro’ (a feeling of gratefulness and gratitude) and ‘bushi no seishin’ (a samurai spirit), we devote ouselves to protecting the safety and security of our customers and of society as whole." in its management philosophy and includes "Contributing to Society" in its management policies. In line with this philosophy and policy, we are working to fulfill corporate governance through our operations such as, performance of management and seperation of supervisory, swift decision making, establishment of corporate ethics, and securement of management transparency, while endeavoring to remain the corporate group reliable to all stakeholders. Moreover, we place emphasis on information disclosure. We work positively on IR activity such as the execution of visiting every institutional investor and holding analyst meetings for investors and analysts. The ALSOK Group inspects and reviews such as organization structure, by observing the principles in "Corporate Governance Code" laid down by Tokyo Stock Exchange. We submit "Corporate Governance Report" to Tokyo Stock Exchange every year and post to both Tokyo Stock Exchange and ALSOK website. The ALSOK Group aims at the construction of the organizational structure to which the corporate governance functions more effectively, and will continue the examination of the measure for various systems.
We adopted the audit & supervisory board member system and are satisfied with its effective full audit that improves governance to our executive team.
ALSOK's director consists of 12 members, including 4 outside directors and audit & supervisory board members consists of 4 members, including 3 outside audit & supervisory board members. The Board of Directors, in principle, meets once a month to make important management decisions and while making a decision of basic management policy and important affair concerning business execution it oversees business execution of the directors and executive officers. Headed by the Chairman and Representative Director, the Management Committee, as a general rule, meets twice a month to discuss matters to be presented to the Board of Directors and the business execution policy based on the decision of the Board of Directors. Audit & Supervisory Board, in principle, meets once a month to consult or to resolve important items concerning inspection. Also, one of the audit & supervisory board member attends the Management Committee and observes management execution condition.
We implemented the executive officer system in June 2002, a company-wide system in April 2010, and also appointed a Chief Executive Officer (CEO) and Chief Operating Officer (COO) on April 1, 2011. The Operating Committee, which is headed by the President and Representative Director, meets, in principle, twice a month. This committee is responsible for deciding what issues are to be presented to the Management Committee and the Board of Directors, and discussing the appropriateness and the effectiveness of operational policies on business affairs in advance. We are proud of these systems mentioned above that enable us to make our business more impartial and transparent.
Still, ALSOK and the outside directors are concluding the contract to limit the onus of damage of the law in Article 423 clause 1 based on regulations of Article 427 clause 1 of the Corporate Law. Amount limit for the damage liability based on the concerned contract is assumed to be high amount, either of the lowest amount limit provided in 10 million yen or Article 425 clause 1 of this law. This is aimed for outside directors and outside audit & supervisory board members to sufficiently demonstrate the expected role.
As for the outside directors and outside audit & supervisory board members, it is assumed to cover the function of observation and supervision of the management team by objective and neutral standpoint. Also, we do not set any basis nor policy concerning independence to appoint outside directors and outside audit & supervisory board members, although we refer to requirements of independent officers fixed by Tokyo Stock Exchange.
The Company employs 4 outside directors and 3 outside audit & supervisory board members; applications have been submitted to the Tokyo Stock Exchange identifying each of these individuals as independent officers.
Also, outside directors and outside audit & supervisory board members attend meetings of the Board of Directors, at which they offer their opinions on the matters at hand. They receive briefings on the issues to be discussed at meetings of the Board of Directors the day prior to the meeting, allowing them to more effectively monitor management. The outside audit & supervisory board members coordinate with the Inspection Department and the Independent Auditing Corporation employed by the Company in regard to audits by audit & supervisory board members, internal audits, and accounting audits as well as auditing branches and subsidiaries. To facilitate this coordination, the outside audit & supervisory board members periodically exchange information with these bodies.
The participation of the outside directors in these meetings enables them to monitor the operational execution of other directors with regard to Internal Control Operations and other matters from an independent standpoint.
