Rachael Potter
Sarepta TherapeuticsAbout Rachael Potter
Rachael Potter, Ph.D., was appointed Chief Scientific Officer (CSO) of Sarepta Therapeutics effective July 16, 2025, after serving as Senior Vice President and Head of Research Sciences . Her appointment coincided with Sarepta’s strategic restructuring and pipeline pivot toward high-impact siRNA programs in neuromuscular and pulmonary diseases, positioning her at the center of scientific and portfolio execution . Age, education details, and her individual TSR/revenue/EBITDA track record are not disclosed in company filings—performance context below reflects company-level metrics and incentive structures.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Sarepta Therapeutics | Chief Scientific Officer | Jul 2025–present | Leads scientific strategy as company pivots to siRNA programs in FSHD, DM1, SCA2, IPF, Huntington’s disease . |
| Sarepta Therapeutics | SVP, Head of Research Sciences | –Jul 2025 | Research leadership; promoted to CSO amid restructuring to emphasize chronically administered siRNA therapies . |
External Roles
- No external board or professional roles for Rachael Potter are disclosed in company filings. Skip.
Fixed Compensation
- Base salary, target bonus %, and actual bonus for Rachael Potter were not disclosed in Item 5.02 8-K filings or the 2025 proxy. Skip.
Performance Compensation
Executive incentives at Sarepta emphasize PSUs tied to strategic and financial goals, with time-based vesting overlays. 2024 PSU design for executive officers (illustrative of company framework Rachael Potter would be subject to as an executive):
| Metric | Target | Actual | Payout | Vesting |
|---|---|---|---|---|
| Elevidys label expansion | Achieve label expansion; tiers: Ages 4–7 (30%), Ambulatory (40%), Non-ambulatory (50%) | Achieved at Non-ambulatory level (June 2024) | 50% of PSUs earned | Immediately vested on June 20, 2024 . |
| Cumulative net product revenue (2024–2025) | $2.7B (30%), $3.3B (40%), $4.0B (50%) | Outstanding | Up to 50% if achieved | Earn by 12/31/2025; vest 3/1/2026 if earned . |
| Positive cash flow | Over four consecutive quarters (20%); cumulatively over vesting period (25%) | Outstanding | 20–25% if achieved | Earn by 12/31/2025; vest 3/1/2026 if earned . |
| Accelerated approval of LGMD 2E (SRP‑9003) | By 3/1/2026 (25%) or by 12/31/2025 (31.25%) | Outstanding | 25–31.25% if achieved | Vest 3/1/2026 if earned . |
- 2024 annual awards for executive officers comprised stock options and RSUs with four-year vesting (25% at year 1, then annually to year 4), and PSUs with the above milestones (maximum 125% of target) .
Equity Ownership & Alignment
| Policy Area | Company Policy | Notes |
|---|---|---|
| Stock ownership guidelines | Executive officers: 1× base salary; CEO: 3× base; Non-employee directors: 3× annual cash retainer; 5 years to attain; excludes unexercised options and unvested RSUs/PSUs . | Company reports all named executive officers and non-employee directors in compliance; individual status for Potter not disclosed . |
| Hedging/pledging | Prohibited for directors, officers, employees (no collars, swaps, forwards, exchange funds) . | Reinforces alignment and reduces risk of monetization without ownership risk . |
| Clawback | Dodd-Frank-compliant recoupment for accounting restatements; discretionary clawback for equity granted above shareholder-approved limits . | Applies to current and former executive officers. |
- Potter’s total beneficial ownership, vested/unvested equity, options, pledging, and guideline compliance status are not disclosed. Skip.
