DEF 14A of Formfactor Inc
Filed Apr 2, 2026 · FY20250001039399-26-000016
PROPOSAL NO. 1 — ELECTION OF DIRECTORS
PROPOSAL NO. 1 — ELECTION OF DIRECTORS The first proposal is to elect seven directors to our Board of Directors (the “Board”), including six independent directors and our Chief Executive Officer (“CEO”). The nominees for this year’s Annual Meeting are Rebeca Obregon Jimenez, Sheri Rhodes, Michael D. Slessor, Thomas St. Dennis, Kelley Steven-Waiss, Jorge Titinger, and Brian White, all of whom are current directors of FormFactor. The nominees have been duly nominated by our Board and have agreed to stand for election. The seven nominees, if elected, will hold office for a one-year term expiring at the 2027 Annual Meeting and until their successor has been duly elected and qualified or until their earlier death, resignation or removal. The proxy holders intend to vote all proxies received for the election of Ms. Obregon Jimenez, Ms. Rhodes, Dr. Slessor, Mr. St. Dennis, Ms. Steven-Waiss, Mr. Titinger, and Mr. White unless otherwise instructed. Proxies may not be voted for more than seven directors. In the event any nominee is unable or declines to serve as a director at the time of the Annual Meeting, the proxies may be voted for a nominee designated by our Board to fill the vacancy. Alternatively, the Board may reduce the size of the Board. As of the date of this Proxy Statement, our Board is not aware that any nominee is unable or will decline to serve as a director of the Company.
Required Vote
Required Vote Each of the nominees will be elected if holders of shares of our common stock entitled to vote who are present online or represented by proxy at the Annual Meeting cast more votes “for” such nominee’s election than the votes “against” such nominee’s election. If you own shares through a bank, broker, or other holder of record you must instruct your bank, broker or other holder of record how to vote in accordance with their specific instructions in order for your vote to be counted on this Proposal. Any shares not voted “for” or “against” a nominee’s election (whether as a result of stockholder abstention or a broker non-vote) will have no effect on the outcome of the election.
Required Vote
| Our Board of Directors recommends a vote FOR the election to our Board of Directors of each of the nominees. |
Board of Directors
Board of Directors Our Board currently consists of eight members, and each director stands for election on an annual basis following the expiration of their current term. Mr. Brewer is retiring from the Board at the Annual Meeting and will not stand for re-election. Effective as of Mr. Brewer's retirement, the Board size will be reduced to seven members. All seven returning directors will be up for election at this year’s Annual Meeting. Each director holds office until his or her successor is duly elected and qualified or until his or her earlier death, resignation or removal.
Board of Directors
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Board of Directors
Information as of the record date of this Proxy Statement, regarding our current directors, including their names and positions with the Company, is set forth below.
Board of Directors
| Name of Director | Age | Position with FormFactor | Director Since | Independent | Governance and Nominating Committee | Compensation Committee | Audit Committee | | Mr. Kevin Brewer | 68 | Director | March 2024 | ✓ | Member | | Member(1)(2) | | Ms. Rebeca Obregon Jimenez | 57 | Director | September 2019 | ✓ | | Member | | | Ms. Sheri Rhodes | 57 | Director | December 2019 | ✓ | | | Member(2) | | Dr. Michael D. Slessor | 56 | Director and Chief Executive Officer | October 2013 | | | | | | Ms. Kelley Steven-Waiss | 56 | Director | August 2015 | ✓ | Member | Chair | | | Mr. Thomas St. Dennis | 72 | Director and Chairperson | September 2010 | ✓ | | | | | Mr. Jorge Titinger | 65 | Director | June 2021 | ✓ | Chair | Member | | | Mr. Brian White | 61 | Director | September 2022 | ✓ | Member | | Chair(1)(2) |
Board of Directors
(1) Our Board has determined that such individual is an audit committee financial expert under the rules of the SEC (2) Our Board has determined that such individual is financially sophisticated under the rules of the Nasdaq Stock Market ✓ Our Board has determined that such individual is independent under the rules of the SEC and the Nasdaq Stock Market Based upon the information and discussion of qualifications and experience described in this Proxy Statement, the Board as a whole, and the Governance and Nominating Committee, have determined that each of the nominees are qualified to serve as directors of the Company.
Rebeca Obregon Jimenez
Rebeca Obregon Jimenez Rebeca Obregon Jimenez has served as a director since September 2019. Ms. Obregon Jimenez currently serves as President, Global Farnell and Integrated solutions at Avnet, a global leader of the design, supply and delivery of electronic components, a role she has held since July 2024. From January 2023 to July 2024 Ms. Obregon Jimenez served as Senior Vice President, Strategic Business Engagements and Supplier Management at Avnet. From January 2020 to December 2022 Ms. Obregon Jimenez served as Corporate Vice President of the Advanced System in Package Business Unit for Amkor Technology, Inc., one of the world’s largest providers of outsourced semiconductor packaging and test services. Prior to that, from August 2014 to January 2020, Ms. Obregon Jimenez served as Corporate Vice President of Sales, and as a Senior Vice President in sales, strategic program management, and in operations finance at Amkor Technology, Inc. From May 1999 to August 2014, Ms. Obregon Jimenez held executive and senior management positions at Integrated Device Technology, Inc., and Integrated Circuit Systems, Inc., in test operations, test engineering and product engineering. From June 1990 to May 1999, Ms. Obregon Jimenez served in the Semiconductor Products Sector of Motorola, Inc., where she held roles of increasing responsibility in a variety of engineering positions. Ms. Obregon Jimenez holds an M.S. in electrical engineering from the National Technological University and a B.S. in electrical engineering from Arizona State University. Ms. Obregon Jimenez brings to our Board strong executive and operational experience from within the semiconductor industry, particularly within the semiconductor manufacturing and semiconductor test sectors. Ms. Obregon Jimenez also brings an extensive understanding of our customer base and the drivers of customer demand for our products and the market in which we operate, including deep knowledge of the global supplier base for the semiconductor industry, from her experience as President of Global Farnell, as well as Corporate Vice President of the Advanced System in Package Business Unit for Amkor Technology, Inc., and other positions.
Sheri Rhodes
Sheri Rhodes Sheri Rhodes has served as a director since December 2019. Ms. Rhodes currently serves as Chief Customer Officer at Workday, Inc., a leading provider of enterprise cloud applications for finance, human resources, and planning, a role she has held since February 2022. From April 2019 to February 2022, Ms. Rhodes held the role of Chief Information Officer. Prior to joining Workday, Ms. Rhodes served as Chief Technology Officer at Western Union Company, a worldwide financial services and communications company, from May 2017 to April 2019. Ms. Rhodes served as the Chief Information Officer at Electronics for Imaging, Inc., a digital imaging technology company, from December 2015 to May 2017. Prior to her role at Electronics for Imaging, Inc., Ms. Rhodes held various leadership roles at Symantec, Visa,
Sheri Rhodes
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Sheri Rhodes
Washington Mutual, and KPMG. Ms. Rhodes earned an M.B.A. and a B.S. in Business Administration from San Diego State University. Ms. Rhodes brings to our Board extensive executive-level management expertise in technology companies, as well as a deep understanding of complex global organizations and information technology management. Ms. Rhodes also brings to our Board a broad base of financial reporting and corporate governance expertise. The Board has determined that Ms. Rhodes meets the financial sophistication requirements of the Nasdaq’s listing standards. Michael D. Slessor has served as a director since October 2013. Dr. Slessor has served as our President since October 2013 and became our Chief Executive Officer in December 2014. Dr. Slessor served as Senior Vice President and General Manager, MicroProbe Product Group from October 2012 to October 2013. Before joining FormFactor, Dr. Slessor was President and Chief Executive Officer of MicroProbe Incorporated from July 2008 through the October 2012 closing of FormFactor’s acquisition of MicroProbe. Prior to joining MicroProbe, he held various management, product-marketing, and applications-engineering positions in the semiconductor industry, primarily with KLA-Tencor. Dr. Slessor has served as a Director of Benchmark Electronics (NYSE: BHE) since October 2025, including as a member of its Audit Committee. Dr. Slessor received his Ph.D. in Aeronautics and Physics from the California Institute of Technology and holds a B.A.Sc. in Engineering Physics from the University of British Columbia. Dr. Slessor provides extensive knowledge and experience in the semiconductor equipment industry, particularly within the semiconductor equipment manufacturing and semiconductor test sectors. Dr. Slessor also provides the Board with vision and insight from his years of service as our Chief Executive Officer, and from his service as the former President and Chief Executive Officer of MicroProbe.
