SXI Form 4: Officer Receives Performance and Time-Vested Equity Awards
Rhea-AI Filing Summary
Danielle Rangel, Vice President & Chief Accounting Officer of Standex International Corporation (SXI), reported several routine equity transactions on 08/22/2025–08/23/2025 tied to the company’s 2018 Omnibus Incentive Plan. 39 Restricted Stock Units vested and converted into 39 shares. Two small dispositions of 11 shares each occurred to cover taxes related to prior equity vesting. Separately, Rangel received an award of 207 Performance Share Units that cliff vest after three years (0–250% settlement based on performance), a grant of 207 Restricted Stock Units that vest one-third annually, and a contingent purchase resulting in 183 Phantom Stock Units that vest in three years and settle in common stock.
Positive
- Grant of 207 Performance Share Units that align long-term pay with company performance (0–250% payout based on metrics)
- Grant of 207 Restricted Stock Units with staggered one-third annual vesting to support retention
- Contingent purchase resulting in 183 Phantom Stock Units that vest in three years, further aligning officer incentives
Negative
- None.
Insights
TL;DR: Routine executive compensation activity with deferred, performance-based awards; no immediate material change to ownership.
The filings show customary compensation mechanics: vesting of 39 RSUs, tax-related sales of small share amounts, and grants of long-dated, performance-linked and time-vested awards (207 PSUs, 207 RSUs, 183 phantom units). These instruments are designed to align management incentives with multi-year performance and retention. The immediate economic impact is limited because disposals were small and largely tax-driven; the materiality to shareholders is low absent further information on total outstanding shares or potential maximum PSU payout.
TL;DR: Compensation governance appears standard: mix of time-based, performance-based, and purchase-plan equity to retain and incentivize an officer.
The combination of cliff-vesting PSUs, multi-year RSU vesting, and a contingent phantom stock purchase reflects common governance practice to tie payouts to sustained performance and retention. The PSU award’s 0–250% payout range provides performance leverage, while the tax-related share sales are routine. From a governance perspective, these actions indicate standard managerial alignment without signaling exceptional dilution or extraordinary one-time compensation.
Insider Trade Summary
| Type | Security | Shares | Price | Value |
|---|---|---|---|---|
| Grant/Award | Phantom Stock Units | 207 | $0.00 | -- |
| Grant/Award | Restricted Stock Units | 207 | $0.00 | -- |
| Grant/Award | Phantom Stock Units | 183 | $0.00 | -- |
| Exercise | Restricted Stock Units | 39 | $0.00 | -- |
| Exercise | Common Stock | 39 | $210.48 | $8K |
| Tax Withholding | Common Stock | 11 | $210.48 | $2K |
| Tax Withholding | Common Stock | 11 | $210.48 | $2K |
Footnotes (1)
- Vesting of Restricted Stock Units pursuant to the Company's 2018 Omnibus Incentive Plan. Shares sold to pay taxes on vesting of previously issued restricted stock and/or performance share units. Award of Performance Share Units pursuant to the 2018 Omnibus Incentive Plan of the Company. These shares cliff vest at the end of a three year performance period with the ultimate number of shares ranging from 0 to 250% of the award based on achievement against Company performance metrics of the three year period. Grant of Restricted Stock Units pursuant to the 2018 Omnibus Incentive Plan of the Company which vests one-third per year on each anniversary of the date of the award. Contingent Purchase of Phantom Stock of the Company pursuant to the Management Stock Purchase Plan component of the 2018 Omnibus Incentive Plan vesting three years after the date of purchase in the form of Common Stock.
