Sherri Anthony
About Sherri Anthony
Sherri Anthony is Chief Banking Officer of Southside Bank, serving since January 2024. She is 65 (2025 proxy) with over 40 years of banking experience and holds a degree from the University of West Alabama. Prior roles include Senior Vice President and Retail Market Manager at Southside Bank (2017–Dec 2023) and Chief Compliance Officer at First Bank and Trust East Texas prior to Southside’s 2017 acquisition of Diboll State Bancshares. Her remit covers retail banking across all company regions, and she is active in the Salvation Army, Angelina Chamber of Commerce, and Leadership Alumni Association . Company performance metrics used for executive incentives include EPS, ROATCE, NPAs, and Loan Growth; in 2024 the company reported adjusted EPS of $2.98, ROATCE of 15.25%, NPAs/Assets of 0.04%, with program payout scaling based on these measures .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Southside Bank | Senior Vice President & Retail Market Manager | 2017–Dec 2023 | Led retail banking across regions; foundation for elevation to Chief Banking Officer |
| First Bank & Trust East Texas (Diboll State Bancshares) | Chief Compliance Officer | Pre-2017 (joined Southside via acquisition) | Compliance leadership; integrated into Southside upon acquisition |
External Roles
| Organization | Role/Capacity | Years | Strategic Impact |
|---|---|---|---|
| Salvation Army | Community involvement | Not disclosed | Local community engagement and brand goodwill |
| Angelina Chamber of Commerce | Community involvement | Not disclosed | Regional stakeholder relations |
| Leadership Alumni Association | Community involvement | Not disclosed | Talent and leadership network development |
Fixed Compensation
- Not disclosed: Sherri Anthony is an executive officer (Chief Banking Officer) but not listed among the named executive officers in the Summary Compensation Table of the 2025 proxy (covered NEOs: CEO, CFO, CCO, COO, President) .
Performance Compensation
- Program participation for the Chief Banking Officer is not specifically disclosed. The Company’s Annual Incentive Program (AIP) structure for senior executives (CEO, CFO, COO, President, CCO) is below for context; AIP weights quantitative goals at 75% and a qualitative scorecard at 25%, with payouts from 50%–150% around target .
| Metric | Threshold | Target | Maximum | 2024 Actual | Payout Indicator |
|---|---|---|---|---|---|
| EPS | $2.26 | $2.66 | $4.03 | $2.98 (adjusted) | 111.7% |
| ROATCE | 11.70% | 13.77% | 22.13% | 15.25% (adjusted) | 108.9% |
| NPAs/Total Assets | 0.12% | 0.05% | 0.03% | 0.04% | 125.0% |
| Loan Growth | 4.00% | 5.00% | 7.00% | 3.00% | — (not shown) |
- Long-term equity design (company-wide): 50% PSUs and 50% RSUs each year (since 2022). RSUs vest ratably over 3 years; PSUs cliff-vest at 3 years based on ROATCE relative to the KBW Nasdaq Regional Bank Index (KRX) with 0%–150% payout scale; interpolation applies between thresholds .
| PSU Performance Scale | ROATCE Percentile vs KRX | Payout |
|---|---|---|
| Minimum | 25th | 50% |
| Target | 50th | 100% |
| Maximum | 75th+ | 150% |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (individual) | Not listed for Sherri Anthony in 2024 beneficial ownership table (table covers >5% holders, directors, NEOs) |
| Section 16 status | Late Form 3 filed Jan 9, 2024 upon appointment as Section 16 officer on Dec 21, 2023 |
| Stock Ownership Guidelines | Other Executive Officers: required market value equal to one-half of base salary; strong encouragement to comply within 7 years; can count owned shares and outstanding RSUs; excludes unexercised options and unearned PSUs |
| Hedging & Pledging | Prohibited for officers, directors, and equity grant recipients (short sales, derivatives, exchange funds, pledging/margin accounts disallowed) |
| Clawback Policy | Adopted consistent with Rule 10D-1 and listing standards; recovery of incentive-based compensation in restatements and discretionary recoupment in misconduct; awards under 2025 Incentive Plan subject to clawback policy |
Employment Terms
| Term | Detail |
|---|---|
| Employment Agreement | Not disclosed for Chief Banking Officer; employment agreements are disclosed for CEO, CFO, COO, CCO only |
| Severance (general disclosure) | For executives with agreements: lump-sum based on remaining term (24–36 months) for without-cause terminations; change-in-control severance multiples and accelerated vesting; specifics vary by NEO; not disclosed for CBO |
| Award Treatment on Termination (Plan) | Under the 2025 Incentive Plan, performance-based awards may vest based on target or actual performance and pay out pro rata based on time elapsed prior to termination; no repricing of options/SARs without shareholder approval |
| Insider Trading Policy | Adopted and publicly referenced in 2024 Form 10-K exhibit; governs trades by directors/officers/employees |
Investment Implications
- Alignment: Strong policy architecture (ownership guidelines, anti-hedging/pledging, clawback) supports alignment and mitigates hedging/pledging-related sell pressure, though individual holdings for the Chief Banking Officer are not disclosed in beneficial ownership tables .
- Incentive design: Long-term equity mix (50% PSUs/50% RSUs) with 3-year horizons and ROATCE vs KRX peer benchmarks ties equity outcomes to relative performance; annual incentives emphasize EPS/ROATCE and asset quality, reinforcing credit discipline in the banking model .
- Retention risk: No individual employment agreement disclosed for the Chief Banking Officer; absence of specified severance/CIC economics may modestly elevate retention risk versus NEOs with contracts, though standard plan rules provide pro-rata vesting mechanics under certain terminations .
- Trading signals: Anti-pledging and anti-hedging policies reduce risk of forced selling or short-term monetization; a late Form 3 filing at appointment appears procedural rather than economically indicative but merits monitoring of future Section 16 activity .