GES HR Information Binder March 17, 2017 Reports and Charts Copyright © 2015 ADP, LLC. Proprietary and Confidential.
GES HR Information Binder March 17, 2017 Reports and Charts Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Dashboards
Dashboards
Headcount 3 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Headcount 3 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Headcount Trending 4 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Headcount Trending 4 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Terminations 5 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Terminations 5 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Hiring 6 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Hiring 6 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Internal Movement 7 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Internal Movement 7 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
LGE Headcount 8 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
LGE Headcount 8 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
LGE Terminations 9 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
LGE Terminations 9 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
LGE Hiring 10 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
LGE Hiring 10 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
LGE Internal Movement 11 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
LGE Internal Movement 11 Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Headcount Dashboard with LGE Diversity as of March 1, 2017 • The largest change has affected the GES – Division Staff population – 258 associates in July 2016 has decreased by 41% to a count of 152 in March 2017 – NAS and ESI has decreased by 10% and 2% respectively – MNC has grown by 3% for the fiscal year • The GCOM leaders who have had an increase in their populations have been Todd Horvath (3%), Dave Imbrogno (1%), and Frank Smits (1%) • Each Manager Level (excluding LGEs) has been reduced by 5-9% • From a regional perspective, North America’s associate population has decreased by the largest percentage, 10% – With the most dramatic change happening between the months of November and December 2016 (327 associates) – APAC and EMEA have decreased by 2% each and LatAm has decreased by 1% LGE-specific Diversity • Over the course of FY’17, the count of LGE’s has remained fairly consistent, with a count of 71 in July 2016 and 71 in March 2017 – GES has increased in both gender and minority (in the US) diversity by 0.7% and 8.6% respectively
Headcount Dashboard with LGE Diversity as of March 1, 2017 • The largest change has affected the GES – Division Staff population – 258 associates in July 2016 has decreased by 41% to a count of 152 in March 2017 – NAS and ESI has decreased by 10% and 2% respectively – MNC has grown by 3% for the fiscal year • The GCOM leaders who have had an increase in their populations have been Todd Horvath (3%), Dave Imbrogno (1%), and Frank Smits (1%) • Each Manager Level (excluding LGEs) has been reduced by 5-9% • From a regional perspective, North America’s associate population has decreased by the largest percentage, 10% – With the most dramatic change happening between the months of November and December 2016 (327 associates) – APAC and EMEA have decreased by 2% each and LatAm has decreased by 1% LGE-specific Diversity • Over the course of FY’17, the count of LGE’s has remained fairly consistent, with a count of 71 in July 2016 and 71 in March 2017 – GES has increased in both gender and minority (in the US) diversity by 0.7% and 8.6% respectively
Q1 Q2 Q3 Jul-16 Aug-16 Sep-16 YTD ∆ YTD %∆ Oct-16 Nov-16 Dec-16 YTD ∆ YTD %∆ Jan-17 Feb-17 Mar-17 YTD ∆ YTD %∆ GES 14433 14368 14263 -170 -1% 14008 13952 13647 -786 -5% 13593 13671 13661 -840 -6% 72 74 72 4% 71 73 72 0% 71 1% LGE 23.9% 26.4% 25.0% 1 1.1% 24.3% 23.3% 24.3% 3 0.4% 24.7% 25.0% 25.4% 0 -23.9% 74 73 Manager Level Percentage of Minority LGE (US) 11.4% 15.6% 15.9% -2 4.5% 17.4% 20.0% 20.0% -26 8.6% 20.0% 22.2% 22.7% -27 11.4% Percentage of Female LGE 284 281 295 307 293 -9% 281 -1% 303 -8% 305 280 Leader of Leaders -92 1006 1051 1087 -79 1008 1030 995 1068 1009 1033 First-Line Leader -36 Individual Contributor 12968 12925 12835 -133 -3% 12606 12556 12284 -684 -7% 12227 12312 12315 -653 -8% -1% -5% -5% ESI 6503 