1. Club de l’IRIS Gestion des compétences Job Families Expertises & Competencies profiles June 2011

2. © 2011, SOLVAY SA 2 Page 2 Group HR Policies  To support its ambition to become global, the Group has overtime introduced organization design related tools to measure and compare jobs both internally and externally. Common job evaluation system (the Hay system of evaluation) for its cadre population Grading system to slot all “cadres” functions (A-H) Solvay Job Families model

3. © 2011, SOLVAY SA 3 Page 3 A tool to shape global organization  Allows the management to “shape” their organizations and adapt them to changes in strategy and objectives  by defining the architecture of roles  by defining the mission & 7 responsibilities  by identifying competencies and expertise deemed important for excelling in these roles  by managing an integrated positioning process – within the framework of Strategic HR Committees - using career ladders and thus reinforcing internal equity  By managing an annual review of organizational needs (workforce planning based on JF professions ) GLOBAL INTEGRATION Solvay Job Families model

4. © 2011, SOLVAY SA 4 Page 4 Job Performance Environment Expertise Functional skills & knowledge. Acquired through education and experience. Competencies Observed through Behaviors (including those linked to Values and Strategic Pillars). Full Potential Expertise vs Competencies Solvay Model Expertise dictionary Solvay Group Competencies dictionary

5. © 2011, SOLVAY SA 5 Page 5  Striving for Performance  Achievement Motivation  Initiative  Processing Information  Analytical Thinking  Conceptual Thinking  Information Gathering  Interpersonal Understanding  Business Awareness  Organizational Awareness  Aligning Effort  Organizational Commitment  Strategic Orientation  Leadership  Developing Others  Holding People Accountable  Building the Team  Interacting with Others  Managing Knowledge and Expertise  Impact & Influence  Networking  Cultural Sensitivity  Partnership  Working Efficiently  Decisiveness  Flexibility  Planning & Organizing Solvay Group Competencies Dictionary (0 -> 5 scale, with specific requirements) (Max 6 to 10 Key competencies per profession)

6. © 2011, SOLVAY SA 6 Page 6 Expertise dictionary Generic expertise required and mandatory for all Professions

7. © 2011, SOLVAY SA 7 Page 7 Generic performance expertises 1. Continuous improvement skills  Ability to continuously improve performance through a Plan-Do-Check-Act (PDCA) Cycle aimed at reducing gaps between current situation and targets (including Performance measurement and Performance management) 2. Problem Solving skills  Ability to analyze the causes of a problem and to propose creative solutions, relying on specific tools and methods. 3. Project management skills  Ability to use specific tools and methods of basic project management. 4. Change management skills  Ability to deal with change and to implement improvements, relying on specific tools and methods (8 principle of Kotter) Establishing a sense of urgency, Creating the guiding coalition, Developing a vision and strategy, Communicating the change vision, Empowering employees for broad-based action, Generating short-term wins, Consolidating gains and producing more change, Anchoring new approaches in the culture

8. © 2011, SOLVAY SA 8 Page 8 What value for employee?  It clarifies roles & responsibilities, and expected outputs consistently across the group on a global basis allowing global process management  It provides more visibility on future career progression possibilities and development needs (All JF are in free access on Intranet)  Before 2003: 6000 individual job descriptions  Today: +/- 20 job families have been deployed, covering 220 professions for 3.100 cadres business : Manufacturing, Commercial, Supply Chain, RD&T transversal : Finance, IT, Legal, Communication, HR, Procurement, HSE

9. © 2011, SOLVAY SA 9 Page 9 OD JF concept for Quality function In the frame of Solvay policy for Performance

10. © 2011, SOLVAY SA 10 Page 10 Senior BPIM HGFEDCBAHGFEDCBA CC HR EXPERTS HR OPERATIONS Process Specialist Regional Manager Regional Manager Operat Proc Leader Service Unit HR Mgr BSC PDP OP BSC HR ADMIN 3S Senior Expert Practice Leader Area Manager BPIM Sector/ Function BPIM Industrial Relations Country Industrial Relations Officer (IRO) Process Specialist Operat Proc Specialist Site HR Mgr Deputy Sector/FD HR Mgr Deputy Site HR Mgr Business/Functions HR Deputy Entity HR Mgr Team Leader Area Manager Entity HR Mgr Job Family HR : Architecture < 900 ?

11. © 2011, SOLVAY SA 11 Page 11 BPIM : Business Performance Improvement Manager Mission family To define, develop, deploy, adapt, and implement within the Group, organization Performance policies, models, systems and tools in order to ensure sustainability and continuous improvement of the Group’s activities and contribute to the optimization of the Performance: financial and non-financial results.

12. © 2011, SOLVAY SA 12 Page 12 BPIM - Key differentiators

13. © 2011, SOLVAY SA 13 Page 13 BPIM 10 Key Expertises 2 1

14. © 2011, SOLVAY SA 14 Page 14 BPIM Job family management…… BPIM practices assessment Fully integrated practice (++) Usual practice (+) Some practice (-) Anecdotal practice (--)

15. © 2007, SOLVAY SA 15 Workforce planning Presentation for HR Workforce planning WFP is… looking at the profiles the organization needs to achieve the business strategy and building a people strategy that reflects those needs to secure the right people To determine the actions HR need to take today to provide the Business with the right workforce (profiles) within the next 5 years

16. © 2007, SOLVAY SA 16 Workforce planning Presentation for HR Quantitative results – Demand and Gap Analysis “No meaningful values” 3 Possible scenarii -Steady state -Scenario 1 -Scenario 2  export to excel NS Simu : Attrition + Retirment