Vault guide to management and development programs

Four highlighted programs: • Optimized Operations O2 program • The Six Sigma Manufacturing Engineer SSME program • Strategic Business Development SBD program • Strategic Communications D

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AND LEADERSHIP DEVELOPMENT

P R O G R A M S

V A U LT G U I D E T O

2 0 0 9 E D I T I O N

MANAGEMENT AND LEADERSHIP

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P R O G R A M S

V A U LT G U I D E T O

2 0 0 9 E D I T I O N

WON KIM

and the staff of vault

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All information in this book is subject to change without notice Vault makes no claims as to the accuracy and reliability of the information contained within and disclaims all warranties.

No part of this book may be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose, without the express written permission of Vault.com Inc

Vault, the Vault logo, and “The Most Trusted Name in Career Information TM ” are trademarks

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We are extremely grateful to Vault’s entire staff for all their help in the editorial,production and marketing processes A special thanks to Accenture, NorthwesternMutual and Proctor & Gamble for their contribution during the initial stages ofdeveloping this leadership guide Vault also would like to acknowledge the support

of our investors, clients, employees, family and friends Thank you!

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INTRODUCTION 1

Foreword 2

LEADERSHIP PROFILES 3 3M 5

ABB 12

Abbott Laboratories 15

Accenture 22

adidas AG 26

Aetna Inc .28

Aflac 33

Alcatel-Lucent 37

American Electric Power 39

American Express Company 44

Aon Corporation 47

Arrow Electronics, Inc .49

AT&T 51

Avery Dennison, Corporation 67

The Bank of New York Mellon Corporation 71

Bechtel Corporation 74

Bertelsmann AG 75

Boeing 78

Booz & Company 83

Boy Scouts of America 85

Bridgestone Americas Holding, Inc .87

Bunzl Distribution USA, Inc .92

Campbell's Soup, Co .94

Canon, Inc .98

Cargill, Inc .100

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Chesterfield Country, Virginia 102

CIGNA 104

Citi 120

Colgate-Palmolive Company 129

Credit Suisse Group 131

Cushman & Wakefield, Inc .139

Dell 143

The Dow Chemical Company 146

DuPont 151

Elite Model Management Corp .154

Enterprise Rent-A-Car 156

General Electric Company 158

General Mills, Inc .172

Genworth Financial .175

GlaxoSmithKline 177

The Goodyear Tire & Rubber Company 180

HDR, Inc .184

Henkel AG & Co KGaA 187

The Home Depot 190

American Honda Motor Co., Inc .194

HSBC 195

Intel Corporation 197

International Paper Company 201

John Deere 204

Johnson & Johnson 206

L’Oréal 209

M&T Bank 211

Marriott International, Inc 213

Mars & Co 215

Mars, Incorporated 217

Medtronic, Inc .221

MetLife, Inc .225

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NBC Universal 227

Nestlé S.A .230

Nike, Inc .238

Nokia 240

Northwestern Mutual Financial Network 242

Oracle Corporation 248

OSRAM SYLVANIA 252

Procter & Gamble 254

Pratt & Whitney 260

Sears Holdings Corporations 262

Southwestern Company 264

Sprint Nextel 268

Thomson Reuters 270

United States Steel Corporation 277

The Vanguard Group, Inc .282

Verizon Communications, Inc .290

Walgreen Co .393

Whirlpool Corporation 298

Table of Contents

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Vault.com, Inc is proud to present the first edition of the Vault Guide to Management and Leadership Development Programs. This guidehighlights companies that place a significant emphasis on their employeesand social responsibility

Companies that value their employees will invest in their leadershippotential In turn, prospective employees will be more inclined to join acompany that believes in developing and nurturing them as leaders Thisguide draws attention to companies utilizing programs and other forms ofdevelopmental strategies to nurture leadership from entry-level to mid- andexecutive-level talent Several of the companies that participated in thisguide are now run by executives who went through the leadership andmanagement programs highlighted in the following pages

If you are a candidate, pay special attention to the following companies asthey all have made a long-term commitment to your success If you are acompany executive, compare the details of the programs mentioned in thisguide to your programs, and see if there are ways to improve or build on theprograms you have

Vault.com, Inc wants to personally thank author Stew D Friedman,Wharton faculty member and founder of the Wharton Leadership Program,for writing the foreword to this guide In addition, we want to recognizeProcter & Gamble, Northwestern Mutual and Accenture for theircontribution during the initial stages of developing our leadership survey.Your help and insight were greatly appreciated Lastly, thanks to all thecompanies who participated in our first edition—recognition of yourcommitment to your employees is well deserved

The EditorsVault.com, Inc

Introduction

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I am pleased to have this opportunity to introduce you to the inaugural edition of the

