The Company maintains an equity incentive plan, the 2014 Omnibus Incentive Plan, as amended and restated effective as of May 8, 2025 (the 2014 Omnibus Plan), to govern awards granted to V2X employees and directors, including nonqualified stock options (NQOs), restricted stock units (RSUs), performance share units (PSUs) and other awards. The Company accounts for NQOs, stock-settled RSUs and PSUs as equity-based compensation awards.


	Three Months Ended			Six Months Ended
		June 27,		June 28,		June 27,		June 28,
(In thousands)		2025		2024		2025		2024
Compensation costs for equity-based awards		$	3,729	$	6,296	$	6,181	$	11,279
Compensation costs for other awards		—		349		—		515
Total compensation costs, pre-tax		$	3,729	$	6,645	$	6,181	$	11,794
Future tax benefit		$	888	$	1,585	$	1,471	$	2,813

The following table provides a summary of the activities for NQOs, RSUs and PSUs for the six months ended June 27, 2025:


	NQOs			RSUs			PSUs
(In thousands, except per share data)	Shares	Weighted Average Exercise Price Per Share		Shares	Weighted Average Grant Date Fair Value Per Share		Shares	Weighted Average Grant Date Fair Value Per Share
Outstanding at January 1, 2025	34	$	22.43	436	$	43.11	258	$	43.98
Granted	—	$	—	246	$	48.74	140	$	53.59
Exercised	(2)	$	32.04	—	$	—	—	$	—
Vested	—	$	—	(210)	$	41.88	—	$	—


Forfeited or expired	—	$	—	(34)	$	45.31	(11)	$	27.42
Outstanding at June 27, 2025	32	$	21.73	438	$	46.69	387	$	45.41

RSUs awarded to employees vest in one-third increments on each of the three anniversary dates following the grant date subject to continued employment as described in the RSU award agreement. RSUs issued to directors are typically granted annually and vest approximately one year after the grant date. The fair value of each RSU grant was determined based on the closing price of V2X common stock on the date of grant. Stock compensation expense will be recognized ratably over the requisite service period of the RSU awards.

During the six months ended June 27, 2025, the Company granted performance-based awards that include two performance components, including TSR performance and Adjusted Earnings Per Share performance. The performance-based awards will vest and the stock will be issued at the end of a three-year period assuming and based on i) the attainment of total shareholder return performance measures relative to certain Aerospace and Defense companies in the S&P 1500 Index, ii) Company performance against an annual adjusted EPS target established each year and iii) the employee's continued service through the vesting date. The number of shares ultimately awarded, if any, can range up to 200% of the specified target awards. If performance is below the threshold level of performance, no shares will be issued. A Monte Carlo valuation model was used to determine the fair value of the awards by simulating 50,000 potential TSR outcomes for the Company and a group of peer companies over the performance periods, and determined the amount of the payout that would occur in each simulation. The fair value is based on the average of the results.