Michael Parker

About Michael Parker

Michael Parker, 58, is President, Consumer Services at Altice USA, leading all aspects of the residential business across sales, brand, marketing & media, and customer base management for broadband, mobile, video, and phone services; he previously served as President, Business Services from 2023 to 2024 and spent 20+ years at Comcast in leadership roles, most recently as Regional Senior Vice President of the Beltway Region . He serves on the boards of Urban Alliance and CWI Labs and holds an MBA from Northwestern University and a JD from the University of Miami School of Law . Company-wide performance metrics informing executive incentives in 2024 included Adjusted EBITDA (with modified actual $3,452.1 million vs target $3,581.3 million) and divisional/operational metrics, producing a 97.5% payout score for corporate leaders, which frames the pay-for-performance environment for senior executives like Parker .

Past Roles

External Roles

Fixed Compensation

• Michael Parker is not a named executive officer (NEO) in the 2024 proxy; specific base salary and bonus details for Parker are not disclosed in the DEF 14A .
• The proxy’s base salary disclosures cover CEO/CFO/GC/EVP HR, not Parker .

Performance Compensation

Altice USA’s 2024 Short-Term Incentive Plan (STIP) design and payout for corporate leaders (context for senior executives, including Parker’s peer group):

Long-Term Incentive structure in 2024 (company-wide design; Parker-specific grants not disclosed):

• Awards delivered as 50% RSUs (vest in three equal annual tranches on March 1, 2025/2026/2027) and 50% cash performance awards (CPAs) linked to revenue and Adjusted EBITDA over the 2024–2026 performance period, payable in March 2027 if earned; CPAs may be settled in cash or shares at Committee discretion .
• In December 2024, supplemental CEO CPAs tied to fiscal-year 2027 performance were approved, payable March 2028 if earned; highlights emphasis on revenue and Adjusted EBITDA outcomes in LTIP .

Equity Ownership & Alignment

• Beneficial ownership tables list NEOs and directors; Parker is not enumerated individually, and his total beneficial ownership is not disclosed in the proxy .
• Hedging policy: directors, officers, and employees are prohibited from entering hedging transactions without pre-clearance and from public put and call transactions at all times .
• Clawback policy: Dodd-Frank compliant clawback approved Oct/Nov 2023; company may recover awards (including service-vesting awards), payments, and gains per law/policy .
• Plan mechanics: RSUs and options fully vest upon Change of Control; PSUs/DCAs fully vest (PSUs performance deemed achieved); CPAs fully vest and performance deemed achieved upon Change of Control; death/disability generally pro-rata vesting for options/RSUs/DCAs .
• Design shift: due to underwater options, equity incentives emphasized RSUs and CPAs to improve retention/line-of-sight alignment with stockholders .

Employment Terms

• Role/tenure: President, Consumer Services; previously President, Business Services 2023–2024 .
• Severance framework (company policy applicable to eligible employees, including NEOs): minimum 52 weeks of base salary for SVP and above; up to three months subsidized COBRA; prorated annual bonus based on actual performance if termination after June 30; subject to non-compete and non-solicit covenants; no severance for cause/voluntary/retirement/death/disability .
• Change-of-control treatment: as above—accelerated or deemed-achieved vesting for equity awards per award type; CPAs deemed achieved .
• Specific offer/contract terms for Parker (salary, bonus %, ownership guidelines, non-compete duration) are not disclosed in the proxy/8-Ks reviewed .

Compensation Committee Analysis

• Compensation Committee members: Raymond Svider (Chair), Mark Mullen, Susan Schnabel .
• Metrics definition: Adjusted EBITDA non-GAAP definition used in incentive programs, consistent with 10‑K MD&A reference .
• Governance: Amended and Restated 2017 LTIP authorizes multiple award types; administration by Board/Comp Committee with authority to amend/suspend/terminate subject to shareholder approvals where required .

Investment Implications

• Alignment and retention: The company’s pivot from out-of-the-money options to RSUs/CPAs suggests improved retention value and clearer linkage to revenue/Adjusted EBITDA outcomes; however, Parker’s individual grant mix and ownership stake are not disclosed, limiting precision on his personal alignment and potential selling pressure .
• Incentive sensitivity: 2024 STIP achieved 97.5% of target for corporate leaders, with Adjusted EBITDA below target and Committee discretion modifying the metric; this indicates moderate payout despite operating headwinds, which can temper the signal strength of annual bonuses as a trading catalyst .
• Downside governance protections: Robust clawback and hedging restrictions reduce misalignment and potential governance risk; change-of-control mechanics provide strong acceleration, increasing potential retention pre-transaction but potentially creating event-driven realizations .
• Data gaps: With Parker not a 2024 NEO, pay details, ownership, pledging, and Form 4 trading are not surfaced in the proxy/8‑Ks reviewed, constraining assessment of personal selling pressure and guideline compliance; focus should remain on monitoring future proxies and 8‑Ks for any role changes, award disclosures, or contract filings .