Vault Guide to Management and Leadership Development Program As a Wharton

faculty member, founder of the Wharton Leadership Program, and former head ofFord Motor Company’s Leadership Development Center, I have been involved in thefield of leadership development for over two decades as an educator, practitioner,and researcher I firmly believe that companies that invest in their emerging leadersreap the rewards of greater competitive advantage, now and in the future

I’ve had the good fortune of working with great leaders in both the private and publicsectors The most successful among them are deeply committed to nurturingleadership in others, in part because each has benefitted from others doing the samefor them

So, if you are a college student, a recent graduate, or someone in mid-career, I urgeyou to look closely at the companies you hope to call your employer I have knowncountless students who stepped toward their future focused only on such factors assalary, location and esteem of the company name However, just as important asthese factors (if not even more) is how much this future employer will encourage you

to develop as a leader, in all parts of your life; at work, at home, in the community,and in yourself

As I asserted and demonstrated in my book, Total Leadership: Be a Better Leader, Have a Richer Life (Harvard Business Press, 2008), leadership can be learned.

Indeed, it must be learned This guide promises an inside look at companies that useall forms of developmental strategies to nurture leadership from entry-level to mid-and executive-level employees I trust that in these pages you will learn importantinformation about the commitment different companies have in your development

My hope is that you’re reading this guide because you want to be a person who willplay a significant role in the betterment of today’s world and tomorrow’s leaders

I wish you the very best in your journey as a leader in your workplace and beyond!Stewart D Friedman

The Wharton School, University of Pennsylvania

Author, Total Leadership: Be a Better Leader, Have a Richer Life

www.totalleadership.org

Foreword

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MANAGEMENT

P R O G R A M S

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3M

Defining Leadership

How does your company view leadership?

Of all the pathways to growth, investing in our people is most important

The premise is very simple—if your people grow, your company will grow The key:linking growth in individuals to those things that unlock energy and activities that ourcustomers value

Clearly, 3M’s first chairman of the board, William L McKnight, was a unique leader,and 3M has had outstanding leaders at all levels of the company ever since

Leadership development remains at the top of the company’s agenda

Leadership Programs and Training

What are the program(s) called?

Four highlighted programs:

• Optimized Operations (O2) program

• The Six Sigma Manufacturing Engineer (SSME) program

• Strategic Business Development (SBD) program

• Strategic Communications Development Program

Leadership Program Contact

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OPTIMIZED OPERATIONS (O2) PROGRAM

What is the duration of the program?

O2 is a one-year program that helps 3M develop world-class talent for 3Mmanufacturing plants

Please describe the leadership program.

Our Optimized Operations Program offers an experience beyond the mainstreamwithin engineering and supply chain analysis In existence since the mid-1980s,Optimized Operations (O2) has a tremendous brand following within 3M O2employees (O2s) receive advanced training in Lean Six Sigma methodologies andstatistical analysis at one of 3M’s many manufacturing plants or distribution centersacross the United States

O2s develop skills that allow them to contribute immediately During training, theylead Lean Six Sigma projects in manufacturing plants or distribution centers O2s areinvolved in cost of poor quality (yield loss or rate loss on constrained resources)projects to develop statistical analysis (design of experiments, multi-vari, failuremode and effects analysis) and problem-solving skills O2s use the Lean Six Sigmamethodologies and are trained as Lean Six Sigma Green Belts In addition, O2s aretrained in supply chain principles, project management, leadership, interpersonal andfacilitation skills These skills contribute to an individual’s growth as well as valuefor our customers

Qualifications of the candidate:

Candidates are selected from a diverse student population with undergraduate andgraduate degrees in chemical, mechanical, industrial and quality engineering, supplychain, operations, manufacturing sciences and safety-related programs Weparticularly seek candidates who have had prior manufacturing internships or co-opexperiences

What opportunities does the program provide?

O2s are recruited for specific plant needs based on degree and start date They lead

at least two major projects during their training year, and their membership onmultiple project teams at any given time gives them broad exposure

O2s begin work at the plant for orientation and, after a few weeks, travel to 3MCenter in St Paul, Minn., to begin their classroom training They are provided threetwo-week training trips to St Paul during their year in this development program

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O2s build a tremendous network with peers in the program and O2 alumni that canlast throughout their career

What impact does the program have on the candidates’ career path?

O2s are typically hired for one of two start dates a year that correspond withDecember and June graduations O2s complete their assignments at one plantlocation with the goal of full-time employment at that plant at the end of thedevelopmental year O2 engineers and analysts benefit from the unique experience

of working closely with experienced colleagues on projects critical to the futuresuccess of 3M O2 alumni are currently filling roles in a wide variety of 3Mpositions, including plant manager and manufacturing director

THE SIX SIGMA MANUFACTURING ENGINEER (SSME) PROGRAM.

