1. November 15, 2012

2. Provide a roadmap to assist in the development of new associate Integrate self-directed learning and mentoring/coaching Identify Common Policies 2

3. Self Directed Learning Mentoring/ Coaching Talent Development and Engagement 3

4. Congruency with vision, values and missionEfficient use of time and dollars for talent developmentIncrease employee engagement and core competenciesDevelop link to performanceEnsures consistency in work processes 4

5. New Associate Engagement Begins Day 1 Need to Know Need to Experience Need to Do 5

6. Majority of American Workers Not Engaged in Their Jobs Highly educated and middle-aged employees among the least likely to be engaged Source: http://www.gallup.com/poll/150383/Majority-American-Workers-Not-Engaged-Jobs.aspx October 28, 2011 6

7. Aberdeen’s Findings:  The top 20% “best-in-class” (BIC) organizations achieve stronger onboarding results than do the lagging bottom 30% of organizations. ◦ Employees who have been with company for one year or less rate themselves as “highly engaged”: BIC: 89%, Lagging: 25% ◦ New employees achieved first performance milestone within the agreed-to time period: BIC: 87%, Lagging: 21% ◦ New employees receive a rating of “exceeds” in their first performance review: BIC: 67%, Lagging 20%  The best in class organizations onboard more employees than do laggards. ◦ Percent of companies that onboard 80% of employees: BIC: 68%, Lagging: 35%  The best in class organizations apply more rigor to onboarding than do laggards. ◦ Formal process to ensure all relevant stakeholders know what is expected of them to ensure new employees arrive on day-one ready to be productive: BIC: 79%, Lagging: 50% ◦ All relevant stakeholders (e.g. hiring managers, HR, all interdependencies) know how they can impact each new employee (in employee’s early days): BIC: 64%, Lagging: 24% ◦ Data from the recruiting process is integrated with the company’s performance management process: BIC: 41%, Lagging: 13% Source  Aberdeen’s full report by Kevin Martin and Justin Bourke is available at www.aberdeen.com.www.aberdeen.com 7

8. 1. Identify what new hire needs to know  Job and team expectations  Understand accountabilities  Work process specific to the job 2. Identify what new hire needs to experience  Sense of teamwork  Respect and valued  Connection to the company 3. Identify what new hire needs to do  Be productive  Become a highly valued contributor  Demonstrate values and commitment to the mission and vision 8

9. 9 Onboarding Framework Development Steps Know ExperienceDo

10.  Compile a list of common policies  Identify staff to include in orientation training (i.e, managers, buddy, team leaders)  Develop a list of key leaders  Determine self directed materials, ensure time slotted for coaching and mentoring  Identify on-boarding timelines  Develop check list  Develop mentoring/coaching working agreement  Identify strengths, transferable skills and opportunities  Develop transition plan from prior position to new position if internal move  Set up work space, access to drives and documents 10

11. 11 QA