1. a Univar company Talent Management Framework April, 2010 Innovative Model. Differentiated Culture. Disruptive Technology.

2. 2 Our Guiding Cultural Principles ◄ We are a team-based company of peers, who respect critical thinkers more than true believers. ◄ We value talent, innovation and resourcefulness over tenure or longevity. ◄ We communicate openly and honestly. ◄ We place execution over perfection. ◄ We support creativity and innovation, and are not afraid to make mistakes. ◄ We deal with challenges as opportunities, in a direct, fair, respectful and energetic manner. ◄ We understand that everything is a process, and we continually seek and implement more productive approaches and methodologies to our work.

3. 3 Talent Management Components Competency Model Personal Development Plans Employee Data Quarterly Performance Reviews Roles/ Job Codes Progression & Talent Tracking Development & Advancement Behavior-based Performance

4. 4 Competency Model—Portfolio Structure Competency Model Behavior-based Culture Will Do  Shows Up with Energy  Adapts to Change  Innovates  Exhibits Leadership There are Varying Tiers per Role Quadrant Vision  TEAM Mastery Tactical  TEAM Tactics Analytical  TEAM Efficiency TEAM Efficiency Leadership  TEAM Acumen

5. 5 Operations—Competency Portfolio Competency Model Will Do  Shows Up with Energy  Adapts to Change  Innovates  Exhibits Leadership Service Specialist  Organizes Work  Orients to Customer  Contributes to Team Success  Coaches Others Service Manager  Develops and Guides Resources  Builds Strategic Relationships  Cultivates Organizational Alliances Process Manager  Leads Through Vision and Values Service Analyst  Anticipates and Organizes  Builds Successful Teams  Aligns Performance for Success Process Analyst  Builds Strategic Relationships Process Specialist  Exhibits Analytical Intelligence Behavior-based Culture Vice President  Empowers Others  Inspires Trust  Exhibits Visionary Thinking  Demonstrates Financial Acumen Operations Director  tbd Vision  TEAM Mastery Tactical  TEAM Tactics Analytical  TEAM Efficiency Leadership  TEAM Acumen

6. 6 Employee Data ◄ Established OurTeam and SuccessFactors integration ◄ Expanded OurTeam Model to include additional attributes ◄ Creating Performance History components

7. 7 Competency Attributes—Build in Process Competency Coaches & Develops Others Key BehaviorsIndicatorsAssessment Assistant ……. Offers feedback Sets developmental objectives Consistently provides feedback to include contextually relevant examples. Could offer more feedback that includes more contextually relevant examples.

8. 8 Quarterly Performance Reviews ◄ Process-based workflow ◄ Objectives are aligned with business goals, competencies, and cultural principles ◄ Bi-weekly discussions are held between coaches & contributors to establish consistent and open dialog ◄ Ratings encourage critical thinking and inspires 10x10 contribution Can-Do Will-Do

9. 9 Personal Development Planning ◄ Execution 1 st : Orient to Performance and Business ◄ Guided Self Initiated “What do I want to be?” Planning ◄ Provide Development Workflow to Assist in Progression Defined career interest ? Target Dev Paths New Interest? Yes! Determine Approach & Plan Yes! Not Yet Define Specific Dev Objectives Yes! New Interest? Work Objectives & Training Yes! Promo or New Interest? Mentoring (optional) Plan Progress

10. 10 Questions & Answers “A good plan, violently executed now, is better than a perfect plan next week.” -George S. Patton, Jr.