1. Perspectives 2008 Canadian Integrating SkillSoft Resources into Sun Life Financial’s Learning Program Maryann Baird, Director, Employee Development Janet Holmes, Senior Consultant, Talent Development Leadership & Talent Development November 6, 2008

2. International financial services leader Sun Life Financial is a leading international financial services organization providing a diverse range of protection and wealth accumulation products and services to individuals and corporate customers. Chartered in 1865, Sun Life Financial and its partners today have operations in key markets worldwide, including Canada, the United States, the United Kingdom, Ireland, Hong Kong, the Philippines, Japan, Indonesia, India, China and Bermuda. Sun Life Financial Inc. trades on the Toronto (TSX), New York (NYSE) and Philippine (PSE) stock exchanges under ticker symbol SLF.

3. Canada Toronto United States Bermuda Mexico City Sao Paulo Buenos Aires Ireland United Kingdom Berlin Rotterdam London Madrid Milan Bahrain India Singapore Indonesia Philippines China Hong Kong Taipei Tokyo Sydney Sun Life Financial around the world MFS headquartered in the U.S. MFS investment and marketing / service offices Munich The world of Sun Life Financial The Sun Life Financial group of companies, including MFS Investment Management, has operations in 22 countries worldwide.

4. External Talent Development Trends 1. Demographic shifts; need to attract, develop and retain next generation (Y and millennials) 2. Skills shortage in key professional streams 3. Employment markets changing in all geographies; varies by region 4. Increasing requirement for more sophisticated global leaders

5. Key SLF Business Challenges Defined investment dollars available to meet diverse development needs; usually it’s never as much as we hope for! Competing for senior leaders’ attention; there are always a number of business priorities on their plate Have an evolving competency model; different stage of implementation across the globe Have technology/firewall restrictions; although mitigates exposure to outside risks, it also means it limits our access to some application functionality There are a limited choice of vendors to partner with who have a global mandate Have an evolving HR structure; changes to the scope of learning governance and responsibility across the organization

6. Leadership & Talent Development Centre of Expertise Build the capability (depth) and capacity (breadth) of the SLF workforce Ready and able pool of talent to achieve current and future business goals Enabled employees who actively manage their development and careers Ready and able pool of talent to achieve current and future business goals Enabled employees who actively manage their development and careers Talent Development Team (8) Talent Performance and Review Team (2) Talent Planning and Measurement Team (3) Our Mission Our Team

7. Our Partnership with SkillSoft? For 10+ years we’ve chosen to partner with SkillSoft; Early focus – broad range of on-line courses for Canada Current focus – tighter alignment with competencies in Canada Future focus – expand to global audience and align with worldwide competencies (leadership & core) Over the years SkillSoft has offered; A quality, comprehensive library of on-line learning resources - courses & books On-line learning solutions in multiple languages – English, French, & others Access to quality people with experience and consultative expertise Access to new ideas through a network of ‘global’ clients Experience in dealing with technical issues on a global platform PEOPLE, PRODUCT, PERFORMANCE

8. Integration Points No explicit communications & marketing plan deployed to promote SkillSoft resources  instead our strategy is to tightly align the on-line content with key HR & business practices SkillSoft on-line courses support: –Performance management – individual’s development planning for current role competencies –Career management – individual’s development planning for future career opportunities –Just-in-time access to development information & resources –Integration into defined curriculum within business areas

9. SLF Competency Model Competency = Blend of skills, knowledge and behaviours necessary for effective job performance. Used for selection and development purposes. Delivers Business Results Thinks and Acts Strategically * Generates Innovative Solutions Drives for Action * Engages People Attracts, Develops and Retains Talent * Leads Change * Embraces Differences Achieves Leadership Excellence Manages Complexity * Builds and Applies Self-insight * Priority leader competencies for development Leadership Competencies Core Competencies Role-Specific Competencies Understands the Business Takes Accountability Focuses on the Customer Collaborates Effectively Communicates Confidently

10. Examples of how SkillSoft is integrated… Leadership development portfolio Development Curriculum for Training Professionals Call Centre operations

11. Our Annual Review Process Define Size of Library & Licenses Assess future competency needs based on business input Define Budget Assess recent usage & User experience Assess new SkillSoft offerings against competency model Prioritize topics & development requirements interview business Learning Practitioners across the organization review SkillSoft reports conduct Zoomerang surveys to gather feedback from users Make choices & build library based on gaps and opportunities conduct preliminary review of course content

12. Our Successes & Learnings Key Successes Increasing use of SkillSoft courses Quickly consolidate the input data from various sources in order to prioritize course selection Early utilization of SkillSoft expertise and advice Leveraging technology for surveying users Key Learnings Make assessment process as simple as possible for our Learning Partners across the organization Co-ordinate new course offering roll-out to avoid collisions with internal technology upgrades

13. Future Challenges Worldwide users … –Multiple languages –Multiple time zones Technical system performance Budget & license utilization Impact measurement

14. Development - Delivery Approach Relationship- Based Development Experience- Based Development Education-Based Development Formal & informal course-based training (classroom / e-learning) Best early in career or as refresher mid- to late-career On-the-job Special projects Volunteer opportunities Best all round approach, especially mid- to late-career Feedback, coaching, mentoring Best for high potentials Best Practice: 10/20/70