6540 6510 7 0% 6411 6344 6430 -73 -1% 6371 6387 6350 -153 -2% New Division GES - Division Staff 5741 5636 5587 -154 -7% 5443 5410 5114 -111 -43% 5122 5153 5176 -106 -41% 148 206 147 241 241 145 -17 237 258 152 -627 -3% NAS -11% -10% -565 MNC 1931 1951 1925 -6 0% 1917 1992 1956 25 1% 1955 1983 1983 52 3% Flynn,Edward B 10 10 9 -1 -10% 9 8 8 -2 -20% 8 7 7 -3 -30% Ferguson,Charles 1930 1950 1924 18 2% 1916 1991 1955 -1 0% 1954 1983 1983 -16 -2% 952 939 924 922 934 952 956 958 940 53 -6 25 1% 3% 0% Horvath,Todd M GCOM Leader Imbrogno,David J 4279 4376 4357 -232 -16% 4293 4300 4318 -666 -46% 4295 4317 4329 -612 -42% 39 1% 78 50 2% 1% 1460 836 848 1228 1108 Leonard,Gerard 1258 1148 794 825 1% 1194 1185 1197 Marinho,Cesar 1194 1% 1194 1210 1187 1188 0% 1198 9 -1 10 0% -80 McGuire,Don -3% -2% Neron-Bancel,Franck 4371 4390 4351 -20 -27% 4271 4191 4291 0 -112 -100% 4252 0 4243 0 4238 0 -133 -100% -30 112 89 82 78 60 -112 Smits,Frank 143 149 156 13 9% 156 144 145 2 1% 143 141 145 2 1% APAC 1118 1130 1144 26 2% 1138 1124 1106 -32 -3% 1089 1099 1095 -23 -2% Region EMEA 5939 5972 5897 -42 -1% 5788 5772 5827 39 1% 5782 5796 5797 -142 -2% 1234 1212 -17 0% 1222 -4 1237 1227 1233 1229 -1% 1% 1226 LatAm 9 1238 North America 6147 6033 5984 -163 -3% 5856 5819 5492 -364 -6% 5495 5542 5557 -590 -10% Less than 1 Year 1898 1973 1947 49 3% 1847 1799 1753 -145 -8% 1693 1666 1666 -232 -12% 28 4% 1% 1-2 Years 2595 2578 2556 -39 -2% 2599 2622 2623 -144 -8% 2615 2700 2689 -207 -11% 94 1838 -2% 1700 -37 1721 1826 1863 1719 1754 1772 3-4 Years 1656 Tenure 5-9 Years 3806 3767 3744 -62 -2% 3696 3667 3574 -232 -6% 3526 3534 3545 -261 -7% -37 1820 1816 1761 -6% 1797 1739 1783 1767 -4 0% 1787 -2% 1706 -114 10-14 Years 15-19 Years 1444 1425 1416 -28 -2% 1387 1380 1338 -106 -7% 1336 1330 1325 -119 -8% 20+ Years 1007 990 991 -16 -2% 968 963 934 -73 -7% 941 954 964 -43 -4% -1% -5% -52 Gender Male 5399 3 5370 3 5347 6 -121 100% 5243 5 5210 5 5124 5 -275 -5% 5094 2 5122 3 5141 2 -258 -33% Female 8994 -514 9031 8497 8546 8517 8736 8758 8910 -1% 8517 -514 -6% -6% 3 Not Specified 67% -1 2 Minority 1797 1800 1793 -4 0% 1769 1778 1656 -141 -8% 1665 1702 1717 -132 -7% Non-Minority 4163 4046 4001 -162 -4% 3904 3859 3651 -512 -12% 3647 3656 3388 -516 -12% White 3859 3743 3707 -152 -4% 3606 3563 3382 -477 -12% 3380 3393 3386 -473 -12% 660 Black or African American 633 -117 -15% -4% 764 785 736 -152 -19% 668 753 -32 733 644 Ethnicity (US) Hispanic or Latino 545 580 590 45 -2% 592 602 596 51 -22% 596 613 620 75 -22% 14% 9% 8% 255 254 254 -7 261 -9 -3% 259 -3% 257 252 255 Asian 251 -4 -6 24 -4% 21 24 -1 27 Nat Hawaiian/Oth Pac Islander 26 27 21 21 21 -6 22 21 19 American Indian/Alaska Native 20 22 -9% -3 20 19 20 -2 19 -1 Two or More Races 157 148 146 -11 -5% 143 144 135 -22 -14% 134 134 134 -23 -15% -14% -7% Not Applicable (Non-U.S.) 3 3 3 0 0% 3 3 3 0 0% 3 3 2 -1 -33% Not Specified 300 299 290 -10 -3% 294 292 266 -34 -11% 264 260 266 -34 -11%
Q1 Q2 Q3 Jul-16 Aug-16 Sep-16 YTD ∆ YTD %∆ Oct-16 Nov-16 Dec-16 YTD ∆ YTD %∆ Jan-17 Feb-17 Mar-17 YTD ∆ YTD %∆ GES 14433 14368 14263 -170 -1% 14008 13952 13647 -786 -5% 13593 13671 13661 -840 -6% 72 74 72 4% 71 73 72 0% 71 1% LGE 23.9% 26.4% 25.0% 1 1.1% 24.3% 23.3% 24.3% 3 0.4% 24.7% 25.0% 25.4% 0 -23.9% 74 73 Manager Level Percentage of Minority LGE (US) 11.4% 15.6% 15.9% -2 4.5% 17.4% 20.0% 20.0% -26 8.6% 20.0% 22.2% 22.7% -27 11.4% Percentage of Female LGE 284 281 295 307 293 -9% 281 -1% 303 -8% 305 280 Leader of Leaders -92 1006 1051 1087 -79 1008 1030 995 1068 1009 1033 First-Line Leader -36 Individual Contributor 12968 12925 12835 -133 -3% 12606 12556 12284 -684 -7% 12227 12312 12315 -653 -8% -1% -5% -5% ESI 6503 6540 6510 7 0% 6411 6344 6430 -73 -1% 6371 6387 6350 -153 -2% New Division GES - Division Staff 5741 5636 5587 -154 -7% 5443 5410 5114 -111 -43% 5122 5153 5176 -106 -41% 148 206 147 241 241 145 -17 237 258 152 -627 -3% NAS -11% -10% -565 MNC 1931 1951 1925 -6 0% 1917 1992 1956 25 1% 1955 1983 1983 52 3% Flynn,Edward B 10 10 9 -1 -10% 9 8 8 -2 -20% 8 7 7 -3 -30% Ferguson,Charles 1930 1950 1924 18 2% 1916 1991 1955 -1 0% 1954 1983 1983 -16 -2% 952 939 924 922 934 952 956 958 940 53 -6 25 1% 3% 0% Horvath,Todd M GCOM Leader Imbrogno,David J 4279 4376 4357 -232 -16% 4293 4300 4318 -666 -46% 4295 4317 4329 -612 -42% 39 1% 78 50 2% 1% 1460 836 848 1228 1108 Leonard,Gerard 1258 