DEF 14A of Revvity, Inc., Mar 12, 2025

DEF 14A of Revvity, Inc.

Filed Mar 12, 2025 · FY20240001193125-25-052522

Open on EDGAR

  1. Director Nominees

    Director Nominees The following table provides summary information about the ten directors nominated for election as directors for terms of one year each:

  2. Director Nominees

    | Name | Age | Director Since | Principal Occupation | Current Committee Memberships | Independent? | | Peter Barrett, PhD | 72 | 2012 | Partner, Atlas Venture | Compensation & Benefits (Chair); Nominating & Corporate Governance | Yes | | Samuel R. Chapin | 67 | 2016 | Retired Executive Vice Chair, Bank of America Merrill Lynch | Audit (Chair); Nominating & Corporate Governance | Yes | | Michael A. Klobuchar | 49 | 2024 | Chief Operating Officer, Eikon Therapeutics, Inc. | Audit | Yes | | Michelle McMurry-Heath, MD, PhD | 55 | 2022 | Founder and Chief Executive Officer, BioTechquity Clinical | Compensation & Benefits | Yes | | Alexis P. Michas | 67 | 2001 | Managing Partner, Juniper Investment Company, LLC | Non-Executive Chair | Yes | | Prahlad R. Singh, PhD | 60 | 2019 | President and CEO of Revvity | — | No | | Sophie V. Vandebroek, PhD | 63 | 2024 | Former Vice President, Emerging Technology Partnerships, IBM Corporation | Audit | Yes | | Michel Vounatsos | 63 | 2020 | Former Chief Executive Officer, Biogen Inc. | Audit; Nominating & Corporate Governance (Chair) | Yes | | Frank Witney, PhD | 71 | 2016 | Former Chief Executive Officer, Affymetrix, Inc. | Compensation & Benefits; Nominating & Corporate Governance | Yes | | Pascale Witz | 58 | 2017 | Founder and President of PWH Advisors | Audit; Compensation & Benefits | Yes |

  3. Director Nominees

    ii Revvity • 2025 Proxy Statement

  4. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR” ELECTING EACH OF THE TEN NOMINEES NAMED ABOVE FOR TERMS OF ONE YEAR EACH. The persons named as proxies on the proxy card will vote shares represented by a proxy for the election of the ten nominees for terms of one year each unless the shareholder instructs otherwise on their proxy card. Our board of directors knows of no reason why any nominee should be unable or unwilling to serve. However, if that becomes the case, the persons named as proxies on the proxy card may vote to elect a substitute. In no event will shares represented by proxies be voted for more than ten nominees. To apprise you of their qualifications to serve as directors, we include the following information concerning each of the director nominees. The qualifications presented include information each nominee has provided to us regarding age, current positions held, principal occupation and business experience for the past five years, as well as the names of other publicly held companies of which the nominee currently serves as a director or has served as a director during the past five years. In addition to the information presented regarding each nominee’s specific experience, qualifications, attributes and skills that led the nominating and corporate governance committee to recommend that our board nominate these individuals, our board believes that all of the nominees have a reputation for honesty, integrity and adherence to high ethical standards. The nominating and corporate governance committee also believes that the nominees possess the willingness to engage management and each

  5. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    | Revvity • 2025 Proxy Statement | 7 |

  6. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    other in a positive and collaborative fashion, and are prepared to make the significant commitment of time and energy to serve on our board and its committees. PETER BARRETT, PhD: Age 72; Principal Occupation: Partner, Atlas Venture, a venture capital fund based in Cambridge, Massachusetts. Director of Revvity since 2012. Chair of the compensation and benefits committee and member of the nominating and corporate governance committee. Dr. Barrett joined Atlas Venture, an early-stage life sciences venture capital fund, in 2002 and is a partner in the life sciences group, where he has been involved in the creation of several therapeutic and drug discovery platform companies. Previously, he was a co-founder, Executive Vice President and Chief Business Officer of Celera Genomics which in 2001 announced the first successful sequencing of the human genome. Prior to that, Dr. Barrett held several senior management positions at The Perkin-Elmer Corporation, most recently serving as Vice President, Corporate Planning and Business Development, where he operated several businesses and helped to greatly expand its life sciences portfolio through a series of licensing agreements, partnerships and acquisitions. He currently serves as the Chairman of Synlogic, Inc., which is publicly traded, and is a board member of privately held Obsidian Therapeutics, Inc. Dr. Barrett is also an executive fellow at the Harvard Business School and is the chair of the key advisory board of the Blavatnik Fellowship program. Dr. Barrett previously served on the board of Larimar Therapeutics, Inc., a publicly traded company, until 2023. In addition, Dr. Barrett is a board member of Nucleate, a student run non-profit organization representing the global community of bio-innovators. Dr. Barrett received his Bachelor of Science degree in chemistry from Lowell Technological Institute (now known as the University of Massachusetts, Lowell) and his doctoral degree in analytical chemistry from Northeastern University. Dr. Barrett brings to the board more than three decades of experience in the life sciences industry, including leadership positions both as a senior executive and as an institutional investor. These roles have allowed him to develop expertise in the deployment of strategic growth initiatives within the industry. His service as chair and as a member of the boards of other companies, both publicly and privately held, enables him to assist our board in the performance of its governance obligations. SAMUEL R. CHAPIN: Age 67; Principal Occupation: Retired Executive Vice Chairman, Bank of America Merrill Lynch, a worldwide financial institution. Director of Revvity since 2016. Chair of the audit committee and member of the nominating and corporate governance committee. Mr. Chapin retired from Bank of America Merrill Lynch in 2016 as Executive Vice Chairman of Global Corporate & Investment Banking, after more than thirty years in investment banking. As Executive Vice Chairman from 2010 to 2016 he was responsible for managing relationships with some of the firm’s largest clients. Mr. Chapin has worked on a broad range of financings and strategic advisory assignments totaling more than $500 billion and has been named Investment Banker of the Year by Investment Dealers’ Digest. Mr. Chapin was named Vice Chairman of Merrill Lynch & Co., Inc. in 2003 and was a member of the firm’s executive Operating Committee. Mr. Chapin served in a number of other senior leadership positions while at Bank of America Merrill Lynch, including having responsibility for the Global Investment Banking division and managing many of the firm’s global corporate relationships. Mr. Chapin has served since 2019 as a Senior Advisor to Rockefeller Capital Management, a leading independent, privately owned financial services firm. He is also a member of the board of directors of O-I Glass, Inc. and PHINIA, Inc., both of which are publicly traded, and until 2023 was a director of CIRCOR International, Inc. Additionally, he serves as a trustee emeritus of Lafayette College and as a director emeritus of New York’s Roundabout Theatre Company. Mr. Chapin holds a Bachelor of Arts degree from Lafayette College and a Master of Business Administration degree from The Wharton School at the University of Pennsylvania. Mr. Chapin provides our board expertise in corporate finance and strategy, including experience gained as a senior executive at a global financial services firm and through his service on the audit committees of public companies. He also brings to our board extensive knowledge of the industrial marketplace, along with deep experience in transactional processes, mergers and acquisitions, and deal financing for a wide range of transactions.

  7. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    | 8 | Revvity • 2025 Proxy Statement |

  8. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    MICHAEL A. KLOBUCHAR: Age 49; Principal Occupation: Chief Operating Officer, Eikon Therapeutics, Inc., a pioneering biotechnology company based in Hayward, California that leverages advanced engineering to enhance drug discovery and development. Director of Revvity since 2024. Member of the audit committee. Mr. Klobuchar joined Eikon Therapeutics in 2024, and oversees the company’s corporate infrastructure, including global supply chain management and product manufacturing. Mr. Klobuchar is a member of Eikon’s Executive Committee and manages key executives across a variety of functional areas and business operations. Prior to joining Eikon, Mr. Klobuchar had been associated with Merck & Co., Inc., a premier research-intensive global biopharmaceutical company, for over 25 years, most recently serving from 2021 to 2024 as Executive Vice President and Chief Strategy Officer, and from 2019 to 2021 as Senior Vice President, CFO and Head of Portfolio and Alliance Management for Merck Research Laboratories. Prior to that, Mr. Klobuchar held a variety of positions of increasing responsibility in Merck’s research, manufacturing, commercial planning, finance and strategy organizations, including leading key elements related to the integration of Merck Research Laboratories with Schering-Plough R&D following the merger of the two companies. Mr. Klobuchar received his Master of Business Administration degree from Villanova University, a Master of Science degree in chemical engineering from Rutgers University and a Bachelor of Science degree from Purdue University. Mr. Klobuchar brings to our board a wealth of experience in both developing and implementing strategic and operational initiatives for organizations in the drug discovery and biotechnology fields, the result of his more than twenty-five years of executive experience in a variety of key technical, operational and financial roles. This background, along with his deep commitment to scientific innovation, will provide the board with valuable guidance in executing on the Company’s strategic vision. MICHELLE MCMURRY-HEATH, MD, PhD: Age 55; Principal Occupation: Founder and Chief Executive Officer, BioTechquity Clinical. Director of Revvity since 2022. Member of the compensation and benefits committee. Dr. McMurry-Heath, a medical doctor and molecular immunologist by training, has served as the Chief Executive Officer of BioTechquity Clinical, a novel clinical research organization designed to help drug and device innovators enroll and conduct diverse clinical trials, since founding the firm in 2024. Prior to her current position, Dr. McMurry-Heath was a consultant to the biotechnology industry and most recently served as President and Chief Executive Officer of the Biotechnology Innovation Organization, the world’s largest biotechnology advocacy group, from 2020 to 2022. Dr. McMurry-Health was also previously with Johnson & Johnson (J&J) from 2014 to 2020, where she served as Global Head of Evidence Generation for Medical Device Companies and then Vice President of Global External Innovation and Global Leader for Regulatory Sciences. Before joining J&J, Dr. McMurry-Heath was also a key science policy leader in government, conducting a comprehensive analysis of the National Science Foundation’s policies, programs and personnel. President Obama then named her associate science director of the FDA’s Center for Devices and Radiological Health. Dr. McMurry-Heath was the founding director of the Aspen Institute’s Health, Biomedical Science, and Society Policy Program and received her early training in science policy from the Robert Wood Johnson Foundation. Dr. McMurry-Heath also serves on the board of directors at publicly traded Bioventus Inc. She received her Bachelor of Arts degree in biochemistry from Harvard University and her MD/PhD from Duke’s Medical Scientist Training Program, becoming the first African American to graduate from the prestigious program. Dr. McMurry-Heath spent 12 years working at the research bench before taking policy and leadership roles in government and industry. Dr. McMurry-Heath provides the board with strategic leadership and chief executive officer experience in working with industry advocacy groups and large biotechnology organizations, as well as collaborating with governmental research organizations and policy makers in an effort to broaden access to scientific progress. Her unique perspective and insight into our industry and the associated

  9. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    | Revvity • 2025 Proxy Statement | 9 |

