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Section 1: DEF 14A (DEF 14A)

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UNITED STATES
SECURITIES AND EXCHANGE COMMISSION
WASHINGTON, DC 20549

SCHEDULE 14A

(RULE 14a-101)
INFORMATION REQUIRED IN PROXY STATEMENT
SCHEDULE 14A INFORMATION

Proxy Statement Pursuant to Section 14(a) of the Securities
Exchange Act of 1934 (Amendment No.)

Filed by the Registrant ☒
Filed by a Party other than the Registrant o

Check the appropriate box:

o   Preliminary Proxy Statement

o   Confidential, for Use of the Commission Only (as permitted by Rule 14a-6(e)(2))

☒   Definitive Proxy Statement

o   Definitive Additional Materials

o   Soliciting Material Pursuant to § 240.14a-12

Cooper Tire & Rubber Company
(Name of Registrant as Specified In Its Charter)
 
(Name of Person(s) Filing Proxy Statement, if Other Than the Registrant)
Payment of Filing Fee (Check the appropriate box):
 
 
 
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Check box if any part of the fee is offset as provided by Exchange Act Rule 0-11(a)(2) and identify the filing for which the offsetting fee was paid previously. Identify the previous filing by registration statement number, or the Form or Schedule and the date of its filing.
 
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COOPER TIRE & RUBBER COMPANY

NOTICE OF ANNUAL MEETING OF STOCKHOLDERS

TO THE STOCKHOLDERS:

The 2019 Annual Meeting of Stockholders of Cooper Tire & Rubber Company (the “Company”) will be held at The Westin Detroit Metropolitan Airport, McNamara Terminal, 2501 Worldgateway Place, Detroit, Michigan 48242 on Friday, May 3, 2019, at 10:00 a.m., Eastern Daylight Time, for the following purposes:

(1)To elect ten Directors of the Company for the ensuing year.
(2)To ratify the selection of the Company’s independent registered public accounting firm for the year ending December 31, 2019.
(3)To approve, on a non-binding advisory basis, the Company’s named executive officer compensation.
(4)To transact such other business as may properly come before the Annual Meeting or any postponement(s) or adjournment(s) thereof.

Only holders of Common Stock of record at the close of business on March 8, 2019, are entitled to notice of and to vote at the Annual Meeting.

BY ORDER OF THE BOARD OF DIRECTORS
Stephen Zamansky,
Senior Vice President,
General Counsel & Secretary

Findlay, Ohio
March 21, 2019

Please mark, date, and sign the enclosed proxy and return it promptly in the enclosed addressed envelope, which requires no postage. In the alternative, you may vote by Internet or telephone. See page 2 of the proxy statement for additional information on voting by Internet or telephone. If you are present and vote in person at the Annual Meeting, the enclosed proxy card will not be used.

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COOPER TIRE & RUBBER COMPANY

701 Lima Avenue, Findlay, Ohio 45840
March 21, 2019

PROXY STATEMENT

GENERAL INFORMATION AND VOTING

This proxy statement is furnished in connection with the solicitation of proxies by the Board of Directors of Cooper Tire & Rubber Company (the “Company,” “Cooper Tire,” “our,” “we,” or “us”) to be used at the Annual Meeting of Stockholders of the Company to be held on May 3, 2019, at 10:00 a.m., Eastern Daylight Time, at The Westin Detroit Metropolitan Airport, McNamara Terminal, 2501 Worldgateway Place, Detroit, Michigan 48242. This proxy statement and the related form of proxy were first mailed or made available to stockholders on or about March 21, 2019.

Purpose of Annual Meeting

The purpose of the Annual Meeting is for stockholders to act on the matters outlined in the notice of Annual Meeting on the cover page of this proxy statement. These matters consist of (1) the election of ten Directors, (2) the ratification of the selection of the Company’s independent registered public accounting firm for the year ending December 31, 2019, (3) the approval, on a non-binding advisory basis, of the Company’s named executive officer compensation, and (4) the transaction of such other business as may properly come before the Annual Meeting or any postponement(s) or adjournment(s) thereof.

Voting

Each share of the Company’s Common Stock will be entitled to one vote on each matter. Only stockholders of record at the close of business on March 8, 2019 (the “record date”) will be eligible to vote at the Annual Meeting. As of the record date, there were 50,114,865 shares of Common Stock outstanding. The holders of a majority of the shares of Common Stock issued and outstanding, and present in person or represented by proxy, constitute a quorum. Abstentions and “broker non-votes” with respect to a proposal will be counted to determine whether a quorum is present at the Annual Meeting.

If your shares are held in an account at a brokerage firm, bank, broker-dealer, or other similar organization, then you are the beneficial owner of shares held in “street name,” and the organization holding your account is considered the stockholder of record for purposes of voting at the Annual Meeting. As a beneficial owner, you have the right to instruct that organization on how to vote the shares held in your account. “Broker non-votes” occur when an organization that holds shares for a beneficial owner has not received voting instructions with respect to the proposal from the beneficial owner. Whether such organization has the discretion to vote those shares on a particular proposal depends on the ballot item. If the organization that holds your shares does not have discretion and you do not give the organization instructions, the votes will be “broker non-votes,” which may have the same effect as votes against the proposal.

Below is a summary of the vote threshold required for passage of each agenda item and the effect of abstentions and “broker non-votes.”

Agenda Item 1. Except in the case of a contested election, each nominee for election as a Director who receives a majority of the votes cast with respect to such Director’s election by stockholders will be elected as a Director. In the case of a contested election, the nominees for election as Directors who receive the greatest number of votes will be elected as Directors. Abstentions and “broker non-votes” are not counted for purposes of the election of Directors.

Agenda Item 2. Although the Company’s independent registered public accounting firm may be selected by the Audit Committee of the Board of Directors without stockholder approval, the Audit Committee will consider the affirmative vote of a majority of the shares of Common Stock having voting power present in person or represented by proxy

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at the Annual Meeting to be a ratification by the stockholders of the selection of Ernst & Young LLP as the Company’s independent registered public accounting firm for the year ending December 31, 2019. As a result, abstentions will have the same effect as a vote cast against the proposal. As a routine matter, we do not expect “broker non-votes” with respect to this proposal.

Agenda Item 3. Although the advisory vote to approve named executive officer compensation is non-binding, the advisory vote allows our stockholders to express their opinions regarding named executive officer compensation. The Board will consider the affirmative vote of a majority of the shares of Common Stock having voting power present in person or represented by proxy at the Annual Meeting as approval of the compensation of the Company’s named executive officers for fiscal 2018. Abstentions are counted as votes against and “broker non-votes” are not counted for purposes of the advisory vote to approve named executive officer compensation. As a result, if you own shares through a bank, broker-dealer, or similar organization, you must instruct your bank, broker-dealer, or other similar organization to vote in order for them to vote your shares.

Proxy Matters

Stockholders may vote by completing, properly signing, and returning the accompanying proxy card, or by attending and voting at the Annual Meeting. If you properly complete and return your proxy card in time to vote, your proxy (one of the individuals named in the proxy card) will vote your shares as you have directed. If you sign and return the proxy card but do not indicate specific choices as to your vote, your proxy will vote your shares (i) to elect the nominees listed under “Nominees for Director,” (ii) for the ratification of the selection of the Company’s independent registered public accounting firm and (iii) for approval of the compensation of the Company's named executive officers for fiscal year 2018. Stockholders of record and participants in certain defined contribution plans sponsored by the Company (see below) may also vote by using a touch-tone telephone to call 1-800-690-6903, or by the Internet by accessing the following website: http://www.proxyvote.com.

Voting instructions, including your stockholder account number and personal proxy control number, are contained on the accompanying proxy card. You will also use this accompanying proxy card if you are a participant in the following defined contribution plans sponsored by the Company:

Spectrum Investment Savings Plan;
Pre-Tax Savings Plan (Texarkana Represented Employees); or
Pre-Tax Savings Plan (Findlay Represented Employees).

Those stockholders of record who choose to vote by telephone or Internet must do so no later than 11:59 p.m., Eastern Daylight Time, on May 2, 2019. All voting instructions from participants in the defined contribution plans sponsored by the Company and listed above must be received no later than 11:59 p.m., Eastern Daylight Time, on April 30, 2019.

A stockholder may revoke a proxy by filing a notice of revocation with the Secretary of the Company, or by submitting a properly executed proxy card bearing a later date. A stockholder may also revoke a previously executed proxy (including one submitted by Internet or telephone) by attending and voting at the Annual Meeting, after requesting that the earlier proxy be revoked. Attendance at the Annual Meeting, without further action on the part of the stockholder, will not operate to revoke a previously granted proxy card. If the shares are held in the name of a bank, broker or other holder of record, the stockholder must obtain a proxy executed in his or her favor from the holder of record to be able to vote at the Annual Meeting.

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AGENDA ITEM 1
   
ELECTION OF DIRECTORS

In accordance with the Restated Certificate of Incorporation of the Company, the Board of Directors has fixed the total number of Directors to be elected at the Annual Meeting at ten. All ten of our Directors standing for reelection have a term that expires at this Annual Meeting and each has consented to stand for reelection. At this Annual Meeting, ten Directors are being elected to serve for a term of office that will expire at the Annual Meeting of Stockholders in 2020. In the event that any of the nominees becomes unavailable to serve as a Director before the Annual Meeting, the Board of Directors may designate a new nominee, and the persons named as proxies will vote for that substitute nominee.

The Board of Directors recommends that stockholders vote FOR the ten nominees for Director.

NOMINEES FOR DIRECTOR

THOMAS P. CAPO
Non-Executive Chairman of the Board
Former Chairman of the Board
Dollar Thrifty Automotive Group, Inc.
   
