Navigating Your Career A Systemic Approach to Career Development

1. Navigating Your Career A Systemic Approach to Career Development Bettina Davis Intel Corporation eBG People Development & Training Manager November 20, 2002

2. Objectives • Overview of People Solutions: an alternative model for managing people aspects in large corporations • Overview of a systemic Career Development and Training Framework: Intel’s eBG NyC • Behind the scenes: framework, systems, processes, and tools • The customer view: “Navigating Your Career” (NyC)

3. Context • Business group size: ~ 3000 people • Locations: US, Asia, Europe (multiple locations in all geos) • Business type: eBusiness Group – drive Intel to utilize e-Business to more effectively run its business with customers, suppliers, and employees

4. eBG People Solutions Operating Model Long & mid range Planning People Development & Training Embedded People Systems HRD Communication Key PS Programs Workforce Planning Health Assessment Performance Mgt Process … other programs based on business need Partnership based on X X X X Navigating Your Career X X X X Navigating Your Career Management Development Leadership Development X X X X X X X X X X X X X X X X X X Business Impact Resource Availability Skills Needed

5. Setting Career Development & Training Up for Success … • Future competencies • Evaluation • Flawless execution with technology • Focus on partnership/Best in Class • Training Framework • Budget • Training Roadmap • Indicator definition • Focus internal Level Of Integration • Good employee training efforts • Training uncoordinated • Training and competency work • not tied together 2001 2002 2003

6. Behind the scenes … Integration of vertical training in competencies and curriculum 6 eBG Job Families 4 Key Job Family components Supporting Processes & Tools • Applicable - to other groups and various business scenarios • Flexible - for additional Job Families/vertical requirements • Systemic - training tied to competencies

7. The Customer View … Welcome To NyC Wondering what direction to take in your career?  Try "navigating your career” through the eBG Career Development & Training website.  Competencies & Training Career Paths • Analyst Academy • Project Manager Academy • Developer Training • Engineer Curriculum • Application Mgr Training http://XXX/people%20solutions/training/careerdev/Navigate.htm Navigating Your Career (NyC) is the name for eBG’s Employee Training Framework and Career Development Process

8. NyC Tool Tour • The NyC web site was designed for easy user navigation. • The yellow pie-shaped graphic contains links to each tool in the NyC career development process

9. Standardized job descriptions with competency definitions specific to eBG • eBG users can access the job descriptions for their current job or any other job they are interested in

10. NyC Tool Tour Each of the job descriptions have embedded competency and skill matrices that describe grade level expectations

11. Skills self assessment tool with options to gather performance feedback and create an IDP • Users can assess their own skill level or can solicit 360 feedback from peers or managers using Skills Builder II

12. Training: Curriculums and roadmaps (Academies) by job family • To build their own development plan, users can visit the eBG Academies to identify and enroll in specific courses

13. NyC Tool Tour • Illustrative paths for most typical career moves and skills required for new positions • Users can also select from a number of future career paths at Intel based on their interests and 1:1 planning with their manager

14. Measuring NyC – 3 Months after Launch NyC Launch Training/Academies Leveraging the Framework Customer Testimony • 90% of employees included in NyC • 95% of job code alignment complete • web sites among the most requested • 30% of employees have active skills assessments • ~93% of targeted managers attended NyC training • NyC Training evaluation ratings in the 90% range • 68 training sessions held in Q3 • 561 students trained in Q3 • 6340 Total hours of training provided in Q3 • 1 business group actively adopting • Framework being evaluated as a site model • X-NyC model requested by 3 other business groups • “Good material, very crisply presented and I have developed a NYC action plan for myself is less than 30 mins.” (GER) • “This is a great program - keep up the good work.” (US) • “Really like the 'cheese' segments - makes it very easy to understand how it all works together.” (GER) • “I like the fact that I can do a self assessment of myself and then solicit feedback from my peers and managers.” (US)

15. Summary & Key Points • A systems approach* to Training is recommended to build the workforce and move away from training as adhoc events • A systems approach takes longer - senior management support is key • research, external consultants, supporting tools • A training system enables adjustments that are caused by changing business conditions • The approach is applicable to small and large groups • Employees appreciate an organization’s commitment to development * Systems approach = competencies, job descriptions, career paths, and training classes tied together