Amy Fauss
FIRST BUSEY CORP /NV/About Amy Fauss
Amy J. Fauss (age 57) is Chief Information and Technology Officer of First Busey Corporation and Busey Bank, appointed effective March 1, 2025 in connection with the CrossFirst merger; she previously served as Chief Operating Officer of CrossFirst Bank (most recently Feb 2024–Mar 2025) and held prior senior roles in operations and human resources at CrossFirst since 2009, as well as earlier leadership positions at Solutions Bank, Hillcrest Bank, and Citizens‑Jackson County Bank . While her formal education is not disclosed in BUSE filings, her core credentials span bank operations, technology, and enterprise administration across COO, CHRO/CAO, and CIO mandates . As contextual performance during the most recent fiscal year, First Busey reported FY2024 net income of $113.7M (adjusted net income $119.8M), an efficiency ratio of 61.76% (adjusted 61.03%), and fee businesses growth (Wealth Management +12.3% YoY to $65.0M; FirsTech +1.3% YoY to $23.1M), with strong capital ratios (CET1 14.10%)—a baseline as she enters the CITIO role post‑merger .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| First Busey Corporation / Busey Bank | Chief Information and Technology Officer | Mar 2025–Present | Technology leadership for the combined platform following CrossFirst merger, appointed at Effective Time . |
| CrossFirst Bank | Chief Operating Officer | Feb 2024–Mar 2025 | Bank COO leading operations prior to integration into Busey Bank . |
| CrossFirst (HoldCo) and CrossFirst Bank | Chief Human Resources Officer and Chief Administrative Officer | May 2023–Feb 2024 | Enterprise HR and administration leadership across bank and holdco . |
| CrossFirst (HoldCo) and CrossFirst Bank | Chief Human Resources Officer | Jan 2021–May 2023 | Led HR across the enterprise . |
| CrossFirst Bank | Chief Operating Officer | Dec 2009–Jun 2022 | Foundational operating leadership during bank growth phase . |
| Solutions Bank | EVP & Chief Operating Officer | Not disclosed | Directed daily operations and HR . |
| Hillcrest Bank | Senior management roles | Not disclosed | Senior operating roles (specific dates not disclosed) . |
| Citizens-Jackson County Bank | Senior management roles | Not disclosed | Senior operating roles (specific dates not disclosed) . |
External Roles
- None disclosed in BUSE’s 2025 or 2024 proxy filings .
Fixed Compensation
- Not individually disclosed; Fauss was not a 2024 Named Executive Officer (NEO) in BUSE’s proxy, and BUSE does not provide her base salary or bonus detail in 2025 filings .
Performance Compensation
- Company program parameters (individual participation for Fauss not disclosed): For 2024, the annual cash incentive plan was weighted to Core EPS (40%), Asset Quality Ratio vs peers (25%), Non‑Bank Revenue (25%), Net Promoter Score (3.4%), Gallup Engagement (3.3%), and Regulatory Ratings (3.3%); CEO target 125% of salary, other NEOs 100%; maximum 150%/125% respectively . Actual 2024 goal achievement produced an aggregate NEO multiplier of 111.3% (company-level) .
| 2024 Annual Incentive Metrics | Weight | Target Definition / Notes |
|---|---|---|
| Core Earnings Per Share | 40% | Target $2.05; absolute performance metric with interpolation . |
| Asset Quality Ratio (relative rank) | 25% | Relative percent rank vs peer group; target band 50–59.99% . |
| Non‑Bank Revenue | 25% | Absolute dollars (WM + FirsTech) with interpolation; target $87.34M . |
| Net Promoter Score (relative rank) | 3.4% | Relative rank vs benchmarks . |
| Gallup Engagement Score (relative rank) | 3.3% | Relative rank vs Gallup database . |
| Regulatory Ratings | 3.3% | CAMELS/supervisory objectives . |
- Long-term equity framework (company-level): NEO awards are 50% PSUs / 50% RSUs; PSUs measured on ROATCE and relative TSR; post‑merger, ROATCE PSUs earned at 100% (2023 grants) and 75% (2024 grants) of target based on performance thru 12/31/2024; TSR PSUs modified/replaced to a new two‑year KRX‑relative TSR plan for 2025–2026 to mitigate merger‑announcement impact .
Equity Ownership & Alignment
- Individual beneficial ownership: Not listed for Fauss; the 2025 proxy ownership table itemizes directors and NEOs, and does not include her specifically .
