Alison Burgett
AgEagle Aerial SystemsAbout Alison Burgett
Alison Burgett, age 47, is Chief Financial Officer of AgEagle Aerial Systems (dba EagleNXT) since April 14, 2025; she previously served as Controller from April 2024 . She holds an undergraduate degree in Accounting from the University of Phoenix and an MBA from Boise State University, with 20+ years in corporate finance and operational accounting across Centene, Republic Services, and Providence Service Corporation . During 2025, the company reported strengthening commercial execution: drone revenue for the nine months ended September 30, 2025 rose to $6.03M from $4.64M (+$1.38M), and cash increased to $16.63M from $3.61M at year-end 2024, supporting growth investments and balance sheet flexibility . Pay-versus-performance disclosures show year-end stock prices of $7.00 (2022), $2.00 (2023), and $3.47 (2024), providing historical TSR context preceding her tenure .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Centene Corporation (NYSE: CNC) | Corporate Finance Manager | 2023–Apr 2024 | Led corporate FP&A and reporting discipline |
| Centene Corporation | Director, Finance Transformation | 2021–2023 | Drove finance process improvements and transformation initiatives |
| Centene Corporation | Director, Finance Health Plan | Jul 2019–2021 | Supported health plan financial management and performance tracking |
| Republic Services (NYSE: RSG) | Controller | Prior to 2019 | Strengthened reporting and internal controls |
| Providence Service Corporation (Nasdaq: PRSC) | Director of Accounting | Prior to 2019 | Supported strategic growth and transparency initiatives |
External Roles
No public-company directorships or external board roles disclosed for Burgett .
Fixed Compensation
| Component | Terms | Vesting | Notes |
|---|---|---|---|
| Base Salary (USD) | $225,000 per year | N/A | Effective Feb 1, 2025 within CFO agreement |
| Position Bonus RSUs (initial) | RSUs valued at $25,000 within 120 days of CFO start | Immediate on grant; requires continued employment through vest date | Board may adjust award value annually |
| Position Bonus RSUs (annual) | RSUs valued at $25,000 each anniversary while CFO | Immediate on grant; requires continued employment through vest date | Continued service as CFO required |
| Benefits | Eligible for standard company plans | N/A | Company may amend/suspend plans |
Performance Compensation
| Metric/Vehicle | Target/Cap | Weighting/Determination | Payout Timing | Vesting |
|---|---|---|---|---|
| Annual Cash Performance Bonus | Up to 25% of base salary | Discretionary; based on personal and corporate goals set by Board/Comp Committee | Determined by end of Q1 following performance year; paid within 60 days (may be extended if resources limited) | N/A |
| Annual RSU Performance Bonus | Up to $50,000 RSU value | Discretionary; based on personal and corporate goals | Determined by end of Q1 following performance year; grant follows determination | 50% vests at grant; 50% vests one year later; employment required through vesting |
| First-Year Bonus Eligibility (2025) | Same structure | Discretionary based on 2025 performance | Determination by end of Q1 2026; Company notes payment will not prevent full amount awarded regardless of employment status (subject to vesting terms) | Cash: N/A; RSUs: per vest schedule |
| Goal Setting | Board sets personal and corporate goals annually | N/A | N/A | N/A |
Equity Ownership & Alignment
| Item | Status/Policy | Notes |
|---|---|---|
| Beneficial Ownership (Shares) | Not disclosed for Burgett in 2025 proxy’s ownership table (record date Apr 24, 2025) | Named holders listed did not include Burgett |
| Hedging Policy | Directors and officers prohibited from derivatives and short sales; employees discouraged from short sales | Insider Trading Policy prohibits margin accounts and exchange-traded options; anti-hedging in place |
| Clawback Policy | Mandatory clawback for incentive comp (cash and equity), vested/unvested, upon restatement | Applies to current/former executive officers; 3-year lookback; filed Nov 27, 2024 as Exhibit 97.1 to 10-K/A |
| Stock Ownership Guidelines | Not disclosed | No guideline or compliance status disclosed in proxy |
| Option Practices | Company currently does not grant stock options/SARs | RSUs used; no option grant timing policy required |
Employment Terms
| Term | Provision | Detail |
|---|---|---|
| Employment Start Date | Apr 14, 2025 | CFO appointment; assumes principal accounting officer duties |
| Employment Nature | At-will | Either party may terminate with 60 days’ notice; Company may pay in lieu of notice; immediate termination for cause |
| Non-Compete | 18 months post-termination | Restricts competitive activities in all U.S. states and applicable foreign countries where Company operates/plans to operate |
| Non-Solicit (Customers/Employees) | 18 months post-termination | Bars solicitation of Company customers and recruitment of employees/contractors |
| Severance – Salary | 3 months (first 2 years); 4 months (after 2 years) | Payable if terminated for reasons other than “for cause”; Change of Control qualifies if termination is due to CoC (double trigger) |
| Severance – COBRA Reimbursement | 3 months (first 2 years); 4 months (after 2 years) | Ends upon eligibility for other employer group coverage |
| Severance – RSU Acceleration | Immediate vesting of unvested RSUs upon effective date of separation agreement | Requires executing non-revoked separation agreement; cooperation in transition |
| Change of Control | Double-trigger severance eligibility | Defined as ≥51% sale of equity/assets; severance if terminated due to CoC |
| Confidentiality/IP | Strong confidentiality, work-product assignment to Company | Includes works-made-for-hire, IP assignment, moral rights waiver |
| Clawback/Insider Trading Policies | Company-wide policies apply | See Clawback and Anti-Hedging above |
Performance & Track Record (Company Metrics During Her Tenure)
| Metric | 9M 2024 | 9M 2025 |
|---|---|---|
| Drone Revenue (USD Millions) | $4.64 | $6.03 |
| Change (USD Millions) | — | +$1.38 |
| Metric | Dec 31, 2024 | Sep 30, 2025 |
|---|---|---|
| Cash (USD Millions) | $3.61 | $16.63 |
| Year-End Stock Price (USD) | 2022 | 2023 | 2024 |
|---|---|---|---|
| Price (per PVP disclosure) | $7.00 | $2.00 | $3.47 |
Investment Implications
- Pay-for-performance structure includes a cash bonus capped at 25% of salary and RSU awards up to $50k with 50/50 immediate/one-year vesting, aligning incentives to Board-set personal and corporate goals while preserving discretion; immediate-vesting position RSUs ($25k initial and annual) increase near-term liquidity of equity awards .
- Retention and separation economics are modest (3–4 months salary and COBRA), but severance features double-trigger eligibility on change-of-control and RSU acceleration upon qualifying termination, reducing forfeiture risk and potentially lowering voluntary exit friction .
- Governance/controls reduce misalignment risk: anti-hedging/anti-margin policies, prohibition on short sales, and a compliant clawback framework covering vested/unvested equity over a three-year lookback following restatements .
- Near-term operating backdrop improved in 2025 (higher drone revenue and cash), supporting execution on defense/public-safety opportunities; as CFO, Burgett is a signatory on financing-related 8-Ks and certificates, evidencing active stewardship of capital structure and disclosures .
No beneficial ownership was disclosed for Burgett in the 2025 proxy (record date April 24, 2025). Absence of a published ownership guideline/target is a disclosure gap to monitor for future proxies .