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Anticipating What’s Around the Bend Attracting & Retaining the Best & Brightest November 18, Anticipating What’s Around the Bend Attracting & Retaining the Best & Brightest November 18, 2008 Farmer Cooperatives Conference Bob Broeckelman, Ph. D VP – Recruitment & Selection Services

What is happening? • The dominant factor for business in the next two decades What is happening? • The dominant factor for business in the next two decades is not going to be economics or technology; it will be demographics -Pete Drucker: The Future Has Happened Already • By 2010 there will be 168 million jobs in the US and 158 million workers -Bureau of Labor Statistics • While only 20% believed phased retirement was very or moderately important in 2003, 68% say it is very important today. -Hewitt 2003 Phased Retirement Study FCCServices, Inc. Enriching business performance

First Year Eligible for Full Retirement FCCServices, Inc. Enriching business performance First Year Eligible for Full Retirement FCCServices, Inc. Enriching business performance

Generational Workplace Issues • Boomers working next to Gen Y’s - each with very Generational Workplace Issues • Boomers working next to Gen Y’s - each with very different attitudes – conflict is inevitable • 60% of employers experience tension between employees of different generations • Generational differences collide over issues such as work ethics, respect for authority, dress code & many more FCCServices, Inc. Enriching business performance

Boomers say: “I can’t find anyone to hire that’s willing to work 60 hours Boomers say: “I can’t find anyone to hire that’s willing to work 60 hours a week. ” FCCServices, Inc. Enriching business performance

Gen Y’s say: “I’m sorry it takes you so long to get your work Gen Y’s say: “I’m sorry it takes you so long to get your work done. ” FCCServices, Inc. Enriching business performance

Generation Yer’s at a Glance: Who are They? Understanding the generations is key to Generation Yer’s at a Glance: Who are They? Understanding the generations is key to developing a successful plan to attract and motivate different age groups. FCCServices, Inc. Enriching business performance

Sp t the Gen Y FCCServices, Inc. Enriching business performance Sp t the Gen Y FCCServices, Inc. Enriching business performance

Generation Y • Born from 1977 to 1994 • Totals 76 million people • Generation Y • Born from 1977 to 1994 • Totals 76 million people • Almost identical in numbers to “Baby Boomers” but think very differently than “Baby Boomers” • Represents over 20% of today’s population • Between the ages of 13 and 30 • Many in this group have yet to enter the workforce • Work/Life balance • Socially conscious & civic minded FCCServices, Inc. Enriching business performance

 • • Hi-Tech The most educated Racially & ethnically diverse Want instant gratification • • Hi-Tech The most educated Racially & ethnically diverse Want instant gratification Like teams Goal oriented Frequent contact w/supervisors Lack company loyalty FCCServices, Inc. Enriching business performance

FCCServices, Inc. Enriching business performance FCCServices, Inc. Enriching business performance

FCCServices, Inc. Enriching business performance FCCServices, Inc. Enriching business performance

Recruiting Gen Y’s • Start early – Establish a relationship early in the Gen Recruiting Gen Y’s • Start early – Establish a relationship early in the Gen Y’s life – Offer internships or develop programs with local colleges, junior colleges and other social groups • Recruit with Peers – The best people to connect with Gen Y are other Gen Y’s – Questions & concerns are put at ease when answered by an already devoted employee of the same generation • Use Internet/Web Sites – Students are hungry for information and the interaction that a well-designed web site can offer FCCServices, Inc. Enriching business performance

Recruiting Strategies • Websites need to appeal to their desire to learn • Highlight Recruiting Strategies • Websites need to appeal to their desire to learn • Highlight paid training & skill development • Sell them on flexible schedules, telecommuting & full tuition reimbursement • As an Ag Cooperative… • Get involved with campus leadership organizations as well as make presentations in the classrooms working with the professors • Have both Gen Yer’s and experienced employees at the career fairs FCCServices, Inc. Enriching business performance

Recognition & Rewards Gen Y’s are less likely to be interested in pay increases Recognition & Rewards Gen Y’s are less likely to be interested in pay increases than the other generations and are seeking more than just salary from their employers: 83% are motivated by flexibility while only 73% are motivated by salary* Gen X’s want on-site child care, extra vacation days and high tech gadgets *Mercer Human Resources Consulting FCCServices, Inc. Enriching business performance