- Company policies:
- Hedging prohibited; pledging generally prohibited without prior approval (no new pledging approvals in 2024; legacy exemptions continue) .
- Executive stock ownership guidelines: CEO 3x salary; other NEOs 2x salary; five‑year accumulation period (policy in force; individual compliance for non‑NEO executives like Fauss not disclosed) .
- Vesting and potential selling pressure:
- Post‑merger treatment: all outstanding First Busey RSUs now vest in equal annual installments over three years following the 3/1/2025 Effective Time (earlier original vest dates preserved if sooner); all First Busey equity awards vest upon involuntary termination within 12 months post‑merger (PSUs at target) .
- TSR PSU modifications concentrate performance measurement into 2025–2026, potentially timing any realizable value into that window (company‑wide) .
Employment Terms
- Appointment: Fauss was appointed CITIO of First Busey and Busey Bank at the Effective Time of the CrossFirst merger (3/1/2025) .
- Retention/agreements: 2025 retention agreements were disclosed for Randolph, Powers, and Bowe; no specific retention or employment agreement disclosure for Fauss in BUSE filings .
- Company policies applicable to executives:
- Clawback policy, updated to comply with Nasdaq Listing Rule 5608; applies to incentive comp upon restatement or specified misconduct .
- Change‑in‑control benefits exist for NEOs per employment agreements (company‑level disclosure); specific severance/change‑in‑control terms for Fauss are not disclosed in BUSE filings .
Company Performance Context (for tenure baseline)
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Net Income ($M) | $122.6 | $113.7 |
| Adjusted Net Income ($M) | $126.0 | $119.8 |
| Efficiency Ratio | 61.65% | 61.76% (Adj. 61.03%) |
| Wealth Mgmt Revenue ($M) | $57.8 | $65.0 |
| FirsTech Revenue ($M) | $22.8 | $23.1 |
| Non‑performing Loans ($M) | $7.8 | $23.2 |
| CET1 Ratio | 13.09% | 14.10% |
| Tangible Book Value/Share | $16.62 | $17.88 |
Say‑on‑Pay and Compensation Governance
- Say‑on‑pay approval: ~93% support at the 2024 annual meeting (referenced in 2025 proxy CD&A) .
- Compensation Committee: 2025 membership—Stephen V. King (Chair), Stanley J. Bradshaw, Rodney K. Brenneman, Steven W. Caple, Karen M. Jensen; independent consultant Pearl Meyer advises committee .
Insider Trading and Section 16
- Company states executive officers and directors timely filed required Section 16(a) reports in 2024 except specified late filings for other individuals; no mention of Amy Fauss in these exceptions .
- No Form 4 insider activity for Fauss is disclosed in BUSE proxy filings; Form 4 data not provided in these documents .
Compensation Structure Analysis (company‑level context; individual Fauss data not disclosed)
- Mix continues to emphasize at‑risk pay: annual incentives tied to objective metrics (EPS, asset quality, fee revenue, customer/employee/regulatory KPIs) and long‑term equity split between PSUs and RSUs with relative TSR and ROATCE measures .
- Merger‑driven equity adjustments: deemed performance for ROATCE PSUs and TSR PSU modifications/replacements to a two‑year KRX‑relative TSR cycle reflect a retention and integration focus; RSU schedules were shortened to 3‑year ratable vesting, potentially smoothing overhang and reducing long‑dated lockups .
Investment Implications
- Retention and integration: Fauss’s appointment as CITIO at merger close suggests a critical role in systems integration and technology execution for the combined bank; however, BUSE did not disclose her compensation, ownership, or bespoke severance arrangements, limiting direct assessment of pay‑for‑performance alignment and retention risk for her specifically .
- Selling pressure risk: Company‑wide equity changes—3‑year RSU vesting and 12‑month post‑merger acceleration on involuntary termination—lessen near‑term cliff risk but could concentrate PSU value realization in 2025–2026 given TSR PSU modifications; individual impact for Fauss is not disclosed .
- Governance signals: Robust clawback, hedging/pledging limits, and high say‑on‑pay support indicate shareholder‑friendly governance; absence of disclosed pledging or Section 16 issues for Fauss is a positive, though lack of Form 4 visibility tempers trading‑signal analysis .
Key gaps: No individual data on Fauss’s base pay, incentive targets, equity grants, ownership, pledging, or change‑of‑control terms in BUSE filings. Monitoring future proxies and any Form 4 activity post‑merger will be essential to evaluate alignment and potential selling pressure specific to Fauss .