Thomas Eifert
Allison Transmission HoldingsAbout Thomas D. Eifert
Thomas D. Eifert, age 55, is Vice President, Quality, Planning & Program Management at Allison Transmission (ALSN), a role he has held since December 2021; his remit began reporting directly to the CEO in August 2021 and expanded in August 2020 to include Quality & Reliability and Engineering Test Operations, including the Vehicle Electrification and Environmental Test Center . He joined Allison in 1996 after early career roles at General Motors (co-op, 1989) and Delphi Automotive; his education includes a B.S. in Mechanical Engineering (University of Dayton) and an MBA (Butler University) . Company performance context relevant to incentive outcomes: in 2024 Allison delivered Revenue of $3,225 million, Adjusted EBITDA of $1,165 million with 36.13% Adjusted EBITDA margin, and Adjusted Free Cash Flow of $658 million; the IComp pool paid at 223.86% of target based on these metrics . Over 2022–2024, Allison’s three‑year absolute TSR was 235.4%, at the 100th percentile of its peer group; PSU payouts for the 2022–2024 cycle paid at 200% for NEOs, illustrating strong equity-aligned value creation during Eifert’s tenure as a senior executive .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Allison Transmission | VP, Quality, Planning & Program Management | Dec 2021–present | Scope expanded to Quality & Reliability and Engineering Test Operations (incl. Vehicle Electrification & Environmental Test Center); role elevated to report directly to CEO in Aug 2021 . |
| Allison Transmission | VP, Program Management & Product Planning | Dec 2018–Dec 2021 | Led portfolio planning and product initiatives across On‑Highway, Off‑Highway, and Defense end markets . |
| Allison Transmission | VP, Program Management & Mobile Source Emissions | Apr 2017–Dec 2018 | Program leadership with emissions focus during regulatory and product transition period . |
| Allison Transmission | Executive Director, Product Teams & Program Management | 2014–Apr 2017 | Cross‑functional leadership to define, plan and implement product initiatives across On‑Highway, Controls, Off‑Highway product teams . |
| Allison Transmission | Executive Director, Global Customer Support (Marketing, Sales & Service) | 2007–2013 | Led global customer support prior to returning to Engineering; improved customer interface for product support . |
| Allison Transmission | Supplier Quality Engineer → Senior SQE → Supervisor, Supplier Quality | 1996–2007 | Built early-career foundation in quality engineering and supplier management . |
| Delphi Automotive (prior GM units) | Various roles | 1989–1996 | Early career progression post GM co‑op at Inland (Fisher Guide), Dayton, OH . |
Fixed Compensation
| Component | Status for Eifert | Notes |
|---|---|---|
| Base salary | Not individually disclosed in proxy | The Compensation Committee sets executive officer base salaries annually based on scope and market; 2024 NEO base salaries were adjusted in February 2024, but non‑NEO executive salaries (incl. Eifert) were not itemized . |
| Annual bonus (IComp) | Participates in company IComp plan | All salaried employees, including executive officers, are eligible; corporate IComp pool ties to Revenue, Adjusted EBITDA % of sales, and Adjusted Free Cash Flow (weights below) . |
Performance Compensation
| 2024 IComp Metric | Weight | Threshold | Target | Maximum | Actual |
|---|---|---|---|---|---|
| Revenue ($mm) | 35% | 3,007 | 3,100 | 3,193 | 3,225 |
| Adjusted EBITDA as % of Net Sales | 30% | 34.00% | 35.50% | 37.00% | 36.13% |
| Adjusted Free Cash Flow ($mm) | 35% | 572 | 600 | 637 | 658 |
| Long‑Term Incentives | Design | Vesting / Payout | Notes |
|---|---|---|---|
| Equity vehicles | Mix allocated equally among stock options, RSUs, and PSUs | Options and RSUs vest ratably over 3 years from grant; PSUs cliff‑vest after performance period | Applies to executive equity granted in 2024 under the 2015/2024 equity plans . |
| PSU metric | Relative TSR vs. “premier industrial” peer group plus BWA, CMI, ETN, PH, ROP, TDG | Payout range: 0% (<25th pct), 50% (25th), 100% (50th), up to 200% (≥75th); 2024–2026 PSUs vest no later than Feb 28, 2027 | Aligns incentives with shareholder outcomes; same peer set also informs competitive pay assessments . |
2024 outcome context: Corporate IComp payout was 223.86% of target based on exceeding max on Revenue and Adjusted FCF and above‑target on margin; individual executive payouts may include discretionary adjustments, but Eifert’s individual payout is not disclosed .
