Donna C. Lewis
About Donna C. Lewis
Donna (Delayne) C. Lewis, age 62, is Executive Vice President, Chief Risk Officer and BSA Officer of Home Federal Bank (HFBL) since January 2025, after serving as SVP/CRO and BSA Officer since March 2022; she has been with HFBL in risk/compliance leadership since 2013, holds the CRCM designation, and is a graduate of LSU’s Graduate School of Banking . Company performance context during her recent tenure shows FY2025 net income of $3.888 million vs. $3.593 million in FY2024, while the TSR index rose to 123.50 in FY2025 from 84.88 in FY2024 (base = $100), though FY2023 net income was higher at $5.704 million . Most recent quarterly results (Q1 FY2026) showed net income of $1.599 million (vs. $0.941 million YoY), net interest margin 3.63% (vs. 2.98% YoY), and book value per share $18.46 (vs. $17.34 YoY) .
Company revenues (SPGI) for the last three fiscal years are below for context.
| Metric | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Revenues (USD) | 2,099,000* | 1,584,000* | 2,005,000* |
*Values retrieved from S&P Global (SPGI).
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Home Federal Bank | EVP, Chief Risk Officer & BSA Officer | Jan 2025–present | Leads enterprise risk/BSA; elevated from SVP to EVP in 2025 |
| Home Federal Bank | SVP, Chief Risk Officer & BSA Officer | Mar 2022–Dec 2024 | Built/oversaw risk and BSA programs |
| Home Federal Bank | SVP, BSA Officer & Risk Officer | Jan 2018–Mar 2022 | Expanded risk oversight and BSA compliance |
| Home Federal Bank | VP, BSA Officer & Risk Officer | Jan 2013–Jan 2018 | Established bank’s BSA/risk officer function |
| Origin Bank (formerly Community Trust Bank) | VP/Compliance | 2010–2013 | Compliance leadership at regional bank |
| First Louisiana Bank | VP, Compliance/BSA Officer/Internal Auditor | 1998–2010 | Multi-faceted compliance, BSA, and audit leadership |
| City Bank and Trust | AVP/Branch Manager; Loan Operations | 1987–1998; 1982–1987 | Branch leadership; loan operations foundation |
Credentials: CRCM; LSU Graduate School of Banking .
Fixed Compensation
| Item (USD) | FY 2024 | FY 2025 |
|---|---|---|
| Base Salary | $132,585 | $142,513 |
| Bonus (cash) | $13,015 | $13,503 |
| Stock Awards (grant-date value) | — (no new grants) | — (no new grants) |
| Option Awards (grant-date value) | — | — |
| All Other Compensation | $22,308 | $20,296 |
| Total | $167,908 | $176,312 |
Narrative: Base salaries are set by the Compensation Committee; 2025 CEO bonus was discretionary based on mid-year results; no disclosure of formal bonus metrics for Ms. Lewis; NEO equity awards outstanding relate to 2020 grants vesting over five years .
Performance Compensation
HFBL discloses no performance-conditioned equity awards for NEOs; 2020 awards vest on time-based schedules (20% per year). Annual bonuses for Ms. Lewis are reported but without disclosed specific metrics or weightings.
| Incentive type | Metric | Weighting | Target | Actual | Payout | Vesting/terms |
|---|---|---|---|---|---|---|
| Restricted Stock (2019 Plan, 11/11/2020 grant) | None (time-based) | N/A | N/A | N/A | N/A | 20% per year; final vesting 11/11/2025 |
| Stock Options (2019 Plan, 11/11/2020 grant) | None (time-based) | N/A | N/A | N/A | N/A | 20% per year; expire 11/11/2030; exercise price $11.86 |
| Annual Cash Bonus | Not disclosed | N/A | Not disclosed | Not disclosed | $13,503 (FY25) | Paid in cash |
Governance controls: HFBL adopted a Clawback Policy in 2023 compliant with SEC/Nasdaq rules covering performance-based equity and cash incentives for executive officers . The Insider Trading Policy requires pre-clearance, imposes blackout periods, and restricts hedging unless pre-approved by the Board .
