What does a Senior Engineer at Analog Devices earn?

The senior individual contributor level, P3 in public salary data and N3 in this report's normalization, is anchored in Wilmington at about $126,500 base, $8,500 bonus and $9,000 of annualized stock for roughly $144,000 total. Directly observed United States medians for the same level are $132,000 base and $145,000 total in hardware and $128,000 base and $148,000 total in software. In San Jose the same scope runs about 23 percent higher and in Bengaluru the reported P3 package is 3.25 million rupees base and 3.88 million rupees total, roughly 28 percent of the Wilmington total. Analog Devices publishes no salary range for this level, so every figure is a third-party observation or a model built on one.

Does Analog Devices give RSUs, options or an ESPP?

All three exist, but only two matter for most employees. Time-vesting restricted stock units are the ordinary employee instrument and generally vest 25 percent on each of the first four anniversaries. Performance restricted stock units are an executive instrument with a three-year cliff and a 0 to 200 percent payout on relative total shareholder return and cumulative non-GAAP operating profit. Options remain permitted under the 2020 plan and 1,197,069 were outstanding at a $115.14 weighted exercise price, but Analog Devices stopped granting annual options to named executives before FY2022. The employee stock purchase plan runs six-month offerings from June and December at 85 percent of the lower start or end price in the United States and 80 percent for eligible non-United States employees.

How does Analog Devices' bonus work?

The executive plan is disclosed in unusual detail and the employee grid is not. For FY2025 the executive scorecard weighted operating profit before tax margin 50 percent and year-on-year revenue growth 50 percent; a 41.9 percent margin scored 97 percent and 19.1 percent revenue growth scored 230 percent, producing 163 percent that was capped at 161 percent so it could not exceed the annualized employee plan factor. The employee incentive plan measures the same two metrics quarterly and averages the four quarterly factors, and FY2025 annualized at approximately 161 percent. Payout volatility is real: 182 percent in FY2023, 27 percent in FY2024 and 161 percent in FY2025. No target percentage is published for any employee band, so the 2.5 percent at N0 rising to 35 percent at N7 shown here is an analytical estimate.

What was the Analog Devices CEO paid?

Vincent Roche's FY2025 Summary Compensation Table total was $27,456,265: $1,200,000 of salary, a $3,864,000 non-equity incentive payout, $22,002,279 of stock awards and $389,986 of other compensation including $96,000 of company retirement contributions and $267,073 of personal aircraft use. That is 534 times the $51,411 global median employee. His FY2025 target equity grant was $22,000,000 split 75 percent performance restricted stock units and 25 percent time restricted stock units, delivered as 35,084 time units, 42,655 relative total shareholder return units and 56,811 financial metric units. The stock figure is grant-date accounting value, not cash received; the proxy separately reports $10.406 million realized on option exercises and $25.811 million of stock vesting value.

How does Analog Devices pay in India compared with the United States?

Bengaluru is the largest Analog Devices engineering centre outside the United States and carries the strongest non-United States salary evidence. Total compensation runs at roughly 12 percent of the Wilmington anchor at the entry and operator band and rises towards 42 percent at the fellow and senior director band, so the gap narrows from about eight times at entry level to under two and a half times at the top of the employee ladder. Directly observed Bengaluru medians are 1.70 million rupees base at P1, 3.25 million at P3 and 4.76 million at P4, with reported stock value climbing sharply from 49,000 rupees at P1 to about 1.03 million at P4. Base pay compresses less than total compensation, which is why India carries separate base and total calibration factors in this report.

All Companies

Analog Devices

Compensation Insight

How Analog Devices Pays

Analog Devices normalizes N0 to N10 employee levels over a public P1 to P6 engineering ladder, priced across 29 markets alongside four-year RSUs, three-year 0 to 200 percent performance shares and a 15 percent discounted ESPP, a $27.46M CEO package at 534:1, and 311 Wilmington H-1B filings.

~24,500 employees · Nasdaq: ADI · Analog Devices, Inc. · Wilmington, Massachusetts · FY ends 1 November

Employees

~24,500

Headcount at 1 November 2025, of which roughly 13,000 are in engineering roles across more than 70 design centres.

FY2025 voluntary turnover

7.2%

Down from 8.0 percent in FY2024 and 7.6 percent in FY2023.

FY2025 revenue

$11.02B

The FY2026 third quarter ended 1 August 2026 was a record at $4.02 billion, with strong data centre and industrial demand.

Stock-based compensation

$321.6M

FY2025 expense of $321.560 million, up from $262.710 million in FY2024 and $299.823 million in FY2023.

CEO total pay

$27.46M

Vincent Roche's FY2025 Summary Compensation Table total, of which $22.00 million was stock awards.

CEO pay ratio

534:1

Measured against a $51,411 global median employee that includes manufacturing operators in the Philippines.

FY2025 incentive payout

161%

Corporate scorecard factor, capped from a calculated 163 percent, after 182 percent in FY2023 and 27 percent in FY2024.

H-1B median wage

$125,420

FY2026 Department of Labor derived median proffered base against a $113,502 average prevailing wage; base salary only.

Locations

United States

India

Australia

New Zealand

Ireland

Philippines

Malaysia

United Kingdom

Germany

Spain

Israel

United Arab Emirates

Japan

China

Singapore

Thailand

1.00× base / 1.00× TC vs Wilmington

Band Hierarchy

Analog Devices publishes job titles and broad equity eligibility but no global grade dictionary and no salary schedule. The N0 to N10 sequence used here is a research normalization laid over the P1 to P6 engineering levels that public salary datasets do expose, and only the vice president, senior vice president, executive vice president, chief executive and director tiers are titles Analog Devices itself discloses.

Employee ladder — N0 through N7

Fellow or Senior DirectorIC and management · variable 35% · modeled

ADI Fellow, chief architect, senior director, large-site or global-function leader

18–25 years

●●●●●●●●○○○○

Senior Principal Engineer or Director, public level P6IC and management · variable 25% · reported

Senior principal engineer, research and development director, business operations director

15–20 years

●●●●●●●○○○○○

Principal Engineer or Senior Manager, public level P5IC and management · variable 20% · reported

Principal design engineer, principal robotics architect, senior engineering manager

12–16 years

●●●●●●○○○○○○

Staff Engineer or Engineering Manager, public level P4IC and management · variable 15% · reported

Staff applications, staff mixed-signal, staff test engineer and first-line engineering manager

8–12 years

●●●●●○○○○○○○

Senior Engineer, public level P3IC · variable 10% · reported

Senior analog design, senior applications, senior software and senior machine-learning engineer

5–8 years

●●●●○○○○○○○○

Engineer, public level P2IC · variable 8% · reported

Analog design, product, applications, test, software and systems engineer

2–5 years

●●●○○○○○○○○○

Associate Engineer, public level P1IC · variable 5% · reported

Associate product applications engineer, junior hardware or software engineer

0–2 years

●●○○○○○○○○○○

Intern, Operator or TechnicianOperations · variable 2.5% · modeled

Engineering intern, graduate intern, manufacturing operator, test technician

0–1 years

●○○○○○○○○○○○

Executive tier — N8 through N10

CEO

Chair and Chief Executive OfficerExecutive · variable 200% · verified

Enterprise chief executive and board chair

25+ years

●●●●●●●●●●●●

EVP

Executive Vice PresidentExecutive · variable 125% · verified

Chief Financial Officer, Executive Vice President of Global Operations and Technology

22+ years

●●●●●●●●●●●○

SVP

Senior Vice PresidentExecutive · variable 100% · verified

Senior vice president of vertical business units, chief customer officer

22+ years

●●●●●●●●●●○○

Vice PresidentLeadership · variable 65% · modeled

Business-unit or global-function vice president, technical fellow leadership

20–25 years

●●●●●●●●●○○○

Board

Non-Employee DirectorBoard · verified

Board and committee service

Senior executive or board background

●●●●●●●●●●●●

Disclosed executive layer

Chair and Chief Executive Officer

Vincent Roche

Fully disclosed in the proxy statement, including salary, non-equity incentive, stock awards, perquisites and the pay ratio.

Executive Vice Presidents

Richard C. Puccio, Jr. as Chief Financial Officer and Vivek Jain for Global Operations and Technology

Named executive officers with a full Summary Compensation Table, target incentive percentage and target equity grant.

Senior Vice Presidents

Martin Cotter for Vertical Business Units and President of EMEA, and Katsu Nakamura as Chief Customer Officer

Named executives for FY2025, so their pay is disclosed, but expatriate arrangements make Nakamura's other-compensation line unrepresentative.

Chief officers and regional presidents outside the named group

Janene Asgeirsson as Chief Legal Officer, Mariya Trickett as Chief People Officer, Jerry Fan as President of ADI Asia and Rob Oshana for Software and Digital Platforms

Named on the official leadership page with no compensation table. Michael Sondel appears only through Section 16 share movements.

Non-employee directors

Ray Stata as co-founder and director, Stephen Jennings, Andre Andonian

A published retainer and grant framework with individual totals in the director compensation table; outside the employee hierarchy entirely.

VerifiedOnly the senior vice president, executive vice president, chief executive and non-employee director rows carry a company disclosure. Everything from N0 through N8 is reconstructed from public salary datasets, job postings and visa wage records.

Track divergence

N0 to N3

Everyone sits on a single individual contributor path and cash dominates. At N1 the observed package is about 90 percent base, 8 percent bonus and 2 percent annualized stock, and public United States software P1 records show no stock at all.

