Form 4: T-Mobile Executive Michael J. Katz Awarded Performance-Based Restricted Stock Units

Michael J. Katz, a T-Mobile executive, received performance-based restricted stock units (PRSUs) under the company's 2023 Incentive Award Plan.

Summary

• Michael J. Katz, Pres, Mkting Stgy & Prods at T-Mobile US, Inc., was granted performance-based restricted stock units (PRSUs) on April 1, 2025.
• The award was made under the issuer's 2023 Incentive Award Plan.
• A minimum of 22,880 PRSUs were awarded, representing 80% of the target grant.
• The PRSUs will vest in full on April 1, 2028, contingent upon achieving certain performance metrics.
• Following the transaction, Katz beneficially owns 163,702.521 shares of T-Mobile common stock directly.

Sentiment

Score: 7

Explanation: The document is a routine disclosure of executive compensation. The sentiment is neutral to slightly positive as it reflects alignment of executive interests with shareholder value.

Positives

• The grant of PRSUs aligns executive compensation with company performance, incentivizing value creation for shareholders.
• The vesting of the PRSUs is tied to performance metrics, suggesting a focus on achieving specific goals.

Risks

• The actual number of restricted stock units that will vest is dependent on the achievement of performance metrics, which introduces uncertainty.

Future Outlook

The number of restricted stock units that ultimately vest will depend on T-Mobile's performance against pre-defined metrics between April 1, 2025 and April 1, 2028.

Industry Context

Granting stock-based compensation is a common practice in the telecommunications industry to align executive interests with shareholder value and incentivize long-term performance. Companies like Verizon and AT&T also utilize similar compensation structures.

Comparison to Industry Standards

• T-Mobile's use of performance-based restricted stock units is consistent with industry practices for aligning executive compensation with company performance.
• Comparable companies like Verizon and AT&T also utilize similar long-term incentive plans that include performance-based equity awards.
• The specific performance metrics used by T-Mobile are not disclosed, making a direct comparison to industry benchmarks difficult.

Stakeholder Impact

• Shareholders: The grant of PRSUs aims to align executive interests with shareholder value.
• Employees: The incentive plan may motivate employees through its impact on executive performance.
• Executives: The PRSUs provide an incentive for executives to achieve performance goals.

Key Dates

Keywords

T-Mobile, Michael J. Katz, performance-based restricted stock units, PRSUs, incentive award plan, executive compensation, stock ownership, vesting, TMUS