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Get filing alertsDaktronics sets fiscal 2027 executive pay targets tied to operating income and revenue
Filed July 17, 2026 · Period ending July 14, 2026 · ~1 min read
Key Changes
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Board approved fiscal 2027 compensation program for four named officers (CEO, Chief Data Officer, VP Manufacturing, VP Design). Annual cash incentives weighted 60% operating income, 40% revenue; payouts range 50%-150% of target.
Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation verify on EDGAR → -
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Long-term incentives split 65% time-based RSUs (four-year pro-rata vesting) and 35% performance stock units. PSUs based on three-year cumulative operating income (60%) and revenue (40%), with 25%-150% payout range.
Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation verify on EDGAR → -
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CEO Jayaraman's targets set at 100% of base salary for annual incentive and 200% for long-term incentive. Other three officers have 50%-55% annual and 60% long-term targets.
Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation verify on EDGAR →
Summary
Daktronics disclosed its fiscal 2027 executive compensation framework for four named officers, linking pay to operating income and revenue performance. The annual cash incentive program weights operating income at 60% and revenue at 40%, with payouts ranging from 50% to 150% of target depending on achievement. No payout occurs if performance falls below threshold on either metric.
An individual performance modifier can adjust final payouts by up to 20%. Long-term incentives combine time-based restricted stock units (65% of target award) vesting pro-rata over four years with performance stock units (35%) tied to three-year cumulative operating income and revenue for fiscal 2027-2029.
PSUs can pay out from 25% to 150% of target and cliff vest after three years upon Compensation Committee certification of performance achievement. The program does not apply to Acting CFO Atkins or EVP Wiemann, whose compensation is governed by separate arrangements previously filed. This is a routine annual compensation-setting disclosure with no immediate material impact on operations or strategy.
Section-by-Section Diff
Event · Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation
Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation filed; see Key Changes for terms.
Added in current filing · verify on EDGAR →
On July 14, 2026, the Board of Directors (the “Board”) of Daktronics, Inc., a Delaware corporation (the “Company”) approved an executive compensation program for fiscal 2027 (the “2027 Compensation Program”). The 2027 Compensation Program applies to all of the “Covered NEOs” (as defined below). It does not apply to the Company’s Acting Chief Financial Officer, Howard I. Atkins or Bradley T. Wiemann, Executive Vice President, whose compensation is set forth in their respective compensation arrangements previously filed with the Securities and Exchange Commission.
The Board approved a new executive compensation program for fiscal 2027 covering four named executive officers (CEO Jayaraman, Chief Data and Analytics Officer Anderson, VP Manufacturing Kurtenbach, and VP Design and Development Wendler). The program does not apply to Acting CFO Atkins or EVP Wiemann, whose compensation is governed by separate arrangements.
Added in current filing · verify on EDGAR →
Under the 2027 Compensation Program, the Covered NEOs will be eligible to earn annual cash incentive awards (the “2027 Annual Incentive”) based on two performance measures: (i) the Company’s operating income for fiscal 2027 (weighted at 60%) and (ii) the Company’s revenue for fiscal 2027 (weighted at 40%).
2027 Annual Incentive payouts to the Covered NEOs will be made in cash and range from 50% of target (threshold performance) to 150% of target (maximum performance). No 2027 Annual Incentive payout will be made for a given performance goal if the attainment for such goal falls below the threshold level.
The annual cash incentive awards are based 60% on operating income and 40% on revenue for fiscal 2027. Payouts range from 50% to 150% of target, with no payout if performance falls below threshold. An individual performance modifier can adjust payouts by up to 20%. CEO Jayaraman's target is 100% of base salary, while the other three officers have targets ranging from 50% to 55%.
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Figures/quotes linked to EDGAR · Narrative written by AI · Jul 20, 2026 · How we verify