Matthew T. Farrell
Also at Church & Dwight Co Inc
About
Matthew T. Farrell has built an impressive career marked by a series of progressive leadership roles at CHD, starting from his entry as Vice President and Chief Financial Officer in September 2006. His career trajectory at the company includes pivotal promotions and executive responsibilities that have been critical to CHD’s strategic growth and market performance.
Throughout his tenure, he has overseen significant transitions and has played a central role in driving structural and operational improvements at the company. His appointment as President and CEO in January 2016, followed by his role as Chairman of the Board in May 2019, underscores his expertise in steering the company through complex financial and strategic initiatives.
While personal details and educational background are not disclosed, his impact at CHD is evidenced by major contributions to market capitalization growth and the successful integration of key acquisitions. His leadership is further complemented by his service on other boards, which highlights a broad commitment to corporate governance and industry advancement.
$CHD Performance Under Matthew T. Farrell
Past Roles
| Organization | Role | Date Range | Details |
|---|---|---|---|
| Church & Dwight Co., Inc. | Executive Vice President, Chief Operating Officer, and Chief Financial Officer | November 2014 to December 2015 | Provided extensive experience in finance, operations, and strategic planning |
| Church & Dwight Co., Inc. | Executive Vice President, Finance and Chief Financial Officer | May 2007 to November 2014 | N/A |
| Church & Dwight Co., Inc. | Vice President and Chief Financial Officer | September 2006 to May 2007 | N/A |
| Alpharma Inc. | Executive Vice President and Chief Financial Officer | April 2002 to August 2006 | N/A |
| Ingersoll-Rand Ltd. | Vice President, Investor Relations & Communications | July 2000 to April 2002 | N/A |
| AlliedSignal Inc. | Held various senior financial positions | November 1994 to June 2000 | N/A |
External Roles
| Organization | Role | Date Range | Details |
|---|---|---|---|
| Trinseo PLC | Member of the Board of Directors | 2021 - Present | Global materials supplier of latex binders, plastics, and specialty products |
Fixed Compensation
| Component Name | Amount | Payment Schedule | Additional Details |
|---|---|---|---|
| Base Salary | $1,189,800 | Annual (effective April 1, 2023) | |
| Profit Sharing | $140,013 | Annual | |
| Savings Plan Contribution | $16,500 | Annual | |
| Deferred Compensation Contribution | $65,379 | Annual | |
| Charitable Donations | $10,000 | Annual | Donations on behalf of Mr. Farrell |
| Executive Health Program | $3,300 | Annual |
Performance Compensation
Annual Incentive Plan (Non-Equity Incentive Plan)
| Metric | Threshold | Target | Maximum | Actual Performance | Rating | Additional Details |
|---|---|---|---|---|---|---|
| Net Sales | $5,479M | $5,708M | $5,936M | $5,868M | 1.68 | |
| Relative Gross Margin | <25th percentile | 56th-60th percentile | 80th percentile | 72nd percentile | 1.75 | |
| Diluted EPS | $2.91 | $3.03 | $3.15 | $3.17 | 2.00 | |
| Cash From Operations | $833M | $925M | $1,018M | $1,031M | 2.00 | |
| Strategic Initiatives | Scale 0.75 | N/A | Scale 1.25 | 1.10 | 1.10 | Qualitative measure |
- Overall Performance Rating: 1.71
- Actual Award Payment: $2,530,700
- Award as Percentage of Opportunity: 171%
Performance Stock Units (PSUs)
| Component | Details |
|---|---|
| Performance Metric | Total Shareholder Return (TSR) relative to a company-selected peer group |
| Threshold Payout | 0% if minimum TSR not achieved |
| Target Units | 9,780 PSUs |
| Maximum Units | 19,560 PSUs (200% of target) |
| Grant Date | March 1, 2023 |
| Grant Date Fair Value | $1,084,845 |
| Vesting Schedule | Vest on later of March 1, 2026 or achievement certification |
| Conditions | Continued employment through vesting date |
The Annual Incentive Plan and PSUs are key components of the performance compensation for 2023. The Annual Incentive Plan is based on multiple financial and strategic metrics with defined thresholds, targets, and maximums, while the PSUs tie award quantity to relative TSR achievement over a three-year period.