1. Alternative Programs Moderator: Craig Mueller, CRP, GMS – TRC Global Solutions Panel: Nan Sheppard – Diversey, Inc. Susan Zandarski SGMS – Whirlpool Corporation Carol Borner – Accenture Kelly Tepera, CRP – Altair Global Relocation

2. Nan Sheppard Diversey, Inc

3. Diversey – Program Snapshot To protect lives, preserve the Earth and transform our industry. Our purpose is what drives us to deliver super solutions that help our customers protect their customers and their brands. It’s the inspiration for our innovations of complete solutions that combine chemistry, machines, utensils, dosing and dispensing, packaging and processes to optimize results while reducing waste, water and energy consumption and protecting workers. Living our purpose will result in a cleaner, healthier future. 10,500 employees globally 60 offices in 55 countries Sales in 175 countries

4. Diversey – Program Snapshot North American relocation programs Average 20 “domestic” relocations annually Split 50/50 new hires/current employees 3-tiered policy Partner with a Relocation Management Company Global assignment program 50 assignees predominantly non-US based Anticipate headcount of 75 by yearend Localization and cross border moves In house except tax compliance 1.75 internal staff

5. Diversey – Program Enhancements July 2008 Pre-acceptance appraisal process Increased cap for loss on sale Increased quick sale bonus Introduction of GBO for Tier 3 Repayment Agreement – increased to 2 years June 2009 Supplemental assistance for “excessive loss” “Destination Diversey”

6. Diversey – Interim Enhancements Loss on Sale Increased eligibility for employees Increased cap 100% up to $40,ooo for employee sale 75% up to $30,000 for inventory home Standard cap of $20,000 for employee sale Standard cap of $18,000 for inventory home Home Sale Bonus Increased eligibility for employees Changed time parameters and amount of incentive 5% of net sales price 0 – 60 days ($30K cap) 3% of net sales price 61 – 120 days ($20K cap) Standard cap of $5,000

7. Diversey – Destination Diversey Objective: Showcase Racine, Milwaukee and/or North Chicago communities and Diversey amenities for prospective employees and their families. Destination Diversey focuses on education, community resources, real estate and quality of life. FOR ALL INTERVIEWEES Who: All candidates new to Southeastern Wisconsin (relocation approved or relocation assistance not provided) When: On-site interview day What: Information packet How: Contact Nan Sheppard for packet Cost: None

8. Diversey – Destination Diversey FOR RELOCATION APPROVED OPEN POSITIONS Who: Candidates invited to Sturtevant to interview for position When: On-site interview day What: 2-3 hour general community overview and tour (usually Racine-county based) How:Contact Nan Sheppard at least 48 hours prior to scheduled interview FOR RELOCATION APPROVED OPEN POSITIONS Who:Final candidate and spouse/partner When:Final interview –or- concurrent with preparing offer of employment What: 4-6 hour personalized community tour including select real estate visits and educational programs How: Contact Nan Sheppard at least 48 hours prior to scheduled interview

9. Susan L Zandarski, SGMS Whirlpool Corporation

10. Whirlpool – Program Snapshot Every Home…Everywhere…with Pride, Passion and Performance World’s leading manufacturer & marketer of major home appliances with *annual sales of more than $18 billion in 2010 *71,000 employees worldwide *67 manufacturing & technology research centers globally Community partnerships- employees donating time Habitat for Humanity – Whirlpool donates a refrigerator & stove to every Habitat home built in North America.

11. Whirlpool – Program Snapshot Internal staff of two Out sourced program through HRO & RMC -Regions provide various support locally in-house 350 – 500 domestic US moves annually 500+ Assignees globally Decentralized global program & policy administration Currently trying to build alignment and global policy where possible

12. Whirlpool – Program Enhancements Centralized immigration internally Utilize third party immigration partner Centralizing program internally allowed us to reduce the turnaround time and reduced challenges due to complex immigration issues In the process of moving HHG’s support back in-house (cost savings) Implemented aggressive marketing & incentives on the front end for GBO’s. Currently four homes in inventory.

13. Whirlpool – Program Enhancements Partnering closer with Talent Acquisition & Talent Management Currently integrating finance within the global mobility processes Additional training & setting expectations for the business No surprises & transparency Ongoing review of all policy components

14. Carol Borner Accenture

15. Accenture At A Glance Accenture is a global management consulting, technology services and outsourcing company. We collaborate with clients to help them become high-performance businesses and governments. Our clients include 94 of the Fortune Global 100 and more than three-quarters of the Fortune Global 500 Net Revenues: US$21.55 billion for fiscal 2010

16. Accenture Global Mobility Facts In FY10, Accenture supported over 12,500 cross- border assignees o Short term assignments, less than one year: 70% o Long term assignments, greater than one year: 30% A complex, largely virtual, organization o 211,000 employees in offices and operations in more than 200 cities in 53 countries around the world

17. Accenture Senior Leadership Program The main components of the program: Improved senior executive experience Defined performance management Specific policy Centralized view of supply/demand Sponsorship

18. Accenture Senior Leadership Program PurposeA program for senior executive leaders to further develop their leadership skills and/or expand Accenture’s footprint through a cross-border assignment. CandidatesSenior executives only LengthUp to five year assignment to enhance business and people development. RequirementsAssignees are expected to build relationships with local leaders Clear objectives are established at the front end of each assignment Selection CriteriaLeadership Development: Runway for growth / turn-potential / long term potential, proven business performance, proven leadership behaviors, aspiration for continued growth and contribution Geographic Expansion: Strategic and/or high-growth markets, strong functional and/or industry capabilities of candidates, potential for market expansion with targeted investment

19. Kelly Tepera, CRP Altair Global Relocation

20. Policy and Program Themes Return to “Tier-ing” Employee Elections Increased RFP Activity Embrace Efficiencies Flex to Budget

21. Policy Points to Ponder Will you help me be a Renter? My home won’t sell! Separate policy for Canada, eh! How about going on Assignment from Texas to Minnesota?

22. Policy Solutions Employee Elections Rental Subsidy Program as an Alternative to Home Sale Rental Assistance Benefit Options Home Retention option instead of Home Sale Return to “Tier-ing” Commuter Policy U.S. Domestic Temporary Assignments Separate Policy for Canada

23. Program Points to Ponder What oversight and controls exist for relocation spend? When was the last time we RFP’d for Mobility Services? How is our relocation supplier storing PII? Our business unit can’t afford a full-blown relocation!

24. Program Solutions Embrace Efficiencies Utilization of B2B Spend Management Software Increased RFP Activity Procurement Review of Global or National Contracts Information Security and Privacy Assessment Avoid Process Duplicity and Redundancy Flex to Budget Point System Menu-Driven with Boundaries “Tier-ing” within the Benefit Gross-up Methodology Differs by Tier