Module 3: RECAP – Conversation A summary of Results and Behaviors RECAP Canadian Manager Enhanced FY15 CMP…A One Sysco Approach AGREE.ACHIEVE.RECAP

Agenda Prepare for the RECAP Conversation Calibrate and Assign Performance and SBO Ratings Determine Merit Award and SBO Payout Factor Facilitate the RECAP and Pay for Performance Conversation: this will be a two-way conversation lead by the Leader | 2

1) One RECAP discussion with the Associate – final step – Performance – CMP and SBO* – Rating – CMP and SBO* – Pay for Performance – Merit Award and SBO factor payout* 2) Manager and Leader Calibration meeting – will include rating(s) (CMP and SBO*) 3) Pay for Performance – Merit Award and SBO factor payout* - details by HRBPs closer to date of deliverables 4) Timeline Changes – July: RECAP self – review, Leader preparation, Calibration meetings and pay for performance determination – July: Submission of Pay for Performance worksheets – August: Facilitation of RECAP and pay for performance conversation (*Note: SBO only where applicable) Summary of What’s New: | 3

July 3: - Associate completes his/her self review Gather feedback July 10: - Leaders review associates completed CMP form and prepares for RECAP conversation Gathers concrete examples of progress July 13 – 24: - Managers meet with their Leader to calibrate ratings CMP & SBO* and to determine merit award and SBO payout factor* utilizing payout guidelines - Calibration rolls up to the Corporate Leaders July 27 – 29: - Corporate leaders meet with Director of Compensation for calibration of function - Director of Compensation to submit all salaried employees Merit Award and SBO payout factor % to payroll July 30: - Director of Compensation locks down Ratings and Pay for Performance with Randy White August 13: - Associates letters distributed August 14 – 20: - Conduct RECAP conversation for those associates with SBOs, including rating(s), merit award and SBO payout factor* August 14 – 30: - Conduct RECAP conversation for those associates receiving Merit Awards only August 21: - Bonus payment September 1: - Merit awards effective and delivered during pay period inclusive of September 1 Here is our ask of Leaders | 4 Note: SBO only where applicable

RECAP: Four Main Steps Prepare for the RECAP Conversation Calibrate and Assign Performance Ratings – both CMP and SBO Determine Merit Award and SBO Payout Factor Facilitate the RECAP and Pay for Performance Conversation JuneJuly August | 5

Step One: Prepare for the RECAP Conversation Prepare for the RECAP Conversation Calibrate and Assign Performance Ratings – both CMP and SBO Determine Merit Award and SBO Payout Factor Facilitate the RECAP and Pay for Performance Conversation | 6

Associate: Documenting Year-End Results Process: Use the ACHIEVE section of the CMP form Each goal should have a year-end comment Simply and briefly document your results Focus on specific results (WHAT) and behaviors (HOW) Associate Comments: brief highlights to summarize the year in this area Select an overall CMP Self-Rating and an overall SBO Self-Rating, this is determined by assessing all goals and behaviors Send to Manager Ensure meeting is scheduled Completed self review: Jorge Marketing Associate | 7 Goal Rating Associate Goal Comments Final CMP/SBO Rating * NEW Associate Summary Comments

Manager: Documenting Year-End Results Process: Use the ACHIEVE section of the CMP form Each goal should have a year-end comment Review results and behaviors documented by Associate Focus on specific results (WHAT) and behaviors (HOW) Brief highlights to summarize the year in this area Assign annual rating for CMP performance and SBO rating is determined by assessing overall behaviors (LF) and goals Manager meets with leader to calibrate ratings Schedule RECAP meeting with Associate Completed Manager Recap: Jorge Marketing Associate | 8 ommentsomments Mgr. Summary Comments Goal Rating Mgr. Goal Comments Final CMP and SBO Rating * NEW

Step Two: Calibrate & Assign Performance and SBO Rating Prepare for the Recap Conversation Calibrate and Assign Performance Ratings – both CMP and SBO Determine Merit Award and SBO Payout Factor Facilitate the RECAP and Pay for Performance Conversation | 9

What is Calibration? Process of gaining alignment on and consistency of CMP and SBO ratings across the team, business unit, and /or company We calibrate for two reasons: 1) consistency of ratings 2) appropriate differentiation of ratings | 10

Calibrate and Assign Performance and SBO Rating 1. Bring the following to the Calibration meeting; – One Sysco CMP Rating Scale – CMP documentation with preliminary rating – Leadership Framework Worksheet 2.Calibrate CMP and SBO ratings 3.Finalize overall rating following calibration | 11

