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Talc can, however, make scratches more visible in a highly filled compound; submicron talcs, surface-treated talcs, and anti-scratch additives can mitigate this effect.

Talc can, however, make scratches more visible in a highly filled compound; submicron talcs, surface-treated talcs, and anti-scratch additives can mitigate this effect.

Talc can, however, make scratches more visible in a highly filled compound; submicron talcs, surface-treated talcs, and anti-scratch additives can mitigate this effect.

Talc can, however, make scratches more visible in a highly filled compound; submicron talcs, surface-treated talcs, and anti-scratch additives can mitigate this effect.

Talc can, however, make scratches more visible in a highly filled compound; submicron talcs, surface-treated talcs, and anti-scratch additives can mitigate this effect.

Talc can, however, make scratches more visible in a highly filled compound; submicron talcs, surface-treated talcs, and anti-scratch additives can mitigate this effect.

Talc can, however, make scratches more visible in a highly filled compound; submicron talcs, surface-treated talcs, and anti-scratch additives can mitigate this effect.

The primary responsibilities of each committee are summarized below and set forth in detail in each committee’s written charter, which is located on our website at www.polyone.com under “Corporate Governance” on our investor relations page. 35 CORPORATRR E GOVERNANCE AAudit Committee – Primary Responsibilities and Requirements • Meets with appropriate financial and legal personnel and independent auditors to review our corporate accounting, internal controls, finff ancial reporting and compliance with legal and regulatory requirements NUMBER OF MEETINGS IN 2016: 9 • Exercises overs gight of our independent auditors, internal auditors and finff ancial management COMMITTEE MEMBERS: R.H. Cash-Settled Performance Units 30% Stock Appreciation Rights 35% Restricted Stock Units 35% 2016 Long-Term Incentive Plan Vehicles and Weightings 53 COMPENSATION DISCUSSION AND ANALYSIS Perforff mance Period Weighting January 1, 2016 through December 31, 2016 25% January 1, 2017 through December 31, 2017 25% January 1, 2018 through December 31, 2018 25% January 1, 2016 through December 31, 2018 25% The attainment level forff the cash-settled performance units will be certified at the end of the three-year perforff mance period. The areas we considered in determining that our compensation programs do not pose a material risk to PolyOne included our: 74 EXECUTIVE COMPENSATION Compensation Philosophy Payout Curves Clawback Policy Compensation Plan Design Weightings of Incentive Plan Measures Anti-Hedging/Anti-Pledging Policies Balanced Pay Mix Compensation Plan Governance and Oversigght Stock Ownership Requirements Timing on Incentive Payouts Selection of Performance Measures Pay-for-Perforff mance Validation a result of the assessment, the Compensation Committee concluded that our compensation structures are appropriate and no material risks were identified.

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