Ryan Screnar
GLACIER BANCORPAbout Ryan Screnar
Ryan T. Screnar, age 51, is Executive Vice President and Chief Administrative Officer (CAO) of Glacier Bancorp (GBCI). He was promoted to EVP & Chief Compliance Officer effective November 1, 2024 and appointed CAO on February 7, 2025 following the retirement of Don Chery . Screnar joined Glacier Bank in May 2000, served as Audit Director from October 2000 to November 2016, and led compliance as SVP & Chief Compliance Officer from January 2022 until his EVP promotions; he is a licensed CPA and graduate of the University of Montana and Pacific Coast Banking School . Company performance metrics tied to his incentives include 2024 STIP achievement of 97.71% of target and 2023 LTIP results at 81.60% of target driven by ROTE (9.81%), diluted EPS ($2.01), and relative TSR (27.27%) .
Past Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Glacier Bank | Internal Auditor | May 2000 | Joined Internal Audit |
| Glacier Bank | Audit Director | Oct 2000 – Nov 2016 | Led Internal Audit function |
| Glacier Bank | SVP & Chief Compliance Officer | Jan 2022 – Nov 1, 2024 | Advanced compliance leadership |
| Glacier Bancorp & Glacier Bank | EVP & Chief Compliance Officer | Nov 1, 2024 – Feb 7, 2025 | Promoted to executive officer |
| Glacier Bancorp | EVP & Chief Administrative Officer | Feb 7, 2025 – Present | Appointed CAO upon Chery’s retirement |
External Roles
No external public company directorships disclosed in the proxy; section covers internal executive officers and employment history .
Fixed Compensation
| Metric | FY 2024 |
|---|---|
| Annual base salary rate (effective Nov 1, 2024) ($) | $342,000 |
| Salary earned ($) | $282,968 |
| STIP target (% of base) | 50% (executive tier; prorated in 2024 after promotion) |
| STIP maximum (% of base) | 75% (executive tier; prorated in 2024 after promotion) |
| STIP achieved (% of base) | 36.6% |
| STIP achieved ($) | $125,313 |
| STIP paid (current year cash, 50% of 2024 award) ($) | $62,657 |
| Deferred STIP payments paid in 2025 ($) | 2022: $25,981; 2023: $13,022 |
| All Other Compensation ($) | $98,915 (includes $74,825 relocation reimbursement) |
Performance Compensation
2024 STIP (Short-Term Incentive Program) – Metrics and Results
| Metric | Weight | Threshold | Target | Maximum | Actual Result | Result % of Target | Weighted % of Target |
|---|---|---|---|---|---|---|---|
| Return on Tangible Equity (ex-AOCI) | 20.00% | 7.20% | 9.50% | 11.00% | 8.28% | 89.39% | 17.88% |
| Non-performing Assets / Total Subsidiary Assets | 20.00% | 1.50% | 0.50% | 0.32% | 0.10% | 115.00% | 23.00% |
| Net DDA Growth (# of accounts) | 20.00% | 0.50% | 1.75% | 2.75% | 1.81% | 100.90% | 20.18% |
| Efficiency Ratio | 20.00% | 67.00% | 61.50% | 59.50% | 65.44% | 85.67% | 17.13% |
| Net Interest Margin | 20.00% | 2.20% | 2.78% | 3.20% | 2.71% | 97.59% | 19.52% |
| Overall | 100.00% | — | — | — | — | — | 97.71% |
• STIP payout mechanics: 50% paid in February following the performance year; 50% deferred with 25% payable in each of the next two years contingent on NPAs/Total Subsidiary Assets ≤2% and continued employment; 2022 and 2023 deferrals were paid in January 2025 .
2023 LTIP (Long-Term Incentive Program) – Metrics Driving 2024 RSUs
| Metric | Weight | Threshold | Target | Maximum | Actual Result | Result % of Target | Weighted % of Target |
|---|---|---|---|---|---|---|---|
| ROTE (ex-AOCI) | 45.00% | 9.24% | 13.20% | 16.50% | 9.81% | 82.88% | 37.30% |
| Diluted EPS | 45.00% | $2.00 | $2.75 | $3.25 | $2.01 | 80.27% | 36.12% |
| Relative TSR (vs comp peer group) | 10.00% | 25.00%ile | 50.00%ile | 75.00%ile | 27.27%ile | 81.82% | 8.18% |
| Overall | 100.00% | — | — | — | — | — | 81.60% |
• Negative TSR cap: If absolute TSR is negative, LTIP RSUs earned on the TSR component are capped at target .