Equity Ownership & Alignment
| Topic | Detail |
|---|---|
| Beneficial ownership (individual) | Not disclosed for Eifert in the individual beneficial ownership table; the table lists directors and NEOs; total shares outstanding were 85,226,273 as of March 10, 2025 . |
| Stock ownership guidelines | CEO 5.0x salary; other NEOs 3.0x; other key employees 1.5x; 50% holding requirement on net shares until compliant (applies to “certain senior executives”) . |
| Hedging/pledging | Prohibited for directors, officers, and employees under insider trading policy; also bars margin pledging . |
| Clawback | Cash annual incentives and performance‑based LTIs for current/former executive officers subject to clawback upon restatement under SEC/NYSE‑compliant policy . |
| Equity vesting mechanics | 2024 options/RSUs vest ratably over 3 years; 2024 PSUs measured on 3‑year rTSR and vest following the period (timing per plan) . |
| Section 16 activity signal | One Form 4 for Eifert (option exercise and sale on Sep 26, 2024) was filed late on Oct 8, 2024 due to administrative error, indicating active option exercises/sales during 2024 . |
Employment Terms
| Element | Key Terms | Notes |
|---|---|---|
| Severance framework | Executive Change‑in‑Control & Severance Plan with Tier 1 and Tier 2 levels for designated senior employees | NEOs (other than CEO) are designated; participation of non‑NEO executive officers (incl. Eifert) is not specified in the proxy . |
| Tier 1 benefits | Non‑CIC: lump sum = base salary + target bonus; up to 1 year medical premium continuation. CIC (≤2 yrs): 2x (base + target bonus), up to 2 years medical premiums; accelerated vesting of unvested equity, option exercise window extension; performance awards payable per attainment . | |
| Tier 2 benefits | Non‑CIC: lump sum = base salary + pro‑rata target bonus; up to 1 year medical premium continuation (structure described; example NEOs listed as Tier 2 for certain cases) . | |
| Double trigger | No severance or equity acceleration solely on CIC; requires qualifying termination after CIC . | |
| Tax gross‑ups | Not provided on severance/CIC benefits . | |
| Restrictive covenants | Executives must comply with non‑competition, non‑solicitation, non‑disparagement and confidentiality to receive/seize severance; insider trading policy governs transactions . |
Investment Implications
- Alignment and incentives: Eifert’s pay structure is highly levered to corporate results and share performance via IComp metrics (Revenue, margin, FCF) and 3‑year relative TSR PSUs; 2024 outperformance and a 235% three‑year absolute TSR underscore strong alignment with shareholder value creation .
- Retention risk: Multi‑year vesting (3‑year ratable options/RSUs; 3‑year PSUs) and stock ownership/holding requirements reinforce retention; severance protections exist for designated senior employees, but the proxy does not disclose whether Eifert is enrolled, creating uncertainty around his CIC/non‑CIC downside protection .
- Trading/pressure signals: A late‑filed Form 4 tied to a 2024 option exercise and sale indicates option‑driven liquidity events; company policy bans pledging/hedging, reducing misalignment risks from derivatives or margining .
- Governance and risk: Strong say‑on‑pay support (95%) and clawback policy reduce governance red flags; compensation committee independence and prohibition on option repricing/tax gross‑ups are shareholder‑friendly .
Citations