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STOCK-BASED COMPENSATION - Performance Units - Additional Information (Detail) - Omnibus Plan [Member] - Performance Shares [member] - USD ($) $ in Millions | 3 Months Ended
--- | ---
Mar. 31, 2024 | Mar. 31, 2023
Share Based Compensation Arrangement By Share Based Payment Award [Line Items] |  |
Granted performance units | 165,487 | 216,876
Performance units program description | Performance units granted during the quarters ended March 31, 2024 and 2023 vest on the third anniversary of the effective date of the award based on actual achievement of two performance metrics weighted equally: relative total shareholder return (“Relative TSR”), compared to companies that comprise the KBW Nasdaq Regional Banking Index, and the achievement of a tangible book value per share (“TBVPS”) goal, which is measured based upon the growth in the tangible book value during the performance cycle, adjusted for certain allowable non-recurring transactions. The participant may earn 50% of their target opportunity for threshold level performance and up to 150% of their target opportunity for maximum level performance, based on the individual achievement of each performance goal during a three-year performance cycle. Amounts between threshold, target and maximum performance will vest in a proportional amount. |
Stock-based compensation expense | $ 0.5 | $ 0.5
Unrecognized compensation cost related to unvested performance units | $ 5.6 |
Period for cost recognition not yet recognized | 2 years 4 months 24 days |
Fair Value assumptions method used | The fair value of the performance units awarded during the quarters ended March 31, 2024 and 2023, that was based on the TBVPS goal component, was calculated based on the market price of the Corporation’s common stock on the respective date of the grant and assuming attainment of 100% of target opportunity. As of March 31, 2024, there have been no changes in management’s assessment of the probability that the pre-established TBVPS goal will be achieved; as such, no cumulative adjustment to compensation expense has been recognized. The fair value of the performance units awarded, that was based on the Relative TSR component, was calculated using a Monte Carlo simulation. Since the Relative TSR component is considered a market condition, the fair value of the portion of the award based on Relative TSR is not revised subsequent to grant date based on actual performance. |
Minimum [Member] |  |
Share Based Compensation Arrangement By Share Based Payment Award [Line Items] |  |
Target opportunity, percentage | 50.00% |
Maximum [Member] |  |
Share Based Compensation Arrangement By Share Based Payment Award [Line Items] |  |
Target opportunity, percentage | 150.00% |
Executives [Member] |  |
Share Based Compensation Arrangement By Share Based Payment Award [Line Items] |  |
Performance units program description | These awards, which are granted to executives, do not contain non-forfeitable rights to dividend equivalent amounts and can only be settled in shares of the Corporation’s common stock. |

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