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PROGRESS AT COCA-COLA FOURTH PROGRESS REPORT OF THE EXTERNAL TASK FORCE.

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Presentation on theme: "PROGRESS AT COCA-COLA FOURTH PROGRESS REPORT OF THE EXTERNAL TASK FORCE."— Presentation transcript:

1 PROGRESS AT COCA-COLA FOURTH PROGRESS REPORT OF THE EXTERNAL TASK FORCE

2 COMMITTMENT TO ACHIEVE A GOLD STANDARD FOR THE FIRMS HR SYSTEM. VOLUNTARILY ASKED THE JUDGE A ONE YEAR EXTENSION OF THE TASK FORCE MONITORING. COURT HISTORIC OPPORTUNITY AND TREMENDOUS POSSIBILITIES..FOR ALL OF ITS EEs

3 HR/DIVERSITY PROGRESS AREAS STAFFING PERFORMANCE MANAGEMENT COMPENSATION DIVERSITY EDUCATION/STRATEGY EEO PROBLEM RESOLUTION CAREER DEVELOPMENT SUCCESSION PLANNING MENTORING

4 STAFFING JOB POSTING RECRUITMENT INTERVIEWING SELECTION

5 S TAFFING PROGRESS JOB POSTING –3 CANDIDATE FOR EACH VACANCY –ONE OF WHICH IS A M/W –ONLY 4% DID NOT MEET THIS CRITERIA

6 SELECTION RATES ARE THE SAME IN –INTERVIEW AND SELECTION POOLS –WOMEN: EQUAL REPRESENTATION IN CANDIDATE POOL AND SELECTION –MINORITIES: A LITTLE LOWER –NO DIFFERENCE B/W EXTERNAL AND INTERNAL SOURCES –ADVERSE IMPACT ONLY IN GRADES –OVERALL VERY POSITIVE FEELING ABOUT JOB POSTING, EE AWARENESS

7 PROGRESS IN STAFFING 4.5 % INCREASE IN MINORITY MAJOR IMPROVEMENTS IN JOB LEVEL NEW HIRING: 60% WOMEN 46% MINORITIES » 30% AFAMS » 51% GRADE 14 OR ABOVE MINORITY

8 SENIOR LEADERSHIP MINORITIES: 23 % OF ELECTED/ APPOINTED POSITIONS PIPELINE: 4.5 % INCRESE IN MINORITIES

9 PROMOTIONS& LOSSES NO DIFFERENCE B/W GROUPS NO DIFFERENCE B/W GROUPS IN VOLUNTARY LOSSES MINORITY LOSSES SLIGHTLY HIGHER IN INVOLUNTARY LOSSES

10 PERFORMANCE MANAGEMENT COACHING FEEDBACK RATER TRAINING

11 PROGRESS: PERFORMANCE MANAGEMENT SINGLE PERFORMANCE EVALUATION SYSTEM ANNUAL GOAL SETTING MEETINGS (65%) SKAS REQUIRED FOR PERFORMANCE (35%) FEEDBACK DURING THE YEAR YR. END PERFORMANCE RATINGS BY SUPERIORS SELF ASSESSMENT BY EEs LINK PERFORMANCE OBJECTIVES TO UNIT GOALS RATER CALIBRATION TRAINING OVER 90% COMPLETED PERF. APPRAISAL TRAINING 76 % MGRs FINISHED COACHING AND FEEDBACK TRAINING 78 % MGRs FINISHED RATER ACCURACY TRAINING MOST EVERYONE IS MORE POSITIVE ABOUT PERF. MGT.

