Ribbon EVP granted new RSUs and PSUs
Macken Patrick W reported acquisition or exercise transactions in this Form 4 filing.
Rhea-AI Filing Summary
Macken Patrick W reported acquisition or exercise transactions in this Form 4 filing.
Ribbon Communications EVP and Chief Legal Officer Patrick W. Macken received new equity awards. On June 15, 2026 he was granted 65,000 PSUs, 97,500 performance-based RSUs (PSUs), and 162,500 RSUs, each convertible into Common Stock on a one-for-one basis. The RSUs vest from June 15, 2027 through June 15, 2029, while the PSUs vest on April 15, 2029 based on annual performance goals and relative total shareholder return, which can yield from zero up to the stated target (or 125% of target for one PSU grant).
Positive
- None.
Negative
- None.
Insider Trade Summary
Grant/Award: 325,000 shares
Grant/Award
3 txns
Insider
Macken Patrick W
Role
EVP, Chief Legal Officer
| Type | Security | Shares | Price | Value |
|---|---|---|---|---|
| Grant/Award | Restructed Stock Unites (RSUs) | 162,500 | $0.00 | $0.00 |
| Grant/Award | Performance-Based RSUs (PSUs) | 97,500 | $0.00 | $0.00 |
| Grant/Award | PSUs | 65,000 | $0.00 | $0.00 |
Holdings After Transaction:
Restructed Stock Unites (RSUs) — 162,500 contracts (Direct);
Performance-Based RSUs (PSUs) — 97,500 contracts (Direct);
PSUs — 65,000 contracts (Direct)
Footnotes (4)
- F1. The RSUs and PSUs convert to Common Stock on a one-for-one basis.
- F2. The RSUs vest as to one-third on June 15, 2027; the remaining two-thirds of the RSUs will vest in four equal semi-annual installments thereafter through June 15, 2029.
- F3. The number of PSUs earned and issuable upon vesting will be determined based on goals (set by the Compensation Committee of the Board of Directors (the "Compensation Committee") on an annual basis) for each of the three fiscal years prior to the vesting date. The aggregate number of shares issued may range from zero shares to 100% of the target number of shares reported in columns 5, 7 and 9 of Table II. The number of PSUs reported in columns 5, 7 and 9 of Table II reflects achievement at the target level of performance. These PSUs will vest on April 15, 2029.
- F4. The number of PSUs earned and issuable upon vesting will be determined based on the Issuer's total shareholder return (TSR) compared to pre-established relative TSR goals, based on the TSR of a peer index of companies (set by the Compensation Committee at the time of grant) over the three fiscal years ending prior to the vesting date. The aggregate number of shares issued may range from zero shares to 125% of the target number of shares reported in columns 5, 7 and 9 of Table II. The number of PSUs reported in columns 5, 7 and 9 of Table II reflects achievement at the target level of performance. These PSUs will vest on April 15, 2029.
Key Figures
PSU grant: 65,000 PSUs
Performance-based RSUs (PSUs): 97,500 units
RSU grant: 162,500 RSUs
+2 more
5 metrics
PSU grant
65,000 PSUs
Granted June 15, 2026; one-for-one into Common Stock
Performance-based RSUs (PSUs)
97,500 units
Granted June 15, 2026; performance-based, vest April 15, 2029
RSU grant
162,500 RSUs
Granted June 15, 2026; vesting from June 15, 2027 to June 15, 2029
PSU payout range (performance goals)
0–100% of target shares
Based on annual goals over three fiscal years before vesting
PSU payout range (TSR-based)
0–125% of target shares
Based on relative total shareholder return versus a peer index
Key Terms
RSUs, PSUs, total shareholder return (TSR), Compensation Committee, +1 more
5 terms
RSUs financial
"The RSUs and PSUs convert to Common Stock on a one-for-one basis."
RSUs, or restricted stock units, are a form of company shares given to employees as part of their compensation. They are typically awarded with certain restrictions, such as a waiting period before they can be fully owned or sold, similar to earning a gift that becomes fully yours over time. For investors, RSUs can impact a company's stock offerings and reflect how much the company relies on stock-based incentives to attract and retain talent.
PSUs financial
"The RSUs and PSUs convert to Common Stock on a one-for-one basis."
PSUs are company shares promised to employees or executives that only become actual stock if the business hits specific performance targets over a set period. For investors, PSUs matter because they link pay to measurable outcomes — similar to a conditional bonus that converts into ownership — which can influence management decisions, dilution of shares, and signals about confidence in future results.
Compensation Committee financial
"set by the Compensation Committee of the Board of Directors"
A compensation committee is a group within a company's leadership responsible for setting and reviewing how much top executives and employees are paid, including salaries, bonuses, and benefits. It matters to investors because fair and effective pay decisions can influence a company's performance, leadership motivation, and overall governance, helping ensure that the company’s management is aligned with shareholders’ interests.
vesting financial
"These PSUs will vest on April 15, 2029."
Vesting is the process by which you earn full ownership of something, like company stock or a retirement benefit, over time. It’s like earning the right to keep a gift piece by piece the longer you stay with a company, making sure employees stay committed before they receive all the benefits.
FAQ
AI-generated questions and answers. How Rhea-AI works. Not financial advice.
What equity awards did Ribbon Communications (RBBN) grant to Patrick W. Macken?
Ribbon Communications granted Patrick W. Macken 65,000 PSUs, 97,500 performance-based RSUs described as PSUs, and 162,500 RSUs. All awards convert into Common Stock on a one-for-one basis, providing substantial long-term, stock-based compensation tied to future service and performance conditions.
How do Patrick W. Macken’s new RSUs at Ribbon Communications (RBBN) vest?
The RSUs vest as to one-third on June 15, 2027, with the remaining two-thirds vesting in four equal semi-annual installments through June 15, 2029. This schedule encourages retention by spreading the delivery of shares over multiple years of continued employment at Ribbon Communications.
When do Patrick W. Macken’s PSUs at Ribbon Communications (RBBN) vest?
The PSUs reported in this filing vest on April 15, 2029. Before vesting, Ribbon’s Compensation Committee sets performance goals for each of the three fiscal years prior, and actual share delivery depends on meeting those multi-year performance targets over the measurement period.
What performance conditions affect Patrick W. Macken’s PSUs at Ribbon Communications (RBBN)?
One PSU grant depends on goals set annually by the Compensation Committee for three fiscal years before vesting, with payout from zero to 100% of target shares. Another depends on total shareholder return versus a peer index, with payout from zero to 125% of target shares.
Are Patrick W. Macken’s new awards at Ribbon Communications (RBBN) open-market purchases or compensation grants?
The awards are compensation-related grants coded as “A” for grant, award, or other acquisition, with a transaction price of $0.0000 per unit. They were not open-market purchases or sales, but stock-based incentives linked to future service and company performance metrics.
AI-generated analysis. How Rhea-AI works. Not financial advice.