They also evaluate the legality of the measures implemented by Internal Control Operations. To this end, they perform both operational and accounting audits of the organization and review all relevant documents.
Number of members and total compensation for each classification in the fiscal year ended March 31, 2021 are as follows.
(Excluding outside directors)
|9 members||¥323 million|
|Audit & Supervisory Board Members
(Excluding outside audit & supervisory board members)
|1 member||¥23 million|
|Outside directors and audit & supervisory board members||9 members||¥69 million|
With the resolution of General Meeting of Shareholders, the Company decides the maximum remuneration paid to directors should be \400 million in total (the number of directors involved in the resolution is seven; June 27, 2002) and as for Audit & Supervisory Board members shall be \120 million in total (the number of Audit & Supervisory Board members involved in the resolution is four; June 30, 1998). The remuneration paid to directors, based on the following policies decided by the resolution of the Board of Directors, consists with the flat amount determined by the appointment and outside director, other directors beside, and with the productivity-linked remuneration calculated by the performance feedback of each directors by certain standard. The remuneration paid to Audit & Supervisory Board members is flat amount and the specific amount is determined following the standard decided at Board of Directors.
Regarding the remuneration of the directors (excluding outside directors), the fixed compensation notified in advance (so-called bonus) paid in June every year corresponds to the productivity-linked remuneration. If the company performance payment rate and the individual performance payment rate are both 100%, the payment ratio will be 20% of the total annual payment amount. In addition, the monthly remuneration corresponds to remuneration other than productivity-linked remuneration, and the payment ratio is 80% of the total annual remuneration when both the company performance payment rate and the individual performance payment rate are 100%.
Of the remuneration of the Company's directors (excluding outside directors), the monthly remuneration is paid by adding the "role allowance" and "director's allowance" to the basic salary and the amount of payment is set for each rank. In addition, the standard amount of fixed compensation notified in advance is set in conjunction with the monthly remuneration.
When calculating the fixed compensation notified in advance, which is a productivity-linked remuneration, the standard index is the processed consolidated operating income as shown in the figure below, and the payment level is set in advance according to the achievement status of the plan, and transparency is linked to the performance. After securing, the company performance payment rate will be decided by the Company's board of directors. In addition, the individual performance payment rate is determined by the degree of achievement of the goals set for each individual. After that, the amount of payment for each individual is finally decided by multiplying the standard amount by each payment rate according to the following formula. [Structure of standard index] Consolidated operating income + Equity method investment income + Consolidated bonus [Fixed compensation notified in advance calculation formula for individual salary] Individual payment amount = Standard amount × Company performance payment rate × Individual performance payment rate The reasons for adopting the above standard index are as follows. (A) Improving the performance of the entire group, including equity method affiliates is the main role of officers. (B) Consolidated operating income excluding the effects of fluctuations in bonus payments is considered to be a better indicator of company performance.
The Board of Directors decides on the amount of remuneration for officers and the policy for determining the calculation method. When determining the amount of productivity-linked remuneration to be paid to directors in the relevant fiscal year, the Board of Directors of the Company is considered to be in a position to most appropriately evaluate each director individually in terms of the individual performance payment rate. Therefore, we delegated to Atsushi Murai, Chairman and Representative Director, and Yukiyasu Aoyama, President and Representative Director, to determine the payment rate based on the achievements of each director's challenges and achievement targets (KPI) for the relevant fiscal year. The Board of Directors of the Company has determined that the individual remuneration of directors is determined by the above method, and that the content is in line with the decision policy.
Remuneration for directors of the Company is a matter to be resolved by the Board of Directors in accordance with the rules of the Board of Directors. We have been deliberating on the remuneration system, revision of calculation method for the fixed compensation notified in advance, and performance payment rate and individual performance payment rate for the fixed compensation notified in advance. In the current fiscal year, the Board of Directors meeting held on May 12, 2020 discussed the company performance payment rate and individual performance payment rate regarding the fixed compensation notified in advance scheduled to be paid in June of the same year. In the deliberation of the company performance payment rate for the current fiscal year, the actual result of the standard index was \66,913 million (achievement rate 101.9%) against the plan of \65,677 million.