Summary of What The Next Generation Desires In Order of Importance • Work/Life Balance Summary of What The Next Generation Desires In Order of Importance • Work/Life Balance (Paid Time Off) • Communication between Employees & Senior Management • Room for advancement • Compensation • Benefits • Job Security • Continued Training • Desire to travel abroad FCCServices, Inc. Enriching business performance

The Shift In The “Nuclear Family” • What’s “nuclear”? – Married, heterosexual couple, with The Shift In The “Nuclear Family” • What’s “nuclear”? – Married, heterosexual couple, with 2. 3 children and the father as the principal economic provider. Today, less than 23% of U. S. households meet these criteria. In fact, less than 50% of households include a married couple. FCCServices, Inc. Enriching business performance

What about the other 50%? A current household snapshot would include…. . • • What about the other 50%? A current household snapshot would include…. . • • Couples living together before marriage Seniors living together, not married Female head of household Same sex couples Single moms (42% never married!) Single dads with kids (2. 2 m) Gay parents Grandparents as primary caregivers FCCServices, Inc. Enriching business performance

Marrying later or not at all Median age at marriage • 1960 • Women Marrying later or not at all Median age at marriage • 1960 • Women • Men 20 years old 23 years old • 2007 • Women • Men FCCServices, Inc. Enriching business performance 26 years old 28 years old

So What Does This Mean? 1. Need to re-program our definition of a ‘hard So What Does This Mean? 1. Need to re-program our definition of a ‘hard worker’… – Not about hours worked – Not about time in the office, at the desk “All about quality results produced” FCCServices, Inc. Enriching business performance

Gen Yer Turnover • 36% Leave In Less Than A Year. (USA Today) • Gen Yer Turnover • 36% Leave In Less Than A Year. (USA Today) • 78% Of College Graduates Leave Their First Job In Less Than Two Years. FCCServices, Inc. Enriching business performance

Have to accommodate Gen Yers If you don’t – They will simply go home Have to accommodate Gen Yers If you don’t – They will simply go home to their parents and Their parents will welcome them back FCCServices, Inc. Enriching business performance

58% Of College Graduates Move Back Home Their First Year. FCCServices, Inc. Enriching business 58% Of College Graduates Move Back Home Their First Year. FCCServices, Inc. Enriching business performance

44% Of Graduates Are Still Home The Second Year. FCCServices, Inc. Enriching business performance 44% Of Graduates Are Still Home The Second Year. FCCServices, Inc. Enriching business performance

How Boomers Raised Their Children Boomers pampered their children due to two working parents How Boomers Raised Their Children Boomers pampered their children due to two working parents and guilt. • Children got what they wanted • Center of their parents lives • Overscheduled grade-schoolers became overcommitted teens, with the emphasis on achieving. FCCServices, Inc. Enriching business performance

End Results Upon graduation ~ Gen Yers haven’t learned much about “struggle or sacrifice” End Results Upon graduation ~ Gen Yers haven’t learned much about “struggle or sacrifice” They want it all “now”. They tend to have a lot of credit card debt and live for the moment. Background checks have confirmed this and FCCServices, Inc. Enriching business performance

There are concerns about their writing skills…. . FCCServices, Inc. Enriching business performance There are concerns about their writing skills…. . FCCServices, Inc. Enriching business performance

Today’s 18 – 25 year olds 73% have received financial assistance from their parents Today’s 18 – 25 year olds 73% have received financial assistance from their parents within the past year. 64% have even gotten help with errands. FCCServices, Inc. Enriching business performance

The 2010 Ag Cooperative Perfect Storm Ag Background Applicants Total Labor Supply Aggressive Competitors The 2010 Ag Cooperative Perfect Storm Ag Background Applicants Total Labor Supply Aggressive Competitors Retirements Turnover

What could the Ag Cooperative’s 911 be? A in Agriculture… What would happen? • What could the Ag Cooperative’s 911 be? A in Agriculture… What would happen? • Employees will retire sooner • Mass exit of employees that lived through the agricultural turmoil of the 80’s

Our Environment Will Change FCCServices, Inc. Enriching business performance Our Environment Will Change FCCServices, Inc. Enriching business performance

How can we the battle? ? ? FCCServices, Inc. Enriching business performance How can we the battle? ? ? FCCServices, Inc. Enriching business performance

We need to fish in a bigger pond………. . We need to fish in a bigger pond………. .

