Breakdown | ||||
Dec 2024 | Dec 2023 | Dec 2022 | Dec 2021 | Dec 2020 |
---|---|---|---|---|
Income Statement | Total Revenue | |||
515.56M | 535.29M | 563.01M | 576.88M | 575.86M | Gross Profit |
340.41M | 348.15M | 470.88M | 180.35M | 491.80M | EBIT |
273.16M | 284.08M | 71.66M | 127.27M | 110.69M | EBITDA |
-238.37M | 283.86M | 327.97M | 339.35M | 310.67M | Net Income Common Stockholders |
57.76M | 6.55M | -99.52M | -622.17M | -335.53M |
Balance Sheet | Cash, Cash Equivalents and Short-Term Investments | |||
283.94M | 34.19M | 337.14M | 319.55M | 294.85M | Total Assets |
528.25M | 2.41B | 2.68B | 2.95B | 4.44B | Total Debt |
0.00 | 1.97B | 2.11B | 2.36B | 3.74B | Net Debt |
-40.79M | 1.94B | 2.07B | 2.19B | 3.68B | Total Liabilities |
2.43B | 2.08B | 2.31B | 2.54B | 3.91B | Stockholders Equity |
323.55M | 339.32M | 370.54M | 396.20M | 531.84M |
Cash Flow | Free Cash Flow | |||
62.03M | 183.52M | 204.00M | 33.95M | 132.10M | Operating Cash Flow |
62.03M | 183.52M | 208.23M | 38.77M | 133.37M | Investing Cash Flow |
32.98M | 1.70M | -156.69M | 87.33M | -280.40M | Financing Cash Flow |
-98.94M | -204.09M | -145.80M | -158.41M | 209.70M |
Name | Overall Rating | Market Cap | P/E Ratio | ROE | Dividend Yield | Revenue Growth | EPS Growth |
---|---|---|---|---|---|---|---|
78 Outperform | $8.55B | 25.10 | 11.37% | 3.95% | 3.41% | 10.54% | |
76 Outperform | $70.16B | 24.66 | <0.01% | 4.31% | 5.40% | 8.57% | |
72 Outperform | $711.58M | 19.51 | 5.03% | 3.62% | 4.22% | -44.56% | |
63 Neutral | $15.02B | 40.01 | 3.86% | 4.39% | 14.51% | -45.53% | |
61 Neutral | $4.91B | 18.99 | -3.12% | 7.77% | 6.71% | -19.69% | |
56 Neutral | $961.53M | 16.72 | 17.85% | 5.12% | -3.68% | 990.23% | |
52 Neutral | $4.66B | ― | -7.04% | 3.77% | 4.88% | -66.88% |
On February 12, 2025, CBL & Associates Properties’ Compensation Committee approved the 2025 Annual Incentive Compensation Plan (AIP) and the Long Term Incentive Program (LTIP) for its named executive officers. The 2025 AIP aims to reward executives based on corporate and individual performance goals, with an emphasis on financial and operational achievements. Additionally, the LTIP includes performance stock units and restricted stock awards, designed to align executive incentives with long-term company performance. The plans reflect a strategic effort to enhance executive performance and align with market standards, potentially impacting the company’s operational and financial outcomes.