2. BFAM Profile Founded in 1986 18,000 employees More than 615 Early Care and Education centers in the US, UK, Ireland, Puerto Rico and Canada Wide array of Work/life solutions: –Full Service Care, Back-Up Care, Elder Care, Mildly Ill In-Home Care, Elementary Schools, College Counseling, Consulting, Summer and School’s Out Camps. Industry leader with market share of more than 5 times the next largest competitor Diverse base of more than 650 clients –90+ FORTUNE 500 –70+ of Working Mothers “Top 100” including 7 of the top 10.

3. Employee engagement is high when the statements and conversations held reflect a natural enthusiasm for the company, its employees, and the products or services provided.

4. Employee Engagement Drivers Culture: (Respect) “Value me… and my family” Culture: (Policy & Practice) “Appreciate me” Mission: Meaningful Work Community Involvement and Philanthropy

5. “Engagement” Matters Customer Satisfaction Client 98% Parent 98% Employee Retention Industry leading retention 9-Block Linkage Employee Referrals 20% 9-Block Linkage Business Expansion Earnings Growth

6. Engagement Matters Understand circumstances. Address with job move, plan, support, etc. 7 Support in role & develop for next role 4 Short term 1 Improvement plan 8 Support in role and challenge with new assignments 5 Long term 2 Move out 9 Support in role — Value 6 Special recognition 3

7. Measuring Engagement TOTAL COMPANY RESULTS 2006 OVERALL ENGAGEMENT I am proud to tell others I work for Bright Horizons.3.51 I would recommend Bright Horizons as a good place to work.3.43 I intend to work here for at least one more year.3.40 I am willing to go above and beyond my job description.3.59 I feel like I am a valued member of the team.3.26 Bright Horizons supports me in my efforts to grow professionally.3.31 *OVERALL SATISFACTION3.25 INDEX WEIGHTED AVERAGE 3.40

8. Measuring Engagement External Recognition –Top 50 “Best Places to Work in the UK,” Financial Times –“100 Best Corporate Citizens,” Business Ethics Magazine –Human Rights Campaign Corporate Quality Index 100% rating –“Globe 100” Best Businesses in Massachusetts, Boston Globe –“50 Best Workplaces,” Boston Business Journal –“Department of Labor EVE award –“Best Mid-Cap Companies,” Forbes –“Hot Growth Companies,” BusinessWeek

9. Engagement = W x U x C x O x R “Hire for Fit” “World Class” Welcomes Orientation’s Culture and Business Lead with “HEART” “Celebrations” Meaningful Metrics Connecting Dots

10. Towards Engagement – “Willingness” Hiring for “FIT” –80% of Interview –Team Interviewing –Predictive Indexing –Train for Skill –Weaving the Tapestry Diversity –Diversity Council (operationalizing diversity within Bright Horizons) –Five affinity groups “trusted advisors” –Awareness training for everyone

11. Towards Engagement – “Understanding” “World Class” Welcomes –Welcoming the family into the family Welcome boxes Flower packets Flowers to homes Announcements with photos wherever possible Welcomes at quarterly staff meetings – home office –Visible leadership

12. Towards Engagement – “Understanding” Orientations –Day 1 - 180 –Regional and Home Offices –Buddies and supervisor guides –NMO for managers “Cultural orientation at home office” –Job specific training and observation –Center tours and work days for non-center based team

13. Towards Engagement – “Capability” Engaging the engagers –HEART leadership –Behavioral contract or filter –New supervisor track –HEART principles embedded in everything we do Performance appraisals Skills assessments Individual learning –HEART tool kit –HEART screen savers –Supportive and enabling policy and practices Better Together BHU and Team Rooms Benefits –Flex Works program –Time off policies

14. Towards Engagement – “Capability” Helping to connect dots –“ Mission matters to people and people matter to mission” Mission – what we do HEART- How we treat one another 4Ps – How we measure ourselves GLP – How we grow –Bright Horizons Foundation for Children Bright Spaces 5 employee grants

15. Towards Engagement – “Opportunity” Meaningful metrics –What matters to one matters to all –Measure the important things 4Ps –Creating Opportunity – growing our own Bright Horizons University Non traditional career paths

16. Towards Engagement – “Reinforcement” Celebrations –Annual Leadership Conference –Story telling Leadership Conference BFAMily News stories –33 Awards of Excellence linked to 4Ps Special Recognition Thoughtful “human practices” –Small ways to say thank you” (when not expected) Tokens of appreciation are really appreciated

17. “Engagement” Matters In their own words Let’s hear from Bright Horizons corporate and field family members