REVVITY, INC. RVTY

58% shingled-prose overlap between the two filings.

2025: 79,747 chars · 2026: 80,212 chars

• Committee Report:91% overlap (489 → 489 chars)
• Pay Ratio (Item 402(u)):45% overlap (2,277 → 2,229 chars)
• Say-on-Pay proposal:61% overlap (3,662 → 3,971 chars)

• changedOur named executive officers for fiscal year 2025 2024are as follows:
• changedTo provide context for the full description of our executive compensation programs that follows, we highlight below key information and achievements that impacted our executive compensation program for 2025 2024and future periods.
• new2025 Performance Highlights
• newDuring fiscal year 2025, our team overcame a dynamic market environment, ultimately exceeding our financial targets provided at the beginning of the year.
• changedOur outperformance performancein the face of an evolving macro and regulatory environment is both a testament to the hard work of our incredible team and the result of the transformation that has taken place at our Company in recent years. years,notonlyfromaportfoliocompositionstandpoint,butalsofromanoperationalagilityandcollaborationperspective.
• changedHighlights of our fiscal year 2025 2024performance include:
• changed• GAAP earnings per share from continuing operations of $2.06 $2.30for fiscal year 2025, 2024,as compared to GAAP earnings per share from continuing operations of $2.30 $1.44for fiscal year 2024. 2023.
• changedAdjusted earnings per share from continuing operations for fiscal year 2025 2024was $5.06, $4.90,as compared to $4.90 for $4.65infiscal year 2024. 2023.
• changed• GAAP revenue for fiscal year 2025 was $2,856 2024of$2,755million, as compared to $2,755 $2,751million for infiscal year 2024. 2023.
• changed• GAAP operating income from continuing operations for fiscal year 2025 was $357 2024of$347million, as compared to $347 $301million for infiscal year 2024. 2023.
• changed• GAAP operating profit margin from continuing operations was 12.5% 12.6%as a percentage of revenue for fiscal year 2025, 2024,as compared to 12.6% 10.9%for fiscal year 2024. 2023.
• newRevvity • 2026 Proxy Statement 27
• changedShort- and long-term incentive plan payments made to our named executive officers were aligned with our financial results in 2025 2024as follows:
• changed2025 2024Global Incentive Compensation Program (Global ICP).
• changedAchievement against 2025 2024Global ICP corporate financial goals for fiscal 2025 2024was 124% 142%of target.
• changedFiscal year 2025 2024performance relative to our Global ICP goals is described further under “Short-Term Incentive Program” below.
• changed2023 2022Long-Term Incentive Program (LTIP).
• changedThe three-year performance period under our 2023 2022LTIP concluded in fiscal year 2025. 2024.
• changedNon-COVID organic growth Adjustedrevenueand adjusted operating margin expansion earningspershareperformance for the three-year period from 2023-2025 2022-2024resulted in 0% achievement against LTIP financial goals, resulting in no vesting or payment of performance restricted stock units, or PRSUs, granted in 2023. 2022.
• newDefinitions for “Non-COVID organic growth” and “adjusted operating margin expansion” are included in “Determining Executive Pay—Pay for Results” below.
• changedPRSU goals and payments under the 2023 2022LTIP are described further under “Long-Term Incentive Program” below.
• changedAt our 2025 2024annual meeting of shareholders, we held our annual shareholder advisory vote on the compensation of our named executive officers, or “say-on-pay” vote, asrequiredbySection14AoftheExchangeAct.
• changed28 Revvity • 2026 2025Proxy Statement
• newas required by Section 14A of the Exchange Act.
• changedAt the meeting, 91.7% 95.7%of the shareholder votes cast were in favor of our say-on-pay proposal.
• changedIn advance of the say-on-pay vote, our management extended invitations to discuss our 2025 2024proxy statement, including the compensation discussion and analysis and our executive compensation program, to each of our twenty-five largest investors at that time (ranked by percentage owned of shares outstanding) to solicit their feedback and answer their questions.
• changedAdditionally, we also extend invitations to this same group of investors later in the year to provide feedback in connection with the release of our 2025 2024Impact Report.
• changedNeither management nor the committee received feedback at the time from our investors suggesting specific changes to our executive compensation program during fiscal 2025. 2024.
• changedThe committee also observed that 91.7% 95.7%of the shareholder votes cast on the say-on-pay proposal at our 2025 2024annual meeting of shareholders were in support of our executive compensation program, consistent with a history of investor support for our executive compensation program.
