DEF 14A of Primis Financial Corp.
Filed Apr 10, 2026 · FY20250001104659-26-041860
ELECTION OF DIRECTORS
ELECTION OF DIRECTORS
Election Procedures; Term of Office; Director Retirements
Election Procedures; Term of Office; Director Retirements Members of the Company’s and the Bank’s Board of Directors are expected to have the appropriate skills and characteristics necessary to function in the Company and Bank’s current operating environment and contribute to its future direction and strategies. These include legal, financial, management and other relevant skills. In addition, the Company looks to achieve a diversified Board, including members with varying experience, skill, age, perspective, residence, background, other demographic characteristics, which we believe will effectively represent the long-term interests of the stockholders. All of our directors are nominated on the basis of merit. In the 2025 annual meeting, the stockholders approved amendments to the Company’s bylaws to reflect the elimination of the Company’s classified Board structure. The Board of Directors currently consists of ten directors. Following the date of the annual meeting, the Board of Directors will consist of ten directors in the event that each of the nominees is elected. Our directors will be elected annually to a one-year term to expire at the end of the next annual meeting of the shareholders or until his or her successor is duly elected and qualified. The Board of Directors has approved the nomination of John F. Biagas, W. Rand Cook, Deborah B. Diaz, F.L. Garrett, III, Dr. Allen R. Jones Jr., John M. Eggemeyer, Eric A. Johnson, Scott R. Gamble, J. Brock Saunders and Dennis J. Zember Jr. to serve as directors. The nominees receiving a plurality of the votes of the shares of Common Stock present in person or by proxy at the Annual Meeting and entitled to vote on the election of directors will be elected. Unless the authority to vote for the election of directors is withheld, all shares of Common Stock represented by proxy will be voted FOR the election of the nominees. Each director nominee has consented to being named in this proxy statement and to serving as a director if elected. If any nominee is unavailable to serve as a director for any reason before the election, the shares represented by proxy will be voted for such other person, if any, as may be designated by the Board of Directors. The Board of Directors has no reason to believe that the nominees will be unavailable to serve as a director. Any director vacancy occurring after the election may be filled only by a majority vote of the remaining directors, even if there is less than a quorum of the Board of Directors. The biographies of the nominee directors below contains information regarding the person’s service as a director, business experience, director positions held currently or at any time during the last five years, information regarding involvement in certain legal or administrative proceedings, if applicable, and the experiences, qualifications, attributes or skills that caused the Corporate Governance Committee and the Board of Directors to determine that the person should serve as a director.
Nominees for Election
Nominees for Election The following table sets forth the name, age and positions with the Company and Primis Bank (the “Bank”) for the nominees for election as directors of the Company:
Nominees for Election
| Nominee | Age | Director since | Positions with the Company and Bank | Committee Membership (C = Chair) (EO = ex officio) (F = financial expert) | | John F. Biagas | 61 | 2017 | Director and Chairman of the Company and the Bank | Audit (EO), Corporate Governance (EO), Compensation (EO), Asset-liability (EO) and Enterprise Risk (EO) | | W. Rand Cook | 72 | 2020 | Director and Vice-Chairman of the Company and the Bank | Audit (EO), Corporate Governance (C), Compensation (EO), Asset-liability (EO) and Enterprise Risk (EO) | | Deborah B. Diaz | 68 | 2020 | Director of the Company and the Bank | Audit, Corporate Governance and Enterprise Risk (C) | | F.L. Garrett, III | 85 | 2017 | Director of the Company and the Bank | Corporate Governance, Compensation and Asset-liability | | Dr. Allen R. Jones Jr. | 62 | 2021 | Director of the Company and the Bank | Enterprise Risk | | John M. Eggemeyer | 80 | 2021 | Director of the Company and the Bank | Audit (F), Compensation (C) and Enterprise Risk | | Eric A. Johnson | 72 | 2017 | Director of the Company and the Bank | Audit (C) and Corporate Governance | | Scott R. Gamble | 66 | N/A | Director of the Company and the Bank | Audit and Asset-liability (1) | | J. Brock Saunders | 42 | N/A | Director of the Company and the Bank | Compensation and Asset-liability (1) | | Dennis J. Zember Jr. | 56 | 2020 | Director of the Company and the Bank; President and Chief Executive Officer of the Company and Chief Executive Officer of the Bank | Asset-liability |
Nominees for Election
| (1) Proposed pending the shareholder approval of their election. |
Nominees for Election
John F. Biagas has been a director of the Company and the Bank since the closing of the Company’s merger with Eastern Virginia Bankshares, Inc. (“EVBS”) in June 2017, and on March 20, 2025, the Board of Directors named Mr. Biagas Chairman of the Board of Directors of the Company and the Bank. Mr. Biagas served as a director of EVBS and Eastern Virginia Bank (“EVB”) from 2014 until 2017, and has been the owner, President and CEO of Bay Electric Co., Inc., an electrical and general contractor located in Newport News, Virginia since 1997. Mr. Biagas is a Master Electrician licensed in four states and the District of Columbia. Bay Electric serves a very diverse client base and specializes in general contracting as well as in design/build general and electrical construction, security/technology solutions and services, and solar photovoltaic. Under Mr. Biagas’ direction, Bay Electric has become one of the fastest growing minority-owned electrical and general construction contractors in the Mid-Atlantic region with annual revenues in excess of $70 million. Mr. Biagas is also the Vice Rector for the Old Dominion University Board of Visitors and serves as vice chair of the Student Advancement Committee and as a member of the Administration and Finance Committee. Mr. Biagas provides the Board of Directors essential guidance related to his business development expertise and general business experience through owning and operating a fast-paced contracting company and working on multi-million dollar projects. Mr. Biagas brings to the Board of Directors extensive experience in identifying potential risks and rewards in real estate development and construction. Mr. Biagas also brings to the Board of Directors leadership skills and oversight experience through his service on numerous local, statewide and national boards, including the U.S. Chamber of Commerce Board of Directors, a founding and current member of the Virginia Chapter of the Young Presidents Organization and as a founding member and director of Virginia Company Bank from its inception in 2005 until its acquisition by EVBS in 2014. W. Rand Cook has served as Vice-Chairman of the Company of the Bank since March 20, 2025. From March 26, 2020 through March 20, 2025, Mr. Cook served as Chairman of the Board of each the Company and the Bank. Mr. Cook has also served as a director of the Company and the Bank since the closing of the Company’s merger with EVBS in June 2017. Mr. Cook served as Chairman of the Board of Directors of EVBS and served as a director of EVB and a predecessor of EVB from 2000 until June 2017. Mr. Cook retired as a Partner in the law firm of McCaul Marin P.C. in 2025, where he practiced law since 1985, and was also the Commissioner of Accounts for Hanover County Circuit Court. Mr. Cook holds both MBA and JD degrees and prior to retirement focused on corporate law and debtor and creditor rights. Mr. Cook has experience in corporate governance, strategic planning and financial planning to the Board of Directors, and his legal background gives Mr. Cook valuable insight into various legal risks that the Company may encounter. Previously, Mr. Cook worked with the Virginia General Assembly, which provides Mr. Cook with a unique perspective on state legislative and regulatory environments. Deborah B. Diaz has served as a director of the Company and the Bank since October 2020. Ms. Diaz is CEO of Catalyst ADV, a technology and strategic growth advisory firm, and venture capital advisor developing new business markets and industry partnership opportunities since 2016. Catalyst ADV currently provides advisory services to high tech, transportation and aerospace clients such as Google, Boeing, Dell Technologies, Leidos, Equinix, PTC and many other notable public companies. Previously, Ms. Diaz served as Chief Technology Officer and Deputy Chief Information Officer at the National Aeronautics and Space Administration responsible for global system infrastructure, investment oversight, risk management, data management, innovation and technology infusion from 2009 to 2016. As Chief Information Officer for Science and Technology of the Department of Homeland Security, she was responsible for all global defense and research system infrastructure and manufacturer delivery to support a $1 billion portfolio from 2002 to 2007. She