How Becton Dickinson Pays

Professional and technical ladder — B1 through B7

Leadership ladder — B8 through B10

Executive and board — B11 through Board

Disclosed executive layer

Track divergence

Hierarchy qualifications and legacy structures

• BD job postings expose a rich title ladder covering Engineer I, II and III, Senior, Staff, Senior Staff, Principal, Associate Principal, Manager, Senior Manager, Associate Director, Director, Senior Director, Vice President, Senior and Executive Vice President and chief executive, but no primary source maps every function into one enterprise grade table.
• Two genuine internal grade labels exist in public filings. A current Franklin Lakes Director, Global Sales Incentive Compensation posting is labelled Job Group 6 and reports to a vice president, and the 2026 Executive Severance Plan defines a covered executive as an employee assigned job level J-G9. Neither publishes the sequence between them, so mapping B1 to B12 onto those codes would be speculation.
• The crosswalk is most reliable for engineering, quality and regulatory roles in the United States, the United Kingdom, Ireland, Switzerland, Poland and Canada, where BD publishes statutory posting ranges, and least reliable for commercial and manufacturing roles in markets with no posted range.
• BD has integrated CareFusion and Bard and, in February 2026, separated Biosciences and Diagnostic Solutions into Waters. No completed global grade-harmonization map for the legacy entities is public, so any specific legacy-grade conversion would be unsupported.
• The non-management director row is a governance package rather than an employment band and is excluded from the range chart, as are the two executive rows.

Peer-level mapping

Office and market catalogue — calibration factors versus Franklin Lakes

BD discloses total workforce and broad global presence rather than audited city headcount, so this catalogue does not rank offices by employee count. BD country careers pages have described particularly large associate populations in Mexico, Central America and the Caribbean at about 16,000, Germany, Switzerland and Austria above 2,000, Brazil at about 1,600 and India and South Asia above 1,500, but those pages can lag restructurings and are directional only.

Franklin Lakes anchor medians — the basis of every modeled cell

• The Franklin Lakes column is the anchor. B3 through B9 medians are the midpoints of official BD posting ranges published for United States requisitions, which is a stronger evidence base than the crowdsourced anchors most technology reports rely on.
• B1 and B2 have no official BD posting range in either bundle, so their anchors are the midpoints of the bundles' planning ranges and are marked modeled.
• B10 has a disclosed equity design but no disclosed pay range, so its base and bonus are modeled from the gap between the senior director posting midpoint and the lowest named-executive salary.
• B11 and B12 are proxy disclosures shown for comparison only. They are global executive values and must not be read as a local pay range in any selected city.
• India calibrates at roughly 21 to 22 percent of the Franklin Lakes anchor across the whole employee ladder. Because BD discloses no equity value below vice president, that ratio does not narrow at senior bands the way it does at an equity-heavy technology employer.

Executive incentive targets — percent of salary

Named-executive outcomes

• Before the January 2026 amendment, approximately 6.996 million shares remained available at 30 November 2025, including about 2.637 million shares available for full-value awards, and the disclosed three-year average burn rate was 0.61 percent.
• The proxy reported 7,918,713 shares available under shareholder-approved plans at 30 September 2025 while the FY2025 Form 10-K reported about 8.5 million shares authorized for future grant. Both figures are preserved separately because the filing timing and presentation differ.
• Outstanding awards at the proxy snapshot comprised approximately 4.961 million stock appreciation rights, 1.117 million performance restricted stock units at maximum and 1.891 million time-vested restricted stock units.
• Nine-month FY2026 share-based compensation expense was $204 million against $179 million in the prior-year period, alongside restructuring costs of $605 million against $185 million.

Equity plan capacity and grant activity

Vesting — common reported employee schedule

The three instruments vest on three different clocks, which is the single most important thing to understand about a BD senior-leader grant. Stock appreciation rights vest 25 percent annually over four years and carry a ten-year term, time-vested units vest one third annually over three years, and performance units settle as a single cliff after a three-year performance period once the committee certifies revenue growth, return on invested capital and the relative shareholder return modifier. On retirement unvested SARs generally become exercisable and time-vested units vest in full, while performance units vest pro rata on elapsed period and actual results.

Eligibility by hierarchy level

• The recurring standardized long-term incentive design is disclosed only for vice president and above. Below that level the plan permits grants and current postings mention a potential discretionary long-term incentive, but no threshold grade, grant frequency or grant value is public anywhere in either research bundle.
• Because no grant value is disclosed below executive vice president, every band from B1 to B10 in this report carries zero equity. That is an evidence position, not a claim that directors and vice presidents receive no stock, and it means the totals for those bands understate the package for anyone who is in fact equity eligible.
• Legal eligibility should not be confused with recurring policy. The 2004 Plan lets the Compensation Committee select any employee, which is why a broad reading of the plan text overstates how many associates actually receive an annual grant.
• For associates outside the United States the practical share-ownership route is the Global Share Investment Program rather than an annual award, and its current match rate and country list are not published.
• Observed named-executive grant-date values run from about $1.90 million for a segment president to $13.30 million for the chief executive, and the incoming chief financial officer's announced annual equity target was $3.0 million.

