Qnity Electronics, Inc.
For the period ended May 21, 2026. Filed Apr 8, 2026.
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May 21, 2026 · Filed Apr 8, 2026
Contents
Components of Qnity Executive Compensation Program
Compensation Discussion & Analysis
2026 Components of Qnity Executive Compensation Program
Consistent with our overall executive compensation philosophy, our compensation programs are primarily performance-based. The following chart summarizes the principal components of the Qnity executive compensation programs. Our 2026 executive compensation programs are designed to reflect and reinforce our key financial and strategic priorities.
| Element · Purpose · Features | ||||||
|---|---|---|---|---|---|---|
| Base Salary · •Reflects an executive’s role, scope / impact, and capability.•Provides a reliable source of income. · Fixed cash compensation | ||||||
| Annual Incentive · •Rewards financial and operational goal achievement.•Provides opportunity to differentiate payouts based on individual performance. · Cash Incentive2026 Design:Qnity’s annual incentive plan is focused on delivering enterprise results and advancing our strategic priorities. | ||||||
| 40% | Organic Sales | Reinforce the importance of achieving top‑line growth coupled with strong execution and operational discipline. | ||||
| 40% | Adjusted Operating EBITDA | |||||
| 20% | Culture and Transformation | Reinforce the importance of driving the organizational capabilities and behaviors necessary to support our long‑term growth as a newly independent company. | ||||
| Long-term Incentives(LTI) · •Drives long‑term financial and strategic performance.•Supports the retention of key executives.•Reinforces alignment with stockholder interests. · Equity Vehicles2026 Design:Qnity’s equity-based compensation is majority performance-based delivered in a mix of PSUs and RSUs. | ||||||
| 60% | PSUsPayouts to be based on achievement of Relative TSR and Adjusted Operating EBITDA goals over three years. | Reflect our focus on long‑term enterprise value creation and reinforce a direct link between executive compensation and stockholder outcomes. | ||||
| 40% | RSUsVest ratably over three years. | Support executive retention and ownership. | ||||
| Benefits and Perquisites · •Competitive benefit programs offered to attract executive talent and support the health and well-being of employees and their families. · Executives are offered the same programs as other salaried employees with minimal perquisites. | ||||||
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Compensation Discussion & Analysis
Pay Mix for 2026 Compensation
CEO
Other NEOs
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