1. Managing Risk By Managing Job Descriptions About Scott McCloskey Sr. Compensation Manager Scott McCloskey is the Sr. Compensation Manager for Lincoln Financial Group. In this role, he is responsible for the design, planning and administration of all employee compensation programs including salary, merit, short term incentives as well as long term incentives. He has also lead the project for Total Rewards Statement creation, design and mailing. Scott joined Lincoln in 2007 from ARAMARK Corporation where he most recently served as the manager of shareholder services. He has more than 10 years of experience in all aspects of compensation and stock plan administration. © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

2. Managing Risk by Managing Job Descriptions The Lincoln Financial Group Story © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

3. Lincoln Financial Group Fortune 500 Financial Services Company – Life – Annuities – Group Protection – Retirement Plan Services 8,000 US based employees $10 Billion in annual earnings © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

4. Legacy State of Job Descriptions Each Business Unit had their own template for job descriptions – Templates were so different we were not able to ‘convert’ any of them No repository for job descriptions – HR Business Partners – Compensation – Recruiting Challenges in creating, editing & updating job description template (Microsoft Word) Concerns over ‘rubber stamping’ job description approvals © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

5. Business Problem Our catalyst for changing the way we were managing job descriptions? – Too many job description formats – Concerns over where job descriptions are housed Our needs? – Compliance – Consistency across the enterprise Proactive steps by Lincoln to prevent issues with regulatory agencies, as well as clean up our recruiting templates © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

6. Key Priorities Why we chose the Job Description solution we did? Only solution that met our 3 key priorities Workflow – Needed ability for Managers and HR to easily submit, review and approve job descriptions Repository – Single place for all job descriptions to be housed Search Capabilities – Make it easy for managers to find job their job descriptions for review and updating © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

7. The Right Tool Solution Our new Job Description Tool has decreased risk while increasing efficiency – Given us a repository for all job descriptions – Reduced the time from job description creation to approval – Allowed us to simplify our job description template – Allowed us to identify changes necessary to our workflow © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

8. Browse, Filter and Search Job Descriptions © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

9. View/Track/Approve Changes © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

10. Manage Workflow Process © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

11. Implementing The Solution No one liked current process: Leadership, Managers, HR, Compensation Project team – Compensation and HR Project Management Ran a pilot with key stakeholders: managers, HR, recruiting Held training session for HR Business Partners, Recruiting and Managers © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

12. Benefits Workflow – Other solutions we considered did not offer such a robust workflow Search & Help Features – Managers don’t know where to begin when creating job description – Search and Help provides direction in creating job description Ease of use – If its not intuitive, managers will not use the solution © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

13. Results All of our job descriptions… Are now in 1 central place In 1 consistent format for the entire enterprise Creation time has been reduced from days and hours to minutes HRTMS Jobs has allowed us… To create 200 new jobs in 2 months To identify weaknesses in our workflow Modify our workflow to address weaknesses © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

14. Lessons Learned Recognize the need for change Get buy-in from Leadership – Show them the risks, if necessary Socialize any change with key stakeholders © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

15. Future Enhancements for Lincoln Financial Group Integrate HRTMS Jobs with new HRIS System Integrate HRTMS Jobs with new Recruiting System Add a “Market Pricing Required” Indicator © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

16. Questions for the Panelists? © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com

17. How to Contact Us Scott McCloskey Scott.McCloskey@lfg.com Don Berman don@hrtms.com Bill Rost brost@hrtms.com 919.351.JOBS (5627) www.hrtms.com © 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com