It is a two-year program within the Optical Systems Division (OSD) designed todevelop technical talent for our manufacturing organization

The Six Sigma Manufacturing Engineer (SSME) (PDF, 537 KB) program is aprofessional development opportunity for engineering graduates in chemical,mechanical, electrical or manufacturing engineering

During the program, each engineer will have a series of four rotational assignmentsdesigned to build a strong understanding of OSD’s product and process technology,organization and global supply chain Typical rotations last six months and includeone rotation in St Paul, Minn.; two rotations within OSD’s U.S.-basedmanufacturing facilities (Menomonie, Wis.; Petaluma, Calif.; Decatur, Ala.;Hutchinson, Minn.; or Greenville, S.C.); and one rotation within an internationalOSD manufacturing facility (Japan, China, Korea, Taiwan or Poland)

During each rotation, the engineer leads short-term (4 to 6 months) projects drivingproduct/process improvement, cost reduction and/or increased customer satisfaction

At the same time, the engineer learns process improvement methodologies and toolsand develops a rich company network Leading projects within the division’s diversemanufacturing settings offers significant opportunities to develop personally andprofessionally while contributing substantially to division objectives

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Candidates are selected from a diverse student population with undergraduate andgraduate degrees in chemical, mechanical, electrical or manufacturing engineering.Prior manufacturing internships or co-op experiences are desirable

Broad exposure: Project rotations provide valuable networking opportunities,including division, plant and corporate contacts A local mentor and Six Sigma coachwill be assigned for each rotation The engineer also meets regularly with the projectchampion, division Six Sigma leader and division manufacturing director

Participation in an international assignment provides considerable additionalnetworking opportunities and exposure within the international and corporatecommunities not typical of new graduate positions It also completes anunderstanding of the entire OSD supply chain

After successful completion of the two-year SSME program, the engineer will take aregular, full-time technical position within OSD’s manufacturing organization

STRATEGIC BUSINESS DEVELOPMENT (SBD) PROGRAM

Two years

Our two-year leadership development program in the Strategic BusinessDevelopment (SBD) Group is a one-of-a-kind career experience You’ll work as abusiness analyst on technical, consumer, industrial and international projects withinover 40 divisions and six global businesses When you finish the SBD program,you’ll have developed important functional and leadership skills, and, combined withthe broad company exposure, you’ll be ready for a successful managerial position inany one of 3M’s six divisions

SBD analysts lead internal consulting projects in three areas—marketing, strategyand business development

Marketing

• Customer needs analysis

• Customer segmentation

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• Corporate strategic plan

• Brand strategy development

• Strategy analysis for executive management

Business Development

• Business plan development

• M&A strategic assessment

• High-growth market space assessment

3M seeks to recruit candidates with varied and diverse backgrounds Asprofessionals with three or more years of work experience and demonstratedleadership capabilities, analysts must also possess superior analytical, projectmanagement and interpersonal skills

Does the program have a special recruiting relationship with particular universities/colleges/grad programs?

3M SBD recruits at the following university campuses and MBA conferences:

Universities

• Cornell University (Johnson)

• Georgetown University (McDonough)

• Harvard University

• Indiana University (Kelley)

• Northwestern University (Kellogg)

• University of Michigan (Ross)

• University of Minnesota (Carlson)

• University of Texas (McCombs)

• University of Virginia (Darden)

• Washington University (Olin)

Conferences

• National Black MBA Association (NBMBAA)

• National Society of Hispanic MBAs (NSHMBA)

• National Association of Women MBAs (NAWMBA)

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Often described as “the best of marketing and consulting, without the downsides,”this unique internal consulting role is ideal for someone who is interested in:

• Working for a large multinational company with offices in 60+ countries

• Consulting on various projects in different industries and functions

• Working on marketing, strategy and business development projects

• Utilizing your entrepreneurial skills to analyze and develop new businessopportunities

• Making a direct impact within an organization while maintaining a work/lifebalance

• Working in a highly dynamic group with great visibility and exposure to uppermanagement and executives

• Working with other MBAs in a collaborative environment that promotescontinuous learning and provides great networking opportunities across thecompany

The breadth of experiences and exposure you have as an SBD analyst is invaluable

to your career progression at 3M Recent graduates of the SBD program have takenpositions in 3M ESPE as a new product manager, in 3M Aerospace as a businessdevelopment manager and in consumer and office as a marketing manager

STRATEGIC COMMUNICATIONS DEVELOPMENT PROGRAM

Two years

Whether working to build customer loyalty, developing a marketing strategy orbridging connections with stakeholders, successful communications rely onstrategic planning and consistent, targeted messaging Our two-year StrategicCommunications Development Program for candidates with an MBA or graduatedegree in Communications offers you the chance to work on and learn from high-level integrated marketing communications projects with clients throughout 3M.Strategic communications analysts reinforce communications leadership, brand-building and business growth initiatives by collaborating with 3M marketing andcommunications professionals around the company Projects focus on understanding

