NCR Voyix Corp
For the period ended Jun 3, 2026. Filed Apr 21, 2026.
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Jun 3, 2026 · Filed Apr 21, 2026
Contents
Preview of 2026 Compensation Program
The Committee regularly reviews the design and effectiveness of the Company’s executive compensation programs. In February 2026, the Committee approved the 2026 executive compensation plan's structure and design, which continues to emphasize pay for performance. The Committee determined that the existing MIP and LTIP structures and metrics remain appropriate; however, to further strengthen alignment between profitability and compensation, the 2026 MIP now includes a gating mechanism under which no payout will occur unless threshold Adjusted EBITDA is achieved, regardless of the achievement of the other MIP metrics.
| Overview of 2026 Program | |
| Management Incentive Plan ("MIP") | Metrics for the 2026 MIP:•Adjusted EBITDA weighted at 50% •Revenue weighted at 30%•Strategic Scorecard weighted at 20%◦Percentage of recurring revenue weighted at 10%◦Customer net promoter score weighted at 5%◦Employee satisfaction score weighted at 5% |
| Long-Term Incentive Plan ("LTIP") | Annual 2026 LTIP Mix: •50% PB-RSUs with 3-year cliff vesting•50% TB-RSUs with 3-year ratable vesting |
| Metrics for 2026 PB-RSUs:•50% of PB-RSUs: Pro Forma Free Cash Flow •50% of PB-RSUs: rTSR with Peer Group S&P 600 Information Technology |
2026 MIP Metrics
2026 LTIP Mix
| 2026 Proxy Statement | 45 |
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