Mr. Capo, age 68, served as Chairman of the Board of Dollar Thrifty Automotive Group, Inc., a vehicle rental company, from October 2003 to November 2010. Mr. Capo was a Senior Vice President and Treasurer of DaimlerChrysler Corporation, an automobile manufacturer, from November 1998 until August 2000. From November 1991 to October 1998, he was Treasurer of Chrysler Corporation, an automobile manufacturer. Prior to holding these positions, Mr. Capo served as Vice President and Controller of Chrysler Financial Corporation, a finance company. Mr. Capo currently serves as a director of Lear Corporation, and, until its sale in November 2012, he served as a director of Dollar Thrifty Automotive Group, Inc. Mr. Capo has a B.S. in Accounting and Finance, an M.A. in Economics, and an M.B.A. in Finance, each from the University of Detroit Mercy. Mr. Capo's public company board and committee experience, including at the board chairman level, executive management and leadership experience, especially in finance, treasury, capital markets, M & A, strategy development, capital restructuring, financial reporting and compliance, including his service as a public company treasurer and controller, and education qualify him to continue serving as a member of the Board of Directors.
   
Director Since 2007

   

STEVEN M. CHAPMAN
Group Vice President, China and Russia
Cummins, Inc.
   
Mr. Chapman, age 65, has served as Group Vice President, China and Russia, for Cummins, Inc. since 2009. Cummins designs, manufactures, and markets diesel engines and related components and power systems. Mr. Chapman has been with Cummins since 1985 and served in various capacities, including as Group Vice President, Emerging Markets & Businesses, President of Cummins’ International Distribution Business, Vice President of International, and Vice President of Southeast Asia and China. Mr. Chapman graduated from St. Olaf College with a B.A. in Asian Studies and from Yale University with a M.P.P.M. in Management. Mr. Chapman’s education, board member experience, and business management experience in operations and international operations qualify him to continue serving as a member of the Board of Directors.
   
Director Since 2006

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NOMINEES FOR DIRECTOR (Cont)

SUSAN F. DAVIS
Former Executive Vice President
Asia-Pacific Region
Johnson Controls
   
Ms. Davis, age 65, served as Executive Vice President of the Asia-Pacific Region for Johnson Controls from September 2015 until her retirement in October 2016. Johnson Controls is a globally diversified technology and industrial leader serving customers in more than 150 countries. Ms. Davis has served in positions of increasing responsibility within Johnson Controls. She was named Vice President of Organizational Development in 1993. The following year, she was appointed Corporate Vice President of Human Resources and was named Executive Vice President of Human Resources in 2005. She was named Executive Vice President & Chief Human Resources Officer in 2012. She joined the company in 1985, following its acquisition of Hoover Universal, where she began her career in 1983 as a strategic planner for the automotive seating and plastics machinery business. Ms. Davis graduated magna cum laude with a Master of Arts degree and magna cum laude with a Bachelor of Arts, both from Beloit College. She holds a Master of Business Administration (MBA) degree from the University of Michigan. Ms. Davis currently serves as director of Quanex Corporation, and as an advisor to Colorado State University. Ms. Davis’s education, board member experience, and business management experience qualify her to continue serving as a member of the Board of Directors.
   
Director Since 2016

   

KATHRYN P. DICKSON
Former Senior Vice President
Mattel, Inc. and President, American Girl

   
Ms. Dickson, age 54, served as Senior Vice President for Mattel, Inc., a global learning, development and play company, and President of its American Girl subsidiary from February 2016 through December 2018. Prior to Mattel, Ms. Dickson served as Chief Marketing Officer for News America Marketing, Inc., a consumer focused marketing business, from February 2015 to February 2016. Prior to News America Marketing, Inc., Ms. Dickson served in various capacities, over more than 23 years, at General Mills, Inc., a global manufacturer and marketer of branded consumer foods, including as Vice President, Marketing Excellence and Vice President for global General Mills brands. Ms. Dickson holds a bachelor's degree in management from the United States Air Force Academy and a Master of Business Administration (MBA) from the University of California, Los Angeles. She served in the Air Force as a Captain. Ms. Dickson’s education, business management and marketing experience qualify her to continue serving as a member of the Board of Directors.
   
Director Since 2018

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NOMINEES FOR DIRECTOR (Cont)

JOHN J. HOLLAND
President
Greentree Advisors LLC

   
Mr. Holland, age 69, has served as President of Greentree Advisors LLC since 2005. Greentree Advisors LLC provides business advisory services. Mr. Holland served as President of The International Copper Association (ICA) from 2012 to 2015. The ICA is a marketing and trade organization for the global copper industry. Mr. Holland served as President, Chief Operating Officer, and Chief Financial Officer of MMFX Technologies Corporation from September 2008 until October 2009. MMFX Technologies is an inventor and manufacturer of nano technology steel. Prior to that, he was Executive Vice President and Chief Financial Officer of Alternative Energy Sources, Inc., an ethanol producer, from August 2006 until June 2008. Mr. Holland previously was employed by Butler Manufacturing Company, a producer of pre-engineered building systems, supplier of architectural aluminum systems and components, and provider of construction and real estate services for the non-residential construction market, from 1980 until his retirement in 2004. Prior to his retirement from Butler, Mr. Holland served as Chairman of the Board from 2001 to 2004, as Chief Executive Officer from 1999 to 2004, and as President from 1999 to 2001. Mr. Holland is also a director of SAIA, Inc., (formerly SCS Transportation, Inc.) and NCI Buildings Systems Inc. Mr. Holland holds B.S. and MBA degrees from the University of Kansas. Mr. Holland’s education, board member experience, and business management experience in operations and accounting, including his service as a chief executive officer and chief financial officer, qualify him to continue serving as a member of the Board of Directors.
   
Director Since 2003

   

BRADLEY E. HUGHES
President & Chief Executive Officer

   
Mr. Hughes, age 57, has served as President & Chief Executive Officer since September 2016. He previously served the Company as Senior Vice President and Chief Operating Officer from January 2015 to September 2016; Senior Vice President and President-International Tire Operations from July 2014 to January 2015; Senior Vice President and Chief Financial Officer from September 2014 to December 2014; Senior Vice President, Chief Financial Officer and Treasurer from July 2014 to September 2014; Vice President, Chief Financial Officer and Treasurer from November 2013 to July 2014 and Vice President and Chief Financial Officer from November 2009 to November 2013. Mr. Hughes was previously employed at Ford Motor Co. where he worked as Global Product Development Controller for Ford in Dearborn, Michigan; as Finance Director for Ford's South America Operations in Sao Paulo, Brazil; as Director of European Business Strategy and Implementation, Cologne, Germany; as European Manufacturing Controller, Cologne, Germany; and in other corporate finance and treasury positions. Mr. Hughes has a B.A. in business from Miami University and an MBA from the University of Michigan. Mr. Hughes’s education, extensive knowledge of the Company, international operations and business management experience qualify him to continue serving as a member of the Board of Directors.
   
Director Since 2016

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NOMINEES FOR DIRECTOR (Cont)

TRACEY I. JOUBERT
Chief Financial Officer
Molson Coors Brewing Company

   
Ms. Joubert, age 52, has served as Chief Financial Officer of Molson Coors Brewing Company since 2016. Molson Coors is a leading global brewer. Ms. Joubert was Executive Vice President and Chief Financial Officer of MillerCoors from 2012-2016 and served in a variety of increasingly responsible finance leadership roles at MillerCoors since 2003. A native of South Africa, Ms. Joubert holds bachelor’s degrees in commerce and accounting from the University of Witwatersrand in Johannesburg. She also serves on the Board of Directors of MillerCoors and Coors Brewing Company, subsidiaries of Molson Coors. Ms. Joubert’s education, board member experience, business management and finance experience qualify her to continue serving as a member of the Board of Directors.
   
Director Since 2017

   

GARY S. MICHEL
President and Chief Executive Officer
JELD-WEN Holding, Inc.

   
Mr. Michel, age 56, has served as President and Chief Executive Officer of JELD-WEN Holding, Inc. since June 2018. He also serves on JELD-WEN’s Board of Directors. JELD-WEN is one of the world's largest door and window manufactures with facilities in 20 countries. The company designs, produces and distributes an extensive range of interior and exterior doors, wood, vinyl and aluminum windows and related products used in new construction and remodeling of residential and commercial structures. Prior to JELD-WEN, Mr. Michel served as President and CEO of Honeywell International Inc.’s Home and Building Technologies Strategic Business Unit, a developer of connected products and software for homes and buildings, from October 2017 until May 2018. Prior to Honeywell, Mr. Michel was with Ingersoll-Rand Company, a diversified manufacturer and services provider of climate and refrigeration systems, industrial technologies and small electric vehicles, for more than three decades, serving most recently as senior vice president and president, Residential HVAC and Supply. He also served as a member of its enterprise leadership team and led the Ingersoll Rand Sales Excellence Initiative, as well as serving as a co-lead of the company’s enterprise sustainability efforts. Mr. Michel holds a Bachelor of Science degree in Mechanical Engineering from Virginia Polytechnic Institute and State University and an MBA degree from the University of Phoenix. Mr. Michel’s education, board member experience, and business management experience qualify him to continue serving as a member of the Board of Directors.
Director Since 2015

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NOMINEES FOR DIRECTOR (Cont)

BRIAN C. WALKER
Former President and Chief Executive Officer
Herman Miller, Inc.

