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What a CEO compensation table shows
A U.S. public company’s proxy statement may report compensation for its named executive officers in a Summary Compensation Table. The table puts several kinds of pay into separate columns and adds them into a total. Healthpeak Properties’ 2026 proxy statement says its table quantifies forms of compensation “earned by or awarded to” named executive officers for 2025, 2024 and 2023, using the format required under applicable SEC rules.
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That wording matters: the total is a sum of reported categories, not necessarily the amount of cash paid to the CEO during that fiscal year. Some amounts are cash compensation; others represent the reported value of equity awards, retirement-related amounts, or benefits. A company may have no amount in a given category, and the categories that appear or contain values can vary among filings.
Read the year attached to the table, not just the year the proxy statement was published. For example, Healthpeak’s 2026 proxy reports a table covering fiscal years 2025, 2024 and 2023. A figure should be identified by both issuer and fiscal year so it is not mistaken for pay in the filing year. If you are looking at several years, check whether the CEO or the compensation arrangement changed; a multi-year table does not mean the same person held the role for every listed year.
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| Summary Compensation Table category | What to look for |
|---|---|
| Salary | Base pay, listed separately from bonuses and non-equity incentive-plan compensation. |
| Bonus | A separate bonus amount, when the company reports one. |
| Stock awards | The reported value of stock-based awards; check the footnote for the valuation date and award types. |
| Option awards | The reported value of options; do not treat it as proceeds from exercising them. |
| Non-equity incentive plan compensation | A separate incentive category. In Healthpeak’s 2025 disclosure, it represents cash incentive awards under the company’s annual plan. |
| Change in pension value and nonqualified deferred-compensation earnings | A combined category for pension-value changes and earnings on nonqualified deferred compensation, if applicable. |
| All other compensation | A catch-all category whose contents should be identified in the company’s footnotes. |
| Total | The sum of the table’s reported categories for that named executive and fiscal year. |
The table is a useful starting point because it keeps distinct forms of compensation visible instead of presenting only a headline total. It is not, by itself, a complete explanation of how every amount was determined or when an executive might receive cash or shares. The compensation discussion and table footnotes supply that context.
Not every category is populated for every executive. A blank or absent amount means the table does not report a value in that category for that person and year; it should not be filled in by assuming that a typical package must include it. The Healthpeak example, for instance, lists no bonus amount and no option-award amount for Scott M. Brinker in 2025, while showing substantial stock awards and non-equity incentive compensation.
How to read salary and cash incentives
Salary
Salary is the base-pay line. It is shown separately from bonus and non-equity incentive-plan compensation, so adding those categories together can help identify reported cash-related amounts without confusing them with equity awards. Even then, do not assume the table’s total is a cash-pay figure: it also may include stock awards, option awards, retirement-related amounts, and benefits.
Salary is usually the easiest column to interpret as a fixed-pay component, but it is only one part of reported compensation. Its amount does not explain the size or conditions of the incentive package. When comparing two CEOs, look at salary alongside, rather than in place of, the separate incentive and equity columns.
Bonus and non-equity incentive-plan compensation
Bonus has its own column when reported. Non-equity incentive-plan compensation is another separate category. In Healthpeak’s 2025 example, the company describes the non-equity incentive awards as cash incentive awards under its annual plan. The label therefore should not be collapsed into salary or assumed to mean stock compensation.
Incentives can be tied to company or individual performance, but the table alone may not tell you which measures apply, how targets were set, or how outcomes were determined. Check the company’s compensation discussion and the relevant footnotes before describing a particular CEO’s incentive metrics. The Healthpeak example establishes what that issuer disclosed; it is not a universal description of every company’s plan.
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Keep the two incentive lines distinct when summarizing a filing. A company may report a bonus separately, a non-equity incentive amount, both, or neither. Healthpeak’s 2025 table illustrates why the labels matter: it reports no bonus amount but lists $1,986,156 in non-equity incentive plan compensation. Treating the two as interchangeable would hide how that issuer classified the award.
