Woodward, Inc

Fort Collins

Total Offices: 6

Year Founded: 1870

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Woodward, Inc Compensation & Benefits

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Woodward, Inc and has not been reviewed or approved by Woodward, Inc.

How are the compensation & benefits at Woodward, Inc?

Strengths in retirement, healthcare, and time-off breadth are accompanied by challenges around base-pay fairness, progression pace, and incentive consistency. Together, these dynamics suggest a robust total-rewards foundation that many value, while satisfaction with cash competitiveness varies by role and location.

Key Insight for Candidates

Woodward’s signature tradeoff: unusually generous retirement (4.5% 401(k) match, immediately vested, plus an extra 5% in company stock) versus base pay that can feel middling. This skews total compensation toward long‑term savings and employer stock, so rebalance accordingly and weigh base‑salary priorities.

Evidence in Action

401(k) Match Plus Stock — 401(k) match 100% of first 3% and 50% of next 3% (max 4.5%) plus an additional 5% contribution in Woodward stock; matches vest immediately and most members are auto-enrolled. This reliably boosts retirement savings and builds ownership, while requiring rebalancing to avoid single‑stock concentration.
Tuition Assistance And Learning — U.S. Tuition Assistance Program (up to $5,250) and Woodward University with LinkedIn Learning access are standard benefits. Employees can upskill and pursue degrees with reduced out‑of‑pocket costs, accelerating progression and increasing long‑term earning potential.

Positive Themes About Woodward, Inc

Retirement Support: Feedback suggests the retirement program combines a 401(k) match with additional company contributions and ownership opportunities, strengthening long-term rewards. Profit-sharing and an employee stock purchase plan further expand savings options.
Healthcare Strength: Core coverage spans medical, dental, vision, life insurance, and disability, and is frequently characterized as comprehensive. Well-being programs and assistance resources add depth to the health offering.
Leave & Time Off Breadth: Paid holidays, vacation/PTO, and paid maternity/paternity leave are included. The ability to purchase additional vacation in some cases broadens time-off flexibility.

Considerations About Woodward, Inc

Unfair & Opaque Compensation: Pay is often characterized as average to slightly below market in some roles and locations, and management pay is occasionally viewed as misaligned. Concerns about how pay is set and communicated contribute to perceptions of inequity.
Stagnant Pay & Limited Progression: Merit increases are described as modest, and raises are often tied to promotions that can be infrequent. Over time, this dynamic can leave compensation trailing market movement.
Weak & Unreliable Incentives: Variable pay elements such as annual bonuses are portrayed as modest or inconsistent. This limits the impact of incentives in elevating overall cash compensation.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.