Presented by: Dan Hilbert, CEO – OrcaEyes

 The science of proactively discovering Human Capital issues that potentially cause risk to business: ◦ Finances ◦ Operations ◦ Strategic Plans and Missions  Managing and converting risks into opportunities ◦ HR as a Boardroom strategic risk management center ◦ HR as a Profit Center Workforce Planning

Data driven, proactive system for:  Having the Right People  At the Right Place  At the Right Time  Performing Optimally

Mission Critical Business Functions:  Supply Chains  Networks  ERP  Plant Management Valero  Record setting growth ◦ How do we support it? ◦ Where can we reduce Human Capital risks to business?  Refining, Retail, Transportation, Trading

Real World Challenges  Banking  Manufacturing  Technology  Energy  Utilities  Retail  Healthcare Real World Solutions  Unprecedented industry awards and recognition – over 30 ◦ Garner, Texas A&M, ERE, IQPC, WF Management, HR Magazine, CFO Magazine, HR Technology Conference, AHRI, TAMBIC, HR Executive……..

“Our data is really bad or we don’t have enough data.” “We really don’t know where to get started and are unsure about ultimate objectives.” “Our business is very unique.” “What politics are we likely to face?” “How will we get buy-in from Leadership?”

 Discover exactly how good or weak the data is  Core WF Planning requires only directionally accurate data  Using data accuracy factors in predictions  This is exactly how your business operates  Transparency of formulas and data sources “Our data is really bad or we don’t have enough data.”

 Right People, Right Place, Right Time, Right Cost  Start with projected, multi-year workforce gaps and surpluses  Not as much as we initially think  The Basics (WF Gaps, Turnover, Reasons, Demographics)  The Outcomes (Financial, Operational, Strategic) “Our business is very unique.” “We really don’t know where to start and are unsure about ultimate objectives.”

 Internal from other HR departments  Getting business push-back in the beginning  Inclusion of HR in strategic leadership meetings and committees  Monthly Human Capital – Business Reports and Conversations That’s all!! “What politics are we likely to face?” “How will we get buy-in from Leadership?”

Data QualityMetrics Talent Management Budget

 Workforce Talent Gap  Turnover  Historical Fill-Rate  Projected External Recruiting Needs  Actual External Supply, Cost and Location of Talent  Time-to-Fill  Age Distributions  Diversity Distribution and Pay

Finance Operations Strategy Finance Operations Strategic Plans Safety Competitive Edge Finance Compliance Legal Reputation

HR Functions Recruiting, Training and Development, Retention, & Compensation Human Capital Drivers Organizational Readiness, Time-to- Fill, Attrition, Performance Turnover, Aging Demographics, etc. Risk and Opportunities Financial Drivers: Lost Revenue Opps, Financial Instruments, Labor Costs, Executive Compensation Operational Drivers: Efficiency, Productivity, customer satisfaction, project effectiveness Key Performance Indicators & Strategic Business Plans Board Risk Earnings Margins Revenue Opportunity Costs

 1, 2, 3 1.Upload data into SonarVision On Demand – at NO COST 2.Receive a WF Planning and Human Capital Analysis on your data. Confidentially - at NO COST 3.Gain unprecedented basic industry benchmark data within 6 months. Confidentially – at NO COST  A, B, C ◦ A ssess viability and accuracy of required data ◦ B uild rapid understanding of HR strategic value ◦ C onnect the Dots: Human Capital to Business

 4-Part webinar Workshop Series to learn Workforce Planning in the Real World ◦ Working with your own live data – confidentially ◦ Assessing your data viability and knowing what benefits are available to your organization ◦ The basics of Workforce Planning with your data for your organization ◦ Proactively Discover and Diagnose specific opportunities for your business ◦ The specific communication needed to gain leadership support ◦ From scratch, build real world, Workforce Planning solutions which drive successes in your organization - cooperatively  Focus by industries also ◦ No Risk, No Cost to you requiring less than minutes ◦ Share best practices directly with peers

Color Coded Alerts of Positions & Departments

Proactive Risk Discovery

Proactive Root Cause Analysis Turnover Voluntary TurnoverPerformance Turnover Aging Demographics Compensation Disparity

Reduction in OT costs of hourly employees from Time-to-Fill increasing earnings

Dan Hilbert – CEO OrcaEyes , Ext 707 URL about Complimentary Workforce Planning Trial: