Sherry House

About Sherry House

Sherry A. House, 53, is Chief Financial Officer of Ford Motor Company, appointed effective February 6, 2025; she joined Ford on June 3, 2024 as Vice President, Finance overseeing FP&A and the segment finance teams (Ford Blue, Ford Pro, Ford Model e) . In Q2–Q3 2025 under her CFO tenure, Ford delivered record quarterly revenues with solid adjusted EBIT despite tariff headwinds, and affirmed a disciplined cash and cost focus; full‑year 2024 revenue reached a record $185 billion before her appointment . On Oct 23, 2025, House executed the Section 302/906 CFO certifications and concluded disclosure controls were effective as of Q3 2025 .

Company performance context during her CFO tenure:

Metric	Q2 2025	Q3 2025
Revenue ($B)	$50.2	$50.5
Adjusted EBIT ($B)	$2.1	$2.6
Operating Cash Flow ($B)	$6.3	$7.4

“Adjusting for tariffs, year‑over‑year adjusted EBIT improved by $0.7 billion. Ford is determined to become higher‑growth, higher‑margin, more capital efficient and durable...” — CFO Sherry House, Q3 2025 .

Past Roles

Organization	Role	Years	Strategic Impact
Ford Motor Company	Chief Financial Officer	Feb 2025–present	Signed Q3’25 SOX 302/906 certifications; oversight of disclosure controls and financial reporting; emphasized cost discipline and capital efficiency .
Ford Motor Company	Vice President, Finance (FP&A and segment finance)	Jun 2024–Feb 2025	Led FP&A and finance for Ford Blue, Ford Pro, and Ford Model e prior to CFO appointment .
Lucid Motors	Chief Financial Officer	May 2021–Dec 2023	Public‑company CFO experience in EV industry (as disclosed by Ford) .
Waymo (Alphabet)	Director, Corporate Development; Treasurer & Head of Investor Relations	2019–2021	Led corp dev, treasury and IR at autonomous driving leader (as disclosed by Ford) .

External Roles

No public company board or committee roles for Ms. House are disclosed in Ford’s filings reviewed .

Fixed Compensation

Component	Detail
Base salary	Not disclosed for Ms. House in Ford’s February 5, 2025 8‑K; the Compensation, Talent and Culture Committee took no compensation actions in connection with her CFO appointment .
Target bonus %	Not disclosed for Ms. House. (For reference only: 2024 bonus targets for Named Executives ranged by role; the CFO predecessor’s 2024 target was 150% of salary, but Ms. House’s target is not disclosed and may differ) .
Perquisites	Not specifically disclosed for Ms. House. Ford states it does not provide excessive perquisites to executives .

Performance Compensation

Annual bonus plan architecture and PSU/RSU design at Ford (company‑wide for executives):

2024 Annual Performance Bonus Plan metrics: Company Adjusted EBIT Margin; Quality (Repairs per 1,000 in first 90 days); Global EV Retail Volume; Connected Services Revenue. Company business performance factor for 2024 was 69% (driven by quality shortfalls) .
Long‑Term Incentive Plan (LTIP) design: 60% PSUs and 40% RSUs for Named Executives (illustrative 2024 mix), with PSUs measured 100% on 3‑year relative TSR versus a defined global auto OEM peer set; payout range 0%–200% of target .
RSU vesting: RSUs generally vest 1/3 each year over three years; continued vesting on retirement/disability/death; forfeiture on most other terminations; subject to non‑compete/non‑disclosure conditions .
Options: Ford has not granted stock options since 2020; the company does not reprice options .

Tables:

Annual bonus plan metrics (company program)

Metric	Definition/Notes	2024 Company Outcome Indicator
Adjusted EBIT Margin	Core financial stability metric .	Included in 69% business performance factor .
Quality	Repairs/1,000 in first 90 days (industry standard); correlates with warranty cost .	Key driver of below‑target outcome .
Global EV Retail Volume	Growth in electrification .	Included in composite result .
Connected Services Revenue	Growth in software/services .	Included in composite result .

