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Rewards - Compensation

Special 2015 Performance Acceleration Bonus Plan

Executive Officers

These guidelines apply to Executive Officers.

To receive payment under the Performance Acceleration Bonus Plan, the participant must be actively employed as of the end of Q2 2015 and must be considered meeting or exceeding performance expectations under the 2015 mid-year performance review process.

The plan pays up to 50% of an individual’s annual Short-Term Incentive Plan (STIP) target if:

•       Performance is above threshold for EPS for the first half of the 2015 fiscal year, and

•       An individual is a member of an operating segment that achieved its fully allocated operating profit budget in the first half of the 2015 fiscal year.

For corporate employees who are not directly associated with a single operating segment, the eligibility criterion with respect to meeting first half fully allocated operating profit will be waived subject to the mechanism described below:

•       The maximum bonus that can be earned will be calculated under the following formula: annual target bonus X 50% X “blended operating segment performance factor” in %. The “blended operating segment performance factor” is calculated as follows: sum of budgeted first half operating profit for all operating segments that achieved or exceeded the first half budget / the total first half fully allocated operating profit budget.

Payout

•       A threshold and target level of performance will be established. A bonus pool will be calculated per the below schedule.

Threshold + $0.10 (Target)

Threshold + $0.09

Threshold + $0.08

Threshold + $0.07

Threshold + $0.06

Threshold + $0.05

Threshold + $0.04

Threshold + $0.03

Threshold + $0.02

Threshold + $0.01

Threshold

Rewards - Compensation

Special 2015 Performance Acceleration Bonus Plan

Executive Officers

Payment will be made in cash, subject to taxes and deductions as applicable.

Payment will be made as soon as practical following the end of the second fiscal quarter, most likely in July 2015.

If a participant begins employment with the company during Q1 or Q2 2015, bonus potential will be pro-rated for the time the participant was employed during Q1 and Q2.

If a participant transfers jobs and changes plan design standards, potential bonus will be pro-rated for the time spent in each job.

Participants may direct questions about the Performance Acceleration Bonus Plan to the CEO or VP of Human Resources.

The Compensation Committee of the Board of Directors shall make a certification decision with respect to performance of financial metrics and consider extraordinary circumstances that may have positively or negatively impacted the achievement of the objectives. The Board or management in their discretion, reserves the right at any time to enhance, diminish or terminate all or any portion of any compensation plan or program, on a collective or individual basis.

Actively Employed - A full-time or part-time employee on the Company payroll. It excludes any employee who has been terminated from employment with the Company – voluntarily or involuntarily – in advance of May 30, 2015.

Company - H.B. Fuller Company and its wholly owned subsidiaries.

Eligible Earnings – To be determined by region/country.

EPS – The diluted adjusted earnings per share after taking into account the cost of the half year bonus plan.

Payment - The cash reward payable after conclusion of the second quarter.

In calculating the results, the following adjustments will be made:

a.

b.

c.

d.