12 COMPENSATION BASE PAY BONUS STOCK OPTIONS PAY EQUITY

13 PROGRESS: COMPENSATION RETAINS SOME MGT DISCRETION AND FLEXIBILITY MONITORS DECISIONS FOR FAIRNESS HOLDS MGT ACCOUNTABILITY FOR PAY DECISIONS SETS UP AN APPEALS PROCESS AS OVERSIGHT NO ADVERSE IMPACT IS FOUND IN –PAY (JUST 44 CORRECTIONS) –BONUS –STOCK OPTIONS

14 EEO DIVERSITY GOAL SETTING COMPLIANCE REPORTING EXIT INTERVIEWS

15 EEO PROGRESS WORKPLACE FAIRNESS DEPARTMENT TRACK MONITOR EXECUTE EEO ACTIVITIES IDENTIFY EEO ACCOUNTABILITY FOR MGRs MONITOR DIVERSITY GOALS PROGRAM 1% INCREASE IN GRADES FOR MINORITIES 2% INCREASE IN GRADES 14+ FOR MINORITIES CIVIL TREATMENT TRAINING FOR MGRs AND EEs FOUND SOME UNDERUTILIZATION IN SOME JOBS HR/EEO TRAINING FOR –HR PROFESSIONALS –MANAGERS –ALL ASSOCIATES

16 PROBLEM RESOLUTION OMBUDSMAN FUNCTION GRIVIENCE PROCEDURE COMPLAINT INVESTIGATION

17 PROBLEM RESOLUTION EMPLOYEE REPORTING SERVICE OMBUDS PROGRAM OFFICE OF ETHICS AND COMPLIANCE MEDIATION ARBITRATION ALL TO SURFACE, INVESTIGATE AND RESOLVE EE COMPLAINTS

18 CAREER DEVELOPMENT 360 FEEDBACK JOB REGISTRATION COMPETENCY DEVELOPMENT

19 PROGRESS: CAREER DEVELOPMENT STARTS W/ JOB ANALYSIS DETERMINE SKA REQUIREMENTS OF ALL JOBS PROVIDE CAREER INFO TO EEs OFFER ASSESSMENT TOOLS OFFER EDUCATIONAL TOOLS (LEARNING SOURCE) FOR GRADES UP TO 13 PART OF JOB POSTING AND JOB PROFILES OFFER LEADERSHIP EXPERIENCE TRAINING FOR SENIOR MGT POSTS

20 SUCCESSION PLANNING IDENTIFICATION OF HIGH POTENTIAL TALENT DEVELOPMENT

21 SUCCESSION PLANNING IDENTIFY, ASSESS AND DEVELOP INTERNAL CANDIDATES FOR SENIOR MGT POSTS STRATEGIC RESOURCE REVIEW (SRR) EEs ASKED TO FILE THEIR PROFILES TALENT REVIEW IS CONDUCTED SENIOR MGT PROVIDES HONEST FEEDBACK AND DIRECTION SLATING FOR GRADES MGRs FINISHED LEADERSHIP EXPERIENCE PROGRAM ONLY 7% DIVERSITY FAILURE IN SLATING POSITIVE FEELINGS W/ ROOM FOR IMPROVEMENT

22 DIVERSITY EDUCATION/STRATEGY AWARENESS EDUCATION REINFORCEMENT OF DIVERSITY CONCEPTS REVIEW AND REVISION OF COKES PROGRAMS, POLICIES AND PROCEDURES FOR INCLUSION

23 PROGRESS:DIVERSITY EDUCATION AND STRATEGY 2 DAY CLASSROOM DIVERSITY AWARENESS MGR (86%) EEs (87%) COMPLETED TRAINING FOCUSED ON WORK RELATED ISSUES INTEGRATED INTO MANIFESTO FOR GROWTH DEVELOPED AS PART OF THE BUSINESS PLAN SET UP DIVERSITY ADVISORY COUNCILS FOR EE ATTACHMENT AND COMMITMENT RECOGNITION AND AWARD PROGRAM $$$ INCREASING POSITIVE EVALUATION OF TRAINING

24 MENTORING ONE-ON ONE MENTORING SELF STUDY CAREER PATH RELEVANT PROFESSIONAL DEVELOPMENT AID

25 PROGRESS: MENTORING SENIOR MANAGEMENT SPONSORSHIP SENIOR MANAGEMENT COMMUNICATION ACTIVE RECRUITMENT OF MENTORS AND MENTEES FORMAL APPLICATION AND MATCHING ONGOING TRAINING FOR MENTORS AND MENTEES ACCESS TO MENTORING COORDINATOR DISCONTINUE GROUP MENTORING SELF STUDY MENTORING IS ENCOURAGED


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