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John P. Lovato is a notable figure from his time at Jabil Inc., where he served as a key executive before shifting responsibilities in late 2011. His tenure saw him heavily involved in the company's operations, focusing on performance metrics...

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John P. Lovato

Ex-CEO of Jabil

Sector of Economy

Technology

CEO of Jabil for

0 years 0 months (Oct 2011 - Nov 2011)

Previous Experience

Unknown

Holdings

See how much did John P. Lovato make over time.

During his time at Jabil, John P. Lovato was actively managing a substantial portfolio. In late 2022, his holdings saw a sharp increase, reaching $28.18 million by January 2023. This momentum continued, with his wealth in stocks climbing to an...

Mar 17, 2025

Total Stock Sold

$2.48M

JBL

$2.48M

124,236 JBL shares

What if they kept their stock?

If John P. Lovato didn't sell their stock, today they would have:
Extra JBL124,236 shares worth $4.18M.
This is 68.34% and $1.70M more than what they got when they sold the stock.

Insider Trading

See recent insider trades of John P. Lovato.

JBL

$348.68K

JBL at $20.05/share

Oct 26, 2011

Sale

JBL

$115.25K

JBL at $20.16/share

Oct 24, 2011

Sale

JBL

$1.99M

JBL at $19.63/share

Oct 21, 2011

Sale

JBL

109,617 shares

JBL

Oct 20, 2011

Received

Compensation History

See how much did John P. Lovato make over time.

In 2011, John P. Lovato's total compensation highlighted the company's performance-driven pay philosophy at Jabil Inc., amounting to approximately $4.8 million. His base salary was set at $520,000, along with a performance-related cash bonus of $762,840 achieved through impressive metrics tied to core operating income and profit margins, where he reached 163% of his target. Notably, despite strong earnings, he had no stock awards vesting that year as his performance-based RSUs were tied to long-term goals. The structure of his pay underscored Jabil's strategy to align executive compensation with the success and growth of the company, indicating how integral performance metrics were within their corporate culture. His compensation package reflected solid returns on the company's operational strengths, an approach commonly seen at top firms looking to balance their leadership with performance outcomes.

Year

2011

Total Compensation

$2.83M

Salary

$520.00K

Board Justification

The compensation philosophy emphasizes performance-based pay, aligning executive compensation with company performance and shareholder interests, with a significant portion of total compensation at risk based on performance metrics.

Bonus

$762.84K

Board Justification

Annual cash incentive based on performance metrics including core operating income and profit margin, achieving 163% of target for fiscal 2011.

Other

$1.54M

Board Justification

Includes expatriate benefits related to previous work assignment in Belgium, including tax assessments, relocation expenses, and other allowances.

Restricted Stock

$0.00(0 RSU)

Board Justification

No stock awards vested in 2011; performance-based RSUs are tied to cumulative core EPS and core operating profit margin, with vesting contingent on performance over a multi-year period.

Performance Metrics

Performance metrics included core operating income, core operating profit margin, and cumulative core EPS over a multi-year period.

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