   
Mr. Walker, age 57, served as President and Chief Executive Officer of Herman Miller, Inc., a global provider of office furniture and services, from 2004 until his retirement in 2018. Mr. Walker joined Herman Miller, Inc. in 1989 and served in various capacities, including as Chief Financial Officer, and Executive Vice President. Mr. Walker holds a bachelor's degree in accounting from Michigan State University and is a certified public accountant. Mr. Walker is also a director of Briggs and Stratton Corporation, Universal Forest Products, Inc. and Gentex Corporation, and serves as an Operating Partner in Strategic Leadership with the private equity firm, Huron Capital. Mr. Walker’s education, board member experience, and business management and finance experience qualify him to continue serving as a member of the Board of Directors.
   
Director Since 2018

   

ROBERT D. WELDING
Former Non-Executive Chairman
Public Safety Equipment (Int’l) Limited

   
Mr. Welding, age 70, served as the Non-Executive Chairman of Public Safety Equipment (Int’l) Limited, a manufacturer of highway safety and enforcement products, from January 2009 until his retirement in May 2010. Prior to that, he was President, Chief Executive Officer, and a director of Federal Signal Corporation, a manufacturer of capital equipment, from November 2003 until his retirement in 2007. Prior to holding those positions, Mr. Welding was Executive Vice President of BorgWarner, Inc., a U.S. automotive parts supplier, and Group President of BorgWarner’s Driveline Group from November 2002 until November 2003, and was President of BorgWarner’s Transmission Systems Division from 1996 to November 2002. Mr. Welding graduated from the University of Nebraska with a B.S. in Mechanical Engineering, holds an MBA from the University of Michigan, and is a graduate of Harvard Business School’s Advanced Management Program. Mr. Welding’s education, board member experience, and business management experience in strategy development, operations leadership, continuous improvement, product development, technology, and corporate leadership qualify him to continue serving as a member of the Board of Directors.
   
Director Since 2007

Note: The beneficial ownership of the Directors and nominees in the Common Stock of the Company is shown in the table presented under the heading “Security Ownership of Management” in this proxy statement.

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AGENDA ITEM 2

RATIFICATION OF THE SELECTION OF THE COMPANY’S INDEPENDENT
REGISTERED PUBLIC ACCOUNTING FIRM

Ernst & Young LLP served as the independent registered public accounting firm of the Company in 2018 and has been retained by the Audit Committee to do so in 2019. In connection with the audit of the 2019 financial statements, the Company has engaged Ernst & Young LLP to perform audit services for the Company. The Board of Directors has directed that management submit the selection of the independent registered public accounting firm for ratification by the stockholders at the Annual Meeting.

Stockholder ratification of the selection of Ernst & Young LLP as the Company’s independent registered public accounting firm is not required by the Company’s Bylaws or otherwise. However, the Board of Directors is submitting the selection of Ernst & Young LLP to the stockholders for ratification. If the stockholders do not ratify the selection, the Audit Committee will reconsider whether or not to retain the firm. In such event, the Audit Committee may retain Ernst & Young LLP, notwithstanding the fact that the stockholders did not ratify the selection, or select another nationally recognized public accounting firm without resubmitting the matter to the stockholders. Even if the selection is ratified, the Audit Committee reserves the right in its discretion to select a different nationally recognized public accounting firm at any time during the year if it determines that such a change would be in the best interests of the Company and its stockholders.

The Board of Directors recommends that stockholders vote FOR the ratification of the selection of the Company’s independent registered public accounting firm.

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AGENDA ITEM 3

PROPOSAL TO APPROVE, ON A NON-BINDING ADVISORY BASIS, THE
COMPANY’S NAMED EXECUTIVE OFFICER COMPENSATION

The Board of Directors is aware of the significant interest in executive compensation matters by investors and the general public. The Company is submitting this proposal, commonly known as a “say-on-pay” proposal, to stockholders. The Company is currently conducting say-on-pay votes every year and expects to hold the next say-on-pay vote in connection with its 2020 Annual Meeting of Stockholders. As required under the Dodd-Frank Wall Street Reform and Consumer Protection Act and Section 14A of the Securities Exchange Act of 1934, or the Exchange Act, we are asking you to cast a non-binding advisory vote to approve the Company’s named executive officer compensation through the consideration of the following resolution:

“RESOLVED, that the compensation paid to the Company’s named executive officers, as disclosed pursuant to the compensation disclosure rules of the Securities and Exchange Commission, including the Compensation Discussion and Analysis, compensation tables and narrative discussion, is hereby APPROVED.”

Our Compensation Committee has overseen the development and implementation of a compensation program that is discussed more fully in “Compensation Discussion and Analysis” and “Executive Compensation,” including the summary tables and narrative sections of this proxy statement.

The Company’s compensation program emphasizes a pay-for-performance philosophy. Performance-based annual cash incentive and cash and equity long-term incentive programs, collectively, are the majority of the targeted annual compensation for our named executive officers. These programs are designed to:

Drive the long-term financial and operational performance of the Company;
Deliver value to our stockholders;
Recognize and reward corporate, group and individual performance;
Provide a pay package that reflects our judgment of the value of each officer’s position in the marketplace and the Company; and
Attract and retain strong executive leadership.

In executing a philosophy which begins with creating long-term value to stockholders, the Compensation Committee has established a framework for executive compensation that promotes a culture of performance and accountability with due consideration to risk management, transparency, and the need to adjust to rapidly changing market conditions. The program is heavily weighted toward pay at risk, with limited executive perquisites and benefits and clear line of sight to the link between important Company strategic goals and the rewards for achieving those objectives.

To further promote alignment with the interests of stockholders and a culture of enduring performance and accountability, the Company's executives have stock ownership requirements and are bound by a clawback policy which allows for the recoupment of incentive payments in certain circumstances. The fully independent Compensation Committee believes that the executive compensation program is an essential factor in the Company's strengthening of its leadership team and competitive position in the marketplace, both of which lead to business continuity and long-term value creation.

Because your vote is advisory, it will not be binding upon the Company, the Compensation Committee, or the Board of Directors. However, we value stockholders’ opinions, and the Board expects to carefully consider the outcome of the advisory vote on named executive officer compensation.

The Board of Directors recommends that the stockholders vote FOR approval, on a non-binding advisory basis, of the compensation of the Company’s named executive officers for fiscal year 2018.

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COMPENSATION DISCUSSION AND ANALYSIS

Executive Summary

Cooper Tire’s executive compensation program for its named executive officers is driven by our financial and strategic goals and the principle of pay for performance. The compensation program, which primarily consists of a base salary and performance-based cash incentive and equity awards, is based upon the principles and governance practices highlighted below.
   
Executive Compensation Design and Governing Principles
Pay is tied to performance:
 
Approximately 83% of the CEO’s target annual compensation and 70% of the other named executive officers’ target annual compensation is at-risk and varies based on performance against incentive goals as well as the performance of Company stock.
 
There is an appropriate balance of annual and long-term incentives, and the metrics used in the annual plan are different from the metrics used in the long-term incentive plan.
 
The annual incentive plan for the named executive officers is based upon the achievement of established corporate performance goals.
 
Two-thirds of the long-term incentive opportunity is based on the achievement of established corporate performance goals.
 
Dividend equivalents are not accrued or paid on performance awards that are not notionally earned.
Executives who participate in the long-term incentive plan are required to meet minimum levels of stock ownership and the status of stock ownership is reviewed on an annual basis.
None of the named executive officers has an employment agreement.
Executive officers, including named executive officers, receive the same group benefits as other salaried employees, including health, life insurance, disability, and retirement benefits. They are also eligible to participate in a non-qualified supplementary benefit plan designed to restore 401(k) benefits lost due to Internal Revenue Code (“Code”) statutory limits.
Executive officer perquisites are limited and reviewed annually. There are no tax gross-ups on perquisites other than for travel expenses of a spouse when accompanying an executive to participate in business-related activities.
The Company maintains a “double trigger” requirement for change in control severance benefits and for the acceleration of time-based equity awards, including restricted stock units and stock options (provided the awards are assumed or replaced with substantially equivalent awards).
There are no excise tax gross-up provisions upon a change in control.
 
 
 
Benchmarking Philosophy and Risk Management
The Compensation Committee references the market median with respect to establishing compensation levels for the named executive officers.
To align with investor expectations and changes in the Company’s business and market practices, compensation peer groups are regularly evaluated.
The Compensation Committee monitors all equity grants under the 2014 Incentive Compensation Plan, and the Company’s three-year average burn rate is below the mean burn rate for the Russell 3000 companies in GICS group 2510 (Automobiles & Components).
The compensation program risk evaluation process is formalized, including an annual review of plans as described in “Compensation-Related Risk Assessment” on page 23. Risk mitigation is incorporated into plan design, including capping both annual and long-term incentive plan payouts.
The Compensation Committee regularly reviews all forms of compensation, including all cash and equity-based compensation grants, non-qualified account balances, and payments due upon termination of employment.
The Board has an established policy for recoupment (or clawback) of annual and long-term incentive compensation in the event of a restatement of reported financial results or if an employee has engaged in unethical conduct detrimental to the Company.
The Board has adopted an anti-hedging and anti-pledging policy.
Our executive compensation consultant is retained directly by and reports to the Compensation Committee, does not provide any services to management, and had no prior relationship with our CEO or any other named executive officer.

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2018 Financial Results

The Company ended a challenging 2018 with net income of $76.6 million compared to $95.4 million in the prior year. Operating profit decreased from $309.2 million in 2017 to $165.2 million in 2018. Operating profit margin of 5.9%, while a decrease from 2017, reflected improvement throughout the year as the Company's strategic initiatives began to take hold. The Company remained a good steward of capital as reflected in the return on invested capital shown below.

