SCL Form 4: Lisle Receives RSUs, Performance Shares and $50.55 SARs
Rhea-AI Filing Summary
Stepan Company (SCL) insider filing shows officer Shawn G. Lisle received equity awards on 08/26/2025. The grant includes 3,462 Restricted Stock Units (RSUs) vesting ratably over three years, 1,731 Performance Shares that vest only if specified performance goals for the period ending 12/31/2027 are met, and a Stock Appreciation Right (SAR) covering 4,861 shares with an exercise price of $50.55 that vests over three years and expires 08/26/2035. Each RSU and performance share converts to one common share if earned. The filing is a standard Section 16 disclosure of officer compensation-related issuances and does not report any cash purchases or sales.
Positive
- Equity awards tie pay to performance: inclusion of performance shares links compensation to multi-year goals
- Retention-focused vesting: RSUs vest ratably over three years, supporting retention of the officer
Negative
- Potential dilution: issuance of RSUs, performance shares, and SARs could modestly increase outstanding shares if fully settled
- Limited disclosure: Form 4 does not provide performance metric details or grant fair-value, preventing full assessment of investor impact
Insights
TL;DR: Officer received time-based RSUs, performance shares, and SARs, aligning pay with long-term performance while modestly increasing potential share count.
The awards are compensation grants rather than open-market trades, combining time-based RSUs that vest ratably over three years with performance shares contingent on meeting multi-year targets and SARs priced at $50.55 expiring in 2035. For investors, these awards signal continued use of equity to retain and motivate senior management. The filing discloses quantities and vesting structure but provides no valuation, grant date fair value, or impact on outstanding share count beyond the raw award amounts.
TL;DR: Grants follow typical governance practice: mix of time-based, performance-linked equity and long-dated SARs to tie compensation to long-term outcomes.
The structure—RSUs vesting ratably over three years, performance shares tied to goals through 12/31/2027, and long-dated SARs—aligns executive incentives with shareholder value creation and retention. The performance shares require certification of goal achievement before conversion, indicating performance-based pay. The filing lacks disclosure of performance metrics, target levels, or potential dilution percentages, so shareholders cannot assess the full governance impact from this Form 4 alone.