1148 794 825 1% 1194 1185 1197 Marinho,Cesar 1194 1% 1194 1210 1187 1188 0% 1198 9 -1 10 0% -80 McGuire,Don -3% -2% Neron-Bancel,Franck 4371 4390 4351 -20 -27% 4271 4191 4291 0 -112 -100% 4252 0 4243 0 4238 0 -133 -100% -30 112 89 82 78 60 -112 Smits,Frank 143 149 156 13 9% 156 144 145 2 1% 143 141 145 2 1% APAC 1118 1130 1144 26 2% 1138 1124 1106 -32 -3% 1089 1099 1095 -23 -2% Region EMEA 5939 5972 5897 -42 -1% 5788 5772 5827 39 1% 5782 5796 5797 -142 -2% 1234 1212 -17 0% 1222 -4 1237 1227 1233 1229 -1% 1% 1226 LatAm 9 1238 North America 6147 6033 5984 -163 -3% 5856 5819 5492 -364 -6% 5495 5542 5557 -590 -10% Less than 1 Year 1898 1973 1947 49 3% 1847 1799 1753 -145 -8% 1693 1666 1666 -232 -12% 28 4% 1% 1-2 Years 2595 2578 2556 -39 -2% 2599 2622 2623 -144 -8% 2615 2700 2689 -207 -11% 94 1838 -2% 1700 -37 1721 1826 1863 1719 1754 1772 3-4 Years 1656 Tenure 5-9 Years 3806 3767 3744 -62 -2% 3696 3667 3574 -232 -6% 3526 3534 3545 -261 -7% -37 1820 1816 1761 -6% 1797 1739 1783 1767 -4 0% 1787 -2% 1706 -114 10-14 Years 15-19 Years 1444 1425 1416 -28 -2% 1387 1380 1338 -106 -7% 1336 1330 1325 -119 -8% 20+ Years 1007 990 991 -16 -2% 968 963 934 -73 -7% 941 954 964 -43 -4% -1% -5% -52 Gender Male 5399 3 5370 3 5347 6 -121 100% 5243 5 5210 5 5124 5 -275 -5% 5094 2 5122 3 5141 2 -258 -33% Female 8994 -514 9031 8497 8546 8517 8736 8758 8910 -1% 8517 -514 -6% -6% 3 Not Specified 67% -1 2 Minority 1797 1800 1793 -4 0% 1769 1778 1656 -141 -8% 1665 1702 1717 -132 -7% Non-Minority 4163 4046 4001 -162 -4% 3904 3859 3651 -512 -12% 3647 3656 3388 -516 -12% White 3859 3743 3707 -152 -4% 3606 3563 3382 -477 -12% 3380 3393 3386 -473 -12% 660 Black or African American 633 -117 -15% -4% 764 785 736 -152 -19% 668 753 -32 733 644 Ethnicity (US) Hispanic or Latino 545 580 590 45 -2% 592 602 596 51 -22% 596 613 620 75 -22% 14% 9% 8% 255 254 254 -7 261 -9 -3% 259 -3% 257 252 255 Asian 251 -4 -6 24 -4% 21 24 -1 27 Nat Hawaiian/Oth Pac Islander 26 27 21 21 21 -6 22 21 19 American Indian/Alaska Native 20 22 -9% -3 20 19 20 -2 19 -1 Two or More Races 157 148 146 -11 -5% 143 144 135 -22 -14% 134 134 134 -23 -15% -14% -7% Not Applicable (Non-U.S.) 3 3 3 0 0% 3 3 3 0 0% 3 3 2 -1 -33% Not Specified 300 299 290 -10 -3% 294 292 266 -34 -11% 264 260 266 -34 -11%
February Situation Report
February Situation Report
February 2017 Donna Fielding Key Metrics Diversity metrics for LGE remain consistent to 2016 year-end numbers. GES is showing a small uptick in overall gender (0.7%) and minority (8.6% - US only) diversity. Overall headcount is trending downward, with the exception of MNC (+3%). Leadership Leadership Updates: EMEA VP HR role – 2 final candidates are Sandra Bernard and Paul Roland - Ed/Dermot to meet last week in March Roseland Key Events and Activities GES Global: Talent Review Prep – Met with several LGE (20+) leaders to discuss current role/development/organizational support GES Global: Designing talent strategy that includes LGE Development onboarding and LGE Transition within and from ADP/Predictive analytics ADP: Women of Power Summit Co-Sponsor with Debbie Dyson (45 LGE/NLGE African-American Women attended). On Panel: Get Paid What You’re Worth
February 2017 Donna Fielding Key Metrics Diversity metrics for LGE remain consistent to 2016 year-end numbers. GES is showing a small uptick in overall gender (0.7%) and minority (8.6% - US only) diversity. Overall headcount is trending downward, with the exception of MNC (+3%). Leadership Leadership Updates: EMEA VP HR role – 2 final candidates are Sandra Bernard and Paul Roland - Ed/Dermot to meet last week in March Roseland Key Events and Activities GES Global: Talent Review Prep – Met with several LGE (20+) leaders to discuss current role/development/organizational support GES Global: Designing talent strategy that includes LGE Development onboarding and LGE Transition within and from ADP/Predictive analytics ADP: Women of Power Summit Co-Sponsor with Debbie Dyson (45 LGE/NLGE African-American Women attended). On Panel: Get Paid What You’re Worth
