Corporate Roundtable Discussion April 4, 2011

1. Corporate Roundtable Discussion April 4, 2011

2. Ten Areas of Discussion • Transfer Volume • Policy Changes Made Recently • Policy Changes Contemplated • What Works Well • What Needs Improvement • Relationship with Procurement • Relationship with Talent Management • Global Focus • One Minute Advice to Service Industry Partner • Other Areas of Discussion

3. Transfer Volume • 40% above last year • Transfers decrease, new hires increase • Same – ’10 up 60% • Same domestic, global up • Decrease – re-structure • Slight increase – but big increase in Q1 – ’12 • Increasing • Down in ‘11 • Same now but expect decrease • Same – but more renters • Remain the same (4X)

4. CEO Confidence vs. GDP

5. Policy Changes Made • Crating limit increased • Removed buy-out • Began home buy-out • Tweaked existing • None (4X) • Increased loss-on-sale (5X) • Implementing several large changes • COLA, HHG audit, pre-decision counseling, list price restrictions (some in’11) • Eliminated equity advance • Local plus

6. Policy Changes Contemplated • None for US – re-evaluating global home sale • Creating more tiers • Considering a Global policy • List cap, revamp Lump Sum, full inspections • Change from 4 tiers with no caps to 2 tiers with caps • None (5X) • Several due to sourcing to RMC • Trip allowance grossed-up • Implementing a commuter policy • Considering list price restrictions

7. What Works Well in our Industry • IRS Ruling, RMC knowledge • Well established processes • Simple services like HHG • List cap, revamp Lump Sum, full inspections • Hands on coordinator • Flexibility • 3rd party homesale process with right RMC • Lump Sum allowances • Synergy between service providers • Benchmarking/Networking • Wealth of information and willingness to share best practices • Robust policies, strong 3rd party partnership • HHG working smoothly • Standard relocation policy

8. What Doesn’t Work Well in our Industry • Communications, frequent mergers of providers • Hiccups in financial markets, unreliable market data on appraisals • Metrics reporting • Appraisals; forecasting • Outsourcing to foreign call centers • Global assignment planning • Synergy with lenders • Exceptions to policy • Improve pre-decision tasks to help transferees understand financial impact • Our policy – temporary transfer to host country, employees lose home country benefits • HHG claims process

9. Relationship with Procurement Department • Counsel and analysis, but we make decision • Partnership formed 10 years ago – work well together • HR business partner • Procurement writes contracts we’ve already negotiated • Procurement manages/runs RFPs • Not involved in selection • Work closely together • Good partnership, but we make final selection • Minimal – we make decision, they secure contracts • Excellent • Assist with RFI process • Fair • They provide a service to me, but start over every 3 years • Working closely on implementation

10. Relationship with Talent Management • Not much – 99% of moves are internal • HR focus heavy on talent – no relocation department • Embedded in my function, mobility integral aspect of talent management • Closely aligned and within talent management function • We manage relocation once talent management decides who to move • Work closely together on pre-decision and policies • Work closely – consulted when final candidate selected • Attend HR Talent Management meetings • Work closely together • Very Good • Strong • We are partners – we provide service to them • We are Career Management in HR and are aligned with Talent Development – this is change as we were under Benefits

11. Importance of Global Issues • Global is whole different animal • 10% of volume, but much more complex • I follow trends for understanding • Of interest by no impact • Seeing more global assignments • Important but do not manage • Very important even though domestic is double global • Increasing • No – we are all domestic • Not significant – had 10 then brought them all back – now just two • My role is global and majority of our moves are cross-border, minimal domestic except from a policy standpoint

12. One Minute Advice to Service Partner • I value our partnership. Communication is key. Understand our culture. Responsiveness is key. • Let’s get it right the first time. Follow established guidelines. Help us lessen anxiety of transferee. • Proactively provide data on ongoing moves and suggest changes to our policy. • Get out in front of everything, if you’re reacting it’s already too late. • Communicate in method requested. Don’t let employee know first you’ve changed contact. • Keep up the good work • Keep up the good work! Stay flexible and responsive to your client’s needs. • Our associates are what makes us successful. Make sure they get relocated smoothly and seamlessly and let us worry about the costs. • Learn the culture of the company you are supporting. • Listen well and pay attention to detail. • Keep trying to improve technology • Keep me up-to-date on industry trends. Help me understand how my policies compare to others. Only do above after you have taken good care of my transferees. • The best partnerships are when everyone is open and honest. Understanding we are all on the same team to get the job done facilitates success.

13. Other Areas of Discussion