• changedSubsequent to the annual meeting, we continued to engage in a variety of investor outreach events including the Bank of America Securities 2024Health Care Conference in May 2025; 2024;the 46th 45thAnnual Goldman Sachs Global Healthcare Conference in June 2025; 2024;the 2025 2024Wells Fargo Healthcare Conference inSeptember2024and the 2025 2024Baird Global Healthcare Conference in September 2025; the UBS Global Healthcare Conference 2025 and the Jefferies 2025 London Healthcare Conference 2024;anInvestorDayhostedbyusin November 2025; Citi’s 2025 Global Healthcare 2024;the7thAnnualEvercoreISIHealthCONxConference in December 2025; 2024;and the J.P.
• changedMorgan Healthcare Conference in January 2026. 2025.
• changedRevvity • 2026 2025Proxy Statement 29
• changedAt the invitation of the Chair of the committee, compensation and benefits committee meetings held in fiscal year 2025 2024were regularly attended by our Non-Executive Chair, Chief Executive Officer, our Senior Vice President, Administration, General Counsel and Secretary, our Senior Vice President, Chief People and Culture Officer, our Vice President, Total Rewards, as well as the committee’s compensation consultant.
• changedDuring fiscal year 2025, 2024,the committee retained Pearl Meyer as its compensation consultant.
• changedThe committee reviews the independence of its compensation consultant annually and found no conflict of interest with Pearl Meyer during its 2025 2024independence review.
• changedThis approach further protects the committee’s ability to receive objective advice from the compensation consultant and establishes a forum for independent decisions about executive pay.
• changed30 Revvity • 2026 2025Proxy Statement
• changedThe committee annually reviews market compensation levels to determine whether total compensation for our executives remains in the targeted pay range range,and adjusts when appropriate.
• changedRevvity • 2026 2025Proxy Statement 31
• changedThe peer companies used by the committee for pay comparisons and for evaluating relative performance leading to approval of 2025 2024executive compensation are shown below and were the same as the peer companies used by the committee in its evaluation of 2024 2023executive compensation.
• newAt the time the peer group was approved in 2024, (i) the median revenue of the peer group was $3,593 million, with Revvity’s revenue for the prior fiscal year at the 25th percentile of the peer group median revenue and (ii) the median market capitalization of the peer group was $15,327 million, with Revvity’s market capitalization at the 45th percentile of the peer group median market capitalization.
• changed2025 2024Peer Group • Agilent Technologies, Inc. • Bruker Corporation • Hologic, Inc. • The Cooper Companies, Inc. • Avantor, Inc. • Catalent, Inc. • Illumina, Inc. • Thermo Fisher Scientific Inc. • Bio-Rad Laboratories, Inc. • Danaher Corporation • QIAGEN N.V.
• changedNot including the cost of benefits, in 2025, 2024,our Chief Executive Officer had 91% 89%of his target compensation at risk, and on average, our other named executive officers had 83% 80%of their target compensation at risk (that is, subject to either performance requirements and/or service requirements).
• changedIn 2025, 79% 2024,75%of our Chief Executive Officer’s total target compensation opportunity and 70% 66%of the other named executive officers’ total target compensation opportunity on average were delivered through long-term incentive compensation based on the fair market value on the date of grant.
• changedHalf (50%) of the long-term incentive compensation granted to our named executive officers in fiscal 2025 2024will vest based solely basedupon the achievement of financial performance metrics.
• newThe foregoing statistics do not take into account the special retention awards granted to Mr. Krakowiak and Ms. Victor in 2025.
• newFor more information about the special retention awards, please refer to “Retention Awards” below.
• changedAlso,To align the interests of executive officers with shareholders and to support an ownership culture, 100% of the named executive officers’, including the Chief Executive Officer’s, 2025 2024target long-term incentive compensation opportunity was provided using equity-based vehicles (PRSUs, RSUs (stockoptionsand stock options). PRSUs).
• changed32 Revvity • 2026 2025Proxy Statement
• changed2025 2024Target Total Compensation
• newPay at Risk1
• changedFor 2025, 2024,the primary metrics for our Global ICP were areorganic revenue growth, adjusted EPS and free cash flow conversion.
• changedThe metrics of forour 2025 2023LTIP program are non-COVIDorganic revenue growth, free cash flow conversion, growthand adjusted operating margin expansion.
• newThe metrics for our 2023 LTIP program were non-COVID organic revenue growth and adjusted operating margin expansion.
• changedOur 2025, 2024 and 2024,2023 and2022LTIP programs also include a relative TSR modifier as a performance metric.
