Form 4: PERDOCEO SVP CIO Granted Equity Awards

PERDOCEO EDUCATION Corp's SVP and CIO, David C. Czeszewski, received grants of time-based and performance-based restricted stock units.

Summary

• David C. Czeszewski, SVP, CIO of PERDOCEO EDUCATION Corp (PRDO), was granted 4,197 time-based restricted stock units (RSUs) and 4,197 performance-based restricted stock units on March 10, 2026.
• The time-based RSUs vest in four equal installments annually on March 14, from 2027 to 2030.
• The performance-based RSUs represent a target number, with actual shares ranging from 0-200% of target based on operating criteria, vesting on March 14, 2029.
• Following these transactions, Czeszewski beneficially owns 77,269 shares of common stock, which includes 47,435 unvested restricted stock units.

Sentiment

Score: 7

Explanation: StockSavvy.ai views this as a moderately positive event, reflecting ongoing executive compensation and alignment with company performance, which is a standard and healthy practice for public companies.

Positives

• Grant of 8,394 restricted stock units (RSUs) to a key executive, aligning management interests with shareholder value.
• Inclusion of performance-based RSUs (4,197 target units) ties executive compensation directly to the achievement of specific operating criteria.

Risks

• Performance-based RSUs carry the risk that the actual number of shares issued could be 0% if the specified operating criteria are not met.
• The ultimate value of the granted RSUs is contingent on the future stock price of PERDOCEO EDUCATION Corp.

Future Outlook

The grant of performance-based restricted stock units indicates a future focus on achieving specific operating criteria, which will determine the final number of shares issued to the executive by March 14, 2029.

Industry Context

StockSavvy.ai notes that equity grants, particularly those with performance-based components, are a common practice in the education technology sector to incentivize executive performance and align leadership interests with long-term company growth and shareholder returns. This type of compensation structure is standard across many industries for senior executives.

Comparison to Industry Standards

• The use of both time-based and performance-based restricted stock units is a standard practice in executive compensation across the technology and education sectors, similar to companies like Chegg Inc. or Coursera Inc., which also utilize equity incentives to retain talent and drive strategic objectives.
• The vesting schedule, with multi-year installments, is typical for long-term incentive plans, comparable to those seen at major publicly traded companies aiming for sustained performance.

Stakeholder Impact

• Shareholders: Potential positive impact through increased executive alignment with long-term company performance and value creation.
• Employees: May signal stability in executive leadership and a commitment to incentive-based compensation structures.

Next Steps

• Vesting of time-based RSUs in four equal installments on March 14, 2027, 2028, 2029, and 2030.
• Determination of actual shares for performance-based RSUs based on operating criteria, with vesting on March 14, 2029.

Key Dates

Recommendation

This Form 4 filing reports a routine equity grant to a senior executive, which is a standard compensation practice and does not provide new information that would significantly alter the investment thesis for PERDOCEO EDUCATION Corp. It indicates continued executive alignment but does not present a catalyst for a 'buy' or 'sell' recommendation.

Keywords

PERDOCEO EDUCATION Corp, PRDO, Form 4, Restricted Stock Units, RSU, Equity Grant, Insider Transaction, Executive Compensation, David C. Czeszewski, SVP CIO