Grocery Outlet (GO) grants CFO RSUs and performance-based PSUs
Filing Impact
Filing Sentiment
Form Type
4
Rhea-AI Filing Summary
Ferry Ian Daniel reported acquisition or exercise transactions in this Form 4 filing.
Grocery Outlet Holding Corp. reported that EVP, CFO and Treasurer Ian Daniel Ferry received equity awards on June 15, 2026. He was granted 12,893 restricted stock units (RSUs), each convertible into one share of common stock, vesting in three equal installments on May 20, 2027, 2028 and 2029, contingent on continued service.
Ferry was also granted 19,339 performance-based RSUs (PSUs), each initially tied to one share of common stock. The number actually earned can range from 0-200% of this amount based on specified share price goals over a three-year performance period ending at fiscal year 2028, subject to Compensation Committee certification and continued employment. Following these grants, he directly holds 114,196 shares of common stock.
Positive
- None.
Negative
- None.
Insider Trade Summary
2 transactions reported
Mixed
2 txns
Insider
Ferry Ian Daniel
Role
EVP, CFO and Treasurer
| Type | Security | Shares | Price | Value |
|---|---|---|---|---|
| Grant/Award | Performance Stock Unit | 19,339 | $0.00 | -- |
| Grant/Award | Common Stock | 12,893 | $0.00 | -- |
Holdings After Transaction:
Performance Stock Unit — 19,339 shares (Direct, null);
Common Stock — 114,196 shares (Direct, null)
Footnotes (1)
- Represents 12,893 restricted stock units ("RSUs") granted on June 15, 2026 to the reporting person that will entitle the reporting person to receive one share of the Issuer's Common Stock per RSU. The RSUs will vest in three equal installments on May 20 of each of 2027, 2028 and 2029, subject to the reporting person's completion of service through such vesting dates. Represents a grant of performance-based RSUs ("PSUs"). Each PSU represents a right to receive one share of the Issuer's common stock upon vesting. The PSUs are earned based on the achievement of specified share price goals for specified time periods during a three-year performance period ending on the last day of the Issuer's fiscal year 2028. The Reporting Person could earn 0-200% of the amount reported depending on the level of performance achieved. The PSUs will vest upon the certification of achievement by the Compensation Committee of the Board of Directors of the Issuer following the end of the performance period, subject to the Reporting Person's continued employment or service with the Issuer as contemplated in the PSU Award Agreement.
Key Figures
Time-based RSUs granted: 12,893 units
Performance-based RSUs granted: 19,339 units
Potential PSU payout range: 0-200%
+3 more
6 metrics
Time-based RSUs granted
12,893 units
RSUs granted on June 15, 2026, vesting 2027-2029
Performance-based RSUs granted
19,339 units
PSUs granted on June 15, 2026 with 3-year performance period
Potential PSU payout range
0-200%
Range of PSUs that may be earned based on performance
Common shares held after grant
114,196 shares
Direct common stock holdings following June 15, 2026 grants
RSU vesting dates
May 20, 2027, 2028, 2029
Three equal installments for time-based RSUs
Performance period end
Fiscal year 2028
End of three-year PSU performance period
Key Terms
restricted stock units, performance-based RSUs, PSUs, three-year performance period, +1 more
5 terms
restricted stock units financial
"Represents 12,893 restricted stock units ("RSUs") granted on June 15, 2026"
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.
performance-based RSUs financial
"Represents a grant of performance-based RSUs ("PSUs"). Each PSU represents a right"
Performance-based restricted stock units (RSUs) are promises to deliver company shares to employees only if the business meets specific goals, such as revenue, profit, stock-price targets, or strategic milestones. For investors, they matter because they change future share supply and align management incentives with company results—like a salesperson whose bonus only pays out when sales targets are hit—so they can affect earnings, dilution, and confidence in leadership.
PSUs financial
"The Reporting Person could earn 0-200% of the amount reported depending on the level of performance achieved. The PSUs will vest"
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.
three-year performance period financial
"specified share price goals for specified time periods during a three-year performance period ending"
Compensation Committee financial
"will vest upon the certification of achievement 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.
