How AMETEK Pays
AMETEK's ARN-0 to ARN-10 research ladder from production trainee to chairman, priced across 21 markets in 13 countries alongside 2020 Omnibus Plan options, restricted stock and 0 to 200 percent performance units, a $16.46M CEO package at 258:1, and 19 certified H-1B filings.
Band Hierarchy
AMETEK publishes no company-wide employee grade or band architecture. No filing, careers page or compensation disclosure located in either research bundle exposes a Band 1-N or Grade A-Z system, and the company is a deliberately decentralised portfolio in which operating businesses retain salary-administration autonomy. The ARN-0 to ARN-10 ladder used throughout this report is an analytical normalization of observed AMETEK titles, not an AMETEK grade chart. Only ARN-9, ARN-10 and the independent-director row carry a company disclosure.
Operations and technical ladder — ARN-0 through ARN-4
Management and leadership ladder — ARN-5 through ARN-8
Executive and board — ARN-9 through Board
Disclosed executive layer
Track divergence
Hierarchy qualifications and legacy structures
- AMETEK has completed more than 90 acquisitions since 2000 and continues to integrate acquired businesses. Public filings disclose no harmonisation map for legacy grades, so an identical title can carry materially different scope across operating companies.
- The ARN mapping is most reliable for engineering, manufacturing and quality roles and progressively less precise for sales, finance and corporate functions, where a business unit can place equivalent scope differently.
- The second research bundle uses a parallel B0 to B10 labelling for the same ladder. Both are research constructs and neither is AMETEK nomenclature; this report standardises on ARN.
- ARN-9 and ARN-10 are filed global executive references. They are not a local salary band in any city selector, even though the report converts them for comparison.
- The independent-director row is a governance retainer package rather than an employment band and is excluded from the range chart.
Peer-level mapping
| Band | Archetype | Peer mapping | Caveat |
|---|---|---|---|
| ARN-0 | Trainee / Production Entry | Operations entry, roughly P0 to P1 on a technology ladder | ARN is a research normalization built for this report. AMETEK publishes no Band 1-N or Grade A-Z architecture, and identical titles carry different scope across acquired operating companies.Berwyn median triangulated from employer-posted US entry and hourly ranges such as the $40,000 to $60,000 Crystal Lab Technician posting, and from Glassdoor intern and operator submissions. |
| ARN-1 | Technician / Associate | P1 or skilled operations; plant team lead in some sites while still an IC role | Many technician postings state that the role is not incentive eligible, so a nominal target here is a planning envelope rather than an entitlement.Berwyn median triangulated from Glassdoor US technician and machine-operator submissions and from UK avionics-technician observations rescaled onto the Berwyn anchor. |
| ARN-2 | Engineer / Professional | P2 professional entry in an industrial-technology ladder | The employer-posted anchors span $75,000 to $115,000 nationally and $110,000 to $130,000 in California, so location mix moves this row more than level does.Anchored on the employer-posted Industrial Engineer range of $75,000 to $115,000 and the California Electrical Engineer range of $110,000 to $130,000, both stated as not incentive eligible. |
| ARN-3 | Senior Engineer / Senior Professional | P3, or an early M1 where a business unit attaches first-line supervision | This is the most heavily observed employee row in the source set and is the row used for the cross-city arbitrage matrix.Berwyn median from Glassdoor US engineer submissions at $85,000 to $119,000 total and the senior-engineer families, uplifted to a Berwyn cost index of 1.03 against the national US reference. |
| ARN-4 | Lead / Staff / Principal IC | P4 to P5, or M1 where the same scope is organised as a supervisor role | This is where the technical and management tracks visibly split. A principal engineer and a first-line manager sit within a few percent of each other on cash.Berwyn median triangulated from UK principal-engineer observations and US lead-engineer submissions. The $0 to $5,000 equity estimate reflects that no routine grant is evidenced at this level. |
| ARN-5 | Manager / Engineering Manager | M1 to M2, with a distinguished-specialist IC equivalent in some businesses | Glassdoor's US manager family spans $97,000 to $147,000 while regional sales managers span $148,000 to $240,000, so function matters more than band at this level.Berwyn median from Glassdoor US manager and regional sales manager families blended against the employer-posted $135,000 to $185,000 Product Manager range, which is stated as incentive eligible. |
| ARN-6 | Senior Manager / Functional Head | M2 to M3, with a rare corporate-fellow IC equivalent in specific businesses | AMETEK does not disclose a functional-head population, so this row is the weakest-evidenced employee band in the ladder.Berwyn median interpolated between the employer-posted $130,000 to $150,000 Senior Sales Manager range and the $135,000 to $185,000 Quality Director range, both incentive eligible. |
| ARN-7 | Director / Site Leader | Director or M4 in an industrial-technology structure | Glassdoor places an engineering director at about $200,000 to $274,000 total against a roughly $164,000 to $207,000 base, so the equity and incentive share of this row is inferred rather than filed.Berwyn median from the employer-posted $135,000 to $185,000 Quality Director range, the German Director R&D range of €100,000 to €140,000 and the Glassdoor engineering-director family. |
| ARN-8 | Division Vice President / Business Unit General Manager | Vice president or business-unit general manager tier | The base anchor is a live posting; the incentive and equity components are estimates because AMETEK files nothing below the named-executive population.Base anchored on the August 2026 Berwyn posting for Division Vice President, Artificial Intelligence at $250,000 to $300,000 or more, stated incentive eligible, uplifted for the Berwyn corporate premium. |
| ARN-9 | Group President / Executive Vice President / Corporate Officer | Executive vice president or C-suite tier at an industrial-technology peer | This row is the arithmetic average of the four non-chief-executive named executives for 2025. It is a filed cohort average, not a range that applies to every officer with an equivalent title.Average of Puri, Hardin, Hermance and Oscher in the 2025 Summary Compensation Table. Equity is stock plus option awards at grant-date value; other is the pension and deferred-compensation change plus all other compensation. |
| ARN-10 | Chairman and Chief Executive Officer | IDEX, Dover, Rockwell Automation, Veralto and Roper Technologies chief executives | The 2025 Summary Compensation Table total is a grant-date accounting value for equity, not realized pay. Zapico separately realized about $11.71 million on option exercises and $8.76 million on stock vesting during 2025.2025 Summary Compensation Table: $1,400,000 salary, $762,845 bonus plus $2,437,155 non-equity incentive, $8,781,306 stock awards, $2,165,634 option awards, $314,003 pension and deferred change and $601,686 all other compensation. |
| Board | Independent Director | Large-cap United States industrial-technology boards | A governance retainer package, not an employment band. The employee chairman receives no director pay, and this row is excluded from the range chart.The standard 2025 non-employee director package was a $110,000 cash retainer plus $185,000 of restricted stock. The board approved higher 2026 standard retainers of $120,000 cash and $210,000 stock. |
Critical evidence warning
AMETEK publishes no salary ranges, band minimums or midpoints for ordinary employees, no bonus-target matrix below the named-executive population and no rating or increment grid. Every ARN-0 to ARN-8 figure here is an employer-posted range, a third-party salary observation or a calibrated model around one, and should be used for orientation rather than quoted as an AMETEK pay band.
