Anita Gonzales
About Anita Gonzales
Anita Gonzales is Revvity’s Vice President and Chief Accounting Officer (principal accounting officer) effective October 23, 2025; she previously served as Vice President and Controller since May 2023 and joined Revvity in March 2021 as Senior Director of Integration and Controllership Initiatives . She is 49, holds Master of Public Accounting and Bachelor of Business Administration degrees from the University of Texas at Austin, and is a Certified Public Accountant . Prior to Revvity, she spent 10 years at GE, including Director of Audit and Advisory Practices (Corporate) from 2016–2021 and Global Controller – Commercial Engines at GE Aviation; earlier she held roles up to Senior Manager at PwC . Company performance context during FY2024: GAAP revenue $2,755 million vs $2,751 million in FY2023, GAAP EPS from continuing operations $2.30 vs $1.44, adjusted EPS $4.90 vs $4.65, GAAP operating income $347 million vs $301 million, and operating margin 12.6% vs 10.9% .
Company Performance Context (FY)
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| GAAP Revenue ($USD Millions) | $2,751 | $2,755 |
| GAAP EPS (Continuing Ops) | $1.44 | $2.30 |
| Adjusted EPS (Continuing Ops) | $4.65 | $4.90 |
| GAAP Operating Income ($USD Millions) | $301 | $347 |
| Operating Margin (%) | 10.9% | 12.6% |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Revvity | Senior Director, Integration & Controllership Initiatives | Mar 2021–May 2023 | Led integration and controllership projects to strengthen technical accounting and controls |
| Revvity | Vice President & Controller | May 2023–Oct 2025 | Oversaw controllership, financial reporting readiness and internal controls |
| GE (Corporate) | Director, Audit & Advisory Practices | 2016–2021 | Responsible for technical accounting and audit standards across Corporate Audit Staff |
| GE Aviation | Global Controller – Commercial Engines | — | Global controllership for Commercial Engines business |
| PwC | Senior Manager | — | Led audit/assurance engagements and technical accounting work |
External Roles
No public company board or external directorships disclosed for Gonzales. (Not disclosed in filings .)
Fixed Compensation
- Base salary, target bonus %, and actual bonus paid for Gonzales are not disclosed in public filings. (Not disclosed in the DEF 14A or 8-K appointment filing .)
- Company-wide executive incentive framework is pay-for-performance with a significant portion at risk; details for named executive officers (NEOs) are presented for context only .
Performance Compensation
Global ICP (annual cash incentive) metrics and FY2024 corporate achievement (for NEOs; framework likely guides broader executives):
| Metric | Weighting | Minimum | Target | Maximum | Actual FY2024 | Payout vs Target |
|---|---|---|---|---|---|---|
| Organic Revenue Growth | 40% | 0.0% (50%) | 2.0% (100%) | 4.0% (200%) | 1.0% | 65% |
| Adjusted EPS | 40% | $4.50 (50%) | $4.65 (100%) | $4.90 (200%) | $4.95 | 200% |
| Free Cash Flow Conversion | 20% | 70% (50%) | 80–85% (100%) | 100% (200%) | 96% | 180% |
| Corporate Achievement | — | — | — | — | — | 142% overall |
- LTIP design (NEO program): 50% PRSUs (performance-based), 25% stock options + 25% RSUs (time-based) or 50% stock options via equity choice; options/RSUs vest 1/3 annually; PRSUs vest at end of 3-year cycle based on financial goals with relative TSR modifier .
- 2022–2024 PRSUs paid at 0% based on adjusted revenue/EPS underperformance; TSR at 35th percentile had no modifier effect .
Note: Gonzales’s specific participation/targets in ICP/LTIP are not disclosed; tables reflect company program structure and outcomes for NEOs .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| RSU Grant | 715 RSUs granted March 1, 2024 (reported late due to administrative error; Form 4 filed March 21, 2024) |
| Beneficial Ownership | Not individually disclosed in the FY2024 proxy’s beneficial ownership table (table lists directors, NEOs, and >5% holders) . |
| Pledging/Hedging | Officers are prohibited from pledging company stock or engaging in hedging/derivative transactions per Revvity’s Securities Trading Policy . |
| Ownership Guidelines | Company maintains meaningful stock ownership guidelines for executives (specific multiples not disclosed in reviewed sections) . |
Employment Terms
| Term | Disclosure |
|---|---|
| Appointment | Appointed Vice President & Chief Accounting Officer effective October 23, 2025 . |
| Role/Authority | Serves as principal accounting officer; signed Q3 2025 Form 10-Q certifications and signatures as CAO . |
| Contract/Severance | No individual employment agreement, severance, or change-of-control terms for Gonzales disclosed in available filings . |
| Clawback | Company maintains clawback policy on incentive plans and certain stock option gains . |
| Trading Restrictions | Prohibits short sales, options/derivatives, hedging/monetization; officers may not pledge shares or hold company securities in margin accounts . |
Investment Implications
- Alignment: RSU grant and executive stock ownership expectations plus no-pledging/hedging rules indicate alignment with shareholders and reduced misalignment risk .
- Retention: Rapid progression (Controller → CAO) and principal accounting responsibility suggest increased organizational reliance; no specific severance/CIC protections are disclosed that would influence retention economics for Gonzales .
- Pay-for-Performance Context: Executive incentives tied to organic revenue growth, adjusted EPS, and free cash flow conversion; FY2024 corporate achievement at 142% drove elevated payouts for NEOs, signaling a high pay-for-performance linkage during 2024 .
- Trading Signals: With RSUs outstanding, monitor future Form 4s for vesting-driven sales; pledging and hedging are prohibited, which reduces forced-sale risks from collateral arrangements .
- Execution/Controls: As CAO and principal accounting officer, Gonzales’s role is core to reporting integrity; Q3 2025 signatures underscore accountability for controls and disclosures, relevant to governance-quality assessment .
Key gaps: Gonzales’s base salary, bonus target, equity mix, and severance/CIC terms are not disclosed in filings reviewed; rely on future proxies and any compensatory 8-Ks for precise economics .