HOYA's compensation committee has approved a new performance share unit award for three executive officers, keeping the company on a three-year measurement cycle rather than a one-year cash bonus treadmill. The June 26 decision covers the three business years from 2026 to 2028, and HOYA says it has used the performance-linked PSU framework for executive officers since 2019.
The filing says up to 22,200 common shares could eventually be issued or delivered, but only if all recipients satisfy the vesting requirements and performance lands at the highest level. As of July 1, the role-based base grant numbers are 6,200 shares for the CEO, 2,800 for the CFO and 2,100 for the CSO.
| Role | Base shares |
|---|---|
| CEO | 6,200 shares |
| CFO | 2,800 shares |
| CSO | 2,100 shares |
The design is also worth noting. After the performance period ends, HOYA will determine a compensation amount based on the market value of the shares due. Half is paid as a monetary claim that the executive contributes back in kind to receive shares, while the rest is paid in cash, explicitly to help secure tax funds. Certain non-resident executives, heirs of deceased executives, and executives leaving because of illness or other unavoidable reasons can receive the full amount in cash instead.
For investors, this is a governance framework, not a final share issuance on fixed terms. The issue price, total issuance amount and capital incorporation amount all remain undecided. HOYA says those terms will be set after the period ends in June 2029, using the closing price on the business day before the relevant board resolution, and the award could be settled through new shares or treasury stock.