N4 and N5

The technical and management tracks diverge. Staff-level technical work can sit alongside first-line engineering management at the same band, and Analog Devices publishes no equivalence map that would let a P5 be read as a director.

N6 and N7

Technical scope is judged through architecture, cross-product influence, patents and platform ownership while management scope is judged through headcount, budget and business-unit responsibility. Equity share of the package roughly doubles across these two bands.

N8 to N10

Compensation becomes global and role-specific rather than a city multiplier. Equity was about 86 percent of chief executive target compensation and 78 percent for the other named executives in FY2025.

Hierarchy qualifications and legacy structures

The P1 to P6 labels are real in the sense that public salary datasets consistently expose them for Analog Devices engineering roles, but no filing, careers page or plan document establishes them as an internal global grade sequence.
No public management band numbering exists. Manager, Senior Manager, Director, Senior Director, Vice President, Senior Vice President and Executive Vice President are title layers, and inventing M1 to M6 grades to fill a chart would misrepresent the evidence.
Role family matters almost as much as band. United States hardware P1 total compensation of about $104,000 materially exceeds software P1 at about $90,900, and the two tracks cross over again at P3.
Legacy plan structures survive acquisitions. The 2020 plan absorbed shares from the 2006 ADI plan and the Linear Technology 2010 plan, and Analog Devices assumed the Maxim 1996 plan in 2021, so two employees with similar restricted stock units may sit under different award documents.
The non-employee director row is a governance package rather than an employment band and is excluded from the range chart along with the vice president and named-executive rows.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
N0	Intern, Operator or Technician	Intern, hourly and support tiers at Texas Instruments and Microchip	Operator and technician populations behave differently across countries from the professional ladder, so this row is the weakest comparison in the table.Wilmington total less base and the 2.5 percent target leaves a residual carried as other pay, because shift premium, overtime and meal or transport allowances rather than equity fill the gap at this band. No routine grant is observed at N0.
N1	Associate Engineer, public level P1	Entry professional grades at Texas Instruments, NXP and Microchip	Analog Devices publishes no peer crosswalk; the P labels come from third-party salary datasets, not from an ADI grade chart.Wilmington medians scaled from the national P1 anchor. The directly observed United States decomposition is $94,200 base, $2,600 stock and $7,300 bonus in hardware and $88,200 base, no stock and $2,800 bonus in software.
N2	Engineer, public level P2	Engineer II grades across the analog and mixed-signal peer set	Analog Devices publishes no peer crosswalk; the P labels come from third-party salary datasets, not from an ADI grade chart.Observed United States medians are $106,000 base, $5,200 stock and $8,900 bonus in hardware and $114,000 base, $5,200 stock and $8,300 bonus in software.
N3	Senior Engineer, public level P3	Senior engineer grades across the analog and mixed-signal peer set	Analog Devices publishes no peer crosswalk; the P labels come from third-party salary datasets, not from an ADI grade chart.Observed United States medians are $132,000 base, $7,500 stock and $5,800 bonus in hardware and $128,000 base, $11,000 stock and $8,200 bonus in software. The realized bonus sits below the 10 percent target estimate.
N4	Staff Engineer or Engineering Manager, public level P4	Staff engineer and first-line manager grades at semiconductor peers	This is the band where the technical and management tracks diverge, so a single row covers two quite different jobs.Observed United States medians are $162,000 base, $25,400 stock and $22,000 bonus in hardware and $160,000 base, $24,100 stock and $14,700 bonus in software.
N5	Principal Engineer or Senior Manager, public level P5	Principal engineer and senior manager grades at semiconductor peers	Public P5 samples mix hardware, software and management submissions, so the spread within the band is wide.Observed United States P5 records show $174,400 to $178,000 base, $21,200 to $37,300 bonus and $21,600 to $30,700 of annualized stock for $220,800 to $242,400 total.
N6	Senior Principal Engineer or Director, public level P6	Senior principal and director grades at semiconductor peers	The two public P6 pages of the same dataset disagree at $307,700 and $361,500 total compensation; that conflict is preserved rather than averaged away.Observed United States P6 records show $206,700 to $210,000 base, $56,000 to $84,000 bonus and $45,000 to $67,500 of annualized stock. Third-party director benchmarks put the management side near $245,791 average and $263,000 median total.
N7	Fellow or Senior Director	Fellow and senior director tiers at semiconductor peers	No Analog Devices disclosure covers this band. Public senior director total compensation observations cluster near $319,000.The research report's separate annualized equity indication for this band is $75,000 to $150,000, which does not reconcile with its own total range once a 35 percent variable target is applied. The residual shown here keeps the row internally consistent and the discrepancy is recorded as a known gap.
N8	Vice President	Vice president tiers at Texas Instruments, NXP and Marvell	Analog Devices discloses no vice president compensation table. This row bridges observed senior director pay and the disclosed named-executive floor.Modeled from the gap between public director and senior director observations and the lowest disclosed named-executive package. The annualized equity indication for this band is $150,000 to $500,000.
SVP	Senior Vice President	Senior vice president tiers at large-cap semiconductor issuers	The average of the two senior-vice-president named executives for FY2025, not a range for every SVP-titled employee.Average of Martin Cotter and Katsu Nakamura in the FY2025 Summary Compensation Table. The other-compensation figure is inflated by roughly $554,649 of expatriate benefits paid to Nakamura.
EVP	Executive Vice President	Chief financial officer and operations chief tiers at semiconductor peers	The average of the two executive-vice-president named executives for FY2025, not a range for every EVP-titled employee.Average of Richard C. Puccio, Jr. and Vivek Jain in the FY2025 Summary Compensation Table. Both carried a $700,000 stated salary level and a $5,650,000 target equity grant.
CEO	Chair and Chief Executive Officer	Texas Instruments, Marvell, NXP and Microchip chief executives	FY2025 Summary Compensation Table value. Grant-date accounting value for equity is not realized pay.Vincent Roche in the FY2025 Summary Compensation Table. Other compensation includes $96,000 of company retirement and deferred contributions and $267,073 of personal aircraft use.
Board	Non-Employee Director	Large-cap United States semiconductor boards	Cash retainers plus the annual director restricted stock unit target. The employee chair receives no additional director pay.The $100,000 board retainer plus the approximately $235,000 annual restricted stock unit grant value. Reported FY2025 individual totals ran from about $298,000 to $425,202 once committee retainers are added.

Critical evidence warning

Analog Devices does not publish salary bands, band minimums, midpoints or target bonus percentages for ordinary employees, and no companywide rating scale or hike matrix is public. Every figure below the named executives is a third-party observation or a model calibrated on one, and should be used for orientation rather than quoted as an Analog Devices pay band.

Compensation by Band — Wilmington

Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus Wilmington. Total equals base plus bonus plus annualized equity.

Band	Title	Base	Variable	Total TC	Equity
N0	Intern, Operator or Technician 0–1 years · modeled	$49K – $66K	2.5%	$63K $53K – $72K	—
N1	Associate Engineer, public level P1 0–2 years · reported	$77K – $104K	5%	$100K $85K – $115K	$2K
N2	Engineer, public level P2 2–5 years · reported	$90K – $121K	8%	$120K $102K – $138K	$6K
N3	Senior Engineer, public level P3 5–8 years · reported	$108K – $145K	10%	$144K $122K – $166K	$9K
N4	Staff Engineer or Engineering Manager, public level P4 8–12 years · reported	$132K – $179K	15%	$197K $167K – $227K	$24K
N5	Principal Engineer or Senior Manager, public level P5 12–16 years · reported	$151K – $204K	20%	$235K $200K – $270K	$22K
N6	Senior Principal Engineer or Director, public level P6 15–20 years · reported	$171K – $232K	25%	$296K $251K – $340K	$44K
N7	Fellow or Senior Director 18–25 years · modeled	$196K – $265K	35%	$355K $302K – $408K	$44K
N8	Vice President 20–25 years · modeled	$276K – $374K	65%	$750K $638K – $863K	$214K
SVP	Senior Vice President 22+ years · verified	$463K – $626K	100%	$5.65M $4.80M – $6.50M	$3.90M
EVP	Executive Vice President 22+ years · verified	$577K – $780K	125%	$7.76M $6.60M – $8.92M	$5.65M
CEO	Chair and Chief Executive Officer 25+ years · verified	$1.02M – $1.38M	200%	$27.46M $23.34M – $31.57M	$22.00M
Board	Non-Employee Director Senior executive or board background · verified	$85K – $115K	—	$335K $285K – $385K	$235K

Official regional-headquarters list · 8 reported band cellsReportedModeledVerifiedBase and total use a plus or minus 15 percent planning envelope around the median and equity uses plus or minus 25 percent. Where a bundle publishes an observed component decomposition it is used directly; otherwise the component that is not observed is taken as the residual so that base plus bonus plus equity plus other reconciles to total.

Benchmark your level

Total Compensation Range by Band

Total compensation in Wilmington across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.

Global Footprint & Pay Arbitrage

Analog Devices reported approximately 24,500 employees at 1 November 2025, about 13,000 of them in engineering, with manufacturing in the United States, Ireland, the Philippines, Malaysia and Thailand. Wilmington, Massachusetts is the pay anchor and every other market is calibrated against its medians.