Kelley Steven-Waiss
Kelley Steven-Waiss Kelley Steven-Waiss has served as a Director since August 2015. Ms. Steven-Waiss currently serves as the Founder and Chief Executive Officer of Novaworks, Inc., a venture-backed cloud-based AI-native Human Capital Management software company. Prior to that, she served as Chief Transformation Officer and Head of Workforce Innovation at ServiceNow from June 2022 to January 2026, after the venture-backed company that she founded, Hitch Works, Inc. a SaaS-based enterprise talent mobility platform was acquired by ServiceNow. She led Hitch Works, Inc as founder and CEO as well as Executive Chairman from July 2020 to June 2022. Prior to that, Ms. Steven-Waiss served as the Chief Innovation Officer and Human Resources Officer at HERE Technologies Global B.V., a software location intelligence company from April 2016 to July 2020. She previously served as the Executive Vice President and Chief Human Resources Officer of Extreme Networks, Inc., a software and services-led networking solutions company from March 2014 to March 2016. Ms. Steven-Waiss also served as the Vice President of Worldwide Human Resources for Integrated Device Technology, Inc., from 2009 through 2012, and prior to that, as the Vice President of Worldwide Human Resources for PMC-Sierra, Inc. Since May 2025, Ms. Steven-Waiss has also served as an independent board director of a PE-backed company CiraSync- a SaaS software company providing contact and calendar automation. She earned her M.A. in human resources and organization development from the University of San Francisco and a B.A. in journalism from the University of Arizona. Ms. Steven-Waiss brings to the Board years of executive-level management expertise in technology companies, as well as a deep understanding of complex global organizations and human capital management. Ms. Steven-Waiss has substantial leadership experience from her roles as the Chief Transformation Officer of ServiceNow, Founder and Chief Executive Officer, and Executive Chairman, of Hitch Works, Inc., Chief Human Resources Officer of HERE Technologies Global B.V., and her previous executive roles, including as a chief human resources officer and other executive human resources positions at public technology companies.
Thomas St. Dennis
Thomas St. Dennis Thomas St. Dennis has served as a director since September 2010 and has served as the Chairperson of the Board since February 2016, prior to which he served as our Executive Chairperson of the Board from October 2013 to February 2016. Mr. St. Dennis served as our Chief Executive Officer from September 2010 through December 2014. Mr. St. Dennis has served as a director of Axcelis Technologies, Inc., a semiconductor company, since May 2015. Mr. St. Dennis has served as a director of Veeco Instruments Inc., since May 2016, including as a member of its Compensation Committee since May 2016 and its Audit Committee since May 2023. Mr. St. Dennis also served on the Board of Directors of Mattson Technology, Inc., a semiconductor manufacturing company, from September 2013 to May 2016. Mr. St. Dennis previously held various positions at Applied Materials, Inc., from 1992 to 1999 and again from 2005 to 2009, most recently as its
Thomas St. Dennis
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Thomas St. Dennis
Senior Vice President and General Manager of the Silicon Systems Group. He also served at Novellus Systems, Inc. as Executive Vice President of Sales and Marketing from 2003 to 2005. From 1999 to 2003, Mr. St. Dennis was President and Chief Executive Officer of Wind River Systems, Inc. Mr. St. Dennis holds an M.S. in Physics and a B.S. in Physics from the University of California, Los Angeles. Mr. St. Dennis provides extensive semiconductor industry and leadership experience as the past Chief Executive Officer of the Company, as well as from having served as Senior Vice President and General Manager of the Silicon Systems Group at Applied Materials, and as the President and Chief Executive Officer of Wind River Systems, Inc. He maintains a valuable network of customer and industry relationships, and vital perspectives on corporate governance from his service on several public company boards.
Jorge Titinger
Jorge Titinger Jorge Titinger has served as a director since June 2021. Mr. Titinger is currently the Chief Executive Officer of Titinger Consulting, a firm he founded in November 2016, focused on providing strategy, corporate transformation, and human capital advice to its clients. Mr. Titinger has served as a director of Ichor Systems, Inc., since June 2022. He also has served as a director of Axcelis Technologies, Inc., since August 2019. Mr. Titinger served as a director of CalAmp Corp., from June 2015 until August of 2024 when the company went private and as a director of Xcerra Corporation from October 2012 until it was acquired by Cohu in 2018, where he served as a director until May 2021. He also served as a director of Hercules Capital, Inc., from October 2017 to June 2020. Mr. Titinger was President, Chief Executive Officer and director of Silicon Graphics, Inc., from February 2012 to November 2016. Mr. Titinger also served as President, Chief Executive Officer, and director of Verigy Ltd. in 2011 and held other senior executive roles from 2008 to 2011. Prior to Verigy, he held senior executive positions with FormFactor, Inc., KLA-Tencor Corporation and Applied Materials. Mr. Titinger was recognized as one of the Top 100 Directors by NACD in 2023 and 2024 for demonstrated excellence, leadership and impact in the Boardroom. Mr. Titinger holds an M.S. in Engineering Management and Business, and an M.S. and B.S. in Electrical Engineering from Stanford University. Mr. Titinger brings to the Board over 30 years of experience in the high-tech industry and has held various executive positions in the semiconductor equipment and computer industries. Mr. Titinger is also a published author of the book, “Differences That Make A Difference,” which focuses on the impact of inclusion and diversity on the success of companies. Mr. Titinger brings an innovative perspective to FormFactor with his extensive board level experience in public companies, significant industry knowledge, and ability to develop strategic initiatives.
Brian White
Brian White Brian White has served as a director since September 2022. Mr. White served as the Chief Financial Officer for Ambarella, Inc., a system-on-chip (SoC) provider of low-power AI vision processors, from March 2022 to February 2024. Mr. White served as the Chief Financial Officer for Maxim Integrated, a supplier of high-performance analog/mixed signal semiconductor solutions, from August 2019 to August 2021. From September 2013 to March 2019, Mr. White served as the Chief Financial Officer for Integrated Device Technology, Inc. Mr. White also served as the Vice President of Finance & Treasurer at Integrated Device Technology, from 2007 to 2013. Prior to that, Mr. White held a variety of financial and operational management positions at companies such as Nvidia, Hitachi GST, IBM, and Deloitte. Mr. White holds an M.B.A. from the University of Notre Dame and a B.A. in Business Administration from Seattle University. Mr. White is also a licensed Certified Public Accountant and a Certified Financial Planner. Mr. White brings deep functional expertise in finance to the Board, along with over 30 years of experience in the semiconductor and high-tech industries. Mr. White is a licensed Certified Public Accountant and has an extensive background in our industry and a broad base of financial reporting expertise from his experiences at Ambarella, Maxim Integrated, and Integrated Device Technology. The Board has determined that Mr. White is an audit committee financial expert as defined under the regulations of the SEC and meets the financial sophistication requirements of the Nasdaq’s listing standards. Mr. White’s top three skills identified in our Board skills assessment are Financial and Risk Management, Human Capital Management, and Mergers and Acquisitions. All Board members and nominees are expected to fully participate in Board activities, including preparation for, attendance at and active participation in meetings of our Board, and to have a high degree of personal integrity and interpersonal skills. Each is also expected to represent the best interests of all of our stockholders. The Board has determined that Messrs. St. Dennis, Titinger, and White, and Mses. Steven-Waiss, Obregon Jimenez and Rhodes, representing six of our seven continuing directors, are currently independent under applicable Nasdaq Stock
Brian White
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Brian White
Market and SEC rules. Our CEO, Dr. Slessor, is a member of our Board and is not independent. There are no family relationships among any of the director nominees, directors or any of our executive officers. In addition, no nominee has an arrangement or understanding with another person under which he or she was or is to be selected as a director or nominee.
