Krzysztof Slupkowski
About Krzysztof Slupkowski
Executive Vice President and Chief Credit Officer of Equity Bank (subsidiary of EQBK), appointed effective August 28, 2023; joined Equity in 2018 after credit roles at Commerce Bancshares; age 38; MBA and BBA in Finance from Wichita State University . During his tenure, EQBK reported 2024 net income of $62.6M ($4.00 diluted EPS), expanded NIM to 3.98%, completed two bank acquisitions, and executed an $86.9M net equity raise; EQBK’s pay-versus-performance table shows value of a $100 EQBK investment at 142.3 vs bank peer index 111.0 for the measured period, indicating positive TSR context during the most recent cycle .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Equity Bancshares/Equity Bank | Chief Credit Officer (EVP) | Aug 28, 2023 – present | Leads credit administration; succession from metro market CCO to enterprise CCO, continuing robust credit culture and oversight . |
| Equity Bank | Metro Market Chief Credit Officer (Wichita, Kansas City, Tulsa) | 2018 – 2023 | Guided credit decisions for largest borrowers in major markets . |
| Commerce Bancshares | Credit administration/financial analysis | Prior to 2018 | Built foundational credit skills in various credit functions . |
Fixed Compensation
- Individual base salary, target bonus, and 2024 payouts for Mr. Slupkowski are not disclosed (he is not listed among 2024 Named Executive Officers (NEOs) whose pay is itemized in the proxy) .
- Company context: Executive annual cash incentive (EIP) is structured around corporate and individual goals; see Performance Compensation below for design and 2024 outcomes (applies to NEOs; eligibility for non-NEOs is not specified in the proxy) .
Performance Compensation
Annual Executive Incentive Plan (EIP) – 2024 design and results (company-level, NEOs)
| Metric | Weight | Threshold | Target | Maximum | 2024 Actual | Payout % |
|---|---|---|---|---|---|---|
| Adjusted pre-tax income vs budget | 60% | 80% | 100% | 130% | $87,970K adjusted pre-tax income | 150.0% |
| Net-overhead ratio vs budget (Bank) | 25% | 80% | 100% | 130% | 32.8% (achieved) | 150.0% |
| Individual performance | 15% | — | Goals-based | — | Most NEOs paid at 100%; one exception withheld | Up to 100% |
Notes:
- Corporate metrics accounted for 85% of the EIP; individual performance 15%; payouts interpolated between thresholds; subject to satisfactory regulatory ratings and clawback .
Long-Term Incentive Plan (LTIP) – structure (company-level, NEOs)
- TRSUs: 50% of target LTIP; vest ratably over 3 years; service-based .
- PRSUs: 50% of target LTIP; 3-year cliff vest; 50% based on relative TSR and 50% on relative core EPS growth vs a peer index of U.S. exchange-traded banks ($3–$10B assets at grant); payout schedule below .
| Performance vs peers (3-year) | Payout (of target) |
|---|---|
| ≥75th percentile | 150% |
| 55th percentile | 100% |
| 35th percentile | 50% |
| <35th percentile | 0% |
- Prior PRSUs (2022 grant cycle) vested at 150% based on 88th percentile TSR and 86th percentile core EPS vs peers (NEOs) .
Vesting and termination treatment (plan terms)
- TRSUs generally vest 33.33% annually over 3 years; PRSUs cliff vest at 3 years (subject to certified performance) .
- Death/disability: TRSUs accelerate; PRSUs prorate (target for death; actual performance for disability) .
- Involuntary termination without cause/good reason or retirement: pro-rata vesting rules apply; PRSUs determined on latest completed quarter or target if not determinable .
Equity Ownership & Alignment
| Policy/Guideline | Details |
|---|---|
| Insider trading, hedging, pledging | Directors, executive officers, and designated employees are prohibited from hedging or pledging Company securities (limited exceptions require pre-approval); no short sales, derivative transactions, or margin accounts permitted . |
| Executive stock ownership | Ownership guidelines require Executive Vice Presidents to hold Company stock equal to 1x annual base salary; NEOs 2.5x; CEO 5x; compliance required within 5 years; all individuals subject to these requirements are compliant as of reporting date . |
| Clawback policy | Revised in Nov 2023 to comply with NYSE; mandates recoupment of erroneously awarded incentive/equity compensation upon restatement or specified misconduct/violations, at Compensation Committee discretion . |
| Beneficial ownership disclosure | 2025 proxy ownership table covers directors and NEOs; Mr. Slupkowski is not listed (no individual share count disclosed) . |
Implications:
- Alignment appears strong: ownership multiple requirement, clawback in place, and hedging/pledging constraints reduce misalignment and leverage risk .
Employment Terms
| Item | Details |
|---|---|
| Appointment effective date | August 28, 2023 (EVP and Chief Credit Officer of Equity Bank) . |
| Company tenure | Joined Equity in 2018 . |
| Employment agreement | 2025 proxy discloses employment agreements and severance/change-in-control terms for NEOs (CEO, CFO, COO, General Counsel, Bank CEO), including 2.99x double-trigger CIC caps and non-compete/non-solicit covenants; no specific employment agreement for the CCO is disclosed in the proxy . |
| Related party transactions | None for Mr. Slupkowski; 8-K filing states no related-party transactions required to be disclosed under Item 404(a) . |
Investment Implications
- Pay-for-performance architecture: EIP tied to adjusted pre-tax income and expense discipline and LTIP PRSUs tied to relative TSR and core EPS growth should incentivize long-term risk-adjusted performance—key for a credit leader’s decision-making framework .
- Alignment and risk controls: Ownership multiple (1x salary for EVPs), robust clawback, and prohibitions on hedging/pledging/margin accounts reduce misalignment and forced-selling risk; lack of disclosed pledging by Mr. Slupkowski and no related-party dealings further mitigate governance red flags .
- Retention view: No publicly disclosed individual employment agreement for the CCO; while NEOs have defined severance/CIC protections, absence of disclosed terms for this role may modestly elevate external poaching risk versus NEOs, partially offset by multi-year equity vesting mechanics and ownership guidelines .
- Performance backdrop: 2024 profitability expansion and positive TSR context support incentive realizations at the enterprise level, but investors should not infer individual payouts for the CCO absent disclosure; monitor future proxy cycles for any elevation to NEO status, new equity grants, and Form 4 activity for early signals of selling pressure near vest dates .