The Advisors' Blog

Based on a NASPP/Deloitte survey, respondents using a multi-day trailing average closing price to convert their target equity award values into a number of shares increased from 27% in 2019 to 42% in 2022. I remember many companies switching from a single closing price to an average (for example, the 30-trading-day average closing price ending the day preceding the grant date) in 2020 due to COVID volatility. I suspect some of those companies made the change and never looked back.

As this NASPP blog argues, there are a lot of good reasons to make this switch — especially with the stock price volatility we’re seeing today — but there are also some traps for the unwary. The blog uses this fictitious example to show the inconsistent outcomes that a single-day closing price can cause:

My fictitious company is granting RSUs to two employees . . . Each employee is to receive an RSU worth $10,000. Employee A’s RSU is granted on February 20, when the stock price is $34 per share. Employee B’s RSU is granted one month later, on March 20, when the stock price has dropped to $23 per share.

If we use the FMV on the grant date to determine the number of shares in each grant, employee A will receive a grant for 294 shares ($10,000 divided by $34 per share) and employee B receives a grant for 434 shares ($10,000 divided by $23 per share). Employee B’s grant is almost 1.5 times the size of employee A’s grant. Not because employee B deserves more shares but merely because employee B’s grant was timed fortuitously . . .

Using even just a 30-day average would have smoothed out the differences between the two grants considerably. The 30-day average for Employee A’s grant is $33 per share. The S&P 500 was fairly stable for the 30 days leading up to February 20, so the 30-day average doesn’t have a big impact on Employee A’s grant. It would be for 303 shares instead of 294 shares.

But using a 30-day average has a significant impact on Employee B’s grant. The 30-day average on March 20 is $30. This reduces the size of Employee B’s grant to 333 shares, which is more comparable to the grant that Employee A received just a month before. The current value of both grants is also more comparable. After six months, when the stock has recovered to $34 per share, the value of employee A’s grant is worth a little over $10,000 and Employee B’s grant is worth a little over $11,000.

Using averages also means that grant sizes are more predictable, making it easier to forecast share usage and less likely that the company will use its plan shares more quickly than anticipated. It does, however, complicate things a bit — what you communicate to your executives will match the target values you describe in your Compensation Discussion & Analysis section of your proxy statement (which will also explain the average price used for the conversion), but it will not match the company’s accounting expense or the grant date fair value reported in the proxy statement tables for named executive officers. But communication and disclosure shouldn’t drive business decisions, and the blog suggests you do your own analysis.

What do you do right now? NASPP is updating their survey, and if you want to participate (to access to the full survey results), it closes this Friday — May 9!

– Meredith Ervine