Consideration of Director Nominees
Consideration of Director Nominees Nominations to our Board are determined by our Board on the recommendation of the Governance and Nominating Committee. The Governance and Nominating Committee generally identifies nominees based upon its own search, as well as recommendations by our directors and members of management. In addition, the Governance and Nominating Committee also considers recommendations properly submitted by our stockholders. The Governance and Nominating Committee may retain recruiting professionals to assist in the identification and evaluation of candidates for director nominees, and the Company has, in the past, paid a third party to assist us in a director search process. In selecting director nominees, our Governance and Nominating Committee considers many factors, including an understanding of the semiconductor, electronics or other technology industries and experience in business operations, finance, marketing, strategic planning, and other relevant disciplines. Other important factors in the evaluation of candidates include outstanding career achievements, essential and complementary skills, soundness of judgment, independent thinking, and range of viewpoints and experiences. Our Governance and Nominating Committee takes into consideration many aspects of diversity in the nomination process, such as experiences, gender, and ethnicity. In selecting director nominees, our Governance and Nominating Committee also considers candidates based on the need to satisfy the applicable SEC regulations and the Nasdaq Stock Market rules. Board members are encouraged to cultivate and utilize a broad professional network to aid in this process.
Consideration of Director Nominees
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Consideration of Director Nominees
Stockholders can recommend qualified candidates for our Board by writing to the Corporate Secretary at FormFactor, Inc., 7005 Southfront Road, Livermore, California 94551. Such candidates will be considered in accordance with our bylaws and are evaluated in the same manner as any other candidates. After evaluating Rebeca Obregon Jimenez, Sheri Rhodes, Kelley Steven-Waiss, Michael D. Slessor, Thomas St. Dennis, Jorge Titinger, and Brian White pursuant to the above criteria, our Board approved the nomination of these seven current directors for election to our Board.
Director Compensation
Director Compensation The form and amount of compensation paid to our non-executive directors for serving on our Board and its committees is designed to be competitive with industry practices and the obligations imposed by such service. To align the long-term interests of our directors with those of our stockholders, a substantial portion of director compensation is provided in equity-based compensation. The value of total annualized compensation of our non-executive directors is targeted to be at approximately the median of our peer group of companies, which is described below under the “Compensation Discussion and Analysis” section in this Proxy Statement. Other than the compensation disclosed below, no director received compensation or other payment for their candidacy or service on our Board.
Director Compensation
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Director Compensation
Cash Compensation. Our cash compensation policy for our non-executive directors during fiscal year 2025, which did not change since fiscal year 2024, is set forth in the following table.
Director Compensation
| Compensation Element | Fiscal Year 2025 Cash Compensation | | Director Annual Retainer | $52,500 | | Chairperson Annual Retainer | $50,000 for Board Chairperson | | | $22,000 for Audit Committee Chairperson | | | $15,000 for Compensation Committee Chairperson | | | $10,000 for all other committee chairpersons | | Committee Member Annual Retainer | $11,000 for Audit Committee member | | | $7,500 for Compensation Committee member | | | $5,000 for all other committee members |
Director Compensation
Equity Compensation. For fiscal year 2025, following the 2025 annual stockholders meeting, continuing directors received a RSU award of approximately $190,000 worth of shares of common stock (based on our average closing stock price for the 20 trading days preceding the date of the award) that vests monthly over a one-year period, the vested portion of which will settle in shares only at the earlier of the one-year anniversary of the grant or upon the departure of the director from the Board. The policy regarding initial equity grants to non-employee directors provides that such grants are to be calculated on a pro-rated basis relative to the anniversary of the most recent annual RSU grant made to continuing directors (the “Anniversary Date”). Accordingly, any newly appointed director will receive a pro-rated RSU award based on $190,000 (calculated in the same manner as the continuing directors’ awards) worth of shares of common stock that vests monthly from the date of grant until the date that is the Anniversary Date, the vested portion of which will settle in shares only at the earlier of the Anniversary Date or upon the departure of the director from the Board. 2025 Director Compensation. The following table presents the compensation earned or paid to our non-executive directors for fiscal year 2025. Compensation paid to Dr. Slessor, our CEO, for fiscal year 2025 is described under the “Compensation Discussion and Analysis” and “Executive Compensation and Related Information” sections below in this Proxy Statement.
Director Compensation
| Name | Fees Earned or Paid in Cash | Stock Awards | All Other Compensation | Total | | | | (1)(2)(3)(4) | | | | Kevin Brewer | 68,500 | 209,288 | — | 277,788 | | Rebeca Obregon Jimenez | 60,000 | 209,288 | — | 269,288 | | Sheri Rhodes | 63,500 | 209,288 | — | 272,788 | | Thomas St. Dennis | 102,500 | 209,288 | — | 311,788 | | Kelley Steven-Waiss | 72,500 | 209,288 | — | 281,788 | | Jorge Titinger | 70,000 | 209,288 | — | 279,288 | | Brian White | 79,500 | 209,288 | — | 288,788 |
Director Compensation
(1)The stock awards are RSUs that we awarded to our non-executive directors under our 2012 Equity Incentive Plan. The RSUs vest monthly over a one-year period and the vested portion settles in shares only at the earlier of the one-year anniversary of the date of grant or upon the departure of the director from the Board. (2)The amounts shown reflect the aggregate grant date fair value of all awards granted in fiscal year 2025 for financial statement reporting purposes in accordance with Financial Accounting Standards Board Topic No. ASC 718, Compensation - Stock Compensation. Assumptions used in the calculation of these amounts are described in Note 14, Stock-Based Compensation, to our Company’s consolidated financial statements in our Annual Report on Form 10-K for the fiscal year ended December 27, 2025. (3)The Company has a pre-defined policy for calculating the number of RSUs subject to an award by dividing the targeted award value by the average closing price of a share of our common stock on the Nasdaq Stock Market during the 20 trading days preceding the date of such award (the “20-day Average Price”). For the awards of 6,528 RSUs to non-executive directors on May 16, 2025, the 20-day Average Price was $29.11 and the stock price on the date of grant was $32.06.
Director Compensation
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Director Compensation
(4)A summary of options and RSUs outstanding as of December 27, 2025 for each of our non-employee directors is as follows:
Director Compensation
| Name | Stock Options Outstanding | Restricted Stock Units Outstanding | | Kevin Brewer | — | 6,528 | | Rebeca Obregon Jimenez | — | 6,528 | | Sheri Rhodes | — | 6,528 | | Thomas St. Dennis | — | 6,528 | | Kelley Steven-Waiss | — | 6,528 | | Jorge Titinger | — | 6,528 | | Brian White | — | 6,528 |
Director Compensation
Other. We reimburse our directors for travel, director continuing education programs and other business expenses incurred in connection with their services as a member of our Board and its committees and extend coverage to them under the Company’s travel accident and directors’ and officers’ indemnity insurance policies. Non-executive directors may elect to receive a restricted stock award or RSU award under our 2012 Equity Incentive Plan in lieu of payment of a portion or all of the non-executive director’s annual retainer based on the fair market value of our common stock on the date the annual retainer would otherwise be paid. None of our directors have made such an election in relation to their annual retainer for 2025.
