Amentum Holdings, Inc.

For the period ended Feb 6, 2026. Filed Dec 19, 2025.

About this filing

What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.

Feb 6, 2026 · Filed Dec 19, 2025

AMTM$21.25-0.6%Stored close · as of Nov 6, 2026

See the whole filing, with its images and exhibits

Contents

Fiscal Year 2025 Long-Term Incentive Program (LTIP)

Fiscal Year 2025 Short Term Incentive Program (STIP) Results

Fiscal year 2025 goals and results yielded a payout of 113% of target payout based on Adjusted EBITDA of $1,104M, DSO of 67.1 days, and Net Debt Reduction of $446M as shown below:


Weighting	65%	20%	15%
Maximum	$1,296	60.5	500	200%
Target1	$1,076	66.3	411	100%
Threshold	$972	71.5	350	50%
Actual	$1,104	67.1	446
Payout %	73.6%	18.5%	20.9%	113%

Target Adjusted EBITDA and Target DSO adjusted during fiscal year 2025 to reflect removal of Plan contribution for the Rapid Solutions and New Zealand divestitures. These deals were not factored into targets established at the beginning of the fiscal year since they were finalized during the fiscal year.

Actual Net Debt Reduction reflects the underlying operational performance net of acquisition payments, divestiture proceeds, and changes in accounts receivable factoring proceeds

Fiscal Year 2025 Short Term Incentive Program (STIP) Payments to NEOs


John Heller	$1,714,617	113%	$1,937,518
Steven J. Demetriou	1,250,000	113%	1,412,500
Travis B. Johnson	649,233	113%	733,634
Stephen A. Arnette	748,357	113%	845,644
Sean Mullen	354,562	113%	400,656

Annual Cash Incentive Targets are calculated based on 3 months of salary pre-merit and 9 months of salary post-merit increase.

Fiscal Year 2025 Long-Term Incentive Program (LTIP)

Amentum’s Long-Term Incentive program is designed to align executives with the long-term interests of shareholders, motivate sustained superior performance, and encourage retention.

For fiscal year 2025, as a new public company, the Committee established a new long-term incentive plan. A 50/50 PSU–RSU mix was selected to balance performance alignment with retention, reflecting peer practices and investor expectations. The following awards were granted under the Stock Incentive Plan:

		Form of 2025 Equity Grant				Weight				Performance and Vesting Periods
		PSUs				50%				3-year performance period
		RSUs				50%				3-year ratable vesting

Fiscal Year 2025 Long Term Incentive Program (LTIP) Annual grants to NEOs


John Heller	$3,275,000	$3,275,000
Steven J. Demetriou	2,500,000	—1
Travis B. Johnson	1,000,000	1,000,000
Stephen A. Arnette	1,050,000	1,050,000
Sean Mullen	400,000	400,000

The terms of Mr. Demetriou’s employment agreement exclude grants of performance based awards.

ContentsView on SEC.gov

The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.