But, we need to catch the right fish in the pond! But, we need to catch the right fish in the pond!

First Things First You must know what the expectations are for the new hire…… First Things First You must know what the expectations are for the new hire…… FCCServices, Inc. Enriching business performance

Intent to Stay What’s Important to New Hires? Change in Intent to Stay Intent to Stay What’s Important to New Hires? Change in Intent to Stay

Second Key Issue You must know what you are looking for when you are Second Key Issue You must know what you are looking for when you are filling an open position. FCCServices, Inc. Enriching business performance

Strategies for Success • Train managers and employees in interviewing and selection • Use Strategies for Success • Train managers and employees in interviewing and selection • Use technology and validated selection tools. – Face-to-face interview has 50% predictability – Structured interview tools increase predictability to 60 - 70% – Structured and validated tools such as Kenexa and PI increase overall predictability to over 90% FCCServices, Inc. Enriching business performance

So, how are we going to find these people? ? • The job search So, how are we going to find these people? ? • The job search process moved online very quickly after Al Gore invented the internet • Most job seekers we are looking for, go online FIRST when they want to make a change • Most job seekers look for new positions on job internet sites while at work on Mondays and Tuesdays • Your best candidates aren’t looking FCCServices, Inc. Enriching business performance

http: // Media Usage • The internet is the most commonly used form of http: // Media Usage • The internet is the most commonly used form of media for Gen Yers • Online media, such as videos, podcasting, blogs instant messaging • Less likely to read the print form of the newspaper than previous generations • Prefers lifestyle, pop culture & entertainment magazines over business & news magazines • Uses cell phone text messaging more than any other generation FCCServices, Inc. Enriching business performance

Sample Network Partners Sample Network Partners

Website On-Line Interview Campus Associations Friends 1, 681 First 8 months 30% PRO Form Website On-Line Interview Campus Associations Friends 1, 681 First 8 months 30% PRO Form (Manager Completes) Job Match Personal Interview (Completed in person or by phone) PI Form (Applicant Completes)

Ag Cooperatives Campus’s Friends 30% Ag Cooperatives Campus’s Friends 30%

Campus And Cooperative Applicants Co-op 1 Co-op 2 Co-op 3 Co-op 4 Co-op 5 Campus And Cooperative Applicants Co-op 1 Co-op 2 Co-op 3 Co-op 4 Co-op 5 Co-op 6 Final Applicants (For Each Farm Cooperative) Co-op 7 Co-op 8 Co-op 9

September 2003 to April 2004 1681 – Web -1076 – Rejected 605 Interviewed 15 September 2003 to April 2004 1681 – Web -1076 – Rejected 605 Interviewed 15 Universities 268 Job Matches

Questionnaire Entrance You are about to take the Sales Professional candidate questionnaire. It is Questionnaire Entrance You are about to take the Sales Professional candidate questionnaire. It is 63 questions long. Click the Start Button to begin. The use of reference materials or other assistance is not permitted, unless you are directed otherwise by your administrator. Choose the best answer from the available choices, even if you do not agree with the choices given. Depending on the speed of your computer, and/or ISP connection, you may see a blue page in between each question.

I tend to delay difficult decisions as long as possible in order to make I tend to delay difficult decisions as long as possible in order to make the right choice. 1. Strongly Disagree. 2. Slightly Disagree. 3. Not sure/in between. 4. Slightly Agree. 5. Strongly Agree. My Answer: 1 Next Question