February 2017 GES HR Team Highlights and Challenges NAS: MOTM upcoming LatAm: Sales challenged due to local economy MNC: Experiencing business growth EMEA UK: Sales at 59% of plan EMEA NL: NPS trending positively (+3) NAS: Losses continue to increase APAC: Client training revenue up 128% of forecast EMEA Germany: Talent poaching by SDWorx Major Project Updates Network Compass rollout a success: 95% completion rate in LatAm; Belgium, Italy, Poland and Czech Republic were all over 90%; EMEA outperformed the ADP average overall. th th The Black Enterprise Women of Power summit took place from March 8 through 11 . Results of the conference will be available in the next report. Multicultural Program Launched - Successful Global Business Trends The changes and uncertainty around the Affordable Care Act continues to have an effect on ADP’s business and that of the United States overall. The most recent plan put forward in Congress has been opposed by a significant number of business groups. France’s Emmanuel Macron is seen to be consolidating his lead over Marine LePen, which has been bolstering French markets and giving rd hope that Frexit, and ultimately a breakup of the EU, will not occur. The first round of the election will occur on April 23 . HCS Global Highlights NAS is looking into creating a talent head as a result of the TMBC acquisition to support the TA business. Talent Review took place in February. A number of HR openings across the GES HR regions, including in NAS, EMEA and APAC, are presenting challenges for the team. CoE Partner Update The myMoment Peer-to-Peer Spotlight award Pilot is running smoothly. In total, nearly 1,000 awards have been sent, with a significant improvement in approval turnaround times. In addition, Manager Spotlight awards have increased by 221% from before the pilot. Donna’s Travel Schedule Mar. 7-10: Women of Power Conference – Phoenix, AZ
February 2017 GES HR Team Highlights and Challenges NAS: MOTM upcoming LatAm: Sales challenged due to local economy MNC: Experiencing business growth EMEA UK: Sales at 59% of plan EMEA NL: NPS trending positively (+3) NAS: Losses continue to increase APAC: Client training revenue up 128% of forecast EMEA Germany: Talent poaching by SDWorx Major Project Updates Network Compass rollout a success: 95% completion rate in LatAm; Belgium, Italy, Poland and Czech Republic were all over 90%; EMEA outperformed the ADP average overall. th th The Black Enterprise Women of Power summit took place from March 8 through 11 . Results of the conference will be available in the next report. Multicultural Program Launched - Successful Global Business Trends The changes and uncertainty around the Affordable Care Act continues to have an effect on ADP’s business and that of the United States overall. The most recent plan put forward in Congress has been opposed by a significant number of business groups. France’s Emmanuel Macron is seen to be consolidating his lead over Marine LePen, which has been bolstering French markets and giving rd hope that Frexit, and ultimately a breakup of the EU, will not occur. The first round of the election will occur on April 23 . HCS Global Highlights NAS is looking into creating a talent head as a result of the TMBC acquisition to support the TA business. Talent Review took place in February. A number of HR openings across the GES HR regions, including in NAS, EMEA and APAC, are presenting challenges for the team. CoE Partner Update The myMoment Peer-to-Peer Spotlight award Pilot is running smoothly. In total, nearly 1,000 awards have been sent, with a significant improvement in approval turnaround times. In addition, Manager Spotlight awards have increased by 221% from before the pilot. Donna’s Travel Schedule Mar. 7-10: Women of Power Conference – Phoenix, AZ
February 2017 Mar. 20-22: Meeting of the Minds – San Diego, CA Mar. 23-24: Office Visit – Pleasanton, CA April 3-7: EMEA HR Meeting – Paris, France
February 2017 Mar. 20-22: Meeting of the Minds – San Diego, CA Mar. 23-24: Office Visit – Pleasanton, CA April 3-7: EMEA HR Meeting – Paris, France