Director Compensation
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Director Compensation
PROPOSAL NO. 2 — Amendment to Our Amended and Restated Certificate of Incorporation to Reflect New Delaware Law Provisions Regarding Officer Exculpation We are asking you to approve an amendment to our Amended and Restated Certificate of Incorporation (the “Certificate of Incorporation”) primarily to eliminate or limit the liability of officers to the fullest extent permitted by the General Corporation Law of the State of Delaware (the “DGCL”) and to remove inoperative language relating to the classification of the Board and references to our 2024 annual meeting of stockholders, which have no continuing effect (the “Certificate Amendment”). This Proposal No. 2 is a result of the Governance and Nominating Committee and the Board’s ongoing review and consideration of the Company’s corporate governance policies, structure, and functioning, taking into account broader regulatory updates, corporate governance trends, peer practices, and views and perspectives of our stakeholders.
Compensation Governance Practices
| What We Do | | | Independence. The Compensation Committee is comprised solely of independent directors. Additionally, the Compensation Committee’s independent compensation consultant is retained each year directly by the Compensation Committee. Incentive Award Opportunities Capped. We limit our non-equity incentive plan awards and our performance-based equity incentive awards to 200% of the target. Performance-Based Compensation. Around 50% of executive officer compensation is aligned with pre-determined, objective measures of Company performance with both cash incentives and performance-based equity being earned based upon levels of achievement of goals. Mix of Metrics. We rely on different metrics between our cash incentive plan and our long-term incentive plan to create focus and line of sight on near term operating decisions to support long-term growth for the Company. We may change the mix from time to time to support continued alignment between our executive officers and stockholder interests Dilution Management. We continue to closely manage our equity budget, expense and burn rate, limiting our gross share usage to under 2% in fiscal 2025. | Double-Trigger Change in Control Provisions. The change in control severance agreements provided to senior executives have “double-trigger” provisions for both cash and equity. The amount of severance provided is conservatively set compared to companies of a similar size and sector. Annual Executive Compensation Strategy Review. The Compensation Committee has hired an independent compensation consultant that conducts an annual review of the Company’s policies and practices, including a review and determination of our compensation peer group used for comparative purposes and other factors. Annual Stockholder Advisory Vote on Named Executive Officer Compensation. We conduct a stockholder advisory vote on the compensation of our named executive officers every year. Stock Ownership Guidelines. We have adopted stock ownership guidelines for our executive officers. Clawback Policy. The Board has adopted a clawback policy applicable to incentive compensation including both cash and equity. | | What We Don’t Do | | | No Special Perquisites. We did not provide any special benefits or perquisites to our NEOs in fiscal year 2025. No Hedging or Pledging. Our insider trading policy, available on our website, strictly prohibits our directors and officers from purchasing options on our securities, pledging our stock in a margin account or otherwise entering into transactions designed to hedge or offset any decrease in the market value of our stock (such as exchange funds, equity swaps, zero-cost collars and forward sale contracts). No Guarantees of Employment. We have no employment contracts with any executives that guarantee a term of employment, contain extraordinary severance provisions or guarantee salary increases or bonus amounts. No Excessive Risks. Compensation programs are reviewed annually and structured to avoid inappropriate risk taking by our employees, including our executive officers, by having the appropriate pay philosophy, peer group and market positioning to support reasonable business objectives. Our risk analysis concluded that our executive compensation program has no elements that are likely to cause a material adverse outcome for the Company. | No Executive Defined Benefit or Retirement Plans. We do not offer supplemental pension arrangements or defined benefit retirement plans or arrangements to our executive officers that are different from or in addition to what is offered to our other employees. No Dividends or Dividend Equivalents Payable on Unvested Equity Awards. We do not pay dividends or dividend equivalents on unvested or unearned equity compensation awards. Prohibition of Repricing. Our 2012 Equity Incentive Plan prohibits repricing of any grants under the plan without the approval of stockholders. No Golden Parachute. We do not provide for “golden parachute” excise tax gross ups and our change in control policies are aligned with industry trends and do not exceed two times target total compensation. |
Compensation Governance Practices
2025 Say-On-Pay Vote. Stockholders expressed strong support for our 2024 compensation structure and outcomes. At our 2025 Annual Meeting, our stockholders approved the “Say on Pay” proposal, with over 98% of the voted shares in favor of the proposal. In line with this level of support, the Compensation Committee did not make any material changes to its compensation philosophy and guiding principles in setting fiscal year 2025 compensation as a result of the prior year’s “Say on Pay” vote and has determined that it will continue to apply the same philosophy and guiding principles to the Company’s fiscal 2026 executive compensation program. However, in order to continue the evolution of the Company’s compensation program and to further strengthen the alignment between the Company’s business strategy and the performance-based variable cash incentives, in 2025 the Compensation Committee introduced additional performance metrics for the NEOs under the STI Plan (as defined below). The Compensation Committee values and will continue to consider stockholder feedback in the future. See also the “Executive Compensation Philosophy” section below for a description of additional executive compensation principles. Elements of Executive Compensation. Our executive compensation program focuses on total direct compensation, which consists of three components: base salary, short-term cash incentives and long-term equity incentives. We provide base salaries that are generally at market-competitive levels, taking into consideration the specific responsibilities of the role, the NEO’s experience and performance, and the Company’s overall cost structures. We also offer competitive annual cash incentives and longer-term equity compensation opportunities to attract and retain superior executives and managers in an extremely competitive environment for qualified talent. When designing our compensation plans, we generally try to align total target compensation with the 50th percentile or median of our peer group and we formulate policies to ensure our compensation cost structures are aligned with other similar businesses. This ensures our compensation program is competitive but also that we are mindful of the overall cost of our compensation packages to our stockholders. Although we consider peer benchmarks, we also consider a number of factors such as performance, criticality of the role, retention, performance, experience, and internal pay comparisons when determining the level and form of pay. The Compensation Committee takes a holistic view on setting pay to ensure that the overall compensation program is meeting the Company’s objectives and the Compensation Committee and our CEO have the necessary flexibility to structure individual compensation packages that are within market standards. The following table summarizes the major elements of our executive compensation program for our executive officers. We also provide our executive officers with a variety of benefits that are generally available to all employees.
