Employee Engagement Defined The extent to which employees are motivated to contribute to organizational success, are willing to apply discretionary effort to accomplishing tasks important to the achievement of organizational goals, and intend to stay.

Headlines Employee Engagement Survey Item Details Overall Engagement increased 4 points Meaningful increases in satisfaction and recommendation of Moody Pride in working for Moody continues as a strength year over year Several departments with increases of five or more points Survey Item Details Improvement in all pulse survey items! Meaningful increases in items measuring trust Ratings of trust in leadership, commitment to ethical decisions and to providing high quality products are now just below the IBM Norm Meaningful increases in items measuring future vision Ratings of employees’ belief in a positive future increased 13 pts., being motivated by Moody’s vision increased 15 pts. and perceptions of change in order to compete effectively increased 8 pts. Just 42% of employees believe change will occur as a result of the survey

Survey Facts Survey Administration Participants Methodology IBM Pulse Survey Administration - November, 2018 Participants 501 employees returned a completed Pulse Survey Methodology Web Survey - 12 question items Five-point scale – Strongly Disagree to Strongly Agree Reports are available for groups of at least five respondents IBM Benchmark IBM Benchmark – three year rolling database with over 400 organizations and nearly 15 million respondents

Moody Overall The Engagement Index increased four points and is just below the IBM Norm

Employee Engagement Items Engagement Index Items: Overall, I am extremely satisfied with this company as a place to work. I would recommend this company as a great place to work. I rarely think about looking for a new job with another company. I am proud to work for this company. SATISFACTION ADVOCACY COMMITMENT PRIDE

Employee Engagement Items Meaningful increases in satisfaction and recommendation of Moody Pride in working for Moody continues to be a strength and is now above the IBM Norm 56% of employees report rarely thinking about looking for a new job +5 +5

Trust Items Meaningful increases in items measuring trust Employee ratings of trust in leadership, commitment to ethical decisions and to providing high quality products are now just below the IBM Norm +7 +11 +8 +9

Future Vision Items Meaningful increases in employees’ belief in a positive future, being motivated by the vision and perceptions of changes being made to compete effectively Though a +2 gain, less than half of employees believe that positive change will happen as a result of the survey +13 +15 +8

The Four Step Action Process Action Planning and Follow Through 1 2 3 4 Review Understand the strengths, weaknesses, opportunities and trends in the scores Discuss Share and discuss to clarify why people feel the way they do about these topics Plan Actions Decide what can be done, how it will be done, who will do it and how it will be measured Commit Follow through on planned actions and communicate progress as they are implemented Survey Interpretation and Sharing Results