Subsequent to the setting of annual targets for the 2018 plan year, the Compensation Committee determined to exclude the impact of certain items from the 2018 performance results for the purpose of calculating incentive award payouts, as such items were deemed non-representative of the continuing operations of the Company. These excluded items are:

Goodwill Impairment Charge - On December 12, 2018, Cooper Tire & Rubber Company Vietnam Holding, LLC (“Cooper Vietnam”), a wholly owned subsidiary of Cooper, and Sailun (Vietnam) Co., Ltd. (“Sailun Vietnam”) entered into an equity joint venture contract to establish a joint venture in Vietnam which will produce and sell TBR tires. The new joint venture is expected to begin producing tires in 2020. The capacity created by this planned facility will decrease expected production requirements for Cooper's Qingdao Ge Rui Da Rubber Co., Ltd. (“GRT”) joint venture. The Company included the expected impact of the new Vietnam joint venture on projected future cash flows in performing its annual goodwill impairment assessment on GRT. Based on the assessment performed, the goodwill balance was deemed to be fully impaired and resulted in a non-cash fourth quarter 2018 impairment charge of $33.8 million. This impairment charge was excluded from the Company's 2018 performance results.
Discretionary Pension Contribution - On December 22, 2017, the U.S. enacted comprehensive tax legislation, commonly referred to as the Tax Act, which made broad and complex changes to the tax code. In particular, the U.S. corporate tax rate was reduced from 35 percent to 21 percent. In 2018, the Company made a $25.0 million one-time additional discretionary contribution to a U.S. pension plan. This contribution improved the funding of the plan, while generating tax savings for the Company due to the deductibility of the contribution on the Company's 2017 tax return at a 35 percent federal corporate income tax rate. This additional contribution, and the corresponding tax benefit, were excluded from the Company's 2018 performance results.
European Footprint Review Costs - The Company incurred expenses of $2.4 million in examining potential alternative solutions for its Melksham, United Kingdom facility. These potential solutions ranged from maintaining current production capacity at the location, to reducing or eliminating light vehicle tire production at the facility. Ultimately, on January 17, 2019, Cooper Tire Europe committed to a plan to cease light vehicle tire production at the Melksham facility. The costs incurred in making this decision were not deemed reflective of ongoing operational results and were excluded from the Company's 2018 performance results.
Albany Tornado Activity - On January 22, 2017, a tornado hit the Company’s leased Albany, Georgia distribution center. In 2018, the Company received insurance recoveries, net of costs incurred, of $0.7 million more than had been included in the Company's annual operating profit target. This excess amount has been excluded from the Company's 2018 performance results as it is not reflective of ongoing operational results.
Corporate Performance Metrics*
2018 Targets
2018 Performance
Results
2018 Reported
Results
Operating Profit
$
275,000,000
 
$
200,717,000
 
$
165,245,000
 
Free Cash Flow
$
50,000,000
 
$
66,331,000
 
$
40,026,000
 
Net Income Attributable to Cooper Tire & Rubber Company
$
170,000,000
 
$
108,218,000
 
$
76,586,000
 
Return on Invested Capital
 
15.0
%
 
10.1
%
 
10.0
%
*For more information about how these performance metrics are calculated and reconciliations to amounts presented in the 2018 Form 10-K, see “Incentive Compensation - Performance Metrics for 2018” on page 16.

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Our Executive Officer Compensation Program Is Administered by the Compensation Committee

The Compensation Committee is responsible for performing the duties of the Board of Directors related to the compensation of our executive officers and other senior management. During 2018, our named executive officers were: Mr. Bradley E. Hughes, President & Chief Executive Officer; Mr. Christopher J. Eperjesy, Senior Vice President & Chief Financial Officer; Mr. John J. Bollman, Senior Vice President & Chief Human Resources Officer; Mr. Stephen Zamansky, Senior Vice President, General Counsel & Secretary; and Ms. Ginger M. Jones, former Senior Vice President & Chief Financial Officer. On December 10, 2018, Mr. Eperjesy joined the Company and was appointed Senior Vice President and Chief Financial Officer, replacing Ms. Jones who retired from the Company on December 31, 2018.

With input, as appropriate, from management and our outside executive compensation consultant, the Compensation Committee reviews and approves all elements of our executive compensation program. Management is responsible for making recommendations to the Compensation Committee regarding executive officer compensation (except with respect to the CEO’s compensation) and effectively implementing our executive compensation program, as approved and overseen by the Compensation Committee.

The Compensation Committee retained Exequity LLP as its executive compensation consultant in 2018 and utilized data from Aon Hewitt, an outside compensation consultant, for pay benchmarking.

Additional information about the role and processes of the Compensation Committee is presented under the heading “Executive Compensation Consultant Disclosure” and “Meetings of the Board of Directors and Its Committees - Compensation Committee” in this proxy statement.

Executive Compensation Philosophy and Approach

The Cooper Tire executive officer compensation program is incentive driven and designed to deliver value to our stockholders by driving long-term financial and operational performance. To accomplish this goal, we have structured our executive compensation program to attract, motivate and help retain the caliber of leadership required to meet these objectives. In the following sections, we will address our benchmarking process and philosophy, including how we set compensation levels and the separate, but integrated elements of our program.

Compensation Peer Groups

The Compensation Committee annually analyzes market benchmark data regarding base salary and annual and long-term incentive opportunities and periodically evaluates market benchmark data regarding other compensation elements. The Compensation Committee uses benchmarking data to assess market pay levels and program design. For each element of compensation and in the aggregate, the Committee sets compensation targets near the middle of the range offered by comparable companies.

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Peer Group for Pay Level Benchmarking - For 2018 officer pay level, we engaged Aon Hewitt to provide general industry data from their Total Compensation Measurement (TCM) Survey on 119 companies with revenues from $1.5 billion to $6.0 billion. The median revenue of these 119 companies was approximately $3.07 billion (by comparison, Cooper Tire’s revenue for 2018 was about $2.81 billion). As an additional benchmark, we also conducted a review and analysis of compensation data for the CEO and CFO positions in the peer group listed below using 2017 proxy information.

Peer Group for Program Design Benchmarking - For purposes of benchmarking executive compensation program design, the Compensation Committee periodically reviews a group of 17 companies (listed below) whose annual revenues range from approximately 50% to 250% of our revenues and who generally have similar characteristics to Cooper Tire with respect to capital-intensive manufacturing, producing and marketing a branded product, focusing on technology-driven products, and managing international operations. This group was changed in 2017. The median revenue for the following companies was about $2.9 billion in 2017.

American Axle & Manufacturing Holdings
Kennametal Inc.
Cooper-Standard Holdings Inc.
Leggett & Platt Incorporated
Crane Co.
Lennox International, Inc.
Dana Incorporated
Snap-on Incorporated
Dover Corporation
SPX Corp.
Flowserve Corporation
Steelcase Inc.
Gentex Corporation
The Timken Company
Harley-Davidson, Inc.
Tower International, Inc.
Harsco Corporation
 

Our Compensation Levels Are Set Considering Business Needs, Market Data and Other Factors

We use a comprehensive and structured approach in setting the compensation framework for all executive positions. We begin with a review of the Company’s overall strategy and the particular role each executive position is expected to play in achieving the strategic goals of the Company. Starting with this foundation and with the assistance of the Compensation Committee’s executive compensation consultant, we obtain and review relevant market benchmark data for each position regarding base salary, annual cash incentive opportunities, and long-term incentive award levels. We then determine an appropriate range of compensation for each position by assessing the market data in conjunction with the valuation of the position’s impact and importance in setting and achieving the strategic objectives of the Company. Informed by a review of all current and previously granted forms of compensation, competitive market data, organization strategies, and individual performance assessments, the Compensation Committee uses its judgment, rather than a formulaic approach, in setting target compensation for each named executive officer. In the event of death, disability, or retirement of a named executive officer, the annual incentive compensation is prorated for the period of time that the named executive officer was employed during the year; the performance-based stock units and cash awards are prorated for the period of the measurement period the named executive officer was employed; and all restricted stock units granted immediately vest if the death, disability, or retirement was at least 6 months from the date of grant, otherwise, they are forfeited. Retirement is defined as the earlier of age 65 or the date on which the sum of the named executive officer’s years of age and service equal 70.

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Elements of Our Compensation Program

We believe that our executive compensation program, by element and in total, best achieves our objectives. The majority of each named executive officer’s compensation opportunity is based on the achievement of important financial and strategic goals established at the beginning of the respective performance period. The primary elements of our executive compensation program, all key to the attraction, retention, and motivation of our named executive officers, are shown in the following table:

Element
Purpose
Nature of Component
Base Salary
To value the competencies, skills, experience, and performance of individual executives.
Cash. Not “at risk.” Based on responsibility, experience and performance. Reviewed annually.
 
 
 
Annual
Incentive
Compensation
To motivate and reward executives for the achievement of targeted financial goals.
Cash award. Performance-based and “at risk.” Amount earned will vary based on achieving annual goals (operating profit and free cash flow in 2018).
 
 
 
Long-Term
Incentive
Compensation
To motivate and reward executives for the achievement of long-term goals and creation of stockholder value.
Equity and cash awards. Performance-based (for performance-based cash awards and performance-based stock units) and “at risk.” Amounts of performance-based cash and stock units earned will vary based on achievement against long-term incentive goals (net income and return on invested capital in 2018). In the case of performance-based stock units and restricted stock units, value earned will be based in part on Company stock performance.
 
 
 
Non-Qualified
Benefits
To attract the level of talent required to achieve strategic objectives and to promote continuity of leadership.
Supplementary benefit plan to make up for qualified plan benefits lost due to limits of the Code.

