What is the primary purpose of these PSU awards?

The PSUs are strategic equity performance awards designed to incentivize and retain key senior leadership, including named executive officers, who are responsible for executing Quanta Services' five-year business strategy and achieving its financial goals. They aim to align executive interests with long-term shareholder value creation.

What are the performance metrics for earning these PSUs?

The PSUs have two primary performance metrics: a compound annual growth rate (CAGR) for adjusted earnings per share (EPS) over a five-year period, and a Total Shareholder Return (TSR) modifier. Achieving a specified adjusted EPS CAGR can result in up to 300% of the target PSUs being earned, with an additional TSR performance modifier potentially increasing this to a maximum of 600% of target PSUs.

When will these PSUs vest and be settled?

The PSUs are eligible to vest after the conclusion of the five-year performance period (December 31, 2030), provided the holder remains employed with the company through that date. Vesting can be accelerated under specific circumstances, such as qualifying terminations of employment or in connection with a change in control of the company. Earned and vested PSUs will be settled in shares of Quanta Services' common stock.

Are these awards part of a new plan or an existing one?

These incentive compensation awards were made pursuant to Quanta Services, Inc.'s 2019 Omnibus Equity Incentive Plan, as amended. The specific terms are detailed in the PSU Award Agreement, which is filed as an exhibit to this report.

PWR 8-K: Leadership Changes

Summary

Quanta Services, Inc. (PWR) announced on April 16, 2026, through an 8-K filing, that its Compensation Committee approved significant performance-based equity awards for key senior leadership, including named executive officers. These awards are in the form of Performance Stock Units (PSUs) with a five-year performance period concluding on December 31, 2030. The PSUs are designed to align executive compensation with the company's long-term strategic goals and financial objectives, particularly its five-year business strategy and projected adjusted earnings per share (EPS) growth.

Key Highlights

1Performance Stock Units (PSUs) granted to named executive officers with a five-year performance period (ending December 31, 2030).
2PSU payout potential up to 300% of target based on achieving a specified compound annual growth rate (CAGR) in adjusted EPS.
3Additional multiplier of up to 200% for Total Shareholder Return (TSR) performance, allowing for a maximum payout of 600% of target PSUs.
4Awards are intended to incentivize retention and execution of the company's five-year business strategy and financial goals.
5Performance metrics are designed to require continued significant earnings growth and stock price appreciation, mirroring past performance.
6Specific target PSU grants provided for Earl C. Austin, Jr., Jayshree S. Desai, Karl W. Studer, and Gerald A. Ducey, Jr.
7PSUs will vest after the performance period, contingent on continued employment, with provisions for acceleration in cases of qualifying terminations or change in control.

QUANTA SERVICES, INC. 8-K Report, Executive Changes (Apr 16, 2026)

Summary

Key Highlights

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