Download Nan Sheppard – Diversey, Inc. Susan Zandarski SGMS

Alternative Programs
Moderator:
Craig Mueller, CRP, GMS – TRC Global Solutions
Panel:
Nan Sheppard – Diversey, Inc.
Susan Zandarski SGMS – Whirlpool Corporation
Carol Borner – Accenture
Kelly Tepera, CRP – Altair Global Relocation
Nan Sheppard
Diversey, Inc
Diversey – Program Snapshot
To protect lives, preserve the Earth and transform our industry.
Our purpose is what drives us to deliver super solutions that help
our customers protect their customers and their brands. It’s the
inspiration for our innovations of complete solutions that combine
chemistry, machines, utensils, dosing and dispensing, packaging
and processes to optimize results while reducing waste, water and
energy consumption and protecting workers. Living our purpose
will result in a cleaner, healthier future.
• 10,500 employees globally
• 60 offices in 55 countries
• Sales in 175 countries
Diversey – Program Snapshot
North American relocation programs
•Average 20 “domestic” relocations annually
•Split 50/50 new hires/current employees
•3-tiered policy
•Partner with a Relocation Management Company
Global assignment program
•50 assignees predominantly non-US based
•Anticipate headcount of 75 by yearend
•Localization and cross border moves
•In house except tax compliance
1.75 internal staff
Diversey – Program Enhancements
July 2008
•Pre-acceptance appraisal process
•Increased cap for loss on sale
•Increased quick sale bonus
•Introduction of GBO for Tier 3
•Repayment Agreement – increased to 2 years
June 2009
•Supplemental assistance for “excessive loss”
•“Destination Diversey”
Diversey – Interim Enhancements
Loss on Sale
•Increased eligibility for employees
•Increased cap
•100% up to $40,ooo for employee sale
•75% up to $30,000 for inventory home
•Standard cap of $20,000 for employee sale
•Standard cap of $18,000 for inventory home
Home Sale Bonus
•Increased eligibility for employees
•Changed time parameters and amount of incentive
•5% of net sales price 0 – 60 days ($30K cap)
•3% of net sales price 61 – 120 days ($20K cap)
•Standard cap of $5,000
Diversey – Destination Diversey
Objective: Showcase Racine, Milwaukee and/or North Chicago
communities and Diversey amenities for prospective employees
and their families. Destination Diversey focuses on education,
community resources, real estate and quality of life.
FOR ALL INTERVIEWEES
Who: All candidates new to Southeastern Wisconsin (relocation
approved or relocation assistance not provided)
When:
What:
How:
Cost:
On-site interview day
Information packet
Contact Nan Sheppard for packet
None
Diversey – Destination Diversey
FOR RELOCATION APPROVED OPEN POSITIONS
Who: Candidates invited to Sturtevant to interview for position
When: On-site interview day
What: 2-3 hour general community overview and tour (usually
Racine-county based)
How: Contact Nan Sheppard at least 48 hours prior to scheduled
interview
FOR RELOCATION APPROVED OPEN POSITIONS
Who: Final candidate and spouse/partner
When: Final interview –or- concurrent with preparing offer of
employment
What: 4-6 hour personalized community tour including select real
estate visits and educational programs
How: Contact Nan Sheppard at least 48 hours prior to scheduled
interview
Susan L Zandarski, SGMS
Whirlpool Corporation
Whirlpool – Program Snapshot
Every Home…Everywhere…with Pride, Passion and Performance
World’s leading manufacturer & marketer of major home
appliances with
*annual sales of more than $18 billion in 2010
*71,000 employees worldwide
*67 manufacturing & technology research centers globally
Community partnerships- employees donating time
Habitat for Humanity – Whirlpool donates a refrigerator & stove to
every Habitat home built in North America.
Whirlpool – Program Snapshot
• Internal staff of two
• Out sourced program through HRO & RMC
-Regions provide various support locally in-house
• 350 – 500 domestic US moves annually
• 500+ Assignees globally
• Decentralized global program & policy administration
•Currently trying to build alignment and global policy where
possible
Whirlpool – Program Enhancements
• Centralized immigration internally
•Utilize third party immigration partner
•Centralizing program internally allowed us to reduce the
turnaround time and reduced challenges due to complex
immigration issues
• In the process of moving HHG’s support back in-house (cost savings)
•Implemented aggressive marketing & incentives on the front end for
GBO’s. Currently four homes in inventory.
Whirlpool – Program Enhancements
• Partnering closer with Talent Acquisition & Talent Management
•Currently integrating finance within the global mobility processes
•Additional training & setting expectations for the business
•No surprises & transparency
•Ongoing review of all policy components
Carol Borner
Accenture
Accenture At A Glance
• Accenture is a global management
consulting, technology services and
outsourcing company.
• We collaborate with clients to help
them become high-performance
businesses and governments.
• Our clients include 94 of the
Fortune Global 100 and more than
three-quarters of the Fortune
Global 500
• Net Revenues: US$21.55 billion for
fiscal 2010
Accenture Global Mobility Facts
• In FY10, Accenture supported over 12,500 crossborder assignees
o
Short term assignments, less than one
year: 70%
o
Long term assignments, greater than
one year: 30%
• A complex, largely virtual,
organization
o
211,000 employees in offices
and operations in more than
200 cities in 53 countries
around the world
Accenture Senior Leadership Program
The main components of the program:
• Improved senior executive experience
• Defined performance management
• Specific policy
• Centralized view of supply/demand
• Sponsorship
Accenture Senior Leadership Program
Purpose
A program for senior executive leaders to further develop their leadership
skills and/or expand Accenture’s footprint through a cross-border
assignment.
Candidates
Senior executives only
Length
Up to five year assignment to enhance business and people development.
Requirements
Assignees are expected to build relationships with local leaders
Clear objectives are established at the front end of each assignment
Selection Criteria
Leadership Development: Runway for growth / turn-potential / long term
potential, proven business performance, proven leadership behaviors,
aspiration for continued growth and contribution
Geographic Expansion: Strategic and/or high-growth markets, strong
functional and/or industry capabilities of candidates, potential for market
expansion with targeted investment
Kelly Tepera, CRP
Altair Global Relocation
Policy and Program Themes
• Return to “Tier-ing”
• Employee Elections
• Increased RFP Activity
• Embrace Efficiencies
• Flex to Budget
Policy Points to Ponder
• Will you help me be a Renter?
• My home won’t sell!
• Separate policy for Canada, eh!
• How about going on Assignment from Texas
to Minnesota?
Policy Solutions
• Employee Elections
• Rental Subsidy Program as an Alternative to Home Sale
• Rental Assistance Benefit Options
• Home Retention option instead of Home Sale
• Return to “Tier-ing”
• Commuter Policy
• U.S. Domestic Temporary Assignments
• Separate Policy for Canada
Program Points to Ponder
• What oversight and controls exist for relocation
spend?
• When was the last time we RFP’d for Mobility
Services?
• How is our relocation supplier storing PII?
• Our business unit can’t afford a full-blown
relocation!
Program Solutions
• Embrace Efficiencies
•
Utilization of B2B Spend Management Software
• Increased RFP Activity
•
•
•
Procurement Review of Global or National Contracts
Information Security and Privacy Assessment
Avoid Process Duplicity and Redundancy
• Flex to Budget
•
•
•
•
Point System
Menu-Driven with Boundaries
“Tier-ing” within the Benefit
Gross-up Methodology Differs by Tier