  10. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    regulatory challenges, as well as her commitment to strive for bioequality, will aid in informing the board’s decisions in these areas going forward. ALEXIS P. MICHAS: Age 67; Principal Occupation: Managing Partner of Juniper Investment Company, LLC, an investment management firm based in New York. Director of Revvity since 2001. Non-Executive Chair. Mr. Michas is the founder and has been Managing Partner of Juniper Investment Company, LLC since 2008. Juniper is also a Principal of Aetolian Investors, LLC, a registered commodity pool operator. Mr. Michas received a Bachelor of Arts degree from Harvard College and a Master of Business Administration degree from Harvard Business School. Mr. Michas is the Non-Executive Chairman of the board of BorgWarner Inc. and a board member of AstroNova, Inc., both of which are publicly traded. Mr. Michas is also a director of funds managed by Atlantic Investment Management, Inc., a privately held investment company, as well as a board member of privately held Theragenics Corporation. Mr. Michas also served as the Non-Executive Chairman of the board of Lincoln Educational Services Corporation until 2015, and as a director of Allied Motion Technologies, Inc. until July 2017. Mr. Michas was named Non-Executive Chair of the board as of December 30, 2019. He brings to our board, and to the position of Non-Executive Chair, many years of private equity experience across a wide range of industries, and a successful record of managing investments in public companies. Mr. Michas also brings extensive transactional expertise, including mergers and acquisitions, IPOs, debt and equity offerings, and bank financing. This expertise allows Mr. Michas to provide our board with valuable insight on trends in global debt and equity markets, and the impact of such trends on the capital structure of the Company. We also benefit from the corporate governance knowledge developed by Mr. Michas in his board roles with other public companies, including his service as a board chair, a lead director, and a member of the compensation, governance, audit, finance and executive committees of such companies. Mr. Michas’ thorough knowledge of the Company and his current and past service on the boards of other public companies make him uniquely qualified to serve as our Non-Executive Chair. PRAHLAD R. SINGH, PhD: Age 60; Principal Occupation: President and Chief Executive Officer of Revvity. Director of Revvity since 2019. Dr. Singh was elected President and Chief Executive Officer of Revvity effective December 30, 2019, and appointed to our board of directors in 2019. Previously, Dr. Singh was the President and Chief Operating Officer of the Company since January 2019. Dr. Singh joined Revvity as the President of our Diagnostics business in 2014. He was elected Senior Vice President in 2016 and Executive Vice President in 2018. Prior to joining Revvity, Dr. Singh was General Manager of GE Healthcare’s Women’s Health business from 2012 to 2014, with responsibility for its mammography and bone densitometry businesses. Before that, Dr. Singh held senior executive level roles in strategy, business development and mergers & acquisitions at both GE Healthcare and Philips Healthcare. Earlier in his career, he held leadership roles of increasing responsibility at DuPont Pharmaceuticals and subsequently at Bristol-Myers Squibb Medical Imaging, which included managing the Asia Pacific and Middle East region. Dr. Singh is a member of the board of directors of publicly traded Amphenol Corporation. He also currently serves on the board of directors of the Analytical, Life Sciences & Diagnostics Association (ALDA) and is a member of the Massachusetts General Hospital President’s Council. Dr. Singh holds a doctoral degree in chemistry from the University of Missouri-Columbia and a Master of Business Administration degree from Northeastern University. His research work has resulted in several issued patents and publications in peer-reviewed journals. Dr. Singh has more than twenty-five years of leadership experience with global innovators in healthcare technology. He has spent more than a decade developing unique insights into our business and providing the leadership needed to enable our continued growth. Dr. Singh brings to our board a detailed understanding of our people and culture, the core technologies that we utilize, and the

  11. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    | 10 | Revvity • 2025 Proxy Statement |

  12. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    operational strategies available to us as we continue to expand the boundaries of human potential through science. SOPHIE V. VANDEBROEK, PhD: Age 63; Principal Occupation: Former Vice President, Emerging Technology Partnerships, IBM Corporation, a global technology company. Director of Revvity since 2024. Member of the audit committee. Dr. Vandebroek has served as founder and owner of Strategic Vision Ventures, LLC, a technology consulting firm, since 2021. Previously, Dr. Vandebroek was the inaugural visiting scholar at the Massachusetts Institute of Technology School of Engineering for the 2019-2020 academic year; Vice President, Emerging Technology Partnerships for IBM from 2018 to 2019; and Chief Operating Officer - IBM Research from 2017 to 2018. Prior to joining IBM, she was an executive with Xerox Corporation, where her roles included serving as Chief Technology Officer and Corporate Vice President of Xerox Corporation, President of the Xerox Innovation Group, and Chief Engineer. She was also responsible for overseeing Xerox’s global research centers, including the Palo Alto Research Center, or PARC Inc. Dr. Vandebroek currently serves on the boards of IDEXX Laboratories, Inc. and Wolters Kluwer N. V., both of which are publicly traded, as well as Inari Agriculture, Inc., a privately held biotechnology company, and formerly served on the board of Analogic Corporation. In 2021, Dr. Vandebroek was appointed an honorary Professor at KU Leuven, Belgium. Dr. Vandebroek is the Chair of the Advisory Committee of the Flanders AI Research Program and a Fellow of the Institute of Electrical & Electronics Engineers. Dr. Vandebroek holds a bachelor’s degree and a master’s degree in electro-mechanical engineering from KU Leuven, Leuven, Belgium, and a doctoral degree in electrical engineering from Cornell University. Dr. Vandebroek provides our board, through her academic experiences, public company board service and prior executive roles at IBM and Xerox, with a depth of expertise and cutting-edge knowledge in sustainability, AI, technology, business processes and cybersecurity. Her experience in managing research and development portfolios for diverse and inclusive organizations on a global scale will provide the board with valuable insights on the Company’s innovation efforts. MICHEL VOUNATSOS: Age 63; Principal Occupation: Former Chief Executive Officer of Biogen Inc. Director of Revvity since 2020. Chair of the nominating and corporate governance committee and member of the audit committee. Mr. Vounatsos served as the Chief Executive Officer and a member of the board of directors of publicly traded Biogen Inc., a leading biotechnology company based in Cambridge, Massachusetts from 2017 to 2022 and as Executive Vice President, Chief Commercial Officer of Biogen from 2016 to 2017. Prior to joining Biogen in 2016, Mr. Vounatsos spent twenty years at Merck & Co., Inc., a pharmaceutical company, where he most recently served as President, Primary Care and Customer Centricity in the United States. During his time at Merck, Mr. Vounatsos helped transform its go-to-market model and further expanded its mature and emerging markets. Mr. Vounatsos previously held leadership positions across Europe and in China for Merck. Prior to that, Mr. Vounatsos held management positions at Ciba-Geigy, a pharmaceutical company. Mr. Vounatsos currently serves on the board of directors of publicly traded Zai Lab Ltd., and is also a member of the Supervisory Board of Liryc - the Electrophysiology and Heart Modeling Institute at the University of Bordeaux. Mr. Vounatsos received his Certificate of Clinical and Therapeutic Synthesis in Medicine from the Université Victor Segalen, Bordeaux II, France, and his Master of Business Administration degree from the HEC School of Management in Paris. Mr. Vounatsos brings to our board significant knowledge and broad-based experience with respect to the biotechnology, healthcare and pharmaceutical industries. Mr. Vounatsos provides our board with a unique academic perspective from his time studying both medicine and business. Mr. Vounatsos also brings valuable leadership skills gained as the chief executive officer of a Fortune 500 company.

  13. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    | Revvity • 2025 Proxy Statement | 11 |

  14. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    FRANK WITNEY, PhD: Age 71; Principal Occupation: Former Chief Executive Officer, Affymetrix, Inc., a leading provider of microarray technology; Director of Revvity since 2016. Member of the compensation and benefits and nominating and corporate governance committees. Dr. Witney most recently served as President and Chief Executive Officer of Affymetrix, Inc., which specialized in microarray technology and cellular analysis, from 2011 through March 2016 when it was acquired by Thermo Fisher Scientific Inc. Previously, Dr. Witney was President and Chief Executive Officer of Dionex Corp., a market-leading ion and high-performance liquid chromatography company. Prior to that, Dr. Witney first joined Affymetrix as Executive Vice President and Chief Commercial Officer when it acquired Panomics, Inc., a quantitative biology company, which Dr. Witney had led as President and Chief Executive Officer. He previously held the role of President of Revvity’s Drug Discovery Tools division following Revvity’s acquisition of Packard BioScience in 2001, where he served as President and Chief Operating Officer. Dr. Witney also held several positions at Bio-Rad Laboratories, leading that company’s efforts to enter the proteomic and bioassay technologies market. Dr. Witney was a post-doctoral fellow at the National Institutes of Health and holds a PhD in molecular and cell biology and a Master of Science degree in microbiology from Indiana University, as well as a Bachelor of Science degree in microbiology from the University of Illinois. Dr. Witney is a member of the board of directors of publicly traded Cerus Corporation and Standard BioTools, Inc., as well as several privately held companies, and until 2024 was a director of Telesis Bio, Inc. (formerly known as Codex DNA). Dr. Witney is an Operating Partner at Ampersand Capital Partners. Dr. Witney brings to our board deep market knowledge and over 30 years of leadership experience across the life sciences and diagnostics industries, including as a chief executive officer and board member. Through this experience, he has developed expertise in several valued areas including strategic product development, business development and operational management. PASCALE WITZ: Age 58; Principal Occupation: Founder and President, PWH Advisors. Director of Revvity since 2017. Member of the audit and compensation and benefits committees. Ms. Witz has served as the President of PWH Advisors, a consultancy firm advising healthcare and investment companies, since founding the firm in 2016. Previously, Ms. Witz served as a Member of the Executive Committee for Sanofi, S. A., most recently as Executive Vice President, Global Diabetes & Cardiovascular, and previously as Executive Vice President, Global Pharma and Consumer Healthcare divisions. Before joining Sanofi, Ms. Witz served as President and Chief Executive Officer of GE’s pharmaceutical diagnostics, a $2 billion integrated pharmaceutical business that encompassed research and development through commercialization. Previously Ms. Witz served with GE Healthcare, where she held positions of increasing responsibility in Europe and the United States. Before joining GE Healthcare, Ms. Witz was previously employed with Becton Dickinson Pharmaceutical Systems. Ms. Witz currently serves on the boards of publicly traded companies Fresenius Medical Care AG and Regulus Therapeutics, Inc., as well as several privately held companies. Ms. Witz formerly served on the boards of publicly traded Horizon Therapeutics plc until 2023, Savencia SA until 2018, and Tesaro, Inc. until 2019. Ms. Witz received her Master of Business Administration degree from INSEAD, Fontainebleau, France and her Master of Science degree in biochemistry from the Institut National des Sciences Appliquées, Lyon, France. She was also a doctoral student in molecular biology at the Centre National de la Recherche Scientifique, Strasbourg, France. Ms. Witz brings to our board three decades of experience in the global life sciences industry, both as an executive officer and as a board member at publicly traded companies. Her in-depth knowledge of many of the markets that the Company serves allows her to assist the Board with regard to both current operational decision-making as well as longer-term resource utilization and strategic planning.

