progress at coca-cola fourth progress report of the external task force
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PROGRESS AT COCA-COLA
FOURTH PROGRESS REPORT OF THE EXTERNAL TASK
FORCE
COMMITTMENT
• TO ACHIEVE “A GOLD STANDARD” FOR THE FIRM’S HR SYSTEM.
• VOLUNTARILY ASKED THE JUDGE A ONE YEAR EXTENSION OF THE TASK FORCE MONITORING.
• COURT “HISTORIC OPPORTUNITY AND TREMENDOUS POSSIBILITIES ..FOR ALL OF ITS EE’s”
HR/DIVERSITY PROGRESS AREAS
• STAFFING• PERFORMANCE MANAGEMENT• COMPENSATION• DIVERSITY EDUCATION/STRATEGY• EEO• PROBLEM RESOLUTION• CAREER DEVELOPMENT• SUCCESSION PLANNING• MENTORING
STAFFING
• JOB POSTING
• RECRUITMENT
• INTERVIEWING
• SELECTION
STAFFING PROGRESS
• JOB POSTING– 3 CANDIDATE FOR EACH VACANCY– ONE OF WHICH IS A M/W– ONLY 4% DID NOT MEET THIS CRITERIA
SELECTION
• RATES ARE THE SAME IN – INTERVIEW AND SELECTION POOLS– WOMEN: EQUAL REPRESENTATION IN
CANDIDATE POOL AND SELECTION– MINORITIES: A LITTLE LOWER– NO DIFFERENCE B/W EXTERNAL AND
INTERNAL SOURCES– ADVERSE IMPACT ONLY IN GRADES 10-13– OVERALL VERY POSITIVE FEELING
ABOUT JOB POSTING, EE AWARENESS
PROGRESS IN STAFFING
• 4.5 % INCREASE IN MINORITY
• MAJOR IMPROVEMENTS IN JOB LEVEL
• NEW HIRING: 60% WOMEN
• 46% MINORITIES» 30% AFAM’S» 51% GRADE 14 OR ABOVE MINORITY
SENIOR LEADERSHIP
• MINORITIES: 23 % OF ELECTED/ APPOINTED
POSITIONS
• PIPELINE: 4.5 % INCRESE IN MINORITIES
PROMOTIONS& LOSSES
• NO DIFFERENCE B/W GROUPS
• NO DIFFERENCE B/W GROUPS IN VOLUNTARY LOSSES
• MINORITY LOSSES SLIGHTLY HIGHER IN INVOLUNTARY LOSSES
PERFORMANCE MANAGEMENT
• COACHING
• FEEDBACK
• RATER TRAINING
PROGRESS: PERFORMANCE MANAGEMENT
• SINGLE PERFORMANCE EVALUATION SYSTEM• ANNUAL GOAL SETTING MEETINGS (65%)• SKA’S REQUIRED FOR PERFORMANCE (35%)• FEEDBACK DURING THE YEAR• YR. END PERFORMANCE RATINGS BY SUPERIORS• SELF ASSESSMENT BY EE’s• LINK PERFORMANCE OBJECTIVES TO UNIT GOALS• RATER CALIBRATION TRAINING• OVER 90% COMPLETED PERF. APPRAISAL TRAINING• 76 % MGRs FINISHED COACHING AND FEEDBACK TRAINING• 78 % MGR’s FINISHED RATER ACCURACY TRAINING• MOST EVERYONE IS MORE POSITIVE ABOUT PERF. MGT.
