EBS Human Resources Opening Remarks Trubion-August 24, 2010 PLEASE NOTE: ALL TITLE SLIDES BASED ON A TITLE MASTER IN AUTO LAYOUT DATE AUTOMATIC TO TURN OFF: [View>Header and Footer...] On Slide tab, uncheck Date and Time, then click Apply |
1 Agenda Introductions Human Resources Integration Success Factors Next Steps EBS Human Resources Opening Remarks |
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3 Emergent Human Resources Staff Introductions Paula Lazarich-Vice President, Human Resources Mary Comfort-Director, Compensation, Benefits, & HRIS Stephanie O'Reilly-Director, Training & Development, Employee Relations & Staffing PROPRIETARY AND CONFIDENTIAL |
4 PLEASE NOTE: TRANSITION SLIDE PAGES NOT BASED ON A MASTER OR AUTO LAYOUT TO USE IN A PRESENTATION: DUPLICATE IN SLIDE SORTER MENU [VIEW>SLIDE SORTER] MOVE INTO POSITION CHANGE TEXT APPROPRIATELY IMAGE USE IS OPTIONAL REMOVE AS YOU WISH ONLY USE APPROVED IMAGES POSITION Bottom Aligned SIZE +-4.75" H x 10" W at 150 dpi FRONT LAYER WHITE TITLE TEXT MIDDLE LAYER GROUPED ART BACK LAYER OPTIONAL PICTURE Text Box Position Horizontal: 0.5" Vertical: 1" Position Horizontal: 0" Vertical: 0.22" Cropped Logo Art 50% Transparent PROPRIETARY AND CONFIDENTIAL Human Resources Integration Success Factors |
5 Communication should be multidimensional Human Resources Integration Success Factors Inform Listen Involve Lead Organization Influencing individual Individual Influencing organization Build awareness and understanding Apply learning and implement integration plan |
6 Human Resources Guide Posts Recognize that "Business is a very HUMAN activity." Communicate early and often Align information sharing with regulatory requirements Establish integration teams comprised of Emergent and Trubion employees Establish and communicate a project plan timeline of Human Resources integration activities Human Resources Integration Success Factors PROPRIETARY AND CONFIDENTIAL |
7 Questions on Everyone's Mind How will the proposed transition affect me? Will my work routine change? How will my contributions be measured? Will my benefits change? How will I be rewarded? Human Resources Integration Success Factors PROPRIETARY AND CONFIDENTIAL |
8 PLEASE NOTE: TRANSITION SLIDE PAGES NOT BASED ON A MASTER OR AUTO LAYOUT TO USE IN A PRESENTATION: DUPLICATE IN SLIDE SORTER MENU [VIEW>SLIDE SORTER] MOVE INTO POSITION CHANGE TEXT APPROPRIATELY IMAGE USE IS OPTIONAL REMOVE AS YOU WISH ONLY USE APPROVED IMAGES POSITION Bottom Aligned SIZE +-4.75" H x 10" W at 150 dpi FRONT LAYER WHITE TITLE TEXT MIDDLE LAYER GROUPED ART BACK LAYER OPTIONAL PICTURE Text Box Position Horizontal: 0.5" Vertical: 1" Position Horizontal: 0" Vertical: 0.22" Cropped Logo Art 50% Transparent PROPRIETARY AND CONFIDENTIAL Next Steps for Human Resources |
9 Spend time with Trubion employees understanding their roles and responsibilities, processes and product offerings Take time to understand the Trubion culture-its values, beliefs and behaviors Establish an Human Resources project plan with the Human Resources integration team of Emergent & Trubion employees Near Term Human Resources Activities Next Steps for Human Resources |
EBS Human Resources Presentation Trubion-August 24, 2010 PLEASE NOTE: ALL TITLE SLIDES BASED ON A TITLE MASTER IN AUTO LAYOUT DATE AUTOMATIC TO TURN OFF: [View>Header and Footer...] On Slide tab, uncheck Date and Time, then click Apply |
1 Agenda Performance Management Cycle Compensation Practices Health & Welfare Benefits Rewards & Recognition Program Training & Development Opportunities EBS Human Resources Presentation |
2 PLEASE NOTE: TRANSITION SLIDE PAGES NOT BASED ON A MASTER OR AUTO LAYOUT TO USE IN A PRESENTATION: DUPLICATE IN SLIDE SORTER MENU [VIEW>SLIDE SORTER] MOVE INTO POSITION CHANGE TEXT APPROPRIATELY IMAGE USE IS OPTIONAL REMOVE AS YOU WISH ONLY USE APPROVED IMAGES POSITION Bottom Aligned SIZE +-4.75" H x 10" W at 150 dpi FRONT LAYER WHITE TITLE TEXT MIDDLE LAYER GROUPED ART BACK LAYER OPTIONAL PICTURE Text Box Position Horizontal: 0.5" Vertical: 1" Position Horizontal: 0" Vertical: 0.22" Cropped Logo Art 50% Transparent PROPRIETARY AND CONFIDENTIAL Performance Management Cycle |
