Job Rotation March 2016

Purpose Provide employees with the ability to learn about other departments at Ceridian Provide employees with direct insight into career path opportunities at Ceridian Provide a temporary change for employees who need a temporary change from their current role; whether that be related to stress, travel, or other reasons Improve cross-department information sharing Increase awareness and appreciation for the challenges other departments face – reduce “us vs them” mentality Provide an additional mechanism to handle the ebb and flow of staffing needs in the various departments Continue to strengthen Ceridian’s employer brand

Participant Qualification Employee must have been with Ceridian in their current role for 18 months at the time of application Employee must be in good standing – i.e. not on a performance plan Employee’s manager must approve the job rotation in writing Employee must work in the office or able to travel to at their cost where the job posting is or – i.e. Ceridian will not pay for a location transfer as part of a job rotation. Virtual employees may apply for job postings where a virtual status is noted.

Program notes Job rotation is typically 4 to 8 months in duration depending on role There is no department cross charge during the rotation period – i.e. the home department continues to pay for the employee Employee must return to home department at the conclusion of the rotation. If the employee wants to permanently transfer they would return to home department and apply for permanent transfer  Recruiter and hiring manager will review all applications received in the application window prior to making any hiring decisions TABLE: Employee’s current pay grade must be within 1 (confirm with Anita’s group) grade of the job being applied for. There will be no compensation changes related to the rotation.

Responsibility of receiving department Participate in interview process and ultimately select the candidate(s) Provide training for employee Provide a mentor/buddy and manager Provide regular performance feedback Participate in formal performance review and compensation review process led by sending department, if applicable

Responsibility of sending department Approve job rotation for the employee in writing Stay connected to employee during the rotation, e.g. a monthly check-in Pay for employee on rotation Backfill employee as needed and at own cost – the sending department reserves the right to monitor the aggregate “exits” for any given period and decline/defer one or more rotations on the basis of negative impact to the business Regardless of whether the position was backfilled the employee is guaranteed their position back when the rotation ends Handle formal performance and compensation review regardless of whether the rotation period crosses the performance and merit review

Responsibility of employee Perform at a high level during the job rotation Complete the entire rotation and return to home department Document what you learned and present back (e.g. lunch & learn) to your team

Key dates and Communications Program announced to managers and above April 7. Jobs posted April 11 (Eric working on which system they’re posted; goal to have learning site loaded and ready April 7) Program announced to employees April 11 Application and interview process opens April 11 Manager FAQ L&L April 7 Staff FAQ L&L April 13 Application process closes April 22 Interview process closes April 29 Employee selections completed by May 6 It is expected that the timelines for the rotation are June through December

Job application and interview process Employee will apply on line using the Employee and Leadership page: http://ceridiashare.ceridian.net/sites/Learning/Programs/Pages/Home.aspx Employees will complete a brief application that will include their current resume, a short essay on why they wish to be considered, and approval from their manager. The deadline for applications is April 22, 2016. All applications will be reviewed and a list of qualified candidates will participate in an interview with the Job Rotation Committee. (potential partnership with HRC for applications in question) Interview process will begin as early as April 22 and closes April 29 Employee selections completed by May 6 Employees not selected for a rotation will receive follow up conversation and career exploration from their local HR support

Rotation Opportunities Sales: Product Consultant (Toronto) Application Consultant (Toronto) Implementation: Instructional Designer/Developer or Instructor (Toronto/Gord MacDonald) Implementation Consultant (Toronto/Monika Schmidt, Mississauga/Dylan Madonia, Minneapolis/Mariflor di Rienzo, Minneapolis/Monika Schmidt, St Pete/Mariflor di Rienzo Professional Services Consultant (Markham/Kevin Thompson, St Pete/Kevin Thompson) Project Manager (Alpharetta, Mississauga) Customer Support: Application Analyst (Toronto, Markham, Montreal, Atlanta, St Pete) Application Specialist (Toronto) Development: Development operations (Toronto, Atlanta, Ottawa, Minneapolis) Security specialist (Toronto, Atlanta, Ottawa, Minneapolis) Web services developer (Toronto, Atlanta, Ottawa, Minneapolis) Business analyst (Toronto, Atlanta, Ottawa, Minneapolis) Test engineer (Toronto, Atlanta, Ottawa, Minneapolis) Research assistant (Toronto, Atlanta, Ottawa, Minneapolis) Release manager (Toronto, Atlanta, Ottawa, Minneapolis) Data architect (Toronto, Atlanta, Ottawa, Minneapolis) Performance engineer (Toronto, Atlanta, Ottawa, Minneapolis) Tech Writer (Toronto, Atlanta, Ottawa, Minneapolis) Shared Services IT Project Manager (TBD)