[8-K] Twin Disc, Incorporated Reports Material Event
Twin Disc's Compensation and Human Capital Committee approved 2026 base salaries and bonus targets for its two named executive officers and granted both restricted and performance stock awards. John H. Batten, President and CEO, was set at a $712,071 base salary with a 100% target bonus and received 44,321 restricted shares plus a 66,482 target performance share award. Jeffrey S. Knutson, CFO, received a $437,000 base salary (a 4.2% increase) with a 55% target bonus, 21,762 restricted shares and 32,643 target performance shares. The FY2026 Corporate Incentive Plan weights: net sales 20%, EBITDA% of net sales 40%, inventory% 20%, corporate growth 10% and individual performance 10%. Performance awards vest against ROIC (50%) and cumulative EBITDA (50%) for the three fiscal years ending June 30, 2028; payouts range from 0% at threshold to 200% at maximum with linear interpolation. The maximum performance shares available under the awards is 198,250. Exhibits include forms of the restricted stock and performance award agreements.
Il Comitato per la Retribuzione e il Capitale Umano di Twin Disc ha approvato per il 2026 le retribuzioni base e gli obiettivi di bonus per i due dirigenti esecutivi nominati, concedendo sia azioni vincolate sia azioni legate alla performance. John H. Batten, Presidente e CEO, ha ricevuto una retribuzione base di $712,071 con un bonus obiettivo del 100% e gli sono state assegnate 44,321 azioni vincolate oltre a un premio in azioni di performance obiettivo di 66,482. Jeffrey S. Knutson, CFO, ha ottenuto una retribuzione base di $437,000 (aumento del 4.2%) con un bonus obiettivo del 55%, 21,762 azioni vincolate e 32,643 azioni di performance obiettivo. Il Piano di Incentivi Corporate per l'esercizio 2026 prevede le seguenti ponderazioni: vendite nette 20%, EBITDA% delle vendite nette 40%, percentuale di inventario 20%, crescita aziendale 10% e performance individuale 10%. I premi di performance maturano in base al ROIC (50%) e all'EBITDA cumulativo (50%) per i tre esercizi fiscali conclusi il 30 giugno 2028; i pagamenti vanno dallo 0% al livello soglia fino al 200% al massimo con interpolazione lineare. Il numero massimo di azioni di performance previsto dagli award 猫 198,250. Gli allegati includono i moduli degli accordi sulle azioni vincolate e sulle performance.
El Comit茅 de Compensaci贸n y Capital Humano de Twin Disc aprob贸 los salarios base de 2026 y los objetivos de bonificaci贸n para sus dos directivos nombrados, y otorg贸 tanto acciones restringidas como premios en acciones por desempe帽o. John H. Batten, presidente y CEO, qued贸 fijado con un salario base de $712,071 y un bono objetivo del 100%, y recibi贸 44,321 acciones restringidas adem谩s de un premio en acciones por desempe帽o objetivo de 66,482. Jeffrey S. Knutson, CFO, recibi贸 un salario base de $437,000 (un aumento del 4.2%) con un bono objetivo del 55%, 21,762 acciones restringidas y 32,643 acciones por desempe帽o objetivo. El Plan de Incentivos Corporativos FY2026 pondera: ventas netas 20%, EBITDA% de ventas netas 40%, % de inventario 20%, crecimiento corporativo 10% y rendimiento individual 10%. Los premios por desempe帽o se consolidan en funci贸n del ROIC (50%) y del EBITDA acumulado (50%) para los tres ejercicios fiscales que terminan el 30 de junio de 2028; los pagos van del 0% en el umbral al 200% en el m谩ximo con interpolaci贸n lineal. El m谩ximo de acciones por desempe帽o disponible bajo los premios es 198,250. Los anexos incluyen los formularios de los acuerdos sobre acciones restringidas y de performance.
