Medtronic (MDT) EVP Harry Skip Kiil Receives Awards; Sells Shares

What Happened

• Harry Skip Kiil, EVP & President, Cardiovascular at Medtronic (MDT), had 3,074 shares withheld to cover taxes upon RSU vesting (disposed at $85.39 each for $262,489). On August 3, 2026 he was granted/awarded: 9,230 restricted stock units (RSUs), 23,074 performance share units (PSUs) (derivative), and 65,556 derivative awards (stock options). The awards show $0 acquisition price because they were grants/awards rather than open-market purchases.

Key Details

• Transaction dates and prices:
  • 2026-07-31: 3,074 shares withheld for taxes at $85.39 — proceeds/value reported $262,489 (code F: tax withholding).
  • 2026-08-03: 9,230 RSUs granted (acquired at $0).
  • 2026-08-03: 23,074 PSUs granted (derivative; acquired at $0).
  • 2026-08-03: 65,556 options/derivative granted (acquired at $0).
• Shares owned after transaction: not specified in the excerpt of this filing.
• Notable footnotes / mechanics:
  • F1: 3,074 shares were withheld to cover taxes on vested RSUs.
  • F2: 286 shares were acquired via dividend reinvestment since the last report.
  • F3: The 9,230 RSUs vest 100% on the third anniversary of grant.
  • F4: Each PSU represents a contingent right to one share.
  • F5/F6: The 23,074 PSUs reflect a target payout; if target performance is met 23,074 shares will be issued, if maximum is met up to 55,378 shares may be issued, and if minimum performance is not met the PSU could vest at 0 shares. Performance measurement period concludes April 27, 2029.
  • F7: The 65,556 options become exercisable at 25% per year beginning on the first anniversary of the grant.
• Filing: Form filed 2026-08-04 reporting transactions on 2026-07-31 and 2026-08-03. (No 10b5-1 plan or explicit late-filing note shown in this excerpt.)

Context

• The sale reported here (code F) is a tax-withholding disposition tied to RSU vesting, not a market-directed sale — common and typically routine.
• The RSUs, PSUs and options are compensation awards; PSUs are performance-contingent and may pay out fewer or more shares depending on results over the three-year performance period. Options have multi-year vesting (25%/year).
• For retail investors, these grants reflect executive compensation alignment with long-term performance rather than a straightforward bullish or bearish personal investment move.