Angela Ogbechie

About Angela Ogbechie

Deckers’ Chief Supply Chain Officer since June 2022, Angela Ogbechie, age 47, leads global supply chain operations after advancing through senior supply chain roles at Deckers since 2008; she holds a BA in Economics (Stanford) and an MBA (Columbia Business School) . Company performance under the executive team in FY2025 featured 16.3% revenue growth, 230 bps gross margin expansion to 57.9%, 200 bps operating margin expansion to 23.6%, and 30.2% EPS growth; management also cited “outstanding” TSR on absolute and relative bases during the period used for incentive plans .

Company FY2025 performance (context for incentive alignment):

Past Roles

External Roles

• None disclosed in company filings reviewed .

Fixed Compensation

• Individual base salary and cash compensation for Ms. Ogbechie were not disclosed, as she was not a Named Executive Officer (NEO) in FY2025; Deckers discloses detailed pay only for NEOs .
• Program design context: base salaries are reviewed annually; FY2025 NEO base salaries were adjusted to reflect scope and market benchmarking .

Performance Compensation

Deckers’ FY2025 incentive design (applies to NEOs; indicative of executive incentives company-wide):

• Annual Cash Incentive (one-year): Metrics were consolidated Operating Income and consolidated Revenue (for corporate leaders), with business unit OI/Revenue overlays for brand presidents; payouts ranged from 50–200% of target per component, plus an ESG modifier of ±10% (FY2025 result: +8%, capped total payout at 200%) .
• Long-Term Incentive (three-year PSUs, 60% of equity): 50% tied to annual Pre-tax Income and 50% to annual consolidated Revenue for FY2025–FY2027, adjusted by a TSR modifier of 75–125% versus a peer set (cap 200% of target; no uplift if absolute TSR negative) .
• Time-based RSUs (40% of equity): vest in three equal tranches beginning August 15 in the year following grant (FY2025 grants: vest on Aug 15, 2025/2026/2027) to support retention .

FY2025 plan metrics and outcomes (NEO framework; useful for assessing pay-for-performance rigor):

Note: The FY2025 Annual Cash Incentive paid at 200% of target for corporate and Fashion Lifestyle components and 147% for HOKA components (before ESG modifier), with the +8% ESG modifier applied and total capped at 200% .

Equity Ownership & Alignment

• Stock ownership guidelines: Company states guidelines apply to executive officers and directors; illustrated thresholds include CEO 6x salary, other NEOs 3x salary, and directors 5x annual retainer; all officers and directors were in compliance as of FY2025 year-end .
• No hedging or pledging: Insider Trading Policy prohibits hedging, short sales, derivatives, exchange funds, and pledging/margin accounts for directors, executive officers, employees, and consultants .
• Clawback: SEC/NYSE-compliant policy applies to executive officers; recoups incentive-based compensation after an accounting restatement and also permits recovery for significant misconduct causing financial/reputational harm .
• Equity mix and overhang: No stock options outstanding; executive equity comprised of RSUs and PSUs under stock plans; 708,914 shares underlying outstanding RSUs/PSUs (at max) and 13,793,719 shares available for issuance as of 3/31/2025 (stock-split adjusted where relevant) .

Employment Terms

• Current role start date: June 24, 2022; years in role ≈3 as of mid-2025; at Deckers since 2008, with promotion to SVP in Nov 2021 .
• Severance/Change-in-Control (company framework): Deckers discloses severance/CIC terms for NEOs (not specifically for Ms. Ogbechie). For NEOs: without cause termination → base salary continuation (12 months; 24 months for CEO) and health benefits; CIC double-trigger termination → 2x cash multiple for non-CEO (2.5x for CEO) applied to base plus the greater of 1.5x target bonus or 1.5x three-year average bonus, with continued health benefits (up to 24–30 months), and equity acceleration at target for PSUs under double-trigger or if awards are not assumed .
• Retirement/death/disability treatment: Pro-rata vesting mechanics for unvested awards per RSU/PSU agreements (conditions apply) .

Investment Implications

• Incentive alignment: Executive pay design emphasizes operating income and revenue, plus a three-year PSU plan with a TSR modifier, aligning pay with profitable growth and shareholder returns; the ESG modifier embeds accountability but remains capped within overall payout limits .
• Selling pressure and pledging risk: Strict no-hedge/no-pledge policy materially reduces forced-selling/pledge unwind risk signals; clawback further tightens alignment and governance .
• Vesting cadence and potential trading windows: Time-based RSUs vest annually around mid-August and PSUs at fiscal year-end (e.g., March 31 performance periods), which can cluster Form 4 activity around those dates for tax withholding/sales; monitor those windows for insider flow signals .
• Retention considerations: Company-wide use of multi-year performance equity and ownership guidelines support retention and long-term alignment; double-trigger CIC terms reduce entrenchment risk while preserving continuity through transactions .
• Data gaps: Ms. Ogbechie’s individual compensation, grant sizes, and shareholdings were not disclosed in FY2025 because she was not an NEO; investors should supplement with Form 4 monitoring for transaction-level insights and future proxies for any NEO status changes .