Compensation by Band — Berwyn
Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus Berwyn. Total equals base plus bonus plus annualized equity.
| Band | Title | Base | Variable | Total TC | Equity |
|---|---|---|---|---|---|
| ARN-0 | Trainee / Production Entry 0–2 years · modeled | $41K – $55K | — | $48K $41K – $55K | — |
| ARN-1 | Technician / Associate 0–4 years · modeled | $53K – $71K | 3% | $64K $54K – $73K | — |
| ARN-2 | Engineer / Professional 2–5 years · verified | $77K – $104K | 4% | $94K $80K – $108K | — |
| ARN-3 | Senior Engineer / Senior Professional 5–8 years · reported | $99K – $133K | 9% | $126K $107K – $145K | — |
| ARN-4 | Lead / Staff / Principal IC 8–13 years · modeled | $125K – $169K | 12% | $167K $142K – $192K | $3K |
| ARN-5 | Manager / Engineering Manager 10–16 years · reported | $138K – $187K | 15% | $197K $167K – $226K | $10K |
| ARN-6 | Senior Manager / Functional Head 12–20 years · modeled | $162K – $219K | 20% | $259K $220K – $298K | $30K |
| ARN-7 | Director / Site Leader 15–24 years · reported | $177K – $240K | 28% | $355K $301K – $408K | $88K |
| ARN-8 | Division Vice President / Business Unit General Manager 18–28 years · modeled | $252K – $341K | 53% | $878K $746K – $1.01M | $425K |
| ARN-9 | Group President / Executive Vice President / Corporate Officer 20+ years · verified | $536K – $726K | 73% | $3.02M $2.57M – $3.47M | $1.58M |
| ARN-10 | Chairman and Chief Executive Officer 25+ years · verified | $1.19M – $1.61M | 155% | $16.46M $13.99M – $18.93M | $10.95M |
| Board | Independent Director Senior executive or board background · verified | $94K – $127K | — | $295K $251K – $339K | $185K |
Total Compensation Range by Band
Total compensation in Berwyn across the employee bands. Ranges are planning envelopes around the median, not offer bands.
Global Footprint & Pay Arbitrage
AMETEK described about 22,500 employees in 34 countries in its 2026 proxy, with roughly 12,800 in the Electronic Instruments Group and 9,400 in the Electromechanical Group according to the 2025 Form 10-K. Berwyn is the pay anchor. Bangalore, Shanghai, Subotica, Penang, Singapore and Leicester are verified in the global locations directory; Australia and New Zealand are explicitly market proxies because no corporate office was identified there during this review.
Office and market catalogue — calibration factors versus Berwyn
| Location | Likely office profile | Presence | Base | TC |
|---|---|---|---|---|
Berwyn United States · USD | Corporate headquarters, executive, finance, strategy and shared services | Verified headquarters | 1.00× | 1.00× |
Chandler United States · USD | Aerospace service and technical operations | Current job-posting evidence | 0.99× | 0.99× |
Middlefield United States · USD | Business-unit management, engineering and manufacturing | Major site named in company materials; headcount not public | 0.97× | 0.97× |
Sellersville United States · USD | Manufacturing, operations and technical functions | Major site named in company materials; headcount not public | 0.93× | 0.93× |
Pittsburgh United States · USD | Testing, engineering, service and manufacturing | Current job-posting evidence | 0.91× | 0.91× |
Kent United States · USD | Manufacturing and engineering site | Major site named in company materials; headcount not public | 0.88× | 0.89× |
Singapore Singapore · SGD | Regional centre, aerospace maintenance and Asia Middle East Africa leadership | Verified regional and service centres | 0.82× | 0.82× |
Australia market Australia · AUD | Market-facing sales and service proxy; no corporate headcount identified | No corporate office in the central directory; market proxy | 0.81× | 0.82× |
Meerbusch Germany · EUR | Sales, service, engineering and regional support | Verified office | 0.72× | 0.76× |
Auckland market New Zealand · NZD | Regional market proxy for New Zealand coverage | No corporate office in the central directory; market proxy | 0.70× | 0.71× |
Farnborough United Kingdom · GBP | Aerospace, customer-facing and engineering functions | Major site named in company materials; headcount not public | 0.68× | 0.69× |
Dubai United Arab Emirates · AED | Middle East sales, service and site leadership | Verified regional office | 0.65× | 0.68× |
Leicester United Kingdom · GBP | Sales, service, commercial and technical functions | Verified corporate office and live postings | 0.61× | 0.62× |
Dronfield United Kingdom · GBP | LAND business-unit engineering, product and industry management | Business-unit evidence | 0.57× | 0.58× |
Shanghai China · CNY | China headquarters, sales, service and manufacturing | Verified headquarters and industrial site | 0.44× | 0.45× |
Brno Czech Republic · CZK | Engineering and manufacturing footprint | Country facilities disclosed in filings | 0.33× | 0.35× |
Reynosa Mexico · MXN | Manufacturing and operations | Country facilities disclosed in filings | 0.29× | 0.30× |
Penang Malaysia · MYR | Engineered materials manufacturing and service | Verified site | 0.24× | 0.25× |
Subotica Serbia · RSD | Manufacturing campus and engineering support | Verified site | 0.21× | 0.22× |
Mumbai India · INR | Commercial, sales, service and regional support | Verified branch office | 0.06× | 0.06× |
Bangalore India · INR | Corporate office, engineering and research, information technology and support | Verified corporate office | 0.06× | 0.06× |
AMETEK publishes no city-level headcount anywhere in the reviewed sources, so this catalogue cannot rank offices by employee count. The global locations directory verifies corporate or industrial presence in Bangalore, Mumbai, Shanghai, Subotica, Penang, Singapore, Dubai, Leicester and Meerbusch. Australia and New Zealand appear here only as clearly labelled market proxies for coverage, and a South Australian field sales role is the strongest Australian evidence located.
Berwyn anchor medians — the basis of every modeled cell
| Band | Base | Stock | Bonus | Other | Total |
|---|---|---|---|---|---|
| ARN-2 | $90K | $0 | $4K | — | $94K |
| ARN-3 | $116K | $0 | $10K | — | $126K |
| ARN-5 | $162K | $10K | $24K | — | $197K |
| ARN-7 | $209K | $88K | $58K | — | $355K |
| ARN-9 | $631K | $1.58M | $621K | $181K | $3.02M |
| ARN-10 | $1.40M | $10.95M | $3.20M | $916K | $16.46M |
| Board | $110K | $185K | $0 | — | $295K |
- The Berwyn column is the anchor. ARN-2, ARN-6, ARN-7 and ARN-8 are anchored on employer-posted AMETEK ranges; ARN-0, ARN-1, ARN-3, ARN-5 and ARN-7 draw on Glassdoor and Levels.fyi AMETEK submissions; ARN-9 and ARN-10 are filed proxy values.
- Berwyn carries a 1.03 corporate-location premium over the national US reference in the source model, so it sits about 3 percent above the average US site and 13 percent above the Kent, Ohio manufacturing profile.