has also served as a senior government executive and international consultant in the areas of intellectual property, patents, digital transformation, data forensics, and foreign joint ventures. Ms. Diaz serves on the advisory boards of Dell Technologies; Intel Corporation; Equinix, Inc.; Raytheon Forcepoint and on the National Association of Corporate Directors (“NACD”) Capital Area Chapter Board. Ms. Diaz has also previously served on multiple private company and non-profit boards. Ms. Diaz was NACD Directorship Certified in 2019. The Company believes Ms. Diaz’s qualifications to sit on the Board of Directors include her extensive operational experience as a technology executive and strategic cybersecurity expert focused on digital transformation and risk management. F.L. Garrett, III has served as a director of the Company and the Bank since the closing of the Company’s merger with EVBS in June 2017. Mr. Garrett served as Vice Chairman of the Board of Directors of EVBS and previously served as Chairman of the Board of Directors of a predecessor of EVB. Mr. Garrett served as a director of the Bank and a predecessor of the Bank from 1982 until June 2017. Mr. Garrett has owned Harborside Storage since 1994, a boat storage company and is also an active realtor with Shaheen Ruth, Martin & Fonville Real Estate in Irvington, Virginia. As a local business owner and a successful realtor, Mr. Garrett brings to the Board of Directors a strong understanding of evolving economic and market conditions in the Company’s market areas. Mr. Garrett has also developed extensive knowledge of our business during his extended service to the Company, the Bank and one of the Bank’s predecessors. Dr. Allen R. Jones, Jr. has been a director of the Company and the Bank since June 15, 2021. Dr. Jones is a licensed physical therapist in the Commonwealth of Virginia. Dr. Jones is the owner and CEO of Dominion Physical Therapy, a practice he founded in 1990 and has since expanded to six locations in the Hampton Roads region. Virginia has been Dr. Jones’ home since 1987, the year he completed his degree in physical therapy from the University of Connecticut. Dedicated to continuing education, he earned a Doctor of Physical Therapy degree from Rocky Mountain University School of Health Professions in Provo, Utah, in 2014 and also holds a postgraduate certification in Clinical Management of Head, Facial and Neck Pain and TMJ Disorders. He has been a member of the American Physical Therapy Association since 1988. Dr. Jones’ passion for high-quality care has led to numerous awards for his practice, as well as statewide leadership positions. In 2014, Gov. Terry McAuliffe appointed him to the Virginia State Board of Physical Therapy. Dr. Jones was reelected as
Nominees for Election
Chairman of the Board of Physical Therapy for the state of Virginia on August 11, 2020, where he previously served as Chairman in 2017 and 2018. Dr. Jones served as Chairman for two consecutive years (2019-2021) for the Board of Health Professions. For three decades, Dr. Jones has worked hard to foster a spirit of community involvement and service through his practice. In 2014, Dr. Jones provided financial and staffing support for a collaborative trip with Old Dominion specialists to the Dominican Republic to educate clinical staff there on the treatment of autism spectrum disorder. Dr. Jones serves as a board member of Norfolk State University Foundation and Old Dominion University School of Physical Therapy & Athletic Training. Dr. Allen contributes to the Board of Directors with strong ties to its surrounding communities in the Company’s market areas. Dr. Allen has also developed extensive knowledge of our business as he served as our Hampton Advisory Board Chairman since 2018. John M. Eggemeyer has been a director of the Company and the Bank since June 15, 2021. Mr. Eggemeyer is a Founder and Managing Principal of Castle Creek Capital LLC, which has been an investor in the banking industry since 1990. Mr. Eggemeyer has over 40 years of experience in the banking industry and has been involved in more than 75 bank acquisitions. In 2006, the American Banker honored Mr. Eggemeyer as “Community Banker of the Year” for his success as a builder of community banking companies. Prior to founding Castle Creek, Mr. Eggemeyer spent nearly 20 years as a senior executive with some of the largest banking organizations in the U.S. with responsibilities across a broad spectrum of banking activities. Mr. Eggemeyer has served as the Chairman of PacWest Bancorp since its formation in 2000, is a Board member of The Bancorp, Northpointe Bancshares, Inc. and was a founder and Director of Guaranty Bancorp. Previously, he was Chairman and Chief Executive Officer of White River Capital and a Board member of TCF Financial Corporation, Western Bancorp and American Financial Realty. Mr. Eggemeyer’s civic and philanthropic efforts have focused on improving the quality of instruction in education and expanding educational opportunities for lower income students. He was a founder and past President of the Rancho Santa Fe Community School Endowment and was a member of the Rancho Santa Fe School Site Selection Committee. He also helped establish the Minnesota Charter of A Better Chance, a national organization committed to creating improved educational opportunities for minority high school students. Mr. Eggemeyer is a Life Trustee of Northwestern University where he serves on the Finance and Investment Committees and is a past Trustee of the Bishop’s School of La Jolla, California and the Parent Advisory Board at Stanford University. Mr. Eggemeyer holds a Bachelor of Science degree from Northwestern University and an M.B.A. from the University of Chicago. Mr. Eggemeyer brings to the Board of Directors extensive experience in identifying potential risks and rewards in the banking industry. The Company benefits from his experience and counsel as a member of our board. Eric A. Johnson has served as a director of the Company and the Bank since the closing of the Company’s merger with EVBS in June 2017. For over 45 years, Mr. Johnson has been in the real estate business. Mr. Johnson has served as a real estate broker with Mason Realty in Middlesex, Virginia since 1976 and served as a director of EVB and a predecessor of EVB from 1988 until June 2017. In addition, Mr. Johnson previously owned Urbanna Market and Urbanna Builders Supply, both of which generated multi-million dollar annual sales. Mr. Johnson brings experience in local real estate markets to the Board of Directors, as well as an entrepreneurial spirit, business judgment and knowledge of local business markets that he has developed through his business ventures. Scott R. Gamble is a Principal at Patriot Financial Partners, L.P. and has more than 38 years of banking experience. Prior to joining Patriot, Mr. Gamble was the Regional President for BB&T’s Greater Delaware Valley Region. He was responsible for BB&T’s commercial and retail management teams, covering the Greater Delaware Valley. In addition, he was responsible for the commercial real estate and regional corporate lending teams. He also serves on the board of directors of First Bank (NASDAQ: FRBA) and Fortis Financial Inc. (a privately held company). A graduate of Grove City College with a B.A. in Business Administration, Mr. Gamble has also pursued additional training in management and capital markets. His vast experience throughout his banking career in the management of commercial banking, retail banking and business development for community offices and business centers qualifies Mr. Gamble to serve on the board of directors at Primis Financial Corp. J. Brock Saunders is currently the Managing Partner at Mattock Capital, a Richmond-based family office investing in a diverse set of alternative investments. Prior to Mattock, Mr. Saunders was the President and Chief Investment Officer at James River Capital Corp., an investment management firm, and before that was a Partner at Pleasant Lake Partners, a New York-based hedge fund. He started his career at Citigroup as a high-yield credit trader, later moving to the firm’s proprietary trading business where he ultimately served as the Global Head of Equity Trading in London. Mr. Saunders attended the University of Virginia where he earned a Bachelor of Arts in both government and history and served as one of three representatives from the college on the Honor Committee. His diverse background in financial services, including capital markets and investing, qualifies Mr. Saunders to serve on the board of directors at Primis Financial Corp. Dennis J. Zember, Jr. has served as a director of the Company and the Bank since February 2020. Mr. Zember was appointed President and Chief Executive Officer of both the Company and the Bank on February 19, 2020. Mr. Zember was previously Executive Vice President and Chief Operating Officer of Ameris Bancorp from June 2016 through June 2018 and Chief Financial Officer of Ameris Bancorp from February 2005 through December 2017. The Company believes Mr. Zember’s qualifications to sit on the Board of Directors include his extensive banking experience from years as an executive in the banking industry. THE BOARD OF DIRECTORS RECOMMENDS A VOTE FOR THE ELECTION OF THE NOMINEES LISTED ABOVE FOR ELECTION TO THE BOARD OF DIRECTORS.
