Ademir Sarcevic
About Ademir Sarcevic
Ademir Sarcevic, age 50, has served as Vice President, Chief Financial Officer and Treasurer of Standex International since September 2019, after holding roles of increasing responsibility at Pentair plc from 2012–2019, culminating as Senior Vice President and Chief Accounting Officer . In FY2025, Standex net sales were $790.1 million versus $720.6 million in FY2024, reflecting year-over-year growth and the operating backdrop for CFO incentive metrics focused on net sales, adjusted operating income, and adjusted EPS; long-term incentives incorporate a relative TSR modifier to align pay with shareholder returns . He signs SOX 302 and 906 certifications on the 10-K, evidencing responsibility for disclosure controls and financial reporting integrity .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Standex International Corporation | Vice President, Chief Financial Officer & Treasurer | 2019–present | Principal financial officer; SOX certifications and 10-K/8-K signatory |
| Pentair plc | Senior Vice President & Chief Accounting Officer; prior roles of increasing responsibility | 2012–2019 | Led corporate accounting; progressed through finance leadership |
External Roles
No external public company board roles disclosed in Company filings .
Fixed Compensation
| Metric | FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| Base Salary ($) | 465,330 | 504,956 | 560,000 |
| Target Annual Incentive (% of Base) | 75% (disclosed for FY2025) | 75% (program framework) | 75% |
| Target Annual Incentive ($) | — | — | 420,000 |
| Actual Annual Incentive Paid ($) | 255,565 | 278,530 | 289,800 |
Notes:
- FY2025 base salary set at $560,000 effective Oct 1 (unchanged from FY2024 end-of-year base), with CEO/CFO incentive weightings concentrated 100% on financial metrics .
Performance Compensation
Annual Incentive Plan (Balanced Performance Plan – Cash)
| Element | Weighting | Threshold ($) | Target ($) | Maximum ($) | Actual BPP Score | Actual Payout ($) | Deferral (MSPP) |
|---|---|---|---|---|---|---|---|
| FY2025 AIP (CFO) | 100% Financial | 210,000 | 420,000 | 840,000 | 69.0% | 289,800 | 0% (no deferral) |
Performance measures: net sales, adjusted operating income, adjusted EPS; payouts from 0% to 200% of target based on achievement .
Performance Share Units (PSUs) – Omnibus Incentive Plan (OIP)
| Grant Date | Threshold (#) | Target (#) | Maximum (#) | Performance Period | Metrics & Modifiers | Vesting Terms |
|---|---|---|---|---|---|---|
| 8/23/2024 | 1,428 | 2,856 | 5,712 | FY2025–FY2027 (three-year) | Net sales, adjusted operating income, adjusted EPS; relative TSR modifier ±25% (max 250%) | Earned PSUs subject to service-based vesting; pro-rata vesting on certain terminations |
Outstanding at 6/30/2025: 5,347 unearned PSUs (CFO), market/payout value $836,699, based on $156.48 share price and target-level assumption with TSR at median .
Restricted Stock Units (RSUs) – Omnibus Incentive Plan (OIP)
| Grant Date | RSUs Granted (#) | Vesting Schedule – Shares | Notes |
|---|---|---|---|
| 8/23/2024 | 2,856 | See detailed vesting schedule below | RSUs cliff/service-based vest; no options granted since 2003 |
Equity Ownership & Alignment
Beneficial Ownership and Guideline Compliance
| Item | Value |
|---|---|
| Common Stock Beneficially Owned (7/31/2025) | 17,234 shares; <1% of outstanding |
| Shares counted within 60 days (convertible RSUs/PSUs) | 2,864 shares included in “beneficially owned” definition |
| Stock Ownership Guideline (CFO) | 200% of annual base salary |
| Required Ownership (as of 6/30/2025) | 7,470 shares (based on $149.94 average price) |
| Actual Guideline Shares (as of 6/30/2025) | 14,370 shares (meets/exceeds) |
| Hedging/Pledging Policy | Company policy prohibits hedging and pledging of Company stock |
| Clawback Policy | SEC-compliant clawback policy in place |
Outstanding Equity Awards at Fiscal Year-End (6/30/2025) – CFO
| Category | Quantity (#) | Market/Payout Value ($) | Valuation Basis |
|---|---|---|---|
| Unvested Stock Awards (RSAs/RSUs incl. earned PSUs subject to service vest, MSPP RSUs) | 12,590 | 1,906,217 | $156.48/share (less MSPP deferral value) |
| Unearned PSUs (FY2024 & FY2025 grants at target) | 5,347 | 836,699 | $156.48/share |
Detailed Vesting Schedule (as of 6/30/2025) – CFO
| Vest Date | Shares Scheduled to Vest (#) |
|---|---|
| 8/23/2025 | 4,920 |
| 4/1/2026 | 4,333 |
| 8/23/2026 | 2,385 |
| 8/23/2027 | 952 |
| Total | 12,590 |
Vesting pressure signal: During FY2025, 14,066 shares vested for the CFO with $2,315,015 value realized, illustrating potential liquidity needs around vest dates for taxes and diversification .