~24,500

Employees at 1 November 2025

~13,000

Employees in engineering roles

Markets modelled in this report

7.2%

FY2025 voluntary turnover, down from 8.0% in FY2024

Office and market catalogue — calibration factors versus Wilmington

Location	Likely office profile	Presence	Base	TC
Wilmington United States · USD	Corporate headquarters, research, engineering and executive centre	Official regional-headquarters list	1.00×	1.00×
Norwood United States · USD	Legacy headquarters campus, research and engineering	Official office directory	0.97×	0.97×
Beaverton United States · USD	Oregon research and engineering site	Official office directory	1.00×	1.00×
Camas United States · USD	Washington research and engineering site	Official office directory	0.99×	0.99×
San Jose United States · USD	California research, customer-facing and Maxim legacy campus	Official office directory	1.23×	1.23×
Chelmsford United States · USD	Massachusetts research and test engineering	Official office directory	1.02×	1.02×
Colorado Springs United States · USD	Colorado research and engineering site	Official office directory	0.99×	0.99×
Greensboro United States · USD	North Carolina research and engineering site	Official office directory	0.85×	0.85×
Austin United States · USD	Texas research and software engineering	Official office directory	1.02×	1.02×
Raleigh-Durham United States · USD	North Carolina research and engineering cluster	Official office directory	1.04×	1.04×
Bengaluru India · INR	Largest research and engineering centre outside the United States	Official office directory	0.14×	0.14×
Melbourne Australia · AUD	Box Hill global research centre for embedded and digital signal processing software	Official Analog Devices Australia page	0.70×	0.66×
Auckland New Zealand · NZD	Coverage market with no verified Analog Devices employee site	Coverage model only; absent from the official regional-headquarters list	0.67×	0.67×
Limerick Ireland · EUR	European headquarters with manufacturing and research	Official regional-headquarters list	0.51×	0.49×
Cork Ireland · EUR	Research and engineering site	Official office directory	0.51×	0.51×
Dublin Ireland · EUR	Corporate, engineering and customer-facing roles	Official office directory	0.55×	0.55×
General Trias Philippines · PHP	Cavite manufacturing, test and operations campus	Official office directory	0.05×	0.05×
Penang Malaysia · MYR	Manufacturing, test and operations site	Official office directory	0.09×	0.10×
Edinburgh United Kingdom · GBP	Research and engineering site	Official office directory	0.50×	0.50×
Newbury United Kingdom · GBP	Research, sales and applications engineering	Official office directory	0.52×	0.52×
Munich Germany · EUR	European regional headquarters with research and sales	Official regional-headquarters list	0.63×	0.63×
Valencia Spain · EUR	Research and engineering site	Official office directory	0.42×	0.42×
Petah Tikva Israel · ILS	Research, engineering and sales site	Official office directory	0.75×	0.75×
Dubai United Arab Emirates · AED	Coverage market with no verified Analog Devices employee site	Coverage model only; absent from the official regional-headquarters list	0.65×	0.65×
Tokyo Japan · JPY	Regional headquarters with sales, applications and research	Official regional-headquarters list	0.54×	0.54×
Shanghai China · CNY	Research, sales and applications engineering	Official office directory	0.38×	0.38×
Beijing China · CNY	Sales, applications and engineering	Official office directory	0.40×	0.40×
Singapore Singapore · SGD	Asia regional hub with research and sales	Official regional-headquarters list	0.60×	0.59×
Chonburi Thailand · THB	Manufacturing, test and operations site	Official office directory	0.15×	0.15×

Analog Devices does not publish city-level headcount, so this catalogue does not rank offices by employee count. The FY2024 proxy described offices in 31 countries and more than 70 design centres, and the official regional-headquarters page identifies Wilmington, Limerick, Munich, Tokyo and Singapore as regional centres.

Wilmington anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Other	Total
N1 · Associate Engineer, public level P1	$90K	$2K	$8K	—	$100K
N2 · Engineer, public level P2	$106K	$6K	$9K	—	$120K
N3 · Senior Engineer, public level P3	$127K	$9K	$9K	—	$144K
N4 · Staff Engineer or Engineering Manager, public level P4	$156K	$24K	$18K	—	$197K
N5 · Principal Engineer or Senior Manager, public level P5	$178K	$22K	$36K	—	$235K
N6 · Senior Principal Engineer or Director, public level P6	$202K	$44K	$50K	—	$296K
SVP · Senior Vice President	$545K	$3.90M	$877K	$327K	$5.65M
EVP · Executive Vice President	$678K	$5.65M	$1.37M	$65K	$7.76M
CEO · Chair and Chief Executive Officer	$1.20M	$22.00M	$3.86M	$390K	$27.46M
Board · Non-Employee Director	$100K	$235K	$0	—	$335K

The Wilmington column is the anchor. Its medians are triangulated from the reported United States engineering decomposition, Analog Devices job-posting ranges and the $113,300 Wilmington labour condition application median across 311 filings.
Bengaluru, Limerick, Melbourne, General Trias, Penang and Singapore carry direct third-party observations. Camas, Petah Tikva, Shanghai, Beijing, Auckland and Dubai are explicitly modelled with no Analog Devices-specific band table behind them.
Auckland and Dubai are coverage models only. The official regional-headquarters page does not identify a New Zealand or United Arab Emirates headquarters, so those two rows should not be read as evidence of a significant employee site.
India total compensation runs at roughly 12 percent of the Wilmington anchor at N0 and rises towards 42 percent at N7, because senior Indian packages carry a far larger annualized stock component while junior packages are almost pure cash.
The executive and board rows are global disclosures converted for comparison only. Analog Devices does not mechanically reduce chief executive or executive vice president pay in lower-cost countries, so those rows are not a local range in any selected city.

Model rules

Every modelled cell is the Wilmington median multiplied by the city base or total factor and then by the 25 August 2026 European Central Bank reference snapshot, with the United Arab Emirates dirham taken from the Central Bank of the UAE.
City factors are least-squares fits of each city's own published band table against the Wilmington table rather than a single mid-ladder multiplier, so level-dependent compression is preserved for Bengaluru, General Trias, Penang, Limerick and Singapore.
Total compensation is base plus target or observed variable pay plus annualized equity. Employer superannuation, provident fund, social insurance and other statutory contributions are employer cost and are excluded, so no notional benefit load is added anywhere in this model.
Thirteenth-month pay, shift premium, overtime and production incentives are not folded into the professional bands. They are called out at N0 instead, where they dominate the difference between base and take-home cash in manufacturing sites.
Where no direct city observation exists the cell is marked modelled and should be treated as a planning envelope rather than a benchmark. All ranges are annual gross compensation, not payroll cost to company.

Benchmark your pay

Variable Pay & Annual Cash Incentive

Analog Devices discloses the executive incentive scorecard in unusual detail and discloses almost nothing about the employee grid. The named-executive targets, metrics and payout factors below are company disclosures; the band targets are analytical estimates drawn from the research report and from bonus components in public salary submissions.

Band	Target	Mechanism	Recent payout
N0 Intern, Operator or Technician	0% to 5% of base	Hourly premiums, shift and overtime pay or local production incentives where applicable. No companywide target is disclosed for this population.	Not publicly disclosed
N1 Associate Engineer, public level P1	About 5% of base	Company, business-unit and individual performance. Realized bonus in public records runs above the estimated target in hardware and well below it in software.	Not publicly disclosed
N2 Engineer, public level P2	About 8% of base	Estimate from the reported bonus decomposition and general market practice rather than a published Analog Devices target.	Not publicly disclosed
N3 Senior Engineer, public level P3	About 10% of base	Estimate from the reported bonus decomposition and general market practice rather than a published Analog Devices target.	Not publicly disclosed
N4 Staff Engineer or Engineering Manager, public level P4	About 15% of base	Estimate only. Manager plans and sales plans can differ materially from the engineering estimate at this band.	Not publicly disclosed
N5 Principal Engineer or Senior Manager, public level P5	About 20% of base	Analytical estimate, not a published Analog Devices target. Observed P5 bonus components span $21,200 to $37,300.	Not publicly disclosed
N6 Senior Principal Engineer or Director, public level P6	About 25% of base	Analytical estimate. Observed P6 bonus components span $56,000 to $84,000, which implies realized ratios above the estimate in some samples.	Not publicly disclosed
N7 Fellow or Senior Director	About 35% of base	Analytical estimate where role and function dominate. No Analog Devices disclosure covers this band.	Not publicly disclosed
N8 Vice President	About 50% to 75% of base	Modelled by anchoring to the disclosed executive programme and stepping down from the 100 percent named-executive floor.	Not publicly disclosed
SVP Senior Vice President	100% of base	Executive incentive plan on the corporate scorecard: 50 percent operating profit before tax margin and 50 percent year-on-year revenue growth for FY2025.	161% of target for FY2025
EVP Executive Vice President	125% of base	Executive incentive plan on the same corporate scorecard, with the plan moving in FY2025 from quarterly measurement and semiannual payouts to annual measurement and payout.	161% of target for FY2025
CEO Chair and Chief Executive Officer	200% of base	Same corporate scorecard, with the maximum opportunity reduced from 3.0 times to 2.5 times target in FY2025.	161% of target for FY2025
Board Non-Employee Director	No variable pay	Directors receive fixed cash retainers and an annual restricted stock unit grant with no performance-linked cash component.	Not publicly disclosed

ModeledVerifiedFor FY2025 the executive plan weighted operating profit before tax margin 50 percent and year-on-year revenue growth 50 percent. A 41.9 percent margin produced a 97 percent factor and 19.1 percent revenue growth produced a 230 percent factor, giving a calculated 163 percent that was capped at 161 percent so it could not exceed the annualized employee-plan factor. The plan changed in FY2025 from quarterly measurement with semiannual payouts to annual measurement and payout, and the maximum opportunity fell from 3.0 times to 2.5 times target.