Usage Report (From 21 Jun 2007 to 29 Jun 2007) Search the Database Date Usage Report (From 21 Jun 2007 to 29 Jun 2007) Search the Database Date Name D = Duplicate Result Referral Source Job Code Questionnaire Premier Farm Credit Fort Morgan CO 0637 21 Jun 2007 Dudley Dooright Capital Farm Credit 0638 21 Jun 2007 Carole Brady Fresno Madera Farm Credit 0643 21 Jun 2007 Jerry Riggit Walter C. de Bruyn 0640 22 Jun 2007 Jack Bauer AG Credit, Fostoria, OH 0629 Farm Credit Loan Officer 22 Jun 2007 Pete Repeat Bob Broeckelman 0603 Farm Credit Loan Officer 21 Jun 2007 June Cleaver Score Farm Credit 52%'tile Appraisers Farm Credit Loan Officer Time (min) 17 D 88%'tile 15 Farm Credit Support 1 23%'tile 18 Farm Credit Loan Officer 82%'tile 16 11%'tile 12 40%'tile 9

Website On-Line Interview Campus Associations Friends 1, 681 First 8 months PRO Form (Manager Website On-Line Interview Campus Associations Friends 1, 681 First 8 months PRO Form (Manager Completes) Job Match Personal Interview (Completed in person or by phone) PI Form (Applicant Completes)

A LOW Relative to Norm NORM AVERAGE Relative to Norm HIGH B C D A LOW Relative to Norm NORM AVERAGE Relative to Norm HIGH B C D Notes: 5

Summary of PRO® Results Position: Loan Officer-Composite Job Code: A, Loan Officer Department Code: Summary of PRO® Results Position: Loan Officer-Composite Job Code: A, Loan Officer Department Code: Completed By: Multiple Managers Notes: Loan Officer - Composite Survey Date: 05/31/2007 Report Date: 06/01/2007 Pattern Number: 42 The results of the PRO® should always be reviewed by a trained Predictive Index analyst. The PRO Reporter® provides you with a brief overview of the results of the PRO®. If you have not yet attended the Predictive Index® Management Workshop, please consult someone who has attended in order to do a thorough job analysis.

This job requires connecting with people quickly in an outgoing, friendly manner. The use This job requires connecting with people quickly in an outgoing, friendly manner. The use of persuasive communication skills to gain the interest and involvement of others in the work process is an important aspect of the job. An extreme sense of urgency is needed, combined with getting work done in complete, accurate detail and in accordance with company standards and policies. The motivation for this position comes from a strong sense of duty and a feeling of responsibility for completing work both quickly and correctly. A faster than average work pace is necessary combined with impatience for results. Follow-up of delegated work must be very thorough. Decision making will be done with the ideas and advice of others, but always carefully and cautiously within the guidelines of established company policy. Selling ideas to others and the ability to train, teach and motivate a team are strong aspects of this position. Change is an ongoing occurrence of this job and will be approached conservatively and with the support and guidance of management.

 • SELF: Measures the individual’s basic pattern of behavior. “Doing what comes naturally”. • SELF: Measures the individual’s basic pattern of behavior. “Doing what comes naturally”. • SELF CONCEPT: Measures the ways in which the individual is trying to modify (or change) his/her behavior to satisfy what he himself perceives to be the demands of his current job. • SYNTHESIS: Measures the ways in which the individual actually behaves in his/her current job and work environment 11

Summary of Predictive Index® Results Name: Jolene Survey Date: 07/12/2007 Report Date: 07/12/2007 Pattern Summary of Predictive Index® Results Name: Jolene Survey Date: 07/12/2007 Report Date: 07/12/2007 Pattern Number: 46 The results of the Predictive Index® survey should always be reviewed by a trained Predictive Index analyst.

Jolene is unassuming, unselfish and has a genuine interest in other people and a Jolene is unassuming, unselfish and has a genuine interest in other people and a strong, intuitive understanding of them. Outgoing and friendly, she enjoys working with others and is lively, warm company. A pleasant and extroverted person, Jolene is an effective communicator, able to stimulate and motivate others while being aware of and responsive to their needs and concerns. Her congenial personality and friendly, interested attitude make her readily approachable. She gets along easily with a wide variety of people. Her drive is directed at working with and for others. She derives particular satisfaction from doing things for others, for the company, for her management, for the team and for the company's customers. Cooperative and willing, she can be a particularly effective teacher and communicator of the company's policies, programs, and systems. Working at a faster-than-average pace, she is attentive to details and both quick and accurate in handling them. She is, however, too impatient to enjoy working with details as repetitive routine or as her primary responsibility. Anxious to be sure that things are done exactly right, Jolene will follow-up carefully and closely if her work requires that she delegate details to others. When it is necessary for her to be critical, she will try to do that in a constructive, supportive manner. Her sense of urgency and her sense of duty combine to make her actively concerned about the timeliness, as well as the correctness, of any work for which she is held responsible. In general, Jolene is a cautious and careful person, respectful of company authority and traditions, a specialist who avoids risk and uncertainty by taking care to do things properly, working within the company's formal organizational structure.