Indicative annual grant value by band — Franklin Lakes

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $189.78 reference price at 25 August 2026 close and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Component figures in the FY2025 table can differ from the reported total by a dollar because the proxy reports rounded whole-dollar components. Two named executives, the chief revenue officer and one segment president, received a 90 percent individual factor on top of the 85 percent corporate factor, giving an effective payout of about 76.5 percent while the chief executive and chief financial officer received 100 percent individual factors. The chief revenue officer's other compensation of $602,054 is an order of magnitude above his peers and is the single largest non-equity anomaly in the table.

Board compensation framework

Actual FY2025 totals for continuing directors ran from $335,172 to $375,172, with Bertram L. Scott the highest at $375,172 and a partial-year director at $223,454. Charitable matching contributions of $1,000 to $10,000 account for the small differences between otherwise identical packages.

Not publicly disclosed

Modeled promotion planning timeline

The one quantified signal is narrow. The chief executive received a 3 percent salary increase for 2025, which the proxy described as consistent with salary increases made generally at BD. That is a useful directional read on the merit budget but it is not proof that every associate received 3 percent, and country outcomes clearly differ: research found a France-specific 3.2 percent general increase effective 1 January 2025 for eligible employees.

Dataset summary

City-level H-1B wage history

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Evidence classification

Explicit “Not publicly disclosed” index

Known gaps and diligence before relying on a cell

1. 1The two bundles build different ladders. The first normalizes twelve bands, B1 to B12, and the second fifteen research bands, R0 to R14. This report follows the first because its band anchors are tied to named official posting ranges, and it records the second bundle's alternative anchors in the band source notes.
2. 2The two bundles disagree on the professional entry level. The first models B2 at $48,000 to $68,000 while the second models Engineer I at $70,000 to $100,000. This report keeps the first bundle's figure because it is continuous with the operator band beneath it, but a degreed Engineer I at BD is likely closer to the second bundle's range.
3. 3The two bundles disagree on bonus targets at leadership levels. The first models 20 percent at director and 25 percent at senior director; the second models 30 percent and 40 percent. This report uses the first bundle's lower figures because they are continuous with the bands beneath, and both figures are planning assumptions rather than BD disclosures.
4. 4The first bundle computes total compensation using a multiplier of 1.08 at B1 rising to 2.45 at B10, which folds in a notional employer benefit load and an assumed equity factor. That is employer cost rather than pay. Every total in this report is rebuilt as base plus target bonus plus disclosed equity, so B1 to B10 totals here are materially lower than the bundle's published planning ranges.
5. 5The two executive rows and the board row are excluded from the range chart, and the executive rows are global proxy values rather than local pay ranges. Because both bundles apply one flat location index to the whole employee ladder and force the index to 1.0 for the executive rows, no level-dependent compression factors are set on any location; inventing a junior-to-senior spread would misstate the sources.
6. 6Location factors are merged from two independent models on different bases. The first bundle indexes against a United States reference where Franklin Lakes is 1.05 and the second indexes directly against Franklin Lakes at 1.00. This report rebases the first onto the second and takes the mean, which moves several cities by two to five points, most visibly San Diego, Eysins, Drogheda, Limerick and Singapore.
7. 7The two bundles use different foreign-exchange snapshots. Both are dated 25 August 2026 but the rates differ in the fourth decimal, and the first bundle's New Zealand dollar rate of 1.556 is far from the second bundle's 1.67646. This report standardises on the second bundle's Appendix A table, which is six-decimal and covers every currency used here.
8. 8The two bundles report different BDX reference prices, $189.78 at 25 August 2026 and $190.74 at 24 August 2026. This report uses $189.78 because it matches the November 2025 insider values that are estimated at the report-date price.
9. 9The two bundles date the same Feld and Garrison insider sales differently, at 26 June 2026 versus 26 May 2026 for Feld and 10 June 2026 versus 24 June 2026 for Garrison, with different prices. This report uses the first bundle's dates because they cite specific Form 4 accession numbers, and records the alternative in each trade note.
10. 10Peer chief executive comparisons differ between bundles. The first uses Stryker, Medtronic, Abbott and Baxter and the second uses Stryker, Medtronic and Boston Scientific with a different Medtronic fiscal year. This report shows all five and flags the period mismatches rather than normalising them.
11. 11Headcount cannot be presented as a clean trend. FY2025 reported about 72,000 associates in 61 countries and the post-Waters continuing company is described as more than 60,000 employees. The two figures cover different perimeters, so the headcount panel shows them as a break rather than a series.
12. 12BD discloses no geographic revenue split in either research bundle, so the regional revenue panel is omitted entirely rather than repurposed.
13. 13H-1B city quartiles outside Franklin Lakes are not published by any aggregator and are modeled here from the national FY2025 distribution. The five aggregators also disagree on the FY2025 median by up to $21,000.

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 — 16 sources

The headcount series cannot be read as a trend. The drop from about 72,000 to more than 60,000 is the Waters separation removing two businesses, not workforce reduction, and BD publishes no city-level or country-level headcount to reconcile the two perimeters. The only geographic signals are careers-page associate counts of roughly 16,000 across Mexico, Central America and the Caribbean, above 2,000 across Germany, Switzerland and Austria, about 1,600 in Brazil and above 1,500 across India and South Asia, all of which can lag restructurings.