  15. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    | 12 | Revvity • 2025 Proxy Statement |

  16. OUR BOARD OF DIRECTORS RECOMMENDS THAT YOU VOTE “FOR”

    | INFORMATION RELATING TO OUR BOARD OF DIRECTORS AND ITS COMMITTEES |

  17. Securities Trading Policy

    | DIRECTOR COMPENSATION |

  18. 2024 Director Compensation

    2024 Director Compensation

  19. 2024 Director Compensation

    | Name (1) | Fees Earned or Paid in Cash ($)(2) | Stock Awards ($)(3)(4) | All Other Compensation ($)(5) | Total ($) | | Peter Barrett, PhD | $110,000 | $224,933 | | $334,933 | | Samuel R. Chapin | $115,000 | $224,933 | | $339,933 | | Sylvie Grégoire, PharmD (6) | $22,500 | $— | | $22,500 | | Michael A. Klobuchar | $82,500 | $274,930 | | $357,430 | | Michelle McMurry-Heath, MD, PhD | $90,000 | $224,933 | | $314,933 | | Alexis P. Michas | $180,000 | $264,995 | $5,000 | $449,995 | | Sophie V. Vandebroek, PhD | $82,500 | $274,930 | $5,000 | $362,430 | | Michel Vounatsos | $105,000 | $224,933 | | $329,933 | | Frank R. Witney, PhD | $90,000 | $224,933 | $5,000 | $319,933 | | Pascale Witz | $90,000 | $224,933 | | $314,933 |

  20. 2024 Performance Highlights

    Compensation Outcomes. Short- and long-term incentive plan payments made to our named executive officers were aligned with our financial results in 2024 as follows: 2024 Global Incentive Compensation Program (Global ICP). Achievement against 2024 Global ICP corporate financial goals for fiscal 2024 was 142% of target. Fiscal year 2024 performance relative to our Global ICP goals is described further under “Short-Term Incentive Program” below. 2022 Long-Term Incentive Program (LTIP). The three-year performance period under our 2022 LTIP concluded in fiscal year 2024. Adjusted revenue and adjusted earnings per share performance for the three-year period from 2022-2024 resulted in 0% achievement against LTIP financial goals, resulting in no vesting or payment of performance restricted stock units, or PRSUs, granted in 2022. We define adjusted revenue as GAAP revenue, including purchase accounting adjustments for revenue from contracts acquired in acquisitions that will not be fully recognized due to accounting rules. PRSU goals and payments under the 2022 LTIP are described further under “Long-Term Incentive Program” below. We believe sustained performance against the combination of revenue and profitability financial goals represented in our executive incentive plans, as well as continued execution against our strategic goals, will create value for our shareholders over the long term. Compensation Best Practices. We employ the following policies and practices that are designed to ensure our executive compensation programs are well-governed, reflect market-based best practices, and do not promote inappropriate risk-taking. The committee regularly reviews our executive compensation programs to ensure they are designed to reflect market-based best practices, effectively support the achievement of our financial and strategic goals, and do not promote inappropriate risk-taking. Our compensation practices include the following:

  21. 2024 Performance Highlights

    | ✔ What We Do | x What We Don’t Do | | Clawback policy on incentive plans and certain stock option gains | No hedging or pledging of company stock | | Meaningful stock ownership guidelines for our executives and directors | No excise tax gross-ups (new employment agreements entered into after July 2010) | | Regular review of executive compensation and benefit program | No option repricing without stockholder approval | | Independent Compensation and Benefits committee. Regular meetings in executive session without management | No unnecessary risk-taking in our compensation programs | | Retain independent third-party compensation consultant | No single trigger equity vesting upon change in control (new employment agreements entered into after February 2010) | | Annual shareholder advisory vote on executive compensation program | | | Significant portion of executive compensation tied to company performance | | | Annual compensation risk assessment process | | | Evaluation of executive compensation occurs annually against a competitive company peer group | |

  22. Executive Compensation Philosophy and Core Principles: Overview

    | • | provide market-competitive compensation to attract and retain executive talent with the capability to lead within a global company; |

  23. Executive Compensation Philosophy and Core Principles: Overview

    | • | use equity-based incentive plans to tie a significant portion of compensation to Revvity’s long-term results and align the executive’s financial interests with those of our shareholders; |

  24. Executive Compensation Philosophy and Core Principles: Overview

    | • | design executive incentive plans that do not promote inappropriate or excessive risk-taking; |

  25. Determining Executive Pay

    Determining Executive Pay Market Positioning. The committee’s policy is to manage total target compensation (and each element) to the median of the competitive market over time. Through the range of opportunities provided in our short- and long-term incentive programs (each discussed more fully below), actual payments may exceed the median when our performance exceeds Revvity’s targeted objectives and may fall below the median when performance is below target. An individual named executive officer’s total compensation (or an element) in any given year may be set above or below median, depending on experience, tenure, performance and internal equity. External Market Practices. The committee annually reviews market compensation levels to determine whether total compensation for our executives remains in the targeted pay range, and adjusts when appropriate. This assessment includes evaluation of base salary, and short- and long-term incentive opportunities against a peer group of industry companies with whom we compete for executive talent and in other business matters, supplemented with industry-specific aggregated survey data for companies of comparable size to Revvity, as measured by annual revenues. In general, the committee gives primary consideration to the peer group information because the peer companies resemble us more closely than the survey participants in terms of size and industry. The committee assesses the data by reviewing compensation arrangements for positions with comparable complexity and scope of responsibility to the positions at Revvity. In addition, the committee assesses rewards such as health benefits, retirement programs and perquisites relative to the market. The committee considers external market data as a general indication of competitive market pay levels and does not maintain a policy that executive officer pay must conform to a specific level relative to the market data. Working with its compensation consultant, the committee reviews the peer group periodically to ensure that the peer companies selected remain appropriate for compensation and performance comparison purposes. Companies are selected based on industry and size, reflected by both revenue and market capitalization. The committee’s goal is to assemble a group of companies that represents our competitors for executive talent.

  26. Determining Executive Pay

    The peer companies used by the committee for pay comparisons and for evaluating relative performance leading to approval of 2024 executive compensation are shown below and were the same as the peer companies used by the committee in its evaluation of 2023 executive compensation. The median revenue of the peer group at the time it was approved was $3,593 million and Revvity’s revenue was at the 25th percentile of the peer group at the time of the analysis. The median market capitalization of the peer group at the time it was approved was $15,327 million and Revvity was at the 45th percentile of the peer group at the time of the analysis.

  27. Determining Executive Pay

    | 2024 Peer 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. | • Waters Corporation | | • Bio-Techne Corporation | • Exact Sciences Corporation | • QuidelOrtho Corporation | |

  28. Determining Executive Pay

    Other Factors Influencing Compensation. When making compensation decisions, the committee takes many other factors into account, including the individual’s performance against individual goals (particularly over the past year), the individual’s expected future contributions to Revvity’s success, the financial and operational results of Revvity, the individual’s historical compensation and any retention concerns, and the Chief Executive Officer’s recommendations (in the case of named executive officers other than the Chief Executive Officer). In looking at historical compensation, the committee looks at the progression of salary increases over time and also looks at the unvested and vested value of outstanding equity awards. The committee uses the same factors in evaluating the Chief Executive Officer’s performance and compensation that it uses for the other named executive officers. Pay Mix. In accordance with our pay-for-performance compensation philosophy and because the named executive officers are in a position to directly influence the overall performance of the Company, they have a significant portion of their target compensation at risk through short- and long-term incentive programs. Not including the cost of benefits, in 2024, our Chief Executive Officer had 89% of his target compensation at risk, and on average, our other named executive officers had 80% of their target compensation at risk (that is, subject to either performance requirements and/or service requirements). Additionally, to align executive officer compensation with long-term corporate success, a significant percentage of the named executive officers’ target compensation opportunity is delivered in the form of long-term incentive compensation through our LTIP. In 2024, 75% of our Chief Executive Officer’s total target compensation opportunity and 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. Half (50%) of the long-term incentive compensation granted to our named executive officers in fiscal 2024 will vest solely based upon the achievement of financial performance metrics. Also, 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, 2024 target long-term incentive compensation opportunity was provided using equity-based vehicles (stock options and PRSUs).

  29. Base Salary

    Base Salary Base salaries for executive officers are determined based on the committee’s evaluation of the scope and impact of each executive’s position, as well as the skills, knowledge and experience they bring to their roles, relative to the competitive peer group referenced above. Generally, the committee refers to the median of the relevant competitive market for the position as part of the base salary evaluation, but any individual named executive officer may have a base salary above or below the median of the market. The committee evaluates external market data for each position and internal pay equity, as well. Working 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. The Pearl Meyer analysis presented to the committee in late 2023 that the committee used to evaluate total target compensation for 2024 reported that base salaries for our named executive officers in 2023 were generally competitive with market levels in aggregate. On an individual level, the base salaries paid to each of our named executive officers in 2023 were positioned, on average, at the 40th percentile for their respective job matches at the peer companies as previously identified in the “Determining Executive Pay — External Market Practices” section above. Compensation for each executive officer was also reviewed in light of internal equity, the scope and impact of the position to our Company, and the performance of each individual in their respective roles. Based on the factors described above, including performance and the analysis of market information presented by Pearl Meyer, the committee approved base salary increases for each of Mr. Krakowiak and Ms. Victor and the effective dates for such increases as set forth in the

  30. Short-Term Incentive Program

    Short-Term Incentive Program The Global ICP is our short-term incentive program and is a core component of our pay-for-performance executive compensation program. The program components include the award opportunity (expressed as a percentage of base salary), the performance measures (such as adjusted EPS) and their weightings, and the strategic performance objectives (such as execution of a specific strategic initiative). Award opportunities The committee establishes the target award opportunity for each named executive officer based on competitive market analysis (target Global ICP opportunities are generally positioned within a reasonable range of the median of the competitive market), the desired emphasis on pay at risk (more pay at risk for more senior executives) and internal equity (comparably positioned executives should have comparable award opportunities). Positioning target Global ICP opportunities generally at the market median underscores the committee’s compensation strategy that compensation levels should approximate market median levels when performance meets target expectations, and that pay should exceed median levels only when performance exceeds Revvity’s targeted objectives. The 2024 target Global ICP award opportunity for each named executive officer was as follows:

  31. Short-Term Incentive Program

    | Named Executive Officer | Annual Global ICP Target Award Opportunity Expressed as % of Base Salary | | Prahlad R. Singh | 135% | | Maxwell Krakowiak | 75% | | Joel S. Goldberg | 75% | | Miriame Victor | 70% | | Tajinder S. Vohra | 65% |

  32. Short-Term Incentive Program

    | Revvity • 2025 Proxy Statement | 37 |

  33. Short-Term Incentive Program

    Performance measures and weightings The Global ICP performance period for our named executive officers comprises the full fiscal year. Awards are based on attainment of annual corporate financial performance. At the committee meeting held in January 2024, the committee established the Global ICP financial performance goals for fiscal 2024. The performance goals were based on the fiscal 2024 operating plan, budget and strategic plan reviewed by our board. The performance metrics and weightings for the fiscal 2024 Global ICP were as follows:

  34. Short-Term Incentive Program

    | Global ICP Metric | Weighting | | Organic Revenue Growth | 40% | | Adjusted Earnings Per Share (EPS) | 40% | | Free Cash Flow Conversion | 20% |

  35. Short-Term Incentive Program

    The committee assigned a weighting of 40% to organic revenue growth in reflection of our focus on growing our core businesses. The inclusion of adjusted EPS was designed to focus our leadership team on both growing revenue and operating a profitable business, which are critical to creating shareholder value. Free cash flow conversion was included as a measure as strong cash generation is a leading indicator of efficient operating performance. All of our named executive officers were assigned the same set of performance metrics reflecting their shared accountability for corporate results. Performance against goals may be adjusted for certain events including acquisitions, divestitures, currency exchange, and other non-recurring events during the performance period as approved by the committee. The definition of allowable adjustments is approved by the committee at the time the goals are set. In an effort to ensure the integrity of these goals and minimize the risk of unanticipated outcomes, each financial metric has a target goal with a performance range built around it, with a commensurate increase or decrease in the associated award opportunity. The range of performance goals and associated award opportunities under the program is expressed in the form of a “minimum”, “target” and “maximum”. If results fall below the minimum goal, the short-term incentive amount associated with that goal is not paid. If results exceed pre-established maximum goals, the cash award payout associated with financial performance is capped at the maximum award opportunity. The committee believes that a maximum cap reduces the likelihood of windfalls and makes the maximum cost of the plan predictable. For 2024, achievement of the “minimum” level of performance for each financial metric would result in achievement of 50% of the target award associated with that financial metric, and achievement of the “maximum” level of performance for each financial metric would result in achievement of 200% of the target award associated with that financial metric. Actual awards may exceed 200% based on the committee’s evaluation of individual performance. Strategic performance objectives The Global ICP also incorporates an individual performance modifier that is applied based on the achievement of individual strategic performance objectives as listed in the table below. At the January 2024 committee meeting, the committee established these strategic performance objectives for each named executive officer for fiscal 2024. The objectives vary for each named executive officer, reflecting their specific responsibilities and role within Revvity. They may include financial or strategic measures aligned with the fiscal 2024 operating plan, budget and strategic plan reviewed by our board. The individual performance modifier allows the committee to recognize individual performance contributions that impact overall company results. The committee retains the discretion

  36. Short-Term Incentive Program

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  37. Short-Term Incentive Program

    to adjust an individual’s calculated bonus, either upward or downward, based on performance during the period, while ensuring that objectives remain specific and measurable.