- Bangalore ARN-3 is a direct observation zone: Glassdoor and AmbitionBox place senior software engineers at ₹15 lakh to ₹25 lakh and technical leads at ₹22 lakh to ₹36 lakh, which is roughly 18 percent of the Berwyn senior-engineer base in dollar terms.
- India total compensation runs at roughly 9 percent of the Berwyn anchor at trainee level and rises towards 43 percent at division vice president level, so the multiplier collapses from about eleven times at entry to about two and a half times at business-unit leadership.
- ARN-9 and ARN-10 are proxy disclosures converted for comparison only. They are global executive values, not a local pay range in any selected city, and the Australian and New Zealand columns are clearly labelled market proxies rather than AMETEK-disclosed local bands.
Model rules
- Every modeled cell is the Berwyn median multiplied by the city base or total factor and then by the 25 August 2026 foreign-exchange snapshot.
- The source bundles compute total compensation as base plus target variable plus a notional 8 to 22 percent employer benefit load plus estimated equity. That load is employer cost rather than pay, so this report strips it and rebuilds every anchor total as base plus target cash incentive plus estimated equity.
- Target cash incentive uses the midpoint of the band's disclosed variable range, which runs from zero at trainee level to 53 percent at division vice president and 155 percent for the chief executive.
- Equity below ARN-4 is set to zero because no routine grant is evidenced anywhere in either bundle at those levels. ARN-4 through ARN-8 use the midpoint of the bundles' own estimated grant ranges, and ARN-9 and ARN-10 use filed grant-date values.
- India and Dubai carry level-dependent factors because the observed ratio against Berwyn rises sharply with seniority. Flat-factor markets such as Kent, Pittsburgh, Auckland and Shanghai keep a single factor because the observed ratio really is flat.
- Where no direct city observation exists the cell is marked modeled and should be treated as a planning envelope rather than a benchmark.
Variable Pay & Annual Cash Incentive
AMETEK discloses its executive short-term incentive plan in detail and discloses nothing about the employee bonus grid. Targets, financial measures and payout percentages for the named executives are company disclosures; the ARN-0 to ARN-8 targets below are the midpoints of ranges the research bundles inferred from postings that state whether a role is incentive eligible.
| Band | Target | Mechanism | Recent payout |
|---|---|---|---|
ARN-0 Trainee / Production Entry | 0% of base | Base pay only in the observed postings. Site-level production, safety or sales spiffs may exist but are not published. | Not publicly disclosed |
ARN-1 Technician / Associate | 0% to 5% of base | Usually base pay. Technician postings reviewed for this report state that the role is not incentive eligible. | Not publicly disclosed |
ARN-2 Engineer / Professional | 0% to 8% of base | Usually base pay. Both the national and Californian engineering postings state that the role is not incentive eligible. | Not publicly disclosed |
ARN-3 Senior Engineer / Senior Professional | 5% to 12% of base | Role- and business-unit-specific annual incentive where one exists; sales-facing senior roles are more likely to carry one. | Not publicly disclosed |
ARN-4 Lead / Staff / Principal IC | 8% to 15% of base | Role- and business-unit-specific annual incentive on delivery and unit results. | Not publicly disclosed |
ARN-5 Manager / Engineering Manager | 10% to 20% of base | Annual incentive on business-unit and individual measures. Manager and product-manager postings are consistently marked incentive eligible. | Not publicly disclosed |
ARN-6 Senior Manager / Functional Head | 15% to 25% of base | Annual incentive weighted towards functional and business-unit results. The Senior Sales Manager posting is incentive eligible. | Not publicly disclosed |
ARN-7 Director / Site Leader | 20% to 35% of base | Annual cash incentive expected, with company, business-unit and individual measures varying by role. The Quality Director and German Director R&D postings are incentive eligible. | Not publicly disclosed |
ARN-8 Division Vice President / Business Unit General Manager | 35% to 70% of base | Annual cash incentive on profit and loss ownership. The Berwyn Division Vice President posting is incentive eligible but publishes no target percentage. | Not publicly disclosed |
ARN-9 Group President / Executive Vice President / Corporate Officer | 70% to 80% of base | Formula-driven annual short-term incentive plan on adjusted earnings per share, organic revenue growth, operating working capital and, for group presidents, group operating income, with a discretionary element generally in the 10 to 20 percent range. | 127.9% to 141.8% of target for 2025 |
ARN-10 Chairman and Chief Executive Officer | 155% of base | The same formula-driven short-term incentive plan, weighted to total-company financial measures and certified by the Compensation Committee. | 147.5% of target for 2025 |
Executive incentive targets — percent of salary
Named-executive outcomes
| Executive | Target | Paid | Attainment |
|---|---|---|---|
| David A. Zapico | $2,170,000 | $3,200,000 | 147.5% of target as filed |
| Dalip M. Puri | $530,000 | $735,414 | Within the filed 127.9% to 141.8% non-CEO range |
| John W. Hardin | $482,749 | $690,256 | Within the filed 127.9% to 141.8% non-CEO range |
| David F. Hermance | $402,198 | $518,714 | Within the filed 127.9% to 141.8% non-CEO range |
| Ronald J. Oscher | $418,571 | $541,491 | Within the filed 127.9% to 141.8% non-CEO range |
Employee payout timing and history
No company-wide target-bonus matrix by band was located in any source, and no employee-level payout history is published. The clearest public signal is binary rather than numeric: technician and engineering postings frequently state Incentive: No while manager, senior manager, director, product manager and division vice president postings state that the role is incentive eligible. The 2025 executive result of 147.5 percent applies to the chief executive alone and must not be read as a companywide multiplier.
Sales and special incentives
AMETEK discloses no quota structure, commission rate, accelerator or draw arrangement for its sales organisation anywhere in the reviewed sources. Glassdoor's US regional sales manager family runs $148,000 to $240,000 of observed total pay against a manager family of $97,000 to $147,000, which suggests a substantial commission component, but the split between base and variable is not published. Quota-carrying sellers in the model therefore carry their level's modelled target, which will understate on-target earnings.
Equity — RSUs, PSUs, Options & ESPP
AMETEK is a United States issuer, so employee equity means stock options, restricted stock and performance restricted stock units under a shareholder-approved omnibus plan rather than an Indian-style employee stock ownership plan. No separate employee stock purchase plan was identified in the 2025 Form 10-K exhibit index or the 2026 proxy, which makes AMETEK unusual among large-cap United States issuers and removes the one equity component an employee could otherwise size for themselves.
- Dividing the 7,800,000 initial reserve by the 4,678,695 shares remaining would ignore forfeiture and recycling rules and legacy-plan shares that can return to the pool, so the gross utilisation rate is not publicly determinable from the headline balances alone.
- Securities tied to outstanding options and rights stood at 1,949,695 at 31 December 2025 at a weighted-average exercise price of about $126, with a 6.1-year weighted remaining term and roughly $154.50 million of aggregate intrinsic value.
- AMETEK granted 268,000 options during 2025 at a weighted exercise price of about $176 and a weighted grant-date fair value of about $46, which is a small annual issuance relative to a workforce of roughly 22,500.
- The 2025 share-based compensation expense of $47.77 million splits into $11.82 million of options, $21.15 million of restricted stock and $14.80 million of performance restricted stock units, so options remain a live instrument here in a way they no longer are at many peers.