RSU Awards
| Detail | 2024 Grant |
|---|---|
| Grant Date | Feb 15, 2024 |
| Shares Granted (#) | 1,382 |
| Grant Date Fair Value ($) | $53,207 |
| Vesting | 3 equal annual tranches starting Feb 15, 2025 |
| Value realized on 2024 vesting (shares vested during 2024) | 1,491 shares; $57,404 |
Equity Ownership & Alignment
Beneficial Ownership (as of Feb 26, 2025)
| Item | Amount |
|---|---|
| Total beneficial ownership (shares) | 8,026 (includes 2,799 in 401(k)) |
| Ownership as % of shares outstanding | <1% |
| 401(k) plan shares | 2,799 |
Outstanding RSUs at FY 2024 Year-End (Dec 31, 2024)
| RSU Lot | Unvested Shares (#) | Market Value ($) at $50.22 |
|---|---|---|
| 201X/2022 Lot (vested 2025) | 515 | $25,863 |
| 2023 Lot | 1,066 | $53,535 |
| 2024 Lot | 1,382 | $69,404 |
| Total | 2,963 | $148,802 |
RSU Vesting Schedule (forward)
| Vest Date | 201X/2022 Lot | 2023 Lot | 2024 Lot |
|---|---|---|---|
| Feb 15, 2025 | 515 | 533 | 460 |
| Feb 15, 2026 | — | 533 | 461 |
| Feb 15, 2027 | — | — | 461 |
• Equity instruments: Company indicates “No other type of equity award is outstanding” for NEOs; RSUs only, no options .
• Ownership policy: Executive stock ownership guideline requires 4× base salary for non-CEO officers; unvested RSUs count; must retain 50% of net shares until guideline met; anti-hedging and anti-pledging/margin policies in place; executives have met or are on track to meet guidelines .
• Equity plan safeguards: 2015 Equity Plan prohibits option repricing/discounted options; 2025 Stock Incentive Plan proposed with similar provisions .
Employment Terms
| Scenario | Cash Severance ($) | 401(k) ($) | Accrued Vacation ($) | STIP ($) | LTIP Accelerated Vesting ($) | Total ($) |
|---|---|---|---|---|---|---|
| Termination by Company without Cause or by Executive for Good Reason | $416,959 | $13,800 | $40,382 | $177,339 | — | $648,480 |
| Change-In-Control Termination (double trigger) | $888,971 | $13,800 | $40,382 | $177,339 | $155,480 | $1,275,972 |
• CIC formula: 2× sum of (base salary at termination) + (greater of prior-year actual cash bonus or current-year target bonus), paid in 24 equal monthly installments .
• Double trigger: Benefits require termination without cause or for good reason in a specified period following a change in control .
• Non-compete: One-year post-termination non-compete for Screnar; similar to Chesler, shorter than CFO’s two-year non-compete .
• Clawback and policies: Company maintains clawback, stock ownership, anti-hedging, and anti-pledging policies overseen by Compensation & Human Capital Committee .
Investment Implications
- Pay-for-performance calibration: Incentives are tightly linked to profitability and risk metrics; 2024 STIP achieved 97.71% on a balanced scorecard (ROTE, credit quality, growth, efficiency, NIM), indicating disciplined performance in a challenging rate environment .
- Vesting and near-term selling pressure: Multi-year RSU vesting creates predictable supply; remaining tranches of 533 (2023 lot) and 461 (2024 lot) vest on Feb 15, 2026, with 461 vesting again on Feb 15, 2027, which may coincide with insider sale windows subject to retention and trading policies .
- Alignment and downside protection: Ownership guidelines (4× salary), retention of 50% net shares until compliant, and anti-hedging/anti-pledging policies support alignment; no options or repricing risk under equity plan provisions .
- Retention risk and CIC economics: Double-trigger CIC protection and one-year non-compete reduce flight risk; estimated CIC package of ~$1.28M with accelerated RSU vesting suggests adequate but not outsized retention economics for a newly appointed CAO .
- Execution background: Long tenure in audit/compliance and recent elevation to CAO aligns with Glacier’s emphasis on credit quality and efficiency; Screnar’s compensation footprint (2024 salary $282,968; RSUs $53,207; STIP $101,660 cash recognized) is modest relative to CEO/CFO, limiting excessive pay risk while reinforcing execution accountability .