01—Abstract
Summary
Summary of the 8-K filed December 12, 2025. Cited figures are marked; the original filing is the authoritative source.
Skyworks Solutions, Inc. disclosed under Item 5.02(e) that its Compensation and Talent Committee approved the Fiscal Year 2026 Executive Incentive Plan on December 11, 2025.
The plan provides cash incentive awards to senior management approved for participation, including the named executive officers, based on achievement of corporate performance metrics during fiscal year 2026. Minimum performance thresholds must be met before any incentives are awarded. The annual corporate goals, approved in advance by the Compensation Committee, are tied to certain revenue and non-GAAP operating income metrics for the fiscal year.
Target awards are set as a percentage of base salary: 160%a for the Chief Executive Officer and 100% for the Senior Vice President and Chief Financial Officer (combined, as stated in the filing), 90% for the Executive Vice President, Chief Operations and Technology Officer, and 80% for the Senior Vice President, Human Resources and the Senior Vice President, General Counsel and Secretary. Each can earn up to two times target if the company exceeds its targets.
After fiscal year completion, the Compensation Committee will determine the extent to which metrics were attained, review the CEO's recommended payouts, and approve awards. The committee may also approve payment of awards in company common stock in lieu of cash, in whole or in part.
02—Key points
Key Highlights
- Compensation and Talent Committee approved the Fiscal Year 2026 Executive Incentive Plan on December 11, 2025.
- Incentive awards are cash-based and tied to achieving corporate performance metrics during fiscal year 2026.
- Performance metrics are revenue and non-GAAP operating income goals, set in advance by the Compensation Committee.
- Minimum performance metrics must be achieved before any incentives are paid.
- Target awards are 160% of base salary for the CEO, 100% for the CFO, 90% for the Chief Operations and Technology Officer, and 80% for the SVP Human Resources and SVP General Counsel.
- Eligible executives can earn up to two times their target award if the company exceeds target performance.
- The Compensation Committee has discretion to pay awards in company common stock instead of cash.
03—Questions
Frequently Asked Questions
What is the Fiscal Year 2026 Executive Incentive Plan?
It is a cash incentive program for senior management, including named executive officers, that pays awards based on the company's achievement of revenue and non-GAAP operating income goals during fiscal year 2026.
How large can executive incentive awards be?
Target awards are 160% of base salary for the CEO, 100% for the SVP and Chief Financial Officer (combined, as stated), 90% for the EVP, Chief Operations and Technology Officer, and 80% for the SVP, Human Resources and the SVP, General Counsel and Secretary. Each can earn up to two times target if the company exceeds its performance targets.
Must performance minimums be met before awards are paid?
Yes. The plan sets minimum performance metrics that must be achieved before any incentives are awarded.
Who decides the final payouts?
After the fiscal year ends, the Compensation Committee determines the extent to which performance metrics were attained, reviews the CEO's recommended payouts, and approves any awards.
Could executives receive stock instead of cash?
Yes. The Compensation Committee has discretion to approve issuing company common stock in lieu of cash for all or part of an award.
04—Continue