Compensation Governance Practices
| Pay Element | Form of Compensation | Objective | | Base Salary | Cash | Provide cash compensation commensurate with the level of responsibility, skills, experience and performance of each executive | | Short-Term Cash Incentives (“STI”) | Cash | Motivate executives to meet and exceed annual performance goals driving our corporate growth strategy Provide executives with a meaningful total cash compensation opportunity (base salary plus short-term cash incentive) | | Long-Term Equity Incentives (“LTI”) | Performance-based RSUs and time-based RSUs | Provide equity-based compensation opportunities for encouraging long-term performance, achievement of our strategic and financial goals, and delivering value for our stockholders Provide retention, reinforce our ownership culture, and alignment with stockholders |
Compensation Framework
compensation program and is responsible for ensuring that our NEOs are compensated in a manner consistent with our business strategy, competitive market practice, sound corporate governance principles and stockholder interests, while avoiding incentives that promote excessive risk taking. The core of our executive compensation philosophy is to pay for performance. Compensation Objectives. We are committed to a compensation philosophy that is market-competitive, enables us to attract and retain the high caliber talent critical to our success, and that provides the opportunity for our NEOs and other employees to share in our Company’s success. Our executive compensation plans, policies and programs are designed to achieve these three primary objectives: •Attract, retain and motivate highly skilled individuals based upon their contribution to the success of our Company and that of our stockholders; •Drive outstanding achievement of business objectives and reinforce our Company’s strong pay-for-performance culture; and •Align our NEOs’ interests with the long-term interests of our stockholders with a focus on Company performance that drives value creation for our stockholders. Target Pay Position/Mix of Pay. Our executive compensation program is comprised of a combination of base salary, short-term cash incentives, and long-term equity incentives. Each of these components is discussed in greater detail below under “Compensation Components”. Our emphasis on variable, or at-risk, compensation provides that our NEOs, subject to retention needs, will generally only receive target or above-target compensation to the extent that our performance goals have been achieved or exceeded, respectively. As in prior years, our compensation philosophy in 2025 was focused on pay-for-performance. We aimed to closely align the compensation paid to our NEOs with the achievement of both near-term and long-term financial goals. To accomplish this objective, we structured our compensation mix such that 90% and 80% of the total target direct compensation awarded to our CEO and our CFO, respectively, was in the form of variable cash incentives and equity awards. This structure supports our pay-for-performance culture and places the emphasis on long-term performance and retention incentives for alignment with stockholders. The graphic below shows the allocation of the core elements of target compensation for fiscal year 2025. At-Risk Pay in the graphic below includes awards granted to our CEO and CFO pursuant to our short-term incentive plan (shown below as “STI”), assuming such awards were earned at target, and our long-term equity incentive awards (time-based RSUs, shown below as “RSUs” and performance-based RSUs, shown below as “PRSUs”) utilizing the targeted economic value for executives as approved by the Compensation Committee. Compensation Benchmarking. The Compensation Committee, assisted by its independent compensation consultant, Aon’s Human Capital Solutions practice, a division of Aon plc (“Aon”), conducts an annual review of the compensation practices of a defined peer group that forms the basis for this assessment. Additionally, Aon provides broader research on compensation practices of
Compensation Framework
companies outside of FormFactor’s peer group to understand market trends and plan design best practices to understand trends and governance best practices. All this information is reviewed by the Compensation Committee in connection with its evaluation of the level of pay, mix of pay, and competitiveness of the Company’s executive compensation to inform policy development and pay decisions. The Compensation Committee completed its annual review of our peer group for 2025 and made minor adjustments to our executive compensation program, which were deemed to be closely aligned with peers and best practices recommended by governance experts and leading proxy advisory firms. The Compensation Committee considers the policies of outside investors and several other governance advisory groups as well as comparability to FormFactor when establishing the compensation peer group. For fiscal year 2025, based on the advice of Aon, we updated the financial selection criteria (Trailing 12-Months Revenue Range and Market Capitalization Range) to fit the Company’s current business profile and market capitalization. As a result, our peer group for 2025 for the purpose of evaluating the competitiveness of our NEO compensation consisted of the 17 companies listed below. As a result of this change, the following companies were removed from our compensation peer group: National Instruments which was acquired by Emerson Electric and XPeri which, among other criteria, fell below the updated market capitalization range. For the 2025 peer group, our revenue was at the 44th percentile against the peer group with a market capitalization at the 63rd percentile at the time that the group was approved. The Compensation Committee viewed this group as a balanced group reflective of the compensation policies for companies at a similar business stage that are also competing for executive talent in a similar labor market.
Peer Group
Peer Group
Peer Group
| Peer Group Selection Criteria | | | | Global Industry Classification Standard Code | Trailing 12-Months Revenue Range | Market Capitalization Range | | Semiconductor — 45301020 and Semiconductor equipment — 45301010 | $350 million - $2 billion (0.25x to 3x) | $1.2 billion - $10.5 billion (0.3x to 3x) |
Peer Group
| Selected Peer Group | | | | Advanced Energy Industries | MaxLinear | Semtech | | Alpha and Omega Semiconductor | MACOM Technology Solutions | Silicon Laboratories | | Axcelis Technologies | MKS Instruments | Ultra Clean Holdings | | Cohu | Onto Innovation | Veeco Instruments | | Ichor | Photronics | Viavi Solutions | | Lattice Semiconductor | Power Integrations | |
Compensation Components
Compensation Components The three primary elements of our executive compensation programs are: (i) base salary, (ii) annual cash bonus opportunities, and (iii) long-term incentives in the form of equity awards. Consistent with our compensation philosophy, we emphasize at-risk, variable compensation opportunities. Variable pay elements ensure that, each year, a substantial portion of our continuing executive officers’ target total direct compensation is contingent in nature, with the amounts ultimately payable subject to variability based on our performance in alignment with stockholders’ experience.
Compensation Components
| Named Executive Officers | 2024 | | | 2025 | | | Total Target Cash % Change 2025 vs 2024 | Percentile of Market | | | Base Pay | Target Bonus Amount | Total Target Cash | Base Pay | Total Target Bonus Amount | Total Target Cash | | | | Michael D. Slessor | 650,000 | 100% | 1,300,000 | 670,000 | 100% | 1,340,000 | 3.1% | 50th | | Aric McKinnis | — | —% | — | 425,000 | 75% | 743,750 | —% | 25th | | Shai Shahar | 460,000 | 75% | 805,000 | 460,000 | 75% | 805,000 | —% | 50th |
Compensation Components
The annual target bonus percentages set by the Compensation Committee, multiplied by the applicable participant’s base salary, provide the total annual target bonus opportunities for each STI Plan participant. For 2025, these annual target bonuses percentages for our NEOs were as follows:
Compensation Components
| Named Executive Officers | 2024 Target Bonus as a % of Base-Salary | 2025 Target Bonus as a % of Base-Salary | | Michael D. Slessor | 100% | 100% | | Aric McKinnis | N/A | 75% | | Shai Shahar | 75% | 75% |
Compensation Components
| Named Executive Officer | Financial Performance Component | | Corporate Goals Component | | Final STI Score | | | Weight | Company Score | Weight | Company Score | | | Mike Slessor | 70% | 85.6% | 30% | 0.0% | 59.9% | | Aric McKinnis | 70% | 85.6% | 30% | 0.0% | 59.9% | | Shai Shahar | 70% | 85.6% | 30% | 0.0% | 59.9% |
Compensation Components
| Base Salary X Target Bonus Percentage X Total STI Score | = | Total Payout |
Compensation Components
| Period | Adjusted Operating Income Result (in thousands)(1) | Adjusted Operating Income Target (in thousands)(1) | % Payout Achieved(2) | | Q1 | $17,751 | $35,353 | 17.0% | | Q2 | 27,325 | 35,353 | 62.2% | | Q3 | 35,416 | 35,353 | 100.3% | | Q4 | 48,716 | 35,353 | 163.0% |
Compensation Components
(1)Consistent with prior years, adjusted operating income results and target amounts exclude bonus expense, amortization of intangibles and fixed asset fair value adjustments due to acquisitions, stock-based compensation, restructuring charges, gain on sale of business net of related costs, acquisition related expenses, and the effect of certain events that are not intended to impact the Employee Incentive Plan performance measure. A reconciliation of adjusted operating income results to GAAP financial measures is set forth in Annex A. (2)As a result of these quarterly achievement levels, each named executive officer earned 85.6% of his annual target cash incentive award for fiscal year 2025. Achievement is calculated on a constant slope, where there is —% achievement at $14.1 million or below and 100.0% achievement at $35.4 million in quarterly adjusted operating income before bonus expense. The maximum achievement under the plan is 200.0% of target adjusted operating income. Corporate Goals Component. The corporate goals component of the STI Plan represents 30% of the target award opportunity and is designed to align executive compensation with the Company’s strategic priorities. Corporate performance is measured across three equally weighted categories: financial performance, growth, and quality. At the beginning of each year, the executive team establishes performance objectives and performance scales for each category. These objectives are cascaded throughout the organization to reinforce alignment with Company‑wide priorities. Following the end of the performance year, results are evaluated against the pre‑established goals, and a performance score for each category is determined. The Compensation Committee reviews and approves the final performance assessments. The corporate goals component is funded at target at 100%, with payouts ranging from 33% at threshold to 100% at maximum, based on Company‑wide performance. The approved funding level is then allocated to individual executives based on individual performance assessments. The corporate goals component is comprised of the following equally weighted categories: •Financial Performance (⅓): incorporating revenue, gross margin, and expense management •Growth (⅓): growth objectives within the semiconductor test and measurement market •Quality (⅓): customer satisfaction and operational excellence In determining achievement levels, the Compensation Committee considered the CEO’s recommendations and exercised its business judgment. For 2025, the Compensation Committee approved a total corporate goals component payout of 0%, reflecting progress against the Company‑wide performance for the established objectives but below threshold achievement.