  38. Short-Term Incentive Program

    | Named Executive Officer | 2024 Strategic Performance Objectives | | Prahlad R. Singh | Year-over-year improvement with respect to organic revenue growth, adjusted operating margin expansion, adjusted earnings per share and free cash flow conversion; and qualitative goals related to the completion of the divestiture of our Applied, Food and Enterprise Services business to New Mountain Capital and the transfer of the former brand name; organizational restructuring; digital/AI initiatives; e-commerce; business development; year-over-year reduction in scope one and two emissions and hazardous waste; succession planning and key talent development initiatives. | | Maxwell Krakowiak | Year-over-year improvement with respect to organic revenue growth, adjusted operating margin expansion, adjusted earnings per share and free cash flow conversion; and qualitative goals related to organizational restructuring; investor outreach; digital transformation and ERP integration; financial operations and capital deployment initiatives; year-over-year reduction in scope one and two emissions and hazardous waste; and key talent development initiatives. | | Joel S. Goldberg | Qualitative goals related to the completion of the divestiture of our Applied, Food and Enterprise Services business to New Mountain Capital and the transfer of the former brand name; key regulatory, compliance and government affairs initiatives; organizational restructuring and integration activities; digital/AI initiatives; business development; and key talent retention and development initiatives. | | Miriame Victor | Year-over-year improvement with respect to organic revenue growth, adjusted operating margin expansion, adjusted earnings per share and free cash flow conversion; and qualitative goals related to pricing strategy; key strategic partnership development; integration and organizational alignment; e-commerce; digital/AI initiatives; customer care; and key talent retention and development initiatives. | | Tajinder S. Vohra | Year-over-year improvement with respect to organic revenue growth, adjusted operating margin expansion, adjusted earnings per share, free cash flow conversion and inventory objectives; and qualitative goals related to branding activities; organizational restructuring and footprint actions; cost synergies and transportation cost reduction; succession planning and key talent retention and development initiatives. |

  39. Short-Term Incentive Program

    Through a mix of financial metrics and individual goals, our short-term cash incentive awards reflect both the overall performance of Revvity and the individual’s contributions compared to his or her specific performance goals for the year calculated as follows:

  40. Short-Term Incentive Program

    | Revvity • 2025 Proxy Statement | 39 |

  41. Short-Term Incentive Program

    2024 Short-term incentive payments Performance against Global ICP goals. The 2024 Global ICP target goals, actual results and associated Global ICP achievement levels are shown below. Results were adjusted by allowable items as approved by the committee, including currency fluctuation from the time the goals were established and divestitures. Organic revenue growth results were between the minimum and target goals. Free cash flow conversion results were between the target and maximum goals. Adjusted EPS results exceeded the goal for maximum level payments as we achieved +5% growth year-over-year in a challenging market environment. These outcomes resulted in overall achievement against the Global ICP goals of 142%.

  42. 2024 Global ICP Goals and Achievement

    year performance and sustained long-term value creation. The committee’s ability to exercise discretion provides flexibility to address changes in economic conditions and our operating environment that occur during the performance period and helps mitigate the risks associated with a strictly formulaic compensation program, which could unintentionally create incentives for our executives to focus only on certain performance metrics. The performance against individual strategic performance objectives was applied in the committee’s determination of each named executive officer’s individual performance affecting their 2024 Global ICP bonus payment after taking into account each named executive officer’s execution against the individual strategic performance objectives, the size of the company payout percentage for the year, and the amount of annual cash incentive compensation that peer companies typically pay to executives serving in comparable roles. The average individual performance modifier of the named executive officers (other than Dr. Singh) was 115%. Dr. Singh’s individual performance modifier for the Global ICP award was set at 120%, reflecting the company’s strong financial and operational performance and several strategic achievements. These included the successful completion of discussions with New Mountain Capital regarding the divestiture of our Applied, Food, and Enterprise Services business and the transfer of the former brand name; successful organizational optimization and restructuring; progress in advancing digital/AI and business development initiatives; the launch of a fully integrated e-commerce platform; year-over-year reductions in scope one and two emissions and hazardous waste; and key efforts in leadership succession planning and talent development. Based on its evaluation of achievement against the Global ICP financial and individual strategic goals, the committee approved 2024 Global ICP bonus payments to our named executive officers as follows:

  43. 2024 Global ICP Goals and Achievement

    | Named Executive Officer | 2024 GICP Target Award | Corporate Performance | Calculated Award | Individual Performance | 2024 GICP Approved Award | 2024 Payout (% of Target) | | Prahlad R. Singh | $1,485,000 | 142% | $2,108,700 | 120% | $2,530,440 | 170% | | Maxwell Krakowiak | $393,750 | 142% | $559,125 | 110% | $615,038 | 156% | | Joel S. Goldberg | $412,500 | 142% | $585,750 | 125% | $732,188 | 178% | | Miriame Victor | $339,500 | 142% | $482,090 | 110% | $530,299 | 156% | | Tajinder S. Vohra | $308,750 | 142% | $438,425 | 115% | $504,189 | 163% |

  44. Long-Term Incentive Program (LTIP)

    Long-Term Incentive Program (LTIP) The committee uses long-term incentive awards to focus our executive officers on long-term performance and to align the executive officers’ financial interests with those of our shareholders. The committee grants LTIP awards to our executive officers annually, with each LTIP cycle spanning a three-year period. As a result, we have three active LTIP cycles during each fiscal year. LTIP targets: In October 2023, the committee reviewed peer and survey data presented by Pearl Meyer together with the level of LTIP opportunities for the named executive officers for 2023 to set target award opportunities for our named executive officers in 2024. The LTIP target opportunity for Dr. Singh for 2023 was 700% of base salary and the LTIP opportunities for the non-CEO named executive officers ranged from 250% to 350% of base salary, which ranged between less than the 25th to greater than the 75th percentile of LTIP target opportunities for comparable positions in the peer group. For 2024, the committee approved an LTIP target opportunity of 750% of base salary for Dr. Singh to bring him closer to the 50th percentile for other Chief Executive Officer positions in the peer group, and the committee approved the 2024 LTIP target opportunities for the non-CEO named executive officers with adjustments as needed to bring them closer to the 50th percentile of the peer

  45. Long-Term Incentive Program (LTIP)

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  46. Long-Term Incentive Program (LTIP)

    group. In all cases, 2024 target opportunity values were set at levels the committee believed would compensate the executives for future achievement of our long-term financial goals and stock price appreciation in a manner commensurate with the executives’ duties and contributions. Based on its review of the Pearl Meyer analysis, internal equity, and the scope and impact of their roles, the committee approved 2024 LTIP target opportunities as a multiple of base salary for our named executive officers as follows:

  47. Long-Term Incentive Program (LTIP)

    | Named Executive Officer | 2024 LTIP Target | | Prahlad R. Singh | 750% | | Maxwell Krakowiak | 400% | | Joel S. Goldberg | 375% | | Miriame Victor | 300% | | Tajinder S. Vohra | 275% |

  48. Long-Term Incentive Program (LTIP)

    LTIP Grant Components: The chart below summarizes the structure of our 2022, 2023 and 2024 LTIP grants, which were outstanding during fiscal year 2024. In October 2023, the committee approved our equity choice program for the officers of the Company participating in the 2024 LTIP whereby the officers may choose the receive additional stock options in lieu of time-based RSUs.

  49. Long-Term Incentive Program (LTIP)

    | Plan Year(s) | Plan Component | Allocation | Vesting | Description | | 2022 - 2023 | PRSUs | 50% | Performance-based | Vest at the end of the three-year LTIP cycle based on financial goal achievement | | | Stock Options | 25% | Time-based | Vest (1)/3rd annually on anniversary of grant date | | | Restricted Stock | 25% | Time-based | Vest 100% on the third anniversary of grant date | | 2024 | PRSUs | 50% | Performance-based | Vest at the end of the three-year LTIP cycle based on financial goal achievement | | | and the equity choice program allows for: | | | | | | Stock Options | 25% | Time-based | Vest (1)/3rd annually on anniversary of grant date | | | Restricted Stock Units | 25% | Time-based | Vest (1)/3rd annually on anniversary of grant date | | | or | | | | | | Stock Options | 50% | Time-based | Vest (1)/3rd annually on anniversary of grant date |

  50. Long-Term Incentive Program (LTIP)

    All of the named executive officers participating in LTIP in 2024 elected under our equity choice program to receive approximately half of the long-term incentive opportunity in the form of non-qualified stock options. Approximately half of the award for all named executive officers was provided in PRSUs. In structuring the LTIP program, the committee believes it is important to retain stock options and RSUs with time-based vesting as a significant element of the program to continue to capture the motivational benefits of rewarding executives for appreciation in our stock price over the course of multiple years. The inclusion of the choice between stock options and RSUs with our equity choice program provides an additional opportunity to further this objective with a cost-neutral way to maximize the perceived value of LTIP to our executives through personalized customization. To

  51. Long-Term Incentive Program (LTIP)

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  52. Long-Term Incentive Program (LTIP)

    streamline the administration of our equity choice program, RSUs replaced Restricted Shares in the 2024 LTIP. The PRSU portion of LTIP further aligns the long-term incentive program with important drivers of long-term shareholder value, as vesting is based on achievement of key financial performance goals during the three-year period. This approach to long-term incentive compensation builds upon the committee’s pay-for-performance philosophy and provides a balanced focus on stock price appreciation and the achievement of financial metrics that are drivers of long-term shareholder value creation. LTIP Performance Metrics: The committee has approved revenue and profitability performance metrics for the PRSU component of our LTIP that reflect our continued focus on long-term profitable growth. We believe sustained performance against revenue and profitability goals will create value for our shareholders over the long term. The revenue and profitability metrics approved for each LTIP are described in more detail, below. At the end of the three-year performance period, the Company must achieve aggressive financial goals previously approved by the committee in order for PRSUs to vest. The committee assigns minimum, target and maximum goals for each performance factor. If the minimum goal is not met, no PRSU share delivery will be made for that performance factor. Performance goals for the PRSU component of our LTIP are set based on our extended business projections and long-term strategic plans. Evaluation of achievement against goals, and any resulting PRSUs granted, is conducted at the end of the three-year performance period. Goal measurement may be adjusted for certain events including acquisitions, divestitures, currency fluctuations, and other non-recurring events as approved by the committee. The challenging nature of our performance goals is reflected in the fact that the 2022-2024 PRSUs funded at 0% of target. The committee included a relative TSR performance modifier in the 2022, 2023 and 2024 LTIP program design. At the time of establishing our 2022, 2023 and 2024 LTIP, the committee approved custom peer groups of 34, 33 and 31 companies, respectively, against which our TSR would be evaluated at the end of the three-year LTIP performance period. These peer groups included more companies than the peer groups used for the evaluation of our overall executive compensation program because they are used to measure performance over a three-year period, and companies will be removed from the custom peer groups if they are acquired during the applicable three-year performance period. Our 2022, 2023 and 2024 LTIP relative TSR peer groups included all of our executive compensation peer group companies at the time, plus additional companies found within the Life Sciences Tools & Services and Healthcare Equipment & Supplies sectors. Our 2024 relative TSR peer group is provided in the table below.

