1. FOURTH PROGRESS REPORT OF THE EXTERNAL TASK FORCE
PROGRESS AT COCA-COLA
FOURTH PROGRESS REPORT OF THE EXTERNAL TASK FORCE

2. COMMITTMENT
TO ACHIEVE “A GOLD STANDARD” FOR THE FIRM’S HR SYSTEM.
VOLUNTARILY ASKED THE JUDGE A ONE YEAR EXTENSION OF THE TASK FORCE MONITORING.
COURT “HISTORIC OPPORTUNITY AND TREMENDOUS POSSIBILITIES ..FOR ALL OF ITS EE’s”

3. HR/DIVERSITY PROGRESS AREAS
STAFFING
PERFORMANCE MANAGEMENT
COMPENSATION
DIVERSITY EDUCATION/STRATEGY
EEO
PROBLEM RESOLUTION
CAREER DEVELOPMENT
SUCCESSION PLANNING
MENTORING

4. STAFFING
JOB POSTING
RECRUITMENT
INTERVIEWING
SELECTION

5. STAFFING PROGRESS JOB POSTING 3 CANDIDATE FOR EACH VACANCY
ONE OF WHICH IS A M/W
ONLY 4% DID NOT MEET THIS CRITERIA

6. SELECTION RATES ARE THE SAME IN INTERVIEW AND SELECTION POOLS
WOMEN: EQUAL REPRESENTATION IN CANDIDATE POOL AND SELECTION
MINORITIES: A LITTLE LOWER
NO DIFFERENCE B/W EXTERNAL AND INTERNAL SOURCES
ADVERSE IMPACT ONLY IN GRADES 10-13
OVERALL VERY POSITIVE FEELING ABOUT JOB POSTING, EE AWARENESS

7. MAJOR IMPROVEMENTS IN JOB LEVEL NEW HIRING: 60% WOMEN 46% MINORITIES
PROGRESS IN STAFFING
4.5 % INCREASE IN MINORITY
MAJOR IMPROVEMENTS IN JOB LEVEL
NEW HIRING: 60% WOMEN
46% MINORITIES
30% AFAM’S
51% GRADE 14 OR ABOVE MINORITY

8. SENIOR LEADERSHIP MINORITIES: 23 % OF ELECTED/ APPOINTED POSITIONS
PIPELINE: 4.5 % INCRESE IN MINORITIES

9. PROMOTIONS& LOSSES NO DIFFERENCE B/W GROUPS
NO DIFFERENCE B/W GROUPS IN VOLUNTARY LOSSES
MINORITY LOSSES SLIGHTLY HIGHER IN INVOLUNTARY LOSSES

10. PERFORMANCE MANAGEMENT
COACHING
FEEDBACK
RATER TRAINING

11. PROGRESS: PERFORMANCE MANAGEMENT
SINGLE PERFORMANCE EVALUATION SYSTEM
ANNUAL GOAL SETTING MEETINGS (65%)
SKA’S REQUIRED FOR PERFORMANCE (35%)
FEEDBACK DURING THE YEAR
YR. END PERFORMANCE RATINGS BY SUPERIORS
SELF ASSESSMENT BY EE’s
LINK PERFORMANCE OBJECTIVES TO UNIT GOALS
RATER CALIBRATION TRAINING
OVER 90% COMPLETED PERF. APPRAISAL TRAINING
76 % MGRs FINISHED COACHING AND FEEDBACK TRAINING
78 % MGR’s FINISHED RATER ACCURACY TRAINING
MOST EVERYONE IS MORE POSITIVE ABOUT PERF. MGT.

12. COMPENSATION
BASE PAY
BONUS
STOCK OPTIONS
PAY EQUITY

13. PROGRESS: COMPENSATION
RETAINS SOME MGT DISCRETION AND FLEXIBILITY
MONITORS DECISIONS FOR FAIRNESS
HOLDS MGT ACCOUNTABILITY FOR PAY DECISIONS
SETS UP AN APPEALS PROCESS AS OVERSIGHT
NO ADVERSE IMPACT IS FOUND IN
PAY (JUST 44 CORRECTIONS)
BONUS
STOCK OPTIONS

