Brian Teplitz
About Brian Teplitz
Brian Teplitz (age 67) serves as Executive Vice President and Chief Credit Officer of Dime Community Bank; he has held the CCO role since 2020 after senior credit roles at BankUnited (2017–2020), Capital One/North Fork Bank (13 years), and 22 years at Citibank across credit, underwriting, workout, and controllership functions . Dime disclosed that an incoming Chief Credit Officer (Robert Rowe) has been hired and that Mr. Teplitz will retire at the end of May 2025 . Company performance during his recent tenure included 2024 asset quality with non-performing loans at 0.46% of total loans (better than the peer median), core deposit growth of ~20% YoY (about $1.8B raised by new teams), and net interest margin expansion over 2024; Dime also reduced CRE concentration and strengthened capital (CET1 >11%, Total Capital >15.5%) . Dime’s 2024 total shareholder return was 18.5%, top quartile vs. its compensation peer group .
Past Roles
| Organization | Role | Tenure/Years | Strategic impact |
|---|---|---|---|
| Dime Community Bank | EVP, Chief Credit Officer | Since 2020 | Oversees enterprise credit risk; tenure coincides with improved asset quality and balance sheet de-risking initiatives . |
| BankUnited | Senior Credit Officer | 2017–2020 | Led credit oversight during rising-rate cycle; experience relevant to C&I and CRE underwriting . |
| Capital One / North Fork Bank | Senior Credit Officer | 13 years (dates not disclosed) | Large-bank credit governance and portfolio management across cycles . |
| Citibank | Multiple roles (Divisional Controller, Relationship Management, Head of Underwriting, Director of Loan Workout – North America) | 22 years (dates not disclosed) | Deep restructuring/workout leadership and credit underwriting in diversified portfolios . |
External Roles
Not disclosed in company filings reviewed .
Fixed Compensation
Mr. Teplitz was not a Named Executive Officer (NEO) in the latest proxy; individual base salary, target bonus, and perquisites were not disclosed. The company describes overall executive pay philosophy (mix of base, annual incentives, and long-term equity) and governance, but NEO-specific tables exclude him .
| Element | 2024 value | Notes |
|---|---|---|
| Base salary | Not disclosed | Mr. Teplitz not listed among NEOs; company sets competitive base salaries informed by market data . |
| Target annual bonus % | Not disclosed | 2024 AIP structure and metrics disclosed for NEOs; non-NEO targets not provided . |
| Perquisites | Not disclosed | Perquisite details provided for NEOs only . |
Performance Compensation
Dime’s disclosed 2024 incentive plan metrics (AIP) for NEOs emphasize cost discipline and balance sheet quality. While Mr. Teplitz’s specific targets/payouts are not disclosed, the corporate performance construct aligns tightly with a CCO’s remit (asset quality, CRE concentration, capital, loan-to-deposit).
| 2024 AIP (Corporate Factor = 85% of AIP) | Weight | Threshold | Target | Maximum |
|---|---|---|---|---|
| Adjusted Non-Interest Expenses / Average Assets | 50.0% | 1.75% | 1.55% | 1.35% |
| Relative Asset Quality (NPLs/Loans vs. peers) | 12.5% | 25th pct | 50th pct | 75th pct |
| Tier 1 Risk-Based Capital Ratio | 10.0% | 10.25% | 11.0% | 12.0% |
| CRE Concentration Ratio (Consolidated) | 15.0% | 550% | 510% | 470% |
| Loan-to-Deposit Ratio | 12.5% | 105.0% | 97.5% | 90.0% |
- Discretionary Factor (15% of AIP) captured progress on deposit/customer growth from new hires and other strategic items; 2024 discretionary assessment was 120% of target for NEOs .
2024–2026 LTIP (for NEOs) places 60% weight on performance-vested stock and 40% on time-vested stock, with performance metrics directly tied to deposit franchise quality and reduced CRE concentration—outcomes intertwined with credit portfolio composition and funding mix .
| 2024–2026 LTIP PRSA Metrics | Weight | Threshold | Target | Maximum |
|---|---|---|---|---|
| Relative Deposit Franchise Quality among Metro NY/NJ banks | 50% | 25th pct | 50th pct | 75th pct |
| Consolidated CRE Concentration Ratio | 50% | 490% | 450% | 400% |
- Vesting mechanics (LTIP): PRSAs vest based on 3-year performance (payout 50–150% of target); RSAs vest ratably over 3 years .
