2.Committee composition [As of July 1, 2024]

3.Attendance status at Board of Directors' meetings and Committee meetings （Data of FY2023）

4.Composition of officers (Japan Post Holdings)

Board of Directors・Status of Meetings and Attendance of each committeesAs of March 31 of Each Fiscal Year

Total amount of compensation for each executive category, total amount by type of compensation, and number of Executive Officers（FY2023）

1. No compensation as a director is paid to those who concurrently serve as a Director and Executive Officer.
2. four Directors serve concurrently as Directors and Executive Officers of major consolidated subsidiaries, but they have not been paid compensation as Directors of Japan Post Holdings for the period that they belonged to a major consolidated subsidiary and only executed business of a major consolidated subsidiary. The total amount of compensation received by those four Directors from major consolidated subsidiaries is ¥117 million.
3. 25 Executive Officers serve concurrently as Directors or Executive Officers of major consolidated subsidiaries, six of whom have not been paid as Executive Officers of Japan Post Holdings for the period in which they belonged to a major consolidated subsidiary and executed business of a major consolidated subsidiary.
   The total amount of compensation received by those six Directors from major consolidated subsidiaries is ¥130 million.
4. Performance-based stock compensation shows the amount recorded as expenses in the current fiscal year. In principle, at the end of each fiscal year, the Company books the amount expected to be incurred in the relevant fiscal year as an expense as a reserve, and reverses the relevant reserve at the time of retirement (when benefits are paid), etc.
5. The Company grants stock-based compensation to Executive Officers as non-monetary compensation, etc., under this system. The stock-based compensation is included in the performance-based compensation, etc.
6. There are no retirement benefits or bonuses for Directors.

Compensation System for Executive Officers

Compensation System

1. 1.
   When serving concurrently as a Director and Executive Officer, compensation shall be paid as Executive Officer.
2. 2.
   Directors of Japan Post Holdings shall be paid a fixed amount of compensation according to their duty, based on the scope and size of their responsibility for management.
3. 3.

   Executive Officers of Japan Post Holdings shall be paid basic compensation according to their duty (fixed amount compensation), bonus as short-term incentive, and stock compensation as medium- to long-term incentive (non-performance-based and performance-based), as a mechanism that functions as a sound incentive to achieve performance targets and promote sustainable growth. In addition, Directors or Executive Officers of Japan Post Holdings who simultaneously serve as a Director, Auditor, Executive, or Executive Officer of a Japan Post Group company shall be paid compensation by the company where that Director or Executive Officer mainly executes business.

Indicators of Performance-based Compensation, Reason for Selecting Those Indicators, and Method for Deciding the Amount of Performance-based Compensation

1. 1.

   Performance-based Monetary Compensation (Annual Bonus)
   Short-term performance-based monetary compensation (annual bonus) for Executive Officers is calculated by multiplying the base amount, which is determined by the Executive Officer's responsibilities, by a coefficient according to an individual evaluation based on job performance, etc. and a payment ratio that varies depending on company performance for the fiscal year under review (e.g., achievement of management plans).
   The individual evaluation of Executive Officers is determined by individually assessing the results and progress in the business area for which the Executive Officer is responsible.
   Indicators related to company performance are set in several different categories to enable a comprehensive evaluation of management achievements. Specific indicators adopted as suitable for the business form and content of Japan Post Holdings are: net income attributable to Japan Post Holdings and consolidated ordinary income ratio as financial indicators; and sustainability indicators (employee engagement score, head office female manager ratio, implementation status of measures to reduce GHG emissions, status of improvement of evaluation by ESG rating agencies), progress of the JP Vision 2025+ medium-term management plan, and occurrence of serious administrative incidents and misconduct in the Group and operation of compliance system as non-financial indicators.
   In the event of a material fraud or violation by an Executive Officer eligible for payment, we have a system in place that allows us to demand the return (clawback) of all or a portion of the bonus paid to the Executive Officer.

2. 2.

   Performance-based Stock Compensation
   Regarding performance-based stock compensation for Executive Officers, after the end of the last fiscal year of the medium-term management plan period, Executive Officers will receive points that are calculated by multiplying the number of base points for the executive officer position according to the Executive Officer's responsibilities by a payment ratio that varies depending on the achievement of the performance target set out in the medium-term management plan.
   The performance target used as the basis for determining the payment ratios shall adopt a medium- to long-term target or indicator set out in the medium-term management plan to ensure that the stock compensation functions as a sound incentive for medium- to long-term enhancement of corporate value and sustainable growth. The indicator adopted is ROE (based on shareholders' equity), which is one of the key indicators in the current medium-term management plan.
   In the event of a material fraud or violation by an Executive Officer eligible for payment, we have a system in place that allows us to reduce or forfeit (malus) the points used to calculate the number of shares to be granted to the Executive Officer.

Targets for Indicators Related to Performance-based Compensation in FY2024

1. The number of cases in which the interests of customers were found to have been unfairly harmed by transactions that may cause a conflict of interest, in which a Group company was subject to administrative sanctions
2. The number of cases in which criminal penalties or administrative sanctions were imposed due to violations of insider trading regulations relating to Group company business operations

1. (Coverage) Japan Post Holdings Co., Ltd., Japan Post Co., Ltd., Japan Post Bank Co., Ltd., and Japan Post Insurance Co., Ltd.

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