James Weber
COMERICAAbout James Weber
James H. Weber, age 62, is Executive Vice President and Chief Experience Officer at Comerica Incorporated (CMA). He has served as an executive officer since 2019, following prior roles as EVP and Chief Marketing Officer (2012–2020) and Senior Vice President, Corporate Marketing & Communications (2007–2012) . Company performance context for incentive alignment: 2024 CET1 11.89%, ROE 11.23%, ROA 0.87%, EPS $5.02, and net charge-offs of 0.10% of average loans . Comerica’s 2024 short-term AEI plan funded at 122.4% on corporate results , and the 2022–2024 SELTPP cycle vested at 135% of target, balancing strong ROCE against a negative TSR modifier .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Comerica Incorporated | EVP, Chief Experience Officer | 2020–Present | Leads customer experience strategy and execution across the franchise . |
| Comerica Incorporated | EVP, Chief Marketing Officer | 2012–2020 | Drove brand, marketing, and communications to support revenue and customer growth . |
| Comerica Incorporated | SVP, Corporate Marketing & Communications | 2007–2012 | Advanced corporate marketing and communications programs . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| — | — | — | No external public company directorships disclosed . |
Fixed Compensation
- Individual base salary, target bonus percentage, and actual bonus payouts are not disclosed for Mr. Weber in the 2024–2025 proxy (he was not a Named Executive Officer) .
Key company-wide executive compensation governance (applies to EVPs):
- No employment agreements; pay-for-performance with variable mix and robust clawbacks and forfeiture provisions .
- 2025 shift to eliminate stock options in annual grants (long-term mix: 60% SELTPP units, 40% RSUs) to align with market practice and regulatory expectations .
- Updated 2025 stock ownership guidelines: retain 50% of after-tax shares until meeting salary multiple; EVP levels require 2x–3x salary depending on level .
Performance Compensation
2024 AEI (Annual Executive Incentive) design and outcomes:
| Metric | Weight | Target | Actual | Corporate Funding (per metric) | Notes |
|---|---|---|---|---|---|
| MIP EPS (non-GAAP) | 65% | $5.18 | $5.63 | 136% | Uses net charge-offs in lieu of provision; 50% rate collar; excludes certain non-performance items . |
| MIP Efficiency Ratio (non-GAAP) | 15% | 68% | 69% | 97% | Inverse payout relationship; 50% rate collar; excludes certain items . |
| Strategic Initiatives – Risk Mgmt | 10% | 100% | 97% | 91% | Excellence Program execution . |
| Strategic Initiatives – Growth | 5% | 100% | 100% | 100% | Deposit and fee-income initiatives . |
| Strategic Initiatives – Human Capital | 5% | 100% | 106% | 124% | Division-level human capital metrics and community investment goals achieved . |
| Total Corporate Funding | — | — | — | 122.4% | Company-wide AEI funding result . |
SELTPP (Senior Executive Long-Term Performance Plan) targets by cycle:
| Performance Period | Absolute ROCE Target | Relative ROCE Target (vs KBW Bank Index) | Threshold (Abs/Rel) | Maximum (Abs/Rel) | TSR Modifier |
|---|---|---|---|---|---|
| 2023–2025 | 10.0% (target range 9–11%) | 50th–75th percentile | 4.0% / 25th percentile | 16.0% / 75th percentile | ±15% for top/bottom quartile . |
| 2024–2026 | 10.0% (target range 9–11%) | 50th–75th percentile | 4.0% / 25th percentile | 16.0% / 75th percentile | ±15% for top/bottom quartile . |
| 2025–2027 | 10.0% (target range 9–11%) | 50th–75th percentile | 4.0% / 25th percentile | 16.0% / 75th percentile | ±15% for top/bottom quartile . |
- 2022–2024 SELTPP achieved absolute SELTPP ROCE of 16.0% and 1st quartile relative ROCE; payout factor 150% reduced by 15% due to 4th quartile TSR → 135% payout .
Vesting schedules:
- RSUs: 50% in year 2; 25% in years 3 and 4; dividends accrue and pay only if vested .
- Options (legacy awards prior to 2025 program change): 25% per year over 4 years; 10-year term; strike set at grant-date close . Stock options discontinued for annual grants in 2025 .
Equity Ownership & Alignment
Policies and alignment:
- Stock ownership guidelines: CEO 6x; CFO 3x; EVP levels 2x–3x; 2025 update requires retention of 50% of after-tax shares until in compliance .
- Hedging and pledging of Comerica stock are prohibited for employees and directors ; management beneficial ownership disclosures note no pledged shares and prohibition on hedging/pledging .
Insider transactions and holdings (James H. Weber):
- Filed SEC Form 4 on October 24–25, 2024 disclosing stock sales; press coverage reports sale value of $410,993 .
- Filed SEC Form 4 on February 24, 2025 (James Harry Weber) .
- Estimated holdings reported by GuruFocus: 15,773 shares as of October 24, 2024 (approx. $1.11M at $70.58) .
Note: Company-wide “Security Ownership of Management” table in the 2025 proxy does not list Mr. Weber as a Named Executive Officer; therefore, exact beneficial ownership breakdown (vested vs unvested, options) is not disclosed in the proxy for him .
Employment Terms
- No employment agreements; compensation overseen by the independent Governance, Compensation & Nominating Committee with negative discretion and robust risk controls .
- Clawbacks: Dodd-Frank/SEC/NYSE-compliant Compensation Recovery Policy, broadened discretionary Recoupment Policy, and equity plan forfeiture provisions for adverse risk or misconduct .
- Change-of-control agreements: Maintained for NEOs (30-month employment period; severance at 3x base + highest annual bonus; benefits continuation; pension top-up; outplacement); legacy excise tax gross-up only for pre-2008 agreements (CEO), with post-2008 agreements using best-net reduction; not specifically disclosed for Mr. Weber .
Investment Implications
- Incentive alignment: Company AEI and SELTPP mechanics are tightly linked to EPS, efficiency, ROCE, and relative performance, with explicit TSR modifiers and clawbacks—positive for pay-for-performance discipline .
- Reduced selling pressure from program changes: Discontinuation of stock options in 2025 likely curtails option-exercise-driven sales; continued RSU settlements and SELTPP distributions create periodic supply events, mitigated by 2025 retention requirement to hold 50% of after-tax shares until guideline compliance .
- Insider flow watchpoints: Documented Form 4 sales in late 2024 and filing activity in early 2025 warrant monitoring for potential near-term liquidity overhang and signaling, though hedging/pledging prohibitions and ownership guidelines support long-term alignment .
- Execution risk: Enterprise “Excellence Program,” risk and technology enhancements, and capital/liquidity actions described in 2024 context suggest elevated regulatory and macro sensitivity; incentive design uses collars and non-performance adjustments to isolate management performance in bank-typical rate cycles .