• newWe define adjusted EPS as GAAP earnings per share from continuing operations, excluding amortization of intangible assets, debt extinguishment costs, purchase accounting adjustments, acquisition and divestiture-related expenses, transformation costs, significant litigation matters and settlements, significant environmental charges, changes in the value of investments, disposition of businesses and assets, net, changes in foreign exchange and interest associated with acquisitions and divestitures, asset impairments, and restructuring and other charges.
• newWe also exclude adjustments for
• new1 Pay at risk for other named executive officers does not reflect the special retention awards granted to Mr. Krakowiak and Ms. Victor in 2025.
• changedRevvity • 2026 2025Proxy Statement 33
• newmark-to-market accounting on post-retirement benefits, therefore only our projected costs are used to calculate this non-GAAP measure.
• newWe also adjust for any tax impact related to the above items and exclude the impact of significant tax events.
• changedWe define adjusted operating margin expansion as the change year over year in the operating margin as a percentage percentof revenue.
• changedOrganic revenue growth was selected for the 2025 2024Global ICP and 2025 2024LTIP, because this metric reflects financial performance, which is a strong indicator of our long-term ability to drive shareholder value.
• changedAdjusted EPS was selected for the 2025 Global ICP, andfree cash flow conversion was wereselected for the 2025 2024Global ICP and 2025 LTIP, and adjusted operating margin expansion was selected for the 2025 2024LTIP because these metrics measure profitability, which provides us with the means to invest in both product and service innovation as well as business development opportunities that fuel revenue growth.
• changedRelative TSR was included as a modifier in our 2025, 2024 and 2024,2023 and2022LTIP programs in order to reward the creation of shareholder value as measured by stock price performance relative to an industry index.
• changedGlobal ICP payments are made based on achievement against pre-defined financial targets for fiscal year 2025, 2024,as set forth above.
• changedIn 2025, 2024,the LTIP program includes includedPRSUs and, through our equity choice program, the choice to receive the remainder of the grant either entirely in eitherstock options andRSUsor through a combination of fullyinstock options and RSUs. options.
• changed34 Revvity • 2026 2025Proxy Statement
• changedFor 2025, 2024,our executive officer compensation program consisted of base salary, our short-term incentive program, our long-term incentive program or LTIP (comprising PRSUs, and either stock options or a combination of stock options and RSUs), special retention awards, and benefits and other perquisites.
• changedThe table below describes how these elements of compensation link to our compensation philosophy core principles:
• changedCore Principles Base Salary Short-TermIncentive Program(Global ICPBonus) Long-TermIncentive Program(LTIP) Special RetentionAwards Other Benefits and Perquisites Attract and retain executive talent X X X X X Variable pay aligns compensation with the achievement of results X X Equity-based incentive plans tie compensation to long-term results X X Deliver compensation commensurate with Revvity’s results X X X Affordability X X X X X Aligned with market X X X X X Executive incentive plans that do not promote inappropriate or excessive risk-taking X X X Promote executive ownership of Revvity stock X X Programs that respond to changing needs of the business X X X Transparency X X X X X
• changedIn 2025, 2024,the committee reviewed all compensation, benefits and perquisites provided to the named executive officers.
• changedWorking with Pearl Meyer, the committee reviewed the total target compensation package for each officer in order to determine and approve the target compensation package for each officer for 2024.
• changedRevvity • 2026 2025Proxy Statement 35
• new2025.
• changedThe Pearl Meyer analysis presented to the committee in late 2024 2023that the committee used to evaluate total target compensation for 2025 2024reported that base salaries for our named executive officers in 2024 2023were in the low end of a generallycompetitive range withmarketlevelsin aggregate.
• changedOnanindividuallevel,The base salaries paid to each of our named executive officers in 2024 2023were positioned, on average, at the 25th 40thpercentile for their respective job matches at the peer companies as previously identified in the “Determining Executive Pay — External Market Practices” section above.
• changedBased on the factors described above, including performance and the analysis of market information presented by Pearl Meyer, the committee approved base salary increases for our named executive officers eachofMr.KrakowiakandMs.Victorand the effective dates for such increases are as follows. setforthinthe
• changedNamed Executive Officer Effective Date 2025 2024Salary Rate Year-over-YearIncrease Prahlad R.
• newSingh 3/31/2025 $ 1,140,000 +3.6 % Maxwell Krakowiak 3/31/2025 $ 560,000 +6.7 % Joel S.

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