Bridgestone CorporationIR 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 of Performance Share Unit Plan
Tokyo (March 23, 2022) - 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 23, 2022.

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 midterm business performance goal and enhancing the Company’s long-term value and promoting
the sharing of benefits and risks of share price fluctuations with shareholders, and will continue
the Plan in the fiscal year 2022.
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 a performance evaluation period. In consideration of the amount of the income tax,etc. imposed on the Recipients, 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 thecompensation to be allotted for the payment of the Shares to be delivered to the Recipients
under the Plan. Taking into consideration the affinity between business strategies andcompensation incentives, continuity as an index for executive compensation targets, andexplanation to stakeholders, the Company’s consolidated ROIC and consolidated ROE will be usedas the target indices.
3. Individual Number of Deliverable Shares and Individual Amount of Cash Payment(1) Standard number of shares per job title
Global CEO andGlobal COO andRepresentative
Representative
Executive Officer
Executive Officer
12,400shares

9,600shares

Executive Vice
President andExecutive Officer

Senior Vice
President andExecutive Officer

6,700shares

3,800shares(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 ofshares per job title

×

Achievement
Rate*1×50%② Individual Amount of Cash Payment (any amount less than 10,000 yen will be rounded up toa unit of 10,000 yen)Standard number ofshares per job title

× 50% ×Achievement
Rate*1×Company’sshare price*2*1 Calculation of Achievement RateAchievement Rate basedon consolidated ROIC index

× 0.8＋Achievement Rate based on×consolidated ROE index

0.2

 Achievement Rate will vary from 0 % to 200% in accordance with Consolidated ROICand Consolidated ROE during performance evaluation period.
*2Company’s share price The average closing price of our common stock on the Tokyo Stock Exchange for themonth before the resolution of our Board of Directors of the Company at which theissuance of the new Shares or the disposal of the Company’s treasury shares fordelivery of the Shares under the Plan is resolved after three (3) years of performance
evaluation period.

(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-ratabasis for each position’s tenure.
4. Other items of the Plan
(1) Performance Evaluation Period
From January 1, 2022, to December 31, 2024
 It is three (3) years from the commencement date of each business year and set for eachyear 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 ofCompany’s treasury 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 year of 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 ] Since 2018, the Company has continued Performance Share Unit for Vice President
and Senior Officers, and Senior management level Directors, and will continue Performance Share
Unit for Vice President and Senior Officer in 2022.

About Bridgestone Corporation:
Bridgestone is a global leader in tires and rubber building on its expertise to provide solutions for safe
and sustainable mobility. Headquartered in Tokyo, the company employs approximately 140,000
people globally and conducts business in more than 150 countries and territories worldwide.
Bridgestone offers a diverse product portfolio of premium tires and advanced solutions backed byinnovative technologies, improving the way people around the world move, live, work and play.

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