Twin Disc鞚� 氤挫儊 氚� 鞚胳爜鞛愲掣 鞙勳洂須岆姅 2026雲� 旮半掣旮夑臣 氤措剤鞀� 氇╉憸毳� 鞀轨澑頃橁碃 霊� 氇呾潣 氇呾嫓霅� 鞛勳洂鞐愱矊 鞝滍暅欤检嫕瓿� 靹标臣欤检嫕鞚� 氇憪 攵�鞐枅鞀惦媹雼�. John H. Batten 靷灔 瓴� CEO電� 旮半掣旮� $712,071鞐� 氤措剤鞀� 氇╉憸 100%搿� 毂呾爼霅橃棃鞙茧┌ 44,321欤检潣 鞝滍暅欤检櫠� 66,482欤检潣 氇╉憸 靹标臣欤茧ゼ 氚涭晿鞀惦媹雼�. Jeffrey S. Knutson CFO電� 旮半掣旮� $437,000(4.2% 鞚胳儊)瓿� 氤措剤鞀� 氇╉憸 55%, 21,762欤检潣 鞝滍暅欤� 氚� 32,643欤检潣 氇╉憸 靹标臣欤茧ゼ 氚涭晿鞀惦媹雼�. FY2026 旮办梾 鞚胳劶韹半笇 頂岆灉鞚� 臧�欷戩箻電� 靾滊Г於� 20%, 靾滊Г於� 雽�牍� EBITDA 牍勳湪 40%, 鞛碃 牍勳湪 20%, 旮办梾 靹膘灔 10%, 臧滌澑 靹标臣 10%鞛呺媹雼�. 靹标臣 氤挫儊鞚� ROIC(50%)鞕赌 雸勳爜 EBITDA(50%)毳� 旮办鞙茧 2028雲� 6鞗� 30鞚茧 膦呺霅橂姅 3臧� 須岅硠鞐半弰鞐� 雽�頃� 氩犾姢韺呺悩氅�, 歆�旮夓潃 鞛勱硠臧掛棎靹� 0%攵�韯� 斓滊寑 200%旯岇 靹犿槙 氤搓皠 氚╈嫕鞙茧 瓴办爼霅╇媹雼�. 氤� 靾橃棳鞐愳劀 鞝滉车霅橂姅 斓滊寑 靹标臣欤� 靾橂姅 198,250鞛呺媹雼�. 觳秬 氍胳劀鞐愲姅 鞝滍暅欤� 氚� 靹标臣靸� 靾橃棳 瓿勳暯靹� 鞏戩嫕鞚� 韽暔霅橃柎 鞛堨姷雼堧嫟.
Le comit茅 de r茅mun茅ration et du capital humain de Twin Disc a approuv茅 les salaires de base 2026 et les objectifs de bonus pour ses deux dirigeants nomm茅s, et a attribu茅 脿 la fois des actions restreintes et des actions de performance. John H. Batten, pr茅sident et CEO, a 茅t茅 fix茅 脿 un salaire de base de $712,071 avec un bonus cible de 100% et a re莽u 44,321 actions restreintes ainsi qu'une attribution d'actions de performance cible de 66,482. Jeffrey S. Knutson, CFO, a per莽u un salaire de base de $437,000 (augmentation de 4.2%) avec un bonus cible de 55%, 21,762 actions restreintes et 32,643 actions de performance cibles. Les pond茅rations du Corporate Incentive Plan FY2026 sont : ventes nettes 20%, EBITDA en % des ventes nettes 40%, % d'inventaire 20%, croissance de l'entreprise 10% et performance individuelle 10%. Les attributions de performance sont acquises selon le ROIC (50%) et l'EBITDA cumulatif (50%) pour les trois exercices clos le 30 juin 2028 ; les paiements vont de 0% au seuil 脿 200% au maximum avec interpolation lin茅aire. Le nombre maximal d'actions de performance disponible dans le cadre des attributions est de 198,250. Les annexes incluent les mod猫les des accords d'attribution d'actions restreintes et de performance.