What stock awards and options mean in the total
Stock awards and grant-date value
Stock awards are an equity-compensation category. Depending on the award terms disclosed by the company, they may include time-based awards and performance-based awards. Healthpeak says its 2025 stock-award figures reflect grant-date fair value for time-based and performance-based equity, calculated under the principles used to value equity awards for financial statements.
Grant-date fair value is not the same as cash paid in the year of the grant, a guaranteed payout, or the eventual value of the award. The value ultimately realized can differ as the share price changes and as vesting or performance conditions play out. When comparing a stock-award figure with salary or cash incentives, keep that difference in view rather than treating every dollar in the table as equivalent.
Look for the company’s explanation of the award type and its conditions before drawing conclusions about what the executive may ultimately receive. Time-based and performance-based awards do not describe identical conditions: the former are tied to the applicable time or vesting terms, while the latter depend on the performance conditions specified by the issuer. The stock-award line alone does not tell a reader whether those conditions were later met, how many shares eventually vested, or what the shares were worth at that later point.
For this reason, two reported stock-award amounts can be difficult to compare without their footnotes. The Summary Compensation Table provides a reported value, while the award terms and valuation explanation provide context for how that number was determined. Keep the table figure labeled as its reported grant-date value when that is the basis used in the filing; do not silently replace it with later market value or cash received.
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Option awards
Options give an executive a right to purchase shares subject to an exercise price and the award’s conditions. The option-award amount in the table is a separately reported compensation value; it should not be read as the cash proceeds an executive would receive by exercising options. Specific exercise prices, vesting provisions, expiration terms, or other conditions must be checked in the issuer’s own disclosure. The reviewed examples establish that options can appear as a separate category, not that every CEO receives them.
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An option award is therefore not the same thing as a share award or an immediate payment. The executive’s ability to exercise depends on the terms disclosed by the company, and the table’s option-award value is not a statement of what an exercise would yield. If a filing has no option-award amount for a particular CEO and year, do not infer an unreported option value from the stock-award line.
Retirement-related amounts and other compensation
Pension and deferred compensation
The table may include a combined line for change in pension value and nonqualified deferred-compensation earnings. It is separate from salary, incentive pay, and equity awards. A missing or empty amount in this category should not be filled in by inference: report what the company’s table shows for the specific executive and year.
The category combines two kinds of retirement-related reporting in one line, so its label should be retained when quoting a figure. Do not assume that the reported amount is a current cash payment simply because it contributes to the total. Review the filing’s explanation and footnote, where available, to understand what component is being reported for that executive.
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All other compensation
“All other compensation” is a broad category, not a standardized list of identical perks. The table’s footnotes explain its contents. In Healthpeak’s 2025 CEO example, that category includes retirement-plan contributions, wellness and medical items, financial planning, and security-related benefits. Those are issuer-specific disclosures and should not be presented as benefits every CEO receives.
The footnote matters because a single line may collect several items of different kinds. To describe what it represents, use the issuer’s actual breakdown rather than substituting a general list of executive perks. Likewise, a category’s label alone does not show whether a specific item is a benefit, contribution, or other disclosed compensation amount.
A 2025 example: Healthpeak Properties CEO Scott M. Brinker
Healthpeak Properties’ 2026 proxy statement reports a 2025 Summary Compensation Table total of $10,072,994 for President and CEO Scott M. Brinker. The components show why the headline total needs unpacking:
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| 2025 category | Reported amount |
|---|---|
| Salary | $825,000 |
| Bonus | No amount listed |
| Stock awards | $7,208,688 |
| Option awards | No amount listed |
| Non-equity incentive plan compensation | $1,986,156 |
| Change in pension value and nonqualified deferred-compensation earnings | No amount listed |
| All other compensation | $53,150 |
| Total | $10,072,994 |
The largest listed component is stock awards, whose reported value is based on grant-date fair value in this filing. The table therefore illustrates a mix of salary, cash incentives, equity value, and other compensation—not a claim that the CEO received the full total as cash in 2025. This is one company’s disclosure, not an industry average or evidence of what is typical.