February 2017 NAS FY17 Goals Critical Updates Continued progress made in the area of Talent Analytics. Work under way to create a talent risk model that will predict when talent is at risk based on numerous variables. SWP for NAS is being revised to reflect the latest talent plans for the business. The due date is June. Major Project Updates Closed the deal to acquire The Marcus Buckingham Company on January 12th. Continuing to work through post close integration challenges and new hire onboarding issues. Focus will shift to TMBC communication and leadership needs and also clarifying the degree to which they need to integrate with ADP. Will soon post lead role for the Talent business once all impacted parties have received communication. Continuing to review and revise the strategy for the Service Alignment Initiative to ensure ability to deliver and minimize requests for exceptions. Successfully delivered the Alpharetta Career Summit. Work continues at the site to build the culture and increase engagement. Global and Local Business Trends Working with Dave and Gerry to determine the extent to which NAS is able to support the focus on the resources supporting ACA today. Loss meetings are being conducted across NAS. Losses continue to increase as we look for Sales to hopefully trend up in the near future. Regional Highlights Two associates nominated by peers (and supported by leadership) to attend MOTM for going above and beyond for the client and with their teams. Opened up the contest for associates to nominate their peers for the recognition and nearly 600 nominations were submitted within a one week period. Regional Challenges Continuing to execute in all critical areas across the business (migrations, service strategy, Implementation, upskilling talent, etc.). However, measures of progress have yet to demonstrate a lift in the business. NPS is down. Losses are up. LGE Talent Updates Will provide an update on Christpher Matz next month and will also circle back on Brian Cohn at a different time.
February 2017 NAS FY17 Goals Critical Updates Continued progress made in the area of Talent Analytics. Work under way to create a talent risk model that will predict when talent is at risk based on numerous variables. SWP for NAS is being revised to reflect the latest talent plans for the business. The due date is June. Major Project Updates Closed the deal to acquire The Marcus Buckingham Company on January 12th. Continuing to work through post close integration challenges and new hire onboarding issues. Focus will shift to TMBC communication and leadership needs and also clarifying the degree to which they need to integrate with ADP. Will soon post lead role for the Talent business once all impacted parties have received communication. Continuing to review and revise the strategy for the Service Alignment Initiative to ensure ability to deliver and minimize requests for exceptions. Successfully delivered the Alpharetta Career Summit. Work continues at the site to build the culture and increase engagement. Global and Local Business Trends Working with Dave and Gerry to determine the extent to which NAS is able to support the focus on the resources supporting ACA today. Loss meetings are being conducted across NAS. Losses continue to increase as we look for Sales to hopefully trend up in the near future. Regional Highlights Two associates nominated by peers (and supported by leadership) to attend MOTM for going above and beyond for the client and with their teams. Opened up the contest for associates to nominate their peers for the recognition and nearly 600 nominations were submitted within a one week period. Regional Challenges Continuing to execute in all critical areas across the business (migrations, service strategy, Implementation, upskilling talent, etc.). However, measures of progress have yet to demonstrate a lift in the business. NPS is down. Losses are up. LGE Talent Updates Will provide an update on Christpher Matz next month and will also circle back on Brian Cohn at a different time.
February 2017 Will resume focus on adding the role to lead the Talent business. Don Weinstein is going to speak with Marcus and Heidi of TMBC. Dave is going to speak with Nate Acker and Sam Finley (both of them will report to the role). There are currently no LGE vacancies in NAS. Other Updates Attending MOTM March 18th through 22nd. Will be partnering with executives to connect with NAS clients while at the event.
February 2017 Will resume focus on adding the role to lead the Talent business. Don Weinstein is going to speak with Marcus and Heidi of TMBC. Dave is going to speak with Nate Acker and Sam Finley (both of them will report to the role). There are currently no LGE vacancies in NAS. Other Updates Attending MOTM March 18th through 22nd. Will be partnering with executives to connect with NAS clients while at the event.