14. EEO
DIVERSITY GOAL SETTING
COMPLIANCE
REPORTING
EXIT INTERVIEWS

15. EEO PROGRESS WORKPLACE FAIRNESS DEPARTMENT
TRACK MONITOR EXECUTE EEO ACTIVITIES
IDENTIFY EEO ACCOUNTABILITY FOR MGRs
MONITOR DIVERSITY GOALS PROGRAM
1% INCREASE IN GRADES FOR MINORITIES
2% INCREASE IN GRADES 14+ FOR MINORITIES
CIVIL TREATMENT TRAINING FOR MGRs AND EEs
FOUND SOME UNDERUTILIZATION IN SOME JOBS
HR/EEO TRAINING FOR
HR PROFESSIONALS
MANAGERS
ALL ASSOCIATES

16. PROBLEM RESOLUTION
OMBUDSMAN FUNCTION
GRIVIENCE PROCEDURE
COMPLAINT INVESTIGATION

17. PROBLEM RESOLUTION EMPLOYEE REPORTING SERVICE OMBUDS PROGRAM
OFFICE OF ETHICS AND COMPLIANCE
MEDIATION
ARBITRATION
ALL TO SURFACE, INVESTIGATE AND RESOLVE EE COMPLAINTS

18. CAREER DEVELOPMENT 360 FEEDBACK JOB REGISTRATION
COMPETENCY DEVELOPMENT

19. PROGRESS: CAREER DEVELOPMENT
STARTS W/ JOB ANALYSIS
DETERMINE SKA REQUIREMENTS OF ALL JOBS
PROVIDE CAREER INFO TO EE’s
OFFER ASSESSMENT TOOLS
OFFER EDUCATIONAL TOOLS (LEARNING SOURCE)
FOR GRADES UP TO 13
PART OF JOB POSTING AND JOB PROFILES
OFFER LEADERSHIP EXPERIENCE TRAINING FOR SENIOR MGT POSTS

20. SUCCESSION PLANNING
IDENTIFICATION OF HIGH POTENTIAL
TALENT DEVELOPMENT

21. SUCCESSION PLANNING
IDENTIFY, ASSESS AND DEVELOP INTERNAL CANDIDATES FOR SENIOR MGT POSTS
STRATEGIC RESOURCE REVIEW (SRR)
EEs ASKED TO FILE THEIR PROFILES
TALENT REVIEW IS CONDUCTED
SENIOR MGT PROVIDES HONEST FEEDBACK AND DIRECTION
SLATING FOR GRADES 15+
250 MGRs FINISHED LEADERSHIP EXPERIENCE PROGRAM
ONLY 7% DIVERSITY FAILURE IN SLATING
POSITIVE FEELINGS W/ ROOM FOR IMPROVEMENT

22. DIVERSITY EDUCATION/STRATEGY
AWARENESS EDUCATION
REINFORCEMENT OF DIVERSITY CONCEPTS
REVIEW AND REVISION OF COKE’S PROGRAMS, POLICIES AND PROCEDURES FOR INCLUSION

23. PROGRESS:DIVERSITY EDUCATION AND STRATEGY
2 DAY CLASSROOM DIVERSITY AWARENESS
MGR (86%) EEs (87%) COMPLETED
TRAINING FOCUSED ON WORK RELATED ISSUES
INTEGRATED INTO “MANIFESTO FOR GROWTH”
DEVELOPED AS PART OF THE BUSINESS PLAN
SET UP DIVERSITY ADVISORY COUNCILS FOR EE ATTACHMENT AND COMMITMENT
RECOGNITION AND AWARD PROGRAM $$$
INCREASING POSITIVE EVALUATION OF TRAINING

24. MENTORING
ONE-ON ONE MENTORING
SELF STUDY
CAREER PATH RELEVANT PROFESSIONAL DEVELOPMENT AID

25. PROGRESS: MENTORING SENIOR MANAGEMENT SPONSORSHIP
SENIOR MANAGEMENT COMMUNICATION
ACTIVE RECRUITMENT OF MENTORS AND MENTEES
FORMAL APPLICATION AND MATCHING
ONGOING TRAINING FOR MENTORS AND MENTEES
ACCESS TO MENTORING COORDINATOR
DISCONTINUE GROUP MENTORING
SELF STUDY MENTORING IS ENCOURAGED