Kennametal (KMT) CEO Sanjay Chowbey Receives Performance Award

What Happened
Sanjay Chowbey, President and CEO of Kennametal Inc. (KMT), was credited with a total of 102,428 performance stock units (PSUs) on July 27, 2026. The filing shows four awards/tranches: 9,322; 13,986; 41,062; and 38,058 PSUs, each reported at $0.00 per share (transaction code A = Award/Grant). The Compensation and Human Capital Committee approved payout multiples of 200% for these tranches; however, vesting and actual distribution remain subject to Chowbey’s continued employment through various future vesting dates listed below.

Key Details

• Transaction date: July 27, 2026; Form 4 filed July 29, 2026 (timely).
• Reported price/value: $0.00 (award entries); total PSUs credited = 102,428.
• Individual tranches and vesting/service conditions:
  • 9,322 PSUs (2023 Performance Unit Award — adjusted ROIC tranche); vesting/distribution subject to continued employment through August 15, 2026 (F1).
  • 13,986 PSUs (2023 Award — adjusted EBITDA margin tranche); vesting/distribution subject to continued employment through August 15, 2025 (F3).
  • 41,062 PSUs (2024 Performance Unit Award — adjusted ROIC, second tranche); vesting/distribution subject to continued employment through August 15, 2027 (F4).
  • 38,058 PSUs (2025 Performance Unit Award — adjusted ROIC, first tranche); vesting/distribution subject to continued employment through August 15, 2028 (F5).
• Filing notes: the Committee approved a 200% payout multiple for each tranche on July 27, 2026. F2 notes 540.37 shares held in the Kennametal 401(k) plan; the Form 4 does not disclose Chowbey’s total post-award beneficial share count.
• Transaction code: A = Award/Grant (PSUs deemed earned, not an open-market purchase or sale).

Context
These entries are performance awards (PSUs) deemed earned at the committee-approved payout multiple; they are not open-market purchases or sales and do not represent immediate cash transactions. Actual issuance of shares depends on satisfying continued-employment conditions through the stated vesting dates and any plan terms—so these awards increase potential future share dilution if settled but are primarily compensation tied to company performance.