Item 5.02 Departure of Directors or Certain Officers; Election of Directors;
Appointment of Certain Officers;
Compensatory Arrangements of Certain Officers.
On September 23, 2021, the Compensation Committee (the "Committee") of the Board
of Directors of HomeTrust Bancshares, Inc. (the "Company") approved, for the
fiscal year ending June 30, 2022, targeted incentive award opportunities and
performance measures and weightings under the Company's Strategic Operating
Committee Incentive Program (the "SOC Incentive Program"). For fiscal 2022, the
targeted incentive award opportunities for the following executive officers
(each of whom will be named an executive officer in the Company's next annual
meeting proxy statement) were established: Dana L. Stonestreet, Chairman and
Chief Executive Officer, 55% of annual base salary; C. Hunter Westbrook,
President and Chief Operating Officer, 45% of annual base salary; Tony J.
VunCannon, Executive Vice President, Chief Financial Officer, Corporate
Secretary and Treasurer, 30% of annual base salary; Marty T. Caywood, Executive
Vice President and Chief Information Officer, 30% of annual base salary; and
Keith J. Houghton, Executive Vice President and Chief Credit Officer, 30% of
annual base salary. For Messrs. Stonestreet and Westbrook, the SOC Incentive
Program performance measures and weightings will be as follows: pretax,
pre-provision income (50% weighting); efficiency ratio (20% weighting);
noninterest income (10% weighting); and functional team goals (20% weighting).
For each of the other named executive officers, the SOC Incentive Program
performance measures and weightings will be as follows: pretax, pre-provision
income (45% weighting); efficiency ratio (20% weighting); noninterest income
(10% weighting); and functional team goals (25% weighting).
The Committee also amended the SOC Incentive Program to provide that executive
officers will receive a payout of 50% of their targeted incentive award
opportunity if actual performance under a performance goal is at the threshold
(minimum) level of performance, 100% of their targeted incentive award
opportunity if actual performance is at the target level of performance, and
150% of their targeted incentive award opportunity if actual performance is at
or above the stretch (maximum) level of performance. With this amendment, the
payout percentages are consistent with those in the SOC Incentive Program prior
to fiscal 2021. For the fiscal year ended June 30, 2021, the payout percentages
were changed due to the uncertainties in the operating environment and the
challenge of establishing reasonable targets due to the continued impacts of the
COVID-19 pandemic.
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HOMETRUST BANCSHARES, INC. 