Employment Terms
Company-wide frameworks (applicable to executive equity and often used in executive arrangements):
| Topic | Key Terms |
|---|---|
| Noncompete/nonsolicit usage | Company utilizes noncompetition and nonsolicitation agreements for senior executives . |
| Change-of-control equity treatment | If awards are not assumed/substituted, options/SARs become fully vested; restrictions on RSUs/PSUs lapse; unearned PSU performance goals deemed achieved at 100% of target; awards may be cashed out or replaced . |
| Minimum vesting | Awards generally vest no earlier than 1 year; up to 5% of shares may be granted without minimum vesting . |
| Non-transferability | Awards generally not transferable except by will/descent . |
| Recoupment/ownership policy | All awards subject to incentive compensation and equity award recoupment policy and stock ownership guidelines . |
Recent EVP-level separation case studies (indicative for severance/consulting constructs; not specific to Potter):
| Executive | Severance | COBRA Coverage | Consulting | Equity While Consulting |
|---|---|---|---|---|
| Dallan Murray (EVP, Chief Customer Officer) | $549,272.80; 43 weeks & 3 days of base salary; paid within two payroll periods after revocation window | Company-paid premiums Jul 19, 2025–Jul 17, 2026 | $400/hour; Jul 19, 2025–Jan 17, 2026; ≤20 hours/week | Outstanding awards continue to vest during consulting |
| Bilal Arif (EVP, Chief Technical Operations Officer) | $576,700; 52 weeks of base salary | Company-paid premiums Sep 16, 2025–Sep 16, 2026 | $400/hour; Sep 16, 2025–Dec 31, 2025; ≤20 hours/week | Outstanding awards continue to vest during employment/consulting |
- Separation agreements include non-disparagement, transfer of property, and one-year non-compete/non-solicit terms typical of recent agreements .
Performance & Track Record
Company-level performance context around Potter’s appointment:
| Metric | Q2 2025 |
|---|---|
| Total net product revenue ($USD Millions) | $513 |
| ELEVIDYS net product revenue ($USD Millions) | $282 |
| RNA-based PMO net product revenue ($USD Millions) | $231 |
| Combined R&D + SG&A ($USD Millions) | GAAP: $338; Non-GAAP: $294 |
| Cash, cash equivalents, restricted cash & investments ($USD Millions) | ~ $850 (as of Jun 30, 2025) |
Strategic updates tied to Potter’s CSO role:
- Restructuring: 36% workforce reduction (~500 employees) to deliver ~ $400M annual cost reductions; maintain access to $600M revolver; prepare for 2027 notes repayment .
- Pipeline pivot: Focus on siRNA programs (FSHD, DM1, SCA2, IPF, Huntington’s), pursue strategic alternatives for paused LGMD gene therapies; SRP‑9003 BLA planned in H2 2025 .
- ELEVIDYS label/safety: FDA black box warning for ALI/ALF; non-ambulant dosing paused pending enhanced immunosuppression with sirolimus and proposed ENDEAVOR Cohort 8 path to resume .
Compensation Committee Analysis
- Committee members and independence: Compensation committee comprised of independent directors; Richard J. Barry (Chair), Kathryn J. Boor, Ph.D., Deirdre Connelly, and Claude Nicaise, M.D. .
- Best-practice policies: Significant pay-for-performance via PSUs; ownership guidelines; robust clawback; prohibition on hedging/pledging; noncompete/nonsolicit use .
- Shareholder feedback: 2024 say‑on‑pay approved by ~87%; increased emphasis on “at-risk” awards, with ~50% of LTI allocated to PSUs in 2024 .
Investment Implications
- Alignment: Company policies (PSUs with objective milestones, ownership rules, clawbacks, hedging/pledging prohibitions) support pay-for-performance alignment for Potter as CSO .
- Retention risk: Recent EVP separation agreements indicate generous severance (≈43–52 weeks base) with 12 months COBRA and consulting structures—reduces attrition pain but creates potential insider selling pressure upon vesting; monitor Potter’s future filings for equity grants and Form 4 activity .
- Trading signals: PSU outcomes hinge on revenue, cash flow, and SRP‑9003 approval timelines; progress on ELEVIDYS safety protocol/regulatory dialogue will likely drive sentiment and PSU realizations—track Q3–Q4 2025 results and 2026 proxy disclosures .
- Change-of-control sensitivity: Company equity plan accelerates or cashes out awards if not assumed, with PSUs credited at 100% of target under CoC—important in M&A scenarios .
- Disclosure gaps: Potter-specific compensation, equity ownership, and employment agreement terms not yet disclosed—expect detail in upcoming DEF 14A cycles; absence suggests limited near-term insider selling data.