Experience-Based Learning Business Confidential Experience-Based Learning Key concepts

Agenda EBL role in training Program design Role of parties EBL contract Host Department best practices Rotational Employee best practices Potential GPFAC role

EBL role in training EBL is one of three legs of a comprehensive employee Credit Risk training program, which includes Classroom Instruction Experience-Based Learning Mentoring It is an extension of Classroom Instruction that enables Rotational Employees to gain a practical understanding of the role and core tasks performed by other Departments through short-term assignments This understanding facilitates that employee’s job performance It promotes a better understanding of the organization as a whole DC&F can help organizations design and implement an EBL program which, together with Classroom Instruction and Mentoring, can help an organization improve performance and mitigate credit risk Over time, the program is expected to improve inter-Departmental cooperation and promote a common credit culture throughout an organization

Program design Understand the role of another Department Actions undertaken Program objectives Assign Rotational Employees from one Department to another Understand the role of another Department Perform tasks that reflect core competencies of the organization, with each task having a learning, shadowing, and doing component Deeper understanding of core activities in another Department Clear participation and selection criteria, manage expectations, detailed implementation plan, evaluate program effectiveness Manage the process Over time Improved understanding of core competencies across Departments Overall mission: improve organizational understanding and promote a common credit culture

Role of parties Management Positive, visible, and enthusiastic support of the program is a pre-requisite to success HR Representative Administer and implement the program (applications, match Rotational Employees and Host Departments, orientation program, conduct surveys, evaluate program, dispute resolution) Host Department Recognition that the Rotational Employee is the immediate beneficiary of the program. Self-less willingness to facilitate the Rotational Employee’s learning. Assess Rotational Employee, based on established criteria, and communicate assessment to Rotational Employee’s Home Department Rotational Employee Strong commitment to learn about the role of the Host Department, the different tasks it performs, and how it interfaces with the Rotational Employee’s Home Department and the rest of the organization.

EBL contract Defines scope and expectations of the Rotational Assignment Summarize broad objective of assignment and how it connects to organization’s mission and values Specify the length of the assignment Detailed description of tasks, including “Learning”, “Shadowing” & “Doing” aspects of each task It is an agreement between Rotational Employee and Host Department Mutual acceptance of contract between Rotational Employee and Host Department Signed by the Rotational Employee and Host Department and witnessed by HR Representative Evaluation of the Rotational Employee Performance Specifies the criteria for evaluation of the Rotational Employee during the assignment by the Host Department Manager Communicated to the Home Department Manager Specifies the Host Department point of contact for Rotational Employee

Host Department best practices Understand and accept that Rotational Employees should not be used for staff augmentation Strong commitment to the Rotational Employee Availability of supervisory staff to maximize learning Tasks should reflect core businesses and include: Learning component Shadowing component Doing component No mundane tasks Biggest source of dissatisfaction Communicate learning expectations Assess Rotational Employee’s performance Using pre-established criteria

Rotational Employee best practices Receptive to the program and the tasks assigned by the Host Department Sensitivity to the Host Department’s other priorities Learn independently to the extent possible Work with the Host Department and the HR Representative to identify and solve problems during the assignment itself, instead of later After the assignment, Communicate the positive experience to Home Department Facilitate a better understanding of the Host Department’s role, priorities, and challenges

Potential GPFAC role Support the organization to design and implement the EBL program Establish Training Task Force composed of employees from each Department and HR Representative Coordinate regular meetings (bi-weekly), establish agenda, follow-up action items, support tasks to be performed Drive process Develop criteria to match rotational employees with Host Departments Support HR Representative with administrative support, as needed Help define EBL tasks with a learning, shadowing, and doing component Develop sample EBL contracts to be signed by Rotational employee Host Department Manager and Supervisor Witnessed by HR Representative Design mid-course review and evaluation Support the development and implementation of a pilot program Design evaluation criteria Make recommendations for roll-out, based on evaluation of the pilot program

Contact E-mail: alok.mathur@GPFAC.com Call +1 (203) 227-1160