Christopher L. Fowler is President and CEO of TruBridge, Inc. (TBRG). The company reported total compensation of $2,363,761 for fiscal year 2024.
| Salary | $618,000 |
|---|---|
| Bonus | $0 |
| Stock awards | $1,292,621 |
| Option awards | $0 |
| Non-equity incentive plan | $451,140 |
| Pension and non-qualified deferred compensation | $0 |
| All other compensation | $2,000 |
| Total | $2,363,761 |
A dash means the company reported no figure in that column; 0 means it reported zero. Figures are as printed, without adjustment.
Cited to the compensation disclosure TruBridge, Inc. filed March 26, 2025, accession 0001193125-25-063302.
| Fiscal year | Role | Salary | Bonus | Stock awards | Option awards | Non-equity incentive | Pension / NQDC | All other | Total |
|---|---|---|---|---|---|---|---|---|---|
| FY2024 | President and CEO | $618,000 | $0 | $1,292,621 | $0 | $451,140 | $0 | $2,000 | $2,363,761 |
| FY2022 | President and CEO | $550,000 | $0 | $1,238,352 | $0 | $217,970 | $0 | $2,000 | $2,008,322 |
Totals as disclosed in each year's own compensation disclosure for TruBridge, Inc..
| Peer-group chief executive median | $3,991,159 |
|---|---|
| Difference from that median | $-1,627,398 |
| Percentile within the disclosed peer group | 29th |
| Peers with a disclosed figure | 7 |
Medians and percentiles are computed across the peer group TruBridge, Inc. discloses in its own compensation disclosure.
| Named executive officer | Role | FY2024 total |
|---|---|---|
| Christopher L. Fowler this page | President and CEO | $2,363,761 |
| Vinay Bassi | Chief Financial Officer | $2,029,436 |
| David A. Dye | Former Chief Operating Officer | $1,543,660 |
| Dawn M. Severance | Chief Sales Officer | $1,151,437 |
| Wes D. Cronkite | Chief Technology & Innovation Officer | $1,020,799 |
The company's named executive officers for fiscal year 2024, and what it reported for each. See the full TruBridge, Inc. compensation brief.
Christopher L. Fowler's compensation sits inside TruBridge, Inc.'s full executive and board picture — the peer group, pay against peers, incentive design and the board itself.