VIAVI SOLUTIONS INC.
For the period ended Jun 27, 2026. Filed Oct 2, 2026.
View on SEC.govAbout 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.
Jun 27, 2026 · Filed Oct 2, 2026
VIAV$28.47+8.3%Stored close · as of Nov 6, 2026
Contents
Our Executive Compensation Program
Compensation Discussion and Analysis
Our Executive Compensation Program Focuses on Pay for Performance
The table below summarizes the performance-based compensation components of our executive compensation program.
| Incentive Awards | Performance Highlights | Commentary |
|---|---|---|
| FY26 Target Annual Cash Incentive Award Opportunities (as a percentage of base salary) | All NEOs received bonuses for H1 and H2 of FY26.H1 NEO achievements:▪Corporate at 89.9%▪OSP at 72.4%▪NSE at 107.5%▪NSE Sales at 123.2%H2 NEO achievements:▪Corporate at 140.4%▪OSP at 130.7%▪NSE at 150%▪NSE Sales at 217.4% | Payouts were subject to the achievement of a threshold non-GAAP EPS performance goal.Financial metrics were weighted at 100% and capped at 150% payout, except in the case of Mr. Staley’s NSE sales bookings goal, which was capped at 250% payout with respect to 40% weighting of his target annual cash incentive award opportunity. |
| Market-based Stock Units (“MSUs”)(1) | ▪FY23 MSUs: 56.67% of 3rd tranche earned, based on our 42nd percentile TSR ranking▪FY24 MSUs: 90.33% of 2nd tranche earned, based on our 52.1st percentile TSR ranking▪FY25 MSUs: 128% of 1st tranche earned, based on our 66.2nd percentile TSR ranking ▪FY24 CFO MSUs: 95% of 2nd tranche earned, based on our 53.5th percentile TSR ranking(2) (1)Earned based on total stockholder return through 9/15/25(2)Certified in September 2025 and released based on continued service through November 28, 2025 | Earned based on our total stockholder return (“TSR”) relative to the performance of companies in the Nasdaq Telecommunications Index measured over one-year, two-year and three-year performance periods. Above median (55th percentile) performance required for a target payout. |
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