G. David Jackola
APi GroupAbout G. David Jackola
G. David Jackola is Executive Vice President and Chief Financial Officer of APi Group, appointed effective March 28, 2025 after serving as Interim CFO since December 13, 2024; he joined APi in October 2021 and is 45 years old . He holds a B.A. in Economics from Carleton College and an MBA in Finance from the University of Chicago Booth School of Business . APi’s 2024 compensation programs tied executive incentives 100% to adjusted EBITDA for STI and to three-year cumulative adjusted EBITDA for PSUs; 2024 adjusted EBITDA rose 14.2% year-over-year to $893 million with EBITDA margin at 12.7%, and STI paid out at 77.1% of target for the year, aligning pay with performance .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| APi Group | EVP & Chief Financial Officer | Mar 28, 2025–present | Elevated to permanent CFO; offer letter sets base, STI, LTI and off-cycle awards to align with growth objectives . |
| APi Group | Interim Chief Financial Officer | Dec 13, 2024–Mar 28, 2025 | Ensured continuity during CFO transition; monthly cash stipend and interim RSU granted . |
| APi International (APi Group) | CFO & VP of Transformation | Nov 2022–Dec 2024 | Drove strategy around organic growth, margin expansion, pricing and M&A support . |
| APi Group | VP, Controller & Chief Accounting Officer | Mar 2022–Nov 2022 | Oversight of controllership and accounting . |
| APi Group | VP, Corporate Planning & Analysis | Oct 2021–Mar 2022 | Corporate FP&A leadership . |
| James Hardie Building Products | Vice President of Finance (Head of Finance, North America) | Dates not disclosed | Led North America finance . |
| Ecolab | VP Finance – Europe and other senior finance roles (joined July 2008) | From Jul 2008; end date not disclosed | Senior finance leadership across Europe and other roles . |
Fixed Compensation
Multi-year compensation (Summary Compensation Table)
| Metric (USD) | 2022 | 2023 | 2024 |
|---|---|---|---|
| Salary | $347,500 | $375,000 | $386,250 |
| Bonus | $120,000 | $0 | $15,000 |
| Stock Awards (grant-date fair value) | $175,045 | $250,009 | $750,083 |
| Non-Equity Incentive Plan Compensation (STI) | $244,292 | $259,930 | $442,756 |
| All Other Compensation | $10,151 | $246,286 | $231,142 |
| Total | $896,988 | $1,131,225 | $1,825,231 |
Current CFO pay terms (effective 3/28/2025)
| Component | Terms |
|---|---|
| Base salary | $725,000 |
| Target annual bonus | 100% of base salary (0–200% payout range per plan) |
| Annual LTI target | 250% of base salary (first regular grant expected Q1 2026) |
| Off-cycle LTI grant (granted 3/28/2025) | $1,562,500 total: $625,000 RSUs (vesting 1/3 on Mar 1, 2026/2027/2028 or upon death/disability) and $937,500 PSUs (performance over 2025–2027, vesting early 2028) . |
| Executive Officer Severance Policy eligibility | Eligible as “Eligible Employee” |
| Clawback & ownership guidelines | Subject to executive clawback policy and stock ownership guidelines |
Perquisites and other compensation detail (2024)
| Perquisite/Benefit | Amount |
|---|---|
| 401(k) Profit Sharing | $11,184 |
| 401(k) Cash Match | $10,150 |
| Executive Life & Disability | $739 |
| Annual Executive Physical | $0 |
| Expatriate/Relocation | $209,068 |
| Car Allowance | $0 |
| Total “All Other Compensation” | $231,141 |
Performance Compensation
2024 STI plan design and results
| Metric | Weighting | Threshold | Target | Maximum | Actual (for STI calc) | Payout factor |
|---|---|---|---|---|---|---|
| Adjusted EBITDA (USD millions) | 100% | $844.8 | $889.3 | $933.8 | $872.4 | 77.1% |
| Executive | 2024 STI components | Amount |
|---|---|---|
| G. David Jackola | APi International CFO portion | $277,173 |
| Interim CFO portion (77.1% factor applied) | $15,583 | |
| Committee-approved individual performance component | $150,000 | |
| Total STI paid for 2024 | $442,756 |
STI was 100% tied to adjusted EBITDA; Jackola’s payout was prorated across roles with an additional $150,000 individual performance component approved by the Compensation Committee .
