Form 4: Ramaco Resources Executive Receives Stock Unit Grants

Christopher L. Blanchard, EVP of Mine Planning & Development at Ramaco Resources, received grants of restricted and performance stock units on February 24, 2025.

Summary

• Christopher L. Blanchard, an executive at Ramaco Resources, Inc., received stock unit grants.
• On February 24, 2025, Blanchard received 65,998 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.
• Blanchard also received 65,998 performance stock units on the same date under the same plan.
• The performance period for these units began on January 1, 2025, and ends 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 slightly positive.

Positives

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

Future Outlook

The document does not contain specific forward-looking statements beyond the vesting schedules of the stock units.

Industry Context

Stock-based compensation is a common practice in the mining industry to attract, retain, and incentivize key executives. The specific terms of these grants (vesting schedule, performance metrics) are tailored to the company's specific goals and circumstances.

Comparison to Industry Standards

• Ramaco Resources' use of restricted stock units and performance stock units is consistent with compensation practices at other publicly traded coal companies such as Peabody Energy (BTU) and Arch Resources (ARCH).
• These companies also utilize long-term incentive plans that include stock-based awards with vesting schedules tied to performance metrics and continued employment.
• The specific number of units granted and the performance targets will vary based on company size, executive role, and strategic objectives.

Stakeholder Impact

• The stock unit grants could potentially increase shareholder value if the executive's performance leads to improved company results.
• The grants incentivize the executive to focus on long-term growth and profitability, benefiting shareholders.

Key Dates