Form 4: Curtiss-Wright Exec Kevin Rayment Receives Restricted Stock Units

Kevin Rayment, Vice President and COO of Curtiss-Wright Corporation, was granted 1,466 restricted stock units on March 10, 2025, under the company's 2024 Omnibus Incentive Plan.

Summary

• Kevin Rayment, Vice President and COO of Curtiss-Wright Corporation, received a grant of 1,466 restricted stock units (RSUs) on March 10, 2025.
• The RSUs were granted under the company's 2024 Omnibus Incentive Plan.
• Each RSU represents a contingent right to receive one share of Curtiss-Wright common stock.
• The RSUs will vest after a three-year period from the grant date, on March 10, 2028.
• Following the transaction, Rayment beneficially owns 8,398 shares, including dividend credits earned on prior outstanding grants.

Sentiment

Score: 7

Explanation: The sentiment is neutral to slightly positive. The grant of RSUs is a standard practice, indicating confidence in the executive and aligning interests with shareholders. There are no explicitly negative aspects mentioned.

Positives

• The grant of RSUs aligns executive compensation with company performance and shareholder value.
• The three-year vesting period encourages long-term commitment from the executive.

Future Outlook

The executive's holdings will increase upon vesting of the RSUs in 2028, aligning their interests with shareholders.

Industry Context

Granting stock-based compensation is a common practice in publicly traded companies to incentivize executives and align their interests with those of shareholders. This is especially common in the aerospace and defense industry, where attracting and retaining top talent is crucial for innovation and growth.

Comparison to Industry Standards

• Companies like Lockheed Martin, Boeing, and General Dynamics also utilize stock-based compensation plans for their executives.
• The vesting schedules and grant sizes are typically benchmarked against peer companies to ensure competitiveness.
• The specific terms of Curtiss-Wright's 2024 Omnibus Incentive Plan would need to be compared to those of similar companies to fully assess its competitiveness.

Stakeholder Impact

• Shareholders: Aligns executive interests with shareholder value through stock-based compensation.
• Employees: Demonstrates a commitment to employee benefits and incentives.
• Executives: Provides a long-term incentive for performance and company growth.

Key Dates