1. Michelle Chamberlain Enterprise-wide OD 05/24/2006 Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities. Onboarding – Definition Onboarding Offer Letter Signed 90 Days 1 st Day 1 st Week30 Days 60 Days The BrandThe Values & Culture The Candidate Experience The Employee Experience

2. Michelle Chamberlain Enterprise-wide OD 05/24/2006 To maximize new hire performance and engagement and ensure the perpetuation of our Core Values. To quickly give new hires the skills, confidence, and tools needed to do their job effectively and become fully adapted to their new organization. To simplify the various current processes, information and resources that can sometimes be confusing for new employees and hiring managers to navigate; and to create a shared foundational experience for all new employees. Why Implement a Consistent Onboarding Process Across the Org?

3. Michelle Chamberlain Enterprise-wide OD 05/24/2006 The new onboarding process will: Incorporate our Core Values Be simple Checklists for hiring managers, new employees, and HRBPs; logical & evident sequence Leverage and integrate existing processes Utilize Manager & New Employee Dashboards Clarify hand-off points and responsibilities Provide easy access to info and tools Resources will be centrally located and will include checklists and templates Onboarding – New Process

4. Michelle Chamberlain Enterprise-wide OD 05/24/2006 Prepare Recruiting, Hiring Manager, and team prepare resources (work space, computer, uID, card key, welcome poster, etc.) Hiring Manager outlines performance expectations, key contacts, first assignment, and defines what success will look like. Enable New employee builds key relationships, learns the business and culture, and understands how s/he contributes to the success of the team and business. Hiring Managers and Onboarding Buddies play integral roles in enabling and engaging new employees. Support As the new employee executes and delivers, the Hiring Manager (and HRBP for L5+) continues to enable and support the new hire and ensure ongoing communication and feedback between new hire and manager. Onboarding – Future State 30 Days 90 Days Offer Letter Signed 1 st Day 90 Days 1 st Week 60 Days Enable Support Prepare E n g a g e

5. Michelle Chamberlain Enterprise-wide OD 05/24/2006  Procure desk space, computer, phone, uID, etc.  E-mail to team and other applicable parties announcing new hire, background, and focus of new role (copy new employee, or save to share with him/her on the first day)  Provide access to all relevant collab sites, Distribution Lists, etc.  Assign an onboarding buddy to assist in onboarding  Identify key contacts for new hire  Print out team/dept. org charts and phone lists  Define performance expectations for 30/60/90 day timeframe  Vision/Mission/Values poster on desk  Welcome letter from CEO  (E) Create onboarding plan (E) = L5+ Onboarding – Prepare Phase Signed Offer Letter to Day 1

6. Michelle Chamberlain Enterprise-wide OD 05/24/2006  Welcome event with co-workers  1:1 Welcome meeting with hiring manager; review Core Values  Complete new hire paperwork; set up voice mail; explore New Employee Dashboard  Introductions and facility tour  Complete new employee orientation eLearning modules  Review org charts, time recording, vacation planning, sick leave, dress code, etc.  1:1 meetings with key business contacts (may be outside of team)  Weekly check-ins with manager (performance expectations, what’s going well, what’s challenging, how can I help?)  Performance Management and Development Planning overview  Identify training requirements and overview of Talent Builder  Review 30/60/90 day plan  30-day check in  (E) Meet with Rewards & Benefits  (E) Executive Passport  (E) The First 100 Days plan (E) = L5+ Onboarding – Enable Phase Day 1 to Day 30

7. Michelle Chamberlain Enterprise-wide OD 05/24/2006  60-day manager/new emp check in (Template includes conversation about core values)  (E) Understand Talent Planning and Succession processes  (E) Create personal “Board of Advisors”  (E) NLA – New Leader Assimilation  (E) New Employee Roundtable with CEO prior to Sr. Leader Retreat  (E) Follow-up meeting with Rewards & Benefits (E) = L5+ Onboarding – Support Phase Day 30 – Day 90 and beyond

8. Michelle Chamberlain Enterprise-wide OD 05/24/2006 A buddy offers insight and instruction to new hires and shares certain responsibilities with the manager. Buddies should exhibit the Values and Competencies. Buddies help navigate the complexities and networks of xx: –Explain organization and business unit structure –Introduce new hires to colleagues –Offer insight into core values and culture, and –Provide instruction on processes and the way work gets done. What is an Onboarding Buddy?

9. Michelle Chamberlain Enterprise-wide OD 05/24/2006 Research across industries found that 40% of external executive hires fail within 18 months. American Express did an analysis of exit interview data and found that the key reasons for departure of external executive hires are: –Poor explanation or understanding of performance expectations –Overpressure to perform early in tenure –Failure to form key internal networks and relationships –New hires’ feelings that their ideas are rejected What About Executives?

10. Michelle Chamberlain Enterprise-wide OD 05/24/2006 Onboarding refers to the collective processes and activities of integrating new employees into xx. The onboarding period begins when the new executive signs the offer letter and continues through the first 180 days of employment. It includes preparing for, enabling, engaging and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities. Executive Onboarding – Future State 30 Days 180 Days 1 st Day1 st Week 60 Days Enable Support Prepare Offer Letter Signed R&B / Compliance Meetings Begin Mentor Meetings NLA Personal Board of Advisors Key Stakeholder Meetings e-Passport & New Employee Roundtable with CEO R&B Follow-up Meeting 100 Day Plan Check in E n g a g e The First 100 Days Plan ( initiated by SHRM and hiring manager, input by new exec ) Research & Customer Insight Briefing