DIRECTOR COMPENSATION
DIRECTOR COMPENSATION Appropriate compensation is critical to attracting, retaining and motivating directors who have the qualities necessary to serve the Corporation as a director and who meet the guidelines set forth by our Governance Committee. The following discusses the Company’s approach to director compensation.
2025 Director Compensation(1)
2025 Director Compensation(1) The following table contains information concerning the compensation of the directors of the Company and the Bank for the fiscal year ended December 31, 2025. The named executive officers who also serve (or served) as directors did not receive any compensation for their service as directors for the fiscal year ended December 31, 2025.
2025 Director Compensation(1)
| | Fees Earned or | All Other | | | | Paid in Cash | Compensation | | | Name | ($) | ($)(2) | Total ($) | | John F. Biagas | 77,700 | 25,000 | 102,700 | | Robert Y. Clagett | 55,000 | 25,000 | 80,000 | | W. Rand Cook | 72,800 | 25,000 | 97,800 | | Deborah B. Diaz | 53,100 | 25,000 | 78,100 | | John M. Eggemeyer | 54,700 | - | 54,700 | | F.L. Garrett, III | 52,400 | 25,000 | 77,400 | | Eric A. Johnson | 53,200 | 25,000 | 78,200 | | Allen R. Jones, Jr. | 45,800 | - | 45,800 | | Charles A. Kabbash | 46,300 | - | 46,300 |
2025 Director Compensation(1)
| (1) Non-employee directors were not awarded stock options or stock awards in 2025. As of December 31, 2025, none our non-employee directors held any stock awards. |
2025 Director Compensation(1)
| (2) Represents the value of the shares of Company common stock purchased by the director for which the Bank provided funding pursuant to the Company’s stock matching program described above. |
Role of Compensation Consultant and Market Data
Role of Compensation Consultant and Market Data As discussed earlier in this Proxy Statement, in 2025, the Compensation Committee engaged the Consultant to provide advice with respect to executive officer and director compensation for 2025. The Consultant reviewed a peer group comprised of 23 mid-Atlantic U.S. banks ranging in assets from $2.2 billion to $6.5 billion, with median assets of $3.9 billion. The peer group, consisted of the following banks: ACNB Corporation, Bankwell Financial Group, Inc., BCB Bancorp, Inc., Blue Ridge Bankshares, Inc., C&F Financial Corporation, Capital City Bank Group, Carter Bankshares, City Holding, CNB Financial, Colony Bankcorp, First Bank, First Community Bancshares, HomeTrust Bancshares, John Marshall Bancorp, MainStreet Bancshares, Inc., MetroCity Bankshares, Mid Penn Bancorp, MVB Financial, Orrstown Financial Services, Peoples Financial Services, Shore Bancshares, Inc., SmartFinancial Inc. and Southern First Bancshares, Inc. The peer group referenced in 2025 was the same as the 2024 peer group, except that Blue Ridge Bankshares, Inc. was added in 2025. The Consultant reviewed base salary, total cash compensation, total direct pay and total remuneration of our executive officers as compared to the peer group. The Company evaluated publicly available compensation data for the peer group but did not benchmark the compensation of its named executive officers to a certain percentage or range of compensation within the market data collected. Instead, the Compensation Committee used this information as a point of reference for measurement, but not as the determinative factor in setting the compensation of the Company’s named executive officers. The Compensation Committee did not use the compensation data to “target” a specific compensation level for any given executive. Rather, the Compensation Committee used its understanding of peer group compensation as a starting point for its decision making. Because the comparative compensation information is just one of the analytical tools that are used in setting named executive officer compensation, the Compensation Committee has discretion in determining the nature and extent of its use. Further, given the limitations associated with comparative pay information for setting individual executive compensation, including the difficulty of assessing and comparing wealth accumulation through equity gains and post-employment amounts, the Compensation Committee may elect not to use the comparative compensation information at all in the course of making compensation decisions.
Components of Executive Compensation
| ● | cash incentive awards; |
Components of Executive Compensation
| ● | long-term equity incentive awards; |
Components of Executive Compensation
| ● | severance protection through employment agreements. |
Non-Equity Incentive Compensation
Non-Equity Incentive Compensation The Compensation Committee spent considerable time in 2025, in coordination with the full Board of Directors and the CEO, aligning targets for incentive pay with the Company’s short-term goals. In 2025, the Compensation Committee established the following goals with high and low ranges of achievement around the target:
Non-Equity Incentive Compensation
| Financial Measure | 50% | 100% | 150% | Actual Performance | Payout | Weighting | | Net Income as Percent of Budget(1) | 80.0% | 100.0% | 120.0% | 98.2% | 95.0% | 50.0% | | Noninterest Deposit Growth(2) | 5.0% | 7.5% | 10.0% | 9.2% | 137.0% | 16.7% | | Gross Loan Growth(3) | 7.5% | 10.0% | 15.0% | 13.7% | 135.0% | 16.7% | | Growth in Bank OpEx(4) | 6.5% | 5.5% | 3.5% | 4.1% | 134.0% | 16.7% |
Non-Equity Incentive Compensation
| (1) Represents core net income for 2025, adjusted for certain one-time items, as a percentage of budgeted net income for 2025. |
Non-Equity Incentive Compensation
| (2) Represents growth in noninterest bearing deposits from December 31, 2024 to December 31, 2025. |
Non-Equity Incentive Compensation
| (3) Represents growth in gross loans held for investment from December 31, 2024 to December 31, 2025. |
Non-Equity Incentive Compensation
| (4) Represents the amount of noninterest expense growth in 2025 versus 2024 excluding mortgage related noninterest expense. |
Non-Equity Incentive Compensation
Target incentive percentages of base salary were determined for executive management. These targets combined with the weighted payout as described above determine short-term incentives. The following table shows the target incentive payout levels for each named executive officer assuming 100% performance on the established goals and 116% performance based on the weighted outcome described above:
Non-Equity Incentive Compensation
| | | | | Calculated | | | | | | | Target | Incentive | Actual | | | | | Target | Incentive | Payment | Incentive | Actual | | Named Executive | Salary ($) | (% of Salary) | Payment ($) | (at 116%) ($) | Payment ($) | (% of Salary) | | Dennis J. Zember, Jr. | $750,997 | 50% | $375,499 | $435,578 | $435,578 | 58% | | Matthew A. Switzer | 374,431 | 30% | 112,329 | 130,302 | 112,329 | 30% | | Rickey A. Fulk | 337,896 | 30% | 101,369 | 117,588 | 117,588 | 35% | | Marie T. Leibson | 327,507 | 30% | 98,252 | 113,973 | 98,252 | 30% | | Ann-Stanton C. Gore | 286,083 | 30% | 85,825 | 99,557 | 109,620 | 38% |
Non-Equity Incentive Compensation
As noted above, actual results relative to 2025 goals generated a payout of 116% of targeted incentive amounts for the year driven by strong results across all metrics, particularly balance sheet growth and expense control. The Compensation Committee considered using its discretion to increase general incentive levels for executive management for 2025 in recognition of the substantial progress made during the year but ultimately declined to do so given the elevated level of nonperforming assets experienced during the year. The Compensation Committee further adjusted certain payout amounts for individual performance in 2025. Specifically, the Compensation Committee reduced the payments to Mr. Switzer and Ms. Leibson and increased the payment to Ms. Gore, based on its subjective assessment of the overall performance of the departments and functions over which each executive had oversight.
Long-Term Equity Incentive Awards
Long-Term Equity Incentive Awards The Company maintains an equity compensation program for its named executive officers and other key employees, in order to attract, retain and motivate key employees and enable those persons to participate in the long-term success of the Company. In 2021, the Compensation Committee began including performance-based grants in management’s long-term equity incentive awards to increase the alignment of management incentives with long-term goals versus time-based grants alone. Performance units were granted in 2021, 2022, 2023 and 2025, as described below. Awards Granted in 2025. In 2025, the Compensation Committee approved a combination of time-based restricted stock awards and performance-based restricted stock units with 70% of the awards being performance-based. The time-based restricted stock awards vest ratably over a three-year period. The performance-based restricted stock units are convertible, on a one-for-one basis, into shares of stock based on the performance of the Company versus the peer group established at the time of grant and adjusted for outliers (the “Comparator Group”). The Company’s performance will be measured on three metrics versus the Comparator Group over a three-year period: (1) return on average assets; (2) growth in noninterest bearing deposits; and (3) total shareholder return. Return on assets and growth in noninterest bearing deposits versus the Comparator Group are evaluated each year during the three-year period while total shareholder return versus the Comparator Group is evaluated cumulatively at the end of the three-year period. The following table details the performance targets and payout levels for the 2025 performance unit grants, which performance periods conclude December 31, 2027.
Long-Term Equity Incentive Awards
| Degree of Performance | Company Performance Relative to Comparator Group | Performance Factor | | Maximum | 150% of Group Average | 200% | | Target | 100% of Group Average | 100% | | Threshold | 85% of Group Average | 50% | | Less than Threshold | <85% of Group Average | 0% |
Long-Term Equity Incentive Awards
Performance Units Granted in 2022 and 2023. The performance-based restricted stock units granted in 2022 and 2023 are convertible, on a one-for-one basis, into shares of stock based on the level of achievement of the Company’s adjusted earnings per share compound annual growth over the 5-year performance period commencing the year of the grant. The following table details the performance targets and payout levels for the 2022 and 2023 performance unit grants, which performance periods conclude December 31, 2026 and 2027, respectively.
Long-Term Equity Incentive Awards
| Adjusted EPS CAGR(1) | | Payout | | 2022 | 2023 | Factor | | 12% | 10% | 150% | | 10% | 8% | 100% | | 8% | 6% | 75% | | 6% | 5% | 50% | | < 6% | < 5% | 0% |
Long-Term Equity Incentive Awards
| (1) Calculated as the five-year compound annual growth rate in credit-adjusted pre-tax operating earnings per share beginning the year of the grant. |
Long-Term Equity Incentive Awards
Amendment to Mr. Zember’s Performance Units. During 2023, the Compensation Committee amended Mr. Zember’s 2021 and 2022 performance units (collectively, the “Zember Performance Unit Amendment”) to provide that (i) with respect to the 2021 performance units, to the extent that the Company meets the performance targets that would entitle Mr. Zember to earn more than 50,000 shares upon settlement of the award in 2026 (or, in certain limited circumstances, an earlier date as provided in the award agreement), Mr. Zember’s award will be limited at 50,000 shares of stock and he will be entitled to the cash value of any shares earned in excess of 50,000 (with the value of any cash awards received by Mr. Zember in 2026 limited to $500,000); and (ii) with respect to the 2022 performance units, to the extent that the Company meets the performance targets that would entitle Mr. Zember to earn more than 50,000 shares upon settlement of the award in 2027 (or, in certain limited circumstances, an earlier date as provided in the award agreement), Mr. Zember’s award will be limited at 25,233 shares of stock, and he will be entitled to the cash value of any shares earned in excess of 25,233 (with the value of any cash awards received by Mr. Zember in 2027 limited to $500,000). The terms of Mr. Zember’s 2023 performance units are consistent with those provided in the Zember Performance Unit Amendment. All of Mr. Zember’s performance units were further amended in 2025 to provide that, in the event of a change in control prior to the end of the respective performance periods, the units would convert to shares of stock at 100% of the Target Award, subject to the terms and conditions outlined in the amendment. Amendment to Executive Performance Units. During 2025, the Compensation Committee amended the 2021, 2022 and 2023 performance units previously granted to executive management (excluding Mr. Zember’s Performance Units) to provide that (i) to the extent that the Company meets the performance targets that would entitle the executive to earn more than 100% of the Target Award, the excess amount over the Target Award would be settled in cash based on the fair market value of a share of stock on the determination date; and (ii) in the event of a change in control prior to the end of the respective performance periods, the units would convert to shares of stock at 100% of the Target Award, subject to the terms and conditions outlined in the amendment.
Performance Goals and Payout Calculation for the 2021 Performance Units
Performance Goals and Payout Calculation for the 2021 Performance Units The performance period for the 2021 performance units ended in 2025 with payout based on the compound annual growth rate in adjusted earnings per share for the five-year period from 2020 to 2025. The calculated actual compound annual growth rate over this period was 9.86%, which equated to a performance factor for the units of 146.5%. The Compensation Committee noted that the performance in 2025 was affected by several unique items that warranted consideration. Various calculations both including and excluding these items produced performance factors that were higher and lower than the actual calculation. As a result, the Committee believed it was appropriate to reduce the earned award to the original target amount at a performance factor of 100%.
Performance Goals and Payout Calculation for the 2025 Performance Units
Performance Goals and Payout Calculation for the 2025 Performance Units As described above, two of the performance metrics for the 2025 performance units (return on average assets and growth in noninterest bearing deposits, both relative to the Comparator Group) are measured each year during the three-year performance period with a determination and payout made, if applicable, after each performance year. The table below details the performance factor for 2025 for the items measured:
Performance Goals and Payout Calculation for the 2025 Performance Units
| Financial Measure | Threshold | Target | Maximum | Actual Factor | | Return on Average Assets versus Group | 85% | 100% | 150% | 69% | | Noninterest Bearing Deposit Growth versus Group | 85% | 100% | 150% | 200% | | Performance Factor | 50% | 100% | 200% | |
Performance Goals and Payout Calculation for the 2025 Performance Units
Return on average assets was 1.51% for the Company versus 1.06% for the Comparator Group. The Compensation Committee noted a portion of the outperformance was due to a one-time gain related to the Company’s sale-leaseback transaction. The Committee elected to exclude this gain from the calculation resulting in a performance factor of 69% for this metric. Growth in noninterest bearing deposits was 9.1% for the Company versus 4.6% for the Comparator Group which resulted in a 200% performance factor for this metric.
Employment Agreements
Employment Agreements During 2025, the Company and the Bank were party to employment agreements with our named executive officers other than Ms. Leibson. The Compensation Committee and the Bank believe that the employment and change-in-control agreements are a critical tool in retaining our executive team. These agreements also include certain protections for the Company and the Bank in the form of post-employment restrictive covenants. Employment Agreement with Mr. Zember. Effective December 20, 2022, the Company entered into an amended and restated employment agreement with Mr. Zember, President and Chief Executive Officer of the Company and the Bank. The amended and restated agreement amends and restates in its entirety the original employment agreement with Mr. Zember, dated February 19, 2020 (the “Original Employment Agreement”). The amended and restated employment agreement is substantially the same as the Original Employment Agreement, except as described herein. Pursuant to the amended and restated agreement, Mr. Zember’s base salary was set at $642,735 to align with his 2022 base salary, with eligibility for annual increases at the Compensation Committee’s discretion, and the Company committed to providing Mr. Zember life insurance in the amount of $5,000,000, with fifty percent (50%) of the proceeds directed to the Company and fifty percent (50%) of the proceeds directed to Mr. Zember’s designated beneficiary. The amended and restated agreement also provides that if Mr. Zember’s employment is terminated without cause or he resigns for good reason following a change in control, then his performance-based equity awards will be deemed to have been earned as of his termination date based upon the actual level of achievement of all relevant performance goals measured as of the date of such termination. Employment Agreement with Mr. Switzer. Effective January 10, 2021, the Company was party to an employment agreement with Mr. Switzer, pursuant to which Mr. Switzer serves as Executive Vice President and Chief Financial Officer of the Company and the Bank. The employment agreement has an initial two-year term that would expire on January 10, 2023, subject to automatic two-year renewals unless either party provided written notice of non-renewal no later than sixty days before any renewal date. Mr. Switzer’s employment agreement provides for an annual base salary and eligibility for equity awards and annual bonuses and certain other benefits, and payment of private club dues. Mr. Switzer’s employment agreement also provided that any incentive compensation paid to Mr. Switzer, including both equity and cash incentive compensation, is subject to repayment or clawback as further described in the agreement. Employment Agreement with Mr. Fulk. Effective October 25, 2023, the Company entered into an employment agreement with Mr. Fulk, pursuant to which Mr. Fulk serves as Executive Vice President of the Company and the Bank. The employment agreement has an initial two-year term that would expire on September 13, 2023, subject to automatic two-year renewals unless either party provided written notice of non-renewal no later than sixty days before any renewal date. Mr. Fulk’s employment agreement provides for an annual base salary and eligibility for equity awards and annual bonuses and certain other benefits, and payment of private club dues. Mr. Fulk’s employment agreement also provided that any incentive compensation paid to Mr. Fulk, including both equity and cash incentive compensation, is subject to repayment or clawback as described further in the agreement. Employment Agreement with Ms. Gore. Effective September 13, 2021, the Company entered into an employment agreement with Ms. Gore, pursuant to which Ms. Gore serves as Executive Vice President and Chief Marketing Officer of the Company and the Bank. The employment agreement has an initial two-year term that would expire on September 13, 2023, subject to automatic two-year renewals unless either party provided written notice of non-renewal no later than sixty days before any renewal date. Ms. Gore’s employment agreement provides for an annual base salary and eligibility for equity awards and annual bonuses and certain other benefits, and payment of private club dues. Ms. Gore’s employment agreement also provided that any incentive compensation paid to Ms. Gore, including both equity and cash incentive compensation, is subject to repayment or clawback as further described in the agreement.
Equity Grant Practices
Equity Grant Practices The Compensation Committee does not take material nonpublic information into account when determining the timing and terms of equity awards. The Company has not timed the disclosure of material nonpublic information for the purpose of affecting the value of executive compensation for NEO grants in fiscal year 2025.
Summary Compensation Table
Summary Compensation Table The following table provides information regarding the compensation paid or accrued by the Company to or on behalf of the Company’s named executive officers for the fiscal years ended December 31, 2025, 2024, and 2023.
Summary Compensation Table
| | | | | | | Change in | | | | | | | | | | Pension | | | | | | | | | | Value and | | | | | | | | | Non-equity | Nonqualified | | | | | | | | | Incentive | Deferred | | | | Name and | | | | Stock | Plan | Compensation | All Other | | | Principal Position | Year | Salary ($) | Bonus ($) | Awards ($) (1) | Compensation ($) | Earnings ($) | Compensation ($) | Total ($) | | Dennis J. Zember, Jr. | 2025 | $$748,590 | $- | $912,600 | $435,578 | $- | $88,311(2) | $2,185,079 | | President and | 2024 | 718,176 | - | - | - | - | 70,263 | 788,439 | | Chief Executive Officer | 2023 | 672,194 | - | 459,000 | - | - | 65,500 | 1,196,693 | | Matthew A. Switzer | 2025 | 373,231 | - | 202,800 | 112,329 | - | 29,265(3) | 717,625 | | Executive Vice President and | 2024 | 357,528 | - | - | 25,253 | - | 28,529 | 411,310 | | Chief Financial Officer | 2023 | 328,750 | - | 102,000 | - | - | 26,716 | 457,466 | | Rickey A. Fulk | 2025 | 336,813 | - | 236,600 | 117,588 | - | 26,294(4) | 717,295 | | Executive Vice President and | 2024 | 322,825 | - | - | 40,937 | - | 21,878 | 385,640 | | President of Primis Bank | 2023 | 256,667 | - | 102,000 | - | - | 15,345 | 374,011 | | Marie T. Leibson | 2025 | 326,458 | - | 202,800 | 98,252 | - | 20,696(5) | 648,206 | | Executive Vice President and | 2024 | 313,543 | - | - | 39,679 | - | 20,294 | 373,516 | | Chief Credit Officer | 2023 | 297,770 | - | 51,000 | - | - | 19,363 | 368,133 | | Ann-Stanton C. Gore | 2025 | 285,166 | - | 202,800 | 109,620 | - | 13,290(6) | 610,877 | | Executive Vice President and | 2024 | 273,823 | - | - | 34,660 | - | 12,612 | 321,095 | | Chief Marketing Officer | 2023 | 259,167 | - | 102,000 | - | - | 11,596 | 372,762 |
Summary Compensation Table
| (1) Represents the aggregate grant date fair value of stock awards and performance units awarded pursuant to the Company’s 2017 Plan and 2025 Plan in the applicable fiscal year, computed in accordance with FASB ASC Topic 718. The grant date fair value of stock awards granted in 2025 were based on the fair market value of the stock on the grant date. The grant date fair value of the performance units granted in 2025 was calculated using the target number of units granted, which is the target level of performance achievement under the 2025 performance units. The grant date fair value of the performance units granted in 2025 assuming, instead, maximum level of performance achievement is as follows: Mr. Zember, $1,825,200; Mr. Switzer, $405,600; Mr. Fulk, $473,200; Ms. Leibson, $405,600; and Ms. Gore, $405,600. No options were granted in 2025, 2024 or 2023. No stock awards were granted in 2024. The grant date fair value of stock awards granted in 2023 were based on the fair market value of the stock on the grant date. The grant date fair value of the performance units granted in 2023 was calculated using the target number of units granted, which is the target level of performance achievement under the 2023 performance units. The grant date fair value of the performance units granted in 2023 assuming, instead, maximum level of performance achievement is as follows: Mr. Zember, $688,500; Mr. Switzer, $153,000; Mr. Fulk, $153,000; Ms. Leibson, $153,000; and Ms. Gore, $153,000. |
Summary Compensation Table
| (2) The amount included as “All Other Compensation” for 2025 includes: (i) 401(k) matching contribution ($15,750), (ii) dividends on restricted stock ($400), (iii) matching contribution to a Health Savings Account ($1,000), (iv) reimbursement of club dues ($66,259), and (v) imputed income related to group term life insurance ($4,902). |
Summary Compensation Table
| (3) The amount included as “All Other Compensation” for 2025 includes: (i) 401(k) matching contribution ($15,750), (ii) dividends on restricted stock ($1,095), (iii) matching contribution to a Health Savings Account ($1,000), (iv) reimbursement of club dues ($10,212), and (v) imputed income related to group term life insurance ($1,208). |
Summary Compensation Table
| (4) The amount included as “All Other Compensation” for 2025 includes: (i) benefit from imputed income as a beneficiary of BOLI ($950), (ii) 401(k) matching contribution ($14,749), (iii) dividends on restricted stock ($40), (iv) reimbursement of club dues ($7,460), and imputed income related to group term life insurance ($3,096). |
Summary Compensation Table
| (5) The amount included as “All Other Compensation” for 2025 includes (i) benefit from imputed income as a beneficiary of BOLI ($622), (ii) 401(k) matching contribution ($14,691), (iii) dividends on restricted stock ($290), (iv) matching contribution to a Health Savings Account ($500) and (v) imputed income related to group term life insurance ($4,594). |
Summary Compensation Table
| (6) The amount included as “All Other Compensation” for 2025 includes (i) 401(k) matching contribution ($9,614), (ii) dividends on restricted stock ($1,140), (iii) reimbursement of club dues ($1,935), and (iv) imputed income related to group term life insurance ($601). |
2025 Grants of Plan-Based Awards
2025 Grants of Plan-Based Awards The following table contains information about the named executive officers’ grants plan-based awards during 2025.
2025 Grants of Plan-Based Awards
| | | | | | | | | All Other | Grant Date | | | | | | | | | | Stock Awards: | Fair Value of | | | | | | | | | | Number of | Stock and | | | | Estimated Possible Payouts Under | | | Estimated Possible Payouts Under | | | Shares of | Option | | | | Non-Equity Incentive Plan Awards ($) | | | Equity Incentive Plan Awards (#) | | | Stock or | Awards ($) | | Name | Grant Date | Threshold | Target (1) | Maximum | Threshold | Target | Maximum | Units (#) | Target | | Dennis J. Zember, Jr. | 12/18/2025 | $- | $- | $- | 33,750 | 67,500 | 135,000 | $20,250 | $912,600 | | | | 187,749 | 375,499 | 563,248 | - | - | - | - | - | | Matthew A. Switzer | 12/18/2025 | - | - | - | 7,500 | 15,000 | 30,000 | 4,500 | 202,800 | | | | 56,165 | 112,329 | 168,494 | - | - | - | - | - | | Rickey A. Fulk | 12/18/2025 | - | - | - | 8,750 | 17,500 | 35,000 | 5,250 | 236,600 | | | | 50,684 | 101,369 | 152,053 | - | - | - | - | - | | Marie T. Leibson | 12/18/2025 | - | - | - | 7,500 | 15,000 | 30,000 | 4,500 | 202,800 | | | | 49,126 | 98,252 | 147,378 | - | - | - | - | - | | Ann-Stanton C. Gore | 12/18/2025 | - | - | - | 7,500 | 15,000 | 30,000 | 4,500 | 202,800 | | | | 42,912 | 85,825 | 128,737 | - | - | - | - | - |
2025 Grants of Plan-Based Awards
| (1) Reflects target payout levels for Annual Incentive Award payments. |
Outstanding Equity Awards at 2025 Fiscal Year-End
Outstanding Equity Awards at 2025 Fiscal Year-End The following table contains information concerning the named executive officers’ outstanding stock awards and stock units as of December 31, 2025.
Outstanding Equity Awards at 2025 Fiscal Year-End
| | Stock Awards | | | | | | Equity Incentive Plan Awards | | Number of | Market Value | | | Number of | Market or Payout | Shares or | of Shares | | | Unearned Shares, | Value of Unearned | Units of | or Units | | | Units, or Other | Shares, Units, or | Stock | of Stock | | | Rights That Have | Other Rights That | That Have | That Have | | | Not Vested | Have Not Vested | Not Vested | Not Vested | | Name | (#) | ($) (1) | (#) | ($) (1) | | Dennis J. Zember, Jr. | - | $- | 20,250 | $281,678(2) | | | 47,250 | 657,248 | - | -(9) | | | - | - | 42,105 | 585,681(3) | | | 42,105 | 585,681 | - | -(4) | | | 45,000 | 625,950 | - | -(5) | | Matthew A. Switzer | - | - | 4,500 | 62,595(2) | | | - | - | 1,600 | 22,256(6) | | | - | - | 650 | 9,042(7) | | | 10,500 | 146,055 | - | -(9) | | | - | - | 3,250 | 45,208(3) | | | 9,000 | 125,190 | - | -(4) | | | 10,000 | 139,100 | - | -(5) | | Rickey A. Fulk | - | - | 5,250 | 73,028(2) | | | 12,250 | 170,398 | - | -(9) | | | 10,000 | 139,100 | - | -(5) | | Marie T. Leibson | - | - | 4,500 | 62,595(2) | | | - | - | 300 | 4,173(7) | | | 10,500 | 146,055 | - | -(9) | | | - | - | 1,500 | 20,865(3) | | | 7,000 | 97,370 | - | -(4) | | | 5,000 | 69,550 | - | -(5) | | Ann-Stanton C. Gore | - | - | 4,500 | 62,595(2) | | | - | - | 1,000 | 13,910(8) | | | 10,500 | 146,055 | - | -(9) | | | 7,000 | 97,370 | - | -(4) | | | 10,000 | 139,100 | - | -(5) |
Outstanding Equity Awards at 2025 Fiscal Year-End
| (1) Market value is calculated based on $13.91, the closing price of the Company’s Common Stock on the NASDAQ Global Market on December 31, 2025, the last trading day of 2025. |
Outstanding Equity Awards at 2025 Fiscal Year-End
| (2) The restricted shares granted under the 2025 Omnibus Incentive Plan will vest in three approximately equal installments on March 1, 2026, 2027 and 2028. |
Outstanding Equity Awards at 2025 Fiscal Year-End
| (3) Reflects the 2021 performance units (at actual) which vested on March 5, 2026 based on the level of achievement of the Company’s adjusted EPS compound annual growth during the performance period commencing January 1, 2021 and ending December 31, 2025, |
Outstanding Equity Awards at 2025 Fiscal Year-End
| and, in the case of Mr. Zember, subject to the terms and conditions provided in the Zember Performance Unit Amendment (the “2021 Performance Units”). |
Outstanding Equity Awards at 2025 Fiscal Year-End
| (4) Reflects the 2022 performance units (at target) which are eligible to vest on March 15, 2027 based on the level of achievement of the Company’s adjusted EPS compound annual growth during the performance period commencing January 1, 2022 and ending December 31, 2026, and, in the case of Mr. Zember, subject to the terms and conditions provided in the Zember Performance Unit Amendment (the “2022 Performance Units”). |
Outstanding Equity Awards at 2025 Fiscal Year-End
| (5) Reflects the 2023 performance units (at target) which are eligible to vest on March 15, 2028 based on the level of achievement of the Company’s adjusted EPS compound annual growth during the performance period commencing January 1, 2023 and ending December 31, 2027, and, in the case of Mr. Zember, subject to the terms and conditions provided in the Zember Performance Unit Amendment (the “2023 Performance Units”). |
Outstanding Equity Awards at 2025 Fiscal Year-End
| (6) The restricted shares vest on January 11, 2026. |
Outstanding Equity Awards at 2025 Fiscal Year-End
| (7) The restricted shares vest on September 1, 2026. |
Outstanding Equity Awards at 2025 Fiscal Year-End
| (8) The restricted shares vest on September 13, 2026. |
Outstanding Equity Awards at 2025 Fiscal Year-End
| (9) Reflects the 2025 performance units (at target) which are eligible to vest one-third on March 15, 2027 based on the level of achievement of the Company’s return on average assets and growth in noninterest bearing deposits growth, measured each year during the three-year performance period with a determination and payout made, if applicable, after each performance year (the “2025 Performance Units”). |
2025 Stock Vested
2025 Stock Vested
2025 Stock Vested
| | Stock Awards | | | | Number of | | | | Shares | Value | | | Acquired on | Realized on | | | Vesting | Vesting | | Name | (#) | ($) (1) | | Dennis J. Zember, Jr. | 4,000 | $43,840 | | Matthew A. Switzer | 2,250 | 24,387 | | Rickey A. Fulk | 400 | 4,424 | | Marie T. Leibson | 1,100 | 12,283 | | Ann-Stanton C. Gore | 600 | 6,558 |
2025 Stock Vested
| (1) Reflects the number of shares of stock vesting multiplied by the price per share of Company common stock on the vesting date. |
Potential Payments Upon Termination or Change in Control
Potential Payments Upon Termination or Change in Control Employment Agreement with Mr. Zember. On February 19, 2020, the Company and the Bank entered into an employment agreement with Mr. Zember, which agreement was amended and restated on December 20, 2022. If Mr. Zember resigns for good reason or if the Company terminates his employment without cause, then he is entitled to receive any accrued obligations under the employment agreement and, subject to his compliance with certain restrictive covenants and the execution, delivery and non-revocation of a release of claims:
Potential Payments Upon Termination or Change in Control
| ● | a lump sum payment equal to three times the sum of (A) his base salary and (B) his highest cash bonus earned with respect to any fiscal year within the three most recently completed fiscal years immediately preceding the termination date, which amount shall be paid in cash on before the 60th day after the termination date, |
Potential Payments Upon Termination or Change in Control