Equity Ownership & Alignment
| Ownership detail | Amount |
|---|---|
| Total beneficial ownership (shares) | 16,116 (less than 1% of outstanding) |
| Of which: options exercisable within 60 days | 3,000 |
| Of which: stock awards vesting within 60 days | 320 |
| 401(k) plan holdings | 3,603.5706 shares |
| ESOP allocated shares | 8,142.6033 shares |
| Pledged shares | None indicated for Ms. Lewis |
Vested vs. unvested (as of 6/30/2025): 2,400 options exercisable and 600 unexercisable; 320 restricted shares unvested; the remaining unvested portion fully vests on 11/11/2025 .
In-the-money analysis at 6/30/2025 (for context): option exercise price $11.86 vs. share price $13.60 implies ~$1.74 intrinsic value per option; for 3,000 options total intrinsic value ≈ $5,220; RSUs (320) valued at ~$4,352 at $13.60 close .
Ownership guidelines/pledging: No stock ownership guidelines disclosed; Insider Trading Policy restricts hedging and requires pre-clearance; no pledging disclosed for Ms. Lewis (contrast: CEO Barlow discloses pledged joint shares) .
Employment Terms
- Status/tenure: Executive officers are elected annually per bylaws; no separate employment or severance agreement disclosed for Ms. Lewis .
- Change-of-control: Under stock plans, unvested options and share awards accelerate upon death/disability or a change in control (single-trigger acceleration under plan terms) .
- Clawback: Compensation Recovery Policy adopted in 2023 applies to performance-based equity and cash incentives .
- Insider Trading Policy: Pre-clearance required; blackout periods; hedging prohibited unless Board pre-approves .
- Benefits: Participation in 401(k) and ESOP programs; standard executive benefits; no SERP disclosed for Ms. Lewis (SERP is CEO-specific) .
Company Performance Context
| Measure | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Net Income (USD thousands) | $5,704 | $3,593 | $3,888 |
| TSR index (base = $100) | 73.27 | 84.88 | 123.50 |
Latest quarter (Q1 FY2026): Net income $1.599m; NIM 3.63%; ROAE 11.38%; book value/share $18.46 .
Compensation Committee & Plan Developments
- Compensation Committee members are independent directors; met six times in FY2025 .
- 2025 Stock Incentive Plan: 125,000 shares authorized (max 31,250 as share awards); per-person cap 15,000 shares; awards may be time- or performance-based; acceleration on change-in-control; stock options must be at or above FMV at grant; no repricing without shareholder approval .
Risk Indicators & Red Flags (as relevant to alignment/retention)
- Pay-for-performance design: NEO equity is time-based; no disclosed performance-conditioned equity for Ms. Lewis; annual bonus metrics for Ms. Lewis are not disclosed—limits direct pay-performance linkage .
- Single-trigger equity acceleration on change-in-control may weaken retention post-transaction and is generally less shareholder-friendly than double-trigger .
- Clawback and hedging controls mitigate risk-taking and alignment concerns .
- Pledging: No pledging disclosed for Ms. Lewis (CEO has pledged joint shares), reducing alignment risk specific to her .
Investment Implications
- Alignment and selling pressure: Ms. Lewis’s remaining unvested equity is small (320 RSUs; 600 unvested options) and fully vests on 11/11/2025, implying limited incremental selling pressure from vesting; options are modestly in-the-money at $13.60 (as of 6/30/2025) .
- Retention: Absence of a disclosed employment/severance agreement and single-trigger acceleration suggest moderate retention risk in a change-in-control, but long tenure and broad-based benefits (401(k)/ESOP) support continuity .
- Pay-for-performance: Lack of disclosed performance metrics on Ms. Lewis’s bonus and use of time-based equity limit direct performance linkage; however, 2025 plan allows future performance share awards, which could strengthen alignment if utilized .
- Governance safeguards: Clawback and hedging restrictions are positives; no pledging by Ms. Lewis is a favorable sign for alignment .
Supporting disclosures: executive biography and roles ; compensation tables and equity awards ; beneficial ownership (including options/RSUs within 60 days and 401(k)/ESOP holdings) ; performance and TSR ; latest quarterly results ; compensation committee and plan terms .