Transaction Details

Footnotes

Represents vesting of one-quarter of market share units granted on March 10, 2022. | Represents a downward adjustment to the number of shares acquired upon the vesting of market share units due to the performance factor. | Shares withheld for payment of taxes upon vesting of awards. | Represents vesting of one-quarter of market share units granted on March 10, 2023. | Amount represents distribution of performance shares earned under the 2023-2025 Long-Term Performance Award. | Adjustment to award based on the performance factor applied in accordance with the terms of the award and certification of performance results by the Board. | Each market share unit converts into the number of shares of common stock determined by applying a payout factor to the target number of shares vesting on a given date. The payout factor is a ratio of the average of the closing price on the measurement date plus the nine prior trading days divided by the average stock price on the grant date (also a 10-day average). The minimum payout factor that must be achieved to earn a payout is 80% and the maximum payout factor is 225%. | Each performance share unit converts into one share of common stock upon distribution in the first quarter of 2026. | Each market share unit converts into the number of shares of common stock determined by applying a payout factor to the target number of shares vesting on a given date. The payout factor is the greater of Total Return and relative total shareholder return (rTSR) Floor. Total Return is a ratio of the 10-day average closing stock price on the measurement date, plus the value of accumulated dividends, divided by the average stock price on the grant date (also a 10-day average). The minimum payout factor for Total Return performance that must be achieved to earn a payout is 80% and the maximum is 225%. The rTSR Floor feature provides a minimum level of payout if BMS stock price declines from the grant date but outperforms our peers based on their TSR percentile rank. A TSR percentile rank (i) below the 50th percentile yields a 0% payout, (ii) between the 50th and 74.99th percentiles yields a 50% payout, and (iii) at or above the 75th percentile yields a 100% payout. | These market share units cliff vest on the third anniversary of the grant date, subject to certification of performance results by the Board. | Each performance share unit converts into one share of common stock upon distribution in the first quarter of 2029, subject to certification of performance results by the Board.