1. AG+R Annual Review June 2012

2. AG&R ANNUAL REVIEW SECTION I

3. Page 3 Community Hiring Snap Shot: Year to Year

4. Page 4 Community Hires as % of Total Workforce

5. Page 5 Retention to date

6. Page 6 Apprenticeship enrollment

7. Page 7 Overview: 6 years Total hires: 201 (AG+R Financed Portfolio) Average tenure (all hires): 11 months Average tenure current employees: 21 months CHs as % of total workforce: 31% % of current employees (CHs) enrolled in apprenticeship: 30% % of all hires enrolled in apprenticeship: 14%

8. COMMUNITY HIRING – AUTOMOTIVE AFTER-MARKET SECTOR SECTION II

9. Page 9 Network: Intro to Business Case DemographicsLabour SupplyTurnover Apprentices Recruitment Skills Gap Key challenges faced by business owners in the automotive after-market:

10. Page 10 Why it Matters? Businesses that grow put more emphasis on the people side of the business #2 industry challenge: Getting qualified new hires Time management and technical skills of current staff list in the top 5 business challenges Businesses that are likely to grow: hire apprentices, assess training needs using written or practical skills assessment, promote staff after training Performance Driven: Labour Market Opportunities and Challenges for Canada’s Motive Power Repair and Service Sector, CARS, 2009

11. Page 11 Community Hiring Talent Pool Recruitment Support Pre-screened Candidates Financial Support Training Subsidies Apprentice Signing Bonus On-going Support Employee Job Coaching Job Fairs / Specialized Recruitment

12. Page 12 Financial Benefits $6000$2000$1000$2000 $10,000 X 4 $21,000 first year ___________ $51K over 4 years Visit Apprenticesearch.com for more detailsApprenticesearch.com Potential training subsidies for automotive apprenticeships through community service agencies:

13. Page 13 Benefits of Diversity /Inclusion Higher Productivity Lower employee turnover New ideas and perspectives Increased understanding of clients Access to new markets Enhanced corporate reputation

14. Page 14 Progressive Hiring + Onboarding = ↑ Retention Competency based selection for entry level positions New Hire orientation Communicate performance and learning expectations Structured Buddy / Mentor System Structured training curriculum and milestones (investment in the employee and the business) Use of skills assessment tools linked to training Job creation, accommodation, job coaching