Scott C. Donnelly

Chairman, President, and CEO at Textron Inc

Board

Since December 2009

Age

63 years

Tenure

Joined in June 2008 as Executive Vice President and Chief Operating Officer; promoted to President and COO in January 2009, appointed to the Board in October 2009, and became CEO in December 2009 before subsequently assuming the Chairman role in September 2010.

Also at Textron Inc

David Rosenberg

VP, Investor Relations (CFO effective Mar. 1, 2025)

ERL

E. Robert Lupone

EVP, General Counsel, Secretary, and CCO

FTC

Frank T. Connor

EVP and CFO (retiring Feb. 28, 2025)

About

Scott C. Donnelly is a seasoned executive with extensive experience in the aerospace and defense sectors. Although personal details such as his educational background are not provided, his career accomplishments highlight his deep industry expertise and leadership.

He began his tenure at Textron in June 2008 as Executive Vice President and Chief Operating Officer, quickly ascending the ranks to be promoted to President and COO in January 2009. His rapid progression continued with his appointment to the Board in October 2009 and his elevation to Chief Executive Officer in December 2009, a role that set the stage for further leadership responsibilities.

Before his time at Textron, he made significant contributions at General Electric, where he served as President and CEO of the Aviation business unit, and as Senior Vice President of GE Global Research since 1989. Additionally, his role on the board of directors at Medtronic plc since 2013 underscores his influential presence in the broader industry.

$TXT Performance Under Scott C. Donnelly

Past Roles

Organization	Role	Date Range
Textron Inc.	President and Chief Operating Officer	January 2009 - December 2009
Textron Inc.	Executive Vice President and Chief Operating Officer	June 2008 - January 2009
General Electric (GE)	President and CEO of GE Aviation	July 2005 - June 2008
General Electric (GE)	Senior Vice President of GE Global Research	Prior to July 2005

External Roles

Organization	Role	Date Range
Medtronic plc	Board of Directors	2013 - Present

Fixed Compensation

Data from FY 2023

Component Name	Amount	Payment Schedule	Additional Details
Base Salary	$1,352,500	Annual	Fixed annual salary
All Other Compensation	$157,548	Annual	Includes Personal Use of Company Aircraft ($120,000) and Company Contributions to Retirement Plans ($37,548)

Performance Compensation

Data from FY 2023

Annual Incentive Compensation (Cash)

Metric Name	Weight	Threshold	Target	Maximum	Actual	Payout Percentage
Enterprise Net Operating Profit (NOP)	60%	$913M	$1,284M	$1,664M	$1,327M	66.79%
Manufacturing Cash Flow	35%	$391M	$846M	$1,301M	$931M	41.54%
Hiring Diversity Performance	5%	37.3%	47.3%	57.3%	46.5%	4.60%

Total payout achieved: 112.93% of target

Detail	Value
Grant Date	March 1, 2023
Target Amount	$2,320,500 (170% of base salary)
Maximum Amount	$4,641,000 (200% of target)
Grant Date Stock Price	$73.19

Performance Share Units (PSUs)

Metric / Detail	Value
Performance Metrics & Weights	ROIC: 50%, Manufacturing Cash Flow: 30%, Relative TSR: 20%
Threshold/Target/Maximum Values	Not disclosed numerically
Grant Date	March 1, 2023
Grant Date Fair Value	$6,733,700
Grant Date Stock Price	$73.19
PSUs Granted - Threshold	23,001 units
PSUs Granted - Target	92,003 units
PSUs Granted - Maximum	184,006 units
Vesting Schedule	Vests at the end of the three-year performance period (fiscal year 2025)

Stock Options

Detail	Value
Grant Date	March 1, 2023
Grant Date Fair Value	$3,477,679
Exercise Price	$73.19
Number of Options Granted	145,937
Vesting Schedule	Vests ratably over three years starting March 1, 2024
Expiry	March 1, 2033

Restricted Stock Units (RSUs)

Detail	Value
Grant Date	March 1, 2023
Grant Date Fair Value	$3,366,886
Number of RSUs Granted	46,002 RSUs
Vesting Schedule	Vests in full on March 1, 2026
Performance Criteria	Time-based; not subject to performance metrics

Note: While the Annual Incentive Compensation and PSUs are explicitly performance-based, the Stock Options and RSUs are structured under the long-term incentive plan without specific performance thresholds.