B. Scot Ebron
About B. Scot Ebron
B. Scot Ebron, age 56, is Executive Vice President and Chief Banking Officer of Shore Bancshares, Inc. (SHBI) and Shore United Bank, appointed in July 2023 upon the completion of the Community Financial merger; he has 30+ years of banking experience, oversees business development, wealth management, cannabis banking, and residential mortgage, serves on the Board of Gwyneth’s Gift Foundation, and holds a bachelor’s degree in economics from the University of North Carolina . Company performance context under his tenure includes 2024 net income of $43.9M (vs. $11.2M in 2023), ROAA 0.74% and ROAE 8.35%, deposit growth of $142.2M to $5.53B, and TSR improvement with the value of an initial fixed $100 investment rising to $106.80 in 2024 from $82.09 in 2023 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| The Community Financial Corporation / Community Bank of the Chesapeake | EVP & Chief Banking Officer | Not disclosed | Led core banking functions; transitioned to SHBI role post-merger |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Gwyneth’s Gift Foundation | Board member | Not disclosed | Philanthropy governance; community engagement |
Fixed Compensation
- Not disclosed for Ebron (he is an executive officer but not a Named Executive Officer (NEO); SHBI’s proxy provides detailed compensation only for CEO, CFO, and COO) .
Performance Compensation
- Company discloses detailed short-term and long-term incentive design and results for NEOs, which indicate the performance orientation likely guiding senior executive incentives; metrics emphasize profitability, efficiency, and deposit mix .
2024 NEO STIP Scorecard (Company context)
| Metric | Threshold | Target | Stretch | Actual |
|---|---|---|---|---|
| Pre-Tax Provision ROAA | 1.30% | 1.42% | 1.50% | 1.08% |
| Efficiency Ratio | 63.00% | 59.86% | 56.00% | 68.54% |
| Avg. NIB Deposits / Avg. Retail Deposits | 25.00% | 27.50% | 30.00% | 28.09% |
| Net Interest Margin (NIM) | 3.10% | 3.18% | 3.25% | 3.10% |
- Resulting NEO payouts (cash) interpolated between threshold and target: CEO 9.71% of salary ($61,704), CFO 8.09% ($30,338), COO 8.09% ($29,933) .
2024 LTIP design (Company context)
- RSUs/PSUs target opportunities: CEO 25%/25%; CFO 12.5%/12.5%; COO 12.5%/12.5% of base salary; PSUs measured on relative ROAA and ROAE vs a peer set (25th/50th/75th percentile → 50%/100%/150% payout), with vesting determination after FY2026 10-K filing; time-based RSUs vest ratably over three years beginning 3/7/2025; change-in-control provisions generally provide double-trigger vesting at target for PSUs and full vesting for time-based awards upon qualifying termination within 12 months of a change in control .
Equity Ownership & Alignment
| Item | Value |
|---|---|
| Beneficial ownership (Ebron) | 57,828 shares |
| Shares outstanding (record date 4/1/2025) | 33,374,265 |
| Ownership as % of shares outstanding (approx.) | ~0.17% (57,828 / 33,374,265) |
| ESOP holdings (voting but not investment power) | 819 shares for Ebron |
| ESPP shares (owned) | 1,089 shares for Ebron |
| Vested vs unvested breakdown | Not disclosed for Ebron |
| Stock ownership guidelines | CEO 2× salary; other Section 16 executive officers 1× salary, 100% net share retention until guideline met |
| Hedging/short-selling | Prohibited to write options/short-sell; hedging discouraged and subject to compliance review |
| Pledging | Policy header references “Anti-Hedging and Pledging Policies”; specific pledging restrictions not detailed in the cited paragraph |
Employment Terms
- Individual employment, severance, or change-of-control agreements are disclosed for CEO (Burke) and CFO (Capitani) and a change-in-control agreement for COO (Stevens); no specific employment or change-in-control agreement disclosure for Ebron in the proxy .
- Clawback policy: incentive-based compensation for NEOs subject to recoupment for three completed fiscal years preceding a required accounting restatement; no fault required .
- Equity plan change-in-control mechanics: assumption/substitution of awards; double-trigger vesting for terminations within the applicable window; PSUs settle at target upon qualifying termination .
Performance & Track Record (Company context)
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Net Income ($USD Millions) | $31.177 | $11.228 | $43.889 |
| Value of initial fixed $100 investment (TSR proxy) | $100.40 | $82.09 | $106.80 |
| ROAA | — | — | 0.74% |
| ROAE | — | — | 8.35% |
| Deposits ($USD Billions) | — | $5.39 (implied) | $5.53; +$0.142B YoY |
- Strategic responsibilities: Ebron oversees business development, wealth management, cannabis banking, and residential mortgage teams—areas directly tied to deposit mix, fee generation, and growth levers .
- Section 16 compliance: No delinquent filings attributed to Ebron; overall compliance strong with minor exceptions noted for two directors in 2024 .
Governance & Shareholder Feedback (Company context)
- 2024 say‑on‑pay approval: 94.4% support; Compensation Committee engaged Aon McLagan for market review and peer benchmarking .
- 2025 vote outcomes: approval of the 2025 Equity Incentive Plan (For 20,617,307; Against 1,598,616; Abstain 128,502), ESPP, auditor ratification, and NEO say‑on‑pay (For 20,495,192; Against 1,481,951; Abstain 367,282) .
Investment Implications
- Alignment: Ebron’s direct ownership of 57,828 shares plus ongoing ESPP participation evidences skin‑in‑the‑game; company‑wide executive ownership guidelines (1× salary for Section 16 officers) and a robust clawback policy further align incentives with shareholder outcomes .
- Retention and selling pressure: No individual employment/severance/change‑of‑control agreement disclosed for Ebron; equity incentives under the company plan feature double‑trigger vesting at target on PSUs upon qualifying termination, supporting retention while limiting discretionary acceleration risk; no pledging or hedging by Ebron disclosed and short‑selling is prohibited .
- Performance levers: Company metrics emphasize PTPP ROAA, efficiency ratio, NIB deposit mix, and NIM—areas closely connected to Ebron’s remit in deposit growth and product mix; 2024 deposit growth and improved profitability support pay‑for‑performance framing for senior management, though STIP disclosures are specific to NEOs .
- Signal quality: Strong say‑on‑pay outcomes and approval of the equity plan and ESPP indicate shareholder support for incentive structures; absence of disclosed pledging and presence of executive ownership guidelines reduce governance red flags .
Note: Where Ebron-specific compensation, vesting schedules, severance, and change‑of‑control terms are not explicitly disclosed, analysis focuses on disclosed company programs and holdings; insider trading Form 4 data could not be fetched due to access restrictions, and the proxy indicates timely Section 16 compliance for officers (with limited director exceptions) .