1. HRLC Employee Engagement

2. HRLC Employee Engagement Report HRLC Employee Engagement Agenda 1.Engagement Capital Overview 2.Employee Engagement Executive Summary 3.Employee Engagement Deep-Dives 4.Survey Demographics 5.Appendix

3. Executive Summary HRLC Employee Engagement Employee Engagement Metrics The index metrics below allow you to identify areas of strength and areas for improvement across the entire organization. Percent Favorable in this report refers to the percentage of employees who scored primarily sixes or sevens. Engagement Capital Score Top Engagement Gaps The Top Engagement Gaps refers to your two lowest engagement scores. Top Engagement Strengths The Top Engagement Strengths refers to your two highest engagement scores. The Engagement Capital score is the average of the Engagement Capital Past, Present, and Future questions. This metric is designed to give you an overall score of the amount of commitment, discretionary effort, and intent to stay that employees exhibit.

4. HRLC Employee Engagement Report HRLC Employee Engagement Agenda 1.Engagement Capital Overview 2.Employee Engagement Executive Summary 3.Employee Engagement Deep-Dives 4.Survey Demographics 5.Appendix

5. Employee Engagement Deep-Dives HRLC Employee Engagement Engagement Capital - Overall Top 2 score Middle 3 score Bottom 2 score The Engagement Capital metric is designed to provide you with a high level, quick view into your organization’s overall levels of engagement. The subsequent questions will help you determine what is driving the overall engagement score, be that positive or negative. Is it Manager Quality? Work Environment? Communications?

6. Employee Engagement Deep-Dives HRLC Employee Engagement Culture/Values The questions within this section measure employees’ perceptions of how well the organization has established corporate values and whether or not the organization lives up to those values. If utilized effectively, values can have up to a 13% impact on engagement capital. Additional Resources Please find resources below to help you take action on this item. Workforce of Brand Ambassadors (JetBlue Airways Corporation):Create shared responsibility for organization values among employees. ScotiaBank's Decision Criteria:Evaluate strengths, corporate strategy, and investment cost to determine the best attributes to incorporate into your value proposition. Employment Value Proposition (EVP) Resource Center:(Re)design and communicate your employment brand to employees. Top 2 score Middle 3 score Bottom 2 score

7. Employee Engagement Deep-Dives HRLC Employee Engagement Culture/Values Deep-Dives I believe in my organization’s values. My organization’s values have been clearly communicated. The questions within this section measure employees’ perceptions of how well the organization has established corporate values and whether or not the organization lives up to those values. If utilized effectively, values can have up to a 13% impact on engagement capital. Top 2 score Middle 3 score Bottom 2 score

8. Employee Engagement Deep-Dives HRLC Employee Engagement Standard Demographics – Geography CountriesUS – States

9. Employee Engagement Deep-Dives HRLC Employee Engagement Standard Demographics – Level

10. Employee Engagement Deep-Dives HRLC Employee Engagement Standard Demographics – Employment Status

11. Employee Engagement Deep-Dives HRLC Employee Engagement Standard Demographics – Job Function