GOODYEAR TIRE & RUBBER CO /OH/
For the period ended Apr 13, 2026. Filed Mar 6, 2026.
View on SEC.govAbout this filing
What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
Apr 13, 2026 · Filed Mar 6, 2026
Contents
Executive Compensation Elements
| COMPENSATION DISCUSSION AND ANALYSIS | 29 |
|---|
2025 EXECUTIVE COMPENSATION ELEMENTS
We provide executive compensation and benefits that are market-competitive in which a large portion of the total opportunity is variable and tied to our performance and changes in shareholder value over a multi-year period. The key components of compensation provided to our executive officers and how each supports our compensation objectives are presented in the following table:
| COMPONENT AND PRIMARY PURPOSE | KEY CHARACTERISTICS | |||
| Annual Compensation | Base SalaryTo provide a market competitive level of fixed compensation necessary to attract and retain talent and to recognize and rewards skills, competencies, experience, leadership and individual contribution. | Fixed compensation component. | ||
|---|---|---|---|---|
| Annual Incentive PlanTo motivate and reward attainment of key performance goals across total company and operating units, and achievement of strategic objectives. | Variable compensation component. The 2025 program metrics were: | |||
| 40% SOI Margin40% Free Cash Flow20% Strategic Objectives | ||||
| Long-Term Incentive Compensation | Long-Term Incentive Awards2025 grant mix: | |||
| Performance-Based Awards (Performance Share Units and Executive Performance Units)To motivate and reward performance of key corporate financial goals and relative TSR modifier over a 3-year period, facilitate retention of key talent, align management and shareholders’ interests, and reinforce long-term value creation on an absolute and relative basis. | Vest and payout at the end of a three-year period. Payouts based on achievement of financial goals that are subject to a 3-year relative TSR modifier | |||
| Restricted Stock Units (RSUs)To link long-term realized compensation to stock price, facilitate retention, build executive stock ownership, and align management and shareholders’ interests. | Subject to 3-year ratable vesting | |||
| Retirement and Other Benefits | Health/Welfare and Retirement BenefitsTo attract and retain employees by providing competitive benefits, promote employee health, and provide for retirement replacement income, thereby facilitating an orderly succession of talent. | •Competitive healthcare plans•Retirement benefits | ||
| Perquisites and Other BenefitsTo assure protection of officers and enable officers to focus on company business with minimal disruption. | •Tire program•Financial planning and tax preparation services•Annual physical exams•Security program•Limited personal use of company aircraft•Relocation expense reimbursement | |||
The mix of long-term compensation between cash-based long-term incentives, performance shares and restricted stock units is based, in part, on the market value of our Common Stock, the number of shares available for grant under our shareholder-approved equity compensation plan, and considerations relating to managing the dilutive effect of share-based awards.
The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.