  53. Long-Term Incentive Program (LTIP)

    | 2024 LTIP Relative TSR Comparator Group (31 Companies) | | | | 10X Genomics, Inc. | Hologic, Inc. | QuidelOrtho Corporation | | Agilent Technologies, Inc. | Illumina, Inc. | Repligen Corporation | | Avantor, Inc. | IQVIA Holdings Inc. | Roper Technologies, Inc. | | Becton, Dickinson and Company | Laboratory Corporation of America Holdings | Tecan Group AG | | Bio-Rad Laboratories, Inc. | Medpace Holdings, Inc. | Teledyne Technologies Incorporated | | Bio-Techne Corporation | Mettler-Toledo International Inc. | Teleflex Incorporated | | Bruker Corporation | Myriad Genetics, Inc. | The Cooper Companies, Inc. | | Charles River Laboratories International, Inc. | Natera, Inc. | Thermo Fisher Scientific, Inc. | | Danaher Corporation | Neogen Corporation | Waters Corporation | | Exact Sciences Corporation | QIAGEN N.V. | | | Haemonetics Corporation | Quest Diagnostics Incorporated | |

  54. Long-Term Incentive Program (LTIP)

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  55. Long-Term Incentive Program (LTIP)

    2022 LTIP Performance: In January 2022, the committee approved the 2022 LTIP. The committee approved performance targets for the PRSUs for the entire three-year performance period at grant. The PRSUs were to vest based on performance against three-year average total adjusted revenue (60% weighting) and adjusted earnings per share (40% weighting) goals. The committee determined these metrics and their associated weighting provided an appropriate balance between long-term top-line revenue growth and profitability. We do not disclose goals and targets for the LTIP program in the year of grant given that we do not provide long-term forecasts. As such, we disclose the LTIP goals and targets at the end of the applicable performance period. Performance against the financial goals set for the PRSUs granted under the 2022 LTIP was evaluated at the end of fiscal year 2024. Three-year average adjusted revenue of $2.78 billion was below the minimum goal of $3.1 billion and resulted in performance achievement of 0%. 2024 adjusted earnings per share of $4.95 was below the minimum goal of $5.65 resulting in performance achievement of 0%. The achievement percentages were weighted in accordance with the original metric weightings approved by the committee and resulted in achievement of 0% against the financial goals. Three-year average adjusted revenue and 2024 adjusted earnings per share as shown in the table below were calculated on a constant currency basis and adjusted for divestitures as approved by the committee. Relative TSR achievement against the peer group was in the 35th percentile, resulting in no upwards or downwards modification of the calculated financial results. The committee determined that 0% vesting of PRSUs was aligned with financial performance during the three-year 2022 LTIP performance period and did not approve any vesting of the 2022 LTIP PRSUs. Accordingly, no PRSUs were converted to shares and transferred to the named executive officers in early 2025.

  56. 2022 LTIP: PRSU Goals and Achievement

    2022 LTIP: PRSU Goals and Achievement

  57. 2022 LTIP: PRSU Goals and Achievement

    | | | Goals (Achievement %) | | | | | | Metric | Weighting | Minimum (50%) | Target (100%) | Maximum (200%) | Result | Achievement % | | Adjusted Revenue | 60% | $3.1 billion | $3.3 billion | $3.5 billion | $2.78 billion | 0% | | Adjusted Earnings Per Share | 40% | $5.65 | $6.45 | $7.25 | $4.95 | 0% | | Relative TSR (modifier) | | | | 35th percentile | | 100% | | | | | | Overall Achievement: | | 0% |

  58. 2022 LTIP: PRSU Goals and Achievement

    The achievement described above resulted in vesting of PRSUs under the 2022 LTIP as follows:

  59. 2022 LTIP: PRSU Vesting

    2022 LTIP: PRSU Vesting

  60. 2022 LTIP: PRSU Vesting

    | Named Executive Officer | Number of PRSUs Granted | Achievement | Number of PRSUs Vested | | Prahlad R. Singh | 20,087 | 0% | 0 | | Joel S. Goldberg | 4,427 | 0% | 0 | | Miriame Victor | 1,970 | 0% | 0 | | Tajinder S. Vohra | 2,514 | 0% | 0 |

  61. 2022 LTIP: PRSU Vesting

    Mr. Krakowiak did not receive vesting of PRSUs under the 2022 LTIP as he did not receive an LTIP grant in 2022.

  62. 2022 LTIP: PRSU Vesting

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  63. Our 2023-2025 LTIP Structure

    Our 2023-2025 LTIP Structure The in-progress 2023 LTIP program has the same plan components, weightings among stock options, restricted shares and PRSUs and vesting provisions as those shown above for our 2022 LTIP. For our 2024 LTIP, restricted stock was replaced with restricted stock units that vest one-third annually on the anniversary of the grant date. Also for the 2024 LTIP, before the grant date, each executive officer, including our named executive officers, was given the opportunity to elect to receive either (i) the standard allocation of 2024 LTIP grant value of approximately one-quarter of the long-term incentive opportunity in the form of non-qualified stock options, approximately one-quarter in restricted stock units, and approximately half in PRSUs or (ii), alternatively, to receive an allocation of 2024 LTIP grant value of approximately half of the long-term incentive opportunity in the form of non-qualified stock options, no restricted stock units, and approximately half in PRSUs. These changes for the 2024 LTIP program reflect the committee’s belief that introducing the element of choice maximizes the perceived value of our LTIP program. Our 2025 LTIP program has the same plan components, weightings among stock options, RSUs and PRSUs, vesting provisions and choice between RSUs and stock options as shown above for our 2024 LTIP. Achievement against PRSU targets is based on performance measures established for each LTIP grant against a set of three-year financial goals. The financial measures and weightings for each in progress LTIP grant in 2025 are as follows:

  64. PRSU Goals (2023-2025)

    | LTIP Grant Year | Measures | | | Relative TSR (modifier) | | 2023 | Average Non-COVID organic growth (60% weighting) | | Adjusted operating margin expansion (40% weighting) | Achievement against a relative TSR goal will be applied as an upward or downward modifier | | 2024 | Average organic growth (60% weighting) | | Adjusted operating margin expansion (40% weighting) | Achievement against a relative TSR goal will be applied as an upward or downward modifier | | 2025 | Average organic growth (40% weighting) | Cumulative cash flow conversion (40% weighting) | Adjusted operating margin expansion (20% weighting) | Achievement against a relative TSR goal will be applied as an upward or downward modifier |

  65. Benefits

    Benefits In addition to base salary, and short- and long-term incentive awards, our executive officers also participate in certain employee benefit programs. These benefit programs are designed to be competitive with market practices and to attract and retain the executive talent we need. Retirement and Deferred Compensation Programs Qualified Officer Retirement Benefit In January 2021, the committee approved a qualified officer retirement benefit whereby equity awards subject to three-year cliff vesting, which included restricted stock and PRSUs, would accelerate on a proportional basis upon a qualified retirement from the Company. This benefit took effect with grants made under the 2021 LTIP program and applies to grants made under the 2022 and 2023 LTIP programs. In October 2023, following a review of peer and market practices, the committee approved modifications to this benefit whereby newly issued equity awards subject to three-year cliff vesting, which include the PRSUs granted as part of the 2024 and 2025 LTIP program, would vest on a continued and proportional basis following a qualified retirement from the Company. Equity awards subject to annual three-year vesting, which include non-qualified stock options and restricted stock units granted as part of the 2024 and 2025 LTIP program, would vest on a non-accelerated full basis following a qualified retirement from the Company. Qualified 401(k) Plan and 401(k) Excess Benefit All of our U.S. employees, including the named executive officers, are eligible to participate in our tax-qualified Section 401(k) plan which includes Company matching contributions. During 2024, Mr. Goldberg was eligible to receive a 401(k) Excess benefit. It is designed to provide only the benefit that the executive would have accrued under our tax-qualified plan if the Internal Revenue Code limits had not applied. It does not further enhance those benefits. In December 2010, the committee amended our 401(k) Excess benefit to cease elective deferrals for plan years beginning January 1, 2011. As such, none of our other named executive officers were eligible to receive a 401(k) Excess benefit in 2024 as they joined Revvity after elective deferrals ceased. The matching contributions for our 401(k) plan and contributions made under our 401(k) Excess benefit are included in the “All Other Compensation” column of the Summary Compensation Table and, in the case of the 401(k) Excess benefit, the Non-Qualified Deferred Compensation Plan Table (which also includes each eligible named executive officer’s account balance as of the end of fiscal year 2024). Deferred Compensation Plan In December 2010, the committee amended our non-qualified deferred compensation plan to eliminate deferral elections from participants for plan years beginning January 1, 2011 or later. Prior to the amendment, a select group of highly compensated management employees was eligible to participate in the plan, including our named executive officers while employed by us and our directors who were serving on our board prior to the amendment. The 2008 Deferred Compensation Plan allowed participants to defer certain types of compensation and designate notional investments in a selection of mutual funds or Revvity stock. Company contributions of 401(k) Excess benefits will continue to be made to this plan for eligible participants. The plan does not provide for above-market returns. The deferred compensation plan was amended in 2022 to permit participation by certain legacy employees of BioLegend, and in 2024, the plan was further amended to reopen the plan for new elective deferrals by a select group of management, including each of our named executive officers beginning January 1, 2025. For more information about the Deferred Compensation Plan, please refer to “Non-Qualified Deferred Compensation Plan” following the 2024 Non-Qualified Deferred Compensation Plan Table, below.

  66. Employment Agreements and Severance/Change in Control Arrangements

    Employment Agreements and Severance/Change in Control Arrangements All of our named executive officers have employment agreements. The committee believes these agreements benefit Revvity by clarifying the terms of employment and ensuring that we are protected by non-compete, non-solicitation, and non-disclosure provisions. We also believe these agreements are necessary for us to attract and retain senior talent in a competitive market. Furthermore, the committee believes that change in control benefits, if structured appropriately, serve to minimize the distraction caused by a potential transaction and reduce the risk that key talent will leave the organization before a transaction closes. These departures could reduce the value of the organization to a buyer or to the shareholders if a transaction fails to close. The arrangements provide severance benefits to our named executive officers in the event of an involuntary termination not for “cause”, or voluntary termination following a change in control where the executive has “good reason”, as these terms are defined in the agreements. The benefits under the agreements are generally larger if the termination is associated with a change in control. Our employment agreements with our named executive officers also provide for acceleration of vesting in certain situations, such as upon, or following, a change in control of Revvity. For Mr. Goldberg, who was hired prior to certain changes approved by the committee that are described below, a tax gross-up is provided, if necessary, to make him whole for certain excise taxes imposed under the Internal Revenue Code. In addition, effective upon a change in control, 100% of Mr. Goldberg’s stock options, restricted shares and PRSUs would vest. Following an evaluation of market practices, the committee determined on February 25, 2010 that future employment agreements issued to newly promoted or newly hired officers will provide 100% equity vesting following a change in control only if the officer’s employment is terminated within a specified period of time following the change in control. On July 30, 2010, the committee also determined that future employment agreements entered into with newly promoted or newly hired officers will not include a tax gross-up for excise taxes imposed under the Internal Revenue Code. Consistent with these decisions, the employment agreements issued to Dr. Singh, Messrs. Krakowiak

  67. Employment Agreements and Severance/Change in Control Arrangements

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  68. Employment Agreements and Severance/Change in Control Arrangements

    and Vohra and Ms. Victor do not include a tax gross-up for excise taxes imposed under the Internal Revenue Code, and their equity will vest following a change in control only for a qualifying termination of employment within a specified period of time following the change in control. The committee periodically reviews the benefits provided under the agreements to ensure they serve Revvity’s interests in retaining key executives, are consistent with market practice, and are reasonable. Details of each named executive officer’s agreement, and the estimated payments that each named executive officer would receive under different termination circumstances, are set forth below in “Potential Payments upon Termination or Change in Control”.