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marketplace insight, message generation, integrated solutions and measurement.Analysts bring fresh perspective and new ideas, cutting-edge communicationsexpertise and knowledge of communications best practices across 3M to definestrategic direction and solve global communications challenges

Strategic communications analysts hold advanced degrees from acclaimed academicprograms As experienced professionals in the fields of advertising, public relationsand other marketing communications disciplines, analysts leverage their workexperience and strong project management skills to lend a refreshing perspective to3M staff and division teams

Broad exposure: Working across several 3M businesses, analysts are able to transferknowledge from other areas of the company where projects have presented similarmarketing communications opportunities

After experience on the strategic communications team, analysts pursue professionalopportunities in areas of 3M where their knowledge and experience can be put to bestuse—while strengthening the goals of the 3M communications community

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The Stats

No of Employees: Approx 110,000

No of offices: offices in more than 100 countries

What are the programs called?

• Technical Marketing and Sales Leadership Program (U.S Power Products andPower Systems Divisions)

• Engineers in Power

• Technical Marketing and Sales Leadership Program—Two years

• Engineers in Power—Two-year, entry-level program providing three domesticrotational assignments

• The ABB technical marketing and sales leadership program is designed to preparerecent college graduates for professional careers in technical sales and marketing Participants are given three domestic-based rotational assignments over a two-yearperiod These assignments allow the employee to work in multiple product saleslocations Working along side industry professionals they acquire knowledge ofABB customers, products, services and business practices

In addition to on-the-job work experience each sales engineer in the programreceives specialized training and mentoring

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• Engineers in Power is designed to prepare recent college graduates for professionalcareers in engineering and technical sales roles Participants may chooseassignments is either of two leadership tracks—Technical Sales or Engineering

Technical Sales Leadership Track

- Product sales

- Projects sales

- Strategic marketing

Technical Engineering Leadership Track

- Product design and development

- Production support

- Quality

Rotational assignments allow the employee to work in multiple business locations.Each location provides a unique technology and business learning environment.Working along side industry professionals, participants acquire knowledge of ABBcustomers, products, services and business practices

In addition to on-the-job work experience each engineer expands their skills byattending special training modules and participating in the annual ABB PowerWorld event Each event provides opportunities to network with current and pastparticipants in the program

• Successful candidates for the Technical Marketing and Sales Leadership programwill possess the following characteristics

- Have a BS in electrical, mechanical or industrial engineering (or equivalenttechnical degree), preference to 2.7+ GPAs

- Prefer to work in an environment that uses a combination of technical and personal skills

inter Be willing to relocate to maximize early career advancement

- U.S citizen or permanent resident

• Successful candidates for the Engineers in Power program will possess thefollowing characteristics

- Have a BS in electrical, mechanical or industrial engineering (or equivalenttechnical degree), preference to 2.7+ GPAs

- Prefer to work in an environment that uses a combination of technical and interpersonal skills

- Be willing to relocate in order to maximize early career advancement

- U.S citizen or permanent resident

For more information about ABB Inc see http://www.abb.us

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Additional Information

ABB (www.abb.us) is a leader in power and automation technologies that enableutility and industry customers to improve their performance while lowering theirenvironmental impact The ABB Group of companies operates in more than 100countries and employs about 105,000 people The company’s U.S operationsemploy more than 9,000 in manufacturing and other facilities in 40 states ABB offers competitive salaries and benefits This is an Equal EmploymentOpportunity

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The Stats

No of Employees: More than 68,000 worldwide

No of Offices: More than 100 worldwide

100 Abbott Park Road

What is the program called?

The Abbott Professional Development Program (PDP)

Two to three years

The Abbott Professional Development Program (PDP) offers early careerprofessionals (typically recent university graduates) the opportunity to build a broadfoundation of work experience and business knowledge Our programs offer on-the-job learning while promoting leadership skill development and professional growth.Work assignments challenge you by requiring movement multiple times a year Thiscan be challenging both personally and professionally, as you are offered the chance

to live in different cities and work at a variety of Abbott businesses in a short period

of time This experience places you in demanding assignments that draw on technicalability as well as professional and leadership skills To make the most of yourassignment experience, you are paired with a mentor who is an experienced Abbottleader Your mentor assists in adjusting to the company and required work transitions,and supports your professional development

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Abbott Laboratories

By changing assignments throughout the program, you will develop a soundunderstanding of our company and develop your leadership, technical andinterpersonal skills along the way In fact, many program graduates are now in keyleadership roles with the company

Development programs offer participants the same competitive salary and benefits asother full-time opportunities with Abbott

Qualifications of the candidate?

