1. support.oprtool@ab-inbev.com SPECIAL GROUPS First of all, to access the Special Groups inside the OPR Tool, you must log in onto the system with yur ID and password.

2. support.oprtool@ab-inbev.com SPECIAL GROUPS If your access allows you to, you will be able to see, at the OPR menu, the functionality Special Groups. This functionality you will be using to register the employees that stand out in the Company. To access it, click on the name Special Groups.

3. support.oprtool@ab-inbev.com SPECIAL GROUPS After clicking on the Special Groups functionality, you’ll see two different options. By clicking on “Nomination”, you’ll be able to list and save the suggestions you have of employees that should belong to a special group. By clicking on “Validation” you’ll be able to validate the suggestions.

4. support.oprtool@ab-inbev.com SPECIAL GROUPS NOMINATION - After clicking on the nomination option, you’ll see a screen like the one below. Use the options to search the employee you want to nominate then click the Search button. You’ll see, then, a list of employees that fit the options you selected. Flag box that belongs to the employee you want to nominate, select the group then hit the button Save. Tip! You can switch between the Nomination/Validatio n options by clicking the button that stands on the left, top of screen.

5. support.oprtool@ab-inbev.com SPECIAL GROUPS VALIDATION - After clicking on the validation option, you’ll see a screen like the one below. Use the options to search the employee you want to validate then click the Search button. You’ll see, then, a list of employees that fit the options you selected. Flag box that belongs to the ZONE after ManCom validation, then hit the Save button. Tip! You can switch between the Nomination/Validatio n options by clicking the button that stands on the left, top of screen.

6. support.oprtool@ab-inbev.com SPECIAL GROUPSObjectives The AB InBev special groups nomination process objective is to differentiate our talents into specific vertical or horizontal careers, by defining actions in compensation and development to increase retention rates for these groups. HORIZONTAL CAREERSVERTICAL CAREERS KEEPERS TOP LEADERS BAND III & IV PEOPLE BETS 13 119 936 2201 5700 16024

7. support.oprtool@ab-inbev.com SPECIAL GROUPS Nomination Process Do you have the previous year’s special group list? Y Is there any name on the list that left the company ? Do the new nominations meet the special group criteria? (use specific decision tree) N Y Are the new nominations included in the list? Y N Y Is there any name on the list that doesn’t meet the special group criteria anymore? Eliminate name from the list Eliminate name from the list Y Do you have any new nominations to make? N Send Final List for Global Approval N Y N N To guarantee the success of the Special group Nomination Process, Zones and GHQ should follow the decision tree and the defined criteria for each of the special groups. Does the final list approve by the Zone ManCom? Y N Is there any name on the list to be eliminate? N Eliminate name from the list Y

8. support.oprtool@ab-inbev.com SPECIAL GROUPS Description:Employees who are perceived as having the potential to grow to a own Zone ManCom member (Bands 0-II) position. These individuals must have shown clear results and are strong ambassadors of our culture. Suggestion:Up to 2% of total audience Band AudienceBands V & VI OPR Rating:OPR rating of 4A, 4B or 3A Guidelines & Nomination Process:  Minimum 2 year in the company  Considered high potential to become own Zone ManCom member (bands 0-II)  Has strong track record of achieving results and is a Culture ambassador  Fulfills criteria for high potential (zone mobility, English level 3 or better and clear evidence of leadership qualities)  Nominated by VP’s at the Zone Functional OPR and approved by ZP and ManCom at Zone Final OPR  Nominations confirmed by EBM at EBM Final OPR Nomination – People Bets Criteria Note: Follow the decision tree and don’t forget to include the COMMENT why the person is a people bet in the OPR tool – describe with specific examples of results achievement and is a Culture ambassador

9. support.oprtool@ab-inbev.com SPECIAL GROUPS Description:Employees who have the clear potential to grow to a ManCom Member Position Globally (Bands 0- II). These individuals must have shown clear results and are strong ambassadors of our culture. Suggestion:Up to 20% of the audience Band Audience:Bands IV OPR Rating:OPR rating of 4A, 4B or 3A Guidelines:  Minimum two years in the company  Considered highest potential to become ManCom Member Globally (bands 0-II)  Strong performers who already show potential to move into a position of greater responsibility or the potential to deliver significant value in their current role (i.e. innovation, revenue generation or cost savings)  Has strong track record of achieving results and is a Culture ambassador  Fulfills criteria for high potential (global mobility, English level 3 or better and clear evidence of leadership qualities)  Related KPI’s – Target Achievement (performance), 360 results (behavior) and Engagement Index  Nominated by VP’s at the Zone Functional OPR and approved by ZP and ManCom at Zone Final OPR  Nominations confirmed by EBM at EBM Final OPR Nomination – Top Leaders Bands IV Criteria Note: Follow the decision tree and don’t forget to include the COMMENT why the person is a Top Leader in the OPR tool – describe with specific examples of results achievement and is a Culture ambassador

