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举措
取缔役和监察役的候选人
公司章程规定取缔役任期为一年，监察役任期为四年。取缔役和审计与监事会成员在有多数表决权的股东出席股东大会时选举，股东大会上至少有三分之一的表决权由出席的股东行使。
取缔役候选人需要对光子学有深刻的了解，渴望探索光的前沿领域，并具有对新行业充满热情的企业家精神。为了将这些品质付诸实践，候选人应能够在领导层和团队合作的支持下实施大胆的改革。根据这些标准，公司在遴选候选人时，会考虑董事会组成中的性别、专业知识及其他多样性因素（如《公司治理基本方针》第 13 条及技能矩阵所述），并对其绩效、成就、品格、道德及其他因素进行全面评估。此外，为了提高候选人遴选过程的公平性、透明度和客观性，并赢得股东的信任，我们会事先征询提名与薪酬委员会的意见；该委员会的大多数成员为社外取缔役，并且《提名与薪酬委员会条例》明确规定，董事会应尊重该委员会的报告。
审计与监事会成员的候选人必须从独立和客观的角度履行其职责。候选人应该具有杰出性格、洞察力和能力、丰富的经验和高道德标准。至少任命一名审计与监事会成员，并具备适当的财务和会计知识。
社外取缔役和社外监察役
我们致力于构建必要信息的提供与共享机制，以确保我们的社外取缔役和社外监察役能够站在独立的立场上，充分履行其顾问和监督职能。特别是，为了提高董事会会议的审议质量，我们重点推进相关举措，确保提前向社外取缔役和社外监察役提供议程事项的相关信息，并促进他们对这些议项的理解。
・提前分发待解决事项的材料
・必要时事先解释议程
・报告内部审计与监事会成员的观点
・确保能够适当获取必要的内部信息，例如执行役会议的会议纪要
通过这些举措，我们建立了一套机制，使社外取缔役和社外监察役能够凭借其丰富的专业知识，积极参与董事会会议的审议，从而有助于提高管理透明度和客观性，并加强公司治理。
【社外取缔役和外部审计与监事会成员联络点负责人】
野崎健（取缔役、常务执行役员，经营企划统括本部长）
取缔役薪酬方案
取缔役和监察役的薪酬如下。
【取缔役和监察役的薪酬数据】
| 取缔役薪酬 | 固定薪酬 | 每年 7.2 亿日元以内（包括社外取缔役每年 1.2 亿日元以内的金额） | 于 2023 年 12 月 22 日确定 定期股东大会 |
|---|---|---|---|
| 短期绩效挂钩薪酬 | |||
| 限制性股票薪酬 | 每年 2 亿日元以内 （不包括社外取缔役） |
于 2019 年 12 月 20 日确定 定期股东大会 |
|
| 审计与监事会成员薪酬 | 现金薪酬 | 每月 1,000 万日元或以下 | 于 2021 年 12 月 17 日确定 定期股东大会 |
【薪酬方针】
公司基于光有无限可能的信念，努力追求未知和未开发领域。基于新技术和新知识，我们公司构建了有助于创造更美好社会和更健康地球的市场。
由于这些理念无法在短期之内得以实现，公司要求其取缔役避免短视，着眼于中长期成果。因此，公司认为固定薪酬适合作为取缔役的基本薪酬。此外，公司考虑在每个财政年度实现稳定业绩改善的必要性，响应股东的委托，引入了短期业绩挂钩薪酬。
另一方面，公司引入了股票薪酬（限制性股票薪酬），目的是从长远角度，亦即站在股东的角度，促进企业价值的可持续提升。
因此，取缔役（不包括社外取缔役）的薪酬包括 (1) 固定薪酬、(2) 短期业绩挂钩薪酬和 (3) 股票薪酬。公司重视中长期视角，因此将这些薪酬比率总体安排为 70:15:15*。此外，对社外取缔役仅支付固定薪酬。
* 短期业绩挂钩薪酬可能会根据每个财年的业务业绩而增减。因此，实际比率可能会发生变化。此外，同时还身为员工的负责人由于领取工资的关系，因此可能不适用上述比率。
取缔役薪酬制度摘要如下：
1. 提名与薪酬委员会参与
取缔役薪酬由董事会根据个人情况确定。董事会在咨询成员多为社外取缔役的提名与薪酬委员会后作出决定。提名与薪酬委员会的条例规定，公司尊重提名与薪酬委员会的报告。
2. 各项薪酬摘要
取缔役薪酬包括 (1) 固定薪酬、(2) 短期业绩挂钩薪酬和 (3) 股票薪酬。这些薪酬的比率应为 70:15:15。根据业务业绩进行短期业绩挂钩薪酬变更。
每项薪酬的摘要如下：
(1) 固定薪酬