Base Salaries

We provide market competitive base salaries to attract and retain outstanding talent and to provide a fixed component of pay for our named executive officers. Base salaries are reviewed annually and are determined with consideration to the role of the executive, the officer's experience, competitive market data regarding similar roles in similar organizations, individual performance, budget, and other considerations. The Compensation Committee uses the median of market data as the general reference point for base salary decisions because it believes that the median is the best representation of competitive salaries in the market for similar roles and talent.

In setting base salaries for 2018, the Compensation Committee considered the officer’s experience and current role, impact on the Company’s results, the overall quality and manner in which the officer performs the role, the financial position of the Company, and the value of retention.

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Incentive Compensation

With input from management and its executive compensation consultant, the Compensation Committee reviews and discusses annual corporate and business unit performance metrics and targets, and the appropriateness of these performance metrics and targets considering the following primary factors prior to approval:

Expected performance based upon the annual operating plan as approved by the Board;
The economic environment in which we expect to operate during the year, including risk factors;
The achievement of financial results expected to enhance stockholder value; and
The strategic goals and initiatives of the Company.

For 2018, the Compensation Committee established a bonus pool aimed at potentially preserving the ability to deduct compensation paid under the annual incentive plan and the performance-based long-term incentive programs under the historical exception for “performance-based compensation” under Section 162(m) of the Code. The bonus pool approach established a maximum dollar amount and a maximum number of share units that could be paid to the Chief Executive Officer and certain other named executive officers from which the Compensation Committee could exercise negative discretion in determining the actual amounts paid under the annual and long-term incentive plans. The Code Section 162(m) exception for “performance-based compensation” has been repealed, effective for taxable years beginning after December 31, 2017, unless certain transition relief for certain compensation arrangements in place as of November 2, 2017 is available. Please also see the section titled “Other Program Design Elements - Tax Deductibility of Executive Compensation” on page 21 for additional information regarding the pool structure and approach used for 2018.

Annual Incentive Compensation

Target Opportunities

The Compensation Committee uses the median of general industry market data from Aon Hewitt’s TCM Survey as the general reference point for target annual cash incentive opportunities because it believes that the median is the best representation of competitive annual cash incentive levels in the market for similar roles and talent. With regard to setting individual annual cash incentive opportunity levels, the Compensation Committee has the discretion to adjust the target opportunity levels as it deems appropriate. Typical reasons for adjusting an individual officer’s target annual cash incentive opportunity level above or below the market median include the experience and performance of the officer, the impact of the role upon the organization, and the multiple of salary needed to bring the total cash compensation of the executive to a competitive level. At the highest level of achievement, the annual cash incentive opportunity for our named executive officers was 200% of the target opportunity in 2018. At a threshold level of performance, the incentive opportunity was 50% of the target in 2018, with no incentive earned if performance was below the threshold achievement level.

Presented below are the target incentive awards for the named executive officers in 2018 using eligible earnings (earned base salary) for the period of January 1, 2018, through December 31, 2018, and using annual incentive plan (AIP) target percentages for the full period.

Named Executive Officer
Eligible Earnings
Weighted Target Bonus
Target Incentive
Mr. Hughes
$
958,996
 
 
120
%
$
1,150,795
 
Mr. Eperjesy
$
30,137
 
 
75
%
$
22,603
 
Mr. Bollman
$
411,055
 
 
65
%
$
267,186
 
Mr. Zamansky
$
460,752
 
 
65
%
$
299,489
 
Ms. Jones
$
525,000
 
 
75
%
$
393,750
 

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Performance Metrics for 2018

The performance metrics under the 2018 AIP for the named executive officers were 65% corporate operating profit and 35% corporate free cash flow. The potential payout for each of the financial metrics ranged from 0% to 200% of target. The table below summarizes the threshold, target, and maximum goals as compared to actual results:

Performance Metric
Threshold Goal
Target Goal
Maximum
Goal
Performance
Result
Payout
Attainment
Corporate Operating Profit
$
175,000,000
 
$
275,000,000
 
$
344,000,000
 
$
200,717,000
 
 
62.9
%
Corporate Free Cash Flow
$
25,000,000
 
$
50,000,000
 
$
80,000,000
 
$
66,331,000
 
 
154.4
%

The following is the calculation of Corporate Operating Profit for 2018 for AIP purposes:

Operating Profit, as reported
$
165,245,000
 
Plus: Goodwill Impairment Charge
 
33,827,000
 
Plus: European Footprint Review Costs
 
2,376,000
 
Less: Albany Tornado Activity
 
(731,000
)
Adjusted Operating Profit
$
200,717,000
 

Corporate free cash flow is defined as cash provided by continuing operations plus proceeds from the sale of assets, less capital expenditures and dividends, from the Company’s financial statements.

The following is the calculation of corporate free cash flow for 2018 for AIP purposes:

Cash Provided by Continuing Operations
$
254,303,000
 
Plus: Proceeds from Sale of Assets
 
160,000
 
Plus: Discretionary Pension Contribution
 
25,000,000
 
Plus: European Footprint Review Costs, net of tax of $491,000
 
1,885,000
 
Less: Capital Expenditures
 
(193,299,000
)
Less: Dividends
 
(21,138,000
)
Less: Albany Tornado Activity, net of tax of $151,000
 
(580,000
)
Corporate Free Cash Flow
$
66,331,000
 

Presented below are the actual incentive award payouts for the named executive officers in 2018 based upon eligible earnings for the period of January 1, 2018 through December 31, 2018, the target bonus percentage levels for the same period, and a weighted AIP achievement level of 94.9%.

Named Executive Officer
Eligible Earnings
Weighted Target Bonus
Actual Bonus
Mr. Hughes
$
958,996
 
 
120
%
$
1,092,105
 
Mr. Eperjesy
$
30,137
 
 
75
%
$
21,450
 
Mr. Bollman
$
411,055
 
 
65
%
$
253,559
 
Mr. Zamansky
$
460,752
 
 
65
%
$
284,215
 
Ms. Jones
$
525,000
 
 
75
%
$
373,669
 

Long-Term Incentive Compensation

The Compensation Committee approves long-term incentive awards on an annual basis for the named executive officers and other senior executives of the Company. Long-term incentive awards are granted under the Cooper Tire & Rubber Company 2014 Incentive Compensation Plan, which allows for a variety of forms of long-term incentives. For 2018, awards of restricted stock units (“RSUs”), performance-based stock units, and performance-based cash were granted, with each weighted approximately one-third of the total award. In determining the appropriate form or mix of long-term incentive awards, the Compensation Committee considers such factors as alignment with stockholder interests, the attraction and retention of executive talent, the affordability of certain awards, and other business objectives which may prescribe or suggest the form or mix of awards at a particular time in the business cycle.

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Award Grant Timing and Pricing

For current executives in the plan, the grant date is typically the date of our February Compensation Committee meeting. For most new executives, the grant date may be as of, or shortly after, the hiring date of the newly eligible executive. The methodology to determine the number of units to grant is to average the high and low trading price of our common stock, as quoted on the New York Stock Exchange, on the date of grant.

Performance-Based Stock Units and Performance-Based Cash

Key design features of our performance-based stock units and performance-based cash grants include:

One-year measurement periods within a three-year performance period;
At the start of each year, specific financial metrics are set;
At the end of each year within a three-year performance period, performance-based stock units and performance-based cash can be notionally earned based on the extent to which financial targets for the awards have been achieved;
Payout opportunities can range from 0% to 200% of the target award opportunity;
Notionally earned performance-based stock units and performance-based cash, if any, vest and are payable at the end of the three-year cycle, with performance-based stock units payable in shares of common stock and performance-based cash awards settled in cash;
Dividend equivalents, which are credited to notionally earned performance-based stock units, are reinvested into additional stock units and paid at the end of the three-year cycle with the underlying and vested performance-based stock units. Performance-based stock units that have not been notionally earned do not receive dividend equivalents; and
Since the performance period for each performance-based grant is three years, participants can have overlapping three-year award opportunities active at any time.

The financial metrics for the 2018 measurement period of the 2016-2018, 2017-2019, and 2018-2020 performance periods approved by the Compensation Committee at the beginning of 2018 were net income (80% weighting) and return on invested capital (20% weighting). The Compensation Committee selected these performance metrics because net income and prudent management of capital are essential to the strategic and financial goals of the Company over each measurement period and the full three-year performance period.

The ultimate value of performance-based stock units is based on the Company’s financial results and the stock price, which aligns with long-term stockholder value creation. The ultimate value of performance-based cash is based solely on performance against the financial metrics. In 2018, the potential payout on each of the financial metrics ranged from 0% to 200% of target.

The following table summarizes the threshold, target, and maximum performance goals for the 2018 measurement period of the 2016-2018, 2017-2019, and 2018-2020 performance periods, as compared to the performance results:

Performance Metric
Threshold Goal
Target Goal
Maximum Goal
Performance Result
Payout
Attainment
Net Income
$
102,000,000
 
$
170,000,000
 
$
213,000,000
 
$
108,218,000
 
 
54.6
%
Return on Invested Capital
 
11.0
%
 
15.0
%
 
18.0
%
 
10.1
%
 
0.0
%

The following is the calculation of Net Income for 2018 for long-term incentive purposes:

Net Income, as reported
$
76,586,000
 
Plus: Goodwill Impairment Charge, no tax impact
 
33,827,000
 
Plus: European Footprint Review Costs, net of tax of $491,000
 
1,885,000
 
Less: Tax Benefit of Discretionary Pension Contribution
 
(3,500,000
)
Less: Albany Tornado Activity, net of tax of $151,000
 
(580,000
)
Net Income
$
108,218,000
 

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Return on invested capital is calculated by dividing after tax operating profit from the Company’s financial statements by the Company’s total invested capital. For 2018 long-term incentive compensation purposes, operating profit is adjusted for the impact of the goodwill impairment charge, European footprint review costs and Albany tornado activity, while the effective tax rate excludes the impact of the goodwill impairment charge. Invested capital is the average of ending debt and equity for the last five quarters.