Employment Terms
Severance and Change-in-Control Economics (Amounts as of 6/30/2025)
| Scenario | Component | CFO Payout ($) |
|---|---|---|
| Termination without Cause | Termination Payment | 980,000 |
| Health & Welfare Benefits | 21,821 | |
| Total | 1,001,821 | |
| Death | Acceleration of Outstanding Equity Awards | 1,607,021 |
| Pro-rata Performance Share Vesting | 708,026 | |
| Total | 2,315,047 | |
| Disability | Termination Payment – Salary | 560,000 |
| Acceleration of Outstanding Equity Awards | 1,607,021 | |
| Pro-rata Performance Share Vesting | 708,026 | |
| Health & Welfare Benefits | — (not disclosed for CFO) | |
| Total | 2,875,047 | |
| Retirement | Acceleration of Outstanding Equity Awards | 1,607,021 |
| Pro-rata Performance Share Vesting | 708,026 | |
| Total | 2,315,047 | |
| Change in Control (CIC) | Severance Pay | 1,960,000 |
| Annual Incentive | 840,000 | |
| Acceleration of Outstanding Equity Awards | 2,742,916 | |
| Health & Welfare Benefits | 47,962 | |
| Total | 5,590,878 |
CIC cutback: Payments will be reduced to avoid excise tax under IRC §4999 (no gross-up), indicating shareholder-friendly treatment of parachute payments .
Options: Company has not awarded stock options since 2003; there are no outstanding options for NEOs .
Pension: Standex pension plans were frozen; NEOs, including CFO, do not accrue pension benefits .
Nonqualified Deferred Compensation (FY2025 – CFO)
| Executive Contributions ($) | Company Contributions ($) | Aggregate Earnings ($) | Withdrawals/Distributions ($) | Aggregate Balance at FYE ($) | Above-Market Earnings Reported ($) | Amounts Previously Reported ($) |
|---|---|---|---|---|---|---|
| 55,706 | 15,915 | 14,007 | 91,638 | 96,508 | 8,477 | 94,526 |
Say-On-Pay & Shareholder Feedback
FY2025 advisory vote on executive compensation passed with 10,660,832 “For” vs 213,117 “Against” and 5,113 abstentions; director elections also received strong support, indicating broad shareholder approval of compensation design .
Performance & Track Record Context
| Metric (Company) | FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| Net Sales ($000s) | 741,048 | 720,635 | 790,107 |
Notes:
- CFO incentives emphasize net sales and profitability metrics; long-term equity includes PSU awards with ROIC/financial goals and a relative TSR modifier, balancing internal performance and shareholder return alignment .
Compensation Committee & Governance Enhancements
- Compensation Committee members (FY2025): Robin J. Davenport, B. Joanne Edwards, Jeffrey S. Edwards, Michael A. Hickey; independent consultant Meridian Compensation Partners engaged; robust stock ownership guidelines and SEC-compliant clawback; policy against hedging/pledging .
Investment Implications
- Alignment: CFO’s pay mix emphasizes at-risk compensation—100% of annual incentive tied to financial outcomes—with PSUs subject to a TSR modifier, and strong ownership guideline compliance (14,370 shares vs required 7,470) indicating skin-in-the-game .
- Vesting/Selling Pressure: A clear vesting calendar (major tranches in Aug 2025/2026/2027 and April 2026) and FY2025 realized vesting of $2.315 million suggest periodic liquidity needs; monitor insider Forms 4 around these dates for potential selling pressure .
- Retention/Change-in-Control: CIC economics totaling ~$5.59 million, no excise tax gross-up, and meaningful equity acceleration provide retention and transition protections; termination without cause implies ~$1.0 million plus benefits—appropriate but not excessive versus peer norms .
- Governance/Risk: Prohibitions on hedging/pledging and a formal clawback mitigate misalignment and enforcement risks; absence of stock options reduces repricing risk; pension accruals frozen, limiting legacy benefit exposure .
- Shareholder Support: High say-on-pay approval supports compensation strategy, lowering near-term governance risk and indicating investor confidence in pay-for-performance linkage .