Form 4: Ramaco Resources CEO Receives Stock Unit Grants

Randall Whittaker Atkins, CEO of Ramaco Resources, receives grants of restricted and performance stock units.

Summary

• On February 24, 2025, Randall Whittaker Atkins, the CEO of Ramaco Resources, received a grant of 219,113 restricted stock units under the company's 2017 Long Term Incentive Plan.
• These restricted stock units will vest in three equal annual installments starting January 31, 2026.
• Each restricted stock unit represents the right to receive one share of Ramaco Resources' Class A common stock.
• Atkins also received a grant of 219,113 performance stock units under the same incentive plan.
• The performance period for these units began on January 1, 2025, and will end on December 31, 2027.
• Vesting of the performance stock units depends on the Compensation Committee's certification of achievement based on pre-established performance targets.
• Each performance stock unit also represents a contingent right to receive one share of the company's Class A common stock.

Sentiment

Score: 7

Explanation: The document reflects a standard executive compensation practice, indicating stability and alignment of interests. The sentiment is neutral to positive.

Positives

• The grant of restricted and performance stock units aligns the CEO's interests with the long-term performance of the company.
• The vesting schedule for the restricted stock units encourages continued service and commitment from the CEO.
• The performance-based vesting of the performance stock units incentivizes the achievement of specific company goals.

Future Outlook

The vesting of the stock units is tied to future performance and continued service, suggesting an expectation of continued growth and stability for Ramaco Resources.

Industry Context

Granting stock options and restricted stock units to executives is a common practice in the industry to align management's interests with those of shareholders and incentivize long-term value creation.

Comparison to Industry Standards

• Many companies in the resources sector use similar long-term incentive plans to reward and retain key executives.
• The specific terms of the grants, such as the vesting schedule and performance metrics, would need to be compared to those of peer companies to assess their competitiveness.
• Companies like Peabody Energy and Arch Resources also utilize stock-based compensation as part of their executive compensation packages.

Stakeholder Impact

• Shareholders may view the stock unit grants positively as they align management's interests with the company's long-term success.
• Employees may see the grants as a sign of confidence in the company's future.

Key Dates