Youth Friendly Employment Conference Thursday 24th November 2016 Lorcan Seery – Emerging Talent Manager, Santander (Graduates & Interns) Kerry Harper – Emerging Talent Manager, Santander (Schools to Work and Apprenticeships) Author: Lorcan Seery / Kerry Harper November 2016

for our people, customers, shareholders and communities Santander Aim….. The “Aim” The “What” The “How” To be the Best Bank for our people, customers, shareholders and communities = +

To help people and businesses prosper Our Values and Behaviours … to get there through our people Our Purpose To help people and businesses prosper Our Aim To be the best bank for our people, customers, shareholders and communities Our Values and Behaviours Our Values Our Behaviours

Feeds into our Talent Pipeline across Santander UK Emerging Talent Offering Workwise School Sessions Work Experience (placements across April, Summer & Oct) Local School Engagement Apprenticeships (from level 2 to Degree) Traineeships (2017) Intern summer placements Graduates programmes across San UK 125 Grads on 2014/15 Schemes School to Work Kerry Harper Fiona Hay/Kerry Harper Graduates & Interns Lorcan Seery Feeds into our Talent Pipeline across Santander UK

Santander UK Emerging Talent Model Work Experience Industrial Placement Interns Social Recruitment TraineeShips Workwise Global initiatives Emerging Talent Programs Graduates Apprentices / Trailblazers BAU Development Committees & Targeted Talent Future Leaders Programme (FLP)

2016 – Celebrating Our Success Work Experience 325 Participants supported up to October 2016 Career Ready (83) Remploy (3) International Students (47) Ambitious about Autism (2) Internal Referrals (151) National Citizens Service (39) What have we achieved? Successfully placed 325 participants. Implemented an effective new structure. Enhanced relationships with partner charities. Extra support & tool kits available for managers. Created a valuable experience for all involved. Keep in touch strategy implemented. Achieved Top 100 employer of choice for School Leavers for third year running.

Traditional Development Approach – Pre 2012 Traditional Graduate Development Traditional Development Approach – Pre 2012 No specific individual one accountable for graduate progress on programme Development offered over 1st year (of a 2 year programme) Programmes very popular – always filled our vacancies Little Return on Investment MI Inconsistent development pathways and experience on programme Liaison with Business areas inconsistent – lack of understanding of programme / expectations of graduates Expensive – 2 weeks in a 5 star hotel in the Lake District – all grads together At a glance measurement/comparison of graduate progress was difficult No central development offering Few qualifications offered Low retention – 39% retention Pre-2012 Development Residential in the Lakes No ownership / accountability Few Qualifications offered Learning Outcomes unclear Inconsistent Not cost effective

New Development Approach New Graduate Development Pathway New Development Approach Structured Development Pathway New Graduate Manager Infrastructure introduced Graduate Accountability New Digital Platform Built /Community Sites Bespoke Learning/Development Opportunities Development now offered over 2 years Closer relationship management with business areas Blended Learning Approach Clearer Return on Investment MI More cost effective approach to development More high profile amongst senior stakeholder community Qualifications now offered for all Better retention rates – currently 72% - which is better than the current AGR rate of 66% and almost double previous New Development Structured Development Graduate Manager Accountability Qualifications Clear Learning Outcomes New Digital Platform Cost Effectiveness

Graduate Development Journey Facilitator – Give a broad overview of the topics and why we deem them a important. Link to the Santander Behaviours: Your Pitch” – what do I have to offer? Emotional Intelligence Presentation Skills Effective Communication Influencing Others Giving and Receiving Feedback

Learning Cycle – approx. 6 months 1:1 with Graduate Manager 1:1 with Graduate Manager Learning Cohort Call Kicks off Cycle Learning from Rotation Learning Cohort Call Completes Cycle Experiential event User led learning via online site PEP & Learning Log Learning from CSR, Strategic projects etc.

Development Programme Online Journey