SRPT Insider Awards 93,875 Time-Based and 25,000 Performance RSUs to EVP
Rhea-AI Filing Summary
Cristin Rothfuss, EVP and General Counsel of Sarepta Therapeutics (SRPT), received stock awards totaling 118,875 restricted stock units (RSUs) on a transaction dated 09/03/2025. The awards consist of 93,875 RSUs that vest 50% on 09/03/2026 and 50% on 09/03/2027 subject to continued service, and 25,000 performance-based RSUs that vest 100% on 09/03/2028 only if performance criteria are met and the Reporting Person remains in service. Each RSU represents the right to one share and the grants were reported with a $0 purchase price. Following these grants, the Reporting Person beneficially owned 139,985 shares.
Positive
- Retention-focused structure: 93,875 RSUs vesting 50% in 2026 and 50% in 2027 supports executive retention.
- Performance alignment: 25,000 RSUs vest only if performance criteria are met, tying pay to outcomes.
- No cash outlay: Grants reported at $0 indicate equity awards rather than purchases.
Negative
- Undisclosed performance metrics: The Form 4 does not specify the performance criteria for the 25,000 RSUs, limiting investor assessment.
- Potential dilution: The awards increase insider beneficial ownership to 139,985 shares; dollar impact and dilution are not provided here.
Insights
TL;DR: Executive awarded time-based and performance-based RSUs, aligning compensation with retention and performance.
The grants combine standard retention-focused awards and performance-contingent equity. The time-based vesting schedule spreads recognition over two years for the larger award, supporting retention. The 25,000 performance RSUs introduce a pay-for-performance element, but the specific performance metrics are not disclosed in this Form 4, limiting assessment of their stringency. The reported $0 price indicates these are awards, not purchases, and the incremental beneficial ownership increases the insider's stake to 139,985 shares.
TL;DR: Mix of cliff and graded vesting balances near-term retention with longer-term performance incentives.
The 93,875 RSUs with 50/50 graded vesting over two years provide phased retention incentives while the 25,000 RSUs with 100% vesting in three years contingent on performance create potential upside tied to undisclosed metrics. Without values or performance targets disclosed here, quantifying dilution or pay-for-performance alignment is not possible from this filing alone.