Summary of Predictive Index® Results Name: Pete Survey Date: 07/09/2007 Report Date: 07/09/2007 Pattern Summary of Predictive Index® Results Name: Pete Survey Date: 07/09/2007 Report Date: 07/09/2007 Pattern Number: 14 The results of the Predictive Index® survey should always be reviewed by a trained Predictive Index analyst.

Pete is a self-disciplined, conscientious person who will develop a high degree of expertise Pete is a self-disciplined, conscientious person who will develop a high degree of expertise and skill in a specialized job. He has the drive to get things done right and in accordance with established standards of accuracy and quality. Pete is a conservative and analytical person who respects traditional organizational values. Reserved, serious, and thoughtful about everything he does, he is a no-nonsense worker who worries about getting things exactly right. Never superficial, he will make sure that he knows what he is talking about before he speaks. He needs a lot of certainty and structure in his work so that he can avoid the chance of being blamed for mistakes. Understanding the technical aspects of his work well, he is capable of exercising ingenuity in problem-solving within the limits of his specialized expertise and training. Conservative and eager to avoid risk, he is cautious and skeptical about new ideas. He will be comfortable with established, approved systems, technology, organizational relationships, and people. In expressing himself, he is factual, sincere, and impatient to get on with the job at hand. Given responsibility for supervising others, he will be an exacting, rather strict boss who takes his responsibilities seriously and will demand that his subordinates get things done right and on time. He is disciplined, and respects authority and established procedures. He will be critical with subordinates who do not meet his standards. He controls closely and delegates little. Pete is the kind of person who strives to make sure that things get done right, and who is often placed in positions of control and trust. Given the necessary guidelines, he will carry out his responsibilities authoritatively and firmly. He has a sense of urgency, and works and functions, in general, at a faster-than-average pace, making decisions quickly as long as they are the kind of decisions that can be made in support of accepted policies.

Develop Validated Interviews • Validate the interviews to see if they sort the best Develop Validated Interviews • Validate the interviews to see if they sort the best performers from the lower performers. • Complete the “Adverse Impact” studies to make sure they don’t discriminate against age, race and gender. FCCServices, Inc. Enriching business performance

Farm Credit/SRI Loan Officer Research FCCServices, Inc. *Figures based on an 18 month period Farm Credit/SRI Loan Officer Research FCCServices, Inc. *Figures based on an 18 month period Enriching business performance

FCCServices, Inc. Enriching business performance *Figures based on an 18 month period FCCServices, Inc. Enriching business performance *Figures based on an 18 month period

Keeping Generation Yers…. . • Act like their parents – – – – – Keeping Generation Yers…. . • Act like their parents – – – – – Loving, encouraging and rewarding them Give them business cards Invite to a management meeting No birthday should go uncelebrated Allow time off for community service Happy hours, softball games, group lunches First day on the job should be unforgettable Have “Jeans Day” every Friday FCCServices, Inc. Enriching business performance

Retaining Employees After You Hire Them 1. 2. 3. 4. 5. 6. 7. 8. Retaining Employees After You Hire Them 1. 2. 3. 4. 5. 6. 7. 8. The First Day Is Critical. Send Welcome Letter Or Card Prior To Their Arrival. Put Yourself In Their Shoes. Introduce The New Employee To Others. Make Sure Lunch Arrangements Are Made. Provide Meaningful Orientation. Keep Them Up To Date Through Training. New Employees Make Their First Impression In Minutes As To Whether They Made The Right Choice Of Going To Work For You. FCCServices, Inc. Enriching business performance

