This is INSANE!…

Supplemental CEO Equity Award

On February 18, 2026, the independent members of the Board of Directors (the “Board”) of Fiserv, Inc. (the “Company”), consistent with the recommendation of the Talent and Compensation Committee of the Board, awarded Michael P. Lyons, Chief Executive Officer, a supplemental equity award (the “Award”) consisting of performance share units (“PSUs”) and time-vesting restricted stock units (“RSUs”). The Award reflects the Board’s recognition of the importance of Mr. Lyons’s ongoing leadership in successfully executing key strategic actions to transform the Company, including the One Fiserv action plan designed to drive long-term growth and position the Company for future success.

The Award is structured to promote the retention of Mr. Lyons as the Company’s Chief Executive Officer and align his incentive opportunity with Fiserv’s absolute and relative shareholder value creation over the long term. The PSUs, which have a grant date value of approximately $18 million, will cliff vest after three years subject to achievement of performance goals tied to relative total shareholder return and the One Fiserv action plan. Specific measurable performance metrics for the One Fiserv action plan will be set at a later date in connection with Company’s 2026 investor day. The RSUs, which have a grant date value of approximately $12 million, will vest pro-rata on the first three anniversaries of the grant date.

The Award is in addition to the approximately $18.7 million annual equity incentive award granted to Mr. Lyons on the same date, comprised 60% of PSUs, which will cliff vest after three years subject to achievement of performance goals tied to relative total shareholder return, adjusted revenue growth, adjusted earnings per share, and free cash flow conversion, and 40% of RSUs, which will vest pro-rata on the first three anniversaries of the grant date.

The forgoing summary of the Award is qualified in all respects by reference to the text of the award agreements that govern the Award, forms of which are filed as Exhibits 10.4 and 10.18 to the Company’s Annual Report on Form 10-K filed with the SEC on February 19, 2026 and are incorporated herein by reference.
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Oh my, so this guy is getting a $50mm compensation package??? 95% of which composed of our stock at this nosebleedingly cheap multiple??? This guy IS worse than Frank even, Frank’s package is not nearly half as big! This guy has probably bullied the board in a lionized way to get his way. Even Jamie Dimon at JP Morgan, with a market cap 10 times as big as Fiserv, does NOT get a package like this!!!
Our company is in worse hands!!! RUN!!!

#CEO #Compensation #Culture #Leadership

Comment! It's anonymous!

8 replies (most recent on top)

@a5 GFY self

Tale as old as time.47

You should see what all these new people coming in are getting paid. It’s prob off the charts compared to the people who actually know what’s going on.

Don't hate him for going after the bag. He needs to get his money. All the lawsuits FB has brought upon him.

FBs comp was much higher and concluded with him selling off $500MM worth at the peak when he left, and he got a 1 time tax exemption on the proceeds. Not sure where you are pulling numbers from but MLs comp almost pales in comparison to FBs. Not, mind you, that it’s easy to read of millions in comp when so many exemplary hard working employees got no merit, knocking it out of the park performance wise only to be rated as “meets”. Makes the retention “bonus” some got look like peanuts to placate the minions doesn’t it?

FOR THE PEOPLE IN THE BACK THAT DON'T KNOW HOW EXECUTIVE COMPENSATION WORKS......

Executive compensation is a complex mix of fixed pay, performance-based incentives, and long-term equity designed to align a leader's interests with those of the company and its shareholders. Unlike standard employee pay, which is often heavily weighted toward a base salary, executive packages are typically more variable and tied to specific financial or strategic milestones.

A typical executive package consists of several layers, often categorized by the timeframe of the reward:

Base Salary (Fixed): The guaranteed annual cash amount. While it provides stability, it often accounts for only 30% or less of an executive’s total compensation at large firms.
Short-Term Incentives (Annual Bonuses): Variable cash rewards tied to performance over a fiscal year. These are often based on hitting specific Key Performance Indicators (KPIs) like revenue growth, profit margins, or operational goals.
Long-Term Incentives (LTIPs): These typically make up the largest portion of the package (often around 40-50%). They focus on performance over 3–5 years and usually include:
Stock Options: The right to buy company shares at a set "strike price" after a vesting period.
Restricted Stock Units (RSUs): Company shares granted to the executive that they only fully own after meeting tenure or performance conditions.
Performance Shares: Equity awarded only if specific long-term goals, such as Total Shareholder Return (TSR), are achieved.
Benefits & Perquisites ("Perks"): Exclusive non-cash benefits that can include supplemental health/retirement plans (SERPs), use of corporate aircraft, club memberships, and personal security.

@a1 before you insult us, do you know how much of a pay hike we have been getting this year?

@OP You clearly don't know his this works. I would recommend you spend time trying to find a job at Target or some cashier role at a grocery chain versus trying to bring your poor analysis to people. It's simply comical.

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This is INSANE!…

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