APi Group Corp
For the period ended May 15, 2026. Filed Apr 3, 2026.
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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.
May 15, 2026 · Filed Apr 3, 2026
Contents
Components of the Executive Compensation Program
Our NEOs receive a base salary, annual cash incentive compensation, and annual equity incentive
awards (each, an “LTI Award”) and participate in our employee benefits programs and plans.
In the first quarter of 2025, the Compensation Committee approved, and the Company implemented,
the executive compensation program for 2025.
The following table summarizes the primary components of the 2025 executive compensation programs.
Each NEO's base salary and target incentives are determined based on peer group market data by role,
job scope and responsibilities, individual contributions to business outcomes, pay equity, and future
potential.
| Purpose | Key Characteristics |
|---|---|
| BASE SALARY | |
| Attract and retain top talent | •Fixed compensation paid in cash |
| SHORT-TERM INCENTIVES (STI) | |
| Align compensation with annual financial performance on key financial metrics and motivate the achievement of those results | •Metric(s): 100% Adjusted EBITDA•Payout Range: 0-200% of target•Each NEO has a target % of base salary•Actual payouts are exclusively based on financial results vs. targets |
| LONG-TERM INCENTIVES (LTI) | |
| Align the interests of our executives with shareholders, encourage long-term value creation and serve as a retention vehicle | •Value tied to stock price performance•Mix: 60% PSUs and 40% RSUs•Vesting Timeframe: 3-years•PSU Metric(s): 100% Cumulative Adjusted EBITDA•PSU Payout Range: 0-200% of target•Each NEO has a target % of base salary•Actual vested value based on stock price performance and in some cases, achievement of financial results vs. targets |
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