John Jeffery
About John Jeffery
John J. Jeffery is Senior Vice President of Supply Chain Services at DXP Enterprises, appointed in May 2010. He oversees strategic direction for the Supply Chain Services business, with prior leadership roles spanning branch, area, regional and national sales management, as well as sales, marketing, IT and Service Center vice president roles. He holds a B.S. in Industrial Distribution from Texas A&M University and is a graduate of the Executive Business Program at Rice University; age 57 as disclosed in the 2025 proxy . Company performance context: in FY2024, DXP achieved record sales and Adjusted EBITDA, with sales up ~6% year over year, Adjusted EBITDA up ~10%, and returned $28.8M via share repurchases; Adjusted EBITDA was $191.3M, Net Income $70.4M, and a $100 investment in DXP stock ended 2024 at $207 per the “Pay Versus Performance” table .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| DXP Enterprises | Senior Vice President, Supply Chain Services | 2010–present | Leads strategic direction and innovative business development for the Supply Chain Services unit . |
| DXP Enterprises | Various leadership roles (branch/area/regional/national sales management; sales; marketing; IT; Service Center VP) | 1991–2010 | Progressive leadership across sales, marketing, information technology, and operations . |
| T.L. Walker (acquired by DXP) | Early career | Pre-1991 | Joined DXP via acquisition in 1991 . |
External Roles
No external public company directorships or board roles are disclosed for John Jeffery in DXP’s 2025 proxy .
Fixed Compensation
- DXP targets executive base salaries within competitive ranges using external benchmarking (NFP Compensation Consulting), considering individual performance and company results. Base salaries are reviewed annually; detailed base salary amounts for Jeffery are not disclosed as he is not a Named Executive Officer (NEO) .
- CEO and NEO program elements (context for senior executives): Base salary; Short-Term Annual Bonus (cash); Long-Term Incentive (restricted stock vesting 1/3 per year); broad-based benefits .
Performance Compensation
Company incentive plan design applicable to executive officers (including Jeffery), with available specifics shown below. Individual award sizes, weightings and payouts for Jeffery are not disclosed.
| Metric | Weighting | Target (FY2024) | Actual (FY2024) | Payout Mechanics | Vesting Terms |
|---|---|---|---|---|---|
| Normalized EPS (STI) | Not disclosed | Not disclosed | Not disclosed | Short-term cash bonus tied to Company performance; calculated using Profit Before Tax with Maintenance and Growth Incentive Factors; caps vary by role . | N/A (cash). |
| Normalized EBITDA (STI) | Not disclosed | Not disclosed | Not disclosed | Part of short-term performance measures for 2024 per CD&A . | N/A (cash). |
| EBITDA (LTI equity grant driver) | Not disclosed | $180M (2024 target or 3.3% YoY growth from 2023) | $191.3M Adjusted EBITDA | Payout scale ranges from 50% at 70% of target to 200% at 135% of target; 98% → 100%, 105% → 110%, etc. Awards under the 2016 Omnibus Plan . | Restricted stock awards vest at 1/3 per year; no dividends/equivalents prior to vest; grants typically dated late March after earnings . |
Pay-versus-performance context (company-level):
| Year | TSR ($100 investment, end-of-year) | Net Income ($mm) | Adjusted EBITDA ($mm) |
|---|---|---|---|
| 2020 | $56 | $(29.4) | $59.0 |
| 2021 | $64 | $16.4 | $70.2 |
| 2022 | $69 | $48.1 | $126.8 |
| 2023 | $84 | $68.7 | $174.3 |
| 2024 | $207 | $70.4 | $191.3 |
Equity Ownership & Alignment
| Holder | Beneficial Ownership (Common) | % of Common | Shares Outstanding (Common) | Notes |
|---|---|---|---|---|
| John Jeffery | 26,008 | <1% (as disclosed) | 15,694,140 (as of 4/21/2025) | Individual pledging not disclosed; company policy restricts pledging and margin accounts with CFO approval and a 10% aggregate cap for directors/officers . |
Additional alignment and governance policies:
- Hedging prohibited for directors and executive officers (no short sales, puts/calls) .
- Clawback policy in place, compliant with NASDAQ listing standards and augmented by Corporate Governance Guidelines; incentive-based compensation may be clawed back in restatements or misconduct situations .
- Equity plan standing capacity: 302,400 non-vested restricted shares outstanding at 12/31/2024; 370,962 shares available for future issuance under approved plans (company-wide context) .
Insider trading/filings:
- The proxy notes late Section 16 filings for certain officers/directors in 2024; John Jeffery is not listed among late filers in that disclosure .
Employment Terms
- No employment agreement or severance/change-in-control payments are disclosed for Jeffery. DXP states that NEOs other than the CEO have no contractual severance or change-in-control cash entitlements; however, acceleration of vesting may occur under the 2016 Omnibus Incentive Plan. The CEO has a separate employment agreement with defined severance/gross-up provisions; this is contextual and does not apply to Jeffery .
Investment Implications
- Pay-for-performance structure: Executive incentives are anchored to normalized EPS and EBITDA (STI) and EBITDA-driven LTI grants that vest 1/3 annually, aligning senior leadership with profitability and cash generation; FY2024 Adjusted EBITDA surpassed the $180M target at $191.3M, supporting stronger LTI outcomes for eligible executives .
- Ownership and selling pressure: Jeffery’s disclosed beneficial ownership is 26,008 shares (<1% of common), indicating limited direct ownership-driven selling pressure. Corporate policies restrict hedging and limit pledging, reducing misalignment risk; monitor Form 4s for any 10b5-1 plan adoption or sales given annual vesting of RSAs across the executive cohort .
- Retention risk: While individual severance/change-of-control terms are not disclosed for Jeffery, the LTI’s multi-year vesting cadence and performance linkage are retention levers. Absence of contractual severance for non-CEO NEOs suggests retention is primarily driven by pay-for-performance and equity vesting rather than guaranteed exit economics; acceleration may occur under the omnibus plan in certain events .
- Trading signals: Company-level metrics and pay-versus-performance data indicate improving fundamentals through 2024 (Adjusted EBITDA, TSR). For monitoring, tie Jeffery’s potential sales to vesting cycles (late March grant timing; 1/3 annual vest) and blackout calendar; the proxy’s Section 16 summary did not flag Jeffery for late filings in 2024 .