Until the current fiscal year, we have paid executive remuneration under the above system, but from the 57th term onward, we will take greater responsibility for business performance in the management team in line with the formulation of a new medium-term management plan. In order to strengthen and implement management strategies with an eye on medium- to long-term business growth, we will change the existing remuneration payment ratio (raise the productivity-linked remuneration payment ratio) and introduce new medium- to long-term incentives for productivity-linked remuneration. (A)Change of remuneration payment ratio When both the company performance payment rate and the individual performance payment rate are 100%, the ratio of non-productivity-linked remuneration (fixed amount remuneration) has been reduced from 80% to 55%, and the productivity-linked remuneration ratio has been raised 20% to 45%. (short-term incentive: 30%, medium- to long-term incentive: 15%). (B) Outline of short-term and medium- to long-term incentives For short-term incentives, the company performance payment rate is calculated from the standard index (consolidated operating income + equity method investment income + consolidated bonus) that was used to calculate productivity-linked remuneration, and for medium- to long-term incentives, the company performance payment rate is calculated based on the three-year average growth rate of the standard index, and the company performance payment rate and individual performance payment rate are multiplied by the standard amount, respectively to decide the amount of payment for each individual.
Based on Corporation Law and Financial Instruments and Exchange Law, the Group is maintaining system to secure the rightness of business for other corporations, corporate group which are made up from such company and subsidiraies and agreement for execution of duty as director and employee to law and certificate of incorporation.
Our company is especially attaching importance to risk management on the character to assume securing of a safe society to be a company's business. The Risk Management Committee is organized based on the current Risk Management Regulation enacted in 2002, and the risk management director, Tsuyoshi Murai is assumed to be the chairman. Moreover, the risk management examination organization is enacted in the head office and each office, and it is working on the risk management such as identifying the risk, evaluation, the precaution, and the measures idea as all companies are covering.In addition, the risk examination departmental meeting according to the field put in the Risk Management Committee, risk information on each pertinent field is collected, analyzed, evaluated, and the measure for the risk reduction is examined. To attempt the rapid deployment, the organizational structure is maintained much more in an urgent reporting system when the matter of great importance idea is generated and the installation of the task force.
Regarding compliance, the Compliance Committee that makes the compliance director, Tsuyoshi Murai as chairman is organized and is attempting on compliance. The Compliance Committee works for knowing the compliance consideration toward the director and the employee based on the current Compliance Regulation enacted in 2002, and is regularly checking the business activity condition. For earlier detection and the prevention of the problem in corporate ethics, "ALSOK Hotline" was installed in 2004, and when encountering a malfeasance, misbehavior, and an anti-ethical act that the employees and officers lies a company, the system that can internally be informed is constructed without receiving a prejudicial treatment. Moreover, as a window of reports, besides the existing internal window, external window has been established in 2016.
Additionally, the Group set "Basic policy for information security" as cornerstone of ensurement of information security, and apply to all employees including board members and all information assets. Based on information assets management regulation, Information Assets Management Committee is organaized under Tsuyoshi Murai, director in charge of information assets management, as chairman, which construction and promotion of information assets management system and trainings concerning serious accidents are conducted. Furthermore, when serious accident occurs, the Group lay out the framework of corresponding to the accident and prevention of recurrence, and establish ALSOK-CSIRT(Computer Security Incident Response Team).
As for the lawsuit, the dispute, and other legal risk, the legal affairs room is enacted and it corresponds while cooperating with each operations division. Moreover, our company is straightening the system to prevent the risk beforehand as adviser contracts with seven law firms are concluded, and advice and guidance such as events concerning an important legal problem and compliance are received properly. The lawyer is made to take part in the corporate governance through the maintenance of compliance looking up at such advice and guidance.