Stephan Bosshard is a Principal, Desmond Pang is a Consultant, and Michael Marino is a Managing Director at FW Cook. This post is based on their FW Cook report.
Institutional investor and proxy advisor perspectives on the appropriate mix of time- and performance-based equity have continued to evolve, including ISS’s November 2025 policy change providing greater flexibility for the use of time-based equity with extended vesting and/or holding requirements. Longer-horizon time-based equity may offer greater simplicity and predictability, reinforce sustained stock ownership and retention, and reduce reliance on multi-year performance goals that can be challenging to establish in certain business environments. These considerations may be particularly relevant for companies with long investment horizons or exposure to factors such as regulatory change, cyclicality, and long-term forecasting challenges. Consistent with this trend, FW Cook identified several companies across industries that disclosed transitions to longer-horizon RSUs in their 2026 proxy statements.
For much of the last decade, the prevailing U.S. executive long-term incentive model has been straightforward: a combination of time-based restricted stock units (RSUs) with performance stock units (PSUs), placing at least half of the equity value in performance-based awards. That model remains common, but it is no longer the only design that compensation committees can consider in long-term incentive design.