The following is the calculation of return on invested capital for 2018 for long-term incentive purposes:

Numerator:
 
 
 
Operating Profit, as reported
$
165,245,000
 
Plus: Goodwill Impairment Charge
 
33,827,000
 
Plus: European Footprint Review Costs
 
2,376,000
 
Less: Albany Tornado Activity
 
(731,000
)
Adjusted Operating Profit
 
200,717,000
 
   
 
 
 
Income Tax Expense on Adjusted Operating Profit
 
(45,362,042
)
Total:
$
155,354,958
 
Denominator:
 
 
 
Average of Debt and Equity
$
1,533,747,000
 
   
 
 
 
Return on Invested Capital
 
10.1
%

Performance-Based Stock Units

For the 2018-2020 performance period, the Compensation Committee granted individual target award opportunities for performance-based stock units, a portion of which could be notionally earned in 2018.

Presented below are the target numbers of performance-based stock units for the 2018 measurement period (or “tranche”) of the 2016-2018, 2017-2019, and 2018-2020 performance periods.

 
Target Performance-Based Stock Unit Award
Named Executive Officer
2016-2018
Long-Term Incentive
Performance Period
2017-2019
Long-Term Incentive
Performance Period
2018-2020
Long-Term Incentive
Performance Period
Mr. Hughes
 
3,416
 
 
9,830
 
 
11,095
 
Mr. Eperjesy
 
 
 
 
 
 
Mr. Bollman
 
 
 
1,055
 
 
1,720
 
Mr. Zamansky
 
1,910
 
 
1,959
 
 
2,206
 
Ms. Jones
 
2,557
 
 
2,823
 
 
3,064
 

Performance-Based Cash

For the 2018-2020 performance period, the Compensation Committee also granted individual target award opportunities for performance-based cash, a portion of which could be notionally earned in 2018.

Presented below are the target performance-based cash awards for the 2018 tranche of the 2016-2018, 2017-2019, and 2018-2020 performance periods:

 
Target Performance-Based Cash Award
Named Executive Officer
2016-2018
Long-Term Incentive
Performance Period
2017-2019
Long-Term Incentive
Performance Period
2018-2020
Long-Term Incentive
Performance Period
Mr. Hughes
$
125,556
 
$
375,000
 
$
401,363
 
Mr. Eperjesy
$
 
$
 
$
 
Mr. Bollman
$
 
$
45,302
 
$
62,223
 
Mr. Zamansky
$
70,200
 
$
74,719
 
$
79,796
 
Ms. Jones
$
94,000
 
$
107,667
 
$
110,834
 

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Amounts Notionally Earned for the 2018 Measurement Period

In 2018, there was an opportunity to notionally earn performance-based stock units and performance-based cash granted under the 2016-2018, 2017-2019, and 2018-2020 performance periods. Presented below are the performance-based stock units (“PBUs”) and the performance cash notionally earned for the 2018 measurement period based on the weighted performance results for 2018 of 43.7 percent.

 
Measurement Period
 
2016-2018
Performance Period
2017-2019
Performance Period
2018-2020
Performance Period
Named Executive Officer
PBUs
Performance Cash
PBUs
Performance Cash
PBUs
Performance Cash
Mr. Hughes
 
1,493
 
$
54,868
 
 
4,296
 
$
163,875
 
 
4,849
 
$
175,396
 
Mr. Eperjesy
 
 
$
 
 
 
$
 
 
 
$
 
Mr. Bollman
 
 
$
 
 
462
 
$
19,797
 
 
752
 
$
27,192
 
Mr. Zamansky
 
835
 
$
30,678
 
 
857
 
$
32,653
 
 
965
 
$
34,871
 
Ms. Jones
 
1,118
 
$
41,078
 
 
1,234
 
$
47,051
 
 
1,339
 
$
48,435
 

Amounts Earned for the 2016-2018 Performance Period

The table below summarizes the awards which were notionally earned in 2016, 2017 and 2018 for the now completed 2016-2018 performance period. These awards were paid in shares of common stock and cash in early 2019.

 
2016-2018 Performance Period
 
2016
Measurement Period
2017
Measurement Period
2018
Measurement Period
2016-2018
Total Earned
 
163.9% Achievement
00.0% Achievement
43.7% Achievement
Named Executive Officer
PBUs
Performance Cash
PBUs
Performance Cash
PBUs
Performance Cash
PBUs
Performance Cash
Mr. Hughes
 
5,599
 
$
205,787
 
 
 
$
 
 
1,493
 
$
54,868
 
 
7,092
 
$
260,655
 
Mr. Eperjesy
 
 
$
 
 
 
$
 
 
 
$
 
 
 
$
 
Mr. Bollman
 
 
$
 
 
 
$
 
 
 
$
 
 
 
$
 
Mr. Zamansky
 
3,131
 
$
115,058
 
 
 
$
 
 
835
 
$
30,678
 
 
3,966
 
$
145,736
 
Ms. Jones
 
4,191
 
$
154,066
 
 
 
$
 
 
1,118
 
$
41,078
 
 
5,309
 
$
195,144
 

In accordance with the regulations established by the Securities and Exchange Commission for the 2018 Summary Compensation Table, the “Stock Awards” column for 2018 shows only the PBU tranches granted in 2018. The “Non-Equity Incentive Plan Compensation” column for 2018 shows the cash amounts notionally earned in 2016, 2017 and 2018 for the now completed 2016-2018 performance period because these cash amounts became nonforfeitable and were fully earned after the end of 2018. Likewise, in the 2018 Grants of Plan-Based Awards Table, the Estimated Future Payouts Under Non-Equity Incentive Plan Awards column shows the performance cash tranches for each performance period.

Restricted Stock Units

The size of the restricted stock unit grants was determined with reference to the competitive benchmarking described on page 13, the Cooper Tire stock price, as well as individual performance and other long-term considerations.

The restricted stock units granted in 2018 generally vest in equal annual installments of one-third per year beginning one year after the date of grant and are presented in the 2018 Grants of Plan-Based Awards Table that follows the 2018 Summary Compensation Table. Upon joining the Company, Mr. Eperjesy was awarded 15,000 restricted stock units which vest after a four year period.

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Retirement Benefits

In order to attract high caliber leadership and promote management continuity among our named executive officers, we provide the following retirement benefits:

401(k) Plan. The Company provides a 401(k) retirement savings plan for eligible employees, including the named executive officers. Under the Spectrum Retirement Savings Plan, in which the named executive officers participate, participants may choose to contribute up to the annual limit determined by the Internal Revenue Service (“IRS”). In 2018, the Company provided each participant with a stated matching contribution of 100% of the first 6% of pay contributed by the employee, up to the limits determined annually by the IRS.
Non-Qualified Supplementary Benefit Plan. The Non-Qualified Supplementary Benefit Plan is a non-elective deferred compensation plan. This plan is designed to make up for any qualified retirement plan benefits lost due to limits of the Code, and the named executive officers participate in the Non-Qualified Supplementary Benefit Plan only to the extent that full participation in our qualified plan is restricted by limits under the Code.

For the executives who participate in the Company’s long-term incentive plan, including the named executive officers, retirement eligibility is defined as the earlier of the date the executive becomes age 65, or the date on which the sum of the executive officer's years of continuous employment with the Company and the executive officer's age equals at least 70 years.

Executive Deferred Compensation Plan

In order to provide executives an opportunity to defer earned salary or cash incentive awards, the Company offered an elective non-qualified deferred compensation plan. Effective December 31, 2017, future deferrals under this plan were suspended and, therefore, the Company no longer offers this non-qualified deferred compensation plan.

Perquisites and Other Compensation

We provide a limited annual allowance of $15,000 to cover the cost of financial planning services and an annual executive physical for our named executive officers. There is minimal use of the Company plane for personal use, and we do not provide a tax gross-up on the imputed income associated with any personal use of the Company plane by an executive. It is the Company’s policy to reimburse for and to gross up the imputed income associated with the travel costs of spouses who accompany the executives to participate in business-related activities. The value of the noted perquisites is detailed in the footnote to the “All Other Compensation” column of the 2018 Summary Compensation Table on page 24.

Other Program Design Elements

Requirements to Maintain a Minimum Level of Stock Ownership

We believe that our named executive officers, whose business decisions impact our operations and results, should obtain and maintain a reasonable equity ownership in the Company. Toward that end, the Compensation Committee has established stock ownership guidelines for our named executive officers as outlined below for the named executive officers who were still serving as of December 31, 2018:

Officer
Ownership Guideline
Targeted Achievement Date
Mr. Hughes
5X Base Salary
September 1, 2021
Mr. Eperjesy
3X Base Salary
December 10, 2023
Mr. Bollman
3X Base Salary
March 21, 2022
Mr. Zamansky
3X Base Salary
April 4, 2016

If any of our named executive officers do not satisfy the stock ownership guidelines in a timely manner, the Compensation Committee may take action, including requiring that 50% of an executive’s annual cash incentive be paid in stock; requiring that the executive retain 50% of the net after-tax shares following the exercise of any stock options or upon the vesting of other equity awards; requiring that 50% of the executive’s long-term incentive awards be paid in stock; or reducing the executive’s long-term incentive grants. All named executive officers, except Mr. Bollman, who joined the Company in March 2017, and Mr. Eperjesy who joined the Company in December 2018, met their respective ownership requirements as of March 1, 2019.