Executive incentive targets — percent of salary

Chair and Chief Executive Officer

200% of base salary

A $1,200,000 base gives a $2,400,000 target, unchanged in the April 2025 executive review.

Executive Vice President and Chief Financial Officer

125% of base salary

Stated salary level of $700,000; Puccio received a market adjustment in the FY2025 review effective 4 May 2025.

Executive Vice President, Global Operations and Technology

125% of base salary

Stated salary level of $700,000; Jain also received a market adjustment in the FY2025 review.

Senior Vice President, Vertical Business Units and President, EMEA

100% of base salary

Stated salary level of $600,000 against a $4,800,000 target equity grant.

Senior Vice President and Chief Customer Officer

100% of base salary

Stated salary level of $500,000 against a $3,000,000 target equity grant.

Named-executive outcomes

Executive	Target	Paid	Attainment
Vincent Roche	$2,400,000	$3,864,000	161% of target
Richard C. Puccio, Jr.	$854,808	$1,376,240	161% of target
Vivek Jain	$841,346	$1,354,567	161% of target
Martin Cotter	$597,115	$961,356	161% of target
Katsu Nakamura	$492,386	$792,742	161% of target

Employee payout timing and history

The employee performance incentive plan measures quarterly operating profit before tax margin and quarterly year-on-year revenue growth against the same targets and averages the four quarterly factors for the year, annualizing at approximately 161 percent for FY2025. Analog Devices does not publish employee target percentages by level, individual modifiers, business-unit weightings or country payout cadence. Payout volatility is real rather than theoretical: the corporate factor was 182 percent in FY2023, 27 percent in FY2024 and 161 percent in FY2025, so target bonus should never be valued as guaranteed cash.

Sales and special incentives

No public catalogue of Analog Devices sales, factory, shift, spot, patent or sign-on incentive design was located. Sales roles in this model carry the same estimated targets as their level peers, which will understate on-target earnings for quota-carrying sellers and will misstate cash for manufacturing populations whose shift and overtime premiums are a large share of take-home pay.

Negotiate your bonus

Equity — RSUs, PSUs, Options & ESPP

Analog Devices is a Nasdaq issuer, so employee equity means restricted stock units, performance restricted stock units and employee stock purchase plan purchases rather than an Indian-style employee stock ownership plan. Legal eligibility under the 2020 plan is very broad, but grant selection and award size remain discretionary and no minimum eligible band is published.

Amended and Restated 2020 Equity Incentive Plan

Active; the amendment became effective 11 March 2026 and no new awards may be granted after 11 March 2030

Verified

Permits incentive and nonstatutory stock options, stock appreciation rights, restricted stock, restricted stock units and other stock-based awards to employees, officers, directors, consultants and advisers. Employee options and time restricted stock units generally vest 25 percent on each of the first four anniversaries and executive performance units cliff vest after three years. Options and appreciation rights cannot be priced below fair market value, run a maximum ten-year term and cannot be repriced without shareholder approval.

Reserve: 11,592,135 shares available at 1 November 2025 plus 13,000,000 approved in March 2026, less interim grants, plus up to 5,387,303 qualifying returning shares

FY2025 Form 10-K and the 2026 definitive proxy statement

Amended and Restated 2022 Employee Stock Purchase Plan

Active; shareholder-approved in 2022

Verified

Consecutive six-month offering periods beginning in June and December, funded by payroll deduction. United States participants buy at the lesser of 85 percent of fair market value at the beginning or end of the period. Eligible non-United States participants buy at the lesser of 80 percent, subject to local sub-plans. These are purchase rights rather than compensatory grants, so the employee bears market and concentration risk on money they contributed.

Reserve: 5,000,000 shares originally authorised with 3,680,484 available at 1 November 2025, about 26.4 percent used or reserved

FY2025 Form 10-K, the 2026 proxy statement and the plan document filed in November 2023

Amended and Restated 2006 Stock Incentive Plan

Closed to new grants; expired 12 March 2021

Verified

Legacy options, appreciation rights, restricted stock, restricted stock units and other stock awards remain outstanding under their original terms. Legacy employee awards generally vested in four equal annual instalments and legacy performance units ran a three-year performance period. Options under this plan were never permitted below fair market value.

Reserve: No new awards; eligible forfeitures and returns may feed the 2020 plan under its share-counting rules

2026 definitive proxy statement

Maxim Amended and Restated 1996 Stock Incentive Plan

Assumed in the 2021 acquisition; closed to new grants on 11 August 2024

Verified

Converted restricted stock units and restricted stock awards continue on the original Maxim schedule, with newer units typically vesting in four equal annual instalments. No options remained outstanding at the cited date. Two employees holding apparently similar restricted stock units may therefore be governed by different plan and award documents.

Reserve: No new grants; outstanding awards remain effective

2026 definitive proxy statement

Linear Technology 2010 Equity Incentive Plan

Assumed on acquisition; legacy awards only

Verified

Legacy options and stock awards continue under their original documents. Unused and returned shares were incorporated into the 2020 plan authorisation mechanics rather than remaining a separate grantable pool.

Reserve: Returning-share mechanics only

FY2025 Form 10-K and the 2026 definitive proxy statement

Equity-plan overhang was 3.48 percent at 1 November 2025 before the share increase and 6.11 percent on a pro forma basis including the 13,000,000 added shares.
The precise active reserve after grants made between 1 November 2025 and the 11 March 2026 shareholder meeting is not publicly disclosed, so any current ungranted balance is an estimate.
16,003 people were eligible under the 2020 plan at 1 November 2025, comprising 15,989 employees excluding officers, five officers and nine non-employee directors. Eligibility is not a grant.
The past-award table covers 12,897 current non-executive employees holding 9,284,592 shares, of which 4,547,136 had vested and 3,785,129 remained unvested. The distribution across that group is highly unequal.
FY2025 restricted award activity was 2.379 million units granted at a $164.33 weighted-average grant-date fair value, 1.957 million vested and 476,000 forfeited, leaving 4.427 million outstanding and about $640.2 million of unrecognised compensation cost.

Equity plan capacity and grant activity

$321.6M

FY2025 stock-based compensation

Against $262.710 million in FY2024 and $299.823 million in FY2023.

0.44%

FY2025 gross burn rate

2,194,439 awards granted, against a three-year average burn rate of 0.39 percent.

3.65M

Time restricted stock units outstanding

3,646,444 units across the 2020, 2006 and Maxim 1996 plans at 1 November 2025.

780,133

Performance restricted stock units outstanding

Across the 2020 and 2006 plans; 1,197,069 options also remained at a $115.14 weighted exercise price.

Vesting — common reported employee schedule

Year 1

25%

+25% · annual tranche

Year 2

50%

+25% · annual tranche

Year 3

75%

+25% · annual tranche

Year 4

100%

+25% · annual tranche

Employee time restricted stock units generally vest 25 percent on each of the first four anniversaries, and the FY2025 named-executive time units vest in equal instalments on the first through fourth anniversaries of 15 March 2025. Performance restricted stock units are a single three-year cliff on certification and pay 0 to 200 percent, so they follow a different curve entirely. Director awards generally vest at the next annual meeting.

Eligibility by hierarchy level

No filing specifies a guaranteed minimum band for equity or a standard grant size below the named executives, so the annualized values in this report are observations and models rather than a grant table.
Observed and modelled annualized grant value runs from nothing routinely observed at N0 and up to $3,000 at N1, through $20,000 to $35,000 at N4 and $50,000 to $100,000 at N6, to $150,000 to $500,000 at the vice president band.
At the report-date share price of $373.73 those values translate to roughly nine shares a year at N1, 53 to 94 at N4, 133 to 268 at N6 and 401 to 1,338 at vice president. These are value translations, not evidence of a standard share-count grant.
The employee stock purchase plan should be modelled separately from employer-funded equity. It is a purchase right funded by the employee's own payroll deductions, and non-United States participants get a deeper 20 percent discount under the disclosed accounting description.
Relative total shareholder return performance units are measured against the S&P 500 comparator group and financial-metric units against three-year cumulative non-GAAP operating profit, so a strong share price alone does not guarantee a full payout.

Indicative annual grant value by band — Wilmington

Band	Annual value (USD)	Median	Shares at $373.73
N1 · Associate Engineer, public level P1	$2K – $3K	$2K	~4–7
N2 · Engineer, public level P2	$4K – $7K	$6K	~12–19
N3 · Senior Engineer, public level P3	$7K – $11K	$9K	~18–30
N4 · Staff Engineer or Engineering Manager, public level P4	$18K – $29K	$24K	~47–79
N5 · Principal Engineer or Senior Manager, public level P5	$17K – $28K	$22K	~44–74
N6 · Senior Principal Engineer or Director, public level P6	$33K – $55K	$44K	~88–146
N7 · Fellow or Senior Director	$33K – $55K	$44K	~88–147
N8 · Vice President	$160K – $267K	$214K	~429–715
SVP · Senior Vice President	$2.93M – $4.88M	$3.90M	~7,828–13,046
EVP · Executive Vice President	$4.24M – $7.06M	$5.65M	~11,340–18,900
CEO · Chair and Chief Executive Officer	$16.50M – $27.50M	$22.00M	~44,154–73,590
Board · Non-Employee Director	$176K – $294K	$235K	~472–786

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $373.73 reference price at 25 August 2026 market observation and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive	Target	Units / structure
Vincent Roche Chair and Chief Executive Officer	$22,000,000 FY2025 target grant	75 percent performance restricted stock units and 25 percent time restricted stock units, delivered as 35,084 time units, 42,655 relative total shareholder return units and 56,811 financial-metric units.
Richard C. Puccio, Jr. Executive Vice President and Chief Financial Officer	$5,650,000 FY2025 target grant	65 percent performance units and 35 percent time units, delivered as 12,615 time units, 9,390 relative total shareholder return units and 12,767 financial-metric units.
Vivek Jain Executive Vice President, Global Operations and Technology	$5,650,000 FY2025 target grant	65 percent performance units and 35 percent time units, on the same 12,615, 9,390 and 12,767 unit split as the Chief Financial Officer.
Martin Cotter Senior Vice President, Vertical Business Units and President, EMEA	$4,800,000 FY2025 target grant	65 percent performance units and 35 percent time units, delivered as 10,717 time units, 7,977 relative total shareholder return units and 10,846 financial-metric units.
Katsu Nakamura Senior Vice President and Chief Customer Officer	$3,000,000 FY2025 target grant	65 percent performance units and 35 percent time units, delivered as 6,698 time units, 4,986 relative total shareholder return units and 6,779 financial-metric units.