  69. Clawback Policies

    recoupment provision applies to awards paid to current and former executive officers within the three-year period preceding the date on which we file an accounting restatement with the Securities and Exchange Commission. The committee, in its sole discretion, will make the determination whether to recover all or a portion of any excess award payment. Effective October 2, 2023, the committee approved a clawback policy and adopted revisions to the Global ICP plan recoupment provision in accordance with rules promulgated by the U.S. Securities and Exchange Commission and the New York Stock Exchange. Officers, including our named executive officers, who are granted stock options under the LTIP, sign a Prohibited Activity Agreement. This agreement requires the officer to repay gains on stock options exercised within the last year of employment if the officer solicits, recruits or induces an employee or consultant of Revvity to end their employment with us, or engages directly or indirectly with a competing business (as defined in the agreement) within two years after the officer’s termination date.

  70. Equity Award Granting Practices

    Equity Award Granting Practices The following practices apply to all of our equity awards, including grants made under our LTIP. Our 2009 Incentive Plan was approved by shareholders at our 2009 annual meeting of shareholders and reapproved by shareholders at our 2014 annual meeting of shareholders. Our 2019 Incentive Plan was approved by shareholders at our 2019 annual meeting of shareholders. Our 2009 Incentive Plan was the sole plan under which we granted equity awards from the date of its approval by shareholders until the approval of our 2019 Incentive Plan. The 2019 Incentive Plan has been the sole plan under which we grant equity awards since the date of its approval by shareholders. These incentive plans provide for grants of stock options, restricted stock, stock appreciation rights, other stock unit awards, performance units, and cash performance awards. The plans give the committee the latitude to design cash and stock-based incentive programs that promote high performance and the achievement of corporate goals. Employees, including our named executive officers and non-employee directors, are eligible to receive awards under these plans. We grant stock options on an annual basis to members of our management, including our executive officers, as well as certain other senior employees. We grant RSUs on an annual basis to our other employees. We may also grant stock options or RSUs to individuals upon hire or promotion or for retention purposes. We currently do not grant stock appreciation rights or similar option-like instruments. During the last fiscal year, neither our board nor the committee took material nonpublic information into account when determining the timing or terms of stock options, nor did we time the disclosure of material nonpublic information for the purpose of affecting the value of executive compensation. While we do not have any policy or obligation that requires us to grant stock options on specified dates, our annual stock option grants are typically approved at the first committee meeting of each year with the approved grants becoming effective, and the option exercise price set, on the first day of the open trading window following the release of full-year earnings, which is the date of grant. Therefore, the annual grants typically take place after the release of material information regarding our annual financial performance. Option grants for new hires, and option grants that we make in connection with promotions or for retention purposes, typically become effective, with the option exercise price being set, on a grant date that is the 15th day of the month following the month of hire, promotion or determination to make the grant for retention purposes. During fiscal 2024, we did not grant stock options to any named executive officer during any period beginning four business days before and ending one business day after the filing of any Form 10-Q or 10-K or the filing or furnishing of a Form 8-K that disclosed material nonpublic information. The stock option exercise price is set at the average of the high and low prices on the date of grant. We believe this practice results in a grant price which more fairly represents the stock price over the course of the date of grant than the closing price on the date of grant, which could be arbitrarily high or low.

  71. Equity Award Granting Practices

    | Revvity • 2025 Proxy Statement | 49 |

  72. Equity Award Granting Practices

    Our board administers all equity grants within the authority established within Revvity’s shareholder-approved incentive plans and, as permitted under the plans, delegates authority to administer the plans to the committee. The committee establishes the terms and conditions of each award, including vesting and performance criteria, and the time period applicable to the award. The committee may delegate approval to grant equity awards to non-officers to our stock award grant committee of which Dr. Singh is the sole member. The stock award grant committee does not have the authority to issue equity grants to officers. At the end of fiscal year 2024, we had 4.8 million shares reserved for future equity grants. We had 1.6 million outstanding options and unvested shares, which represent 1.3% of our common shares outstanding. Our total dilution including shares reserved for future grants and outstanding options and unvested shares was 5.3%. In 2024, we granted 0.3 million shares (including shares granted under options and RSUs) or 0.28% of our common shares outstanding. The committee annually reviews the potential dilutive effect of equity award programs from both a share and economic perspective as compared to industry peers. For fiscal year 2023, share dilution for our peer companies was 1.5% at the 25th percentile, 1.8% at median, and 2.9% at the 75th percentile (shares outstanding plus shares available for future grant).

  73. Summary Compensation Table

    Summary Compensation Table The following table sets forth information concerning the annual and long-term compensation for services to Revvity for the 2024 fiscal year of (1) individuals who held the role of Chief Executive Officer during 2024, (2) individuals who held the role of Chief Financial Officer during 2024, (3) the other three most highly compensated executive officers for 2024 who were serving as executive officers as of December 29, 2024.

  74. Summary Compensation Table

    | Name and Principal Position | Year | Salary ($)(1) | Bonus ($)(2) | Stock Awards ($)(3)(4)(5) | Option Awards ($)(3)(5) | Non-Equity Incentive Plan Compensation ($)(6) | All Other Compensation ($)(7) | Total ($) | | Prahlad R. Singh Chief Executive Officer | 2024 | $1,100,000 | — | $4,125,038 | $4,116,298 | $2,530,440 | $54,839 | $11,926,615 | | | 2023 | $1,086,539 | — | $5,775,022 | $1,921,023 | $315,563 | $32,477 | $9,130,624 | | | 2022 | $1,050,000 | — | $5,512,467 | $1,836,460 | $2,152,763 | $25,309 | $10,576,998 | | Maxwell Krakowiak Senior Vice President and Chief Financial Officer | 2024 | $507,692 | — | $1,050,013 | $1,047,775 | $615,038 | $25,168 | $3,245,686 | | | 2023 | $500,000 | — | $1,468,779 | $654,938 | $111,563 | $19,548 | $2,754,828 | | | 2022 | $365,124 | $50,000 | $324,899 | $324,955 | $383,210 | $16,250 | $1,464,439 | | Joel S. Goldberg Senior Vice President, Administration, General Counsel and Secretary | 2024 | $550,000 | — | $1,031,208 | $1,029,084 | $732,188 | $39,086 | $3,381,566 | | | 2023 | $547,308 | — | $1,443,756 | $480,244 | $122,719 | $50,715 | $2,644,742 | | | 2022 | $538,115 | — | $1,214,971 | $404,768 | $703,688 | $44,015 | $2,905,558 | | Miriame Victor Senior Vice President and Chief Commercial Officer | 2024 | $467,692 | — | $727,508 | $725,981 | $530,299 | $26,166 | $2,477,646 | | | 2023 | $447,077 | — | $862,557 | $286,903 | $83,870 | $24,450 | $1,704,856 | | Tajinder S. Vohra Senior Vice President Global Operations | 2024 | $475,000 | — | $653,115 | $651,738 | $504,189 | $25,311 | $2,309,353 | | | 2023 | $470,962 | — | $890,613 | $296,287 | $79,943 | $23,170 | $1,760,975 | | | 2022 | $451,923 | — | $689,905 | $229,892 | $452,695 | $22,623 | $1,847,038 |

  75. 2024 Grants of Plan-Based Awards

    2024 Grants of Plan-Based Awards

  76. 2024 Grants of Plan-Based Awards

    | Name | Type (1) | Grant Date (2) | Date of Compensation Committee Approval | Estimated Future Payouts Under Non-Equity Incentive Plan Awards | | | Estimated Future Payouts Under Equity Incentive Plan Awards | | | All Other Stock Awards: Number of Shares of Stock or Units (#) | All Other Option Awards: Number of Securities Underlying Options (#) | Exercise or Base Price of Option Awards ($/Sh) | Closing Price on Date of Option Grant ($/Sh) | Grant Date Fair Value of Stock and Option Awards ($) | | | | | | Threshold ($) | Target ($) | Maximum ($) | Threshold (#) | Target (#) | Maximum (#) | | | | | | | Prahlad R. Singh | PRSU | 2/5/2024 | 1/25/2024(3) | | | | 15,881 | 39,702 | 95,285 | | | | | $4,125,038 | | | OPT | 2/5/2024 | 1/25/2024(4) | | | | | | | | 110,111 | $104.635 | $103.90 | $4,116,298 | | | GICP | N/A | (5) | $742,500 | $1,485,000 | $2,970,000 | | | | | | | | | | Maxwell Krakowiak | PRSU | 2/5/2024 | 1/25/2024(3) | | | | 4,042 | 10,106 | 24,254 | | | | | $1,050,013 | | | OPT | 2/5/2024 | 1/25/2024(4) | | | | | | | | 28,028 | $104.635 | $103.90 | $1,047,775 | | | GICP | N/A | (5) | $196,875 | $393,750 | $787,500 | | | | | | | | | | Joel S. Goldberg | PRSU | 2/5/2024 | 1/25/2024(3) | | | | 3,970 | 9,925 | 23,820 | | | | | $1,031,208 | | | OPT | 2/5/2024 | 1/25/2024(4) | | | | | | | | 27,528 | $104.635 | $103.90 | $1,029,084 | | | GICP | N/A | (5) | $206,250 | $412,500 | $825,000 | | | | | | | | | | Miriame Victor | PRSU | 2/5/2024 | 1/25/2024(3) | | | | 2,801 | 7,002 | 16,805 | | | | | $727,508 | | | OPT | 2/5/2024 | 1/25/2024(4) | | | | | | | | 19,420 | $104.635 | $103.90 | $725,981 | | | GICP | N/A | (5) | $169,750 | $339,500 | $679,000 | | | | | | | | | | Tajinder S. Vohra | PRSU | 2/5/2024 | 1/25/2024(3) | | | | 2,514 | 6,286 | 15,086 | | | | | $653,115 | | | OPT | 2/5/2024 | 1/25/2024(4) | | | | | | | | 17,434 | $104.635 | $103.90 | $651,738 | | | GICP | N/A | (6) | $154,375 | $308,750 | $617,500 | | | | | | | | |