To qualify for the U.S Professional Development Program, you must demonstrate:

• Strong academic performance and extracurricular achievement

• Leadership, communication and problem solving skills

• Exceptional interpersonal skills

• Proven track record of teamwork, adaptability, innovation, initiative and integrity

The Engineering Professional Development Program

The Engineering Professional Development Program includes the following corecurriculum and requirements:

Core assignments:

• Plant engineering

• Product research and development engineering

• Division or corporate engineering

• BS or MS in chemical engineering, electrical engineering, mechanicalengineering or general engineering

• Engineering related internship/co-op/work experience

• Qualified candidates must be interested in pursuing careers in engineering

• Ideal candidates will have no more than one year of work experience to qualifyfor this program

The Environmental, Health and Safety Professional Development Program

Two to three years

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Abbott Laboratories

Members of the Environmental, Health and Safety Professional DevelopmentProgram must complete at least one assignment in an operation or research anddevelopment facility and two assignments in a division function

Core assignments:

• Plant EHS support

• Research and development laboratory safety

• Industrial hygiene

• Environmental engineering

• BS or MS in occupational safety and health discipline or environmentalengineering or equivalent degree

• Environmental, health and safety related internship/co-op/work experience

• Qualified candidates must be interested in pursuing careers in environmental,health and safety

The Financial Professional Development Program

Two to three years

The Financial Professional Development Program includes the following corecurriculum and requirements:

Core assignments:

• Financial planning and analysis

• Cost accounting

• General accounting

• BS in finance or accounting (Finance majors must have four key accountingcourses prior to hire.)

• Demonstrated leadership, communication and problem solving skills

The Human Resources (HR) Professional Development Program

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Abbott Laboratories

The Human Resources (HR) Professional Development Program seeks future HRleaders at the beginning of their careers and builds their skills through the followingcore curriculum and requirements:

• Bachelor’s or Master’s degree with an HR emphasis

• HR related internship and/or work experience

• Strong academic performance (GPA of 3.5 or higher)

The Information Technology (IT) Professional Development Program

The Information Technology (IT) Professional Development Program will help youdevelop core IT skills-programming, database organization, operating systems, webpublishing, data modeling/warehousing, network design and administration, datasecurity and system support

• Bachelor’s or Master’s degree with an IT emphasis

• IT related internship and/or work experience

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Abbott Laboratories

• Strong academic performance (GPA of 3.5 or higher)

The Management Development Program

The Management Development Program is based on individual experience and/orbusiness need, and may include:

• MBA degree from a reputable program (emphasis in marketing, generalmanagement or entrepreneurship preferred)

• Healthcare, marketing, sales and/or project management experience a plus

• Three to seven years professional work experience

• Geographic flexibility and a global mindset required for certain tracks

The Manufacturing Professional Development Program

The Manufacturing Professional Development Program includes the following corecurriculum and requirements:

• BS in operations management or related degree BS in chemical engineering,mechanical engineering or industrial engineering, mechanical engineering or industrialengineering will be considered if operation courses were included in curriculum

• Manufacturing related internship/co-op/work experience

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Abbott Laboratories

Physician Professional Development Program

Through our Physician Professional Development Program, we provide opportunitiesfor physicians to develop into future leaders of Abbott’s pharmaceutical research anddevelopment team

Core assignments:

• Pharmacovigilance

• Clinical pharmacology

• Clinical and outcomes research

• MD, MD/PhD, DO or international equivalent medical degree that meets U.S.certification standards

• U.S board eligibility or certification (e.g., candidate is eligible for Illinoislicense); or alternatively, international equivalent certification within arecognized medical specialty

• Evidence of ongoing or history of residency and/or fellowship training in the U.S

is required for U.S medical graduates and is especially valuable for internationalmedical graduates

The Quality Assurance Professional Development Program

The Quality Assurance Professional Development Program includes the followingcore curriculum and requirements:

Core assignments:

• Plant quality assurance

• Division or corporate quality assurance

• Division or corporate regulatory affairs

• BS or MS in life sciences (i.e., biology, chemistry, microbiology, etc.),mathematics/statistics, pharmacy or applied quality sciences

• Quality assurance/regulatory affairs related internship co-op/work experience

• Qualified candidates must be interested in pursuing careers in quality assurance/regulatory affairs

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Abbott Laboratories

Additional Information

We recently were rated in the “50 Best Places to Launch a Career” by BusinessWeek

for the second year in a row, ranking No 15, the highest ranked health care company

on the list

The program enables participants to explore career opportunities and experiencesthrough a formal two- to three-year program based on the function or discipline withassignments in different areas of the business PDPs are structured to ensure thatparticipants develop key functional and leadership competencies through exposure to

a wide range of projects and experiences

A primary objective of the Professional Development Program is the development ofparticipants in preparation for future key positions within the Abbott organization.Coaching and mentoring by our business leaders is a fundamental element of theprogram

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Defining Leadership

How does your company view leadership programs?

