AZZ Inc (NYSE: AZZ) awards 512 RSUs and 512 PSUs to HR chief
Rhea-AI Filing Summary
Davenport Rhonda reported acquisition or exercise transactions in this Form 4 filing.
AZZ Inc granted Chief Human Resources Officer Rhonda Davenport 512 Restricted Stock Units (RSUs) and 512 Performance Share Units (PSUs) on 2026-08-04 at a price of $0.00 per unit.
The RSUs, each representing one share of common stock, vest in three equal installments on April 27, 2027, April 27, 2028 and April 27, 2029, and the resulting shares do not expire once vested. The PSUs represent 7/12 of an annual target award for a performance cycle from March 1, 2027 to February 28, 2030, with payout based on relative Total Shareholder Return and Return on Invested Capital and capped at 200% of the target award.
Positive
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Insider Trade Summary
2 transactions reported
Mixed
2 txns
Insider
Davenport Rhonda
Role
Chief Human Resources Officer
| Type | Security | Shares | Price | Value |
|---|---|---|---|---|
| Grant/Award | Restricted Stock Units F1, F2, F3 | 512 | $0.00 | $0.00 |
| Grant/Award | Performance Share Units F4, F5, F3 | 512 | $0.00 | $0.00 |
Holdings After Transaction:
Restricted Stock Units — 512 shares (Direct);
Performance Share Units — 512 shares (Direct)
Footnotes (5)
- F1. Each restricted stock unit (RSU) represents a contingent right to receive one share of AZZ common stock.
- F2. The RSUs are granted under AZZ Inc.'s 2023 Long-Term Incentive Plan (2023 Plan) and vest over a three-year period with a third of the RSUs vesting on each of April 27, 2027, April 27, 2028 and April 27, 2029.
- F3. Once vested, the shares of common stock are not subject to expiration.
- F4. Each Performance Share Unit (PSU) represents a contingent right to receive shares of AZZ common stock with the actual number varying based on achieved results.
- F5. The PSUs were granted under AZZ 2023 Plan. The PSUs represent a pro-rata portion (7/12) of the annual target number of PSUs that could be earned by the Reporting Person at the end of the previously determined 3-year performance cycle, which runs from March 1, 2027 to February 28, 2030. The FY2027 PSU performance metrics are AZZ's Total Shareholder Return relative to its industry peer group and Return on Invested Capital. The maximum payout for the FY2027 PSUs shall not exceed 200% of the target award.
Key Figures
RSUs granted: 512 units
PSUs granted: 512 units
RSU vesting dates: April 27, 2027; April 27, 2028; April 27, 2029
+4 more
7 metrics
RSUs granted
512 units
Restricted Stock Units granted to Chief Human Resources Officer on 2026-08-04
PSUs granted
512 units
Performance Share Units granted to Chief Human Resources Officer on 2026-08-04
RSU vesting dates
April 27, 2027; April 27, 2028; April 27, 2029
Three equal RSU installments vest over a three-year period
PSU performance period start
March 1, 2027
Beginning of three-year PSU performance cycle
PSU performance period end
February 28, 2030
End of three-year PSU performance cycle
PSU maximum payout
200% of target award
Maximum shares deliverable under FY2027 PSUs relative to target
Award price per unit
$0.00 per unit
Grant price for both RSUs and PSUs on 2026-08-04
Key Terms
Restricted Stock Units, Performance Share Units, Long-Term Incentive Plan, Total Shareholder Return, +1 more
5 terms
Restricted Stock Units financial
"Each restricted stock unit (RSU) represents a contingent right to receive one share"
Restricted stock units are a type of company reward where employees are promised shares of stock, but they only fully own these shares after meeting certain conditions, like staying with the company for a set time. They matter because they can become valuable assets and are often used to motivate employees to help the company succeed.
Long-Term Incentive Plan financial
"The RSUs are granted under AZZ Inc.'s 2023 Long-Term Incentive Plan (2023 Plan)"
A long-term incentive plan is a company program that pays executives or employees with stock, options, or cash tied to multi-year performance goals, where the rewards become theirs only after meeting conditions over time. Think of it as a delayed bonus or retirement-style reward that aligns employees’ interests with shareholders by encouraging them to boost long-term value; investors watch these plans because they affect pay costs, share dilution and management incentives.
Return on Invested Capital financial
"The FY2027 PSU performance metrics are AZZ's Total Shareholder Return relative to its industry peer group and Return on Invested Capital"
A percentage that shows how effectively a company turns the money invested in its business—both borrowed funds and shareholders’ equity—into operating profit after taxes. It tells investors whether a company earns more from its core operations than it costs to fund those operations; think of it like the annual return you’d expect from renovating a rental property—higher percentages mean the company uses capital more efficiently and is more likely to create value for shareholders.
AI-generated analysis. How Rhea-AI works. Not financial advice.
FAQ
What equity awards did AZZ (AZZ) grant to Rhonda Davenport?
AZZ granted Chief Human Resources Officer Rhonda Davenport 512 RSUs and 512 PSUs on 2026-08-04 at $0.00 per unit. Both awards are settled in AZZ common stock, subject to vesting and performance conditions described in the plan.
How do Rhonda Davenport’s RSUs from AZZ (AZZ) vest?
The 512 RSUs vest over a three-year period, with one-third vesting on April 27, 2027, one-third on April 27, 2028, and one-third on April 27, 2029. Once vested, the underlying shares of common stock are not subject to expiration.
What performance period applies to Rhonda Davenport’s PSUs at AZZ (AZZ)?
The 512 PSUs relate to a performance cycle running from March 1, 2027 to February 28, 2030. They represent 7/12 of an annual target award that can be earned at the end of that three-year performance cycle.
What metrics determine payout of AZZ (AZZ) FY2027 PSUs?
FY2027 PSUs are tied to Total Shareholder Return relative to AZZ’s industry peer group and Return on Invested Capital. These metrics together determine how many shares are earned, subject to the stated payout cap.
What is the maximum payout on Rhonda Davenport’s PSUs at AZZ (AZZ)?
The maximum payout on the FY2027 PSUs cannot exceed 200% of the target award. Depending on performance versus TSR and ROIC goals, the actual number of AZZ common shares delivered may be below, at, or up to this cap.
Under which plan were Rhonda Davenport’s AZZ (AZZ) equity awards granted?
Both the RSUs and PSUs were granted under the AZZ Inc. 2023 Long-Term Incentive Plan. This plan governs vesting schedules, performance conditions, and settlement terms for equity awards granted to eligible participants, including executives.