Form 4: Ramaco Resources Executive Receives Stock Unit Grants

Jason Todd Fannin, Chief Commercial Officer of Ramaco Resources, received grants of restricted and performance stock units on February 24, 2025, under the company's 2017 Long Term Incentive Plan.

Summary

• Jason Todd Fannin, Chief Commercial Officer of Ramaco Resources, received a grant of 65,998 restricted stock units on February 24, 2025.
• These restricted stock units will vest in three equal annual installments starting January 31, 2026.
• Each restricted stock unit represents a contingent right to receive one share of Ramaco Resources' Class A common stock.
• Fannin also received a grant of 65,998 performance stock units on the same date.
• 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 is a routine disclosure of executive compensation, which is generally viewed neutrally. The grants align executive interests with shareholder value, which is a positive.

Positives

• The grants of restricted and performance stock units align the executive's interests with the long-term performance of the company.
• The vesting schedules provide an incentive for continued service and achievement of performance goals.

Future Outlook

The document outlines future vesting dates for the granted stock units, contingent on continued service and achievement of performance targets.

Industry Context

Stock grants are a common form of executive compensation in the resources industry, aligning management's interests with shareholder value.

Comparison to Industry Standards

• Ramaco Resources' executive compensation practices, including the use of restricted and performance stock units, are generally in line with industry standards for publicly traded coal companies.
• Companies like Peabody Energy and Arch Resources also utilize similar equity-based compensation plans to incentivize their executives.
• The specific terms of the grants, such as vesting schedules and performance metrics, would need to be compared against peer companies to determine relative competitiveness.

Stakeholder Impact

• Shareholders: The grants align executive interests with shareholder value.
• Employees: The grants may serve as a motivating factor for other employees.
• Executives: The grants provide additional compensation and incentives for performance.

Key Dates