Compensation Components
| Named Executive Officers | 2025 Annual Total Target Bonus* | 2025 Annual Total Actual Bonus | 2025 Annual Total Payout % Achieved | | Michael D. Slessor | $664,615 | $410,429 | 61.8% | | Aric McKinnis | 210,981 | 159,405 | 75.6% | | Shai Shahar | 345,000 | 211,795 | 61.4% |
Compensation Components
*The Annual Total Actual Bonus payout is based on actual gross eligible earnings within each quarter, which reflects any change to base salary and actual pay periods, creating a discrepancy between the Annual Total Payout % Achieved and the Final STI score. Long-Term Equity Incentive Compensation. Our 2012 Equity Incentive Plan authorizes the award of different types of equity awards, including stock options, RSUs and PRSUs. Equity awards are granted to our NEOs under our 2012 Equity Incentive Plan. The Compensation Committee believes that equity compensation is a very important component of our pay-for-performance compensation philosophy and is an effective way to reward performance and contributions to our Company and align compensation for NEOs over a multi-year period directly with the interests of the Company’s stockholders by motivating and rewarding creation and preservation of stockholder value. Also, due to its long-term nature, equity compensation is also useful for retention purposes. Fiscal 2025 Equity Awards. In fiscal year 2025, the Compensation Committee chose to continue issuing annual equity awards in the form of a combination of PRSUs, representing 50% of the grant value, and time-vested RSUs, representing 50% of the grant value, to our NEOs. RSUs were awarded because their value is directly impacted by all stock price changes and therefore tied directly to stockholder value. Awards of PRSUs were given to our NEOs in fiscal year 2025 and are tied to a multi-year TSR goal. These PRSU awards are based on the Company’s TSR on a relative basis against the S&P Semiconductors Select Industry Index. The time-based RSU awards vest quarterly in equal installments over a period of three years from the date of grant. The PRSU awards vest following the end of a three-year performance period, depending on how many of the units are earned (between 0% and 200% of the target amount), as certified by the Compensation Committee, based on the Company’s TSR for the period from July 1, 2025 through June 30, 2028 relative to the TSR of the companies identified as being part of the S&P Semiconductors Select Industry Index as of July 1, 2025. The table below reflects selected details relating to the TSR awards granted to Dr. Slessor and Mr. McKinnis in fiscal year 2025(1).
Compensation Components
| Objective | Below Threshold | Threshold | Target | Maximum | | Percentile Rank | Below the 25th percentile | 25th percentile | 50th percentile | 75th percentile or higher | | Payout Percentage | 0% - No payout | 50% | 100% | 200% |
Compensation Components
(1)Award payouts are calculated using linear interpolation between performance levels. The individual award amounts for the fiscal year 2025 annual equity awards to our NEOs are set forth in the table below. No special or one-time equity awards were granted in 2025.
Compensation Components
| Named Executive Officer | 2025 Time-Based Restricted Stock Unit Awards (#) | 2025 Annual Performance- Based Restricted Stock Unit Awards (#)(1) | | Michael D. Slessor | 72,372 | 72,372 | | Aric McKinnis | 13,188 | 13,188 |
Compensation Components
(1)PRSU awards reflect the “target” number of units that can be earned based on relative TSR performance. Actual units earned may vary from 0% to 200% of the “target” number based upon relative TSR as described above.
Compensation Components
As discussed above, during 2025, the Compensation Committee rebalanced pay mix across base salaries, target cash incentives and target value of long-term equity incentives to align total direct compensation levels to market benchmarks for both cash and equity. As a result, the Compensation Committee granted Dr. Slessor long-term equity awards with a target grant value of $4.9 million (compared to $5 million in 2024), a reduction of $100,000. The Compensation Committee granted Mr. McKinnis' long-term equity awards with a total target grant value of $1.2 million to reinforce performance and retention as a key member of the leadership team. See the table entitled “Grants of Plan-Based Awards in Fiscal Year 2025” under “Executive Compensation and Related Information” in this Proxy Statement for additional information regarding these equity awards to our NEOs in fiscal year 2025. Achievement of TSR Awards for Performance Periods Ending in 2025. Our PRSUs granted in fiscal year 2022 had a three-year performance period that ended June 30, 2025. The grant performance was determined based on the TSR percentile rank among the S&P Semiconductor Index of TSR at the end of the performance period. Performance is determined on a straight-line ratio along the following points: 200% of target (maximum) at 75% or greater percentile rank, 100% of target at 50% TSR percentile rank, 50% of target at 25% TSR percentile rank, and 0% payout below 25% TSR percentile rank. Our TSR for the three-year measurement period was negative 12% and ranked 25th out of 40, or in the 38th percentile of the S&P Semiconductors Select Industry Index, resulting in a payout at 77%. During this 3-year performance period, our stock price decreased 12.4% from $38.32 to $33.57 per share.
Compensation Components
| Named Executive Officer/Grant Year | Target Performance-Based Restricted Stock Unit Awards Scheduled to Vest in 2025 (#) | Number of Performance-Based Restricted Stock Units Achieved (#) | % of Target Achievement | | Michael D. Slessor | 64,919 | 49,935 | 77% | | Shai Shahar | 22,722 | 17,477 | 77% |
Equity Award Timing Policies and Practices
Equity Award Timing Policies and Practices We do not grant equity awards in anticipation of the release of material nonpublic information, and we do not time the release of material nonpublic information based on equity award grant dates or for the purpose of affecting the value of executive compensation. In addition, we do not take material nonpublic information into account when determining the timing and terms of such awards. Although we do not have a formal policy with respect to the timing of our equity award grants, the Compensation Committee has historically granted such awards on a predetermined annual schedule for our named executive officers and other employees. All annual grants are historically approved at a regularly scheduled meeting of the Compensation Committee pursuant to our guidelines for equity awards and issued during an open trading window pursuant to our insider trading policy. The Compensation Committee also considers and grants equity awards for special situations from time to time, such as promotions. In fiscal year 2025, we did not grant new awards of stock options, stock appreciation rights, or similar option-like instruments to our named executive officers.
Change of Control and Severance Benefits
Change of Control and Severance Benefits Our severance obligations with our NEOs and certain of our other officers are described in this Proxy Statement under “Executive Compensation and Related Information - Change of Control, Severance, Separation and Indemnification Agreements.” The Compensation Committee believes that these benefits protect the interests of our stockholders by attracting and retaining key executives and provide a framework for avoiding the distraction and loss of key management personnel that may occur in connection with rumored or actual fundamental corporate changes. The uncertainty about the future status of employment among management that can arise in the face of a potential change of control could result in the untimely departure or distraction of key officers. Change of control severance benefits provide support to officers to remain with our Company despite uncertainties while a change of control is under consideration or pending, and the Compensation Committee believes that the potential benefits under these agreements are reasonable and generally comparable to competitive terms offered by our peer companies to their senior executives. Change of control benefits are “double-trigger,” which means that they are provided to the executive only in the event that the executive is terminated, or the executive involuntarily experiences material changes in terms of employment, following a change of control. We do not provide for gross ups for excise taxes under Internal Revenue Code section 280G. Current performance-based equity awards will be deemed earned at the greater of target or actual results immediately prior to a change of control if the awards will be otherwise forfeited as determined by the Compensation Committee prior to the change of control.
