Corporate Roundtable Discussion April 4, 2011

Ten Areas of Discussion Transfer Volume Policy Changes Made Recently Policy Changes Contemplated What Works Well What Needs Improvement Relationship with Procurement Relationship with Talent Management Global Focus One Minute Advice to Service Industry Partner Other Areas of Discussion

Transfer Volume 40% above last year Transfers decrease, new hires increase Same – ’10 up 60% Same domestic, global up Decrease – re-structure Slight increase – but big increase in Q1 – ’12 Increasing Down in ‘11 Same now but expect decrease Same – but more renters Remain the same (4X)

CEO Confidence vs. GDP

Policy Changes Made Crating limit increased Removed buy-out Began home buy-out Tweaked existing None (4X) Increased loss-on-sale (5X) Implementing several large changes COLA, HHG audit, pre- decision counseling, list price restrictions (some in’11) Eliminated equity advance Local plus

Policy Changes Contemplated None for US – re-evaluating global home sale Creating more tiers Considering a Global policy List cap, revamp Lump Sum, full inspections Change from 4 tiers with no caps to 2 tiers with caps None (5X) Several due to sourcing to RMC Trip allowance grossed-up Implementing a commuter policy Considering list price restrictions

What Works Well in our Industry IRS Ruling, RMC knowledge Well established processes Simple services like HHG List cap, revamp Lump Sum, full inspections Hands on coordinator Flexibility 3 rd party homesale process with right RMC Lump Sum allowances Synergy between service providers Benchmarking/Networking Wealth of information and willingness to share best practices Robust policies, strong 3 rd party partnership HHG working smoothly Standard relocation policy

What Doesn’t Work Well in our Industry Communications, frequent mergers of providers Hiccups in financial markets, unreliable market data on appraisals Metrics reporting Appraisals; forecasting Outsourcing to foreign call centers Global assignment planning Synergy with lenders Exceptions to policy Improve pre-decision tasks to help transferees understand financial impact Our policy – temporary transfer to host country, employees lose home country benefits HHG claims process

Relationship with Procurement Department Counsel and analysis, but we make decision Partnership formed 10 years ago – work well together HR business partner Procurement writes contracts we’ve already negotiated Procurement manages/runs RFPs Not involved in selection Work closely together Good partnership, but we make final selection Minimal – we make decision, they secure contracts Excellent Assist with RFI process Fair They provide a service to me, but start over every 3 years Working closely on implementation

Relationship with Talent Management Not much – 99% of moves are internal HR focus heavy on talent – no relocation department Embedded in my function, mobility integral aspect of talent management Closely aligned and within talent management function We manage relocation once talent management decides who to move Work closely together on pre- decision and policies Work closely – consulted when final candidate selected Attend HR Talent Management meetings Work closely together Very Good Strong We are partners – we provide service to them We are Career Management in HR and are aligned with Talent Development – this is change as we were under Benefits

Importance of Global Issues Global is whole different animal 10% of volume, but much more complex I follow trends for understanding Of interest by no impact Seeing more global assignments Important but do not manage Very important even though domestic is double global Increasing No – we are all domestic Not significant – had 10 then brought them all back – now just two My role is global and majority of our moves are cross- border, minimal domestic except from a policy standpoint

One Minute Advice to Service Partner I value our partnership. Communication is key. Understand our culture. Responsiveness is key. Let’s get it right the first time. Follow established guidelines. Help us lessen anxiety of transferee. Proactively provide data on ongoing moves and suggest changes to our policy. Get out in front of everything, if you’re reacting it’s already too late. Communicate in method requested. Don’t let employee know first you’ve changed contact. Keep up the good work Keep up the good work! Stay flexible and responsive to your client’s needs. Our associates are what makes us successful. Make sure they get relocated smoothly and seamlessly and let us worry about the costs. Learn the culture of the company you are supporting. Listen well and pay attention to detail. Keep trying to improve technology Keep me up-to-date on industry trends. Help me understand how my policies compare to others. Only do above after you have taken good care of my transferees. The best partnerships are when everyone is open and honest. Understanding we are all on the same team to get the job done facilitates success.

Other Areas of Discussion