February 2017 MNC Major Project Updates myMNC Academy: YTD 115 Associates attended a training event in 11 countries; YTG plan is to engage another 160 Associates in the different training and development events. Career Advisory program planned for launch (pilot in Czech Rep, Spain and US) in March 2017, our aim is to engage approx 100 Associates over the next 3-6 months. th Engagement: Approximately 70% of MNC managers have a formalized action plan; global Town Hall held on Feb 16 ; new edition of “We are MNC” issued on Feb; Pride chapter established and launched in Czech Republic. Global and Local Business Trends Business continues to grow in high double digit numbers (e.g. Revenue + 16%, NOI +79%), showing a material gap vs. plan/fcst; Sales had a positive Dec/Jan reducing gap vs. plan/fcst. GCC project moving as planned with March/April as critical milestone to start the test/pilot phase Streamline: escalation in Colombia due a partner’s bankruptcy managed by injecting funds into the partner’s business in order to grant business continuity and service delivery while transitioning ADP Clients out in the next 2-3 months (we have 2 other partners in the country) Other Updates New HRD for Czech Rep, Martin Stec, joined in February 2017 (Nicholas Lobkowicz replacement); new Sr, HRBP, Jorge Suekar, joined in Feb 17 in Barcelona (Guadalupe Garcia replacement). Further information available in the Appendix.
February 2017 MNC Major Project Updates myMNC Academy: YTD 115 Associates attended a training event in 11 countries; YTG plan is to engage another 160 Associates in the different training and development events. Career Advisory program planned for launch (pilot in Czech Rep, Spain and US) in March 2017, our aim is to engage approx 100 Associates over the next 3-6 months. th Engagement: Approximately 70% of MNC managers have a formalized action plan; global Town Hall held on Feb 16 ; new edition of “We are MNC” issued on Feb; Pride chapter established and launched in Czech Republic. Global and Local Business Trends Business continues to grow in high double digit numbers (e.g. Revenue + 16%, NOI +79%), showing a material gap vs. plan/fcst; Sales had a positive Dec/Jan reducing gap vs. plan/fcst. GCC project moving as planned with March/April as critical milestone to start the test/pilot phase Streamline: escalation in Colombia due a partner’s bankruptcy managed by injecting funds into the partner’s business in order to grant business continuity and service delivery while transitioning ADP Clients out in the next 2-3 months (we have 2 other partners in the country) Other Updates New HRD for Czech Rep, Martin Stec, joined in February 2017 (Nicholas Lobkowicz replacement); new Sr, HRBP, Jorge Suekar, joined in Feb 17 in Barcelona (Guadalupe Garcia replacement). Further information available in the Appendix.
February 2017 APAC Major Project Updates Service Leadership Workshop held Feb. 20-24 BPI Awareness Day conducted Finance Academy and Career Development Day for Finance Team (AU) Three associates transferred internally to Wuxi office, Inside Sales leader on-boarded, along with strategic roadmap plan Hired 12 associates between GV and BoB in China st Twenty-eight associates selected for ELP & MDP training, and 1 MDP workshop in 2017 conducted Phase 2 Finance for Non-Finance training delivered Effective Marketing pilot kicked off BU Tracker Template improvements to include 70/20/10 and validation of skill shift Associate e-learning and policy sign-off above 90% (AU) YTD Agency usage 8 roles vs. 30 roles last fiscal Hi-Po action plans for IC’s completed Global and Local Business Trends YTD CCR (Client Change Request) at 976,364 Seven new clients go live (BoB/SL) with 509 EEs Eighteen new clients go live (GV) with 17,000 EE’s, HP Malaysia being largest with 5000 EE’s IJP JP project on hold – review of pricing on the lodgment services New BoB T&C’s, Payforce Sales Order rolled out February 1 (AU) st Marketing – Phase 2 Lead Nurturing program launched targeting stalled pipeline EPS Client conversation to IMMS platform on track Regional Highlights Client Training Revenue Update YTD $249,578 vs Forecast of $179,300 Variance $70,278 (128% up on Forecast) ADP India won 2 awards: Best Payroll Outsourcing Vendor and Best Payroll Software at the world HRD Congress Regional Challenges MNC & China Lack of good English speaking skills in the Wuxi market for inside sales team
February 2017 APAC Major Project Updates Service Leadership Workshop held Feb. 20-24 BPI Awareness Day conducted Finance Academy and Career Development Day for Finance Team (AU) Three associates transferred internally to Wuxi office, Inside Sales leader on-boarded, along with strategic roadmap plan Hired 12 associates between GV and BoB in China st Twenty-eight associates selected for ELP & MDP training, and 1 MDP workshop in 2017 conducted Phase 2 Finance for Non-Finance training delivered Effective Marketing pilot kicked off BU Tracker Template improvements to include 70/20/10 and validation of skill shift Associate e-learning and policy sign-off above 90% (AU) YTD Agency usage 8 roles vs. 30 roles last fiscal Hi-Po action plans for IC’s completed Global and Local Business Trends YTD CCR (Client Change Request) at 976,364 Seven new clients go live (BoB/SL) with 509 EEs Eighteen new clients go live (GV) with 17,000 EE’s, HP Malaysia being largest with 5000 EE’s IJP JP project on hold – review of pricing on the lodgment services New BoB T&C’s, Payforce Sales Order rolled out February 1 (AU) st Marketing – Phase 2 Lead Nurturing program launched targeting stalled pipeline EPS Client conversation to IMMS platform on track Regional Highlights Client Training Revenue Update YTD $249,578 vs Forecast of $179,300 Variance $70,278 (128% up on Forecast) ADP India won 2 awards: Best Payroll Outsourcing Vendor and Best Payroll Software at the world HRD Congress Regional Challenges MNC & China Lack of good English speaking skills in the Wuxi market for inside sales team