VerifiedThe purchase plan is the most predictable equity value in an Analog Devices package because the discount is contractual rather than performance-dependent. Six-month offerings begin in June and December, United States employees buy at 85 percent of the lower of the beginning and end price, and eligible non-United States employees buy at 80 percent under the disclosed accounting description, subject to local sub-plan implementation. The trade-off is that the money is the employee's own payroll deduction and the concentration risk sits with the employee.

Benchmark your equity

Executive Compensation

FY2025 Summary Compensation Table values from the 2026 definitive proxy statement for the fiscal year ended 1 November 2025. The stock column is grant-date fair value under United States accounting rules, not shares sold or cash received.

CEO total — Vincent Roche

$27.46M

Stock awards are 80.1% of the reported total; salary 4% and non-equity incentive 14%

14%

80%

Salary $1.20M

Incentive $3.86M

Equity $22.00M

Base salary$1,200,000

Non-equity incentive plan compensation$3,864,000

Stock awards at grant-date fair value$22,002,279

All other compensation$389,986

Reported total$27,456,265

Reading the package

Base salary was 4.4 percent of the chief executive's FY2025 reported total, stock awards 80.1 percent, the non-equity incentive 14.1 percent and other compensation 1.4 percent. Equity represented about 86 percent of chief executive target compensation and 78 percent for the other named executives, so the reported number is an accounting valuation whose realized value depends on three-year performance certification and the share price on the vesting day.

CEO-to-median-employee ratio

534:1

Median employee $51,411 · The median employee is identified across the whole global workforce and explicitly includes manufacturing operators, including in the Philippines. Comparing the $51,411 figure with a United States engineer salary or a United States median is analytically misleading, and the ratio is not comparable across companies with different manufacturing footprints..

Peer CEO comparison

Analog Devices · Vincent Roche · FY2025$27.46M

2026 definitive proxy statement

Microchip Technology · Steve Sanghi · FY2026$40.50M

Microchip FY2026 proxy statement

Marvell Technology · Matthew Murphy · FY2026$25.06M

Marvell FY2026 proxy statement

Texas Instruments · Haviv Ilan · FY2025$22.67M

Texas Instruments 2026 proxy statement

NXP Semiconductors · Rafael Sotomayor · 2025$14.74M

NXP 2026 proxy statement

Analog Devices sits above Texas Instruments and NXP and below Microchip's equity-heavy fiscal 2026 total. None of these figures is realized pay and none share a fiscal calendar: Marvell reports a FY2026 year, Texas Instruments a calendar 2025 year, and the NXP figure covers a chief executive who took the role on 28 October 2025, so a partial-year effect is embedded in it. Treat the ranking as directional rather than as a normalized percentile.

Named Executive Officers & Board

Official leadership includes Vincent Roche as Chair and Chief Executive Officer, Richard Puccio as Executive Vice President and Chief Financial Officer, Vivek Jain for Global Operations and Technology, Martin Cotter for Vertical Business Units and as President of EMEA, Katsu Nakamura as Chief Customer Officer, Janene Asgeirsson as Chief Legal Officer and Secretary, Mariya Trickett as Chief People Officer, Jerry Fan as President of ADI Asia and Rob Oshana for Software and Digital Platforms.

Vincent Roche · Chair and Chief Executive Officer$27.46M

Salary $1.20M · Cash incentive $3.86M · Stock $22.00M · Other $390K · Equity 80.1%

Richard C. Puccio, Jr. · Executive Vice President and Chief Financial Officer$7.77M

Salary $684K · Cash incentive $1.38M · Stock $5.65M · Other $60K · Equity 72.7%

Vivek Jain · Executive Vice President, Global Operations and Technology$7.75M

Salary $673K · Cash incentive $1.35M · Stock $5.65M · Other $70K · Equity 72.9%

Martin Cotter · Senior Vice President, Vertical Business Units and President, EMEA$6.41M

Salary $597K · Cash incentive $961K · Stock $4.80M · Other $53K · Equity 74.9%

Katsu Nakamura · Senior Vice President and Chief Customer Officer$4.89M

Salary $492K · Cash incentive $793K · Stock $3.00M · Other $600K · Equity 61.4%

Executive base salaries and target incentives were reviewed in April 2025 with FY2025 salary changes effective 4 May 2025. Puccio and Jain received market adjustments while the chief executive's base and target percentage were unchanged. Katsu Nakamura's $600,240 of other compensation includes approximately $554,649 of expatriate benefits covering housing, tax equalization, tax services, vehicle and parking, and cost-of-living items, which is a role-specific arrangement and should not be generalized to international assignments across the company.

Board compensation framework

Element	Amount	Notes
Annual cash retainer	$100,000	Paid to each non-employee director. The chief executive receives no additional director or chair compensation.
Lead independent director	$55,000	Additional retainer on top of the standard board cash retainer.
Committee chair	$30,000	Additional retainer for chairing a board committee.
Committee member	$15,000	Additional retainer for serving on a board committee.
Annual restricted stock unit grant	About $235,000	The FY2025 grant was 1,160 restricted stock units for each ongoing non-employee director, generally vesting at the next meeting.
Disclosed individual totals	About $298,000 to $425,202	Stephen Jennings at approximately $425,202 and Andre Andonian at approximately $374,910 illustrate how committee roles and timing move the total.

Director compensation is outside the employee hierarchy and is analysed separately for that reason. It is a governance package rather than a pay band, and no director received stock options in FY2025.

Regional heads and other officers

Janene Asgeirsson, Mariya Trickett, Jerry Fan, Rob Oshana and the other functional leaders named on the official leadership page did not qualify as named executives for FY2025, so no compensation table exists for them and their pay is visible only through Section 16 share movements where they file at all. Michael Sondel appears in the August 2026 Form 4 batch as an officer with no other public compensation record.

Insider Trades — SEC Forms 3/4/5

Analog Devices is a Nasdaq issuer, so the governing record is SEC Forms 3, 4 and 5. Indian exchange, SEBI substantial-acquisition and Australian substantial-holder regimes are not applicable. A withholding line is shares surrendered to cover tax on a vesting, not a discretionary sale, and reading the August 2026 batch as bearish sentiment would be wrong.

Date	Person	Transaction	Shares	Price	Value
2026-08-17	Vincent Roche Chair and Chief Executive Officer	Withholding Code F shares withheld to satisfy tax on restricted stock unit vesting.	2,877.792	$390.28	$1.12M
2026-08-17	Vivek Jain Executive Vice President, Global Operations and Technology	Withholding Same-day withholding on the annual four-year vest cycle.	1,111.067	$390.28	$434K
2026-08-17	Richard C. Puccio, Jr. Executive Vice President and Chief Financial Officer	Withholding Same-day withholding on the annual four-year vest cycle.	1,108.183	$390.28	$433K
2026-08-17	Martin Cotter Senior Vice President, Vertical Business Units	Withholding Same-day withholding on the annual four-year vest cycle.	704.945	$390.28	$275K
2026-08-17	Michael Sondel Officer	Withholding The only public compensation signal for this officer, who has no proxy table.	237.398	$390.28	$93K
2026-08-17	Katsu Nakamura Senior Vice President and Chief Customer Officer	Withholding Same-day withholding on the annual four-year vest cycle.	201.619	$390.28	$79K
2026-08-04	Ray Stata Co-founder and director	Sale Open-market sale across 4 and 5 August 2026 at a weighted average price, under a Rule 10b5-1 plan adopted 6 March 2026.	2,832	$377.97	$1.07M
2026-08-03	Vincent Roche Chair and Chief Executive Officer	Sale Option exercise at $108.08 followed by a same-day sale under a Rule 10b5-1 plan; the gross pre-tax spread was about $2.549 million.	10,000	$363.00	$3.63M
2026-05-22	Vincent Roche Chair and Chief Executive Officer	Sale Exercise of performance-based options at $144.06 followed by sale; a further 30,000 options were exercised on 26 May 2026.	30,000	$397.00	$11.91M
2026-03-18	Vivek Jain Executive Vice President, Global Operations and Technology	Settlement 2023 performance restricted stock units earned at 192.01 percent of target, valued here at the 16 March market price.	12,576	—	$3.91M
2026-03-16	Vivek Jain Executive Vice President, Global Operations and Technology	Withholding Shares withheld for tax on vested performance and time restricted stock units.	5,521.559	$310.92	$1.72M

Reading guide

Withholding is mechanical, not a signalEvery 17 August 2026 line is a code F tax withholding on a restricted stock unit vest. Those disposals say nothing about an officer's view of the stock and should never be aggregated with open-market sales.