At Accenture we hire the best people and then we help them become even better.Whether it’s for the next project, a promotion or general professional development,our training is designed to prepare you for the next stage in your career

Training is not just something you’ll do when you first join the company We’ll makeconstant investments in your development to keep you at the top of your game In

2007 we invested more than $700 million in training/professional development andprovided an average of 83 hours of training per person

Our training programs are tailored to individual needs Accenture offer a uniquecurriculum for each workforce, and tailors the specific courses for each career level.Training is conducted in a variety of ways, from classrooms to the Web We use awell-managed combination of courses, practical experience on the job and feedback

to enable our people to develop specialist skills that help them grow professionally.Another unique aspect of training at Accenture is the idea of “leaders teachingleaders.” Many of our classroom courses are facilitated by Accenture leaders whoteach from their own experience, having experienced many of the successes andchallenges you will face on the job In fact, last year over 2,000 of our facultyassignments were filled by Accenture leaders from all of our workforces, all around

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the world It is a great way to learn, and a great opportunity for Accenture people tocontribute and pass on what they have learned.

Mentors will also help you reach your full potential Accenture encourages allemployees to foster mentoring relationships on a formal or informal basis We havementoring programs for our women and ethnic minority professionals that provideopportunity for candid dialogue and guidance on career issues At Accenture, you’llalso have a dedicated career counselor to help with your development plan, conductyour annual reviews, and be available for coaching sessions throughout the year

Accenture has a number of training courses and leadership development programs.Included below are highlights of the programs we lead for our recruits andemployees

Accenture Student Empowerment Program

Duration: Three-year program

Description: This three-year program is targeted toward diverse and female rising

sophomores with majors in business, computer science and engineering.Participating students will:

• Attend networking lunches to help establish a mentoring relationship

• Attend the Leadership Conference the summer following their second mentoring year

• Intern with Accenture for two summers, as rising juniors and rising seniors

• Gain valuable exposure to the business world, explore the consulting career pathand understand what companies are looking for

Accenture Student Leadership Conference

Duration: Three-day conference

Description: This three-day conference is held for a limited number of outstanding

seniors at our education center in St Charles, Illinois (near Chicago) This helpsparticipants further develop and refine leadership skills and experience the samelearning environment as full-time employees

Accenture

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New Joiner Orientation

Duration: varies by location/employee

Description: New employers at Accenture attend New Joiner Orientation This

multi-day class experience provides new hires with essential knowledge they need tolaunch an Accenture career, whether straight out of university or a workforce veteran.Since New Joiner Orientation is a worldwide program, it serves as an introduction toour one global network But since it is conducted in home offices, new employees getthe specific information they need as an Accenture employee in the local office

Accenture Core Analyst School

Duration: two-week training course

Description: people who join Accenture’s consulting workforce as entry-level

consulting analysts join other consulting analysts from around the world for CoreAnalyst School, an intensive, two-week training course at our training center in St.Charles, Ill., just outside of Chicago Through a rigorous set of learning experiences,they discover how to deliver quality solutions using the same tools and methodsthey’ll use on the job As they explore “the big picture” of the work Accentureperforms, they develop a thorough understanding of how each workgroup in theConsulting workforce builds value for our clients And there are plenty ofopportunities to focus on developing personal, professional and people skills as well

Core Curriculum Training:

Duration: ongoing commitment to training

Description: Accenture offers a core curriculum for all employees to provide a set of

courses and learning experiences that give the basic, foundational knowledgeemployees need to succeed at each level of their Accenture career For these corecurriculum courses, employees join their colleagues from all over the world, eithervirtually or live, as they collaborate and learn together

myLearning Global Portal

Duration: ongoing commitment to training

Description: Accenture’s single global learning portal, myLearning, directs our

people to over 20,000 online courses, virtual classroom courses, and other learningresources to meet almost any business need From “soft skill” courses like meetingfacilitation and peer management to “hard skill” courses like SAP training or budgetplanning, Accenture employees can meet all their training needs throughmyLearning

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Minority Leadership Development Program

Description: enable diverse U.S employees to be more successful and empower

them to be leaders at Accenture This program includes virtual training and a two-dayclassroom event focusing on key areas for leadership development such as teachablepoint of view, communication, networking, mentoring and sponsorship, sellingeffectiveness, teaming and action planning Since the program’s initial rollout,approximately 450 participants have completed the course In our 2008 fiscal year,the emphasis will be placed on the development of a follow-up program to helpparticipants continue progressing on their action plans and career development

Leading a Diverse Workforce

Description: training enables Accenture’s executives to successfully lead an

inclusive work environment Participants leave the course able to explain theimportance of inclusion and diversity, and describe the various dimensions ofinclusion and diversity More importantly, participants will understand how toimplement key strategies for successfully leading and managing diversity Time isspent allowing executives the opportunity to apply techniques and frameworks totheir respective business entities and develop personal action plans thus creating apositive impact in the organization This course has been completed by 790executives In our 2008 fiscal year, this course will be rolled out to our diamondclient teams to ensure that we are creating an inclusive environment at the projectlevel Additionally, the U.S executive committee approved for two follow-upsessions per project to measure the success of action plans completed at each project

