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    Bryan B. DeBoer

    CEO and President at Lithia Motors Inc
    Since 2012
    Age
    57 years
    Education
    Holds a B.S. degree, summa cum laude in Business Administration from Southern Oregon University and is a graduate of the National Automobile Dealers Association Dealer Academy.
    Tenure
    Joined LAD in 1989, progressed through various store positions, became a director in 2008, and advanced to CEO and President in 2012.

    Also at Lithia Motors Inc

    AC
    Adam Chamberlain
    Executive Vice President and COO
    CSH
    Christopher S. Holzshu
    Executive Vice President
    DGS
    David G. Stork
    Senior Vice President and CAO

    About

    Bryan B. DeBoer has built a distinguished career at LAD, joining in 1989 and working his way up through various retail roles including Finance Manager, Used Vehicle Manager, General Sales Manager, General Manager, and multi-store General Manager.

    He took on leadership responsibilities early on, serving as a director from 2008 before eventually being promoted to the role of CEO and President in 2012.

    With a clear vision for company growth, his extensive experience in operations and extensive focus on mergers and acquisitions have significantly shaped the company’s entrepreneurial culture.

    Educated with a B.S. degree, summa cum laude in Business Administration from Southern Oregon University and further credentialed by the National Automobile Dealers Association Dealer Academy, his blend of academic excellence and practical leadership has been instrumental to LAD’s success.

    $LAD Performance Under Bryan B. DeBoer

    Past Roles

    OrganizationRoleDate RangeDetails
    Lithia Motors, Inc.Senior Vice President of Mergers & Acquisitions/OperationsPre-2012Drove growth and transformed company culture into an entrepreneurial and high-performance model.
    Lithia Motors, Inc.Chief Operating Officer (COO)Pre-2012Contributed to operational and strategic development.
    Lithia Motors, Inc.Store-Level Roles (Finance Manager, Used Vehicle Manager, General Sales Manager, General Manager, Multi-Store General Manager)1989-?Progressed through various positions since joining in 1989.

    Fixed Compensation

    Data from  FY 2023
    Component Name [Citations]Amount (USD) [Citations]Payment Schedule [Citations]Additional Details [Citations]
    Base Salary $1,300,000 Annual [N/A]Fixed base compensation
    401(k) Match $2,500 Annual [N/A]Matching contribution
    Insurance Premiums $4,758 Annual [N/A]Employee insurance cost

    Performance Compensation

    Data from  FY 2023

    Short-Term Incentive Plan (STIP)

    | Metric Component [Citations] | Threshold [Citations] | Target [Citations] | Maximum (Cap) [Citations] | 2023 Actual Results [Citations] | Payout % / Amount [Citations] | |-----------------------------------------------|-----------------------------------------------|------------------------------------------------|-------------------------------------------------|----------------------------------------------------------| | Relative Operating Profit Growth | -15% relative to peer average | -5% to +5% relative to peer average | +15% relative to peer average | +0.06% relative to peer average | 100% payout | | Revenue Growth | $26.5B (17% YoY growth) | $29B to $30B (10%-11% YoY growth) | $31.5B | $31.0B achieved | 166.8% payout | | Strategic Objectives | N/A | N/A | N/A | Strong performance across strategic goals | 136.7% overall STIP payout, equivalent to $2,666,040 |

    • Evaluation Period: Calendar year 2023.
    • Vesting Schedule: None; the STIP is cash-based with no vesting.
    • Additional Details: The plan is designed under a pay-for-performance philosophy where payouts are determined based on achieving specific operating and revenue targets with adjustments per strategic performance metrics.

    Long-Term Incentive Plan (LTIP)

    Component [Citations]Metric / Vesting Conditions [Citations]Threshold / Vesting Details [Citations]Target (Share Quantity/ Value) [Citations]Maximum [Citations]
    Performance Share Units (PSUs) Relative revenue growth; modified by Relative TSR (±25%) and Operating Margin Governor Vesting after performance period ending Dec 31, 2025 Target: 36,252 shares Maximum: 79,301 shares
    Restricted Stock Units (RSUs) Purely time-based vesting without performance conditions Vesting in 3 equal annual installments: 33% in 2024, 33% in 2025, 34% in 2026 N/A; Grant Date Fair Value: $3,308,205 for total RSUs N/A
    • Grant Date for LTIP: February 2, 2023.
    • PSU Grant Date Fair Value: $12,004,487.
    • Overall Target LTIP Value: $10,750,000, composed of PSUs ($8,062,500) and RSUs ($2,687,500).
    • Evaluation Period for PSUs: January 1, 2023, to December 31, 2025.
    • Additional Details: The LTIP aligns with the company’s long-term performance and shareholder value objectives. Vesting for LTIP components is structured with a mix of performance-based and time-based elements to incentivize sustained performance.