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Clawback Policy

Our Board has adopted a policy that permits us to recoup the incentive compensation paid to our executives in certain circumstances. Under this policy, if the Company significantly restates its reported financial results, the Board will review the circumstances that caused such restatement, consider issues of accountability and oversight, and analyze the impact of such restatement on compensation paid or awarded to Company employees. If the restatement is the result of fraud or misconduct, the Board may elect to recover all annual cash incentive awards, long-term incentive awards, and other incentive-based compensation paid to the employees who engaged in such fraud or misconduct. Additionally, for participants in the Company’s long-term incentive plans, the Board may elect to recover amounts paid out to the extent the Company’s performance results were overstated as a result of such restatement, and, for all participants, the Board may adjust any unvested or notionally earned amounts related to the relevant measurement period(s) to reflect the restatement. If the restatement is not the result of fraud or misconduct, the Board may adjust any unvested or notionally earned amounts related to the relevant measurement period(s) to reflect the restatement. The policy also provides that if the Board determines that any employee has engaged in unethical conduct detrimental to the Company, the Board may seek recoupment of all annual cash incentives, long-term incentives, or other incentive-based compensation paid to such employee during the period(s) of such unethical behavior, and cancel all unvested or notionally earned incentive-based compensation related to such period(s). Recovery under the Clawback Policy is in addition to any recoupment required or permitted by law, including the Sarbanes-Oxley Act of 2002 and common law, or by contract.

Hedging and Pledging Transactions

In order to align the interests of the Company’s officers and Directors with those of its stockholders and to address the potential appearance of improper or inappropriate conduct, the Board of Directors has adopted a policy with respect to hedging and pledging of Common Stock or other equity securities of the Company (“Company Securities”). This anti-hedging policy prohibits Company officers and Directors, including certain family members of such persons, from hedging Company Securities, including short-selling, options, puts, calls, collars and exchange funds, as well as derivatives such as swaps, forwards and futures, or pledging or otherwise encumbering Company Securities as collateral for indebtedness. Persons subject to this policy will be afforded a reasonable opportunity to unwind or otherwise terminate any prohibited hedging transactions or arrangements existing as of the time such person becomes subject to the policy.

Tax Deductibility of Executive Compensation

Section 162(m) of the Code generally provides that compensation in excess of $1 million paid to certain executive officers (and, beginning in 2018, certain former executive officers) will not be deductible. Historically, compensation that qualified as “performance-based compensation” under Section 162(m) of the Code could be excluded from this $1 million limit, but this exception has now been repealed, effective for taxable years beginning after December 31, 2017, unless certain transition relief for certain compensation arrangements in place as of November 2, 2017 is available. The Compensation Committee prior to 2018 generally attempted to design and administer certain of the executive incentive programs of the Company to potentially qualify for the performance-based exemption. However, it also reserved the right to provide compensation that did not or might not meet the exemption criteria if, in its sole discretion, it determined that doing so advanced the business objectives of the Company.

Based on the repeal described above and the operation of Section 162(m) of the Code, compensation granted by the Compensation Committee may not qualify as “performance-based compensation” under certain circumstances. The Compensation Committee believes that the tax deduction limitation should not be permitted to compromise our ability to design and maintain executive compensation arrangements that will attract and retain the executive talent needed for the Company to compete successfully. Accordingly, achieving the desired flexibility in the design and delivery of compensation may result in compensation that in certain cases is not deductible for federal income tax purposes, and it is possible that awards intended to qualify as “performance-based compensation” may not so qualify. Moreover, even if the Compensation Committee intended to grant compensation that qualifies as “performance-based compensation” for purposes of Section 162(m) of the Code, we cannot guarantee that such compensation will so qualify or ultimately be deductible.

In 2014, the Compensation Committee implemented a bonus pool approach to potentially preserve the ability to deduct compensation paid under the AIP and the performance-based long-term incentive programs. The bonus pool approach established a maximum dollar amount and a maximum number of share units that can be paid to the Chief

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Executive Officer and certain other named executive officers and excludes certain merger, acquisition, divestiture, or similar expenses. The bonus pool formula for the 2018 AIP was based on the greater of 4% of operating profit or 5% of net cash provided by operating activities; the bonus pool formula for aggregate performance cash awarded under the 2018-2020 long-term incentive plan was based on the greater of 1.5% of cumulative operating profit for 2018, 2019, and 2020 or 2% of cumulative net cash provided by operating activities for 2018, 2019, and 2020; and the bonus pool for aggregate performance-based stock units awarded under the 2018-2020 long-term incentive plan was based upon 3% of cumulative operating profit for 2018, 2019, and 2020 or 4% of cumulative net cash provided by operating activities for 2018, 2019, and 2020, the greater of which is divided by the fair market value of the stock on the last day of the performance period. Within the limits of the respective bonus pools, the Compensation Committee determined the amounts paid under the annual and long-term incentive plans as previously described. However, the Company does not expect that awards made in 2018 will be able to qualify for the historical performance-based exemption under Section 162(m) of the Code due to its repeal.

Employment Agreements and Change in Control Plan

The Company has no employment agreements with any of the named executive officers.

As a tool to facilitate attraction and retention of key executive talent, the Company has a change in control plan that covers each of the named executive officers. Under this plan, benefits are received only in the event that an actual change in control and a qualifying termination occurs, or a qualifying termination occurs during a time when the Company is party to a definitive agreement, the consummation of which would result in a change in control, and thus such benefits are not considered part of annual compensation. We believe that a change in control plan maintains productivity, facilitates a long-term commitment to the organization, and encourages retention if, and when, we are confronted with the potential disruptive impact of a change in control of the Company.

See “Potential Payments Upon Termination or Change in Control” beginning on page 30 for more information regarding these arrangements.

Compensation Plan for 2019

When setting executive compensation for 2019, the Compensation Committee took into account the results of the stockholder advisory vote on named executive officer compensation that occurred at the 2018 Annual Meeting of Stockholders. As a substantial majority (approximately 95%) of the votes cast approved our named executive officer compensation described in our 2018 proxy statement, the Compensation Committee applied the same general principles in determining the amounts and types of executive compensation for 2019 as described below.

Base pay levels are set with reference to individual roles, impact, individual performance, and median levels of competitive market pay as determined by general market comparisons as described on page 14.

Annual cash incentive opportunity levels are benchmarked against competitive norms as measured against general industry data from Aon Hewitt’s TCM Survey for similar executive positions at the companies described in the Peer Group for Pay Level Benchmarking on page 13. Individual annual cash incentive opportunity levels are adjusted, if warranted, to maintain competitive compensation packages for our named executive officers.

The long-term incentive opportunity for 2019 includes approximately one-third performance-based stock units, one-third performance-based cash, and one-third RSUs. Individual long-term incentive targets are benchmarked against appropriate market data and adjusted, if warranted, to maintain competitive compensation opportunity for our named executive officers.

Executive Compensation Consultant Disclosure

During the 2018 fiscal year, the Compensation Committee engaged Exequity LLP to serve as an executive compensation consultant. Exequity provides research, data analysis, survey information and design expertise in developing compensation programs for executives. In addition, Exequity keeps the Compensation Committee apprised of regulatory developments and market trends related to executive compensation practices. A representative of Exequity typically attends meetings of the Compensation Committee and is available to participate in executive sessions. The Compensation Committee has considered the independence-related factors enumerated by the NYSE and the SEC and has concluded that Exequity is independent. In addition, the Compensation Committee has concluded that the work of Exequity in 2018 did not raise any conflicts of interest.

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Compensation-Related Risk Assessment

The Compensation Committee periodically reviews the incentive plan policies and practices that apply to all of our non-represented employees to determine whether such policies and practices are reasonably likely to have a material adverse effect on the Company. As part of this process, for 2018, the Compensation Committee, with the assistance of management and the human resources department, conducted a formal assessment of these compensation plans and practices. After conducting this assessment, both management and the Compensation Committee have determined that none of our compensation policies and practices create any risks that are reasonably likely to have a material adverse effect on the Company.

COMPENSATION COMMITTEE REPORT

The following report has been submitted by the Compensation Committee of the Board of Directors:

The Compensation Committee of the Board of Directors has reviewed and discussed the Company’s Compensation Discussion and Analysis with management. Based on this review and discussion, the Compensation Committee recommended to the Board of Directors that the Compensation Discussion and Analysis be included in the Company’s definitive proxy statement on Schedule 14A for its 2019 Annual Meeting, which is incorporated by reference in the Company’s Annual Report on Form 10-K for the fiscal year ended December 31, 2018, each as filed with the Securities and Exchange Commission.

The foregoing report was submitted by the Compensation Committee of the Board and shall not be deemed to be “soliciting material” or to be “filed” with the Securities and Exchange Commission or subject to Regulation 14A promulgated by the Securities Exchange Commission or Section 18 of the Exchange Act.

Respectfully submitted,

Robert D. Welding, Chairman
Steven M. Chapman
Susan F. Davis

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EXECUTIVE COMPENSATION

The following tables and narratives provide descriptions of the cash compensation paid by the Company, as well as certain other compensation awarded, paid or accrued, to our 2018 named executive officers, consisting of:

Mr. Bradley E. Hughes, President & Chief Executive Officer;
Mr. Christopher J. Eperjesy, Senior Vice President & Chief Financial Officer;
Mr. John J. Bollman, Senior Vice President & Chief Human Resources Officer and Mr. Stephen Zamansky, Senior Vice President, General Counsel & Secretary, who were our most highly compensated (and only) executive officers other than Mr. Hughes and Mr. Eperjesy, who were employed by the Company as of December 31, 2018; and Ms. Ginger M. Jones, former Senior Vice President & Chief Financial Officer, who retired from the Company on December 31, 2018.

2018 SUMMARY COMPENSATION TABLE

The following table shows compensation information for 2016, 2017, and 2018, as applicable, for our named executive officers.

