Research Reports

Key takeaways

Compensation Committee approved PSUs on April 10, 2026 to senior leaders including NEOs Austin (17,759 target), Desai (8,879), Studer (12,431), Ducey (7,103).

PSUs earn up to 300% of target based on adjusted EPS CAGR through FY 2030, with up to 2x TSR multiplier for maximum 600%.

Awards support retention and execution of five-year business strategy amid growth potential.

Vesting requires continued service through Determination Date post-Performance Period ending Dec 31, 2030.

Issued under 2019 Omnibus Equity Incentive Plan and PSU Agreement (Exhibit 10.1).

Full analysis

The PSU awards incentivize long-term performance aligned with Quanta's five-year strategy, using adjusted EPS CAGR for base earning (up to 300% of target) and TSR CAGR multiplier (up to 2x), potentially delivering up to 600% payout. This structure ties executive compensation directly to sustained earnings growth continuation from prior five years and shareholder value creation via stock appreciation. Vesting post-2030 requires continuous service, with protections for qualifying terminations or change in control, emphasizing retention of key leaders critical to strategic execution and market position leverage.

PWR · Quanta Services, Inc.

Summary

Key takeaways

Full analysis