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Business Management Program (BMP)

24-month-long program

The adidas Group Business Management Program (BMP) is a sophisticated generalmanagement program During four assignments you will face challenging tasks andprojects within several functions Besides you get the chance to experience our brandportfolio during this 24-month-long program at stops around the globe

The BMP is designed to prepare you to take over a managerial role within a functional environment An individual road map will be designed to perfectly fit yourdevelopment needs and ensure that you are prepared to take on a future managementrole within a global environment

cross-The BMP is sponsored by Herbert Hainer (CEO) and you will be assigned a seniormanagement mentor This will be accompanied with strong support in regards to yourpersonal and professional development by the human resources department (HREmerging Employees)

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What are the goals of the program?

• Develop strong knowledge of the adidas Group business, as well as the sportinggoods industry in general

• Gain cross-functional experience during assignments with global, regional andarea/local scope

• Learn to work in a multicultural and global environment

• Gain strong project management experience

• Get to know the global business structure, reporting lines and responsibilities

• Enhance your soft and management skills

Provided an excellent performance from your side, the Business Managementprogram will prepare you to take over a challenging position within a cross-functional environment after the BMP

The BMP will give you the chance to get a unique understanding of the adidas Group.During four cross-functional assignments (marketing, sales or retail, finance andoperations) you will get an overview of the adidas Group and our brand portfolio atseveral locations around the globe

The assignments will offer you an insight into functional areas, processes and toolswith a global, regional and area/local scope Overall you will gain a deep insight intothe complex structure and operations of the adidas Group

• Professionals with three to six years work experience in a relevant field (e.g., bluechip companies, ideally consumer-based) Cross-functional experience (sales,marketing, operations, finance) Preferably first managerial experience

• Top performance at work and during your studies

• Excellent results from established business schools (MBA)—You either recentlygraduated or are about to graduate within the next couple of months

• International background studying and/or working abroad in different countries (atleast 12 months)

• High affinity for sport and the sporting goods industry and a strong will to succeed(e.g performance culture)

• Proactive, open-minded and flexible personality

adidas AG

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Actuarial Training Program (student and intern)

Twelve to 18 months for the student program, 12 weeks for the intern program

Aetna’s Actuarial Training Program, which includes a Student Program and an InternProgram, provides participants with the experience, training and support necessary tobecome a future financial leader within the company The program offers achallenging and supportive environment in which the actuarial student can attainfellowship and grow professionally

Actuaries are considered the financial engineers and the leading professionals infinding ways to manage risk They lay the foundation for long-term success bydesigning and pricing new products, as well as ensuring that existing products arefinancially sound They also ensure that the company’s reserves are sufficient to meetits future obligations

1425 Union Meeting Road Blue Bell, PA 19422 Aetna Building 3

930 Harvest Drive Blue Bell, PA 19422

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PROGRAM SUMMARY—ACTUARIAL STUDENT PROGRAM

Our Actuarial Student Program offers a strong management development componentwith targeted rotational assignments and is managed through a formal studentcommittee This committee is comprised of fellows who ensure student growth in theskills and knowledge necessary to become a financial leader Student Programbenefits include:

• Challenging interdepartmental rotations ranging from 12 to 18 months

• Valuable formal online training opportunities available on-demand

• Periodic in-person training sessions and networking opportunities

• Company-sponsored study time

• Paid review courses and study materials

• Paid exam fees and professional society dues

• On-site actuarial libraries and study rooms

• Automatic salary increases upon successful completion of each exam and uponcompletion of ASA, plus other economic rewards for eligible candidatesincluding performance and promotional increases and bonus programs

PROGRAM SUMMARY—INTERN PROGRAM

Aetna’s actuarial interns receive hands-on experience analyzing data, improvingprocesses and learning what actuarial work is all about Through differentassignments and planned intern activities, interns will see the variety ofresponsibilities actuaries have in our company Intern Program benefits include:

• Challenging preprofessional assignments reflective of current business needs

• Regularly scheduled formal training sessions with actuaries or other Aetna leaders

• Competitive hourly rates

• Temporary housing considerations

Intern entry requirements are similar to those for actuarial students; however,internship candidates need not have any completed actuarial exams Assignmentstypically last for 12 weeks, from mid-May through mid-August

Aetna Inc.

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Aetna Inc.