2024 LTI grants (target mix and Jackola’s awards)
| LTI Element | Plan design | Jackola 2024 grant (shares) | Grant-date value |
|---|---|---|---|
| PSUs | 60% of LTI; 3-year cumulative adjusted EBITDA (2024–2026); payout 0–200% | 4,192 target (thr 1,048; max 8,384) | $150,032 |
| RSUs | 40% of LTI; vest ratably over 3 years from grant | 2,795 | $100,033 |
| Off-cycle RSUs (Interim CFO appointment) | Time-based; vest in 3 equal annual tranches | 13,235 | $500,018 |
Stock vested during 2024
| Executive | Shares vested (RSUs) | Value realized |
|---|---|---|
| G. David Jackola | 1,986 | $72,744 |
Outstanding equity at 12/31/2024 (Jackola)
| Award type | Unvested units (#) | Value at 12/31/2024 | Notes |
|---|---|---|---|
| RSUs (12/1/2024 grant) | 13,235 | $476,063 | Vests 1/3 annually (Dec anniversaries) |
| RSUs (2/26/2024 grant) | 2,795 | $100,536 | Vests 1/3 annually (Feb anniversaries) |
| RSUs (3/9/2022 grant) | 562 | $20,215 | Vests as scheduled |
| PSUs (2024–2026 cycle) | 1,048 at threshold | $37,697 | Cumulative adj. EBITDA, pays in 2027 |
| PSUs (2023–2025 cycle) | 1,601 at threshold | $57,597 | Cumulative adj. EBITDA, pays in 2026 |
| PSUs (2022 awards – EBITDA target) | 4,655 | $167,440 | Performance condition as specified |
| PSUs (2022–2024 cycle) | 5,900 at max achieved | $212,223 | 2022–2024 PSU achieved maximum level performance |
Note: Values above use $35.97 stock price at 12/31/2024 per proxy methodology .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership | 9,435 shares; includes 686 shares in 401(k); less than 1% of outstanding . |
| Stock ownership guidelines | EVP/SVP required to hold 2× base salary; expected within 4 years; all NEOs in compliance . |
| Anti-hedging policy | Hedging and similar monetization transactions prohibited for executives and directors . |
| Pledging | No pledging policy disclosure located in cited sections; no pledges disclosed for Jackola in the beneficial ownership table . |
Employment Terms
| Term | Key provisions |
|---|---|
| Appointment | Appointed EVP & CFO effective March 28, 2025 . |
| Cash compensation | Base salary $725,000; target annual bonus 100% of base (plan 0–200% of target) . |
| Equity compensation | Annual LTI target 250% of base (first regular grant expected Q1 2026); RSUs vest ratably over 3 years; PSUs have a 3-year performance period with vesting upon certification . |
| Off-cycle grant (2025) | $1,562,500 aggregate: $625,000 RSUs vesting on Mar 1 of 2026/2027/2028 (or upon death/disability), and $937,500 PSUs for 2025–2027 performance, vesting early 2028 . |
| Severance policy | Eligible under Executive Officer Severance Policy . Proxy describes that, for certain executives, if terminated without cause or resign for good reason within one year post change-in-control (double-trigger), they receive ~1.5× base salary, target annual bonus, 12 months of continued benefits, and accelerated vesting of unvested RSUs/PSUs at greater of actual or target; outside a CIC, severance of 1.0× or 1.5× base salary based on tenure plus target bonus and benefits continuation (policy terms described for NEOs) . |
| Clawback & policies | Subject to executive compensation clawback policy and stock ownership guidelines . |
| Related party transactions | None involving Jackola required to be disclosed under Item 404(a) . |
Investment Implications
- Alignment and performance sensitivity: Jackola’s pay mix is heavily at-risk with STI 100% tied to adjusted EBITDA and PSUs tied to three-year cumulative adjusted EBITDA, supporting pay-for-performance linkage; 2024 company STI paid at 77.1% of target, reinforcing metric rigor .
- Upcoming vest supply and potential selling pressure: Multiple RSU tranches from 12/1/2024 and 2/26/2024 grants vest annually, plus off-cycle RSUs vest on March 1, 2026–2028; monitor these windows for incremental supply from vest-related sales .
- Retention and downside protection: Eligibility under the Executive Officer Severance Policy with double-trigger CIC protection and equity acceleration enhances retention; absence of excise tax gross-ups per governance practices is shareholder-friendly .
- Ownership build required: As EVP, Jackola must meet 2× salary ownership guidelines (all NEOs currently in compliance), implying continued accumulation and alignment; anti-hedging rules further align incentives with shareholders .
- Discretionary element: The Compensation Committee approved a $150,000 individual performance component within his 2024 STI, a modest discretionary overlay to formulaic outcomes—worth monitoring in future cycles for trend or escalation .
- Execution context: 2022–2024 PSU cycle achieved maximum performance for certain awards, indicative of strong execution; the CFO transition was accompanied by reaffirmation of 2024 guidance at the time, underscoring continuity through leadership change .