Form 4: Ramaco Resources Grants Equity to Director/Secretary

Ramaco Resources, Inc. granted 43,568 equity units to Director and Secretary Evan H. Jenkins under its 2017 Long-Term Incentive Plan.

Summary

• Evan H. Jenkins, a Director and Secretary of Ramaco Resources, Inc. (METC), received a grant of 21,784 Restricted Stock Units (RSUs) on February 24, 2026.
• These RSUs will vest in three equal annual installments, commencing on January 31, 2027.
• Each RSU represents a contingent right to receive one share of Class A common stock.
• Jenkins also received a grant of 21,784 Performance Stock Units (PSUs) on February 24, 2026, under the same 2017 Long-Term Incentive Plan.
• The performance period for the PSUs began on January 1, 2026, and concludes on December 31, 2028.
• PSU vesting is contingent upon the Compensation Committee's certification of achievement against pre-established performance targets, with an achievement percentage ranging from 0% to 200% of the grant.
• Each PSU also represents a contingent right to receive one share of Class A common stock.

Sentiment

Score: 6

Explanation: StockSavvy.ai views this as a moderately positive development, as it represents a standard practice in executive compensation that aligns management incentives with shareholder interests, without indicating any immediate operational or financial changes.

Positives

• The equity grants align the interests of Director and Secretary Evan H. Jenkins with those of shareholders, incentivizing long-term performance.
• The performance-based nature of the PSUs directly links a portion of executive compensation to the company's operational and strategic achievements.

Negatives

• The grants do not provide immediate liquidity or cash compensation to the reporting person.
• The vesting of PSUs is subject to performance targets, meaning the full grant may not be realized if targets are not met.

Risks

• The performance stock units carry the risk that the pre-established performance targets may not be fully achieved, potentially resulting in a lower number of shares vesting (ranging from 0% to 200% of the grant).

Future Outlook

The equity grants are designed to incentivize long-term performance and align management's interests with shareholder value creation over the coming years, particularly through the performance period ending December 31, 2028, for the PSUs.

Industry Context

StockSavvy.ai notes that the granting of Restricted Stock Units (RSUs) and Performance Stock Units (PSUs) is a standard practice in executive compensation across various industries, particularly in the natural resources sector, to attract, retain, and motivate key personnel while aligning their incentives with long-term company performance and shareholder returns.

Comparison to Industry Standards

• Equity-based compensation, including RSUs and PSUs, is a common component of executive pay packages in the coal and natural resources industry, similar to practices seen at companies like Arch Resources (ARCH) or Peabody Energy (BTU).
• The structure of vesting over multiple years for RSUs and performance-based vesting for PSUs is consistent with best practices aimed at fostering long-term commitment and performance, comparable to incentive plans at major industrial and energy firms globally.

Corporate Governance

Related Party Transactions

• The grant of equity awards to Evan H. Jenkins, a Director and Secretary, constitutes a related party transaction as it involves compensation provided to a key management personnel.

Stakeholder Impact

• Shareholders: The grants are intended to align management's long-term interests with shareholder value creation, particularly through performance-based vesting.
• Employees: While specific to a director/officer, such compensation structures can signal a commitment to long-term strategic goals that benefit the broader employee base.

Next Steps

• Vesting of Restricted Stock Units will commence on January 31, 2027, in three equal annual installments.
• The Compensation Committee of the Board of Directors will certify the achievement percentage for the Performance Stock Units after the performance period ends on December 31, 2028.

Key Dates

Keywords

Ramaco Resources, METC, Form 4, equity grant, Restricted Stock Units, Performance Stock Units, executive compensation, insider transaction, long-term incentive plan