Company: CNCKW
Filing Date: 2025-07-30
Form Type: 20-F
Source: 0001628280-25-036727
Chunk: 199

Company: Coincheck Group N.V.
Filing Date: 2025-07-30
Form: 20-F
Item: Item 6
Chunk 199
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 our strategic short and 
long-term performance objectives, contributing to our achievement of sustainable long-term value creation. The 
Remuneration Policy establishes a framework that discourages directors from acting in their personal interest or 
engaging in risk-taking that is inconsistent with our strategic objectives and corresponding risk appetite.
Evaluation
The Compensation Committee evaluates the objectives and structure of the Remuneration Policy at regular 
intervals. In its review, the Compensation Committee specifically focuses on our ability to continue to attract and 
retain qualified directors who possess the essential leadership qualities, skills, and experience to foster the 
achievement of our strategic short and long-term performance objectives and our sustainable long-term value 
creation.
Determining Director Compensation and Benefits
When determining the compensation of directors, the Board or the Non-Executive Directors and the 
Compensation Committee will, to the extent applicable, address the compensation structure, the amount of fixed and 
variable compensation components, the relevant performance targets for such variable compensation components, 
the scenario analyses that have been conducted, and the relevant pay ratios within the group.
Before submitting a proposal regarding the compensation of individual Executive Directors, the 
Compensation Committee will invite each Executive Director to express their views on the amount and structure of 
their own compensation, in accordance with the DCGC. 
Compensation of Executive Directors
On the basis of the Remuneration Policy objectives, the compensation of the Executive Directors consists 
of the elements discussed below. The Executive Director compensation is determined by the Board, without 
involvement of the Executive Directors.
Generally, the Executive Director compensation will include a fixed base salary and variable components 
comprised of short-term incentives and long-term (equity) incentives. The aim is to achieve an appropriate ratio 
between fixed and variable compensation components. In addition, an Executive Director may receive certain 
perquisites and retirement and health benefits, as well as severance payment and/or change of control protections. 
Base Salary
The base salary is cash-based compensation and is set at a level that contributes to the objectives of the 
Remuneration Policy. The amount may vary depending on the Executive Director’s role and responsibilities on the 
Board, as well as skills, expertise and professional background of the Executive Director. 
Variable Compensation
Executive Directors may be granted variable compensation in the form of short-term and long-term (equity) 
incentives. Variable compensation aims to promote the achievement of our strategic short and long-term 

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performance objectives. The variable compensation of Executive Directors is determined annually by the