Form 4: Ramaco Resources CCO Awarded Equity Grants

Ramaco Resources' Chief Commercial Officer, Jason Todd Fannin, received grants of 32,035 restricted stock units and 32,035 performance stock units.

Summary

• Jason Todd Fannin, Chief Commercial Officer of Ramaco Resources, Inc. (METC), was granted 32,035 Restricted Stock Units (RSUs) on February 24, 2026.
• These RSUs were issued under the Company's 2017 Long-Term Incentive Plan and will vest in three equal annual installments starting January 31, 2027.
• Each RSU represents a contingent right to receive one share of Class A common stock.
• Additionally, Mr. Fannin received a grant of 32,035 Performance Stock Units (PSUs) on February 24, 2026, also under the 2017 Long Term Incentive Plan.
• The performance period for the PSUs began on January 1, 2026, and concludes on December 31, 2028.
• PSU vesting is contingent upon the Compensation Committee's certification of achievement against pre-established performance targets, with an achievement range of 0% to 200% of the granted units.
• Each PSU also represents a contingent right to receive one share of Class A common stock.

Sentiment

Score: 7

Explanation: StockSavvy.ai views this as a moderately positive development, as it represents routine executive compensation designed to align management incentives with long-term shareholder value, without indicating any immediate operational or financial changes.

Positives

• The equity grants align the Chief Commercial Officer's interests with those of shareholders, incentivizing long-term company performance.
• The performance-based nature of the PSUs ties a significant portion of compensation directly to the achievement of strategic company goals.

Negatives

• The grants do not provide immediate cash compensation to the executive.
• The performance-based vesting for PSUs introduces uncertainty regarding the ultimate number of shares the executive will receive, depending on future company performance.

Risks

• There is a risk that the pre-established performance targets for the Performance Stock Units may not be met, resulting in a lower or zero payout for that portion of the grant.
• The value of both Restricted Stock Units and Performance Stock Units is subject to the future market price volatility of Ramaco Resources' Class A common stock.

Future Outlook

The grants are designed to incentivize the Chief Commercial Officer to contribute to the company's long-term success, with vesting tied to future dates and the achievement of specific performance targets through December 31, 2028.

Industry Context

StockSavvy.ai notes that the granting of restricted stock units and performance stock units is a common practice in executive compensation across various industries, including the resources sector. This approach aims to align executive incentives with shareholder value creation and long-term strategic objectives.

Comparison to Industry Standards

• Equity-based compensation, such as RSUs and PSUs, is a standard component of executive remuneration packages in publicly traded companies, comparable to practices at peers like Arch Resources (ARCH) or Peabody Energy (BTU).
• The use of a multi-year vesting schedule for RSUs and a performance period for PSUs is consistent with best practices for long-term incentive plans designed to retain talent and drive sustained performance.

Corporate Governance

Stakeholder Impact

• Shareholders: The equity grants are intended to align the Chief Commercial Officer's interests with shareholder value creation, potentially leading to improved long-term performance.
• Employees: The long-term incentive plan may serve as a model or benchmark for other employee incentive programs, fostering a performance-oriented culture.

Next Steps

• The Restricted Stock Units will begin vesting in three equal annual installments starting January 31, 2027.
• The Compensation Committee of the Board of Directors will certify the achievement percentage for the Performance Stock Units after the performance period ends on December 31, 2028.

Key Dates

Recommendation

This Form 4 filing details routine executive compensation through equity grants and does not contain new fundamental information that would warrant a change in an investment recommendation. It primarily serves to disclose executive incentives rather than report on operational performance or strategic shifts.

Keywords

Ramaco Resources, METC, SEC Form 4, equity grant, Restricted Stock Units, Performance Stock Units, executive compensation, long-term incentive plan, corporate governance