OVERALL PHILOSOPHY • Match Screened Applicants With The “Right” Job Opening. • Match Screened OVERALL PHILOSOPHY • Match Screened Applicants With The “Right” Job Opening. • Match Screened Applicants With The Right Association “Chemistry”. • Match Final Candidates With The Right “Location”. • Retain the Best. • Build a meaningful Internship Program. FCCServices, Inc. Enriching business performance

Top 10 Expectations of Interns RANK FACTOR AVG. RATING 1 I’d be valued by Top 10 Expectations of Interns RANK FACTOR AVG. RATING 1 I’d be valued by my manager 8. 75 2 My manager would be prepared for my internship 8. 71 3 I’d be challenged by my assignment 8. 65 4 My mentor would be a valuable resource 8. 59 5 I’d be working with people I liked and respected 8. 54 6 Content of my assignment would relate to my major 8. 52 7 I’d be satisfied with the geographical location 8. 30 8 Opportunities to get to know other interns 7. 98 9 Opportunities to learn about other parts of the company 7. 96 10 I’d be treated like a full-time employee 7. 92 FCCServices, Inc. Enriching business performance

Gaps: Expectation vs Reality FACTOR Expectation Reality Gap #2 / 8. 71 7. 25 Gaps: Expectation vs Reality FACTOR Expectation Reality Gap #2 / 8. 71 7. 25 1. 46 7. 67 6. 65 1. 02 #3 / 8. 65 7. 68 . 97 Responsive if assignment disappointing 7. 42 6. 68 . 74 Accurate job description 7. 86 7. 16 . 70 Measured against objectives 7. 78 7. 09 . 69 Mentor was a valuable resource to me #4 / 8. 59 7. 95 . 64 Assignment related to my major #6 / 8. 52 7. 93 . 59 My workspace was ready for me 7. 56 6. 98 . 58 Learned about other parts of the company 7. 96 7. 40 . 56 Manager prepared for me Satisfied with performance reviews Challenged by my assignment FCCServices, Inc. Enriching business performance

Reasons for Accepting full-time position v Expectations exceeded on 20/24 factors v Top factors Reasons for Accepting full-time position v Expectations exceeded on 20/24 factors v Top factors exceeding expectations: ü ü ü Social events with management (+. 85) Organized activities for interns (+. 78) Worked with people I liked (+. 71) My manager valued me (+. 68) Housing arrangements satisfactory (+. 62) Ø BUT……My manager prepared for me (-. 68) FCCServices, Inc. Enriching business performance

Reasons for Declining full-time position v Expectations not met on 16/24 factors v Top Reasons for Declining full-time position v Expectations not met on 16/24 factors v Top factors falling short of expectations: ü ü ü My manager was prepared for me (-2. 60) Frequency/quality of reviews (-1. 64) Mentor was a valuable resource (-1. 58) Measured against objectives (-1. 32) Had a challenging assignment (-1. 31) Ø BUT……Treated like FT employee (+. 52) FCCServices, Inc. Enriching business performance

Final Thoughts……. . “They sat me down on the last day of my internship Final Thoughts……. . “They sat me down on the last day of my internship and told me that they’d be making me an offer for full-time employment at the beginning of the Fall recruitment season. They kept in touch with me between the end of my internship and the offer being sent, just to see how I was doing and to see if I had any questions. It made it really easy to accept their offer. They demonstrated time and again that they care for their employees. ” FCCServices, Inc. Enriching business performance

“Success in business is about putting the right people in the right place at “Success in business is about putting the right people in the right place at the right time. You can’t expect to have a successful working organization if you have the wrong people in the wrong jobs, no matter how many hours they may work. What you try to do is put people in positions that suit their natural abilities and inclinations. ” FCCServices, Inc. Enriching business performance

ACES Executive Committee President, David Barton Kansas State University (785) 532 -1508 dbarton@ksu. edu ACES Executive Committee President, David Barton Kansas State University (785) 532 -1508 [email protected] edu Advanced Agri-Solutions (419) 739 -4604 [email protected] com (605) 225 -5500 [email protected] com (785) 672 -3300 [email protected] com Farmway Co-op, Inc. (785) 738 -2241 [email protected] com FCCServices, Inc. (800) 999 -2687 bob. [email protected] com Board Chair, Larry Hammond Board Vice-Chair, Dale Locken South Dakota Wheat Growers Board Secretary, Brad Cowan Frontier Ag, Inc. Board Treasurer, Art Duerksen Consultant, Bob Broeckelman FCCServices, Inc. Enriching business performance