Performance units really do pay above targetVivek Jain's 2023 performance restricted stock units were earned at 192.01 percent of target in March 2026, close to the 200 percent cap, which is the mirror image of the 27 percent cash payout in FY2024.

Legacy options are still liveThe chief executive's 2020 special performance option became exercisable in three tranches after share-price hurdles were met, and 1,197,069 options remained outstanding at a $115.14 weighted exercise price with about 3.8 years of term left.

Realized value differs from reported payThe FY2025 proxy reports 80,000 options exercised for $10.406 million of value realized and 123,060 stock-award shares vesting for $25.811 million, against a $27.456 million reported total that is mostly grant-date accounting value.

Benchmark your package

Benefits & Perks

The FY2025 Form 10-K states only that benefits vary by country and are designed to meet or exceed local law. The United States programme is the sole one described in company-specific detail, so every other region below separates the statutory baseline from an undisclosed Analog Devices enhancement rather than guessing at the enhancement.

United States

Retirement — 401(k) with a company contribution of up to 5 percent plus a match of up to 3 percent. A dollar-for-dollar match on the first 3 percent contributed sits on top of the non-elective 5 percent, giving a maximum 8 percent company contribution subject to Internal Revenue Service limits. FY2025 company expense was $74.9 million. [official]
Medical — Medical, dental and vision plans with life and disability insurance. Business travel accident cover is also disclosed. Insurer names, premium splits, health savings account seeding and disability replacement percentages are not published at companywide level. [official]
Leave — Paid time off and parental leave. Vacation, company holidays and sick days for exempt employees are confirmed in company material, but the day counts are not disclosed companywide. [official]
Family — Backup child and adult care, adoption support and family college planning. Counselling and employee assistance style support are also named in the FY2025 filing, with no published coverage limits. [official]
Growth — Education assistance and tuition reimbursement. Confirmed in both the FY2025 filing and the careers material, alongside internal mobility and the Analog Mentoring Program. No annual cap is published. [official]

Global programs

Equity — Employee stock purchase plan at 15 percent off in the United States and 20 percent off elsewhere. Six-month offering periods beginning in June and December, priced at the lesser of the beginning and end fair market value, funded by payroll deduction and subject to local sub-plans. [official]
Giving — Global matched charitable donations. Confirmed in company careers material as a global programme. Match ratios and annual caps are not published. [official]
Growth — Internal mobility, the Analog Mentoring Program and a large internship pipeline. More than 500 interns globally with over 60 percent conversion to full-time roles, according to company careers material. [official]
Support — Mental-health counselling and employee assistance support. Named in the FY2025 filing alongside health and welfare, retirement and paid time off programmes, with no coverage detail published. [official]
Working model — Global hybrid-work standard. Not publicly disclosed. Learning-platform vendors, certification budgets, sabbatical policy, relocation matrix and country leave calendars are equally undisclosed. [npd]

Benefit fields not publicly quantified

Benefit comparison should use employer cost and employee net value rather than a list of programme names. A 12 percent Australian superannuation contribution, an 8 percent United States 401(k) company contribution and a 12 percent Indian provident fund contribution are structurally different instruments with different tax and portability treatment, and none of them are included in the total compensation figures in this report.

Performance Review & Pay Progression

Analog Devices discloses its executive review cycle and almost nothing about the employee one. Executive base salaries and target incentives were reviewed in April 2025 with FY2025 salary changes effective 4 May 2025, and the committee weighed performance, experience, tenure, responsibilities and peer-market benchmarks.

Not publicly disclosed

No companywide employee rating scale or set of rating labels was found in any official source.

No forced distribution or bell curve is published, and no percentage of employees in each rating bucket is disclosed.

No general employee appraisal calendar exists publicly. Employee reviews broadly mention yearly raises without an authoritative global hike date.

No standard hike matrix by rating, promotion minimum tenure, probation confirmation rule or fixed promotion-hike percentage is disclosed.

No dataset publicly separates lateral hires from internal promotees at the same level, so any lateral premium at Analog Devices is unquantified.

Analog Devices states that its philosophy seeks equal pay for equal work regardless of gender, race or ethnicity and reports workforce and leadership gender representation, but no adjusted pay-gap analysis by country or grade was published in the reviewed sources.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
N0 · Intern, Operator or Technician	0.5–2 years to N1	Not disclosed	Modeled planning interval
N1 · Associate Engineer, public level P1	2–3 years to N2	Not disclosed	Modeled planning interval
N2 · Engineer, public level P2	2–4 years to N3	Not disclosed	Modeled planning interval
N3 · Senior Engineer, public level P3	3–5 years to N4	Not disclosed	Modeled planning interval
N4 · Staff Engineer or Engineering Manager, public level P4	3–5 years to N5	Not disclosed	Modeled planning interval
N5 · Principal Engineer or Senior Manager, public level P5	4–6 years to N6	Not disclosed	Modeled planning interval
N6 · Senior Principal Engineer or Director, public level P6	Variable; scope and retention driven	Not disclosed	Modeled planning interval
N7 · Fellow or Senior Director	Highly variable; executive-market and succession driven	Not disclosed	Modeled planning interval
N8 · Vice President	Not publicly disclosed	Not disclosed	Modeled planning interval
SVP · Senior Vice President	Committee appointment	Not disclosed	Modeled planning interval
EVP · Executive Vice President	Committee appointment	Not disclosed	Modeled planning interval
CEO · Chair and Chief Executive Officer	Board appointment	Not disclosed	Modeled planning interval
Board · Non-Employee Director	Annual re-election	Not disclosed	Modeled planning interval

The company regularly conducts employee surveys and reported FY2025 strengths in teamwork, collaboration, leadership support, manager availability and skill development. It publicly supports specialist individual contributor paths, and its field applications engineering careers material describes advancement within a defined specialist track without moving into management, which is the clearest published evidence that the two ladders are genuinely separate.

Pay progression evidence

Modelled planning assumptions, not Analog Devices policy: N0 to N1 typically takes six months to two years for an 8 to 20 percent increase depending on conversion and market; N1 to N2 takes two to three years for 8 to 15 percent; N2 to N3 takes two to four years for 10 to 18 percent; N3 to N4 takes three to five years for 12 to 20 percent; N4 to N5 takes three to five years for 12 to 20 percent; N5 to N6 takes four to six years for 15 to 25 percent; N6 to N7 is variable and scope-driven; and N7 into the executive tier is executive-market and succession-driven. A community thread in the Philippines described progression at roughly two years to the second level and another two to three to the third, which is anecdote rather than policy. Use these for workforce planning and never represent them to a candidate as a commitment.

Negotiate your raise

H-1B / LCA Visa Footprint — United States

Analog Devices sponsors H-1B workers mainly for engineering roles in Massachusetts and California. A labour condition application records the guaranteed wage offered for a specific occupation and worksite, so it is useful where salary sites are sparse but it excludes bonus, stock, benefits and usually sign-on payments, and a filing is not a hire.

FY2026 median proffered wage

$125,420

Average proffered wage of $129,055 against an average prevailing wage of $113,502 in the retrieved Department of Labor derived dataset.

FY2025 certified salary records

304

At a median of approximately $133,770, 25th percentile $115,000 and 75th percentile $156,288 on an $85,020 to $243,926 span.

FY2025 salary distribution

60% at $100k to $150k

5 percent above $200,000, 28 percent between $150,000 and $200,000 and 7 percent below $100,000, driven by role and city mix.

Petition approval rate

About 97.5%

One retrieved tracker showed 194 approvals against 5 denials for FY2025 and 124 approvals against one denial across 125 FY2026 petitions.

Dataset summary

Dataset	Result	Interpretation
Ellis visa-sponsor profile, Department of Labor derived	FY2026 median $125,420 and average $129,055	Also the source for the FY2026 city-level and job-title distributions used in this report.
H1BData.info FY2025	304 certified salary records at a $133,770 median	25th percentile $115,000, 75th percentile $156,288 and a range from $85,020 to $243,926.
MyVisaJobs FY2025	308 labour condition applications and 199 petitions	306 certified, none denied, one withdrawn and one certified-withdrawn, with 194 petition approvals and 5 denials.
MyVisaJobs FY2026 to date	199 applications and 125 petitions through the August 2026 update	124 approvals and one denial. The 304 against 308 FY2025 difference reflects different record definitions and refresh timing and is preserved rather than reconciled.
H1BGrader FY2026	Median around $153,083	Against roughly $132,000 to $134,000 in the same source's FY2025 dataset. FY2026 is incomplete, so this is not a clean same-job increase.
Department of Labor performance data	FY2026 quarter three release covering records through 30 June 2026	The primary public dataset underlying every third-party extract above.