Name and
Principal Position(1)
Year
Salary
Bonus(2)
Stock
Awards(3)
Option
Awards
Non-Equity
Incentive Plan
Compensation(4)
Change in
Pension Value
and
Nonqualified
Deferred
Compensation
Earnings
All
Other
Compensation(5)
Total
Bradley E. Hughes
President & Chief Executive Officer
2018
$
958,479
 
$
 
$
2,084,621
 
$
 
$
1,352,760
 
$
 
$
68,081
 
$
4,463,941
 
2017
$
927,791
 
$
 
$
1,748,491
 
$
 
$
412,422
 
$
 
$
173,797
 
$
3,262,501
 
2016
$
693,038
 
$
 
$
1,883,319
 
$
 
$
1,488,288
 
$
 
$
158,554
 
$
4,223,199
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
Christopher J. Eperjesy
Senior Vice President & Chief Financial Officer
2018
$
30,137
 
$
175,000
 
$
459,375
 
$
 
$
21,450
 
$
 
$
 
$
685,962
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
John J. Bollman
Senior Vice President & Chief Human Resources Officer
2018
$
411,055
 
$
 
$
287,049
 
$
 
$
253,559
 
$
 
$
29,016
 
$
980,679
 
2017
$
306,300
 
$
50,000
 
$
681,200
 
$
 
$
 
$
 
$
35,345
 
$
1,072,845
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
Stephen Zamansky
Senior Vice President, General Counsel & Secretary
2018
$
460,752
 
$
 
$
459,169
 
$
 
$
429,951
 
$
 
$
29,180
 
$
1,379,052
 
2017
$
444,723
 
$
 
$
442,159
 
$
 
$
245,633
 
$
 
$
69,689
 
$
1,202,204
 
2016
$
430,401
 
$
 
$
443,767
 
$
 
$
713,036
 
$
 
$
82,521
 
$
1,669,725
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
Ginger M. Jones
former Senior Vice President & Chief Financial Officer
2018
$
525,000
 
$
 
$
637,982
 
$
 
$
568,813
 
$
 
$
36,049
 
$
1,767,844
 
2017
$
521,260
 
$
 
$
623,600
 
$
 
$
332,565
 
$
 
$
93,445
 
$
1,570,870
 
2016
$
499,036
 
$
 
$
467,771
 
$
 
$
584,041
 
$
 
$
109,142
 
$
1,659,990
 
(1)Mr. Hughes was appointed President & Chief Executive Officer effective September 1, 2016. He previously served as Senior Vice President & Chief Operating Officer. Mr. Bollman joined the Company on March 21, 2017 and Mr. Eperjesy joined the Company on December 10, 2018. Ms. Jones retired from the Company on December 31, 2018.
(2)Upon joining the Company in 2018, Mr. Eperjesy received a signing bonus of $175,000.

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(3)Except as otherwise noted below, the amounts shown do not reflect compensation actually received by the named executive officer. The amounts shown in this column for 2018 are the aggregate grant date fair values computed in accordance with Financial Accounting Standards Board Accounting Standards Codification (“FASB ASC”) Topic 718. The assumptions made in the valuation are discussed in Note 13 to our Consolidated Financial Statements in our Annual Report on Form 10-K for the twelve months ended December 31, 2018. At maximum performance levels under the 2018 tranche of the 2016-2018 PBUs, the grant date value for each of the named executive officers was as follows: Mr. Hughes, $247,148; Mr. Eperjesy, $0; Mr. Bollman, $0; Mr. Zamansky, $138,189; and Ms. Jones, $184,999. At maximum performance levels under the 2018 tranche of the 2017-2019 PBUs, the grant date value for each of the named executive officers was as follows: Mr. Hughes, $711,201; Mr. Eperjesy, $0; Mr. Bollman, $76,329; Mr. Zamansky, $141,734; and Ms. Jones, $204,244. At maximum performance levels under the 2018 tranche of the 2018-2020 PBUs, the grant date value for each of the named executive officers was as follows: Mr. Hughes, $802,723; Mr. Eperjesy, $0; Mr. Bollman, $124,442; Mr. Zamansky, $159,604; and Ms. Jones, $221,680.
(4)The amounts shown in this column for 2018 represent payouts in cash for performance under our annual cash incentive program and the performance-based cash notionally earned for the 2016, 2017 and 2018 tranches of the 2016-2018 long-term incentive plan. This reporting reflects the fact that notionally earned amounts are not actually earned by the named executive officers until the completion of the full three-year performance period. As discussed under “Compensation Discussion and Analysis” above, these amounts were based on achievement of certain financial goals. See “Compensation Discussion and Analysis” beginning on page 10 for more information about our annual cash incentive program and the performance-based component of the long-term incentive program.
(5)The amounts shown in this column for 2018 represent other compensation and perquisites, including Company contributions to qualified and non-qualified defined contribution plans, and the incremental cost of executive physicals, expense allowances, financial planning services, personal use of Company aircraft and spouse and dependent travel. The Company contributions to the non-qualified plan include contributions made in 2019 for the 2018 plan year. Personal use of the Company plane is limited and charged based upon Cooper Tire’s operating costs.

Amounts received by each named executive officer for 2018 are identified and quantified in the table below:

Named Executive Officer
Company
Contributions
To Qualified
Defined
Contribution
Plan
Company
Contributions
To Non-
Qualified
Defined
Contribution
Plan
Personal
Spouse, and
Dependent
Travel
Tax
Gross-
Up
Related
to Travel
Costs
Financial
Planning
Services
Executive
Physical
Total
Bradley E. Hughes
$
16,500
 
$
40,997
 
$
470
 
$
379
 
$
9,735
 
$
 
$
68,081
 
Christopher J. Eperjesy
$
 
$
 
$
 
$
 
$
 
$
 
$
 
John J. Bollman
$
16,500
 
$
8,140
 
$
608
 
$
247
 
$
2,575
 
$
946
 
$
29,016
 
Stephen Zamansky
$
16,500
 
$
11,120
 
$
 
$
 
$
1,560
 
$
 
$
29,180
 
Ginger M. Jones
$
16,500
 
$
15,000
 
$
 
$
 
$
2,150
 
$
2,399
 
$
36,049
 

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2018 GRANTS OF PLAN-BASED AWARDS TABLE

The following table shows all plan-based awards granted to our named executive officers during 2018. The unvested portion of the stock awards identified in this table are also reported in the “Outstanding Equity Awards at 2018 Fiscal Year-End Table” on page 28. All awards were granted under our 2014 Incentive Compensation Plan. For a summary of the incentive plan designs, see “Compensation and Discussion Analysis” beginning on page 10.

 
 
 
Estimated Future Payouts Under
Non-Equity Incentive Plan Awards
Estimated Future Payouts Under
Equity Incentive Plan Awards
 
 
Name
Type(1)
Grant
Date
$
Threshold
($)(2)
$
Target
($)(3)
$
Maximum
($)(4)
#
Threshold
(#)(5)
#
Target
(#)(6)
#
Maximum
(#)(7)
All Other
Stock Awards:
Number of
Shares of Stock
or Units (#)
Grant Date
Fair Value of
Stock and
Option Awards
($)(8)
Bradley E. Hughes
 
AIP
 
 
 
 
$
575,398
 
$
1,150,795
 
$
2,301,590
 
 
 
 
 
 
 
 
 
$
 
 
PBU1
 
 
2/15/2018
 
$
 
$
 
$
 
 
1,708
 
 
3,416
 
 
6,832
 
 
 
$
118,112
 
 
PBU2
 
 
2/15/2018
 
$
 
$
 
$
 
 
4,915
 
 
9,830
 
 
19,660
 
 
 
$
130,320
 
 
PBU3
 
 
2/15/2018
 
$
 
$
 
$
 
 
5,548
 
 
11,095
 
 
22,190
 
 
 
$
375,015
 
 
PBU4
 
 
2/15/2018
 
$
62,778
 
$
125,556
 
$
251,112
 
 
 
 
 
 
 
 
 
$
 
 
PBU5
 
 
2/15/2018
 
$
187,500
 
$
375,000
 
$
750,000
 
 
 
 
 
 
 
 
 
$
 
 
PBU6
 
 
2/15/2018
 
$
200,682
 
$
401,363
 
$
802,726
 
 
 
 
 
 
 
 
 
$
 
 
RSU
 
 
2/15/2018
 
$
 
$
 
$
 
 
 
 
 
 
 
 
33,285
 
$
1,204,085
 
Christopher J. Eperjesy
 
AIP
 
 
2/15/2018
 
$
11,302
 
$
22,603
 
$
45,206
 
 
 
 
 
 
 
 
 
$
 
 
PBU1
 
 
2/15/2018
 
$
 
$
 
$
 
 
 
 
 
 
 
 
 
$
 
 
PBU2
 
 
2/15/2018
 
$
 
$
 
$
 
 
 
 
 
 
 
 
 
$
 
 
PBU3
 
 
2/15/2018
 
$
 
$
 
$
 
 
 
 
 
 
 
 
 
$
 
 
PBU4
 
 
2/15/2018
 
$
 
$
 
$
 
 
 
 
 
 
 
 
 
$
 
 
PBU5
 
 
2/15/2018
 
$
 
$
 
$
 
 
 
 
 
 
 
 
 
$
 
 
PBU6
 
 
2/15/2018
 
$
 
$
 
$
 
 
 
 
 
 
 
 
 
$
 
 
RSU
 
 
12/10/2018
 
$
 
$
 
$
 
 
 
 
 
 
 
 
15,000
 
$
459,375
 
John J. Bollman
 
AIP
 
 
2/15/2018
 
$
133,593
 
$
267,186
 
$
534,372