Compensation award — excluded from discretionary-purchase analysis.
Written from the filing's own figures. OQRO describes what was reported and never tells you what to buy or sell
View the official recordSEC Form 4 — Statement of Changes in Beneficial OwnershipAll the details
Dates, kept separate
Transaction date
Feb 1, 2026
Reporting period
Not applicable
Filed with the SEC
Feb 4, 2026
CFOGrant / award
Context
Classification
grant award
Code A — grant or award
Planned / mechanical clue
Footnote references vesting of compensation awards
Only flagged when a footnote says so; never inferred
Source receipt
Record ID
0001193125-26-037337
Filed / recorded
Feb 4, 2026, 7:24 PM UTC
Added to OQRO
Oct 6, 2026, 10:35 PM UTC
Parser
form4-xml-v2
Data quality
Verified: identifiers matched exactly
Issuer
DIODES INC /DEL/
Issuer CIK
29002
Ticker
DIOD
Reporting person
Brett R Whitmire
Relationship
Officer
Officer title
CFO
Security
Diodes Incorporated Common Stock - Performance Stock Units
Table
Non-derivative (Table I)
Transaction date
Feb 1, 2026
Transaction code
A
Shares / units
22,000
Price per share
$0.00
Acquired / disposed
Acquired (A)
Shares owned after
45,100
Ownership form
Direct
Amendment
No
Footnotes from the filing
Each PSU represents a contingent right granted under the companys 2022 Equity Incentive Plan, a Rule 16b-3 Plan, to receive 1 share of Diodes Incorporated Common Stock.
The PSUs vest in February 2029 upon the achievement of the 3-year financial performance measure of cumulative non-GAAP operating income for 2026 through 2028 of $243.495 million (Target Performance).
This number represents the target number of PSUs (Target Award) that will vest if the Target Performance is achieved. There is a threshold that provides for payment of 50% of the Target Award upon 80% achievement of the Target Performance and a maximum that provides for payment of 200% of the Target Award upon 120% achievement of the Target Performances. Between 80% and 100% and between 100% and 120% achievement of Target Performance, the Target Award will be decreased or increased on a pro rata basis, with no payout below 80% achievement and payout limited to 200% of the Target Award if the Target Performance exceeds 120%.