Equity plan capacity and grant activity
Vesting — common reported employee schedule
Restricted stock and restricted stock units vest one third on each of the first three anniversaries with no full cliff. Non-qualified stock options become exercisable one third on each of the first three anniversaries, are generally priced at grant-date fair market value and run a ten-year term. Performance restricted stock units are earned only after a three-year performance period and committee certification, settle between 0 and 200 percent of target, and for the disclosed awards are weighted half on financial measures and half on relative total shareholder return. Continued service, retirement and termination provisions in the individual award agreement control in every case.
Eligibility by hierarchy level
- Legal eligibility and expected participation are very different things here. The 2020 Plan permits the Compensation Committee to designate any employee, but filings expose systematic grant economics only for directors and named executive officers.
- No routine grant is evidenced anywhere below lead or principal level. The source bundles record zero typical grant value for ARN-0 through ARN-3 and describe ARN-4 and ARN-5 awards as possible but selective, with frequency and threshold not publicly disclosed.
- Estimated annual grant values rise from $0 to $5,000 at ARN-4, $0 to $20,000 at ARN-5, $10,000 to $50,000 at ARN-6, $25,000 to $150,000 at ARN-7 and $100,000 to $750,000 at ARN-8. Every one of those is an analytical estimate, not a filed number.
- At a $242 reference share price those estimates translate to roughly 21 shares at ARN-4, 83 at ARN-5, 207 at ARN-6, 620 at ARN-7 and 3,099 at ARN-8, which is a useful way to see how thin employee equity is below business-unit leadership.
- Equity incidence outside the United States is thinner again. The non-United States restricted stock unit award form exists, but no country grant table, India equity trust or non-United States grant value is disclosed anywhere.
Indicative annual grant value by band — Berwyn
| Band | Annual value (USD) | Median | Shares at $242 |
|---|---|---|---|
| ARN-4 | $2K – $3K | $3K | ~8–13 |
| ARN-5 | $8K – $13K | $10K | ~31–52 |
| ARN-6 | $23K – $38K | $30K | ~93–155 |
| ARN-7 | $66K – $109K | $88K | ~271–452 |
| ARN-8 | $319K – $531K | $425K | ~1,317–2,195 |
| ARN-9 | $1.19M – $1.98M | $1.58M | ~4,910–8,183 |
| ARN-10 | $8.21M – $13.68M | $10.95M | ~33,926–56,544 |
| Board | $139K – $231K | $185K | ~573–956 |
Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $242 reference price at 25 August 2026 reference price and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.
Named executive target equity
| Executive | Target | Units / structure |
|---|---|---|
David A. Zapico Chairman and Chief Executive Officer | $10.95M of 2025 grant-date equity | $8,781,306 of stock awards and $2,165,634 of option awards, roughly 45,235 share equivalents at the $242 reference price. Performance restricted stock units in the disclosed design settle between 0 and 200 percent on half financial measures and half relative total shareholder return. |
Dalip M. Puri Executive Vice President and Chief Financial Officer | $2.60M of 2025 grant-date equity | $2,081,814 of stock awards and $517,036 of option awards. The March 2026 annual award was 3,780 restricted shares plus 11,960 options at a $213 exercise price, vesting in three equal annual instalments from March 2027 and expiring March 2036, with 335 shares withheld for taxes. |
John W. Hardin President, Electronic Instruments Group | $1.28M of 2025 grant-date equity | $1,026,648 of stock awards and $255,053 of option awards, close to a four-to-one weighting towards full-value shares over options. |
Ronald J. Oscher Chief Administrative Officer | $1.24M of 2025 grant-date equity | $992,427 of stock awards and $246,274 of option awards. He realized about $3.329 million on option exercises and about $1.007 million on stock vesting during 2025. |
David F. Hermance President, Electromechanical Group | $1.22M of 2025 grant-date equity | $975,316 of stock awards and $242,577 of option awards. His August 2026 same-day exercise of 6,608 options at $85.45 and sale at $254.00 shows how much of the realized value sits in legacy option spread rather than in the current-year grant. |
Executive Compensation
2025 Summary Compensation Table values from the 2026 definitive proxy statement. Stock and option figures are grant-date accounting values rather than cash received, and the gap is large: the chief executive's reported total was $16.46 million while the value he actually realized on 2025 option exercises and stock vesting was about $20.46 million, a divergence that runs in both directions depending on the share price.
Reading the package
Salary was about 8.5 percent of the chief executive's 2025 reported total, cash incentive about 19.4 percent, stock and option awards about 66.5 percent and pension and other compensation about 5.6 percent. That is a materially less equity-weighted mix than a large-cap software chief executive package, and the option component in particular is unusual: AMETEK still grants options in volume where many peers have moved entirely to full-value awards.
AMETEK's $16.46 million sits mid-pack in this set, below Roper Technologies, Dover and Rockwell Automation and well above IDEX. Pay ratios diverge more than pay does, because the median employee varies enormously by manufacturing footprint: $100,901 at Roper Technologies against $55,766 at Dover and $63,719 at AMETEK. AMETEK's own benchmarking peer group is broader and includes Agilent, IDEX, Teledyne, Rockwell Automation, Parker-Hannifin, Emerson and Xylem. Teledyne and Fortive were excluded from the comparison above because both had partial-year or transition chief executive arrangements in 2025.
Named Executive Officers & Board
AMETEK's senior team was stable through 2025 and 2026 with no chief executive transition. The visible change was in the finance function below the named-executive line: Robert J. Amodei became Senior Vice President and Controller and Scott M. DelOrefice became Vice President and Group Controller, both effective 1 January 2026, which the company presented as evidence of internal leadership progression.
The 2025 cash incentive column in this table combines the filed bonus and non-equity incentive plan columns, because AMETEK reports a discretionary bonus element alongside the formula-driven plan and both are annual cash. The stock column combines stock awards and option awards at grant-date value, and the other column combines the change in pension value and deferred compensation earnings with all other compensation. Base salaries are reviewed annually with decisions commonly taken in November for the following year, so the salary figures reflect part-year effects where a rate changed mid-year.
Board compensation framework
| Element | Amount | Notes |
|---|---|---|
| Standard 2025 cash retainer | $110,000 | Paid to each non-employee director; the employee chairman receives no director pay. |
| Standard 2025 equity retainer | $185,000 | Delivered as restricted stock alongside the cash retainer. |
| Approved 2026 standard retainers | $120,000 cash / $210,000 stock | A 9 percent increase in cash and a 14 percent increase in equity. Newly appointed director Nick Stanage's May 2026 arrangement was described on these 2026 terms, prorated for service. |
| Lead independent director and committee chairs | Additional retainers | AMETEK discloses that additional retainers apply but does not publish the individual amounts in the reviewed sources. |
| 2025 director totals | $293,966 to $397,947 | Gretchen W. McClain received $397,947, Anthony J. Conti $356,466, Thomas A. Amato $313,966, and Tod E. Carpenter, Steven W. Oberton, Anne M. Seavers and Diane M. Stefany $293,966 each. |
The spread between the $293,966 floor and the $397,947 top reflects lead-director and committee-chair service rather than differences in the base package. Directors receive restricted stock rather than options, which is the opposite of the employee-side picture where options remain a live instrument.
