People Lead: This is the visual representation of our model. This model supports and reinforces our definition of leadership - achieving results, with the right people, in the right way. We make sure we have the right people through our hiring practices and our People cycle decisions – promotions, moves and development discussions. Master Competencies It shows three interconnected circles, each which represent our three master competencies: Dream Big Develop People Live our Culture When these three come together, we as individuals and as a company achieve great results. Competency Components Each one of the master competencies have within them three “Competency Components,” which are categories that organize the behaviors within each competency. We will be assessed against the behaviors within each one of these circles. The outcome will tell us where our strengths are, and where we need to focus our development planning to close our gaps. For example: Someone might find that they are really strong at “Live our Culture” and “Develop People” but not as strong in “Dream Big.” Maybe this is because someone has opportunity around “Turn our Dream into Reality” and “Think about the next Big Opportunity.” If so, the focus for their development over the coming year would be around this competency. They would build their development planning efforts on closing this gap through activities such as training, mentoring, looking for key experiences, and perhaps asking for ongoing feedback from others to help them stay the course. Using the model in this way allows individuals to continue leveraging their identified strengths and be focused on closing gaps in their identified development opportunities. We expect new gaps to appear on our assessments as we have changed the behaviors in the model.

Guide for behavior differentiation by level LL1 Lead in the face of adversity/ambiguity Challenge current practices and processes Set the bar and drive results Leverage networks Inspire commitment Create talent strategy Drive change Create game-changing opportunities LL2 Sustain team performance through adversity/ambiguity Apply best practices and solutions Build networks Drive engagement Develop talent pipeline Manage change Encourage innovation LL3 Turn our Dream into Reality Define long-term strategic view Translate strategy into action Align behavior with action Dream Big Think next Big Opportunity Bring new ideas Move with Agility Embrace change Grow Talent Develop self and help others Develop People Inspire and Motivate Encourage team work Act with Impact and Influence Collaborate across teams People Lead: Each leadership level has behaviors that map to that level and map back to the three master competencies – Dream Big, Develop People and Live our Culture. Here, you can see the progression of behaviors. The progression occurs because as you progress in your career, you are expected to move from being more of an individual contributor to a strategic thinker that is directing and motivating others. As the roles change, so do the expectations of your leadership. The model is generally a build, starting with the premise that the behaviors in the LL3 level are foundational and important for all levels. From there, the assumption is that the LL2 level includes all of the behaviors in the LL2 and L3 levels, and the LL1 level includes all of the behaviors in the LL2 and LL3 level. It also assumes that the effective LL1 leader is proficient at all of the behaviors in the LL2 and LL3 levels and the LL2 leader is proficient in the all of the behaviors in the LL3 level. Drive Execution Deliver results and drive efficiency Deliver consistently Live our Culture Strive for Excellence Raise the bar for own performance Demonstrate Resilience Stay focused and positive