Equity Ownership & Alignment
| Topic | Detail |
|---|---|
| Individual beneficial ownership | Not individually disclosed for Mr. Teplitz in the 2025 proxy . |
| Group ownership | All directors and executive officers as a group held 3,129,931 common shares (7.1%) as of March 20, 2025 . |
| Pledging / hedging | Company prohibits pledging of Company securities and prohibits hedging (options, collars, swaps, short sales, exchange funds) for directors, officers and employees . |
| Clawback | SEC-compliant clawback applies to Executive Officers for incentive pay during the 3 years preceding any required accounting restatement . |
| Ownership guidelines | Minimum stock ownership guidelines apply to Directors and NEOs (not broadly to all officers): CEO 3x salary; Other NEOs 1.5x salary; Directors 5x cash retainer . |
| Trading policy | Insider Trading and Confidentiality Policy governs trading windows and compliance for Board, executive management and employees . |
Employment Terms
| Provision | Disclosed for Teplitz | Company context |
|---|---|---|
| Employment agreement | Not disclosed | Employment agreements are disclosed for CEO (Lubow), CFO (Reddy), and CLO (Gunther) with 3-year terms and severance multiples; not for Mr. Teplitz . |
| Change-in-control agreement | Not disclosed | CIC agreements disclosed for Fegan (3x) and Porzelt (2x); not for Mr. Teplitz . |
| Severance multiples | Not disclosed | Where applicable (for covered execs), severance includes salary+bonus multiples plus benefit continuations; subject to double-trigger for CIC . |
| Restrictive covenants | Not disclosed for Mr. Teplitz | Agreements that exist include non-compete/non-solicit periods when triggered (min 6 months to max 2 years) . |
| Retirement / succession | Retiring end of May 2025; incoming CCO Robert Rowe hired | Succession planning disclosed in 4/22/2025 press release . |
Performance & Track Record (Company Context During Tenure)
| Metric | 2024 outcome | Commentary |
|---|---|---|
| Non-performing loans / total loans | 0.46% | Strong asset quality vs. peer median 0.55%; relevant to credit oversight . |
| Core deposit growth | ~20% YoY; ~$1.8B raised by new teams | Funding mix improved; reduction in wholesale funding to 8% of assets . |
| CRE concentration | Reduced during 2024 | Aligns with LTIP and AIP incentives to diversify risk . |
| Net interest margin | Expanded sequentially through 2024 after Q1 trough | Benefit of deposit mix and balance sheet actions . |
| Capital ratios | CET1 >11%, Total Capital >15.5% (post equity raise) | Supports growth and resilience . |
| Total shareholder return (2024) | 18.5% | Top quartile vs. peer group . |
Compensation Structure Analysis (Relevance to CCO role)
- Incentives shifted toward balance-sheet quality and risk metrics: AIP includes relative asset quality, CRE concentration, LTD ratio, Tier 1 capital; LTIP includes deposit franchise quality and CRE concentration—both drive credit portfolio mix and underwriting discipline .
- Governance protections: no hedging/pledging, SEC-compliant clawback, and insider trading controls align executive incentives with long-term shareholder outcomes and regulatory posture .
- Pay-for-performance rigor maintained: The 2022 LTIP paid at 30% of target as one metric fell below threshold; Committee did not adjust goals despite a tougher macro (higher rates), indicating discipline and low discretionary upward adjustment risk .
Investment Implications
- Alignment: The company’s incentive architecture (AIP and LTIP) directly targets asset quality, CRE concentration, deposit franchise quality, and capital—key levers under a CCO’s influence, supporting conservative credit posture and balance-sheet diversification .
- Low pledging/hedging risk and robust clawback: Prohibitions and clawback apply to executive officers, mitigating governance red flags and reducing misalignment/hedging risk signals .
- Transition risk moderate: Mr. Teplitz’s planned retirement at end-May 2025 is accompanied by a named successor (Robert Rowe), reducing key-person risk; monitor near-term credit migration and underwriting continuity during handoff .
- Performance context: 2024 asset quality and CRE de-risking improved alongside funding mix and capital; continued adherence to incentive metrics should sustain risk-adjusted earnings quality, though future outcomes will depend on successor execution and macro credit conditions .