Regional heads and other officers
Compensation for regional heads, division vice presidents, business-unit general managers and every corporate officer outside the five named executives is not publicly disclosed. The 2026 proxy is the only systematic source and it covers five people out of roughly 22,500. Section 16 filings capture share movements for a wider group of officers, including Thomas M. Montgomery and Thomas C. Marecic, but a share sale reveals nothing about salary, target or grant size.
Insider Trades — SEC Forms 3/4/5
AMETEK is NYSE-listed, so the governing record is SEC Section 16 Forms 3, 4 and 5. Indian BSE and NSE insider tables, SEBI SAST transactions and promoter-group filings are not applicable and no controlling promoter group is reported. A same-day option exercise followed by a sale of the identical share count is one economic event split across two filing lines, not two independent decisions.
| Date | Person | Transaction | Shares | Price | Value |
|---|---|---|---|---|---|
| 2026-08-11 | Nick Stanage Independent Director | Purchase Open-market acquisition by a director appointed in May 2026; a genuine cash purchase rather than a plan settlement. | 4,000 | $255.85 | $1.02M |
| 2026-08-07 | David F. Hermance President, Electromechanical Group | Purchase Option exercise at the legacy $85.45 strike, paired with the same-day sale below. | 6,608 | $85.45 | $565K |
| 2026-08-07 | David F. Hermance President, Electromechanical Group | Sale Same-day sale of the exercised shares for a gross pre-tax spread of about $1.11 million before withholding and transaction costs. | 6,608 | $254.00 | $1.68M |
| 2026-05-27 | Ronald J. Oscher Chief Administrative Officer | Settlement Non-economic transfer to a trust. No consideration passed and no shares left the beneficial-ownership group. | 39,954 | — | $0 |
| 2026-03-24 | Thomas A. Amato Independent Director | Sale Small open-market disposal by a director. | 530 | $216.78 | $115K |
| 2026-03-18 | Dalip M. Puri Executive Vice President and Chief Financial Officer | Award Annual restricted stock grant; 335 shares were withheld for taxes. | 3,780 | $212.77 | $804K |
| 2026-03-18 | Dalip M. Puri Executive Vice President and Chief Financial Officer | Award Option grant at a $212.77 exercise price, vesting one third annually from March 2027 and expiring March 2036. Value is zero at grant because the option is at the money. | 11,960 | $212.77 | $0 |
| 2026-03-19 | David A. Zapico Chairman and Chief Executive Officer | Withholding Shares disposed to cover tax on a vesting event rather than a discretionary sale. | 3,504 | $210.23 | $737K |
| 2025-12-22 | Thomas M. Montgomery Vice President | Sale Officer sale outside the named-executive population, visible only through Section 16. | 6,388 | $205.05 | $1.31M |
| 2025-12-15 | Thomas C. Marecic Executive Officer | Sale A larger officer sale with no accompanying compensation disclosure anywhere in the proxy. | 14,310 | $202.11 | $2.89M |
| 2025-12-12 | David A. Zapico Chairman and Chief Executive Officer | Sale Second of two December 2025 chief executive disposals. | 28,390 | $201.76 | $5.73M |
| 2025-11-25 | David A. Zapico Chairman and Chief Executive Officer | Sale The largest single disposal in the review window, matching the 88,000 options he exercised during 2025 for about $11.71 million of realized value. | 88,000 | $196.39 | $17.28M |
| 2025-10-31 | Ronald J. Oscher Chief Administrative Officer | Sale Matches the 26,290 options he exercised during 2025 for about $3.329 million of realized value. | 26,290 | $200.05 | $5.26M |
Reading guide
Benefits & Perks
AMETEK publishes a United States benefits summary and an audited retirement-plan filing, and publishes almost nothing country by country. The distinction between AMETEK-specific evidence and a statutory baseline is essential throughout this section: local law setting a minimum is not evidence that AMETEK offers an enhancement above it, and none of the statutory rows below should be read as an AMETEK commitment.
United States
- Retirement — 401(k) safe-harbor match of 100 percent on the first 4 percent. Effective 1 January 2025 for eligible non-union and certain union participants. Matching contributions are fully vested immediately, while separate retirement-feature contributions vest after three years. [official]
- Retirement — Automatic enrolment at 3 percent with 1 percent annual escalation to 10 percent. Applies to covered participants under the plan provisions. The plan held about $1.94 billion available for benefits at the 2024 measurement date, with $39.64 million of employer and $75.36 million of participant contributions that year. [official]
- Medical — Medical, telehealth, prescription drug, dental and vision coverage. Regular non-union full-time and part-time employees scheduled 30 or more hours a week are eligible, generally from the first of the month following the start date. Carrier, premium share and plan tiers vary by business unit and are not published. [official]
- Protection — Life and accidental death insurance with short- and long-term disability. Published as standard benefit categories in the United States benefits document. Coverage multiples and buy-up options are not disclosed. [official]
- Savings accounts — Health savings account and flexible spending account. Offered alongside the medical plans. Employer seed contributions, where any exist, are not published. [official]
- Leave — Paid time off and paid holidays. Published as a category with no universal schedule. Exact days vary by business unit and by collective bargaining agreement where one applies, and are not public. [official]
- Growth — Tuition reimbursement and development programmes. Tuition reimbursement, professional and leadership development, mentoring, an Engineering Management Program and AMETEK University appear across United States career materials. Annual limits are not published. [official]
- Support — Employee Assistance Program. Listed in the published benefit categories. Session limits and provider are not disclosed. [official]
Global programs
- Growth — AMETEK University and leadership development. Learning and leadership development programmes for leaders and future leaders appear across corporate and business-unit materials, alongside an Engineering Management Program and formal mentoring. [official]
- Growth — Tuition and training reimbursement. Tuition and training reimbursement and career mobility appear across multiple business-unit postings, though annual limits are set locally and are not published. [official]
- Pay governance — Global pay-equity reviews and wage surveys. The July 2025 Human Rights Policy states that AMETEK conducts global pay-equity reviews and regular wage and benefit surveys. No results, methodology or adjustment budget is published. [official]
- Support — Employee assistance across business units. Employee assistance programmes appear in United States, Singapore and multiple business-unit postings. Coverage and provider are set locally. [official]
- Working model — Site-based by default with local flexibility. AMETEK is a manufacturing-weighted business, so most roles are site-based. Remote-work policy is business- and country-specific and is not published globally. [npd]
Benefit fields not publicly quantified
AMETEK publishes no country benefit portals of the kind common at large technology employers, so most non-United States rows above are statutory baselines rather than company commitments. Specifically not publicly disclosed anywhere in the reviewed sources: the United States medical carrier, employer premium share, plan tiers and exact paid-time-off schedule; the India health insurer, sum insured, parent sub-limit, National Pension System rate, leave-day schedule and relocation terms; United Kingdom, German, Mexican, Chinese, Serbian, Czech, Malaysian and Emirati company-specific benefit schedules; and every country's remote-work policy. Acquisition integration means legacy retirement plans, shift practices and benefit terms can persist within a business unit before harmonisation, so offer-level validation matters more here than at a single-culture employer.
