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Gary L. Rainwater served as the Chairman, President, and CEO of Ameren Corporation, a major energy company, from 2004 to 2009. He had a long career starting as an engineer in 1979 at Union Electric, one of Ameren's subsidiaries. Over...

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Gary L. Rainwater

Ex-CEO of Ameren

Education

Bachelor's degree in Electrical Engineering from the University of Missouri

Field of Expertise

Technology & Engineering - Engineering

Sector of Economy

Utilities

Born

December 1, 1945 - 79 years ago

CEO of Ameren for

6 years 3 months (Jan 2004 - Apr 2010)

Previous Experience

Various executive roles at Ameren

Holdings

See how much did Gary L. Rainwater make over time.

Gary L. Rainwater's insider trading has shown considerable activity, particularly during the years 2019 to 2024. Monthly trading volumes fluctuated significantly, peaking at around $3.73 million in a single month in August 2024, indicating a high level of confidence in...

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Insider Trading

See recent insider trades of Gary L. Rainwater.

No insider trades found for this CEO.

Compensation History

See how much did Gary L. Rainwater make over time.

Gary L. Rainwater's compensation at Ameren varied significantly during his tenure. In 2005, he earned approximately $1.86 million, with a large part coming from a bonus for exceeding earnings targets. For 2008, his total compensation reached over $5 million, with a substantial salary portion and vested stock reflecting his performance metrics. The compensation structure was closely tied to the company's profitability, showcasing how his pay aligned with Ameren's financial success. By 2009, the total dropped to about $2.76 million, demonstrating a performance-based compensation model. This structure aimed to incentivize management to align their goals with those of shareholders, a strategy that Rainwater navigated during his time as CEO.

Year

2009

Total Compensation

$1.67M

Salary

$450.00K

Board Justification

The compensation philosophy aligns with company performance, peer benchmarking, and retention strategies, ensuring competitive compensation relative to market standards and performance metrics.

Bonus

$272.72K

Board Justification

The bonus is based on the performance metrics of the company, specifically tied to earnings per share (EPS) targets, with a payout of 86.7% of target for 2009.

Other

$420.78K

Board Justification

Other compensation includes contributions to retirement plans and other benefits provided to the executive.

Restricted Stock

$523.95K(18.75K PSUs)

Board Justification

The vested stock represents the Performance Share Units (PSUs) earned based on the company's performance during the 2007-2009 period, with a payout of 18.5% of the original target value due to performance metrics.

Performance Metrics

The performance metrics for determining compensation included earnings per share (EPS) targets and overall company performance relative to peers.

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