| 1.   | Effectively motivate employees to contribute to corporate profitability. |
|----------------|--------------------------------------------------------------------------|

| 2.   | Attract and retain a highly qualified workforce.  |
|----------------|--------------------------------------------------------|

|    |   |
|--------------|--------|

| Title/Position             | CorporatePerformance | IndividualPerformance |
|----------------------------|----------------------|-----------------------|
| CEO/COO                    | 70%                  | 30%                   |
| Sr.EVP, EVPs and SVPs      | 60%                  | 40%                   |
| Director of Internal Audit | 0%                   | 100%                  |
| All Other Employees        | 50%                  | 50%                   |

|   |   |
|--------|--------|

----

| PerformanceAgainst Plan | Payout as aPercent of Target |
|-------------------------|------------------------------|
| < 80%                | 0%                           |
| 80.0% to 82.4%          | 50.0%                        |
| 82.5% to 87.4%          | 62.5%                        |
| 87.5% to 92.4%          | 75.0%                        |
| 92.5% to 97.4%          | 87.5%                        |
| 97.5% to 102.4%         | 100.0%                       |
| 102.5% to 107.4%        | 112.5%                       |
| 107.5% to 112.4%        | 125.0%                       |
| 112.5% to 117.4%        | 137.5%                       |
| 117.5% +                | 150%                         |

|    |   |
|--------------|--------|

|    |   |
|--------------|--------|

| §   | The Board of Directors has delegated responsibility to the Compensation and Human Resources Committee for (a) establishing the annual terms of the Plan including target payout levels and the relationship of target payout levels to target profitability measures; and (b) authorizing payments, including the individual awards made to Executive Officers and senior management, and the aggregate awards made to all other employees. |
|--------------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | The Compensation and Human Resources Committee shall rely on the independent directors of the Board to assess the performance of the CEO, and will consider this assessment in determining compensation for the CEO.  The CEO will present an assessment of the performance of other Executive |
|--------------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

----

| §   | Officers and Senior Managers, and the Committee will consider this assessment in determining compensation for these employees.  The Committee has delegated responsibility for determining performance for all other employees to the CEO and appropriate members of management. |
|--------------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | Performance results will be based on operating earnings (excluding one-time charges) consistent with publicly released results.  If the Corporation is required to prepare an accounting restatement due to the material noncompliance with any financial reporting requirement under the Federal securities laws, all Named Executive Officers will be required to reimburse the Corporation for any plan payment that would not have been earned based on the restated financial results. |
|--------------------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | Participants must be active employees of The Washington Trust Company on December 31st of the Plan year in order to qualify for payment.  Participants who terminate employment with the Bank (for reasons other than retirement) prior to December 31st of the Plan year will not be eligible to receive any payment from the Plan.  Employees who retire from eligible status during the year will be eligible for a pro-rated payment. |
|--------------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | Plan earnings are based upon twenty-six biweekly pay periods.  In the event that there are twenty-seven biweekly pay periods during a calendar year, only the last twenty-six biweekly pay periods will be considered. |
|--------------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | This is not a tax qualified plan, which means that all payments are subject to ordinary taxation.  Participants who hold the title of CEO, Senior Executive Vice President, Executive Vice President, Senior Vice President, Managing Director or the equivalent may defer any or all of the Plan payment into The Washington Trust Company Nonqualified Deferred Compensation Plan. |
|--------------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | An individual is expected to fully meet all major job requirements in order to qualify for incentive compensation.  Once the incentive award (if any) has been determined, the actual award to be paid may be modified at the recommendation of the Senior Manager, Human Resources, and CEO to reflect individual performance.  The decision of these individuals will be considered final. |
|--------------------|------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | An individual is expected to be forthright and honest with regard to all items submitted in calculating incentive payments.  Any intent to deceive or defraud can result in disciplinary action up to and including termination. |
|--------------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | Eligibility to participate in this program does not confer any right on the participant to continue in the employ of the Bank or limit, in any way, the right of the Bank to terminate at will. |
|--------------------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | A violation of Bank policy can result in loss of incentive compensation for both the employee and his/her manager, as well as loss of employment. |
|--------------------|---------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | Regardless of the actual award levels determined by the plan parameters, executive management and the Compensation and Human Resources Committee reserve the right to modify any award. |
|--------------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| §   | The Compensation and Human Resources Committee and the Board of Directors reserve the right to suspend, modify or terminate the plan at any time. |
|--------------------|---------------------------------------------------------------------------------------------------------------------------------------------------|

----

|   | Appendix A |
|--------|------------|

|   | 2011 Target Bonus Awards for Executive Officers  |
|--------|-------------------------------------------------------|

| Position                                                     | TotalTarget* |
|--------------------------------------------------------------|--------------|
| CEO                                                          | 45%          |
| COO                                                          | 40%          |
| Senior Executive Vice President and Executive Vice President | 30%          |
| Senior Vice Presidents                                       | 25%          |