Performance Review & Pay Progression
AMETEK's annual-report material states that employees receive annual performance goals and take part in performance review discussions with their manager. Beyond that sentence the company publishes nothing: no rating scale, no calibration distribution, no review calendar, no increment matrix and no promotion policy. The executive review process is disclosed separately and in detail, and the two should not be conflated.
Not publicly disclosed
Modeled promotion planning timeline
| Band | Years to next scope | Promotion hike | Status |
|---|---|---|---|
| ARN-0 | 1–2 years to ARN-1 for a modelled 8 to 15 percent increase | Not disclosed | Modeled planning interval |
| ARN-1 | 2–3 years to ARN-2 for a modelled 8 to 15 percent increase | Not disclosed | Modeled planning interval |
| ARN-2 | 2–4 years to ARN-3 for a modelled 10 to 18 percent increase | Not disclosed | Modeled planning interval |
| ARN-3 | 2–4 years to ARN-4 for a modelled 10 to 20 percent increase | Not disclosed | Modeled planning interval |
| ARN-4 | 2–5 years to ARN-5 for a modelled 12 to 22 percent increase | Not disclosed | Modeled planning interval |
| ARN-5 | 3–5 years to ARN-6 for a modelled 12 to 20 percent increase | Not disclosed | Modeled planning interval |
| ARN-6 | 3–6 years to ARN-7 for a modelled 15 to 25 percent increase | Not disclosed | Modeled planning interval |
| ARN-7 | 3–7 years to ARN-8 for a modelled 15 to 30 percent increase | Not disclosed | Modeled planning interval |
| ARN-8 | Variable; filed individual arrangements and board decisions take over above this level | Not disclosed | Modeled planning interval |
| ARN-9 | Succession event; no standard promotion matrix exists at this level | Not disclosed | Modeled planning interval |
| ARN-10 | Board appointment | Not disclosed | Modeled planning interval |
| Board | Annual re-election | Not disclosed | Modeled planning interval |
The disclosed executive process is the only documented one. Executive base salaries are reviewed annually with decisions commonly made in November for the following year; the Compensation Committee uses an independent consultant, references median market compensation and allows role- and performance-specific positioning; and both short-term and long-term performance outcomes are certified by the committee. Internal progression does happen visibly at senior levels: the November 2025 appointments of Robert J. Amodei as Senior Vice President and Controller and Scott M. DelOrefice as Vice President and Group Controller, both effective 1 January 2026, were presented by the company as internal promotions.
Pay progression evidence
Modelled progression, not AMETEK policy: ARN-0 to ARN-1 typically takes 1 to 2 years for an 8 to 15 percent increase; ARN-1 to ARN-2 takes 2 to 3 years for 8 to 15 percent; ARN-2 to ARN-3 takes 2 to 4 years for 10 to 18 percent; ARN-3 to ARN-4 takes 2 to 4 years for 10 to 20 percent; ARN-4 to ARN-5 takes 2 to 5 years for 12 to 22 percent and carries an individual-contributor to manager scope change; ARN-5 to ARN-6 takes 3 to 5 years for 12 to 20 percent; ARN-6 to ARN-7 takes 3 to 6 years for 15 to 25 percent; and ARN-7 to ARN-8 takes 3 to 7 years for 15 to 30 percent with business-unit profit and loss scope. Above ARN-8 there is no matrix at all: pay becomes an individually filed arrangement or a board decision. Because equity below ARN-6 is negligible, an AMETEK promotion is far more of a cash event than the equivalent move at an equity-heavy employer.
H-1B / LCA Visa Footprint — United States
AMETEK sponsors H-1B workers but at a very small scale for a company of roughly 22,500 employees: only 19 certified labour condition applications across the five years FY2021 to FY2025 in the primary extract. Vendors disagree on counts because they normalise employer names, handle dispositions and mix labour condition applications with USCIS petitions differently, and acquired subsidiaries may file under separate legal names. A labour condition application is a wage attestation, not a visa approval.
Dataset summary
| Dataset | Result | Interpretation |
|---|---|---|
| Elevate Staffing disclosure analysis | 19 certified applications at a $98,956 median for FY2021 to FY2025 | Also the source for the 25th and 75th percentiles, the $74,300 to $125,200 full range, the 100 percent prevailing-wage compliance and the 27 percent transfer share. |
| MyVisaJobs employer profile, 2023 | 2 certified, 1 denied, 2 USCIS approvals at a $91,400 average | Entity aggregation differs from the Elevate extract, which is why the annual counts do not reconcile. |
| MyVisaJobs employer profile, 2024 | 6 certified and 2 withdrawn, 3 USCIS approvals at a $106,000 average | The highest certification count in the series, though withdrawals make the effective figure lower. |
| MyVisaJobs employer profile, 2025 | 3 certified, 5 USCIS approvals at a $139,700 average | Approvals exceed certifications in the same calendar year because the two processes run on different clocks. |
| MyVisaJobs employer profile, 2026 | 2 certified and 2 USCIS approvals with no average salary published | Recorded as not publicly disclosed rather than estimated from the two visible filings. |
City-level H-1B wage history
| City | P25 | Median | P75 | Records |
|---|---|---|---|---|
Coral Springs, Florida Senior firmware and software design records; the highest-paying worksite in the extract and approximate from the disclosed cases. | $123K | $124,000 | $125K | 2 |
Troy, Ohio A single senior embedded design engineer record, so the three quantiles are the same number. | $111K | $111,400 | $111K | 1 |
Houston, Texas Anchored on a 2026 field service engineer record; both visible filings sit at the same wage. | $95K | $95,100 | $95K | 2 |
Hayward, California Two 2023 system-integration field-support records spanning $74,300 to $85,800, the lowest wages in the whole extract. | $74K | $80,100 | $86K | 2 |
All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.
Selected title / worksite records
| Title | Worksite | Proffered wage | Notes |
|---|---|---|---|
| Highest recent worksite by filing count | Eighty Four, Pennsylvania | Not publicly disclosed | Three filings, the largest recent worksite count in the MyVisaJobs aggregation, but the salaries are not all visible so no percentile is estimable. |
| Historical petition location | San Diego, California | Not publicly disclosed | Two filings with salary detail not fully public in the reviewed pages. |
| Historical petition location | Columbus, Ohio | Not publicly disclosed | A single filing with no visible wage, recorded rather than estimated. |
| Full disclosed wage range | All AMETEK worksites, FY2021 to FY2025 | $74,300 to $125,200 | A narrow band by large-employer standards, consistent with engineering and field-service sponsorship rather than senior software hiring. |
| Role mix | All AMETEK worksites, FY2021 to FY2025 | Engineering and field service dominate | Senior firmware, embedded design, system integration and field service engineer titles account for the visible records; no product or research cohort appears. |
Reading the data correctly
- Labour condition application wages are proffered base salary. They exclude any annual incentive and any equity, though at these levels AMETEK equity is likely to be zero in any case.
- AMETEK subsidiaries and acquired entities may file under separate legal names, so a single-employer search understates the true group total by an unknown amount.
- One labour condition application can cover multiple workers, while USCIS petition counts track a different process. The two series cannot be added together or compared directly.
