Form 4: Ramaco Resources Executive Receives Stock Unit Grants

Paul Bryan Horn Jr., EVP of Mine Operations at Ramaco Resources, received grants of restricted and performance stock units on February 24, 2025.

Summary

• Paul Bryan Horn Jr., EVP of Mine Operations at Ramaco Resources, received a grant of 65,998 restricted stock units on February 24, 2025, 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 a contingent right to receive one share of the company's Class A common stock.
• Horn also received a grant of 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 will end on December 31, 2027.
• Vesting of the performance stock units will depend 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 standard executive compensation practices, suggesting a stable and incentivized management structure. The sentiment is neutral to slightly positive.

Positives

• The grant of restricted and performance stock units aligns the executive's interests with the long-term performance of the company.
• The vesting schedule for the restricted stock units encourages continued service with the company.
• 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 contingent upon continued service and the achievement of performance targets, indicating an expectation of future contributions from the executive.

Industry Context

Stock-based compensation is a common practice in the mining industry to attract and retain key executives and align their interests with those of shareholders.

Comparison to Industry Standards

• Many companies in the resources sector, such as Peabody Energy and Arch Resources, utilize similar long-term incentive plans that include restricted stock units and performance-based equity awards.
• The specific vesting schedules and performance metrics vary depending on the company's size, strategic goals, and industry conditions.
• The number of units granted is typical for an executive at this level.

Stakeholder Impact

• Shareholders may view the stock unit grants as a positive sign, aligning management's interests with long-term value creation.
• Employees may see the grants as a sign of the company's commitment to rewarding performance.
• The grants have no immediate impact on customers, suppliers, or creditors.

Next Steps

• The Compensation Committee will assess performance against pre-established targets to determine the vesting of the performance stock units.
• The executive will continue to provide services to the company to fulfill the vesting requirements of the restricted stock units.

Key Dates