Long‑term equity

Award	Metric	Performance Period	Payout Range	Vesting
PSUs	3‑yr relative TSR vs auto OEM peer group	3 years	0%–200% of target	Cliff at end of period (settles in shares) .
RSUs	Time‑based	N/A	N/A	1/3 per year over 3 years; continued vesting on retirement/disability/death .

Equity Ownership & Alignment

Policy/Status	Detail
Stock ownership guidelines	Apply to Vice Presidents and above; 5 years to reach required multiple. Shares, RSUs, and stock units count (options and unearned PSUs do not) .
Hedging/pledging	Officers are prohibited from hedging Ford stock; pledging in margin accounts is prohibited; limited pledging above ownership guidelines requires CEO/GC pre‑approval .
Pledging status	As of Feb 1, 2025, no director or executive officer had pledged shares or hedged their exposure to common stock .

Note: Ms. House’s individual beneficial ownership (shares/units) is not disclosed in the 2025 proxy’s beneficial ownership table (she was not a Named Executive for 2024) .

Employment Terms

Term	Economics/Terms	Source
Appointment	Appointed CFO effective Feb 6, 2025; joined Ford Jun 3, 2024 as VP, Finance .
Compensation actions on appointment	None taken by the Compensation, Talent and Culture Committee at appointment .
Change‑in‑control (equity)	Double‑trigger vesting for equity grants (requires CoC and qualifying termination) .
Clawbacks	Incentive grants include clawback provisions .
Restrictive covenants	Equity grants conditioned on non‑compete and non‑disclosure .
Severance framework	Ford maintains executive separation/retirement plans (ESAP, BEP, DB‑SERP, SRP) amended/restated in 2018; specific CFO multiples for Ms. House not disclosed in reviewed filings .

Performance & Track Record

CFO certifications and controls: House signed Q3 2025 Section 302/906 certifications; Ford’s CEO and CFO concluded disclosure controls were effective as of Sept 30, 2025 .
Operating results commentary: Q3 2025 revenue $50.5B (+9% YoY), adjusted EBIT $2.6B; operating cash flow $7.4B; reiterated focus on higher‑growth, higher‑margin, capital‑efficient operations; provided FY’25 outlook ranges for adjusted EBIT and FCF .
Prior experience: Public‑company EV CFO (Lucid) and senior finance/corporate development roles at Waymo; Ford highlighted her track record in performance and cost efficiency across OEMs/suppliers and mobility/technology .

Compensation Structure Analysis

High at‑risk mix and TSR linkage: Since 2023, PSUs are 100% rTSR, increasing direct alignment with shareholder returns; RSUs vest over three years supporting retention .
Annual bonus tied to value drivers: Bonus metrics emphasize profitability (Adjusted EBIT margin), quality (Repairs/1,000), and growth vectors (EV volume and connected services revenue); 2024’s 69% company factor signals disciplined payouts when execution lags quality targets .
Governance safeguards: Clawbacks, double‑trigger CoC for equity, strict hedging/pledging rules, and robust ownership guidelines reduce misalignment and undue risk‑taking .

Investment Implications

Incentive signals: With PSUs tied entirely to rTSR and a bonus plan sensitive to quality and profitability, CFO incentives are set to reward durable improvements in efficiency, warranty/quality outcomes, and shareholder return—key to multiple expansion and cash generation .
Vesting and potential selling pressure: Executive RSUs vest annually over three years and PSUs settle after a three‑year period, creating periodic but predictable vesting windows; however, strict ownership guidelines and pre‑clearance policies help temper opportunistic selling and require retention of meaningful equity .
Retention/transition risk: No special compensation actions were taken at Ms. House’s appointment; standard Ford plans and equity programs (with CoC protections and clawbacks) govern her package, suggesting governance consistency but leaving specific salary/bonus target terms undisclosed at this time .