- City percentiles are not estimable where only one salary record or an incomplete record was visible, and those worksites are listed above as not publicly disclosed rather than modelled.
- With 19 certified filings across five years, this data describes a handful of individual hires. It is not a salary table for the United States workforce and should not be generalised.
Key Nuances & Insights
This is the single most important finding in both research bundles. No filing, careers page or compensation disclosure exposes a Band 1-N or Grade A-Z architecture. AMETEK is a deliberately decentralised portfolio in which operating businesses administer salary themselves. ARN-0 to ARN-10 is a research normalization built for this report and should never be quoted back in a negotiation.
The 2020 Omnibus Plan lets the Compensation Committee designate any employee, and a non-United States restricted stock unit award form exists. But filings expose systematic grant economics only for directors and named executives, and no routine grant is evidenced anywhere below lead level. Legal eligibility is not expected annual participation.
No ESPP appears in the 2025 Form 10-K exhibit index or the 2026 proxy. For anyone comparing an AMETEK offer against a technology-sector one, that removes the most predictable equity value in the package. The comparison should be run on cash and benefits, not on an assumed discounted purchase programme.
AMETEK granted 268,000 options in 2025 at a roughly $176 weighted exercise price and recorded $11.82 million of option expense. Most large-cap peers have moved entirely to full-value awards. It means senior insider wealth here builds through option spread, which is exactly what Hermance's August 2026 exercise at an $85.45 legacy strike against a $254.00 sale price shows.
With no published bonus matrix, the most reliable public signal of where an employee sits is binary. Technician and engineering postings state Incentive: No. Manager, senior manager, product manager, director and division vice president postings state that the role is incentive eligible. That line, somewhere around ARN-5, is the clearest structural break in the whole ladder.
A 258:1 ratio against a $16.46 million chief executive package only works because the median employee is $63,719. AMETEK is a global manufacturer, so the median reflects production and technician pay. Roper Technologies pays its chief executive 59 percent more and reports a 260:1 ratio because its median employee is $100,901.
The chief executive short-term incentive paid 158.0 percent of target for 2023, 100.0 percent for 2024 and 147.5 percent for 2025, while performance restricted stock unit cycles settled at 131.5 percent, 110 percent and 102 percent. Anyone modelling an executive package at target is modelling the least likely single outcome.
Modelled Bangalore total compensation runs at roughly 9 percent of the Berwyn anchor at trainee level and rises towards 43 percent at division vice president. That is a compression from about eleven times to about two and a half times, and it is a labour-market observation rather than any AMETEK transfer policy. No onsite allowance, expatriate premium or rotation policy is disclosed.
More than 90 acquisitions since 2000 and no published harmonisation map means local titles, retirement plans, shift practices and benefit terms can persist inside a business unit long after the deal. Two people with the same title in two AMETEK businesses can be on materially different terms, which makes offer-level validation more important here than at a single-culture employer.
The central global-locations directory did not identify a corporate office in either market during this review. A South Australian field sales role is the strongest Australian evidence located. Those two selectors exist for coverage and are explicitly low-confidence market estimates rather than AMETEK-disclosed local bands.
AMETEK is NYSE-listed and reports insider activity under SEC Forms 3, 4 and 5. SEBI SAST transactions, BSE and NSE insider tables and promoter-group filings are not the governing regime, and no controlling promoter group is reported. Large institutional holders are disclosed under United States beneficial-ownership rules instead.
The August 2026 Berwyn posting for Division Vice President, Artificial Intelligence at $250,000 to $300,000 or more shows AMETEK paying up for enterprise AI leadership. It is a single scarce role and should not be generalised to the engineering population, whose posted ranges in the same period ran $75,000 to $130,000.
Research control
AMETEK's chief executive pay sits mid-pack among industrial-technology peers, below Roper Technologies at $26.21 million, Dover at $18.76 million and Rockwell Automation at $15.40 million on total but above IDEX at $9.11 million, while its 258:1 ratio is higher than IDEX at 121:1 and Veralto at 231:1 and lower than Dover at 336:1. On the employee side the ARN-2 to ARN-7 ladder tracks the industrial-technology market rather than the technology-sector one: cash-dominant, thin on equity below business-unit leadership, and with variable pay concentrated in the roles that carry profit and loss or quota responsibility. The absence of an employee stock purchase plan is the clearest structural difference from technology-sector packages at comparable base pay.
Evidence classification
| Label | Meaning | Examples and permitted use |
|---|---|---|
| Verified | An AMETEK SEC filing, an official AMETEK policy or benefits page, or a live employer job posting with a stated range. | Executive and director pay, equity plan capacity and terms, the United States 401(k) and retirement plan, headcount, revenue and the incentive-eligibility signal. |
| Reported | A named third-party dataset with observable records, chiefly Glassdoor, AmbitionBox, Levels.fyi and the visa aggregators. | The Berwyn anchor medians for the employee bands, the Bangalore and United Kingdom observations, and the H-1B wage distribution. |
| Modeled | The Berwyn anchor multiplied by a city calibration factor and foreign exchange, inside a planning envelope. | Every city without a direct observation, the estimated equity values from ARN-4 to ARN-8, and the target-bonus midpoints across the employee ladder. |
| Not publicly disclosed | No source in either research bundle supports a figure. | Recorded as such rather than estimated, including attrition, rating scales, merit budgets and every non-United States benefit schedule. |
Explicit “Not publicly disclosed” index
Known gaps and diligence before relying on a cell
- 1The two bundles disagree on headcount. The 2026 proxy says about 22,500 employees in 34 countries, the 2025 Form 10-K segment disclosures sum to about 22,200, and the careers site markets about 21,000 colleagues across 150 or more operating locations. This report leads with the 22,500 proxy figure because it is the traceable filing, and shows the other two alongside it rather than averaging them.
- 2The two bundles use slightly different foreign-exchange snapshots for the same 25 August 2026 date, most visibly ₹95.7203 against ₹95.4075 per dollar and RSD 100.4622 against RSD 100.640. This report standardises on the first bundle's table because it covers every currency used here, including the New Zealand dollar.
- 3Both bundles compute total compensation for the employee bands as base plus target variable plus a notional 8 to 22 percent employer benefit load plus estimated equity. That load is employer cost, not pay. Every anchor total in this report is rebuilt as base plus target cash incentive plus estimated equity, so the totals here sit roughly 8 to 15 percent below the figures printed in the source reports.
- 4The second bundle declines to publish band tables for Australia, Germany, Mexico, China, Serbia, Czechia, Malaysia and Singapore on the grounds that AMETEK-specific samples were insufficient, while the first bundle publishes modelled tables for all of them. This report uses the first bundle's calibration factors but carries the second bundle's warning: those markets are converted from United States reference ranges using labour-market factors, not observed AMETEK pay.
- 5AMETEK does not file a per-executive target bonus dollar. The target column in the incentive outcomes table is base salary multiplied by the disclosed target percentage, and the paid column is the sum of the filed bonus and non-equity incentive columns. Because salary paid and salary rate differ where a mid-year change occurred, the derived attainment for the four non-chief-executive officers is shown as the disclosed 127.9 to 141.8 percent range rather than a computed figure.