  77. Outstanding Equity Awards at 2024 Fiscal Year-End

    Outstanding Equity Awards at 2024 Fiscal Year-End

  78. Outstanding Equity Awards at 2024 Fiscal Year-End

    | | Option Awards | | | | Stock Awards | | | | | Name | Number of Securities Underlying Unexercised Options (#) Exercisable | Number of Securities Underlying Unexercised Options (#) Unexercisable | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested (#) | Market Value of Shares or Units of Stock That Have Not Vested ($) (11) | 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 (#) (11) | | Prahlad R. Singh | 0(1) | 110,111 | $104.635 | 2/5/2031 | | | | | | | 13,687(1) | 27,374 | $133.200 | 2/16/2030 | | | | | | | 23,789(1) | 11,895 | $184.605 | 2/4/2029 | | | | | | | 39,470(1) | 0 | $144.330 | 2/5/2028 | | | | | | | 47,580(1) | 0 | $96.060 | 1/30/2027 | | | | | | | 25,525(1) | 0 | $92.090 | 2/5/2026 | | | | | | | | | | | 14,272(3) | $1,598,321 | 39,702(8) | 4,446,227 | | | | | | | 10,044(4) | $1,124,828 | 28,544(9) | $3,196,643 | | | | | | | | | 20,087(10) | $2,249,543 | | Maxwell Krakowiak | 0(1) | 28,028 | $104.635 | 2/5/2031 | | | | | | | 2,888(1) | 5,778 | $133.200 | 2/16/2030 | | | | | | | 1,777(1) | 3,556 | $133.200 | 2/26/2030 | | | | | | | 3,934(1) | 1,967 | $134.230 | 9/15/2029 | | | | | | | 1,031(1) | 516 | $175.390 | 3/4/2029 | | | | | | | 5,000(2) | 0 | $183.350 | 8/16/2028 | | | | | | | 1,196(1) | 0 | $123.430 | 3/5/2028 | | | | | | | | | | | 3,012(3) | $337,314 | 10,106(8) | $1,131,771 | | | | | | | 1,865(5) | $208,861 | 6,024(9) | $674,628 | | | | | | | 1,903(6) | $213,117 | | | | | | | | | 142(7) | $15,903 | | | | Joel S. Goldberg | 0(1) | 27,528 | $104.635 | 2/5/2031 | | | | | | | 3,421(1) | 6,844 | $133.200 | 2/16/2030 | | | | | | | 5,243(1) | 2,622 | $184.605 | 2/4/2029 | | | | | | | 9,541(1) | 0 | $144.330 | 2/5/2028 | | | | | | | 13,313(1) | 0 | $96.060 | 1/30/2027 | | | | | | | 12,717(1) | 0 | $92.090 | 2/5/2026 | | | | | | | 15,170(1) | 0 | $81.290 | 1/30/2025 | | | | | | | | | | | 3,568(3) | $399,580 | 9,925(8) | $1,111,501 | | | | | | | 2,214(4) | $247,946 | 7,136(9) | $799,161 | | | | | | | | | 4,427(10) | $495,780 | | Miriame Victor | 0(1) | 19,420 | $104.635 | 2/5/2031 | | | | | | | 2,044(1) | 4,089 | $133.200 | 2/16/2030 | | | | | | | 2,333(1) | 1,167 | $184.605 | 2/4/2029 | | | | | | | 3,652(1) | 0 | $144.330 | 2/5/2028 | | | | | | | 3,962(1) | 0 | $82.720 | 3/6/2027 | | | | | | | 1,862(1) | 0 | $95.740 | 3/1/2026 | | | | | | | | | | | 2,132(3) | $238,763 | 7,002(8) | $784,154 | | | | | | | 985(4) | $110,310 | 4,263(9) | $477,413 | | | | | | | | | 1,970(10) | $220,620 | | Tajinder S. Vohra | 0(1) | 17,434 | $104.635 | 2/5/2031 | | | | | | | 2,111(1) | 4,222 | $133.200 | 2/16/2030 | | | | | | | 2,978(1) | 1,489 | $184.605 | 2/4/2029 | | | | | | | 5,388(1) | 0 | $144.330 | 2/5/2028 | | | | | | | 7,231(1) | 0 | $96.060 | 1/30/2027 | | | | | | | 5,756(1) | 0 | $92.090 | 2/5/2026 | | | | | | | 5,492(1) | 0 | $81.290 | 1/30/2025 | | | | | | | | | | | 2,201(3) | $246,490 | 6,286(8) | $703,969 | | | | | | | 1,257(4) | $140,771 | 4,402(9) | $492,980 | | | | | | | | | 2,514(10) | $281,543 |

  79. Option Exercises and Stock Vested in Fiscal Year 2024

    Option Exercises and Stock Vested in Fiscal Year 2024

  80. Option Exercises and Stock Vested in Fiscal Year 2024

    | | Option Awards | | Stock Awards (1) | | | Name | Number of Shares Acquired on Exercise (#) | Value Realized on Exercise ($)(2) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($)(3) | | Prahlad R. Singh | 49,367 | $2,237,008 | 35,539 | $3,753,629 | | Maxwell Krakowiak | 0 | $0 | 241 | $24,958 | | Joel S. Goldberg | 22,613 | $1,163,793 | 8,591 | $907,381 | | Miriame Victor | 0 | $0 | 3,287 | $347,173 | | Tajinder S. Vohra | 7,918 | $402,379 | 4,851 | $512,363 |

  81. 2024 Non-Qualified Deferred Compensation

    2024 Non-Qualified Deferred Compensation The following table presents 2024 Non-Qualified Deferred Compensation Plan contribution, withdrawal, and balance information for our named executive officers:

  82. 2024 Non-Qualified Deferred Compensation

    | Name | Executive Contributions in Last Fiscal Year ($)(1) | Registrant Contributions in Last Fiscal Year ($)(2) | Aggregate Earnings in Last Fiscal Year ($) | Aggregate Withdrawals/ Distributions ($) | Aggregate Balance at Last Fiscal Year End ($)(3) | | Joel S. Goldberg | — | $10,363 | $59,555 | — | $332,825 |

  83. Potential Payments upon Termination or Change in Control

    Potential Payments upon Termination or Change in Control Under the employment agreements and equity award agreements we have with our named executive officers, each is entitled to certain compensation in the event of a change in control of Revvity or the termination of their employment. Different terms apply if the termination occurs after a change in control of Revvity (as defined in the agreements and as described below). The tables that follow reflect the amount of compensation due to our named executive officers in these different situations. The amounts shown assume that such termination or change in control event was effective as of December 29, 2024 and are only estimates of the amounts payable. The actual amounts to be paid out in any of the situations listed below can only be determined at the time of such executive’s separation from Revvity. Change in Control Dr. Singh and Messrs. Krakowiak, Goldberg, and Vohra and Ms. Victor are entitled to certain compensation if there is a change in control of Revvity. “Change in control” as defined in the agreements includes in general terms:

  84. Potential Payments upon Termination or Change in Control

    | • | a merger, consolidation or reorganization or sale of substantially all of the assets of Revvity, unless immediately after the transaction (a) all of the shareholders before the transaction hold at least 50% of the shares and combined voting power of the resulting entity and (b) no person or entity owns 20% or more of the outstanding shares entitled to vote of the new entity (except to the extent such ownership existed before the transaction); |

  85. Potential Payments upon Termination or Change in Control

    | • | an acquisition of shares of our common stock that results in a person or entity owning 20% or more of our outstanding common stock or combined voting power (excluding acquisitions by us and other limited exceptions); |

  86. Potential Payments upon Termination or Change in Control

    | • | the election of a majority of directors not nominated or elected by our board; and |

  87. Potential Payments upon Termination or Change in Control

    | • | the approval of our stockholders of a complete liquidation or dissolution of Revvity. |

  88. Potential Payments upon Termination or Change in Control

    The employment and award agreements of Dr. Singh and Messrs. Krakowiak, Goldberg and Vohra and Ms. Victor provide for the following in the event of a change in control of Revvity:

  89. Potential Payments upon Termination or Change in Control

    | • | continued employment of the executive in a management position for three years from the date of the change in control without (with limited exceptions) decreasing the executive’s salary and benefits for that period, and the agreement of the executive not to resign, except for good reason (as defined in their agreement), during the year following the change in control; and |

  90. Potential Payments upon Termination or Change in Control

    | • | extension of the exercise period for all vested option awards until the later of (a) the third anniversary of the change in control or (b) the one-year anniversary of the termination of their employment (but not in any event beyond the original term of the option). |

  91. Potential Payments upon Termination or Change in Control

    Mr. Goldberg’s employment agreement, which was executed before we changed our practice in 2010, also provides for the full vesting of all outstanding restricted stock, option awards, or similar equity awards in the event of a change in control. Following an evaluation of market practices, the committee determined on February 25, 2010 that future employment agreements issued to newly promoted or newly hired officers will provide 100% equity vesting in association with a change in control only if the officer’s employment is terminated within a specified period of time following the change in control. Consistent with this decision, the employment agreements entered into between Revvity and Dr. Singh and Messrs. Krakowiak and Vohra and Ms. Victor provide 100% equity vesting only if their employment is terminated within a specified period of time following a change in control.

  92. Potential Payments upon Termination or Change in Control

    | 60 | Revvity • 2025 Proxy Statement |

  93. Potential Payments upon Termination or Change in Control

    Termination after a Change in Control If the executive’s employment is terminated within 36 months after a change in control other than for cause (as defined in the agreement), or by the executive for good reason (as defined in the agreement), the executive is entitled to receive:

  94. Potential Payments upon Termination or Change in Control

    | • | A lump sum payment on the date of termination equal to the sum of: |

  95. Potential Payments upon Termination or Change in Control

    | • | the executive’s unpaid base salary through the date of termination; |

  96. Potential Payments upon Termination or Change in Control

    | • | a pro rata portion of their prior year’s bonus; and |

  97. Potential Payments upon Termination or Change in Control

    | • | the executive’s full salary (as the term is described in their agreement, meaning generally the base salary plus previous year’s bonus) multiplied by three for Dr. Singh, and multiplied by two for Messrs. Krakowiak, Goldberg, and Vohra and Ms. Victor. Payments will be made in accordance with tax rules applicable to non-qualified deferred compensation as described in the agreements. |

  98. Potential Payments upon Termination or Change in Control

    | • | Continued participation in all employee benefit plans and arrangements for 24 months for Mr. Goldberg following the termination of employment on the same terms as in effect immediately prior to the termination of employment. Dr. Singh is entitled to receive a lump sum payment equivalent to 24 months of Company-paid premiums for certain health and welfare plans. Messrs. Krakowiak and Vohra and Ms. Victor are entitled to receive 12 months of Company-paid premiums for certain health and welfare plans. |

  99. Potential Payments upon Termination or Change in Control

    All payments listed above are determined without adjustments for excise tax that may be due under Section 280G of the Internal Revenue Code, which we refer to as Section 280G. Under his employment agreement, which was executed before we changed our practice in 2010, Mr. Goldberg is eligible to receive one or more “gross-up payments” (as defined in the agreement) from us to ensure that after we make these termination or change in control payments, the executive is in the same economic position as if the payment were not subject to an excise tax. The payments would be equal to the sum of (a) the excise tax on any “parachute payments” (as defined in Section 280G) and (b) the amount of additional tax imposed on or borne by the executive attributable to the receipt of the gross-up payment. We will pay for the expense of determining the amount of these payments. On July 30, 2010, the committee determined that future employment agreements issued to newly promoted or newly hired officers will not include gross-up payments for excise taxes due under Section 280G. Consistent with that decision, the employment agreements entered into between Revvity and Dr. Singh and Messrs. Krakowiak and Vohra and Ms. Victor do not provide payment of excise tax on any “parachute payments” (as defined in Section 280G). Our agreements with Dr. Singh and Messrs. Krakowiak and Vohra and Ms. Victor include a “best of” approach whereby the officer would receive the greater of (a) after tax payments reflecting any excise taxes or (b) after tax payments reduced to the safe harbor threshold. Termination without Cause If we terminate the employment of Dr. Singh without cause (as defined in his employment agreement) other than after a change in control, he is entitled to receive the compensation listed below for two years after the termination date. If we terminate the employment of any of Messrs. Krakowiak, Goldberg and Vohra and Ms. Victor without cause (as defined in these employment agreements) other than after a change in control, the executive is entitled to receive the compensation listed below, for one year after the termination date:

  100. Potential Payments upon Termination or Change in Control

    | • | full salary (as the term is described in the individual’s agreement, meaning generally base salary and an amount equal to the individual’s previous year’s bonus); |

  101. Potential Payments upon Termination or Change in Control

    | • | Mr. Goldberg is entitled to continued participation in all employee benefit plans and arrangements on the same terms as in effect immediately prior to the termination of employment; Dr. Singh is entitled to receive a lump sum payment equivalent to 24 months of |

  102. Potential Payments upon Termination or Change in Control

    | Revvity • 2025 Proxy Statement | 61 |

  103. Potential Payments upon Termination or Change in Control

    | company-paid premiums for certain health and welfare plans; and Messrs. Krakowiak and Vohra and Ms. Victor are entitled to receive a lump sum payment equivalent to 12 months of company-paid premiums for certain health and welfare plans; and |

  104. Potential Payments upon Termination or Change in Control

    Our agreements with our named executive officers provide that each execute a severance agreement and release before we begin severance payments. Any severance benefits paid pursuant to the signing of a release agreement would commence payment on the 60th day following termination of employment. Disability If any of Dr. Singh and Messrs. Krakowiak, Goldberg and Vohra or Ms. Victor is determined to be “disabled” (as defined in their employment agreement) for 180 continuous days, our board of directors may terminate their employment twelve months after providing written notice. In this situation, the executive is entitled to the following:

  105. Potential Payments upon Termination or Change in Control

    | • | During the first 180 days of continuous disability, payments equal to the difference between the executive’s salary and our short-term disability income plan; |

  106. Potential Payments upon Termination or Change in Control

    | • | During the twelve months after 180 days of continuous disability, payments equal to the difference between the executive’s salary and payments under our long-term disability plan. |

  107. Potential Payments upon Termination or Change in Control

    The executive’s employment will terminate and payments (other than those to which the executive may be entitled to receive under the long-term disability plan) will cease twelve months following the written notice of termination. In accordance with the terms of our stock option, restricted stock and PRSU agreements, 100% of the executive’s stock options, restricted stock and PRSUs will vest upon death or termination due to total disability. The executive, or their estate, will have until the earlier of the option expiration date, or one year following the date of termination, to exercise the options. If any of Dr. Singh and Messrs. Krakowiak, Goldberg and Vohra or Ms. Victor is (1) terminated for cause (as defined in their employment agreement), (2) submits a resignation that we accept or (3) dies, Revvity will pay their full salary through the date of termination, after which obligations for payment cease.