Der Verg眉tungs- und Human-Capital-Ausschuss von Twin Disc genehmigte die Grundgeh盲lter und Bonusziele f眉r 2026 f眉r seine beiden benannten leitenden Angestellten und gew盲hrte sowohl Restricted- als auch Performance-Aktien. John H. Batten, Pr盲sident und CEO, erhielt ein Grundgehalt von $712,071 mit einem Zielbonus von 100% und erhielt 44,321 Restricted Shares sowie eine Zielzuteilung von 66,482 Performance-Aktien. Jeffrey S. Knutson, CFO, erhielt ein Grundgehalt von $437,000 (eine Erh枚hung um 4.2%) mit einem Zielbonus von 55%, 21,762 Restricted Shares und 32,643 Ziel-Performance-Aktien. Die Gewichtung des Corporate Incentive Plans FY2026 lautet: Nettoumsatz 20%, EBITDA in % des Nettoumsatzes 40%, Lagerbestand-% 20%, Unternehmenswachstum 10% und individuelle Leistung 10%. Die Performance-Auszeichnungen vesten anhand von ROIC (50%) und kumulativem EBITDA (50%) f眉r die drei Gesch盲ftsjahre bis zum 30. Juni 2028; Auszahlungen reichen von 0% bei Erreichen der Schwelle bis zu 200% beim Maximum mit linearer Interpolation. Die maximal verf眉gbaren Performance-Aktien im Rahmen der Awards betragen 198,250. Anlagen enthalten die Muster der Restricted-Stock- und Performance-Award-Vereinbarungen.
- Performance-linked equity awards align compensation with multi-year ROIC and cumulative EBITDA targets
- Structured CIP metrics provide transparent, weighted measures (net sales, EBITDA% of sales, inventory%, growth, individual performance)
- CFO base salary increased 4.2%, showing targeted pay adjustment
- CEO base salary remained unchanged (0.0% increase)
- Maximum potential performance shares (198,250) represent a defined ceiling on awards that may affect future share count and expense
Insights
TL;DR Executive pay actions are routine, tying multi-year equity awards to ROIC and EBITDA to emphasize long-term performance.
The Compensation Committee established fixed base pay levels and a performance-heavy incentive framework that relies heavily on operating profitability and capital returns. The mix of restricted stock (time-based, three-year vesting) and performance shares (three-year performance period to June 30, 2028) aligns some pay with sustained outcomes. The CIP's defined weights and the 0%-200% payout range with linear interpolation provide clear, measurable targets. The Committee retains some discretionary adjustment authority of up to 20%, with increases to the CEO's CIP only by the Committee, preserving governance oversight. Overall, these are standard governance practices for linking pay to multi-year performance.
TL;DR CFO base pay rose 4.2% while CEO base remained flat; target bonuses set at 100% (CEO) and 55% (CFO), with a 200% cap.
The Committee set concrete salary figures: $712,071 for the CEO and $437,000 for the CFO effective the pay period including October 1, 2025. The target bonus structure under the FY2026 CIP is formulaic and weighted toward profitability metrics (EBITDA% of sales is the largest single component at 40%). The incentive cap at 200% of target and the CEO/CFO discretionary +/-20% adjustment create upside potential within defined limits. The size of equity grants and the explicit maximum of 198,250 potential performance shares are notable for assessing future dilution and long-term incentive expense in upcoming periods.
Il Comitato per la Retribuzione e il Capitale Umano di Twin Disc ha approvato per il 2026 le retribuzioni base e gli obiettivi di bonus per i due dirigenti esecutivi nominati, concedendo sia azioni vincolate sia azioni legate alla performance. John H. Batten, Presidente e CEO, ha ricevuto una retribuzione base di $712,071 con un bonus obiettivo del 100% e gli sono state assegnate 44,321 azioni vincolate oltre a un premio in azioni di performance obiettivo di 66,482. Jeffrey S. Knutson, CFO, ha ottenuto una retribuzione base di $437,000 (aumento del 4.2%) con un bonus obiettivo del 55%, 21,762 azioni vincolate e 32,643 azioni di performance obiettivo. Il Piano di Incentivi Corporate per l'esercizio 2026 prevede le seguenti ponderazioni: vendite nette 20%, EBITDA% delle vendite nette 40%, percentuale di inventario 20%, crescita aziendale 10% e performance individuale 10%. I premi di performance maturano in base al ROIC (50%) e all'EBITDA cumulativo (50%) per i tre esercizi fiscali conclusi il 30 giugno 2028; i pagamenti vanno dallo 0% al livello soglia fino al 200% al massimo con interpolazione lineare. Il numero massimo di azioni di performance previsto dagli award 猫 198,250. Gli allegati includono i moduli degli accordi sulle azioni vincolate e sulle performance.