3 Calendar Year Cycle Calendar Year Cycle Performance Management Cycle PROPRIETARY AND CONFIDENTIAL |
4 First Quarter Jointly set individual goals Project Manager included for core team members Jointly set major responsibilities and key duties Discuss career goals and development plan Discuss priorities for the year Which goals are most important Responsibilities or goals more important Performance Management Cycle PROPRIETARY AND CONFIDENTIAL |
5 Mid Year Employee provides input on progress on goals Manager provides feedback to employee including feedback from Project Manager, if applicable Performance Management Cycle PROPRIETARY AND CONFIDENTIAL |
6 Year End Independent reviewers provide feedback Employees complete self-assessment Manager reviews independent review feedback and obtains other feedback, i.e., Project Manager Manager and employee have discussion on overall performance on goals, responsibilities and behavioral competencies Performance Management Cycle PROPRIETARY AND CONFIDENTIAL |
7 PLEASE NOTE: TRANSITION SLIDE PAGES NOT BASED ON A MASTER OR AUTO LAYOUT TO USE IN A PRESENTATION: DUPLICATE IN SLIDE SORTER MENU [VIEW>SLIDE SORTER] MOVE INTO POSITION CHANGE TEXT APPROPRIATELY IMAGE USE IS OPTIONAL REMOVE AS YOU WISH ONLY USE APPROVED IMAGES POSITION Bottom Aligned SIZE +-4.75" H x 10" W at 150 dpi FRONT LAYER WHITE TITLE TEXT MIDDLE LAYER GROUPED ART BACK LAYER OPTIONAL PICTURE Text Box Position Horizontal: 0.5" Vertical: 1" Position Horizontal: 0" Vertical: 0.22" Cropped Logo Art 50% Transparent PROPRIETARY AND CONFIDENTIAL Compensation Practices |
8 Pay for performance to attract, retain and motivate achievement of high levels of performance Compare Emergent compensation to market competitive compensation data using Radford's Global Life Sciences Survey Includes biotech, pharmaceutical and other life sciences companies Emergent's base salary, Total Cash Compensation and Total Direct Compensation are compared to the 25th, 50th and 75th percentiles of competitive pay levels Total Cash Compensation: Base salary + annual bonus Total Direct Compensation: Base + bonus + equity Position total compensation at or slightly above the 50th percentile Compensation Philosophy & Competitive Assessment Methodology Compensation Practices |
9 Compensation Practices A Career Ladder for each Functional Area PROPRIETARY AND CONFIDENTIAL |
10 PLEASE NOTE: TRANSITION SLIDE PAGES NOT BASED ON A MASTER OR AUTO LAYOUT TO USE IN A PRESENTATION: DUPLICATE IN SLIDE SORTER MENU [VIEW>SLIDE SORTER] MOVE INTO POSITION CHANGE TEXT APPROPRIATELY IMAGE USE IS OPTIONAL REMOVE AS YOU WISH ONLY USE APPROVED IMAGES POSITION Bottom Aligned SIZE +-4.75" H x 10" W at 150 dpi FRONT LAYER WHITE TITLE TEXT MIDDLE LAYER GROUPED ART BACK LAYER OPTIONAL PICTURE Text Box Position Horizontal: 0.5" Vertical: 1" Position Horizontal: 0" Vertical: 0.22" Cropped Logo Art 50% Transparent PROPRIETARY AND CONFIDENTIAL Annual Bonus Plan |
11 The Plan features the following bonus formula: Annual Bonus Plan Design Overview Compensation Practices Annual cash bonuses are intended to motivate achievement of financial, operational and individual goals Factors can range from 0 to 1.0 at target to 1.5 at maximum based on a quantitative & qualitative review of performance U. S. bonus targets: Vice President 30% Directors 25% Managers 20% Exempt Professionals: 15% Non-exempt 7% The average % of bonus paid last performance year was 100% Bonus = Base Salary x Bonus Target x Corporate Factor Group Factor x x Individual Factor PROPRIETARY AND CONFIDENTIAL |
12 Bonus Payout Example Compensation Practices $50,000 Base salary 7% bonus target Target bonus = $3,500 Corporate Factor: 1.05 Group Factor: 1.10 Individual Factor: 1.25 Bonus earned = $5,053 10.11% of base salary PROPRIETARY AND CONFIDENTIAL |