Performance Rating Scale for CMP and SBO SAT Significantly Above Target Consistently exceeds job expectations. AT Above Target Always meets job expectations and often exceeds job expectations. OTOn Target Regularly meets all job expectations BTBelow Target Meets some, but not all, job expectations. SBTSignificantly Below Target Consistently does not meet job expectations. *Note: Leadership Framework worksheet is your guide. | 12

Step Three: Determine Merit Award and SBO Payout Factor Prepare for the RECAP Conversation Calibrate and Assign Performance Ratings – both CMP and SBO Determine Merit Award and SBO Payout Factor Facilitate the RECAP and Pay for Performance Conversation | 13

| 14 Determine Merit Award and SBO Payout Factor SBO Assessment and Payout Factor Determine merit award Merit awards based on individual performance and salary position Merit Matrix Guidelines to be provided closer to merit decision process Merit Matrix Determine Payout Factor SBO payout factor guidance to be provided closer to the decision process

Step Four: Facilitate the RECAP and Pay for Performance Conversation Prepare for the RECAP Conversation Calibrate and Assign Performance Ratings – both CMP and SBO Determine Merit Award and SBO Payout Factor Facilitate the RECAP and Pay for Performance Conversation | 15

Purpose of the RECAP and Pay for Performance Conversation Meet with associate to review past year’s performance: – WHAT – full year results based on goal attainment – HOW – behaviors that supported goal attainment This is a two-way conversation between manager and associate Review Final Ratings – both CMP and SBO Present the Merit Award, SBO payout factor (if applicable) “You cannot teach a man anything; you can only help him discover it in himself.” - Galileo Galilei | 16

RECAP Conversation Agenda: Manager TimeTopicDirection 5 min.Review meeting purpose Have two copies of the CMP form ready Explain the purpose of the meeting min. Discuss Performance Use the written CMP form as a guide Discuss each goal, spending more time on most important ones Discuss performance that exceeded expectations and where performance was below expectations, ensure the associate has a clear understanding Listen to and answer any associate questions or concerns 15 min.Review Rating Share overall summary of performance against goals (what and how), and the overall performance rating. Listen to and answer any associate concerns or questions 5 min.Summarize Summarize the conversation Check for understanding Ask Associate to sign 5 min.Present Merit Award letter and SBO payout factor letter (where applicable) Link summary of achievement against pay for performance | 17

Challenging Conversations 1)“I am not getting enough credit for the work I did.” 2) “I am not going to sign the form.” 3) “Last year I received a top rating and this year you gave me an On Target rating and I am doing what I have always done”. 4) How was my SBO factor determined? 5) Others? | 18

RECAP: Four Main Steps Prepare for the RECAP Conversation Calibrate and Assign Performance Ratings – both CMP and SBO Determine Merit Award and SBO Payout Factor Facilitate the RECAP and Pay for Performance Conversation JuneJuly August | 19

July 3: - Associate completes his/her self review Gather feedback July 10: - Leaders review associates completed CMP form and prepares for RECAP conversation Gathers concrete examples of progress July 13 – 24: - Managers meet with their Leader to calibrate ratings CMP & SBO* and to determine merit award and SBO payout factor* utilizing payout guidelines - Calibration rolls up to the Corporate Leaders July 27 – 29: - Corporate leaders meet with Director of Compensation for calibration of function - Director of Compensation to submit all salaried employees Merit Award and SBO payout factor % to payroll July 30: - Director of Compensation locks down Ratings and Pay for Performance with Randy White August 13: - Associates letters distributed August 14 – 20: - Conduct RECAP conversation for those associates with SBOs, including rating(s), merit award and SBO payout factor* August 14 – 30: - Conduct RECAP conversation for those associates receiving Merit Awards only August 21: - Bonus payment September 1: - Merit awards effective and delivered during pay period inclusive of September 1 Here is our ask of Leaders | 20 Note: SBO only where applicable

RECAP Conversation – Between Aug. 14 – 20 th those with SBOs – Between Aug Aug. 30 th for those with Merit Award only AGREE – Conversation by Sept. 1 Once your department leader has your annual goals we encourage you to start your AGREE conversations with your team ACHIEVE Check-ins – Q 2 – complete by Dec. 31 – Q 3 – complete by March 31 OVERALL CMP Dates | 21

Thank you! | 22