FACTSET RESEARCH SYSTEMS INC
For the period ended Dec 16, 2026. Filed Oct 26, 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.
Dec 16, 2026 · Filed Oct 26, 2026
FDS$327.89-3.7%Stored close · as of Nov 6, 2026
Contents
Core Elements of Total Direct Compensation
For fiscal 2026, the core elements of our NEOs’ compensation package consisted of: (i) base salary; (ii) an annual cash incentive; and (iii) long-term equity incentives, which we collectively refer to as "Total Direct Compensation," described in the table below:
| Compensation Element | Description | Strategy & Performance Alignment | More Detail | |
|---|---|---|---|---|
| Base Salary(Cash) | •Fixed pay targeted to be market competitive that recognizes an individual's role and expertise•Reviewed on an annual basis and periodically adjusted to be based on individual performance and contributions, market trends, and competitive position | •Intended to be competitive to attract and retain key employees•There is no formula to review base salaries and adjustments are not guaranteed | Page 33 | |
| Annual Incentive(Cash) | •Performance-based cash dependent on performance against annually established criteria, weighted 80% on Company performance and 20% on individual goals•Our NEOs are assigned a target incentive award with the actual award calculated as a percentage of such target•The maximum incentive award payout is capped at 200% of the target award•Minimum level of performance required for financial component of annual incentive | •Rewards and recognizes annual accomplishment of key financial objectives•Specified Company performance achievements required to fund incentive payments•Key individual goals are within the NEO’s area of responsibility and assessed annually | Page 34 | |
| Long-Term Incentives(Equity) | Stock Options | •50% of the target total long-term incentive award value for our NEOs, excluding Mr. Viswanathan•Awards vest 25% per year over four years | •Promotes executive share ownership and alignment with long-term stockholder interests•Ultimate value of the options tied to Company performance via stock price•Four-year vesting period encourages retention and long-term horizon | Page 38 |
| PSUs | •50% of the target total long-term incentive award value for our NEOs, excluding Mr. Viswanathan•Awards vest upon completion of a three-year performance period, based on achievement of established performance criteria and subject to continued employment•The maximum shares earned capped at 200% of the target award | •Promotes executive share ownership and alignment with long-term stockholder interests•Rewards and recognizes accomplishment of key financial objectives over a three-year period•Performance measures aligned with FactSet’s goals | ||
| RSUs | •Used in limited circumstances on an ad hoc basis for new hire awards or for recognition and retention | •Promotes executive share ownership and alignment with long-term stockholder interests•The ultimate value of the RSUs tied to Company performance via stock price•Encourages retention and long-term horizon | ||
| Perfor-mance Stock Options | •Used for FY26 and FY27 CEO long-term incentive award•Vest only if stock price hurdle is achieved | •Promotes executive share ownership and alignment with long-term stockholder interests•Both vesting and ultimate value of the options is tied to Company performance via stock price•Five-year performance period and inability to exercise for three-year period encourages retention and long-term horizon | ||
2026 Proxy Statement 29
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