Aleksander Malkiman
About Aleksander Malkiman
Aleksander Malkiman, age 50, is Executive Vice President and Chief Technology Officer (CTO) at Blue Foundry Bancorp, serving since March 2022. He previously led IT infrastructure and security at CIFC Asset Management and global infrastructure/client services at ITG; he holds a B.S. in Computer and Information Science from Brooklyn College and an MBA in Information Systems Management and Financial Management from Pace University’s Lubin School of Business . Company execution in 2024 included loan growth of $22.8 million to $1.58 billion, deposit growth of $98.4 million to $1.34 billion, and NIM of 1.90%, slightly above target—key metrics that underpin executive incentives . Stock performance since IPO priced at $10 (July 15, 2021) to $9.02 (April 9, 2024) reflects a -9.8% return versus steeper declines for NJ peers and the NASDAQ Bank Index .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| CIFC Asset Management | Executive Director, Head of IT Infrastructure & Security | Prior to Mar 2022 (not disclosed) | Led enterprise infrastructure/security—relevant to bank cyber, uptime, resilience |
| ITG (Investment Technology Group) | Director, Global Infrastructure & Client Services | Prior to Mar 2022 (not disclosed) | Managed global infrastructure and client-facing technology operations |
External Roles
No external board roles or directorships disclosed for Malkiman .
Fixed Compensation
| Year | Base Salary ($) | Target Bonus (%) | Target Bonus ($) | Actual Bonus ($) |
|---|---|---|---|---|
| 2024 | 355,000 | 35% | 124,250 | 83,920 |
Performance Compensation
Annual Incentive Plan (AIP) – 2024 Outcomes
| Metric | Weighting | Threshold (50%) | Target (100%) | Superior (150%) | Actual | Payout |
|---|---|---|---|---|---|---|
| Net Loan Growth ($mm) | 25% | 67 | 100 | 133 | 22.8 | 0% |
| Net Deposit Growth ($mm) | 20% | 90 | 135 | 180 | 97.5 | 58% |
| Core Deposit Growth ($mm) | 10% | 47 | 70 | 93 | (13.2) | 0% |
| Net Interest Margin (%) | 25% | 1.84 | 1.87 | 2.25 | 1.90 | 104% |
| Individual Performance | 20% | Discretionary | Discretionary | Discretionary | 150% | 150% |
| Overall Achievement | — | — | — | — | 67.5% of target | 67.5% of target |
Resulting payout for Malkiman: $83,920, equal to 67.5% of his $124,250 target .
Long-Term Equity – 2024 Grants and Performance Structure
| Grant Type | Grant Date | Shares (#) | Grant Date FMV ($) | Vesting | Performance Metrics | Metric Weight | Metric Target |
|---|---|---|---|---|---|---|---|
| Time-Based RSU | Feb 1, 2024 | 6,250 | 59,313 (at $9.49 close) | Ratable over 6 years | — | — | — |
| Performance-Based RSU (at target) | Feb 1, 2024 | 6,250 | 59,303 (at $9.49 close) | 3-year performance period (2024–2026), then converts to time-based vest over 4 years starting 2027 if earned | Net Loan Growth | 30% | $350 million |
| Net Deposit Growth | 40% | $400 million | |||||
| Net Interest Margin | 30% | 2.84% |
Note: Executives first received options under the 2022 Equity Incentive Plan; options and RSUs generally vest over 5–7 years and are granted at no less than fair market value at grant; options expire after 10 years .
Equity Ownership & Alignment
| Category | Amount |
|---|---|
| Total beneficial ownership (shares) | 46,887 |
| % of shares outstanding | Less than 1% (asterisked in proxy) |
| ESOP allocated shares | 3,881 |
| Unvested restricted stock awards | 15,922 |
| Unvested performance awards (target) | 6,250 |
| Vested options | 19,656 |
- Stock ownership guidelines: 1x base salary for executive officers, with five years to reach compliance; minimum hold of 50% of net shares from vesting until guideline met; unvested performance shares and unexercised options do not count toward compliance .
- Anti-hedging and anti-pledging: Executives are prohibited from hedging or pledging company stock, and from holding company securities in margin accounts .
- Clawbacks: Standard restatement-based clawback plus supplemental policy adopted December 2023 under Dodd-Frank .
Employment Terms
- Role and start date: Executive Vice President and CTO since March 2022 .
- Policies applicable: Stock ownership guidelines (1x salary, five-year compliance period; 50% net shares retention), anti-hedging/anti-pledging, clawback (including Dodd-Frank supplemental), insider trading policy with blackout windows .
- Equity plan mechanics: 2022 Equity Incentive Plan authorizes RSUs and options; awards generally vest in equal installments over 5–7 years; options granted at or above market price; options expire after 10 years; change-in-control accelerates vesting for plan-defined events .
- Compensation peer group: 29 commercial banks in New England/NJ/NY/PA, assets $1.3–$6.7 billion, market cap around ~$350 million; committee uses Pearl Meyer as independent consultant .
Investment Implications
- Pay-for-performance alignment: 80% of AIP tied to financial drivers (loan growth, deposits, NIM) and 20% to individual performance; 2024 payout at 67.5% of target reflects underperformance in growth metrics offset by NIM and maximum individual rating—suggesting balanced but disciplined calibration .
- Retention and selling pressure: Long vesting horizons (6-year TBRSUs; 3-year PBRSU performance then 4-year time vest; 7-year options) create ongoing retention hooks; anti-pledging/hedging reduces misalignment risk; periodic vest schedules may create predictable Form 4 flow rather than large single unlocks .
- Alignment via ownership: Beneficial ownership includes ESOP shares, unvested RSUs/PSUs, and vested options; formal guidelines and 50% holdback tighten alignment, though individual compliance status is not disclosed .
- Performance hurdles: Long-term PSUs require ambitious three-year targets (aggregate $350mm net loan growth, $400mm net deposit growth, NIM 2.84%), raising execution demands before any RSUs convert/vest—investors should watch quarterly trajectory on these metrics to infer future realizable equity .
- Governance and risk controls: Clawbacks (including Dodd-Frank), blackout/trading plans, and strict anti-pledging/hedging policies mitigate headline risk and enhance governance quality .