Other potential business solutions available for your use from…. FCCServices/Summit Point Consulting FCCServices, Inc. Other potential business solutions available for your use from…. FCCServices/Summit Point Consulting FCCServices, Inc. Enriching business performance

Company Overview Risk Management & Insurance Organizational Effectiveness Operational Support Summit Point Consulting National Company Overview Risk Management & Insurance Organizational Effectiveness Operational Support Summit Point Consulting National Discount Program FCCServices, Inc. Enriching business performance Recruiting And Selection

Company Overview Business Change & Execution Consulting & Training Governance Effectiveness Organizational Effectiveness Institutes Company Overview Business Change & Execution Consulting & Training Governance Effectiveness Organizational Effectiveness Institutes & Conferences FCCServices, Inc. Enriching business performance Leadership Development Enriching & Enhancing the Way Your Organization Works

Company Overview • Change Management • Merger Consulting & Integration • Feasibility Analysis • Company Overview • Change Management • Merger Consulting & Integration • Feasibility Analysis • Audit Services Business Change & Execution • Performance Consulting • Compensation Consulting • Sales & Sales Management • Recruiting & Selection Consulting & Training Governance Effectiveness Organizational Effectiveness • Meeting Design, Planning, & Facilitation • Bringing Together Experts, Peers, and Industry Innovators • On-site Coordination FCCServices, Inc. Enriching business performance Institutes & Conferences • Board Evaluations • Peer Evaluations • Board Facilitation Leadership Development Enriching & Enhancing the Way Your Organization Works • Leadership Development Training • Executive Coaching • Individual & Organization Assessment

Company Overview Preplanning Integrating New Hires Recruiting & Selection Matching Candidates to Jobs FCCServices, Company Overview Preplanning Integrating New Hires Recruiting & Selection Matching Candidates to Jobs FCCServices, Inc. Enriching business performance Screening Candidates Getting the Right People Onboard

Company Overview • • • Studying traits of successful employees • Developing profiles • Company Overview • • • Studying traits of successful employees • Developing profiles • Defining positions • Writing job descriptions Preplanning First day First week First month First six months Integrating New Hires Recruiting & Selection • PRO Form – manager completes • PI Form – applicant completes • Personal Interview FCCServices, Inc. Enriching business performance Matching Candidates to Jobs • Identifying venues • Developing materials • Telling the company story Screening Candidates Getting the Right People Onboard • Prescreening resumes (if desired) • On-line questionnaire • Phone interview

Company Overview Claims Consulting & TPA Insurance Marketing & Review Loss Prevention Risk Management Company Overview Claims Consulting & TPA Insurance Marketing & Review Loss Prevention Risk Management & Insurance Risk Assessment Program Administration Alternative Risk Management FCCServices, Inc. Enriching business performance People-Focused, Customer-Driven, Independent Risk Management Solutions

Risk Management Consulting Claims Consulting & TPA • Data analysis • Safety training • Risk Management Consulting Claims Consulting & TPA • Data analysis • Safety training • On-site Safety & loss control Insurance Marketing & Review Loss Prevention • • Exhaustive risk analysis Policy reviews Contingency planning Contract review Risk Management & Insurance Risk Assessment • • Captive & pool feasibility Design and implementation Captive & pool management Domicile analysis & selection FCCServices, Inc. Enriching business performance • • • Third-party administration Claim file audits Large claim reviews Reserve audits Process improvement TPA selection • Placement of primary and excess coverage • Outsource risk management • Coverage design • Brokerage selection & mgmt Program Administration Alternative Risk Management • Marketing and customer service • Certificate issuance • Policy issuance • Surveys & benchmarking People-Focused, Customer-Driven, Independent Risk Management Solutions

Questions? 800 -999 -2687 Bob Broeckelman FCCServices, Inc. /Summit Point Consulting FCCServices, Inc. Enriching Questions? 800 -999 -2687 Bob Broeckelman FCCServices, Inc. /Summit Point Consulting FCCServices, Inc. Enriching business performance