The Company maintains an equity incentive plan, the Third Amendment and Restatement of the V2X, Inc. 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.

The following table provides a summary of the activities for NQOs, RSUs and PSUs for the nine months ended October 2, 2026:


	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, 2026	10	$	21.19	408	$	46.96	368	$	48.48
Granted	—	—		190	$	70.57	120	$	76.46
Exercised	(7)	$	20.78	—	—		—	—
Vested	—	—		(212)	$	45.95	(34)	$	40.96

Cancelled	—	—		—	—		(109)	$	43.85
Forfeited or expired	—	—		(32)	$	57.74	(40)	$	62.28
Outstanding at October 2, 2026	3	$	21.98	354	$	59.27	305	$	61.57

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 nine months ended October 2, 2026, the Company granted PSUs that become eligible to vest based on the achievement of Adjusted Earnings Per Share (adjusted EPS) and relative Total Shareholder Return (rTSR) goals over the three-year performance period. The performance-based awards will vest and the stock will be issued at the end of a three-year period based on i) Company performance against an annual adjusted EPS target established each year, over three years, as determined by the Compensation and Human Capital Committee of the Company’s Board of Directors (Compensation Committee), and a three-year rTSR modifier as compared to certain Aerospace & Defense companies approved by the Compensation Committee and assuming ii) the employee’s continued service through the vesting date in accordance with the terms of the 2014 Omnibus Plan. The number of shares ultimately awarded, if any, can range up to 200% of the specified target awards. A Monte Carlo valuation model was used to determine the fair value of the awards by simulating 50,000 potential Total Shareholder Return outcomes for the Company and a group of peer companies over the performance periods to determine the amount of the payout that would occur in each simulation. The fair value is based on the average of the results.