1. Equity Residential Succession Process 2009

2. Successors decided in secret Successors determined by an open process Subjective - based on succession planning committee’s opinions and biases Objective - based on assessment of competencies and experiences Perspectives – Old and New ToFrom Applies only to top 5% Applies to key positions at any level

3. Key Tiers = performance + leadership potential Potential = demonstrating leadership competencies Performance = slate of experiences Equity Succession Process PERFORMANCE Pipeline 1 = First Line Manager Pipeline 2 = Manager of Managers Pipeline 3 = Dept. & Regional Leads Pipeline 4 = Group/Enterprise 10 WAYS POTENTIAL Equity Vision & Strategy With thanks to Ram Charan author of The Leadership Pipeline