El Comit茅 de Compensaci贸n y Capital Humano de Twin Disc aprob贸 los salarios base de 2026 y los objetivos de bonificaci贸n para sus dos directivos nombrados, y otorg贸 tanto acciones restringidas como premios en acciones por desempe帽o. John H. Batten, presidente y CEO, qued贸 fijado con un salario base de $712,071 y un bono objetivo del 100%, y recibi贸 44,321 acciones restringidas adem谩s de un premio en acciones por desempe帽o objetivo de 66,482. Jeffrey S. Knutson, CFO, recibi贸 un salario base de $437,000 (un aumento del 4.2%) con un bono objetivo del 55%, 21,762 acciones restringidas y 32,643 acciones por desempe帽o objetivo. El Plan de Incentivos Corporativos FY2026 pondera: ventas netas 20%, EBITDA% de ventas netas 40%, % de inventario 20%, crecimiento corporativo 10% y rendimiento individual 10%. Los premios por desempe帽o se consolidan en funci贸n del ROIC (50%) y del EBITDA acumulado (50%) para los tres ejercicios fiscales que terminan el 30 de junio de 2028; los pagos van del 0% en el umbral al 200% en el m谩ximo con interpolaci贸n lineal. El m谩ximo de acciones por desempe帽o disponible bajo los premios es 198,250. Los anexos incluyen los formularios de los acuerdos sobre acciones restringidas y de performance.
Twin Disc鞚� 氤挫儊 氚� 鞚胳爜鞛愲掣 鞙勳洂須岆姅 2026雲� 旮半掣旮夑臣 氤措剤鞀� 氇╉憸毳� 鞀轨澑頃橁碃 霊� 氇呾潣 氇呾嫓霅� 鞛勳洂鞐愱矊 鞝滍暅欤检嫕瓿� 靹标臣欤检嫕鞚� 氇憪 攵�鞐枅鞀惦媹雼�. John H. Batten 靷灔 瓴� CEO電� 旮半掣旮� $712,071鞐� 氤措剤鞀� 氇╉憸 100%搿� 毂呾爼霅橃棃鞙茧┌ 44,321欤检潣 鞝滍暅欤检櫠� 66,482欤检潣 氇╉憸 靹标臣欤茧ゼ 氚涭晿鞀惦媹雼�. Jeffrey S. Knutson CFO電� 旮半掣旮� $437,000(4.2% 鞚胳儊)瓿� 氤措剤鞀� 氇╉憸 55%, 21,762欤检潣 鞝滍暅欤� 氚� 32,643欤检潣 氇╉憸 靹标臣欤茧ゼ 氚涭晿鞀惦媹雼�. FY2026 旮办梾 鞚胳劶韹半笇 頂岆灉鞚� 臧�欷戩箻電� 靾滊Г於� 20%, 靾滊Г於� 雽�牍� EBITDA 牍勳湪 40%, 鞛碃 牍勳湪 20%, 旮办梾 靹膘灔 10%, 臧滌澑 靹标臣 10%鞛呺媹雼�. 靹标臣 氤挫儊鞚� ROIC(50%)鞕赌 雸勳爜 EBITDA(50%)毳� 旮办鞙茧 2028雲� 6鞗� 30鞚茧 膦呺霅橂姅 3臧� 須岅硠鞐半弰鞐� 雽�頃� 氩犾姢韺呺悩氅�, 歆�旮夓潃 鞛勱硠臧掛棎靹� 0%攵�韯� 斓滊寑 200%旯岇 靹犿槙 氤搓皠 氚╈嫕鞙茧 瓴办爼霅╇媹雼�. 氤� 靾橃棳鞐愳劀 鞝滉车霅橂姅 斓滊寑 靹标臣欤� 靾橂姅 198,250鞛呺媹雼�. 觳秬 氍胳劀鞐愲姅 鞝滍暅欤� 氚� 靹标臣靸� 靾橃棳 瓿勳暯靹� 鞏戩嫕鞚� 韽暔霅橃柎 鞛堨姷雼堧嫟.
