Posted: 12/25/2024 03:39 am
Encision Inc., a key player in the surgical and medical instruments industry, has been mindful of its compensation strategy. This is evident through their executive pay structures, which align with the company's overall performance and market standing.
In 2024, Brian Jackman, the Vice President of Marketing, garnered a total compensation of $161,477, entirely derived from his salary. Notably, no bonus, stock awards, or other forms of compensation were recorded for that year. This figure reflects a minor decline from 2021, where Jackman's total compensation amounted to $168,847, supplemented by a $10,097 bonus and $3,369 in option awards. Such adjustments could signal a strategic realignment in the company's approach to incentive-based pay.
In 2022, Gregory J. Trudel, Encision's President and CEO, received a total compensation of $353,556. His salary constituted $239,877 of this sum, complemented by a significant $113,679 in option awards. This contrasts with his 2020 compensation package, which totaled $241,702, with limited additional compensation beyond his base salary. Trudel's increased remuneration through option awards may suggest a focus on aligning his interests with those of shareholders, promoting long-term company performance.
David W. Newton, Vice President of Technology, had a total compensation of $144,627 in 2022, with a salary of $120,695 and $23,932 in option awards. This compensation strategy demonstrates Encision's reliance on stock options as a motivational tool for key personnel, fostering commitment to sustained company advancement.
Encision Inc.'s market performance also paints a critical backdrop to these compensation figures. The company's stock price recently maintained a level of $0.45, with a market capitalization of $5,343,795. Despite a 52-week high of $0.75, the stock demonstrates a flatline in terms of day-to-day percentage changes, suggesting a stable yet static shareholder environment. With negative earnings per share (-0.06) and a price-to-earnings ratio of -7.5, Encision's financial landscape poses challenges, which the current executive team must navigate.
The impending earnings announcement in February 2025 provides a pivotal moment for Encision to either validate its existing compensation policies or reassess them, contingent upon financial outcomes and market responses.
Through strategic compensation practices, Encision Inc. continues to tailor its approach, aligning executive interests with those of its stakeholders, while adapting to the dynamic medical devices landscape.
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1. U.S. Securities and Exchange Commission, [2024 compensation data for Brian Jackman, Encision Inc.](https://www.sec.gov/Archives/edgar/data/930775/000107997324000973/0001079973-24-000973-index.htm).
2. U.S. Securities and Exchange Commission, [2022 compensation data for Gregory J. Trudel, Encision Inc.](https://www.sec.gov/Archives/edgar/data/930775/000107997323000902/0001079973-23-000902-index.htm).
3. U.S. Securities and Exchange Commission, [2022 compensation data for David W. Newton, Encision Inc.](https://www.sec.gov/Archives/edgar/data/930775/000107997322000826/0001079973-22-000826-index.htm).
4. U.S. Securities and Exchange Commission, [2021 compensation data for Brian Jackman, Encision Inc.](https://www.sec.gov/Archives/edgar/data/930775/000107997321000578/0001079973-21-000578-index.htm).
5. U.S. Securities and Exchange Commission, [2020 compensation data for Gregory J. Trudel, Encision Inc.](https://www.sec.gov/Archives/edgar/data/930775/000107997320000572/0001079973-20-000572-index.htm).
6. Encision Inc. current stock price data sourced from provided snapshot.
