Sam Wu

About Sam Wu

Sam Wu serves as President and CEO of Ford China and, effective February 5, 2025, added responsibility for Ford’s International Markets Group (IMG) . Company context during his leadership scope: Ford posted record 2024 revenue of $185 billion (+5% YoY) with Ford of China contributing $900 million in EBIT; cumulatively, TSR declined 13% in 2024 while Net Income increased by $1.532 billion and Company adjusted EBIT Margin fell 0.4% .

Past Roles

Organization	Role	Years	Strategic Impact
Ford Motor Company (China)	President & CEO	Not disclosed; active as of Feb 5, 2025	Leads Ford China; scope extended to oversee Ford’s International Markets Group (IMG)

External Roles

No external directorships or outside roles were disclosed for Sam Wu in Ford’s 2025 Proxy or recent SEC filings. (No specific mention)

Fixed Compensation

Not disclosed for Sam Wu. He is not listed among Ford’s Named Executives in the 2025 Proxy (NEOs: James D. Farley, Jr.; John T. Lawler; William Clay Ford, Jr.; J. Doug Field; Peter C. Stern) .

Performance Compensation

Ford’s executive incentive design for 2024 emphasizes pay-for-performance and alignment to Ford+ priorities. While Sam Wu’s specific targets/payouts are not disclosed, the Company’s active plans and results are:

Element	Metric/Design	2024 Result	Notes
Annual Performance Bonus Plan	Company Adjusted EBIT Margin; Quality (Repairs/1,000 in first 90 days); Global EV Retail Volume; Connected Services Revenue	Business performance factor: 69%	Metrics/weightings set by Compensation, Talent & Culture Committee for Named Executives; individual factors apply to NEOs; Sam Wu’s targets not disclosed
Long-Term Incentive – PSUs (2024 grants)	100% weight on 3-year Relative TSR vs TSR peer group	0–200% payout range (future)	Design ties awards solely to rTSR; peer group includes global auto OEMs and EVs
Long-Term Incentive – PSUs (2022 grants)	Multi-metric with TSR modifier	Certified payout at 79% of target for 2022–2024 period	Reflects below-peer TSR modifier and financial metrics aggregation

Equity Ownership & Alignment

Beneficial ownership: Sam Wu is not listed among directors or NEOs; his holdings are not disclosed in the 2025 Proxy’s beneficial ownership tables .
Hedging/pledging policy: Officers are prohibited from hedging Ford stock and may only pledge shares exceeding ownership guidelines with prior approval; pledging is disallowed in margin accounts .
Stock ownership guidelines: Robust guidelines for executives; alignment enforced via clawbacks and ownership rules .
10b5-1 trading arrangements: The company reported no director/officer adoption/modification/termination of Rule 10b5-1 or non-Rule 10b5-1 plans in Q3 2025 .

Employment Terms

Company-wide governance relevant to executive employment and incentives:

Clawbacks: Incentive grants include clawback provisions; equity awards subject to forfeiture for non-compete and conduct violations .
Change-in-control: Equity grants carry double-trigger protection; unvested RSUs/options have specific vesting/exercisability rules upon change-in-control, retirement, death, or disability .
Non-compete/non-disclosure: Long-term awards conditioned on non-compete and non-disclosure restrictions .

Investment Implications

Alignment: Ford’s incentive architecture (quality, margin, EV volume, connected services; and rTSR-only PSUs) supports longer-term shareholder alignment; although Sam Wu’s specific mix/targets are undisclosed, his senior leadership scope in China and IMG is governed by these frameworks .
Execution signals: 2024 corporate outcomes were mixed (record revenue +5% vs TSR -13%, adjusted EBIT margin down 0.4%), with Ford of China EBIT of $900 million underscoring the strategic importance of Wu’s domain; incentives tied to quality and recurring software revenues should continue to emphasize disciplined execution .
Trading/pressure: No disclosed 10b5-1 plan changes in Q3 2025, and pledging is tightly restricted—reducing potential forced-selling risks; absence of reported individual holdings limits direct assessment of Sam Wu’s personal selling pressure .
Data gaps: Lack of NEO status/Proxy detail for Wu means compensation severance terms, vesting schedules, and ownership levels remain undisclosed in SEC materials; monitor future 8-K 5.02 items and Forms 3/4 for updates .