Is the Otis Worldwide CEO Overpaid?
On pay-for-performance, Otis Worldwide scores C (61/100) on the CEOPay rubric: Judy Marks earned $8.0M in 2025 while the company posted a -6.2% three-year total shareholder return — meaning pay alignment is mixed. "Overpaid" is ultimately a judgment, but the grade puts the pay package next to the results it was meant to reward.
This page answers a common executive-compensation question: Is the Otis Worldwide CEO Overpaid?. The answer draws on SEC DEF 14A proxy statements, the public disclosure mechanism for U.S. public-company executive pay. Every public company must file an annual proxy statement disclosing CEO and named-executive-officer compensation in detail. Why this matters for shareholders: executive compensation is the single most-disclosed governance metric at U.S. public companies, and the Dodd-Frank-mandated say-on-pay vote gives shareholders an explicit channel to express approval or dissent. Reading pay data well — including pay-versus-performance, peer-group selection, and time-vesting structures — is a basic part of stock-by-stock fundamental analysis.
The detailed answer below uses the actual proxy-statement filings, explains how to read them, and translates the executive-compensation accounting into the shareholder-relevant interpretation.
Otis Worldwide Pay-for-Performance Scorecard
- Pay-for-Performance grade
- C (61/100)
- 3-yr shareholder return
- -6.2%
- 3-yr revenue growth
- 0.8%
- Say-on-pay approval
- 90.5%
- CEO total comp
- $8.0M
- CEO-to-worker ratio
- 107:1
Source: Otis Worldwide SEC DEF 14A proxy statement. Pay-for-Performance grade is CEOPay's proprietary score (TSR alignment 40%, revenue-vs-pay growth 30%, say-on-pay 20%, pay ratio vs peers 10%).
The CEOPay Pay-for-Performance Score grades Otis Worldwide a C (61/100). It weighs four factors pulled from the company's SEC filings: three-year total shareholder return alignment (44/100), revenue growth versus compensation growth (52/100), say-on-pay vote support (90/100), and CEO-to-worker pay ratio versus peers (97/100). Judy Marks's $8,000,000 package is the number those factors judge.
Over the trailing three years, Otis Worldwide delivered -6.2% total shareholder return on 0.8% revenue growth, and 90.5% of shareholders approved the pay plan in the most recent say-on-pay vote. That mix is roughly average; the pay neither clearly led nor clearly lagged the results.
There is no single threshold for "overpaid." The package only pays out in full if performance and vesting conditions are met, and equity dominates it: $4,000,000 of Judy Marks's 2025 pay came from stock awards versus $800,000 in base salary. Reasonable shareholders weigh the grade, the say-on-pay vote, and the peer-group context together rather than the headline number alone.
Pay & Performance Data
| Component | Amount |
|---|---|
| Total Compensation | $8,000,000 |
| Base Salary | $800,000 |
| Stock Awards | $4,000,000 |
| Option Awards | $960,000 |
| Non-Equity Incentive | $1,200,000 |
| CEO-to-Worker Pay Ratio | 107:1 |
| Pay-Performance Grade | C |
Frequently Asked Questions
On pay-for-performance, Otis Worldwide scores C (61/100) on the CEOPay rubric: Judy Marks earned $8.0M in 2025 while the company posted a -6.2% three-year total shareholder return — meaning pay alignment is mixed. "Overpaid" is ultimately a judgment, but the grade puts the pay package next to the results it was meant to reward.
Our Pay-for-Performance Score rates Otis Worldwide as C (61/100), based on three-year total shareholder return of -6.2%, revenue growth of 0.8%, and shareholder say-on-pay vote approval.
Judy Marks, CEO of Otis Worldwide, earned $8.0M in total compensation in 2025, including $4.0M in stock awards and $800,000 in base salary.
Otis Worldwide's CEO-to-worker pay ratio is 107:1. CEO Judy Marks earns approximately 107 times the median worker's pay of $75,000, as disclosed in the company's SEC DEF 14A proxy statement.
Judy Marks is the chief executive officer of Otis Worldwide (OTIS).
More about Otis Worldwide
On pay-for-performance, Otis Worldwide scores C (61/100) on the CEOPay rubric: Judy Marks earned $8.0M in 2025 while the company posted a -6.2% three-year total shareholder return — meaning pay alignment is mixed. "Overpaid" is ultimately a judgment, but the grade puts the pay package next to the results it was meant to reward.
Source: SEC EDGAR DEF 14A proxy statements, 2026.