City-level H-1B wage history

City	P25	Median	P75	Records
Wilmington, Massachusetts The headquarters worksite and the largest concentration. The quartiles here are the published multi-year city distribution rather than a single-year cut; the minimum was $60,574 and the maximum $224,400.	$104K	$113,300	$135K	311
San Jose, California The clearest United States location premium in the dataset, roughly 30 percent above Wilmington. Published quartiles again cover a multi-year distribution, with a $75,642 minimum and a $260,000 maximum.	$126K	$146,832	$165K	181
Durham, North Carolina The retrieved FY2026 row published a minimum, median and maximum but no quartiles, so the low and high columns here are the $90,000 minimum and $180,000 maximum.	$90K	$134,943	$180K	64
Boston, Massachusetts The highest retrieved median of any Analog Devices city, but on a smaller and probably more senior sample. No quartiles were published, so the columns show the $99,000 minimum and $231,440 maximum.	$99K	$151,590	$231K	63
Dallas, Texas No quartiles were published for this row, so the columns show the $99,910 minimum and $182,000 maximum around the median.	$100K	$135,459	$182K	30
Beaverton, Oregon Pacific Northwest engineering worksite. No quartiles were published, so the columns show the $79,082 minimum and $205,927 maximum.	$79K	$114,431	$206K	29
Chandler, Arizona A worksite with visa filings but no separate band table in this report. No quartiles were published, so the columns show the $101,358 minimum and $206,876 maximum.	$101K	$123,287	$207K	29
Colorado Springs, Colorado A limited sample. No quartiles were published, so the columns show the $85,000 minimum and $156,570 maximum.	$85K	$124,000	$157K	26
Greensboro, North Carolina The lowest retrieved median coexists with a $190,164 maximum, which is the clearest demonstration that a city median cannot substitute for job-title matching. The columns show the $63,500 minimum and that maximum.	$64K	$79,223	$190K	19
Norwood, Massachusetts The legacy headquarters campus, well below Wilmington on median. No quartiles were published, so the columns show the $56,472 minimum and $185,000 maximum.	$56K	$102,000	$185K	19

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
Product Applications Engineer	All Analog Devices worksites, FY2026 certified applications	$107,462 median across 34 filings	The largest single title in the retrieved table, spanning $92,000 to $133,120.
Senior Applications Engineer	All Analog Devices worksites, FY2026 certified applications	$145,531 median across 27 filings	Spanning $110,000 to $181,046, roughly 35 percent above the associate applications title.
Senior Machine Learning Engineer	All Analog Devices worksites, FY2026 certified applications	$165,000 median across 17 filings	The highest-paid title in the retrieved table, spanning $132,252 to $185,000.
Senior Analog Design Engineer	All Analog Devices worksites, FY2026 certified applications	$135,000 median across 17 filings	Spanning $114,944 to $168,804, the core analog design title for the company.
Staff Applications Engineer	All Analog Devices worksites, FY2026 certified applications	$159,760 median across 17 filings	Spanning $133,577 to $184,161, consistent with the staff band in the normalized ladder.
FY2025 title mix	All Analog Devices worksites, FY2025	Applications and design engineering dominate	Common FY2025 titles were Product Applications Engineer, Senior Product Applications Engineer, Staff Product Applications Engineer, Senior Analog Design Engineer and Senior Design Evaluation Engineer.

Reading the data correctly

Labour condition application wages are the proffered guaranteed base salary. They exclude the cash incentive, sign-on payments, restricted stock units and the purchase-plan discount, which together are the larger part of a senior package.
Eight of the ten city rows published a minimum, median and maximum but no quartiles. Those rows show the minimum and maximum in the low and high columns rather than interpolating a quartile that the source did not publish.
Wilmington and San Jose quartiles come from multi-year city distributions while the record counts are FY2026 filings, so the two numbers on those rows answer slightly different questions.
The retrieved extracts disagree on counts because they use different fiscal-year filters, refresh dates and status categories, and one 2026 tracker's 199 applications should not be combined with the Department of Labor quarterly release without de-duplication.
A filing is not a hire. Certified applications exceed petitions, petitions exceed employees, and a filing can cover continuing employment rather than a new arrival.

Compare onsite vs offshore

Key Nuances & Insights

01There is no public grade dictionary

Analog Devices publishes role titles and some salary sites expose P1 through P6, but nothing in any filing, careers page or plan document establishes a globally uniform grade architecture. The N0 to N10 sequence in this report is a research normalization built so that locations and tracks can be compared, and it should never be quoted back as an internal band.

02Eligible for equity is not the same as granted equity

16,003 people were eligible under the 2020 plan at the FY2025 close, but grant selection and award size stay discretionary and only 12,897 current non-executive employees appear in the past-award table. Purchase-plan eligibility is a separate benefit again and should never be confused with an employer-funded grant.

03Equity is structurally dominant only at the top

Equity was about 86 percent of chief executive target compensation and 78 percent for the other named executives, while public employee records show stock at a few thousand dollars a year below the staff band and sometimes zero at entry level in software.

04The manufacturing mix depresses the global median

The $51,411 median employee used for the 534 to 1 ratio is a global population that explicitly includes operators in the Philippines. Comparing it with a United States engineering salary, or with a peer whose manufacturing sits in a joint venture, produces a meaningless answer.

05Payout volatility is real, not theoretical

The disclosed corporate incentive factor moved from 182 percent in FY2023 to 27 percent in FY2024 and back to 161 percent in FY2025. A target bonus at Analog Devices should be modelled as a distribution, not as deferred salary.

06Role family matters almost as much as band

United States hardware P1 total compensation of about $104,000 materially exceeds software P1 at about $90,900, and the ranking flips again at P3. Any single-number level benchmark hides a spread that is driven by discipline rather than by seniority.

07India is a high-skill arbitrage centre, not a low-skill one

Observed Bengaluru senior and staff engineering total compensation is roughly a quarter to a third of the equivalent United States level, and equity participation becomes visibly more common at senior levels, with reported stock rising from 49,000 rupees at P1 to about 1.03 million rupees at P4.

08Legacy awards survive acquisitions

Maxim, Linear Technology and the earlier Analog Devices plans persist for outstanding awards and returning-share mechanics even though new grants route through the 2020 plan. Any offer review should identify which plan and award agreement actually governs the units.

09Australia is research, not just sales

Analog Devices explicitly describes Box Hill in Melbourne as a global research, design and development centre for embedded and digital signal processing software, even though the generic careers-map country list omitted Australia at the time of research. That inconsistency in the company's own site should not be read as an absence of engineering scope.

10Two public pages of the same dataset disagree at P6

One page showed about $307,700 average total compensation at P6 and the United States-specific page about $361,500. That is a 17 percent spread on the single most valuable non-executive band, and it is preserved as a conflict here rather than resolved by averaging.

11Public evidence is asymmetric by design

Executive pay, plan mechanics, share pools and visa wages are filing-grade. Employee bands, review ratings, promotion hikes, local allowances and equity thresholds are not disclosed at all. Confidence markers on this report are load-bearing rather than decorative.

12The current share price flatters old grants

At around $373 a share, outstanding executive awards and annualized employee restricted stock unit values look far larger than their original grant-date accounting values. Grant-date fair value and current market value answer different questions and must not be conflated in an offer comparison.

Research control

Analog Devices' chief executive package sits above Texas Instruments at $22.67 million and NXP at $14.74 million and below Microchip's equity-heavy $40.50 million, with Marvell at $25.06 million just underneath it. The 534 to 1 ratio is far higher than most software peers, but almost all of that gap is the denominator: a global median employee of $51,411 in a company with its own fabs and test operations in the Philippines, Malaysia and Thailand is not comparable with a fabless or software peer whose median employee is an engineer. On the employee side the P1 to P6 ladder tracks the analog and mixed-signal market closely, with equity share of the package rising from about 2 percent at entry to roughly 15 percent at the senior principal band.

Evidence classification

Label	Meaning	Examples and permitted use
Verified	An Analog Devices filing, an official Analog Devices page, a government rule or an official job posting.	Executive and director pay, the pay ratio, plan terms and share pools, headcount, turnover, statutory benefit baselines and foreign exchange rates.
Reported	A named third-party dataset with observable records, chiefly Levels.fyi, Glassdoor, AmbitionBox, Indeed and the visa aggregators.	The Wilmington anchor medians, the Bengaluru, Limerick, Melbourne, General Trias, Penang and Singapore observations, and the labour condition application wage distributions.
Modeled	The Wilmington anchor multiplied by a city calibration factor and the 25 August 2026 foreign exchange snapshot, inside a planning envelope.	Every city without a direct observation, including Camas, Petah Tikva, Shanghai, Beijing, Auckland and Dubai, plus the N7 and N8 band rows.
Not publicly disclosed	No source in either research bundle supports a figure.	Recorded as such rather than estimated, particularly across country benefit schedules and the whole performance-review apparatus.