| ● | continuing health insurance benefits for himself and his covered spouse and dependents, with such premiums paid by the company, for eighteen months, |
Potential Payments Upon Termination or Change in Control
| ● | any issued but unvested restricted stock, stock options, phantom stock or other long-term incentive will be deemed to be fully vested as of the date of termination, and |
Potential Payments Upon Termination or Change in Control
| ● | if such termination follows a change in control, his performance-based equity awards will be deemed to have been earned as of his termination date based upon the actual level of achievement of all relevant performance goals measured as of the date of such termination, subject to the Zember Performance Unit Amendment with respect to the performance units granted in 2021 and 2022. |
Potential Payments Upon Termination or Change in Control
Employment Agreements with Ms. Gore and Messrs. Fulk and Switzer. On September 13, 2021, October 25, 2023 and January 10, 2021, the Company entered into an employment agreement with Ms. Gore, Mr. Fulk and Mr. Switzer, respectively. Pursuant to their employment agreements, if the executive resigns for good reason or the Company terminates his or her employment without cause, the executive is entitled to receive any accrued obligations under the employment agreement and, subject to the executive’s compliance with certain restrictive covenants and execution, delivery and non-revocation of a release of claims:
Potential Payments Upon Termination or Change in Control
| ● | a lump sum payment equal to two times the sum of the executive’s (A) base salary and (B) highest cash bonus earned with respect to any fiscal year within the two most recently completed fiscal years immediately preceding |
Potential Payments Upon Termination or Change in Control
the termination date (or if the termination occurs in within the first year of the employment period, 50% of base salary), which amount will be paid in cash on before the 60th day after the termination date,
Potential Payments Upon Termination or Change in Control
| ● | a pro rata bonus payment based on actual performance for the year of termination; |
Potential Payments Upon Termination or Change in Control
| ● | continuing health insurance benefits for himself and his covered spouse and dependents, with such premiums paid by the company, for eighteen months; and |
Potential Payments Upon Termination or Change in Control
| ● | any issued but unvested restricted stock, stock options, phantom stock or other long-term incentive will be deemed to be fully vested as of the date of termination, |
Potential Payments Upon Termination or Change in Control
Code Section 280G. Under the employment agreements with Messrs. Zember, Switzer and Fulk and Ms. Gore, if the payments and benefits under the employment agreement, together with other payments and benefits the executive may have the right to receive, on account of a change in control would exceed the maximum limit imposed on the total of such payments and benefits by Section 280G of the Code (without triggering the excise tax imposed under Section 4999 of the Code), the agreement provides for a comparison of two alternative scenarios for addressing Section 280G and Section 4999 of the Code, and the application of the scenario that leaves the executive in the more favorable net after-tax position. Specifically, the executive will receive whichever of the following is more favorable to him or her on a net after-tax basis: (i) the payments and benefits reduced to the extent necessary so that none of the payments or benefits is subject to the excise tax or (ii) the full amount of the payments and benefits, which is subject to the excise tax, with the executive being responsible for paying any excise tax imposed. Restrictive Covenants. Each employment agreement contains confidentiality provisions and covenants not to compete and not to solicit customers or employees that are in effect for 18 months after termination of employment. Definitions. or purposes of the employment agreements:
Potential Payments Upon Termination or Change in Control
| ● | the executive will generally have “good reason” to terminate his or her employment if the company negatively changes certain important aspects of the executive’s employment, including reducing the executive’s authority, responsibility or salary, removes the executive from his or her position, moves the executive’s principal office a material distance, reduces the executive’s fringe benefits, fails to comply with any material term of the agreement, fails to require any successor to expressly assume and agree to perform the obligations under the agreement, or provides written notice of non-renewal of the initial term or any renewal term of the agreement; and |
Potential Payments Upon Termination or Change in Control
| ● | termination for “cause” generally includes the executive’s willful misconduct, misappropriation or embezzlement of funds or property, fraud or dishonesty, failure to perform material duties or responsibilities or failure to follow reasonable instructions or policies, conviction of, indictment for or entry of a guilty plea or plea of no contest with respect to a felony or misdemeanor involving moral turpitude, breach of a material term of the agreement or material violation of applicable policies, codes and standards of behavior, willful violation of any final cease-and-desist order, breach of a fiduciary duty or conduct likely to result in material injury to the Company or the Bank. |
CEO PAY RATIO
CEO PAY RATIO As required by Section 953(b) of the Dodd-Frank Wall Street Reform and Consumer Protection Act, and Item 402(u) of Regulation S-K, we are providing the following information about the relationship of the annual total compensation of our employees and the annual total compensation of our CEO. The pay ratio included in this information is a reasonable estimate calculated in a manner consistent with Item 402(u) of Regulation S-K. Given the different methodologies that various public companies will use to determine an estimate of their pay ratio, the estimated ratio reported below should not be used as a basis for comparison between companies. For 2025, our last completed fiscal year, the median of the annual total compensation of all employees of the Company (other than our CEO) was $61,272 and the annual total compensation of our CEO, as reported in the Summary Compensation Table included in this Proxy Statement, was $2,185,079. Based on this information, for 2025, the ratio of the annual total compensation of our CEO to the median of the annual total compensation of all employees was 36 to 1. To identify the median of the annual total compensation of all our employees, as well as to determine the annual total compensation of the “median employee,” the methodology and the material assumptions, adjustment and estimates that we used were as follows:
CEO PAY RATIO
| ● | We selected December 31, 2025 as the date upon which we would identify the “median employee.” As of December 31, 2025, we had 593 employees working at the Company and its consolidated subsidiaries. |
CEO PAY RATIO
| ● | We used taxable income as reported on Form W-2 as our consistently applied compensation measure, with the measurement period being calendar year 2025. |
CEO PAY RATIO