• 3.0 GPA or above is desired with a concentration in actuarial science,mathematics, statistics or economics

• Demonstrated ability to successfully complete actuarial exams

• Strong analytical, critical thinking and communication skills

• Demonstrated leadership and initiative

The Sales Professional Group School Training Program

The E.E Cammack Group School provides a transition from college to your career

It is a highly selective training program that has earned a reputation for producingworld-class executives This intensive program includes classroom and on-the-joblearning In addition, an assigned mentor will support you as you contribute toAetna’s business results

As an Aetna sales professional, you will represent our values and product portfolio tocustomers and members every day If you are career-oriented, have strongcommunication and interpersonal skills and are interested in working with seniordecision makers in a dynamic environment, then the E.E Cammack Group Schooltraining program can be a bridge to your future

Group school alumni hold high-profile positions both at Aetna and throughout theindustry Aetna has a commitment to excellence that has existed throughout manygenerations Since the group school began in 1924, 102 classes have graduated fromthis prestigious program A career at Aetna is strongly rooted in history, with apromising future through innovation and integrity

• Communication skills—Expresses verbal and written concepts in anunderstandable and organized manner Interacts effectively with groups of people

at all levels

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• Aptitude—Listens, retains key information, and translates information tocomparable situations Willing to admit knowledge gaps and identify learningopportunities in order to grow Learns complex information quickly and canapply to problem resolution

• Management of resources—Uses available resources efficiently and is wellorganized Demonstrates effective time management skills, the ability to handlemultiple assignments and a high volume of work

• Analytical skills—Able to analyze business processes, assess risk, identifyproblems and make decisions, and uses data to support decisions and actions

• Computer skills—Uses technology to deliver a more effective and efficientservice solution

The Aetna Information Services (AIS) Leadership Development Program (LDP)

Assignments last approximately eight months each and most members complete theprogram in a three-year time frame

The Aetna Information Services (AIS) Leadership Development Program (LDP) is afast-track rotational program that will give you the opportunity to develop technical,business and leadership skills allowing you to accelerate your professional growth.This is more than just a job—it’s a potential career path

LDP participants rotate through a series of challenging projects and technicalassignments within Aetna Information Services and other selected Aetna businessareas in our Pennsylvania and Connecticut offices

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Aetna Inc.

Rotational stops may include assignments in the following disciplines:

• Infrastructure and networking

• BS or BA in computer science or management information systems, engineering,business-related disciplines or the sciences

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Leadership Program Contact

Gladys Williams-Tillmon 2nd VP, Learning & Development Phone: 1-800-992-3522

Fax: (706) 596-2955 E-mail: gtillmon@aflac.com

How does your company define leadership?

Aflac defines leadership as more than the ability to manage processes Instead thecompany defines a leader as someone with the ability to be a visionary who iscapable of effectively disseminating a strategic vision or goal throughout theorganization so that the workforce can effectively execute

Aflac’s corporate training department facilitates two employee learning initiatives.The first is a leadership development program, which offers on-site courses for allemployees from entry-level to senior management There are three levels of classes,some of which require employees to have taken prerequisite courses that are a part ofthe offered curriculum The instructor-led classes provide a variety of subject matterfor workers seeking both career and personal development and are designed to helpemployees achieve a quality work/life balance Course topics range from “ManagingYour Career” to “Preventing Diabetes.”

In addition to the on-site courses, the company also facilitates a training programcalled Aflac Leadership Academy which provides a curriculum designed especially

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for managers and officers of the company including senior management AflacLeadership Academy provides middle and upper management with off-site training,discussion and activities all designed to promote action-learning Aflac providesexperienced external consultants to instruct the classes for the leadership academy

Onsite courses available through Aflac’s corporate training department are offered on

an ongoing basis At anytime throughout the year, employees interested in attending

a class can review the listing of available courses and register as a student

Describe how your program(s) differ at different levels of leadership.

Aflac leadership development classes are offered at levels I, II and III The coursesare customized for employees at varying career stages For instance, there are classesthat are offered for new managers as well as courses that are designed with the entry-level employee in mind Additionally, the leadership academy program is modified

to fit the specific needs of the varying levels of management including supervisors,middle-managers and company officers

What are the goals of the program?

The overall goal of Aflac’s leadership development program is to take theorganization from good to great The specific goal of Aflac’s Leadership Academyprogram is to help the organization’s management to become successful at achievingseveral core competencies These include: strategic agility; managing vision andpurpose; perspective; business and financial acumen; learning on the fly; drive forresults; informing; sizing up people; developing direct reports; motivating others;hiring and staffing; building effective teams; listening; integrity and trust;adaptability; ethics and values; action orientation; and customer focus

• All employees are eligible to participate in Aflac’s corporate training program

• A variety of courses are available to employees of all levels who are interested incareer development

• On-site courses are available in levels 1 through 3 and are designed for entry-level

to senior executive management

Does the program have a special recruiting relationship with particular universities/colleges/ grad programs?

No Aflac’s corporate training and employee learning programs are managed house and are made available to any employee who wants to attend a class

in-Aflac

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