Aimee K. Ott
About Aimee K. Ott
Aimee K. Ott, age 54, serves as Corporate Secretary of Quaint Oak Bancorp, Inc. and Quaint Oak Bank since August 2024 and Executive Vice President of Quaint Oak Bank since May 2022, following progressively senior HR and marketing roles at the Bank and its mortgage subsidiary since 2014 . Her employment agreement became effective February 12, 2025 . Company performance context: the board’s Pay vs Performance disclosure notes a 5.2% decrease in TSR from 2023 to 2024 alongside a 38.4% increase in net income over the same period , and the record date share count was 2,627,323 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Quaint Oak Bancorp, Inc. | Corporate Secretary | Aug 2024–present | Corporate governance and shareholder communications |
| Quaint Oak Bank | Executive Vice President | May 2022–present | Senior leadership; HR/Marketing oversight |
| Quaint Oak Bank | Senior Vice President | May 2020–May 2022 | Human capital & marketing leadership |
| Quaint Oak Bank | Vice President, HR & Marketing | May 2018–May 2020 | HR and brand execution |
| Quaint Oak Bank | Appointed VP, HR & Marketing | May 2017–May 2018 | HR & marketing |
| Quaint Oak Bank | Appointed VP, HR | May 2014–May 2016 | HR leadership |
| Quaint Oak Mortgage, LLC | Senior VP, HR & Marketing | May 2020–present | Mortgage unit HR/marketing |
| Quaint Oak Mortgage, LLC | Vice President, HR & Marketing | May 2016–May 2020 | Mortgage unit HR/marketing |
External Roles
- No public company directorships or external board roles disclosed in the proxy biography .
Fixed Compensation
| Component | Detail |
|---|---|
| Base Salary | $213,000 per year under employment agreement |
| Bonus Eligibility | Discretionary bonus determined by Board of Directors |
| Benefits | Participation in employee benefit plans; unlimited paid time off (Board approved) |
Performance Compensation
- Executive bonus pool design (2024) referenced a performance matrix with six targets: loan growth, checking growth, subsidiary production, return on assets, efficiency ratio, Texas Ratio, and CAMEL rating; aggregate cash payouts to executive officers totaled ~33.6% of the bonus pool for 2024 .
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Loan Growth | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Cash (annual) |
| Checking Growth | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Cash (annual) |
| Subsidiary Production | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Cash (annual) |
| Return on Assets | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Cash (annual) |
| Efficiency Ratio | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Cash (annual) |
| Texas Ratio | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Cash (annual) |
| CAMEL Rating | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Cash (annual) |
Equity Ownership & Alignment
| Item | Amount/Detail |
|---|---|
| Total Beneficial Ownership | 33,155 shares; 1.3% of outstanding as of March 25, 2025 |
| Shares Outstanding (Record Date) | 2,627,323 |
| Options Exercisable within 60 Days (counted in beneficial ownership) | 14,136 |
| Share Awards Vesting within 60 Days | 900 |
| 401(k) Accumulated Shares | 5,233 |
| ESOP Allocated Shares | 4,893.5295 |
| ESOP Vesting on Change in Control | Participants become fully vested upon change in control, death, or disability |
| Pledging/Hedging | No pledging or hedging disclosed; Company reported no loans to directors or officers at 12/31/2024 |
| Ownership Guidelines | Not disclosed |
Employment Terms
| Term | Provision |
|---|---|
| Effective Date | February 12, 2025 |
| Term & Auto-Renewal | Through Dec 31, 2027; auto-extends annually unless 30–90 days’ notice not to extend |
| Role | Executive Vice President & Corporate Secretary |
| Base Salary | $213,000 minimum; subject to Board increases |
| Bonus | Discretionary, per Board |
| Non-Compete | 1 year post-termination |
| Non-Solicit | 3 years post-termination |
| NDA/Confidentiality | Included |
| Severance (Change-in-Control; double trigger) | 2.99x average annual compensation (last 3 calendar years), subject to 280G cutback to avoid excise tax |
| Severance (Pre-CoC termination w/o cause or for good reason) | Lump sum equal to 3x current base salary |
| Death/Disability | Lump sum equal to 1x current base salary + prorated portion of bonus |
| Clawback | Not specified |
| Tax Gross-up | No excise tax gross-up; includes 280G reduction provision |
| Reporting Compliance | Late reporting of one Form 4 transaction in 2024 noted for Ms. Ott (and certain others) |
Company Performance Reference
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues ($USD) | $19,411,000* | $5,292,000* | $8,156,000 |
Values retrieved from S&P Global.
Note: Company TSR decreased 5.2% from 2023 to 2024; Net income increased 38.4% (company-level Pay vs Performance disclosure) .
Compensation Committee & Governance Context
- Compensation Committee membership: Chair Robert J. Phillips (independent) and member Andrew E. DiPiero; met once in 2024; no member is a current or former officer or employee .
- Advisory “say on pay” vote held every three years; proposal presented for shareholder approval in 2025; Board recommends “FOR” say on pay and a frequency of three years .
Investment Implications
- Alignment: Ott’s beneficial ownership of 1.3% provides meaningful alignment; additional near-term vesting RSUs (900) and options exercisable within 60 days (14,136) could contribute to periodic insider transaction activity but no pledging/hedging is disclosed .
- Retention and severance economics: One-year non-compete and three-year non-solicit strengthen retention; severance is moderate-to-high (3x base salary pre-CoC; 2.99x average comp on CoC) with shareholder-friendly 280G cutback (no excise tax gross-up) .
- Pay-for-performance: Bonus eligibility is discretionary and tied to operational metrics (loan/checking growth, ROA, efficiency, Texas Ratio, CAMEL) but with limited disclosure on weights/targets, potentially diluting quantitative pay-for-performance transparency .
- Governance and signals: Late Form 4 reporting once in 2024 is a minor compliance flag; ESOP full vesting on change in control increases exposure to accelerated equity benefits in a transaction scenario .
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