February 2017 Not strong sales pipeline as most of the DMs are new Vision for the inside sales team ANZ Currently have 35 open roles across the business 7 leader vacancies HRBP and Recruiter vacancies placing pressure on team India More streamlined and consistent pay structure/process need to be built in place Other Updates Completed the mid-year comp recommendations Continue to drive & differentiate pay for performance within sales organization – managed out one DM and two on PIP Significant increase in volunteering YTD compared to FY16
February 2017 Not strong sales pipeline as most of the DMs are new Vision for the inside sales team ANZ Currently have 35 open roles across the business 7 leader vacancies HRBP and Recruiter vacancies placing pressure on team India More streamlined and consistent pay structure/process need to be built in place Other Updates Completed the mid-year comp recommendations Continue to drive & differentiate pay for performance within sales organization – managed out one DM and two on PIP Significant increase in volunteering YTD compared to FY16
February 2017 LatAm Major Project Updates Leadership o Coffee with President initiative: Program has been launched to all Brazilian Associates, sessions ongoing o Mid-year review concluded o MDP first session in Brazil planned for April 3rd. o Target Selection training for all Leaders in Brazil in progress, pending 1 session to be completed. o Target Selection in LAHC – planning in progress o Kenexa In country translation review completed for LATAM o Kenexa survey communication plan/actions in progress o ELP launch planned for June o Talent Leadership Meeting schedule for March Talent o Social Media training for all Associates planned for April o New Intern Program planned for April, recruiting in progress o First Client Relationship Off Site took place (21 thru 23 Feb) o Skill Assessment conducted with Client Relationship team and results present in Off Site meeting event o Network Compass – raters definition completed – more than 95% completeness in LATAM o GJA mapping presented to Cesar and Mariane o Rally Social: New challenge in Brazil is to help citizens who were victims of a fire of large proportions in São Paulo. Wellness o Wellness program launched in an event that celebrated the Athlete’s day o Sponsored a street run Diversity o HR and TA had a training about PCD (professionals with disabilities) How to recruit and address most commons situations to ensure inclusion in the work environment. o Leaders and professionals in Brazil site will have a training week (14-16-March) about PCD inclusion. o The Pride community organized a training with the layers association of Brazil in order to receive the local stamp of \"company friend of diversity”. Regional Challenges New sales activities in the region are a challenge considering the macro-economic situation.
February 2017 LatAm Major Project Updates Leadership o Coffee with President initiative: Program has been launched to all Brazilian Associates, sessions ongoing o Mid-year review concluded o MDP first session in Brazil planned for April 3rd. o Target Selection training for all Leaders in Brazil in progress, pending 1 session to be completed. o Target Selection in LAHC – planning in progress o Kenexa In country translation review completed for LATAM o Kenexa survey communication plan/actions in progress o ELP launch planned for June o Talent Leadership Meeting schedule for March Talent o Social Media training for all Associates planned for April o New Intern Program planned for April, recruiting in progress o First Client Relationship Off Site took place (21 thru 23 Feb) o Skill Assessment conducted with Client Relationship team and results present in Off Site meeting event o Network Compass – raters definition completed – more than 95% completeness in LATAM o GJA mapping presented to Cesar and Mariane o Rally Social: New challenge in Brazil is to help citizens who were victims of a fire of large proportions in São Paulo. Wellness o Wellness program launched in an event that celebrated the Athlete’s day o Sponsored a street run Diversity o HR and TA had a training about PCD (professionals with disabilities) How to recruit and address most commons situations to ensure inclusion in the work environment. o Leaders and professionals in Brazil site will have a training week (14-16-March) about PCD inclusion. o The Pride community organized a training with the layers association of Brazil in order to receive the local stamp of \"company friend of diversity”. Regional Challenges New sales activities in the region are a challenge considering the macro-economic situation.
