Berryman Brad 4

What Happened

• Brad Berryman, Chief Operating Officer of Talen Energy Corporation (TLN), received two equity awards on February 26, 2026: 3,450 restricted stock units (RSUs) and 16,096 performance-based restricted stock units (PSUs). Each award was granted at $0.00 per share (these are derivative awards representing contingent rights to receive shares or cash at settlement). No cash was paid by the insider.
• The 3,450 RSUs vest over three annual dates (1,380 RSUs on Feb 25, 2027; 1,380 RSUs on Feb 25, 2028; 690 RSUs on Feb 25, 2029), subject to continued service. The 16,096 PSUs represent the maximum payout scenario (200% of target) and vest only if service and performance conditions are met (6,438 tied to performance as of Feb 25, 2028; 9,658 tied to performance as of Feb 25, 2029). PSUs can vest from 0% to 200% of target, with an extra upside provision tied to a proportionate share (3%) of market capitalization above the maximum performance level.

Key Details

• Transaction date: February 26, 2026. Report filed March 2, 2026.
• Price: $0.00 per unit (derivative award, no cash purchase).
• Shares reported: 3,450 RSUs and 16,096 PSUs (the PSU amount reflects the maximum/200% payout level).
• Shares owned after transaction: Not specified in the filing excerpt provided.
• Notable footnotes: Awards issued under the Talen Energy Corporation 2023 Equity Incentive Plan; RSUs vest by service schedule; PSUs vest based on service + performance with possible extra market-cap-based upside.
• Filing timeliness: Filing lists the transaction date and was submitted on March 2, 2026; the filing did not indicate a late-report flag in the provided data.

Context

• These are compensation awards, not open-market purchases or sales. RSUs and PSUs give the insider a contingent right to receive shares (or cash equivalent) in the future and do not involve immediate share transfers or proceeds.
• PSUs are performance-contingent; actual shares delivered may be 0%–200% of target depending on achievement of goals and continued service. Such awards are routine for executive compensation and should be viewed as part of pay rather than a straightforward bullish signal.