Form 4: Riley Exploration Permian CEO Acquires Restricted Stock Awards

CEO Bobby Riley receives restricted stock and performance-based restricted stock awards under the company's long-term incentive plan.

Summary

• On March 24, 2025, Bobby Riley, CEO of Riley Exploration Permian, Inc., acquired 78,584 shares of restricted stock and 67,358 shares of performance-based restricted stock.
• The restricted stock vests in equal amounts on April 1, 2026, April 1, 2027, and April 1, 2028.
• The performance-based restricted stock award vests on April 1, 2028, based on the company's total shareholder return performance relative to its peer group between January 1, 2025, and December 31, 2027.
• Payouts for the performance-based award range from 0% to 200% of the target based on pre-established metrics.

Sentiment

Score: 7

Explanation: The document indicates standard executive compensation practices, aligning management with shareholder interests, which is generally viewed positively.

Positives

• The granting of restricted stock and performance-based restricted stock aligns the CEO's interests with those of the shareholders.
• The vesting schedule for the restricted stock encourages long-term commitment from the CEO.
• The performance-based award incentivizes the CEO to improve the company's total shareholder return relative to its peers.

Risks

• The performance-based restricted stock award is contingent on achieving specific total shareholder return metrics, which may not be met.
• The value of the restricted stock is subject to the company's stock price fluctuations.

Future Outlook

The document does not contain specific forward-looking statements, but the vesting of the performance-based restricted stock award is tied to the company's future total shareholder return performance.

Industry Context

Granting stock-based compensation is a common practice in the oil and gas industry to align management's interests with shareholders and incentivize performance.

Comparison to Industry Standards

• Many oil and gas companies use long-term incentive plans that include restricted stock and performance-based awards.
• The specific metrics used for performance-based awards vary, but total shareholder return is a common measure.
• Vesting schedules typically range from three to five years.

Stakeholder Impact

• Shareholders: The awards aim to align management's interests with shareholder value creation.
• Employees: The awards may motivate employees by aligning the CEO's incentives with company performance.

Key Dates

Keywords

restricted stock, performance-based award, Riley Exploration Permian, CEO, Bobby Riley, Form 4, beneficial ownership, incentive plan, vesting