February 2017 EMEA Critical Updates on Goals Increased Talent acquisition coverage in EMEA to support business needs for volume hires In partnership with TA decision to hire an additional TABP in France and RPO support for Poland (Bielsko Biela), covered by TA budget Functional Talent Review Part 1 conducted during EMEA Excom in Rome, February 20 th EMEA Network Compass participation above ADP average, with Italy at 93%, and Poland at 92%, a great achievement German HRD replacement: met 2 female candidates in Frankfurt, second round of interviews ongoing, additional candidates in the pipe, offer expected to be made in March HRSS rollout to Tunis completed; Poland and Spain ongoing (eTime implementation in Spain a prerequisite) Major Project Updates th th GV HCM workshop in Parsippany February 6 and 7 with participation from EMEA (Italy, France, Germany) Local Business Trends Operating plan guidelines established, shoring strategy clarified (no more Prague, growth in Bucharest and Tunis) Merit projections revised in light of FY18 operating plan challenges (1.4% revenue growth expected) Local Highlights EMEA Excom in Rome in connection with GESi Sales Conference Local Challenges Bonus framework presentation done at EMEA Excom in partnership with Susan Bonus grids not issued yet (caught between Finance and Comp & Ben) Turnover increasing in Germany and also in HR: 2 resignations in Germany after 2 resignations in NL Other Updates th Attended Global Colloquium on Diversity in NYC Feb. 23-24 th Preparation of EMEA HR meeting with Donna and guests April 5-6 in Paris
February 2017 EMEA Critical Updates on Goals Increased Talent acquisition coverage in EMEA to support business needs for volume hires In partnership with TA decision to hire an additional TABP in France and RPO support for Poland (Bielsko Biela), covered by TA budget Functional Talent Review Part 1 conducted during EMEA Excom in Rome, February 20 th EMEA Network Compass participation above ADP average, with Italy at 93%, and Poland at 92%, a great achievement German HRD replacement: met 2 female candidates in Frankfurt, second round of interviews ongoing, additional candidates in the pipe, offer expected to be made in March HRSS rollout to Tunis completed; Poland and Spain ongoing (eTime implementation in Spain a prerequisite) Major Project Updates th th GV HCM workshop in Parsippany February 6 and 7 with participation from EMEA (Italy, France, Germany) Local Business Trends Operating plan guidelines established, shoring strategy clarified (no more Prague, growth in Bucharest and Tunis) Merit projections revised in light of FY18 operating plan challenges (1.4% revenue growth expected) Local Highlights EMEA Excom in Rome in connection with GESi Sales Conference Local Challenges Bonus framework presentation done at EMEA Excom in partnership with Susan Bonus grids not issued yet (caught between Finance and Comp & Ben) Turnover increasing in Germany and also in HR: 2 resignations in Germany after 2 resignations in NL Other Updates th Attended Global Colloquium on Diversity in NYC Feb. 23-24 th Preparation of EMEA HR meeting with Donna and guests April 5-6 in Paris
February 2017 UK Major Project Updates New Occupational Health provider on board – positive step in tracking Wellbeing Progressing through Vendor Assurance with new benefits providers and launching changes to Associates ‘New’ Academy up and running but needs reviewing and Apprenticeship program needs to be developed UK Mentoring program up and running for High Potentials rd Setting up ‘Strategy Workshops’ for all UK Associates – identifying 3 party to help Local Business Trends Over 300 iHCM clients now live. NPS remains low. Brexit uncertainty continues. Local Highlights Great iWin activity to mark International Women’s Day – 4 external speakers and ‘extend your network’ initiative ADP listed in a Glassdoor report of the most female-friendly companies in the UK (8 March) Lots of great BPI activity going on involving front-line associates Robot Process Automation (RPA) now live on some payroll processes myMoment peer-to-peer Spotlight award pilot – steady usage (c7%) but would like to see more Local Challenges 3 Employment Tribunal Claims and 1 County Court proceeding pending Attrition remains high and recruitment is challenging. We are launching an ex-forces (veterans) recruitment program Sales performance is at 59% of plan GESi Sales Finance reviewing commission payment plan – move to Oracle and align with other countries LGE Talent Updates Hiring GETS Director VP Sales under offer (internal international transfer)
February 2017 UK Major Project Updates New Occupational Health provider on board – positive step in tracking Wellbeing Progressing through Vendor Assurance with new benefits providers and launching changes to Associates ‘New’ Academy up and running but needs reviewing and Apprenticeship program needs to be developed UK Mentoring program up and running for High Potentials rd Setting up ‘Strategy Workshops’ for all UK Associates – identifying 3 party to help Local Business Trends Over 300 iHCM clients now live. NPS remains low. Brexit uncertainty continues. Local Highlights Great iWin activity to mark International Women’s Day – 4 external speakers and ‘extend your network’ initiative ADP listed in a Glassdoor report of the most female-friendly companies in the UK (8 March) Lots of great BPI activity going on involving front-line associates Robot Process Automation (RPA) now live on some payroll processes myMoment peer-to-peer Spotlight award pilot – steady usage (c7%) but would like to see more Local Challenges 3 Employment Tribunal Claims and 1 County Court proceeding pending Attrition remains high and recruitment is challenging. We are launching an ex-forces (veterans) recruitment program Sales performance is at 59% of plan GESi Sales Finance reviewing commission payment plan – move to Oracle and align with other countries LGE Talent Updates Hiring GETS Director VP Sales under offer (internal international transfer)
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