  108. CEO Pay Ratio

    CEO Pay Ratio Pursuant to applicable SEC rules, presented below is the ratio of the annual total compensation of our CEO to the median of the annual total compensation of our employees (excluding our CEO). The ratio presented below is a reasonable estimate calculated in a manner consistent with Item 402(u). In identifying our median employee, we calculated the annual base pay of each employee for the twelve-month period that ended on December 31, 2024. Base salary, including overtime pay, was calculated using internal payroll and records. We selected the median employee from a group of 10,564 full-time, part-time, temporary and seasonal workers who were employed as of September 30, 2024. We selected the business day closest to the beginning of the three-month period before the end of Revvity’s fiscal year to compile the required employee information. This number excludes all employees located in Brazil (117 employees), Estonia (6 employees), Indonesia (1 employee), Italy (95 employees), Malaysia (4 employees), Mexico (77 employees), the Philippines (17 employees), Portugal (12 employees), South Africa (10 employees), South Korea (25 employees), Taiwan (67 employees), Thailand (15 employees), Turkey (59 employees) and Vietnam (1 employee). These 506 employees constituted 4.57% of our total employee population of 11,070 and therefore were excluded pursuant to the de minimis exemption provided under Item 402(u). We did not include independent contractors or leased workers in our employee population for purposes of making our determination. As disclosed in the Summary Compensation Table appearing on page 51, the 2024 annual total compensation as determined under Item 402 of Regulation S-K for our CEO was $11,926,615. The 2024 annual total compensation as determined under Item 402 of Regulation S-K for our median employee was $53,846. Based on the foregoing, our estimate of the ratio of our CEO’s annual total compensation to our median employee’s annual total compensation for fiscal year 2024 is 221 to 1. Given the different methodologies that various public companies will use to determine an estimate of their pay ratios, the estimated ratio reported above should not be used as a basis for comparison between companies.

  109. CEO Pay Ratio

    | 72 | Revvity • 2025 Proxy Statement |

  110. Pay Versus Performance

    Pay Versus Performance In accordance with rules adopted by the Securities and Exchange Commission pursuant to the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010, we provide the following disclosure regarding executive compensation for our principal executive officer (“PEO”) and Non-PEO named executive officers (“Non-PEO NEOs”) and Company performance for the fiscal years listed below.

  111. Pay Versus Performance

    | Year | Summary Compensation Table Total for Prahlad R. Singh¹ ($) | Compensation Actually Paid to Prahlad R. Singh 1,2,3 ($) | 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) | Adjusted Revenue 5 ($ Millions) | | | | | | | TSR ($) | Peer Group TSR ($) | | | | 2024 | 11,926,615 | 11,462,997 | 2,853,563 | 2,874,292 | 116.71 | 132.45 | 270 | 2,756 | | 2023 | 9,130,624 | 3,649,837 | 2,216,350 | 1,319,296 | 113.62 | 136.29 | 693 | 2,751 | | 2022 | 10,576,998 | 1,806,595 | 2,074,392 | (698,239) | 145.42 | 141.02 | 569 | 3,313 | | 2021 | 9,661,006 | 22,364,293 | 2,401,828 | 5,469,748 | 208.13 | 183.38 | 943 | 3,830 | | 2020 | 9,017,969 | 17,608,514 | 2,945,673 | 5,888,871 | 148.27 | 132.40 | 728 | 2,664 |

  112. Pay Versus Performance

    | 1. | Prahlad R. Singh was our PEO for each year presented. The individuals comprising the Non-PEO NEOs for each year presented are listed below. |

  113. Pay Versus Performance

    | 2020 | 2021 | 2022 | 2023 | 2024 | | James M. Mock | James M. Mock | James M. Mock | Maxwell Krakowiak | Maxwell Krakowiak | | Joel S. Goldberg | Joel S. Goldberg | Joel S. Goldberg | Joel S. Goldberg | Joel S. Goldberg | | Daniel R. Tereau | Daniel R. Tereau | Daniel R. Tereau | Tajinder S. Vohra | Miriame Victor | | Tajinder S. Vohra | Tajinder S. Vohra | Tajinder S. Vohra | Miriame Victor | Tajinder S. Vohra | | | | Maxwell Krakowiak | | |

  114. Pay Versus Performance

    | 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 NEOs. These amounts reflect the Summary Compensation Table Total with certain adjustments as described in footnote 3 below. |

  115. Pay Versus Performance

    | 3. | Compensation Actually Paid for 2024 reflects the exclusions and inclusions of certain amounts for the PEO and the Non-PEO NEOs as set forth below. Equity values are calculated in accordance with Financial Accounting Standards Board Accounting Standards Codification Topic 718. Amounts in the Exclusion of Stock Awards and Option Awards column are the totals from the Stock Awards and Option Awards columns set forth in the Summary Compensation Table. |

  116. Pay Versus Performance

    | Year | Summary Compensation Table Total for Prahlad R. Singh ($) | Exclusion of Stock Awards and Option Awards for Prahlad R. Singh ($) | Inclusion of Equity Values for Prahlad R. Singh ($) | Compensation Actually Paid to Prahlad R. Singh ($) | | 2024 | 11,926,615 | (8,241,336) | 7,777,718 | 11,462,997 |

  117. Pay Versus Performance

    | Year | Average Summary Compensation Table Total for Non-PEO NEOs ($) | Average Exclusion of Stock Awards and Option Awards for Non-PEO NEOs ($) | Average Inclusion of Equity Values for Non-PEO NEOs ($) | Average Compensation Actually Paid to Non-PEO NEOs ($) | | 2024 | 2,853,563 | (1,729,106) | 1,749,835 | 2,874,292 |

  118. Pay Versus Performance

    | Revvity • 20 2 5 Proxy Statement | 73 |

  119. Pay Versus Performance

    The amounts in the Inclusion of Equity Values in the tables above are derived from the amounts set forth in the following tables:

  120. Pay Versus Performance

    | Year | Year-End Fair Value of Equity Awards Granted During Year That Remained Unvested as of Last Day of Year for Prahlad R. Singh ($) | Change in Fair Value from Last Day of Prior Year to Last Day of Year of Unvested Equity Awards for Prahlad R. Singh ($) | Change in Fair Value from Last Day of Prior Year to Vesting Date of Unvested Equity Awards that Vested During Year for Prahlad R. Singh ($) | Total - Inclusion of Equity Values for Prahlad R. Singh ($) | | 2024 | 9,053,133 | (988,919) | (286,496) | 7,777,718 |

  121. Pay Versus Performance

    | Year | Average Year-End Fair Value of Equity Awards Granted During Year That Remained Unvested as of Last Day of Year for Non-PEO NEOs ($) | Average Change in Fair Value from Last Day of Prior Year to Last Day of Year of Unvested Equity Awards for Non-PEO NEOs ($) | Average Change in Fair Value from Last Day of Prior Year to Vesting Date of Unvested Equity Awards that Vested During Year for Non-PEO NEOs ($) | Total - Average Inclusion of Equity Values for Non-PEO NEOs ($) | | 2024 | 1,899,427 | (109,032) | (40,560) | 1,749,835 |

  122. Pay Versus Performance

    | 4. | The Peer Group TSR set forth in this table utilizes the S&P 500 Life Sciences Tools & Services Industry Index, which we also utilize in the stock performance graph required by Item 201(e) of Regulation S-K included in our Annual Report for the fiscal year ended December 29, 2024. The comparison assumes $100 was invested for the period starting December 29, 2019, through the end of the listed year in the Company and in the S&P 500 Life Sciences Tools & Services Industry Index, respectively. Historical stock performance is not necessarily indicative of future stock performance. |

  123. Pay Versus Performance

    | 5. | We determined Adjusted Revenue 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 2024. More information on Adjusted Revenue can be found in the “Determining Executive Pay” section of the Compensation Discussion and Analysis. |

  124. Pay Versus Performance

    | 74 | Revvity • 2025 Proxy Statement |

  125. Pay Versus Performance

    Description of Relationship Between PEO and NEO Co mpe nsation Actually Paid and Company Total Shareholder Return (“TSR”) and Peer Group TSR The following chart sets forth the relationship between Compensation Actually Paid to our PEO, the average of Compensation Actually Paid to our Non-PEO NEOs, the Company’s cumulative TSR over the five mo s t recently completed fiscal years and the TSR of the S&P 500 Life Sciences Tools & Services Industry Index over the same period. Description of Relationship Between PEO and Non-PEO NEO Compensation Actually Paid and Net Income The following chart sets forth the relationship between Compensation Actually Paid to our PEO, the average of Compensation Actually Paid to our Non-PEO NEOs, and our Net Income during the five most recently completed fiscal years.

  126. Pay Versus Performance

    | Revvity • 2025 Proxy Statement | 75 |

  127. Pay Versus Performance

    Description of Relationship Between PEO and Other NEO Compensation Actually Paid and Adj u sted Revenue The following chart sets forth the relationship between Compensation Actually Paid to our PEO, the average of Compensation Actually Paid to our other Non-PEO NEOs, and our Adjusted Revenue during the five most recently completed fiscal years. Tabular List of Most Important Financial Performance Measures The following table presents the financial performance measures that the Company considers to have been the most important in linking Compensation Actually Paid to our PEO and other Non-PEO NEOs for 2024 to Company performance. The measures in this table are not ranked.

  128. Pay Versus Performance

    | Adjusted Revenue | | Adjusted EPS | | Organic Growth | | Free Cash Flow Conversion |

  129. Pay Versus Performance

    | 76 | Revvity • 2025 Proxy Statement |

  130. Pay Versus Performance

    | PROPOSAL NO. 2 RATIFICATION OF SELECTION OF INDEPENDENT REGISTERED PUBLIC ACCOUNTING FIRM |

  131. Pay Versus Performance

    On January 23, 2025, our audit committee selected the firm of Deloitte & Touche LLP to act as our independent registered public accounting firm and to audit the books of Revvity and its subsidiaries for the 2025 fiscal year, which ends on December 28, 2025. Deloitte & Touche LLP is currently performing these duties and has done so continuously since we retained their services on June 20, 2002. Although shareholder approval of the selection of Deloitte & Touche LLP is not required by law or NYSE rules, our audit committee believes it is advisable and has decided to give our shareholders the opportunity to ratify this selection. If this proposal is not approved by our shareholders at the meeting, our audit committee will reconsider its selection of Deloitte & Touche LLP. We expect representatives of Deloitte & Touche LLP to be in attendance at the virtual annual meeting of shareholders. The representatives will have an opportunity to make a statement if they so desire and will be available to respond to appropriate questions from shareholders.