Allison Aden
About Allison Aden
Allison K. Aden, age 64, serves as Executive Vice President, Chief Financial Officer, and Treasurer of Cavco Industries and has held the role since August 2021; she is a Certified Public Accountant with prior CFO roles across industrials and tech services, bringing deep financial leadership and capital allocation expertise . Cavco’s FY2025 incentive design ties a substantial portion of Aden’s pay to performance: annual cash STIP based 90% on factory-built housing adjusted pre-tax profit and 10% on financial services adjusted pre-tax profit, and PRSUs measured over three years on relative TSR, growth versus industry volumes, and ROIC (33%/33%/34% weighting) . Shareholders supported the compensation program strongly, with over 98% approval at the 2024 annual meeting, indicating alignment with investor expectations .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Diversified Technologies | EVP & CFO | Jul 2018 – Aug 2021 | Led finance at a technology solutions provider across digital media, broadcasting, electronic security, and integrated IT solutions . |
| Schweitzer-Mauduit International (SWM) | EVP & CFO | Nov 2015 – May 2018 | Oversaw finance at a global engineered materials company . |
| Americold Realty Trust; Brambles; LNR Property; PRG‑Schultz | Senior finance roles | Not disclosed | Held key financial management positions across logistics/industrial, real estate, and services companies . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No external public company directorships disclosed in Cavco’s executive officer biography/proxy materials reviewed . |
Fixed Compensation
| Year | Base Salary ($) | Notes |
|---|---|---|
| FY2023 | 450,000 | SCT salary paid. |
| FY2024 | 550,000 | SCT salary paid; Board-set annual base salary $550,000 for FY2024 . |
| FY2025 | 634,615 | SCT salary paid; Board-set annual base salary increased to $650,000 (+18%) for FY2025 . |
Performance Compensation
Short-Term Incentive Program (STIP) – FY2025 Design and Outcomes
- Metrics and weighting (Company component): 90% factory-built housing segment adjusted pre-tax profit; 10% financial services segment adjusted pre-tax profit; targets set versus budget with threshold 70% and stretch 130% of budget .
- CFO percentage schedule (Company component only): Threshold 0.5x of target; Target 77% of base salary; Maximum 2.0x of target .
- Individual objective-based component: Additional, separate assessment for CFO; no threshold/maximum .
| Component (FY2025) | Payout ($) |
|---|---|
| Company Performance Component | 682,798 |
| Individual Objective Component | 150,000 |
| Total STIP Payout | 832,798 |
Long-Term Incentive Program (LTIP) – Structure and FY2025 Grants
- Vehicles and mix: RSUs (time-based, 40% of LTIP value) and PRSUs (performance-based, 60% of LTIP value) .
- RSU vesting: 33%/33%/34% annually on grant anniversaries .
- PRSU performance period: Three years (FY2025–FY2027), shares issued in May 2027; settlement capped at 200% of target .
- PRSU metrics and weights: Relative TSR (33%), volume growth versus manufactured housing industry (33%), and ROIC (34%) .
| FY2025 Equity Awards (Grant 5/22/2024) | Quantity | Notes / Value |
|---|---|---|
| RSUs granted (#) | 2,221 | Includes a one-time 864 RSU true-up for pro-rated FY2022 that vested on 5/22/2024 and 8/30/2024 . |
| PRSUs at target (#) | 2,036 | Vest/issue in May 2027 subject to performance . |
| Grant-date fair value ($) | 1,505,786 | Aggregate RSU+PRSU value for FY2025 . |
Multi-Year Compensation (SCT)
| Year | Salary ($) | Stock Awards ($) | Non-Equity Incentive Comp ($) | All Other Comp ($) | Total ($) |
|---|---|---|---|---|---|
| FY2023 | 450,000 | 801,703 | 609,233 | 5,427 | 1,866,363 |
| FY2024 | 550,000 | 1,050,067 | 397,525 | 7,278 | 2,004,870 |
| FY2025 | 634,615 | 1,505,786 | 832,798 | 7,695 | 2,980,894 |
Equity Ownership & Alignment
Beneficial Ownership and Percent of Outstanding
| As of Record Date | Shares Beneficially Owned (#) | Shares Outstanding (#) | Percent of Class |
|---|---|---|---|
| June 2, 2025 | 6,146 | 8,001,491 | ~0.08% (calculated from disclosed amounts) |
- Ownership guidelines: CFO required to hold 3x annual base salary within five years of appointment .
