What are the key performance indicators for the 2026 incentive plans?

For the 2026 annual incentive plan, the key performance indicators are EBITDA, EBITDA margin, and safety. For the long-term incentive plan covering the performance period of January 1, 2026, through December 31, 2028, the metrics are return on invested capital, earnings per share, and total stockholder return.

Who is eligible to receive incentive compensation under these plans?

All corporate employees are eligible for the 2026 annual and discretionary incentive plans. Senior leadership is specifically covered by the 2026 long-term incentive plan. Executive officers are included in the eligibility for these various incentive programs.

What types of compensation can employees receive under the incentive plans?

Employees are eligible to receive incentive compensation awards payable in cash, restricted stock units (RSUs), and/or performance stock units (PSUs).

Where can I find the specific details of these incentive plans?

The detailed terms and conditions of the 2026 annual, long-term, and discretionary incentive plans, as well as the forms of award agreements and the underlying Omnibus Equity Incentive Plan, are provided as exhibits (Exhibits 10.1 through 10.6) to this Current Report on Form 8-K.

PWR 8-K: Leadership Changes

Summary

Quanta Services, Inc. (PWR) has filed an 8-K detailing its 2026 annual incentive plans, adopted by the Compensation Committee on February 26, 2026. These plans, encompassing annual, long-term, and discretionary components, are designed to incentivize a broad range of employees, including executive officers, through cash, restricted stock units (RSUs), and performance stock units (PSUs). The adoption of these plans signals the company's continued focus on aligning executive and employee compensation with key performance indicators. Investors should note the specific metrics tied to these incentives, which include financial targets like EBITDA, EBITDA margin, return on invested capital, and earnings per share, as well as operational and market-based measures such as safety and total stockholder return. The equity-based awards will be granted under the existing 2019 Omnibus Equity Incentive Plan, as amended. The 2026 Incentive Plan introduces specific performance metrics for both annual and long-term objectives. For the 2026 fiscal year, incentives will be tied to EBITDA, EBITDA margin, and safety performance. For the longer term, a three-year period from January 1, 2026, through December 31, 2028, will evaluate performance based on return on invested capital, earnings per share, and total stockholder return. This multi-faceted approach aims to drive both short-term operational execution and sustained long-term value creation for shareholders. The full details of the plans and related award agreements are available as exhibits to this filing.

Key Highlights

1Quanta Services adopted its 2026 annual, long-term, and discretionary incentive plans on February 26, 2026.
2Executive officers and other employees are eligible for incentive compensation payable in cash, RSUs, and PSUs.
3Annual performance metrics for 2026 include EBITDA, EBITDA margin, and safety.
4Long-term incentive performance metrics (2026-2028) include return on invested capital, earnings per share, and total stockholder return.
5Equity awards will be administered under the Quanta Services, Inc. 2019 Omnibus Equity Incentive Plan, as amended.
6The filing includes detailed term sheets for the incentive plans and forms of award agreements as exhibits.

QUANTA SERVICES, INC. 8-K Report, Executive Changes (Mar 4, 2026)

Summary

Key Highlights

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