| ● | We determined that the “median employee” was a full-time, salaried employee located in the United States, with total compensation for the 12-month period ending December 31, 2025 in the amount of $61,272. |
CEO PAY RATIO
| ● | With respect to the annual total compensation of the “median employee,” we identified and calculated the elements of such employee’s compensation for 2025 in accordance with the requirements of Item 402(c)(2)(x) of Regulation S-K. |
CEO PAY RATIO
| ● | The annual total compensation of our CEO was $2,185,079, which is the amount reported in the “Total” column of our 2025 Summary Compensation Table included in this Proxy Statement. |
Pay Versus Performance
Pay Versus Performance
Pay Versus Performance
| | | | | | Value of Initial Fixed $100 Investment Based On: | | | | | Year | Summary Compensation Table Total for CEO - Dennis Zember ($)(1) | Compensation Actually Paid to CEO - Dennis Zember ($)(1)(6) | Average Summary Compensation Table Total for Non-CEO NEOs ($)(2) | Average Compensation Actually Paid to Non-CEO NEOs ($)(2)(6) | TSR | Peer Group TSR(3) | Net Income (loss) ($)(4) | Noninterest Bearing Deposit Growth (%)(5) | | 2025 | 2,185,079 | 2,042,842 | 673,501 | 503,862 | 136 | 149 | 61,443 | 26 | | 2024 | 788,439 | 1,265,659 | 372,890 | 354,449 | 110 | 139 | (16,205) | (7) | | 2023 | 1,196,693 | 1,354,283 | 402,237 | 436,295 | 116 | 116 | (7,832) | (19) | | 2022 | 1,433,177 | 1,236,551 | 477,995 | 437,380 | 104 | 120 | 14,148 | 10 | | 2021 | 1,617,767 | 1,767,008 | 510,044 | 488,097 | 128 | 143 | 31,113 | 20 |
Pay Versus Performance
| (1) Mr. Zember joined the Company and the Bank as President and Chief Executive Officer on February 19, 2020. |
Pay Versus Performance
| (2) The Company’s Non-CEO NEOs were: (i) for fiscal years 2025 and 2024, the Mathew A. Switzer, Rickey A. Fulk, Marie T. Leibson and Ann-Stanton Gore; (ii) for fiscal year 2023, Mathew A. Switzer, Rickey A. Fulk, G. Cody Sheflett and Ann-Stanton Gore; (iii) for fiscal year 2022, Mathew A. Switzer, Marie T. Leibson, G. Cody Sheflett and Stephen B. Weber; and (iv) for fiscal year 2021, Mathew A. Switzer, Jeffrey L. Karafa, Marie T. Leibson, G. Cody Sheflett and Stephen B. Weber. |
Pay Versus Performance
| (3) The Peer Group TSR is the total return of the Nasdaq Bank Index, the same index used for our performance graph disclosed in our Annual Report on Form 10-K for the year ended December 31, 2025. |
Pay Versus Performance
| (4) Presented in thousands. |
Pay Versus Performance
| (5) Represents growth in Noninterest Bearing Deposit Growth for the period. We determined Noninterest Bearing Deposit growth to be the most important financial performance measure used to link Company performance to Compensation Actually Paid (“CAP”) to our PEO and Non-CEO NEOs. |
Pay Versus Performance
| (6) CAP is defined by the SEC and is computed by starting with the “Total” column of the Summary Compensation Table (“SCT”) for each year and then: |
Pay Versus Performance
| ● | subtracting the amount in the “Stock Awards” column of the SCT for such year, |
Pay Versus Performance
| ● | adding, for all unvested equity awards granted during the reporting year and outstanding on the last day of the reporting year, the fair value as of the last day of the reporting year, |
Pay Versus Performance
| ● | adding, for all unvested equity awards granted prior to the reporting year and outstanding on the last day of the reporting year, the change in fair value from the last day of the preceding year to the last day of the reporting year, |
Pay Versus Performance
| ● | adding, for equity awards vesting during the reporting year, the change in fair value from the last day of the preceding year to the vesting date, |
Pay Versus Performance
| ● | adding the value of any dividends or other earnings paid in the reporting year on unvested equity awards that are not otherwise included in the total compensation for the reporting year, |
Pay Versus Performance
| ● | subtracting the amount in the “Change in Pension Value & Nonqualified Deferred Compensation Earnings” column of the SCT for such year, and |
Pay Versus Performance
| ● | adding, for all defined benefit and actuarial pension plans, (A) the service cost, calculated as the actuarial present value attributable to services rendered during the reporting year, plus (B) the prior service cost, calculated as the entire cost of benefits granted in a plan amendment during the reporting year that are attributed by the benefit formula to services rendered in periods prior to the amendment. |
Pay Versus Performance
For this purpose, the fair value of equity awards is computed in a manner consistent with the fair value methodology used to account for share-based payments in our financial statements. This may result in a difference in the share value input used for the fair value calculation at year-end when compared to the share value used for performance-based share awards at time of award but the assumptions used in calculating the fair value of the awards did not differ in any material respect from the assumptions used to calculate the grant date fair value of the awards as reported in the Summary Compensation Table for the applicable years. The following tables reflect the adjustments made to SCT total compensation to compute CAP for the position of CEO and average CAP for our other NEOs:
Pay Versus Performance
| CEO SCT Total to CAP Reconciliation - Dennis Zember | 2025 | 2024 | 2023 | 2022 | 2021 | | SCT Total Compensation | $2,185,079 | $788,439 | $1,196,693 | $1,433,177 | $1,617,767 | | SCT Stock Awards | (912,600) | — | (459,000) | (498,102) | (631,575) | | Fair Value of New Unvested Equity Awards | 625,950 | 524,700 | 569,700 | 498,944 | 631,996 | | Change in Fair Value of Existing Unvested Equity Awards | 146,813 | (49,000) | 42,930 | (170,972) | 46,400 | | Change in Fair Value of Vesting Equity Awards | (2,800) | (480) | 360 | (31,696) | 95,620 | | Dividends on Unvested Equity Awards | 400 | 2,000 | 3,600 | 5,200 | 6,800 | | SCT Change in Pension Value & Nonqualified Deferred Compensation Earnings | — | — | — | — | — | | Service Cost & Prior Service Cost | — | — | — | — | — | | CAP | $2,042,842 | $1,265,659 | $1,354,283 | $1,236,551 | $1,767,008 | | Average Non-CEO NEOs SCT Total to CAP Reconciliation | 2025 | 2024 | 2023 | 2022 | 2021 | | SCT Total Compensation | $673,501 | $372,890 | $402,237 | $477,995 | $510,044 | | SCT Stock Awards | (211,250) | — | (102,000) | (91,683) | (87,868) | | Fair Value of New Unvested Equity Awards | — | — | 126,600 | 92,838 | 33,773 | | Change in Fair Value of Existing Unvested Equity Awards | 41,738 | (17,763) | 9,275 | (34,010) | 26,361 | | Change in Fair Value of Vesting Equity Awards | (767) | (1,656) | (1,602) | (11,234) | 2,671 | | Dividends on Unvested Equity Awards | 641 | 976 | 1,785 | 3,474 | 3,117 | | SCT Change in Pension Value & Nonqualified Deferred Compensation Earnings | — | — | — | — | — | | Service Cost & Prior Service Cost | — | — | — | — | — | | CAP | $503,862 | $354,449 | $436,295 | $437,380 | $488,097 |
BENEFICIAL OWNERSHIP OF COMMON STOCK BY DIRECTORS AND EXECUTIVE OFFICERS OF THE COMPANY AND PRINCIPAL STOCKHOLDERS
| (4) Includes 13,500 shares of Restricted Common Stock granted under the 2025 Omnibus Incentive Plan. See “Outstanding Equity Awards at 2025 Fiscal Year-End” table for vesting of restricted stock. |