10. support.oprtool@ab-inbev.com SPECIAL GROUPS Description:Employees who have the clear potential to grow to a ManCom Member Position Globally (Bands 0-II). These individuals must have shown clear results and are strong ambassadors of our culture. Suggestion:Up to 20% of the audience Band Audience:Bands III OPR Rating:OPR rating of 4A, 4B or 3A Guidelines:  Minimum two years in the company  Considered highest potential to become ManCom Member Globally (bands 0-II)  Strong performers who already show potential to move into a position of greater responsibility or the potential to deliver significant value in their current role (i.e. innovation, revenue generation or cost savings)  Has strong track record of achieving results and is a Culture ambassador  Fulfills criteria for high potential (global mobility, English level 3 or better and clear evidence of leadership qualities)  Related KPI’s – Target Achievement (performance), 360 results (behavior) and Engagement Index  Nominated by VP’s at the Zone Functional OPR and approved by ZP and ManCom at Zone Final OPR  Nominations confirmed by EBM at EBM Final OPR Nomination – Top Leaders Bands III Criteria Note: Follow the decision tree and don’t forget to include the COMMENT why the person is a Top Leader in the OPR tool – describe with specific examples of results achievement and is a Culture ambassador

11. support.oprtool@ab-inbev.com SPECIAL GROUPS Nomination – Keepers Criteria Description:Specialists who have the hard-to-find, hard-to-replace, practical and applicable skills that give AB InBev an advantage over our competition. These individuals must have shown clear results and are strong ambassadors of our culture. Suggestion:Up to 1% of total audience Band Audience:Bands III - VI OPR Rating:Typically 3B, but can also be 4A, 4B and 3A Guidelines:  Minimum two years in the company  Has strong track record of achieving results and is a Culture ambassador  The individual has a deep knowledge, is consider “the reference”, in a specific AB InBev products or processes  The individual has developed proprietary processes or products for the company than can cause problems for us if they leave  It is very hard to develop a skill set like him/her  If the individual leaves the company, he/she will be very difficult to replace  If the individual goes to the competition, it will put us at a disadvantage  Nominated by VP’s at the Zone Functional OPR and approved by ZP and ManCom at Zone Final OPR  Nominations confirmed by EBM at EBM Final OPR Note: Follow the decision tree and don’t forget to include the COMMENTS regarding why the person is a Keeper in the OPR tool – describe with behaviors of specific experiences and is a Culture ambassador

12. support.oprtool@ab-inbev.com SPECIAL GROUPS Is the employee an AB InBev culture ambassador with a strong track record of results? Y Has the employee been with the company at least 2 years? Is the employee in a band V or VI position? Is the employee rated as 4A, 4B or 3A in the actual OPR? PEOPLE BET Not People Bet Do we have evidence that the employee has potential to become a Zone ManCom band 0-II? (Use four A’s) Y Y Y N Y Is the employee ZONE mobile and have at least English level 3? Y N N N N N PEOPLE BETS Is the employee an AB InBev culture ambassador with a strong track record of results? Y Is the employee rated as 3B in the actual OPR (4A, 4B, and 3A are accepted)? Does the employee have a deep knowledge, is consider “the reference” in a specific AB InBev process or products? Did the employee developed a proprietary process or product to AB InBev? Not Keeper KEEPER Does the employee have a specific knowledge that will put AB InBev at a disadvantage if he/she goes to the competition? Y N N N N Does the employee have a specific knowledge will be hard to replace if he/she leaves AB InBev? N N Y Y Y Y KEEPERS Not Keeper Does the employee have a specific knowledge that it is very difficult to develop? N Y Special Groups – Definitions & Decision Tree

13. support.oprtool@ab-inbev.com SPECIAL GROUPS Is the employee an AB InBev culture ambassador with a strong track record of results? Special Groups – Definitions & Decision Tree Y Has the employee been with the company at least 2 years? Is the employee in a band IV position? Is the employee rated as 4A, 4B or 3A in the actual OPR? TOP LEADER BAND IV Not Top Leader Band IV Do we have evidence that the employee has potential to become a ManCom band 0-II Globally? (Use four A’s) Y Y Y N Y Is the employee GLOBAL mobile and have at least English level 3? Y N N N N N TOP LEADER (BAND IV) TOP LEADER (BAND III) Is the employee an AB InBev culture ambassador with a strong track record of results? Y Has the employee been with the company at least 2 years? Is the employee in a band III position? Is the employee rated as 4A, 4B or 3A in the actual OPR? TOP LEADER BAND III Not Top Leader Band III Do we have evidence that the employee has potential to become a ManCom band 0-II Globally? (Use four A’s) Y Y Y N Y Is the employee GLOBAL mobile and have at least English level 3? Y N N N N N