General Electric vs Lockheed Martin — CEO Pay Comparison
Larry Culp (General Electric) earns $6.0M more in total compensation than Jim Taiclet (Lockheed Martin).
| Metric | General ElectricGE | Lockheed MartinLMT |
|---|---|---|
| CEO | Larry Culp | Jim Taiclet |
| Industry | Aerospace & Defense | Aerospace & Defense |
| Total Compensation | $18.0M | $12.0M |
| Base Salary | $1.8M | $1.2M |
| Stock Awards | $9.0M | $6.0M |
| Option Awards | $2.2M | $1.4M |
| Non-Equity Incentive | $2.7M | $1.8M |
| Pay-for-Performance Grade | C (52/100) | B (69/100) |
| CEO-Worker Pay Ratio | 180:1 | 120:1 |
| Median Worker Pay | $100K | $100K |
| Say-on-Pay Approval | 92.1% | 92.8% |
| 3yr Total Shareholder Return | +2.7% | +5.7% |
| Revenue | $67.9B | $67.6B |
| Market Cap | $210.0B | $130.0B |
| Employees | 125,000 | 122,000 |
Analysis
Larry Culp (General Electric) earns $18.0M in total compensation, while Jim Taiclet (Lockheed Martin) earns $12.0M. That is a difference of $6.0M.
On pay-for-performance alignment, General Electric scores C (52/100) while Lockheed Martin scores B (69/100). Lockheed Martin's CEO compensation is better aligned with company performance.
General Electric's CEO-to-worker pay ratio is 180:1 compared to Lockheed Martin's 120:1. Shareholders approved CEO pay at 92.1% (General Electric) and 92.8% (Lockheed Martin).