Marco Ellerker
DECKERS OUTDOORAbout Marco Ellerker
Marco Ellerker, age 58, is President of Global Marketplace at Deckers, appointed in August 2024. He previously led Deckers’ EMEA, Japan and Asia Pacific businesses, where he helped reposition the UGG brand and drive HOKA’s strategic development in those regions; prior roles include Global President of the Lifestyle Division at Pentland Brands with leadership across Lacoste, Ted Baker, and Ellesse. He holds a B.A. (Hons) in Business Studies from South Bank University, London, and has 25+ years of industry experience .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Deckers (EMEA, Japan, APAC) | SVP & GM | — | Instrumental in UGG brand repositioning and HOKA strategic development in EMEA/APAC |
| Pentland Brands | Global President, Lifestyle Division | — | Global leadership across Lacoste, Ted Baker, Ellesse; member of global Executive Team |
Fixed Compensation
- The 2025 proxy identifies Deckers’ primary executive pay elements: base salary, annual cash incentive (short-term, at-risk), time-based RSUs (long-term, service vesting), and performance-based PSUs (long-term, performance vesting). Specific base salary or bonus targets for Mr. Ellerker were not disclosed, as he was not listed as a Named Executive Officer (NEO) in FY2025 .
- Stock ownership guidelines and trading policies (see Equity Ownership & Alignment) further govern executive behavior .
Performance Compensation
FY2025 Annual Cash Incentive – Company program design and results (NEO framework)
| Metric | Weighting (Corporate NEOs) | Threshold | Target | Maximum | FY2025 Payout Result |
|---|---|---|---|---|---|
| Consolidated Operating Income | 70% (Caroti, Fasching, Garcia) | $845.9m | $939.8m | $1,127.8m | 200% |
| Consolidated Revenue | 30% (Caroti, Fasching, Garcia) | $4,369.6m | $4,749.5m | $5,224.5m | 150% |
| Modifier | Description | FY2025 Outcome |
|---|---|---|
| ESG Modifier | Culture/engagement (40%), belonging/inclusion (40%), environment (20%) | +8% |
- Illustrative payouts for NEOs (not including Mr. Ellerker) show weighted achievement and application of the ESG modifier; corporate components paid at the caps given strong results .
FY2025 Long-Term Incentive Plan – PSU Design
| Component | Metric | Measurement | Weight | TSR Modifier | Vesting/Service Condition |
|---|---|---|---|---|---|
| Profitability PSUs | Pre-tax income | Assessed annually in FY25, FY26, FY27 | 50% | +/-25% based on relative TSR to peer set | Requires continued service; performance goals set at start of period |
| Growth PSUs | Consolidated revenue | Assessed annually in FY25, FY26, FY27 | 50% | +/-25% based on relative TSR to peer set | Requires continued service; no vesting below thresholds |
Time-Based RSUs – Standard Vesting
| Award Type | Vesting Schedule | First Vest Date |
|---|---|---|
| 2025 Time-Based RSUs | Three equal annual installments over three years | Commencing Aug 15, 2025 |
Notes
- The company’s annual bonus metrics are consolidated operating income and revenue (with business-unit metrics for certain brand leaders); results are capped at 200% regardless of modifier impact .
- The LTIP emphasizes multi-year profitability and revenue with a TSR modifier, balancing growth and returns .
Equity Ownership & Alignment
Policies and Plan Structure
- Clawback: SEC/NYSE-compliant policy to recoup incentive compensation tied to financial restatements; may also claw back for significant misconduct causing financial/reputational harm even without a restatement .
- Stock Ownership Guidelines: CEO 6x base salary; other NEOs 3x base salary; as of end of FY2025, each NEO and director complied with minimum thresholds .
- No Hedging or Pledging: Insiders (directors, executive officers, employees, consultants) are prohibited from hedging, short-term/speculative trading, and pledging/margin accounts .
Equity Plan Overview (as of March 31, 2025)
| Metric | Value |
|---|---|
| Securities to be issued upon exercise/settlement of outstanding RSUs/PSUs | 708,914 |
| Weighted-average exercise price of outstanding options | — (no stock options outstanding) |
| Securities remaining available for future issuance | 13,793,719 |
Beneficial Ownership Context (as of June 30, 2025)
| Description | Value |
|---|---|
| Shares outstanding | 148,542,225 |
| All directors and executive officers as a group (16 persons) | 624,280 shares (0.4%) |
Note: The proxy lists NEO and director holdings; Mr. Ellerker is not listed as an NEO, and his individual beneficial ownership is not separately disclosed in the table .
Employment Terms
Standard Severance & Change-in-Control (CIC) Economics (as described for executives)
| Scenario | Cash Severance | Health Benefits Continuation | Equity Treatment | Other Terms |
|---|---|---|---|---|
| For Cause or Quit w/o Good Reason | Accrued salary/vacation/expenses; prior-year accrued bonus only | — | Vested equity only; no acceleration | Per plan terms |
| Death or Total Disability | Pro-rated current-year bonus at target; plus amounts above | — | Continued vesting of certain outstanding equity awards per Equity Award Agreements | Definitions per Severance Agreement |
| Termination w/o Cause (non-CIC) | CEO: 24 months base; Other executives: 12 months base | CEO: up to 24 months; Others: up to 12 months | Continued vesting of certain outstanding equity awards per Equity Award Agreements | Release required; benefits cease upon alternative coverage |
| CIC + Qualifying Termination (Double Trigger) | CEO: 2.5x (base + greater of 1.5x target bonus or 1.5x 3-yr average); Other executives: 2.0x same base/bonus construct | CEO: up to 30 months; Others: up to 24 months | Accelerated vesting of certain outstanding equity awards per Equity Award Agreements | No excise tax gross-ups |
Clawback, Trading, and Grant Practices
- Clawback policy per above; equity grants follow a Share-Based Grant Policy to avoid MNPI windows; awards typically granted on pre-established dates in open windows .
- Insiders prohibited from hedging/pledging; reinforces alignment and lowers governance risk .
Note: The proxy describes standard terms for executives; it does not explicitly state Mr. Ellerker’s individual agreement, but outlines the program economics applicable to executives other than the CEO .
Performance & Track Record
- Led the repositioning of UGG and strategic development of HOKA in EMEA, Japan, and APAC prior to his current role, indicating execution capability across global wholesale and DTC channels .
Compensation Committee and Governance Context
- On May 22, 2025, Deckers named Cindy L. Davis as Chair of the Board and Victor Luis as Chair of the Talent & Compensation Committee, aligning oversight of executive pay with refreshed board leadership .
Investment Implications
- Pay-for-performance architecture is robust: annual bonuses keyed to operating income and revenue with an ESG modifier, and LTIP PSUs tied to pre-tax income and revenue with a relative TSR modifier; this structure supports alignment between executive incentives and shareholder outcomes .
- Potential insider supply events: 2025 time-based RSUs vest in three equal tranches starting August 15, 2025, a date that can concentrate vest-related selling activity across executives receiving such awards (subject to trading windows and policy) .
- Alignment safeguards: strict no-hedging/no-pledging policy and a comprehensive clawback reduce key red flags; stock ownership guidelines reinforce long-term equity exposure for NEOs and directors .
- Retention/exit economics: if Mr. Ellerker is party to the standard executive Severance Agreement, non-CIC severance equals 12 months of base salary, while double-trigger CIC benefits equal 2x base plus 1.5x bonus construct and extended benefits, with equity acceleration, which can mitigate turnover risk during strategic transitions without tax gross-ups .
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