- 6Equity values from ARN-4 to ARN-8 are the midpoints of estimate ranges in the source bundles, not filed numbers. The bundles themselves label every one of those rows Estimate / not disclosed, and the true threshold at which recurring equity begins is not publicly disclosed.
- 7H-1B vendors disagree on annual counts because they normalise employer names and dispositions differently, and acquired subsidiaries may file separately. The Elevate extract shows 19 certified filings across FY2021 to FY2025 while the MyVisaJobs series shows 13 across 2023 to 2026 alone. Neither is wrong; they measure different things.
- 8AMETEK discloses no geographic revenue split in either bundle, so no regional revenue panel appears in this report. Segment employee counts are disclosed but segment revenue by geography is not.
- 9Australia and New Zealand carry no verified corporate office and their factors are the least reliable in the location table. The bundles disagree on how to handle this: one publishes low-confidence proxy tables, the other declines to publish at all.
- 10No enterprise-wide 2025 or 2026 salary hike percentage, pay freeze, salary cut or off-cycle correction was located in any source, and no AMETEK-wide attrition series exists. Acquisition integration produces local restructuring, severance and retention payments, but those are not a global compensation policy.
FX rates used — 1 USD equals, snapshot 2026-08-25
Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.
Source register — 15 sources
| DEF 14A 2026 | AMETEK 2026 Definitive Proxy Statement · United States Securities and Exchange Commission · 2026-03-11. 2025 executive compensation, short-term incentive targets and payouts, board compensation, CEO pay ratio, headcount and country count, ownership and governance. |
| 10-K 2025 | AMETEK Annual Report on Form 10-K for 2025 · United States Securities and Exchange Commission · 2026-02-13. Revenue, segment workforce, equity-plan capacity, share-based compensation expense, option, restricted stock and performance unit activity, global facilities and exhibits. |
| DEF 14A 2020 | AMETEK 2020 proxy and the 2020 Omnibus Incentive Compensation Plan · United States Securities and Exchange Commission · 2020-05-06. Plan approval, the initial 7.8 million share reserve, the eligible participant population, award types and plan governance. |
| Plan amendment | First Amendment to the AMETEK 2020 Omnibus Incentive Compensation Plan · United States Securities and Exchange Commission · 2022-11-03. Administration and delegation amendment made without stockholder approval. |
| DEF 14A 2024 and 2025 | AMETEK 2024 and 2025 Definitive Proxy Statements · United States Securities and Exchange Commission · 2025-03-12. 2023 and 2024 chief executive compensation, median employee compensation and pay ratio for the three-year trend. |
| Forms 4 | Section 16 filings for Zapico, Puri, Hermance, Oscher, Amato, Stanage, Montgomery and Marecic · United States Securities and Exchange Commission · 2026-08-11. Grants, option exercises, open-market purchases and sales, trust transfers and tax withholding. |
| Form 11-K 2024 | The AMETEK Retirement and Savings Plan annual report · United States Securities and Exchange Commission · 2025-06-20. Audited 401(k) mechanics, vesting, plan assets, employer and participant contributions and the 1 January 2025 safe-harbor change. |
| Job postings | Live jobs.ametek.com postings across the United States, Germany, Singapore and India · AMETEK, Inc. · 2026-08-20. Employer-posted base ranges from technician through division vice president and the incentive-eligible or not-eligible flag on each role. |
| Locations | AMETEK global locations directory and careers overview · AMETEK, Inc. · 2026-08-26. Verification of corporate and regional offices in India, China, Germany, Malaysia, Serbia, Singapore, the United Arab Emirates and the United Kingdom, and the absence of an Australian or New Zealand corporate office. |
| Human Rights Policy | AMETEK Human Rights Policy · AMETEK, Inc. · 2025-07-01. Global pay-equity reviews, competitive wage and benefit surveys and fair-treatment commitments. |
| Glassdoor | Glassdoor AMETEK United States, India and United Kingdom salary pages · Glassdoor · 2026-08-25. Employee-submitted observed pay by title, including 597 indexed United States titles and 87 India titles. |
| AmbitionBox and Levels.fyi | AmbitionBox Bengaluru and Levels.fyi AMETEK records · AmbitionBox and Levels.fyi · 2026-08-25. Bengaluru engineer, lead, senior human resources business partner and senior manager observations, and a $150,000 median reported total compensation. |
| H-1B extracts | Elevate Staffing and MyVisaJobs AMETEK employer profiles · Third-party Department of Labor and USCIS aggregators · 2026-08-26. FY2021 to FY2025 certified wage percentiles, annual filing and petition counts, and worksite records. |
| FX snapshot | Reserve Bank of Australia exchange-rate table with reference and peg values · Reserve Bank of Australia and central-bank references · 2026-08-25. Every local currency conversion in this report. |
| Peer proxies | IDEX, Dover, Rockwell Automation, Veralto and Roper Technologies proxy statements · United States Securities and Exchange Commission · 2026-03-26. Peer chief executive compensation, median employee pay and pay ratios. |
Recent News & Workforce Trend
AMETEK's 2025 and 2026 news flow is a record-results story rather than a compensation story. No enterprise-wide salary action was announced in any reviewed source, and the visible compensation events are a targeted AI leadership premium, a routine chief financial officer equity award and a new director buying stock.
AMETEK publishes no multi-year employee series and no attrition figure at any level, so there is no trend line to draw. What the disclosures do give is three vantage points on the same workforce that differ by about 1,500 people, and a segment split showing that roughly 58 percent of employees sit in the Electronic Instruments Group. City-level headcount is not published anywhere, which is why this report's location catalogue cannot rank offices by size.
Base salary listed at $250,000 to $300,000 or more with incentive eligibility, signalling targeted premium hiring for enterprise AI leadership rather than a general uplift.
An open-market purchase at $255.85 per share for about $1.02 million, three months after his May 2026 appointment. The only cash acquisition in the review window.
David F. Hermance exercised 6,608 options at $85.45 and sold the same count at $254.00 for a gross pre-tax spread of about $1.11 million, illustrating how much senior realized value sits in option spread here.
Ronald J. Oscher moved 39,954 shares in a non-economic transfer. Simplified market feeds can mislabel such filings as disposals.
Dalip M. Puri received 3,780 restricted shares and 11,960 options at a $212.77 exercise price with graded one-third annual vesting from March 2027, and 335 shares were withheld for tax.
Chief executive total compensation of $16.46 million against a $63,719 median employee, up from 214:1 in 2023 and 224:1 in 2024 as the median fell for a third consecutive year.
Full-year sales, operating profit, margin, EBITDA and earnings per share all reached records. No enterprise-wide salary-hike announcement accompanied the release.
Robert J. Amodei became Senior Vice President and Controller and Scott M. DelOrefice became Vice President and Group Controller, both presented by the company as internal progression.
The policy states that AMETEK conducts global pay-equity reviews and regular wage and benefit surveys. No results, methodology or adjustment budget is published.
A 100 percent match on the first 4 percent contributed for eligible non-union and certain union participants, fully vested, alongside automatic enrolment at 3 percent escalating 1 percent a year to 10 percent.