COMPENSATION
• BASE PAY
• BONUS
• STOCK OPTIONS
• PAY EQUITY
PROGRESS: COMPENSATION
• RETAINS SOME MGT DISCRETION AND FLEXIBILITY• MONITORS DECISIONS FOR FAIRNESS• HOLDS MGT ACCOUNTABILITY FOR PAY
DECISIONS• SETS UP AN APPEALS PROCESS AS OVERSIGHT• NO ADVERSE IMPACT IS FOUND IN
– PAY (JUST 44 CORRECTIONS)– BONUS– STOCK OPTIONS
EEO
• DIVERSITY GOAL SETTING
• COMPLIANCE
• REPORTING
• EXIT INTERVIEWS
EEO PROGRESS• WORKPLACE FAIRNESS DEPARTMENT• TRACK MONITOR EXECUTE EEO ACTIVITIES• IDENTIFY EEO ACCOUNTABILITY FOR MGRs• MONITOR DIVERSITY GOALS PROGRAM• 1% INCREASE IN GRADES 10-13 FOR MINORITIES• 2% INCREASE IN GRADES 14+ FOR MINORITIES • CIVIL TREATMENT TRAINING FOR MGRs AND EEs• FOUND SOME UNDERUTILIZATION IN SOME JOBS• HR/EEO TRAINING FOR
– HR PROFESSIONALS– MANAGERS– ALL ASSOCIATES
PROBLEM RESOLUTION
• OMBUDSMAN FUNCTION
• GRIVIENCE PROCEDURE
• COMPLAINT INVESTIGATION
PROBLEM RESOLUTION
• EMPLOYEE REPORTING SERVICE• OMBUDS PROGRAM• OFFICE OF ETHICS AND COMPLIANCE• MEDIATION• ARBITRATION
• ALL TO SURFACE, INVESTIGATE AND RESOLVE EE COMPLAINTS
CAREER DEVELOPMENT
• 360 FEEDBACK
• JOB REGISTRATION
• COMPETENCY DEVELOPMENT
PROGRESS: CAREER DEVELOPMENT
• STARTS W/ JOB ANALYSIS• DETERMINE SKA REQUIREMENTS OF ALL JOBS• PROVIDE CAREER INFO TO EE’s• OFFER ASSESSMENT TOOLS• OFFER EDUCATIONAL TOOLS (LEARNING SOURCE)• FOR GRADES UP TO 13• PART OF JOB POSTING AND JOB PROFILES• OFFER LEADERSHIP EXPERIENCE TRAINING FOR SENIOR
MGT POSTS
SUCCESSION PLANNING
• IDENTIFICATION OF HIGH POTENTIAL
• TALENT DEVELOPMENT
SUCCESSION PLANNING
• IDENTIFY, ASSESS AND DEVELOP INTERNAL CANDIDATES FOR SENIOR MGT POSTS
• STRATEGIC RESOURCE REVIEW (SRR)• EEs ASKED TO FILE THEIR PROFILES• TALENT REVIEW IS CONDUCTED• SENIOR MGT PROVIDES HONEST FEEDBACK AND
DIRECTION• SLATING FOR GRADES 15+• 250 MGRs FINISHED LEADERSHIP EXPERIENCE
PROGRAM• ONLY 7% DIVERSITY FAILURE IN SLATING• POSITIVE FEELINGS W/ ROOM FOR IMPROVEMENT
DIVERSITY EDUCATION/STRATEGY
• AWARENESS EDUCATION
• REINFORCEMENT OF DIVERSITY CONCEPTS
• REVIEW AND REVISION OF COKE’S PROGRAMS, POLICIES AND PROCEDURES FOR INCLUSION
PROGRESS:DIVERSITY EDUCATION AND STRATEGY
• 2 DAY CLASSROOM DIVERSITY AWARENESS • MGR (86%) EEs (87%) COMPLETED
• TRAINING FOCUSED ON WORK RELATED ISSUES• INTEGRATED INTO “MANIFESTO FOR GROWTH”• DEVELOPED AS PART OF THE BUSINESS PLAN• SET UP DIVERSITY ADVISORY COUNCILS FOR EE
ATTACHMENT AND COMMITMENT• RECOGNITION AND AWARD PROGRAM $$$• INCREASING POSITIVE EVALUATION OF TRAINING
MENTORING
• ONE-ON ONE MENTORING
• SELF STUDY
• CAREER PATH RELEVANT PROFESSIONAL DEVELOPMENT AID
PROGRESS: MENTORING
• SENIOR MANAGEMENT SPONSORSHIP• SENIOR MANAGEMENT COMMUNICATION• ACTIVE RECRUITMENT OF MENTORS AND
MENTEES• FORMAL APPLICATION AND MATCHING• ONGOING TRAINING FOR MENTORS AND MENTEES• ACCESS TO MENTORING COORDINATOR• DISCONTINUE GROUP MENTORING• SELF STUDY MENTORING IS ENCOURAGED
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