13 Bonus Payout Example Compensation Practices $50,000 Base salary 7% bonus target Target bonus = $3,500 Corporate Factor: .5 Group Factor: 1.0 Individual Factor: 1.25 Bonus earned = $2,187.50 4.4% of base salary PROPRIETARY AND CONFIDENTIAL |
14 PLEASE NOTE: TRANSITION SLIDE PAGES NOT BASED ON A MASTER OR AUTO LAYOUT TO USE IN A PRESENTATION: DUPLICATE IN SLIDE SORTER MENU [VIEW>SLIDE SORTER] MOVE INTO POSITION CHANGE TEXT APPROPRIATELY IMAGE USE IS OPTIONAL REMOVE AS YOU WISH ONLY USE APPROVED IMAGES POSITION Bottom Aligned SIZE +-4.75" H x 10" W at 150 dpi FRONT LAYER WHITE TITLE TEXT MIDDLE LAYER GROUPED ART BACK LAYER OPTIONAL PICTURE Text Box Position Horizontal: 0.5" Vertical: 1" Position Horizontal: 0" Vertical: 0.22" Cropped Logo Art 50% Transparent PROPRIETARY AND CONFIDENTIAL Long Term Incentive/Equity Grant |
15 Senior Manager + and their individual contributor equivalent on the other 3 exempt career ladders are eligible to participate in Emergent's plan Equity is granted at hire and annually and is intended to: Align participant interests with shareholders to drive value creation Provide incentive to attain corporate goals Retain high performing employees Grant consists of both stock options and restricted stock units Grants vest ratably over 3 year period Emergent's Equity Practices Compensation Practices |
16 PLEASE NOTE: TRANSITION SLIDE PAGES NOT BASED ON A MASTER OR AUTO LAYOUT TO USE IN A PRESENTATION: DUPLICATE IN SLIDE SORTER MENU [VIEW>SLIDE SORTER] MOVE INTO POSITION CHANGE TEXT APPROPRIATELY IMAGE USE IS OPTIONAL REMOVE AS YOU WISH ONLY USE APPROVED IMAGES POSITION Bottom Aligned SIZE +-4.75" H x 10" W at 150 dpi FRONT LAYER WHITE TITLE TEXT MIDDLE LAYER GROUPED ART BACK LAYER OPTIONAL PICTURE Text Box Position Horizontal: 0.5" Vertical: 1" Position Horizontal: 0" Vertical: 0.22" Cropped Logo Art 50% Transparent PROPRIETARY AND CONFIDENTIAL Health & Welfare Benefits |
17 Multiple Offerings Medical, dental & vision insurance BCBS, Delta, VSP & Health Advocate Choice between two medical plans through BCBS Short-term & long-term disability Life & supplemental life insurance Medical & dependent care flexible spending accounts Wellness Program 401(k) plan with employer match & immediate vesting Paid time off (PTO) & holidays Tuition reimbursement Health & Welfare Benefits PROPRIETARY AND CONFIDENTIAL |
18 PLEASE NOTE: TRANSITION SLIDE PAGES NOT BASED ON A MASTER OR AUTO LAYOUT TO USE IN A PRESENTATION: DUPLICATE IN SLIDE SORTER MENU [VIEW>SLIDE SORTER] MOVE INTO POSITION CHANGE TEXT APPROPRIATELY IMAGE USE IS OPTIONAL REMOVE AS YOU WISH ONLY USE APPROVED IMAGES POSITION Bottom Aligned SIZE +-4.75" H x 10" W at 150 dpi FRONT LAYER WHITE TITLE TEXT MIDDLE LAYER GROUPED ART BACK LAYER OPTIONAL PICTURE Text Box Position Horizontal: 0.5" Vertical: 1" Position Horizontal: 0" Vertical: 0.22" Cropped Logo Art 50% Transparent PROPRIETARY AND CONFIDENTIAL Rewards & Recognition Program |
19 AACE Program Anniversary Award Achievement Award Champions Award Excellence Award Rewards & Recognition Program PROPRIETARY AND CONFIDENTIAL |
20 PLEASE NOTE: TRANSITION SLIDE PAGES NOT BASED ON A MASTER OR AUTO LAYOUT TO USE IN A PRESENTATION: DUPLICATE IN SLIDE SORTER MENU [VIEW>SLIDE SORTER] MOVE INTO POSITION CHANGE TEXT APPROPRIATELY IMAGE USE IS OPTIONAL REMOVE AS YOU WISH ONLY USE APPROVED IMAGES POSITION Bottom Aligned SIZE +-4.75" H x 10" W at 150 dpi FRONT LAYER WHITE TITLE TEXT MIDDLE LAYER GROUPED ART BACK LAYER OPTIONAL PICTURE Text Box Position Horizontal: 0.5" Vertical: 1" Position Horizontal: 0" Vertical: 0.22" Cropped Logo Art 50% Transparent PROPRIETARY AND CONFIDENTIAL Training & Development Opportunities |
21 Multiple Offerings Management Development & Training Compliance Training Technical Training & Development Professional Training Professional Certification Support Education Support Training & Development Opportunities PROPRIETARY AND CONFIDENTIAL |
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