Le comit茅 de r茅mun茅ration et du capital humain de Twin Disc a approuv茅 les salaires de base 2026 et les objectifs de bonus pour ses deux dirigeants nomm茅s, et a attribu茅 脿 la fois des actions restreintes et des actions de performance. John H. Batten, pr茅sident et CEO, a 茅t茅 fix茅 脿 un salaire de base de $712,071 avec un bonus cible de 100% et a re莽u 44,321 actions restreintes ainsi qu'une attribution d'actions de performance cible de 66,482. Jeffrey S. Knutson, CFO, a per莽u un salaire de base de $437,000 (augmentation de 4.2%) avec un bonus cible de 55%, 21,762 actions restreintes et 32,643 actions de performance cibles. Les pond茅rations du Corporate Incentive Plan FY2026 sont : ventes nettes 20%, EBITDA en % des ventes nettes 40%, % d'inventaire 20%, croissance de l'entreprise 10% et performance individuelle 10%. Les attributions de performance sont acquises selon le ROIC (50%) et l'EBITDA cumulatif (50%) pour les trois exercices clos le 30 juin 2028 ; les paiements vont de 0% au seuil 脿 200% au maximum avec interpolation lin茅aire. Le nombre maximal d'actions de performance disponible dans le cadre des attributions est de 198,250. Les annexes incluent les mod猫les des accords d'attribution d'actions restreintes et de performance.
Der Verg眉tungs- und Human-Capital-Ausschuss von Twin Disc genehmigte die Grundgeh盲lter und Bonusziele f眉r 2026 f眉r seine beiden benannten leitenden Angestellten und gew盲hrte sowohl Restricted- als auch Performance-Aktien. John H. Batten, Pr盲sident und CEO, erhielt ein Grundgehalt von $712,071 mit einem Zielbonus von 100% und erhielt 44,321 Restricted Shares sowie eine Zielzuteilung von 66,482 Performance-Aktien. Jeffrey S. Knutson, CFO, erhielt ein Grundgehalt von $437,000 (eine Erh枚hung um 4.2%) mit einem Zielbonus von 55%, 21,762 Restricted Shares und 32,643 Ziel-Performance-Aktien. Die Gewichtung des Corporate Incentive Plans FY2026 lautet: Nettoumsatz 20%, EBITDA in % des Nettoumsatzes 40%, Lagerbestand-% 20%, Unternehmenswachstum 10% und individuelle Leistung 10%. Die Performance-Auszeichnungen vesten anhand von ROIC (50%) und kumulativem EBITDA (50%) f眉r die drei Gesch盲ftsjahre bis zum 30. Juni 2028; Auszahlungen reichen von 0% bei Erreichen der Schwelle bis zu 200% beim Maximum mit linearer Interpolation. Die maximal verf眉gbaren Performance-Aktien im Rahmen der Awards betragen 198,250. Anlagen enthalten die Muster der Restricted-Stock- und Performance-Award-Vereinbarungen.
FAQ
What base salaries were approved for Twin Disc's executives (TWIN)?
What are the FY2026 target bonuses for TWIN's named executive officers?
Which performance metrics and weights does the FY2026 Corporate Incentive Plan use?
How many restricted stock and performance shares were granted to the CEO and CFO?
What is the performance period and payout range for the performance awards?
Are the award agreements filed with the 8-K?
