1. SELECTION – DEVELOPMENT – UTILISATION

2. 2 We are headquartered in Denmark Approximately 6.000 employees Our business is based on procuring, producing, distributing and trading in energy and related products in Northern Europe DONG Energy is one of the leading energy groups in Northern Europe

3. 2006 15 / 85 DONG Energy's vision is to produce clean and reliable energy 50 / 50 From black to green energy 85 / 15 2020 2040 Green Energy

4. Our strategy demands for a major transformation… 4 Extensive growth increase our organisational complexity Expansion of our geographical footprint lays focus on our competitiveness We need new capabilities while facing aggressive competition for scarce human ressources

5. DONG Energy Leadership Performance & Development

6. High Potential in DONG Energy Shows exceptional results & high potential Stand Out Meets DONG Energy Values & is a role model Fit In &

7. 7 Selection Development Utilisation The purpose: To accellerate the process of turning potential into performance

8. 8 Selection

9. Transparent Closed Criteria are official - process confidential Open dialouge managers & HIPOT Structured Search Unstructured Search Strong pipeline Weak pipeline

10. Selection Transparent Closed Objective Subjective Objective criteria; performance measurements, evaluation of potential and assessment. Result is confirmed at people review. Structured Search Unstructured Search Strong pipeline Weak pipeline

11. Selection Transparent Closed Objective Subjective Central Decentral Line managers key role in identifying candidates. Line manager nominates and BU management team approve. Structured Search Unstructured Search Strong pipeline Weak pipeline

12. Step 1: Performance Performance is defined as the combination of business results and leadership behaviour Assessment of Performance Assessment of Potential Identification of high potentials & successors Action Plans Overview of the People Review Process Step 2: Potential Potential is defined as promotability Step 3: High Potentials & Successors Overview of employees who are ready to take on a greater responsibility Step 4: Action Plan Individual and Team Action Plans to ensure follow-up 12

13. 13 Development

14. SelectionDevelopment Utilisation Transparent Closed Objective Subjective Central Decentral Development Retention HIPOTs difficult and costly to replace, BUT main purpose is creating a pipeline of high potentials, retention is a positive side-effect. Structured Search Unstructured Search Strong pipeline Weak pipeline

15. SelectionDevelopment Utilisation Transparent Closed Objective Subjective Central Decentral Development Retention Action Learning Formal Training Hipots must work outside their comfort zone by taking on challenges :on-the-job training, hands-on experience or business case simulations to accelerate learning. Structured Search Unstructured Search Strong pipeline Weak pipeline

16. SelectionDevelopment Utilisation Transparent Closed Objective Subjective Central Decentral Development Retention Action Learning Formal Training Cooperative Learning Class-room Increased learning with active involvement, knowledge sharing, peer tuition and opportunities for reflections. It enhance participant ownership and commitment. Structured Search Unstructured Search Strong pipeline Weak pipeline

17. 17 Utilisation

18. SelectionDevelopment Utilisation Transparent Closed Objective Subjective Central Decentral Development Retention Action Learning Formal Training Cooperative Learning Class-room Structured Search All candidates from the high potential pool are included in the internal candidate database for easy tracking, transparency and enhanced pipeline Unstructured Search Strong pipeline Weak pipeline Strong pipeline Weak

19. SelectionDevelopment Utilisation Transparent Closed Objective Subjective Central Decentral Development Retention Action Learning Formal Training Cooperative Learning Class-room Structured Search Before recruiting externally, search for internal candidates for vacant positions is carried out. Unstructured Search Strong pipeline Weak pipeline Strong pipeline Weak Structured search Unstructured

20. DONG Energy Leadership Performance & Development