Bridgestone Corporation
Headquarters Treasury Department
1-1, Kyobashi 3-chome
Chuo-ku, Tokyo 104-8340, Japan
Phone: +81 3-6836-3100
Fax: +81 3-6836-3168
https://www.bridgestone.com/

This document has been translated for reference only from the original Japanese-language
document. If there are any differences or discrepancies between the original Japanese-language
and this English translation, the original Japanese-language supersedes this English translation.

Notice Concerning Continuation ofPerformance Share Unit Plan
Tokyo (March 22, 2019) — Bridgestone Corporation (the "Company") has announced that theCompensation Committee resolved to continue Performance Share Unit (the “Plan”), which wasintroduced in 2018 as the performance-based stock compensation method, during the meeting on
March 22, 2019.
1. Continuation of the Plan
The company introduced the Plan for the Executive Officers (the “Recipients”) in the fiscal year 2018,with the purpose of further increasing those motivation and drive for achieving the mid-term businessperformance goal and enhancing the Company’s long-term value and promoting the sharing ofbenefits and risks of share price fluctuations with shareholders, and will continue the Plan in the fiscalyear 2019.
2. Outline of the Plan
The Company will provide the stock compensation and cash compensation to the Recipients, inaccordance with the rate of the achievement of the Company’s performance targets (the “Targets”)
set beforehand by the Compensation Committee. The rate will be measured after three (3) years of aperformance evaluation period. In consideration of the amount of the income tax, etc. imposed on theRecipients, the Shares and the money provided will each be 50 percent of the entirety of the assets
to be granted to the Recipients under the Plan. The Company will provide the monetary compensation
receivables on the delivery date to the Recipients as the compensation to be allotted for the paymentof the Shares to be delivered to the Recipients under the Plan. The Company’s consolidated ROEand Operating Profit will be used as the target indices.

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3. Individual Number of Deliverable Shares and Individual Amount of Cash Payment(1) Standard number of shares per job title
CEO andPresident

Vice Chair and Vice Chair and Executive Vice

Senior Vice

Representative

COO and

Representative

Executive

President andPresident andExecutive

Representative

Executive

Officer

Executive

ExecutiveOfficer

Executive

Officer

Officer

Officer

6,700shares

4,500shares

Officer
16,000shares

11,800shares

8,500shares

8,500shares(2) Formulas of Individual Number of Deliverable Shares and Individual Amount of Cash Payment① Individual Number of Deliverable Shares (any number of shares less than 100 shares will berounded up to 100 shares)

Standard number of shares
per job title

50%

××

Achievement
Rate*1② Individual Amount of Cash Payment (any amount less than 10,000 yen will be rounded up to aunit of 10,000 yen)Standard number of shares ××50%
per job title

Achievement
Rate*1×Company’sshare price*2*1 Calculation of Achievement RateAchievement Rate A
based on consolidated
ROE index
×0.8＋Achievement Rate B
based on consolidated
Operating Profit index

×0.2Achievement Rate will vary from 0 % to 200% in accordance with Consolidated
ROE and Operating Profit during performance evaluation period.

*2 Company’s share price

Closing price of the Shares at the Tokyo Stock Exchange on the date one (1)business day prior to the passing of the resolution at the Board of Directors ofthe Company at which the issuance of the new Shares or the disposal of theCompany’s treasury shares for delivery of the Shares under the Plan is resolved
after three (3) years of performance evaluation period (if there is no trading on
the said date, the closing price of the trading day immediately preceding suchdate).
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(3) Treatment of new appointments or position changes
In the case of new appointments or position changes of Recipients, the individual number ofdeliverable shares and individual amount of cash payment will be provided on a pro-rata basis
for each position’s tenure.

4. Other items of the Plan
(1) Performance Evaluation Period
From January 1, 2019, to December 31, 2021
It is three (3) years from the commencement date of each business year and set foreach year in which each Plan starts.

(2) Time of delivery
The Shares will be delivered and the cash will be paid, pursuant to resolution of theCompensation Committee concerning monetary compensation receivables and the Board ofDirectors of the Company concerning issuance of the new Shares or the disposal of Company’streasury shares for delivery of the Shares under the Plan, within the period of two (2) months
from the closing of the Company’s Annual Shareholders’ Meeting concerning final business yearof performance evaluation period.

(3) Method of delivery
Stock compensation will be provided in the way of issuing new shares or disposing theCompany’s treasury shares.
[ Reference ] The Company has introduced the same scheme of Performance Share Unit as above
to the Company’s Corporate Officers as well in the fiscal year 2018, and will continue in 2019.

About Bridgestone Corporation:
Bridgestone Corporation, headquartered in Tokyo, is the world’s largest tire and rubber company. Inaddition to tires for use in a wide variety of applications, it also manufactures a broad range of diversified
products, which include industrial rubber and chemical products and sporting goods. Its products are soldin over 150 nations and territories around the world.

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