1. Searching for work that really suits you John Matina SUNYIT March 23, 2004

2. SUNYIT March 23, 2004 NORTEL NETWORKS CONFIDENTIAL PG 2 Agenda Introductions Work vs. Jobs Introspection – a necessary element Resumes that show your character Advantages of entering companies via Operations and Customer Service Opportunities @ Nortel Networks Questions

3. NORTEL NETWORKS CONFIDENTIAL PG 3 SUNYIT March 23, 2004 Introductions Who am I vs. what do I do

4. NORTEL NETWORKS CONFIDENTIAL PG 4 SUNYIT March 23, 2004 Work vs. Jobs

5. SUNYIT March 23, 2004 NORTEL NETWORKS CONFIDENTIAL PG 5 Introspection – a necessary element Myers-Briggs – Character Analysis Building Excellence – Learning Analysis Intrinsic Motivation Performance Dimensions – attributes Performance Dimensions Skills Inventory

6. SUNYIT March 23, 2004 NORTEL NETWORKS CONFIDENTIAL PG 6 Resumes that show your character strengths Chronological – what value does it show? Chronological Functional – cumulative experience Functional Visual Using a Marketing PlanMarketing Plan A tailored suit vs. a tailor-made suittailored Key Words – screening

7. SUNYIT March 23, 2004 NORTEL NETWORKS CONFIDENTIAL PG 7 Advantages of entering via Operations Opportunities at Nortel Networks Plan, Build, Operate, Maintain Services Project Management Network Implementation And Integration Network Performance and Optimization Network Consulting Network Planning and Engineering Network Audit and Verification Assisted Operations Network Operations Managed Operations Technical Support and Repair Services Managed Spares and On-site Services Software Services

8. SUNYIT March 23, 2004 NORTEL NETWORKS CONFIDENTIAL PG 8 1H04 Wireline Ops HR People-Agenda Priorities Leadership: drive a leadership agenda within Wireline Ops which holds organizational leaders accountable for people-leadership (performance management, workforce planning, employee development, internal mobility, culture of recognition, etc.) Internal Mobility: launch an initiative to foster and support internal mobility within Wireline Ops and between Wireline Ops and the Succession and TDM organizations New Grad Hiring: facilitate the hiring of 40 new grads into Wireline Ops during 2004 and create a flow of experienced new grads from Ops into R&D Employee Development: manage continued Wireline Ops participation in the Leadership Edge program and in the Operations and Leadership Academies (with targeted participation in the R&D Academy) Organizational Development: drive Global Operations HR initiatives and the Wireline Operations "emergent" organization transformation efforts (i.e., COL Vision, Supply Chain Evolution, NPI/Service Introduction, Cost Reduction, etc.) Diversity: develop a value-based awareness of diversity in Wireline Ops and imbed diversity objectives into all areas of the people-agenda

9. NORTEL NETWORKS CONFIDENTIAL PG 9 SUNYIT March 23, 2004 Questions?