Form 4: Goodyear Executive Ryan Waldron Reports Acquisition of Performance Share Units and Restricted Stock Units

Ryan Waldron, President of Americas at Goodyear Tire & Rubber Co, reports the acquisition of performance share units and restricted stock units under the company's 2022 Performance Plan.

Summary

• On February 24, 2025, Ryan Waldron, President of Americas at Goodyear Tire & Rubber Co, reported the acquisition of 33,707 performance share units and 33,707 restricted stock units.
• These units were granted under the company's 2022 Performance Plan.
• The performance share units are contingently payable in shares of common stock in February 2028, with the number of units paid dependent on the attainment of certain performance goals over a 3-year period ending December 31, 2027.
• The number of units paid can range from 0% to 200% of the reported units, and is subject to increase or decrease of up to 20% based on the company's total shareholder return vs. a peer group over the same 3-year period.
• The restricted stock units will vest and convert into shares of common stock in 33% increments over three years, commencing on March 1, 2026.

Sentiment

Score: 7

Explanation: The sentiment is neutral to positive as it reflects standard executive compensation practices and aligns management incentives with company performance.

Positives

• The grant of performance share units and restricted stock units aligns executive compensation with company performance and shareholder value.

Risks

• The actual value of the performance share units is contingent on the company's performance and shareholder return, which may not be realized.

Future Outlook

The performance share units are subject to the company's performance over a 3-year period, and the restricted stock units will vest over three years, indicating a long-term incentive structure.

Industry Context

Executive compensation packages often include performance-based equity awards to align management's interests with those of shareholders. This filing reflects that practice within the tire and rubber industry.

Comparison to Industry Standards

• Companies like Michelin and Bridgestone also utilize performance-based equity compensation for their executives.
• The vesting schedules and performance metrics are typical for long-term incentive plans in the industry.
• The specific performance goals and peer group used for comparison would need to be analyzed to fully assess the competitiveness of the compensation package.

Stakeholder Impact

• Shareholders may view the performance-based compensation positively as it incentivizes management to improve company performance.
• Employees may see this as a standard practice for executive compensation.

Key Dates