Change of Control and Severance Benefits
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Summary Compensation
| Named Executive Officer and Principal Position | Year | Salary ($) | Bonus ($) | Stock Awards ($)(3)(6)(7) | Non-Equity Incentive Plan Compensation ($)(4) | All Other Compensation ($)(5) | Total ($) | | Michael D. Slessor, President and CEO | 2025 | 664,615 | — | 4,398,770 | 406,035 | 12,224 | 5,481,644 | | | 2024 | 592,308 | — | 3,960,445 | 739,118 | 11,734 | 5,303,605 | | | 2023 | 550,000 | — | 5,980,078 | 187,872 | 9,899 | 6,727,849 | | Aric McKinnis, Senior Vice President and CFO(1) | 2025 | 338,600 | 50,000 | 1,924,261 | 99,575 | 3,848 | 2,416,284 | | Shai Shahar, Former Senior Vice President and CFO(2) | 2025 | 474,154 | — | — | 212,724 | 26,471 | 713,349 | | | 2024 | 396,539 | — | 1,212,913 | 348,990 | 6,120 | 1,964,562 | | | 2023 | 350,000 | — | 2,286,957 | 84,685 | 5,975 | 2,727,617 |
Grants of Plan-Based Awards in Fiscal Year 2025
Grants of Plan-Based Awards in Fiscal Year 2025 The following table presents information regarding RSUs granted during fiscal year 2025 to our NEOs. These equity awards were granted under our 2012 Equity Incentive Plan. The vesting schedule for the awards is set forth below in the table “Outstanding Equity Awards at Fiscal Year Ended December 27, 2025.” There can be no assurance that the “Grant Date Fair Value of Stock Awards” will ever be realized. The following table also presents information in the “Non-Equity Incentive Plan Awards” columns regarding potential awards under our Employee Incentive Plan for fiscal year 2025. All awards presented in the table below are further described under “Compensation Discussion and Analysis-Compensation Components” in this Proxy Statement.
Grants of Plan-Based Awards in Fiscal Year 2025
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Grants of Plan-Based Awards in Fiscal Year 2025
| | | Estimated Future Payouts Under Non-Equity Incentive Plan Awards(1) | | | Estimated Future Payouts Under Equity Incentive Plan Awards(2) | | | All Other Stock Awards: Number of Shares of Stock or Units (#)(3) | Grant Date Fair Value of Stock Awards ($)(4) | | Name | Grant Date | Threshold ($) | Target ($) | Max ($) | Threshold (#) | Target (#) | Max (#) | | | | Michael D. Slessor | — | — | 664,615 | 1,329,231 | — | — | — | — | — | | | 8/6/2025 | — | — | — | — | — | — | 72,372 | 1,998,915 | | | 8/6/2025 | — | — | — | 36,186 | 72,372 | 144,744 | — | 2,399,856 | | Aric McKinnis | — | — | 210,981 | 421,962 | — | — | — | — | — | | | 11/6/2025 | — | — | — | — | — | — | 13,188 | 715,053 | | | 11/6/2025 | — | — | — | 6,594 | 13,188 | 26,376 | — | 1,209,208 | | Shai Shahar | — | — | 345,000 | 690,000 | — | — | — | — | — |
Grants of Plan-Based Awards in Fiscal Year 2025
(1)Represents the target awards under the Employee Incentive Plan. (2)Represents the PRSU awards (which are market-based awards). The PRSU awards vest on August 1, 2028 based on the Company’s relative TSR performance from July 1, 2025 - June 30, 2028. (3)Represents the time-based RSU awards granted. The time-based RSU awards vest quarterly over a three-year period in equal installments. (4)Represents the aggregate grant date fair value of time-based and PRSU awards. The grant date fair value of the PRSU awards represents the target achievement of 100% and is derived using a Monte Carlo simulation model. The grant date fair value of our time-based RSU awards is based on the closing fair market value of our common stock on the Nasdaq Stock Market on the grant date. Assumptions used in the calculation of these amounts are described in Note 14, Stock-Based Compensation, to our Company’s consolidated financial statements in our Annual Report on Form 10-K for the fiscal year ended December 27, 2025. The use of any stock-based compensation valuation model should not be interpreted as a prediction of the actual value that may be realized from the award.
Outstanding Equity Awards at Fiscal Year Ended December 27, 2025
Outstanding Equity Awards at Fiscal Year Ended December 27, 2025 The following table presents information regarding outstanding stock awards held by our NEOs at December 27, 2025. None of our NEOs held outstanding stock option awards at December 27, 2025.
Outstanding Equity Awards at Fiscal Year Ended December 27, 2025
| Name | Grant Date | Number of Shares or Units of Stock That Have Not Vested (#) | Market Value of Shares or Units of Stock That Have Not Vested ($) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested ($) | | Michael D. Slessor | 8/7/2023 | 17,724 | 1,029,055 | 141,792 | 8,232,444 | | | 8/5/2024 | 25,508 | 1,480,994 | 87,456 | 5,077,695 | | | 8/6/2025 | 66,341 | 3,851,758 | 144,744 | 8,403,837 | | Aric McKinnis | 6/2/2023 | 1,546 | 89,761 | — | — | | | 8/5/2024 | 3,647 | 211,745 | — | — | | | 11/6/2025 | 13,188 | 765,695 | 26,376 | 1,531,391 | | Shai Shahar | 8/7/2023 | 8,865 | 514,702 | 42,552 | 2,470,569 | | | 8/5/2024 | 7,812 | 453,565 | 26,784 | 1,555,079 |
Outstanding Equity Awards at Fiscal Year Ended December 27, 2025
•Market value was determined by multiplying the closing fair market value for a share of the Company’s common stock as of December 27, 2025, which was the last business day of fiscal year 2025, of $58.06, by the number of unvested and unearned units. •The stock units vest quarterly over a three-year period from the grant date. •The August 7, 2023 market-based RSUs represent 200% of the units granted that will vest based on the Company’s TSR relative to the TSR of the companies identified as being part of the S&P Semiconductor Select Industry Index for the period from July 1, 2023 to June 30, 2026. As of December 27, 2025, the award achievement level was calculated at 200% of target.
Outstanding Equity Awards at Fiscal Year Ended December 27, 2025
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Outstanding Equity Awards at Fiscal Year Ended December 27, 2025
The payout range for the market-based RSU award is 50% to 200%. Any earned units will vest on the Compensation Committee’s certification date in 2026. •The August 5, 2024 market-based RSUs represent 200% of the units granted that will vest based on the Company’s TSR relative to the TSR of the companies identified as being part of the S&P Semiconductor Select Industry Index for the period from July 1, 2024 to June 30, 2027. As of December 27, 2025, the award achievement level was calculated at 105% of target. The payout range for the market-based RSU award is 50% to 200%. Any earned units will vest on the Compensation Committee’s certification date in 2027. •The August 6, 2025 and November 6, 2025 market-based RSUs represents 200% of the units granted that will vest based on the Company’s TSR relative to the TSR of the companies identified as being part of the S&P Semiconductor Select Industry Index for the period from July 1, 2025 to June 30, 2028. As of December 27, 2025, the award achievement level was calculated at 200% of target. The payout range for the market-based RSU award is 50% to 200%. Any earned units will vest on the Compensation Committee’s certification date in 2028.
Option Exercises and Stock Vested During Fiscal Year Ended December 27, 2025
Option Exercises and Stock Vested During Fiscal Year Ended December 27, 2025 The following table presents information concerning the exercise of options during fiscal year 2025 by our NEOs, and the vesting of stock units held by them during fiscal year 2025 (with the reported value based on the market price on the applicable date).
Option Exercises and Stock Vested During Fiscal Year Ended December 27, 2025
| Name | Option Awards | | Stock Awards | | | | Number of Shares Acquired on Exercise (#) | Value Realized on Exercise ($) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($) | | Michael D. Slessor | — | — | 108,600 | 3,616,324 | | Aric McKinnis | — | — | 7,430 | 259,007 | | Shai Shahar | — | — | 38,810 | 1,255,769 |
PEO Pay Ratio
PEO Pay Ratio As required by Section 953(b) of the Dodd-Frank Wall Street Reform and Consumer Protection Act and Item 402(u) of Regulation S-K, we are required to disclose the ratio of our median-compensated employee’s annual total compensation to the annual total compensation of our Principal Executive Officer (“PEO”). The purpose of this disclosure is to provide a measure of the equitability of pay within our Company. We believe our compensation philosophy and process yield an equitable result for all of our employees. During fiscal year 2025, FormFactor’s PEO was our President and CEO, Dr. Michael D. Slessor. The combined annual total compensation for Dr. Slessor and for our median-compensated employee and the resulting estimated pay ratio are reflected in the table below.