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One free scan finds every outdated or missing driver and matches the right update for your exact hardware.Free scan · exact hardware matchThe example also shows why a total should be read together with its component lines. Salary is $825,000, while the stock-award entry is $7,208,688 and the cash incentive entry is $1,986,156. Those figures are reported in different categories and do not have identical form or timing. In particular, the stock figure is a grant-date accounting value, not a report of cash in hand or a guarantee of the eventual value of the awards.
The 2025 figures also show that an unreported category is not necessarily a missing piece of a compensation package: the table lists no bonus, options, or pension/deferred-compensation amount for this CEO in that year. The correct reading is to describe the categories and amounts that the proxy reports, then consult the notes for their definitions. Do not generalize from this one example to other companies or CEOs.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.How to compare two CEOs’ reported compensation
A comparison is only useful when the numbers share a reporting basis. Use the same fiscal year and the Summary Compensation Table total for each person, rather than combining a table total for one CEO with a later realized-pay figure or another adjusted measure for the other.
- Match the fiscal years. Proxy statements can present several years. Confirm which fiscal year each column covers and whether the person and compensation arrangement remained the same during the period.
- Compare cash categories separately. Review salary, bonus, and non-equity incentive-plan compensation rather than treating them as interchangeable. Check the company’s discussion for incentive terms and performance measures.
- Inspect equity values and dates. Compare stock-award and option-award categories, then read the footnotes to identify how the figures were valued and what award conditions apply. Do not equate grant-date fair value with later vesting, exercise proceeds, or realized value.
- Check retirement and other compensation. Review pension or deferred-compensation amounts and the details behind “all other compensation.” A category with a similar label may contain different items at different issuers.
- Keep the total in context. The reported total adds the listed categories for that year; it does not make their timing, form, or conditions identical. State the fiscal year and reporting basis whenever you quote it.
One company’s filing cannot establish an industry norm. The available examples show that categories and populated amounts can vary; they do not provide a supported industry-wide statistic. Comparisons should describe the specific filings examined, not generalize from a single CEO or issuer.
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Finally, distinguish a comparison of disclosed compensation from a judgment about which CEO was paid more in cash or ultimately realized greater value. The table supports comparisons of reported categories on its stated basis. It does not by itself establish cash received, shares ultimately vested, option exercise proceeds, or the final value of equity awards.
What the table does not establish
A Summary Compensation Table is a standardized disclosure format for the U.S. public-company examples discussed here, not a universal account of CEO pay. These filings do not establish what private companies disclose or what CEOs everywhere receive. Nor does a reported award value alone establish its eventual cash value: stock and option awards have company-specific terms, and stock-award values can change in realized terms as prices and vesting outcomes change.
For a reader evaluating a headline compensation figure, the essential context is the issuer, fiscal year, reporting category, and footnote definition. Without those, a single total can obscure whether its largest element was salary, cash incentive, equity award value, or another form of compensation.
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Frequently Asked Questions
Does a CEO’s reported total compensation mean that amount was paid in cash that year?
No. The Summary Compensation Table adds reported categories that can include salary and cash incentives, but also stock and option award values, pension or deferred-compensation amounts, and other compensation. Stock-award amounts may be grant-date fair values rather than cash paid or value realized in that year.
Is the stock-award value a guaranteed payout?
No. Healthpeak’s 2025 stock-award amount reflects grant-date fair value for time-based and performance-based equity. The eventual value can differ as share prices change and vesting or performance conditions play out. Check the issuer’s footnotes for the award terms.
Do all CEOs receive bonuses, stock awards, or options?
No. Categories and populated amounts vary. In Healthpeak’s 2025 table for CEO Scott M. Brinker, no bonus or option-award amount is listed, while stock awards and non-equity incentive-plan compensation are reported. Do not assume a category applies when the filing does not show it.
How should I compare compensation for two CEOs?
Use the same fiscal year and the same reporting basis, compare each category separately, and read the footnotes for equity valuation, award conditions, pension or deferred compensation, and other compensation. Keep the Summary Compensation Table total distinct from later realized value or a different adjusted measure.
The Bottom Line
A CEO’s Summary Compensation Table total combines reported categories, not necessarily cash paid in that year. Identify the fiscal year, compare the categories on the same reporting basis, and use footnotes to understand equity values, incentive terms, retirement amounts, and other compensation.
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