SIGNET JEWELERS LTD
For the period ended Jun 26, 2026. Filed May 14, 2026.
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Jun 26, 2026 · Filed May 14, 2026
Contents
Our Commitment to Pay for Performance
Our strong commitment topay-for-performance is demonstrated by the link between actual performance and incentive payouts, both short- and long-term. The Committee sets short- and long-term performance goals at challenging levels to incentivize outstanding achievement by our executive officers.
| ◆ | Variable pay makes up 87% of the CEO’s target annualized compensation, with 55% at-risk and 32% time vested |
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| ◆ | Variable pay for the other NEOs averages 73% with 50% at-risk and 23% time vested |
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| SIGNET JEWELERS | 44 | 2026 PROXY STATEMENT |
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The STIP aligns short-term cash incentives with the level of individual performance and contribution to the Company’s overall performance. Mr. Symancyk, Ms. Hilson, Ms. Singleton, and Ms. Cho have 100% of their STIP award opportunity based on the achievement of Corporate-wide performance goals. Ms. Yoakum has goals split between Corporate performance, KAY and Peoples, and Ms. Cividino’s goals are split between Corporate and Jared based on each of their leadership roles for that business.
| Fiscal 2026 Annual Incentive (STIP) | |||
|---|---|---|---|
| Name | Corporate | Brands | Payout % Range |
| J.K. Symancyk | 100% | 0% | 0%–200% |
| Joan M. Hilson | 100% | 0% | 0%–200% |
| Julie Yoakum | 50% | 50% | 0%–200% |
| Claudia Cividino | 50% | 50% | 0%–200% |
| Karen Cho | 100% | 0% | 0%–200% |
| Jamie L. Singleton | 100% | 0% | 0%–200% |
For Fiscal 2026, the STIP performance metrics included:
| ◆ | 50% Adjusted Operating Income; and |
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| ◆ | 50% Comparable Sales |
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The LTIP aligns senior management’s interests with shareholders’ interests and long-term performance.
| ◆ | Payout of PSUs under the LTIP is based on the achievement of performance metrics established at the grant date measured over a three-fiscal year performance measurement cycle (and the NEO’s continued employment by the Company until the end of the grant period). |
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| ◆ | The Fiscal 2026 PSU grant utilized metrics of 50% Free Cash Flow, 25% Adjusted Operating Margin, and 25% Revenue, each measured over three years (Fiscal 2026 through Fiscal 2028) for vesting of these awards. The Fiscal 2025 PSU grant also had a three-year performance period and vesting service period (Fiscal 2025 through Fiscal 2027) but utilized metrics of 50% Free Cash Flow and 50% Revenue. |
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| ◆ | PSU payouts typically range from 0% to 200% of target, based on the level of performance achieved during the applicable performance period, with a payout of 50% (for grants made in Fiscal 2024 and later) of target at threshold performance and a payout of 200% of target at maximum performance. |
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More information with respect to the selection of these performance metrics, actual performance and resulting payouts under the STIP and LTIP, along with other elements of our executive compensation program, is provided below.
The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.