Club de lIRIS Gestion des comptences Job Families

Club de l’IRIS Gestion des compétences Job Families Expertises & Competencies profiles June 2011

Group HR Policies u To support its ambition to become global, the Group has overtime introduced organization design related tools to measure and compare jobs both internally and externally. Common job evaluation system (the Hay system of evaluation) for its cadre population Grading system to slot all “cadres” functions (A-H) Solvay Job Families model Page 2 © 2011, SOLVAY SA 2

Solvay Job Families model A tool to shape global organization u Allows the management to “shape” their organizations and adapt them to changes in strategy and objectives q by defining the architecture of roles q by defining the mission & 7 responsibilities q by identifying competencies and expertise deemed important for excelling in these roles q by managing an integrated positioning process – within the framework of Strategic HR Committees - using career ladders and thus reinforcing internal equity q By managing an annual review of organizational needs (workforce planning based on JF professions ) GLOBAL INTEGRATION Page 3 © 2011, SOLVAY SA 3

Expertise vs Competencies Solvay Model Full Potential En nt e nm vir o vir En Job Performance Expertise en t Competencies Solvay Group Competencies dictionary Expertise dictionary Functional skills & knowledge. Acquired through education and experience. on m Observed through Behaviors (including those linked to Values and Strategic Pillars). Page 4 © 2011, SOLVAY SA 4

Solvay Group Competencies Dictionary (0 -> 5 scale, with specific requirements) 1. Striving for Performance 4. u Developing Others u Holding People Accountable u Building the Team u Achievement Motivation u Initiative 2. Processing Information u u u 3. Analytical Thinking Conceptual Thinking Information Gathering Interpersonal Understanding Business Awareness Organizational Awareness 5. (Max 6 to 10 Key competencies per profession) Interacting with Others u Managing Knowledge and Expertise u Impact & Influence u Networking u Cultural Sensitivity u Partnership Aligning Effort u Organizational Commitment u Strategic Orientation Leadership 6. Working Efficiently u Decisiveness u Flexibility u Planning & Organizing Page 5 © 2011, SOLVAY SA 5

Expertise dictionary Generic expertise required and mandatory for all Professions Page 6 © 2011,

Generic performance expertises 1. Continuous improvement skills u Ability to continuously improve performance through a Plan-Do-Check-Act (PDCA) Cycle aimed at reducing gaps between current situation and targets (including Performance measurement and Performance management) 2. Problem Solving skills u Ability to analyze the causes of a problem and to propose creative solutions, relying on specific tools and methods. 3. Project management skills u Ability to use specific tools and methods of basic project management. 4. Change management skills u Ability to deal with change and to implement improvements, relying on specific tools and methods (8 principle of Kotter) Establishing a sense of urgency, Creating the guiding coalition, Developing a vision and strategy, Communicating the change vision, Empowering employees for broad-based action, Generating short-term wins, Consolidating gains and producing more change, Anchoring new approaches in the culture Page 7 © 2011, SOLVAY SA 7

What value for employee? u It clarifies roles & responsibilities, and expected outputs consistently across the group on a global basis allowing global process management u It provides more visibility on future career progression possibilities and development needs (All JF are in free access on Intranet) u Before 2003: 6000 individual job descriptions u Today: +/- 20 job families have been deployed, covering 220 professions for 3. 100 cadres l business : Manufacturing, Commercial, Supply Chain, RD&T l transversal : Finance, IT, Legal, Communication, HR, Procurement, HSE Page 8 © 2011, SOLVAY SA 8

OD JF concept for Quality function In the frame of Solvay policy for Performance

Job Family HR : Architecture HR OPERATIONS < 900 Business/Functions HR Industrial Relations H G F E D Deputy Sector/FD HR Mgr Entity HR Mgr Site HR Mgr Deputy Entity HR Mgr Country Industrial Relations Officer (IRO) BPIM Sector/ Function BPIM Senior BPIM CC HR EXPERTS Practice Leader BSC PDP OP Regional Manager Expert Area Manager Deputy Site HR Mgr Area Manager Team Leader Process Specialist ? A Page 10 3 S Regional Manager Senior Expert C B BSC HR ADMIN Process Specialist Service Unit HR Mgr Operat Proc Leader Operat Proc Specialist © 2011, SOLVAY SA 10

BPIM : Business Performance Improvement Manager Mission family To define, develop, deploy, adapt, and implement within the Group, organization Performance policies, models, systems and tools in order to ensure sustainability and continuous improvement of the Group’s activities and contribute to the optimization of the Performance: financial and non-financial results. Page 11 © 2011, SOLVAY SA 11

BPIM - Key differentiators Page 12 © 2011, SOLVAY SA 12

BPIM 10 Key Expertises 2 1 Page 13 © 2011, SOLVAY SA 13

BPIM Job family management…… BPIM practices assessment Fully integrated practice (++) Usual practice (+)

Workforce planning WFP is… looking at the profiles the organization needs to achieve the business strategy and building a people strategy that reflects those needs to secure the right people To determine the actions HR need to take today to provide the Business with the right workforce (profiles) within the next 5 years Workforce planning Presentation for HR © 2007, SOLVAY SA 15

Quantitative results – Demand Gap Analysis 3 Possible scenarii - Steady state - Scenario 1 - Scenario 2 NS Simu : Attrition + Retirment “No meaningful values” export to excel Workforce planning Presentation for HR © 2007, SOLVAY SA 16