Andrew Frick

About Andrew Frick

Andrew Frick is President of Ford Blue, with expanded responsibilities to lead Ford Model e and serve as interim head of Ford Pro as of February 5, 2025; he previously served as President, Ford Blue and Ford Customer Service Division since October 2023. He is 51 years old as of February 1, 2025 . Company performance under the Ford+ plan in 2024 included record revenue of $185 billion (+5% YoY) and adjusted EBIT margin of 5.5%, while cumulative TSR fell 13% in 2024; these company-level metrics frame the incentive context for senior executives .

Past Roles

Organization	Role	Years	Strategic Impact
Ford Motor Company	President, Ford Blue and Ford Customer Service Division	Oct 2023–Feb 2025	Customer-centered ICE/hybrid franchise leadership; counterpart to Model e and Pro; role established in Ford+ organizational changes .
Ford Motor Company	President, Ford Blue and Ford Model e; interim head of Ford Pro	Feb 2025–present	Broadened remit to align EV profitability, distribution, dealer experience; interim oversight of Ford Pro until new leader named .
Ford Motor Company	Head of Ford Blue sales and distribution; trucks/SUVs; operations in Mexico and Canada	Pre–Oct 2023	Led go-to-market and revenue/profit growth initiatives across key product segments and regions .

External Roles

No public company directorships or external board roles disclosed for Frick in Ford’s filings reviewed. Skip.

Fixed Compensation

Not disclosed for Frick (not a Named Executive in the proxy). Skip.

Performance Compensation

Ford’s executive incentives emphasize short-term quality and growth and long-term TSR alignment.

Annual Performance Bonus Plan (2024): Metrics included Company Adjusted EBIT Margin, Quality (Repairs/1,000 within first 90 days), Global EV Retail Volume, and Connected Services Revenue; company-level business performance factor was 69% for 2024 .
Long-Term Incentive Plan (LTIP): RSUs vest ratably over three years; PSUs pay out based on three-year relative TSR versus a defined auto OEM peer group, with 0–200% payout; options have not been granted since 2020 .

Incentive Element	Metric	Target/Design	2024 Outcome/Payout
Annual Bonus	Company Adjusted EBIT Margin	Pre-set scale; max 200%	Included in aggregate business performance factor of 69% .
Annual Bonus	Quality (Repairs/1,000 first 90 days)	Pre-set scale; max 200%	Quality challenges drove lower factor within 69% aggregate .
Annual Bonus	Global EV Retail Volume	Pre-set scale; max 200%	Included in aggregate business performance factor of 69% .
Annual Bonus	Connected Services Revenue	Pre-set scale; max 200%	Included in aggregate business performance factor of 69% .
LTIP RSUs	Time-based vesting	3-year ratable vesting	Vests per schedule .
LTIP PSUs	3-year rTSR vs auto OEM peer group	0–200% payout scale	2022 grant certified at 79% based on financials and TSR modifier; 2023/2024 grants in-progress .

Equity Ownership & Alignment

Stock ownership and transactions:
- Adopted a Rule 10b5-1 trading plan on December 24, 2024 to allow potential sales of up to 85,896 shares; plan expires December 23, 2025 .
- Sold 60,000 shares at $11.25 on July 1, 2025 under his plan; post-transaction direct holdings reported as 83,939 shares .

Date	Action	Shares	Price	Post-Transaction Holdings
Dec 24, 2024	Adopted Rule 10b5-1 plan	Up to 85,896 (authorization)	N/A	N/A
Jul 1, 2025	Sale	60,000	$11.25	83,939 (Direct)

Pledging/hedging: Officers are prohibited from hedging exposure to Ford stock; pledging in margin accounts is prohibited and any other pledging requires prior approvals and only of shares exceeding ownership guidelines. As of February 1, 2025, no director or executive officer had pledged shares or hedged exposure .
Ownership guidelines: Vice Presidents and above must meet stock ownership guidelines within five years; all forms of stock ownership count except options/unearned PSUs; executives cannot sell below guideline levels .

Employment Terms

Provision	Key Terms
Change-in-control	Double-trigger for equity grants (requires both CIC and qualifying termination for vesting) .
Clawbacks	Incentive grants include clawback provisions; committee maintains clawback policy .
Non-compete / confidentiality	LTIP grants conditioned on non-compete and non-disclosure restrictions .
Trading policies	Insider trading policy governs officers; Rule 10b5-1 arrangements disclosed in 10-K .
Severance	Specific severance multiples for Frick not disclosed (non-NEO). Skip.

Performance & Track Record

Selected operating KPIs and commentary under Frick’s remit (Ford Blue/Model e and interim Ford Pro) in 2025:

Period	Metric / Commentary	Value / Detail
Q2 2025	Ford Pro paid software subscriptions	757,000 (+24% YoY) with ARPU +24%; telematics and fleet subscriptions roughly doubled .
Q2 2025	Dealer and service network investments	Dealers invested $2 billion since 2022; mobile service network up 18% to >4,700 units .
Q2 2025	U.S. sales momentum	U.S. sales grew ~7x faster than industry; sequential market share +1.7 pts; transaction prices rose more than industry average .
Q2 2025	Product highlights	Best quarter in 20 years for total trucks; Expedition +44%, Navigator +115% YoY; electrified vehicles ~14% of U.S. mix .
Q2 2025	Pricing outlook	Net pricing expected flat for full year; retail pricing +~1%, Super Duty pricing strong; van segment pressure stabilizing .
Q1 2025	SAAR and pricing elasticity modeling	Company modeling assumed industry net price up 1–1.5% in 2H; light-vehicle SAAR estimates discussed; retail demand elasticity assessed segment-by-segment .
Q2 2025	Spec optimization	Adjusting vehicle specs based on customer utilization and cost improvements; ongoing calibration by segment .

Investment Implications

Alignment and incentives: Frick’s pay framework is tightly linked to quality, EV/software growth, and multi-year TSR through PSUs; options issuance paused since 2020 reduces repricing risk. This supports long-term shareholder alignment, particularly as PSUs pay 0–200% based on peer-relative TSR .
Insider selling pressure: A structured Rule 10b5-1 plan (max 85,896 shares) and the July 2025 sale of 60,000 shares indicate potential programmatic selling through December 2025; however, Ford prohibits hedging and margin pledging and maintains ownership guidelines, mitigating misalignment risks .
Execution track record: Under Frick’s leadership, Ford Pro’s subscription flywheel and Ford Blue’s U.S. share/pricing momentum improved, with strong truck/SUV performance and electrified mix gains—positive for margin mix and recurring revenue outlooks .
Retention risk: Expanded scope across Blue, Model e, and interim Pro elevates Frick’s strategic importance; Ford’s clawbacks, non-compete conditions tied to LTIP, and ownership guidelines bolster retention and governance discipline .