Explicit “Not publicly disclosed” index

A universal Analog Devices band or grade dictionary and any global title-to-grade map

Employee variable-pay target percentages for every band and country

A companywide employee rating scale, forced distribution and increment matrix

Standard promotion timelines and promotion-hike percentages

The minimum band for guaranteed equity, a standard grant table and any refresh cadence below the named executives

Country-specific health insurers, coverage amounts, leave calendars and allowance schedules for almost every market outside the United States

The precise active equity reserve after grants made between 1 November 2025 and the 11 March 2026 shareholder meeting

Any lateral-hire versus internal-promotee pay gap

Sales quota, commission rate, accelerator and draw structures, and the shift, spot, patent and sign-on incentive catalogue

City-level headcount for any Analog Devices site

The general employee compensation review month and any global merit budget

Global hybrid-work standards, relocation matrices, sabbatical policy and onsite or offshore rotation allowances

Known gaps and diligence before relying on a cell

1The two bundles disagree on the August 2026 chief executive option exercise. One records a 10,000-share exercise at $108.08 with a same-day sale at $363.00 on 3 August 2026 and the other a 10,000-share exercise at $108.08 with a sale at $389.75 on 1 July 2026. This report follows the bundle that cites the specific Form 4 filing index for the August transaction and preserves the May 2026 performance-option exercises from the other bundle as separate events.
2The bundles disagree on the P6 total compensation observation at $307,700 and $361,500 from two pages of the same dataset, and on the United Kingdom sample where P3 total compensation reads above P4. Neither is resolved by averaging; the anchor uses the Wilmington band table and records both as sampling artefacts.
3The research report's own N7 row is internally inconsistent: a 35 percent variable target plus its $75,000 to $150,000 annualized equity indication cannot both fit inside its $355,000 total. This report keeps the total and the variable target and takes equity as the residual, which lands below the stated indication.
4The N0 row mixes interns, operators and test technicians whose geography behaves differently from the professional bands. Melbourne and Singapore entry pay sits above the interpolated factor because of local wage floors, and manufacturing sites carry shift, overtime and thirteenth-month cash that this model deliberately excludes.
5No notional employer benefit load is added anywhere. Australian superannuation at 12 percent, the United States 401(k) company contribution of up to 8 percent and the Indian provident fund at 12 percent are employer cost rather than pay, so total compensation here is base plus variable plus equity only.
6Auckland and Dubai are coverage-market models with no verified Analog Devices employee site in the official regional-headquarters list. They are included for completeness of the footprint and should not be read as evidence of a significant employment centre.
7Petah Tikva, Shanghai and Beijing carry no Analog Devices-specific public band table at all and rest on a semiconductor-market model, so they are the least reliable priced markets in the location table.
8Analog Devices discloses no geographic revenue split in either research bundle, so no regional revenue panel is presented rather than repurposing the panel for something else.
9The FY2025 and FY2026 visa extracts disagree on record counts at 304 against 308 and on medians between roughly $125,420 and $153,083 because of different filters and refresh dates. Each figure is retained separately.
10No verified public announcement of a uniform FY2026 global salary-hike percentage, a companywide salary freeze, a salary cut or a single global reduction-in-force count was found. Anonymous reviews mention reorganizations and annual reductions, but that is sentiment rather than evidence.

FX rates used — 1 USD equals, snapshot 2026-08-25

0.8575

EUR

95.4176

INR

1.398

AUD

0.7336

GBP

61.7167

PHP

4.047

MYR

2.9824

ILS

159.2351

JPY

6.7198

CNY

1.2703

SGD

32.7354

THB

1.6761

NZD

3.6725

AED

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 — 14 sources

10-K FY2025	Analog Devices Annual Report on Form 10-K for the year ended 1 November 2025 · United States Securities and Exchange Commission · 2025-11-25. Headcount, engineering mix, voluntary turnover, revenue, compensation philosophy, benefits, properties, stock-plan accounting and purchase-plan terms.
DEF 14A 2026	Analog Devices 2026 Definitive Proxy Statement · United States Securities and Exchange Commission · 2026-01-23. Named-executive and director compensation, the pay ratio, annual incentive mechanics, equity mix and vesting, the amended 2020 plan and every share pool figure.
10-Q Q3 FY2026	Analog Devices Quarterly Report on Form 10-Q for the quarter ended 1 August 2026 · United States Securities and Exchange Commission · 2026-08-19. Current operating context, employee stock-plan proceeds, Empower acquisition accounting and the Penang subsidiary disposal.
ESPP 2022	Amended and Restated 2022 Employee Stock Purchase Plan · United States Securities and Exchange Commission · 2023-11-21. Eligibility, payroll deduction mechanics, offering-period cadence and the United States and non-United States purchase-price formulas.
Forms 4	Section 16 filings for Roche, Stata, Puccio, Jain, Cotter, Nakamura and Sondel · United States Securities and Exchange Commission · 2026-08-19. Restricted stock unit vesting, tax withholding, option exercises and open-market sales under Rule 10b5-1 plans.
ADI leadership	Analog Devices leadership team and regional headquarters pages · Analog Devices, Inc. · 2026-08-26. Current leadership names and titles, and the official list used to separate verified major sites from coverage-only models.
ADI Australia	Analog Devices Australia site page · Analog Devices, Inc. · 2026-08-26. Confirmation of the Box Hill global research centre mandate and its embedded and digital signal processing focus.
Levels.fyi	Analog Devices hardware and software engineer compensation records · Levels.fyi · 2026-08-26. United States P1 to P6 component medians and direct observations for Bengaluru, Ireland and the United Kingdom.
Salary aggregators	Glassdoor, AmbitionBox, Indeed and Jobstreet extracts · Third-party salary aggregators · 2026-08-26. Melbourne, Munich, Singapore, Malaysia, Philippines and United States management-role observations where Levels.fyi has no coverage.
Visa extracts	Ellis, H1BData.info and MyVisaJobs Analog Devices profiles · Third-party Department of Labor aggregators · 2026-08-26. FY2025 and FY2026 wage distributions, city and job-title medians, application counts and petition approval rates.
DOL performance	Foreign Labor Certification Performance Data · United States Department of Labor · 2026-06-30. The primary public dataset underlying every labour condition application statistic in this report.
Statutory benefits	EPFO India, Australian Taxation Office, Fair Work Ombudsman, UK Government, Workplace Relations Commission Ireland, Inland Revenue New Zealand and the UAE Government · National statutory agencies · 2026-08-26. Provident fund, gratuity, superannuation, national employment standards, auto-enrolment pension, holiday entitlement, KiwiSaver and United Arab Emirates leave and end-of-service baselines.
FX snapshot	Euro foreign exchange reference rates and the Central Bank of the UAE rate table · European Central Bank and Central Bank of the UAE · 2026-08-25. Every local currency conversion in this report, triangulated from euro reference rates.
Peer proxies	Texas Instruments, Marvell Technology, NXP Semiconductors and Microchip Technology proxy statements · United States Securities and Exchange Commission · 2026-03-04. Peer chief executive compensation comparison across different fiscal calendars.

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Recent News & Workforce Trend

Analog Devices' 2026 has been an operating-recovery story rather than a compensation event. Record quarterly revenue and a completed acquisition improve the incentive backdrop, but no companywide salary action was announced in any reviewed source.

~26,000

FY2022 employees

Voluntary turnover of 11.2 percent, reflecting the elevated post-pandemic labour market.

~26,000

FY2023 employees

Turnover normalized to 7.6 percent with headcount still around 26,000 and roughly 13,000 in engineering.

~24,000

FY2024 employees

A reduction of about 2,000 people, roughly 7.7 percent, with turnover of 8.0 percent.

~24,500

FY2025 employees

A modest rebound of about 500 people and the lowest turnover of the four years at 7.2 percent.

Engineering headcount has held near 13,000 across the whole cycle even as total employment fell and partially recovered, which points to reductions concentrated outside research and development. The FY2025 filing references higher charges related to Global Repositioning Actions and higher employee variable-compensation expense in the same year, so it supports neither a claim that everyone received a specified raise nor a single worldwide layoff percentage.

19 Aug 2026

Record fiscal third-quarter revenue of $4.02 billion

Strong data centre and industrial demand with fourth-quarter guidance above consensus. Stronger revenue increases the funding capacity for variable compensation, but no companywide hike or bonus promise accompanied it.

Q3 FY2026 Form 10-Q and results release

17 Aug 2026

Officer restricted stock units vest and shares are withheld for tax

Seven Form 4 filings covering Roche, Jain, Puccio, Cotter, Nakamura and Sondel confirm an active four-year vest cycle. These are code F withholdings, not discretionary sales.

SEC Forms 4

4 Aug 2026

Co-founder Ray Stata sells 2,832 shares under a Rule 10b5-1 plan

Sold across 4 and 5 August 2026 at a weighted average of about $377.97 for roughly $1.070 million gross, under a plan adopted 6 March 2026.

SEC Form 4

7 Jul 2026

Empower Semiconductor acquisition completed

Adds a high-density power-management team and creates retention and equity-harmonisation work for acquired employees, whose arrangements were not publicly itemised.

Analog Devices news release

19 May 2026

$1.5 billion acquisition of Empower Semiconductor announced

A strategic expansion into artificial intelligence power delivery. No acquired-company retention arrangements were disclosed at announcement.

Analog Devices news release

18 Mar 2026

2023 performance restricted stock units certified at 192.01 percent of target

Vivek Jain's Form 4 shows 12,576 shares earned, close to the 200 percent cap and the mirror image of the 27 percent FY2024 cash payout.

SEC Form 4

11 Mar 2026

Shareholders approve the amended 2020 Equity Incentive Plan

Thirteen million additional shares became available, preserving broad discretionary equity capacity through March 2030 and lifting pro forma overhang to 6.11 percent.

2026 definitive proxy statement

23 Jan 2026

FY2025 executive compensation and the 534 to 1 pay ratio disclosed

Chief executive total compensation of $27.456 million against a $51,411 global median employee, with the FY2025 corporate incentive factor capped at 161 percent.

2026 definitive proxy statement

25 Nov 2025

FY2025 filing reports about 24,500 employees and 7.2 percent voluntary turnover

Headcount recovered modestly from around 24,000 in FY2024, and the filing recorded higher employee variable-compensation expense alongside Global Repositioning Action charges.

FY2025 Form 10-K

4 May 2025

FY2025 executive salary changes take effect

The annual executive review occurred in April 2025. Puccio and Jain received market adjustments while the chief executive's base salary and target percentage were unchanged.

2026 definitive proxy statement

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