1. New Applicant Tracking System Major Process Changes September 27, 2010

2. Job Seeker Applicant Selected Candidate Job Seeker Applicant Selected Candidate Job Seeker Applicant Selected Candidate WILL BE ENFORCED BY SYSTEM: Job seeker must submit completed application in order to be considered an applicant ENHANCEMENTS: – Multiple attachments – User profile customizations – Job alerts – Candidate communication agent – Resume parsing (pre-populates fields on application) Applicant Experience Major Process Changes

3. Create Requisitions Manage Requisitions Take Action on RequisitionsView Jobs View/Update Profile Job Seeker Applicant Preparer Approver Hiring Manager HR Rep/ HR Contact Recruiter Create Requisitions Manage Requisitions Take Action on RequisitionsView Jobs View/Update Profile Job Seeker Applicant Preparer Approver Hiring Manager HR Rep/ HR Contact Create Requisitions Manage Requisitions Take Action on RequisitionsView Jobs View/Update Profile Job Seeker Applicant Preparer Approver Create Requisitions Manage Requisitions Take Action on RequisitionsView Jobs View/Update Profile Job Seeker Applicant Preparer Create Requisitions Manage Requisitions Take Action on RequisitionsView Jobs View/Update Profile Job Seeker Applicant System Roles Create Requisitions Manage Requisitions Take Action on RequisitionsView Jobs View/Update Profile Job Seeker            Major Process Changes

4. Job Requisitions/Postings – CHANGE IN PRACTICE: Applicants for research jobs can now submit documentation online – NEW REQUIREMENT: It will now be standard practice across all areas to post jobs for a minimum of 5 days – CHANGE IN PRACTICE: Job requisitions will be posted 48 hours after submitted to a Talent Acquisition recruiter – CHANGE IN PRACTICE: Applicants will be referred to hiring departments 5 days after the requisition is posted Major Process Changes

5. Job Requisitions/Postings – CHANGE IN PRACTICE: Departmental Postings will be discontinued Internal Postings will be used (open to Institute employees) Mitigates risk for the Institute Major Process Changes

6. Building of Candidate Pool – INCREASED OPPORTUNITY: If pool of candidates is inadequate, recruiter will work with hiring manager to recalibrate and/or refine sourcing efforts Mitigates risk for the Institute Major Process Changes

7. Selection Process – CHANGE IN PRACTICE: Can no longer screen out candidates if cover letter is not submitted It’s the law – CHANGE IN PRACTICE: All applicants must meet minimum requirements to be advanced to the hiring manager Recruiter will partner with hiring manager to determine prescreening criteria Differentiate jobseekers from applicants based on responses to prescreening questions Major Process Changes

9. Status Changes – CHANGE IN PRACTICE: Take action on applicants throughout the process to trigger automatic workflow actions – ENHANCEMENTS: Selection and disposition will be standardized (drop down selection) Bulk dispositioning – CHANGE IN PRACTICE: Contingent offers must now be made before background checks Enhancement: All background check forms will now be sent and tracked through the system Major Process Changes

10. Selection Process – CHANGE IN PRACTICE (OPTIONAL): Reference checks can now be maintained in the system Offers potential for building repository of reference contact information – Capability to generate and collect reference requests through system – Recruiter can attach reference letters to candidate’s profile Major Process Changes

11. Offer Process – CHANGE IN PRACTICE (Research Faculty): Finalized offer letters will be sent after background check – NEW REQUIREMENT: Offer letters will be generated and sent through the system Offer letter templates with editable sections will be available in the system Mitigates risk for the Institute Provides centralized repository of offer letters Departments will be able to enter documentation in the system which can be shared between Talent Acquisition and Global Human Resources Major Process Changes

12. Metrics – NEW FEATURE: Reporting and analytics Standard reports will be available to hiring managers and HR Reps/Contacts – Open Requisitions Aging – Average Time to Hire – Applicant Details Reports are available real-time Major Process Changes