每个职位的每月固定薪酬金额，参考通过外部组织调查了解的其他公司标准，加以确定。对社外取缔役仅支付固定薪酬。
(2) 短期业绩挂钩薪酬
短期业绩挂钩薪酬由董事会根据每个财年的业绩具体确定，并由公司于每年 12 月向取缔役发放。短期业绩挂钩薪酬指数为本集团的合计营业收入。将基本金额（常为全部薪酬的 15%）乘以如下系数来计算薪酬金额：(i) 合计营业收入和 (ii) 每个职位。该薪酬是对业绩提升的一种激励。
(3) 股票薪酬
股票薪酬设定为取缔役总薪酬的 15% 左右，在董事会上为每位取缔役决定，并在记录日期起的 30 年转让限制期内提前支付。
【取缔役薪酬方案（不包括社外取缔役）】
■固定薪酬：通过第三方组织进行调查，参考行业基准按职位确定。
■限制性股票薪酬：根据个人具体情况确定，约占取缔役总薪酬的 15%。配股协议包括一项条款，允许公司在董事会认定某取缔役存在严重违反法律、法规或公司内部规章制度的行为时没收已分配给该取缔役的限制性股票（追索条款）。
■短期绩效挂钩薪酬：根据个人情况确定，方法将基本金额乘以根据所属财年的合并营业利润和相关职位单独确定的系数得出。
董事会的有效性评估
我们对董事会的有效性进行评估，以改善其运作并提升企业价值。在第三方机构的支持下，我们通过持续开展调查、分析和改进的循环工作，致力于确保董事会的运作更加客观、有效。2024 年 9 月进行的有效性评估获得了总体积极的反馈，我们认为董事会整体的有效性得到了保持。与此同时，我们也认识到存在一些问题，例如对集团整体治理结构的监督等。为此，我们加强了监督机制，例如要求子公司将内部审计结果向董事会报告，同时持续努力完善公司治理体系，这些举措已初见成效。
在 2025 年 9 月进行的有效性评估中同样指出了一些问题，例如需要进一步深入开展关于公司方针和战略的讨论，以及持续加强与企业并购相关的集团整体监督。我们将通过处理和解决这些问题，继续努力提升董事会的运作效能。
【概述】
目标：取缔役和监察役
类型：采用五级评分制和开放式描述性问卷相结合的自我评价方式
管理方：第三方机构
【调查项目】
- 总体运作和讨论事项
- 取缔役和监察役的支持体系
- 监督职能
- 与投资者的对话
- 执行役员绩效
- 提名与薪酬委员会的运作
【流程】
加强公司治理的举措
| 年份 | 举措 |
|---|---|
| 2015 | 独立社外取缔役的占比上升至 14%（2 名） |
| 2016 | 开始董事会的有效性评估 |
| 2019 | 决议对取缔役（不包括社外取缔役）实行股权薪酬制度 |
| 2020 | 独立社外取缔役的占比上升至 27%（3 名） 实行执行役员制度 将董事会的有效性评估工作委托给第三方 |
| 2021 | 独立社外取缔役的占比上升至 40%（4 名） 将取缔役的任期从 2 年缩短至 1 年 成立了提名与薪酬委员会 |
| 2023 | 决议对取缔役（不包括社外取缔役）实行与短期业绩挂钩的薪酬制度 |
| 2024 | 扩大了董事会有效性评估的范围，将提名与薪酬委员会纳入其中 |
培训继任者
为了贯彻企业社会责任，滨松光子学株式会社认为采取有效措施培养继任者至关重要，这不仅适用于总裁，也适用于取缔役。但公司没有正式规定的培养继任者的程序。
相反，公司依赖于自下而上的经理发展流程。自公司成立以来，一个一直持续的特征是，每个小型制造集团单位或“分部”都需要自己盈利。多个小分部组成一个制造部门，多个制造部门组成一个事业部。各单位负责人需要在了解盈利能力的情况下进行管理。这种安排使经理能够获得作为管理专业人士为公司服务所需的意识和素质。
董事会成员培训
我们鼓励取缔役和审计与监事会成员自愿进行自我培训，以提高他们履行职责的能力。我们还从外部来源获得培训。
【培训主题示例】
2026 年：业务管理与 AI 应用
2025 年：合规与危机管理
2024 年：与机构投资者对话
2023 年：绩效指标
2022 年：反腐败
2021 年：修订的公司治理准则
2021 年：ESG 管理
2019 年：专利侵权诉讼
2019 年：资本成本
2018 年：取缔役的义务和责任
利益冲突的预防
我们的高级职员和员工不会在没有正当理由的情况下出于个人的利益而从事与公司利益相冲突的任何行为（包括利益冲突和潜在的利益冲突）。
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