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