- Hedging/pledging: Prohibited for officers and directors; no hardship exemptions for these prohibitions .
Outstanding Equity Awards at FY2025 Year-End (3/29/2025)
| Grant Date | Unvested RSUs (#) | Market Value of Unvested RSUs ($) | Unearned PRSUs at Target (#) | Market/Payout Value at Target ($) | Notes |
|---|---|---|---|---|---|
| 5/25/2022 | 650 | 334,074 | 1,910 | 981,664 | Price used: $513.96 at 3/28/2025 . |
| 5/15/2023 | 909 | 467,190 | 2,034 | 1,045,395 | — |
| 6/12/2023 | 121 | 62,189 | — | — | — |
| 5/22/2024 | 1,357 | 697,444 | 2,036 | 1,046,423 | PRSUs vest/issue May 2027 . |
| Total | 3,037 | 1,560,897 | 5,980 | 3,073,482 | Sums of disclosed rows . |
- Options: No option awards outstanding for Ms. Aden as of FY2025 year-end (none listed in Outstanding Equity Awards table for Aden) .
- Shares vested in FY2025: 3,285 shares; value realized on vesting $1,227,473 .
- Upcoming vesting cadence (pressure indicators): RSUs vest 33%/33%/34% on grant anniversaries (e.g., 5/22 annually through 2027 for 2024 grant); PRSUs cliff-vest/issue after performance certification in May 2027 .
Employment Terms
| Term | Key Provision |
|---|---|
| Role and start | CFO & Treasurer since August 2021 . |
| Severance (no CIC) | Cash equal to 1x base salary + target annual bonus; pro‑rated target bonus for year of termination; up to 12 months COBRA; release required . |
| Change‑in‑Control | Double trigger (CIC plus qualifying termination within −6 to +12 months): 1x base salary + target bonus; pro‑rated target bonus; immediate vesting of unvested equity; performance awards vest at target; up to 12 months COBRA; release required . |
| Clawback | Board‑adopted recoupment policy covering restatements and other events; posted on investor site . |
| Trading policy | Anti‑hedging, anti‑pledging, no short selling/derivatives; no hardship exemptions for officers/directors . |
| Non‑compete/ND | Termination benefit disclosures reference payments for severance, non‑compete, and non‑disclosure covenants . |
Quantified Potential Payments (Assuming Termination on 3/28/2025; stock price $513.96)
| Scenario | Total ($) |
|---|---|
| Termination by Company Without Cause | 1,993,345 |
| Termination Upon Change in Control | 6,334,064 |
Compensation Committee, Peer Group, and Say‑on‑Pay
- Independent consultant: Pearl Meyer served as the Compensation Committee’s independent advisor; committee determined no conflicts; services limited to executive/director compensation .
- Target market positioning: Peer benchmarking aimed to place Cavco at approximately the peer group median .
- FY2025 compensation peer group (21 companies) includes: Skyline Champion, TopBuild, Trex, Simpson Manufacturing, American Woodmark, Beazer, Century Communities, LGI Homes, TRI Pointe, WillScot Mobile Mini, and others listed in the proxy .
- Say‑on‑Pay: At the 2024 annual meeting (held July 30, 2024), over 98% of votes cast supported the executive compensation program .
Investment Implications
- Pay-for-performance alignment looks strong: CFO’s variable pay is tied to profit metrics (adj. pre‑tax by segment) and multi‑year strategic KPIs (relative TSR, growth vs. industry, ROIC), with STIP/PRSU caps at 200% and clear 3‑year PRSU horizons; anti‑hedging/pledging and robust clawback enhance alignment and risk control .
- Retention risk appears mitigated by balanced severance and meaningful unvested equity: one‑year severance multiple plus target bonus (single or CIC double‑trigger), and sizeable unvested RSUs/PRSUs through 2027 provide retention hooks; CIC vests performance at target (neither overly rich nor punitive) .
- Insider selling pressure: Forward vesting cadence (annual RSU tranches; PRSUs cliff in May 2027) could create periodic liquidity windows but is standard; no options outstanding for Aden reduces exercise‑driven sales pressure; company prohibits hedging/pledging, reducing misalignment risks .
- Governance support is high: 98% Say‑on‑Pay approval and independent consultant usage with median‑oriented benchmarking reduce pay inflation and governance red flags .