PEO Pay Ratio
| PEO Pay Ratio | | | PEO Annual Total Compensation * | 5,481,644 | | Median-Compensated Employee Annual Total Compensation | 111,091 | | PEO to Median Employee Pay Ratio | 49:1 |
PEO Pay Ratio
*The annual total compensation reflected here is the amount reflected in the “Summary Compensation Table”. In accordance with Item 402(u) of Regulation S-K, we identified the median-compensated employee using our employee population (excluding the PEO) as of December 27, 2025. On this date, we employed 2,153 people worldwide. In a manner consistent with SEC rules, we identified the median-compensated employee by use of a consistently applied compensation measure. Specifically, we identified the median-compensated employee by (i) calculating annual base pay plus target bonus or sales incentive (each compensation element was annualized for employees not employed for the full year), and (ii) ranking this compensation measure for our employees from lowest to highest. Once the median-compensated employee was identified, we calculated the median-compensated employee’s total annual compensation in accordance with the requirements of the Summary Compensation Table. Components of compensation paid in foreign currencies were converted to U.S. dollars based on exchange rates in effect as of the end of our 2025 fiscal year. The pay ratio reported above is a reasonable estimate calculated in a manner consistent with SEC rules based on our internal records and the methodology described above. Because the SEC rules for identifying the median-compensated employee and calculating the pay ratio based on that employee’s annual total compensation allow companies to adopt a variety of methodologies, to apply certain exclusions, and to make reasonable estimates and assumptions that reflect their employee populations and compensation practices, the pay ratio reported by other companies may not be comparable to the pay ratio reported above, as other companies have different employee populations and compensation practices and may utilize different methodologies, exclusions, estimates, and assumptions in calculating their own pay ratios.
PEO Pay Ratio
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Pay Versus Performance
Pay Versus Performance In accordance with rules adopted by the SEC pursuant to the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010, we provide the following disclosure regarding executive compensation for our PEO and Non-PEO named executive officers (“NEOs”) and Company performance for the fiscal years listed below. The Compensation Committee did not consider the pay versus performance disclosure below in making its pay decisions for any of the years shown.
Pay Versus Performance
| Year | Summary Compensation Table Total for PEO(1) ($) | Compensation Actually Paid to PEO(1),(2),(3) ($) | Average Summary Compensation Table Total for Non- PEO NEOs(1) ($) | Average Compensation Actually Paid to Non- PEO NEOs(1),(2),(3) ($) | Value of Initial Fixed $100 Investment based on:(4) | | Net Income ($ Millions) | TSR Percentile Rank(5) | | | | | | | TSR ($) | Peer Group TSR ($) | | | | (a) | (b) | (c) | (d) | (e) | (f) | (g) | (h) | (i) | | 2025 | 5,481,644 | 12,862,275 | 1,564,817 | 1,625,534 | 136.4 | 200.7 | 54.4 | 67.4 | | 2024 | 5,303,605 | 8,147,045 | 1,964,562 | 2,944,343 | 107.8 | 155.9 | 69.6 | 54.8 | | 2023 | 6,727,849 | 13,476,551 | 2,727,617 | 5,101,521 | 98.0 | 136.0 | 82.4 | 85.7 | | 2022 | 5,111,932 | (2,441,277) | 1,987,354 | (897,158) | 52.2 | 100.5 | 50.7 | 36.6 | | 2021 | 5,231,873 | 2,791,024 | 2,082,660 | 1,146,973 | 104.5 | 143.7 | 83.9 | 7.9 |
Pay Versus Performance
(1)Michael D. Slessor, our President and CEO, was our PEO for each year presented. The Non-PEO NEOs for 2025 were Shai Shahar and Aric McKinnis, former and current CFO respectively, with Shai Shahar being the only Non-PEO NEO for the years 2021-2024. (2)The amounts shown for Compensation Actually Paid have been calculated in accordance with Item 402(v) of Regulation S-K and do not reflect compensation actually earned, realized, or received by the Company’s PEO or non-PEO NEOs. These amounts reflect the Summary Compensation Table Total with certain adjustments as described in footnote 3 below. (3)Compensation Actually Paid reflects the exclusions and inclusions of certain amounts for Dr. Slessor and the non-PEO NEOs as set forth in the tables below. Equity values are calculated in accordance with FASB ASC Topic 718. Amounts in the Exclusion of Stock Awards column are the totals from the Stock Awards column set forth in the Summary Compensation Table. (4)The Peer Group TSR set forth in this table utilizes the S&P Semiconductors Select Industry Index, which we also utilize in the stock price performance graph required by Item 201(e) of Regulation S-K included in our Annual Report for the fiscal year ended December 27, 2025. The comparison assumes $100 was invested for the period starting December 26, 2020, through the end of the applicable year reflected in the table, in the Company and in the S&P Semiconductors Select Industry Index, respectively. Historical stock performance is not necessarily indicative of future stock performance. (5)We determined TSR Percentile Rank relative to the constituents of the S&P Semiconductors Select Industry Index, with the constituents determined as of the end of the most recent year, to be the most important financial performance measure used to link Company performance to Compensation Actually Paid to our PEO and non-PEO NEOs in 2025. This column presents the TSR Percentile Rank (or the relative ranking of the company's TSR as compared to the TSRs of the companies included in the S&P Semiconductors Select Industry Index) for each covered year.
Pay Versus Performance
| Year | Summary Compensation Table Total for PEO ($) | Exclusion of Stock Awards and Option Awards ($) | Inclusion of Equity Values(1) ($) | Compensation Actually Paid to PEO ($) | | 2025 | 5,481,644 | 4,398,770 | 11,779,401 | 12,862,275 | | 2024 | 5,303,605 | 3,960,445 | 6,803,885 | 8,147,045 | | 2023 | 6,727,849 | 5,980,079 | 12,728,781 | 13,476,551 | | 2022 | 5,111,932 | 4,258,925 | (3,294,284) | (2,441,277) | | 2021 | 5,231,873 | 4,189,734 | 1,748,885 | 2,791,024 |
Pay Versus Performance
| 2026 Proxy Statement | | 54 |
Pay Versus Performance
| Year | Summary Compensation Table Total for Non-PEO NEOs ($) | Exclusion of Stock Awards and Option Awards ($) | Inclusion of Equity Values(1) ($) | Compensation Actually Paid to Non-PEO NEOs ($) | | 2025 | 1,564,817 | 962,131 | 1,022,848 | 1,625,534 | | 2024 | 1,964,562 | 1,212,913 | 2,192,694 | 2,944,343 | | 2023 | 2,727,617 | 2,286,957 | 4,660,861 | 5,101,521 | | 2022 | 1,987,354 | 1,490,639 | (1,393,873) | (897,158) | | 2021 | 2,082,660 | 1,512,967 | 577,280 | 1,146,973 |
Pay Versus Performance
(1)The amounts in the Inclusion of Equity Values in the tables above are derived from the amounts set forth in the following tables.
Relationship Between Compensation Actually Paid, Company TSR and Peer Group TSR
Relationship Between Compensation Actually Paid, Company TSR and Peer Group TSR The following chart sets forth the relationship between Compensation Actually Paid to our PEO and non-PEO NEOs and the cumulative TSR over the five most recently completed fiscal years of the Company and the S&P Semiconductors Select Industry Index.
Relationship Between Compensation Actually Paid, Company TSR and Peer Group TSR
| 2026 Proxy Statement | | 56 |
Relationship Between Compensation Actually Paid and Net Income
Relationship Between Compensation Actually Paid and Net Income The following chart sets forth the relationship between Compensation Actually Paid to our PEO and non-PEO NEOs and the Company’s net income during the five most recently completed fiscal years.
Relationship Between Compensation Actually Paid and Net Income
| 2026 Proxy Statement | | 57 |
Relationship Between Compensation Actually Paid and TSR Percentile Rank
Relationship Between Compensation Actually Paid and TSR Percentile Rank The following chart sets forth the relationship between Compensation Actually Paid to our PEO and non-PEO NEOs and the Company’s TSR Percentile Rank during the five most recently completed fiscal years.