1. AASCIF HR Committee January 19, 2016 Cindy Mohler Director of HR New Mexico Mutual Patrick Gage, VP HR Operations CA State Compensation Insurance Fund

2. Goal Situation California’s Program New Mexico’s Program Discussion AGENDA

3. Share with participants two strategies to recruit new employees into Workers’ Compensation GOAL

4.  Many employees are rapidly reaching retirement age  Workers’ compensation is not a career which people flock SITUATION

5. C ALIFORNIA ' S EMERGING LEADER PROGRAM  AIM of program: create a sustainable program that will continually develop individual contributors as leaders to build and strengthen our leadership pipeline  At the end of the program the participants will be able to: Understand State Fund’s purpose and how they contribute to the purpose as individual contributors and as leaders Know how to transfer learning and grow by reflecting on their own experiences Be champions of the aspired culture of feedback, coaching and collaboration

6. P ROGRAM APPLICANTS  Over 90 applicants interviewed  23 Internal and 16 External selected for participation

7. C OHORT I T IMELINE New hires start on 8/17-8/21 for onboarding Emerging Leader Program Kick-off 8/26- 8/28 in 9/1 Curriculum begins with Monthly Prompted Touch Points 2016: Launch 2 nd Cohort

8. 8/17 – 8/21 O NBOARDING SCHEDULE  New hires will attend onboarding sessions and be introduced to State Fund: State Fund History Cultures, Values and Vision Workers’ Comp 101 Systems Overview Functional and Organizational Overview What to Expect in their Locations General Logistic Information about their Daily Work Activities

9.  Working with Center for Creative Leadership (CCL) to develop a curriculum - map created through November 2016  Monthly Prompted Touch Points (Newsletter)  Recognition activity (includes booster and self-reflection)  Learning activity (eLearning module, article, buddy assignment, job shadow, etc.) C URRICULUM MAP

10.  Coaching workshop for leaders of Emerging Leaders on 9/24  Outcomes of this workshop: Increased awareness and understanding about the importance of having a developmental focus Learning and applying a feedback model in performance conversations Learning and applying a coaching model in developmental conversations Increased skill in asking questions and listening S UPPORTING THE LEADERS

11.  Six month check-in and debrief with participants  Alumni events  Continued development for participants through project assignments A FTER THE PROGRAM

12. S AMPLE ROTATIONAL ASSIGNMENT FOR NEW HIRES Customer Service Center Underwriting or Field Operations IT Service Desk Human Resources CPCClaims

13. Target Market –Recent Graduates Insurance Finance Risk Management, etc. –Professionals young in career New Mexico's Rotation Program

14. Ideal Candidate –Education and Skills Foundation –Values Compatibility –Self Motivated –Natural Curiosity –Career Oriented –Leadership Potential New Mexico's Rotation Program

15. Marketing Risk & Safety Claims Underwriting Premium Audit Finance

16. Value to New Mexico Mutual –Talent pipeline to support succession –Fresh Eyes = Fresh Ideas –Proven employee committed to our Values –Employee with comprehensive knowledge of the operations of the organization and the insurance industry –Final placement based on real experience and true skill set match – right fit for right position New Mexico's Rotation Program

17. Value to Employee –Meaningful career path –Professional and Executive guidance –Enhance marketability –Networking –In-depth knowledge of insurance business and industry –Able to contribute to the organization at a high level New Mexico's Rotation Program

19. Age and Years of Service of CA State Fund Employees as of June 30, 2015 STATE SERVICE BAND AGE BAND 001-11 mo 01-04 yrs05-09 yrs10-14 yrs15-19 yrs20-24 yrs25-29 yrs30-34 yrs35-39 yrs40-44 yrs Grand Total Percentage of Enterprise 20-241341 180.43% 25-29473181 872.06% 30-34393261441 1774.19% 35-3931168523223 3879.16% 40-4417245426967562 48911.57% 45-49181565241821991123 73517.39% 50-5413155423978236294486 98323.26% 55-598861216491431596233 73917.49% 60-64 152168378581232445310.72% 65-691114611122173111323.12% 70 or Older 510362 260.62% Grand Total18714746014813517476671394254226100% Percentage of Enterprise 4.42%3.48%10.88%35.04%8.31%17.68%15.78%3.29%0.99%0.12%100% 644 Employees are over 55 and have 20 or more Years of Service 15.24% 1,199 Employees are over 55 and have 10 or more Years of Service 28.37% APPENDIX

20. S AMPLE C A N EWSLETTER P G 1

21. S AMPLE C A N EWSLETTER P G 2

22. Presented by: Cindy Mohler, Director of HR New Mexico Mutual cindym@newmexicomutual.com cindym@newmexicomutual.com Patrick Gage, VP HR Operations, CA State Compensation Insurance Fund pgage@scif.com