800.800.4239 | CDW.com/PeopleWhoGetIT

CDW’S JOURNEY TO INTEGRATED TALENT MANAGEMENT

Presented by: Dr. Tess Reinhard- Sr. Director of Organizational Capability at CDWMonty Allen- Manager Organizational Capability at CDW

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CDW is a leading provider of technology solutions for business, government, education and healthcare in the US and Canada.

WHO WE ARE

Ranked no. 32 by Forbes on America’s Largest Private Companies list in 2011

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CDW Overview» Industry-leading provider of hardware, software and services for

client, networking, communication and data center systems» Founded in 1984 by Michael Krasny

- Acquired Micro Warehouse in 2003- Acquired Berbee Information Networks in 2006

» Privately held since October 2007» Ranked no. 32 by Forbes on America’s Largest Private

Companies list in 2011» Sales of $9.4 billion in 2011*

WHO WE ARE

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WHO WE AREDedicated to finding the right solution.

• We're a 6,700-plus member organization• We will help you choose the right

technology products and services• We can meet your unique needs• You will have a dedicated account manager

committed to your goals and success• CDW Solutions and Services teams

offer knowledgeable, experienced, certified engineers and solution architects

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WHERE WE STARTEDCoworkers request career development opportunities and

tools in 2006, 2008 and 2010 engagement surveys• In 2006, of the 697 comments about Career Development, 70% of

comments were asking for definitive career paths with explanations, skills and abilities needed for the next step

• In 2008, feeling positive about CDW’s ability to develop coworkers was a key driver for engagement. Only 57 percent saw this as positive

• In 2010, the desire for a greater focus on career development remained strong.

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Position Descriptions ~ (CDW View of the Job) Responsibilities, Qualifications, Skills Assessment

Job RequisitionsNew

BackfillFuture Plans

Coworker Profile(CDW View of the Person)

ResponsibilitiesQualifications

Skills AssessmentJob Profiles Aspiring to Be

Performance and Potential DataOutside Certifications and Data

Internal Work History

Candidate ProfileInternal External

Successors

HR Infrastructure Platforms (Data Warehouse, Reporting)

Talent Mobility Talent ManagementCDW’s Talent Pool

Rewards

Performance

Development

Succession

Skills Assessment

OUR GOAL: To help Coworkers know they can build a career at CDW

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• Annualized Talent Review Process

• Transfer, Promotion and Succession discussions

• Currently conducted for all Managers and above

• Talent Intelligence

IDENTIFYING TALENT

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PERFORMANCE AND SUCCESSION

Update Coworker

Profile and Career Plan

Coworker input of achievements

and experiences

Establish Goals

Performance and Developmental

Goal Setting with manager to begin

year

Development Plan

At goal setting and/or post TRP

PMP Check-inRegular, on-going

developmental one-on-ones

Performance Review

End of year review

Coworker has an active

internal resume for active and

passive search

Coworker is aware of and aligned with manager’s

goals

Manager feedback and

joint development of

growth plan (goals and

development)

Assessments of performance lead to rewards

S T E P

R E S U L T

1 2 3 4 5

Discussion around wants,

needs and progress of coworker

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POSITION DESCRIPTIONS

• Bringing order to chaos

• Open access for all

• Career Exploration

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Criticality of Position Descriptions

Library of Position Descriptions

Succession

RecruitingCareer Maps

Performance

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UPDATING POSITION DESCRIPTIONS

• Young, high growth organization

• Organizational structure lacking

• Career Level Criteria Matrix

• Level Playing Field

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CAREER LEVEL CRITERIA MATRIX

We used a standard criteria for assessing job complexity Directors placed and validated all roles in their line of site into

one of nine levels Each department’s Senior Management Team validated the

maps

Scope of Job: regular tasks/duties that make up a position Business Impact: relative effect on CDW’s success

Breadth and complexity of the position with the skills, experience and knowledge needed to perform the job successfully.

The effect that decisions and actions have on the organization's success.

Autonomy: decision making authority Interaction: with peers, external/internal customers and management

The extent to which a role allows the freedom, independence and discretion make decisions to achieve results.

Events in which people understand a situation, interpret what others are meaning, and respond accordingly with peers, customers and management.

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COMPENSATION BANDS AND CAREER LEVELS

• Career Levels and/or Compensation Bands

• Broad Bands

• Coworker Services (HR) Alignment

• Planned roll-out

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TALENT MANAGEMENT SOFTWARE SUITE

• Too many systems

• (One problem=One fix) times number of functions

• Consolidation

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TALENT MANAGEMENT SUITE BEFORE INTEGRATION

Core HR / Payroll / Benefits

Performance Management

Succession Planning

Compensation

Learning

Talent Acquisition

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TALENT MANAGEMENT SUITE AFTER INTEGRATION

Core HR, Payroll, Benefits

Talent Acquisition

Performance Management

Succession Planning

Learning

Compensation

Development Planning

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LESSONS LEARNED

• Systems Over Promised

• Destination Roles/Entitlement

• Self Perception/Promotion

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Position Descriptions ~ (CDW View of the Job) Responsibilities, Qualifications, Skills Assessment

Job RequisitionsNew

BackfillFuture Plans

Coworker Profile(CDW View of the Person)

ResponsibilitiesQualifications

Skills AssessmentJob Profiles Aspiring to Be

Performance and Potential DataOutside Certifications and Data

Internal Work History

Candidate ProfileInternal External

Successors

HR Infrastructure Platforms (Data Warehouse, Reporting)

Talent Mobility Talent ManagementCDW’s Talent Pool

Rewards

Performance

Development

Succession

Skills Assessment

OUR GOAL