Form 4: Ramaco Resources EVP Granted Equity Awards

Ramaco Resources' EVP of Mine Operations, Paul Bryan Horn Jr., received grants of 38,442 Restricted Stock Units and 38,442 Performance Stock Units.

Summary

• Paul Bryan Horn Jr., EVP Mine Operations of Ramaco Resources, Inc. (METC), was granted 38,442 Restricted Stock Units (RSUs) and 38,442 Performance Stock Units (PSUs) on February 24, 2026.
• The RSUs will vest in three equal annual installments starting January 31, 2027, with each unit representing one share of Class A common stock.
• The PSUs have a performance period from January 1, 2026, to December 31, 2028, and will vest based on the Compensation Committee's certification of achievement against pre-established performance targets, with potential achievement ranging from 0% to 200% of the grant.
• Both grants were made under the Ramaco Resources, Inc. 2017 Long-Term Incentive Plan.

Sentiment

Score: 7

Explanation: StockSavvy.ai views this as a moderately positive development, as it signifies continued executive retention and aligns management's interests with long-term shareholder value through performance-based incentives, which is generally well-received by investors.

Positives

• Aligns executive compensation with shareholder interests through equity awards.
• Incentivizes long-term performance and retention of a key executive, Paul Bryan Horn Jr., EVP Mine Operations.
• The performance-based nature of the PSUs ties a significant portion of compensation directly to company operational and financial achievements.

Risks

• The vesting of Performance Stock Units is contingent on achieving pre-established performance targets, meaning the actual number of shares received could range from 0% to 200% of the granted amount.
• The value of the Restricted Stock Units and Performance Stock Units is subject to the future market price fluctuations of Ramaco Resources, Inc. Class A common stock.

Future Outlook

The grants indicate a forward-looking compensation strategy designed to incentivize the EVP Mine Operations over a multi-year period. The Restricted Stock Units provide retention incentives through annual vesting through at least January 2029. The Performance Stock Units are tied to company performance through December 31, 2028, suggesting management's focus on achieving specific operational and financial goals during this period.

Industry Context

StockSavvy.ai notes that equity grants to key executives like an EVP of Mine Operations are standard practice in the mining and resources sector. These grants are crucial for aligning management incentives with long-term shareholder value creation, especially in an industry characterized by capital-intensive projects and cyclical commodity prices. The mix of time-based (RSUs) and performance-based (PSUs) awards is a common strategy to balance retention with performance accountability, reflecting best practices in executive compensation across the broader industrial and materials sectors.

Comparison to Industry Standards

• The use of both Restricted Stock Units (RSUs) and Performance Stock Units (PSUs) is consistent with compensation practices observed in comparable companies within the U.S. coal and metallurgical coal industry, such as Arch Resources (ARCH) and Peabody Energy (BTU), which also utilize a blend of time-based and performance-based equity awards to incentivize executives.
• The multi-year vesting schedule for RSUs (three equal annual installments) and the multi-year performance period for PSUs (January 2026 to December 2028) are typical for long-term incentive plans designed to retain key talent and drive sustained performance in the resources sector.
• The potential for PSU achievement ranging from 0% to 200% is a common structure in performance-based awards, providing strong upside for exceptional performance while mitigating payouts for underperformance, aligning with global benchmarks for executive incentive plans.

Stakeholder Impact

• Shareholders: Potential positive impact through increased alignment of executive incentives with long-term company performance and shareholder value creation.
• Employees: No direct impact on general employees mentioned, but may signal stability in executive leadership.
• Management: Paul Bryan Horn Jr. is incentivized to drive company performance and remain with the company due to the equity awards.

Next Steps

• Vesting of Restricted Stock Units in three equal annual installments beginning January 31, 2027.
• Evaluation of performance targets for Performance Stock Units by the Compensation Committee at the end of the performance period (December 31, 2028).

Key Dates

Recommendation

This Form 4 filing reports a routine executive equity grant, which is a standard part of compensation and does not provide new material information to warrant a change in investment recommendation. It reinforces management's long-term alignment but does not introduce new fundamental drivers for the stock price.

Keywords

Ramaco Resources, METC, Form 4, Restricted Stock Units, Performance Stock Units, Equity Grant, Executive Compensation, Long-Term Incentive Plan, Paul Bryan Horn Jr., Insider Transaction