Confidential

1. Confidential AZRA Graham Higson SMT Talent Review October 2008

2. Contents • Update on progress • Progress Against Key Actions from 2007/2008 • Specific Development Actions Taken with Global Talent Pool members • Talent losses in 2007/2008 • Where are we today? • SWOT analysis • Talent Matrix • Succession Planning • Talent pool nominations • Action Planning and Next Steps • Talent Action Plan for 2008-2009 • Priority Individuals: Action Plan for 2008-2009 • Talent Management Learning's

3. Update on Progress

4. Progress Against Key Actionsfrom 2007/2008(AZRA – Graham Higson)

5. Specific Development Actions Takenwith Global TalentPool members(AZRA – Graham Higson)

6. Global and Functional Talent Pool Losses in 2007/2008(AZRA – Graham Higson)

7. Where are we today?

8. Talent Matrix – AZRA - SMT member Direct Reports (Q – If in role or with AZ 1 year or less) High Performance (track record vs. objectives during past 3 years) Medium Low Low Medium High Leadership Capability

9. Talent Matrix – AZRA - Direct Reports to SMT members (Q – If in role or with AZ 1 year or less) High Performance (track record vs. objectives during past 3 years) Medium Low Low Medium High Leadership Capability

10. Global Talent Pool nominees : (Clear Potential for Top 200 roles)(Insert Name of Function and Functional Leader)

11. Functional Talent Pool nominees (Insert Name of Function and Functional Leader)

12. Functional Talent Pool nominees (Insert Name of Function and Functional Leader)

13. Functional Talent Pool nominees (Insert Name of Function and Functional Leader)

14. Functional Talent Pool nominees (Insert Name of Function and Functional Leader)

15. Additions Changes to the Global Talent Pool 2008/09 Deletions

16. Succession Planning for SMT Direct Reports and Business Critical Roles(Insert Function and Leader’s Name)(Use Multiple Pages if Necessary) X

17. Succession Planning for SMT Direct Reports and Business Critical Roles(Insert Function and Leader’s Name)(Use Multiple Pages if Necessary) X ** Ready Now and Ready Later candidates apply to all 4 VP TA roles

18. SWOT Analysis for Regulatory Affairs - Health of our talent pool in relation to our Strategy and Business Objectives

19. Action Planning and Next Steps

20. Talent Action Plan for 2008/2009(AZRA – Graham Higson)

21. Individuals needing a Move within 0-12 months – in Global or Functional Talent Pool (AZRA LT to monitor at F2F meetings)

22. Talent Management Learning’s(AZRA – Graham Higson) What works? Separate talent reviews (3) for Therapeutic Areas, Regions and skill groups; Key project list (high business impact, high complexity) & employees needing a move within 12 months being reviewed at each AZRA LT F2F meeting; GLCs and YSC Potential Indicators are good leadership & potential assessment tools What can be improved? Ability to differentiate High, Medium and Low global leadership capabilities to drive business performance – especially within the RAD community; follow up work between employee and line manager post YSC leadership development workshops; succession planning for LT roles What are your success stories?1) Birgitta Hedin – Japan Liaison role established through 2 year secondment; 2) Gunilla Bergfelt – Secondment to US; 3) Ian Hunt – New Opportunities leader for AZRA; 4) Meg Melville – experience in collaborative working & driving performance with BMS; 5) Carol Stinson – leading a global team (Reg CMC) and x-functional collaboration with PA R & D, PRD and Operations; 6) Mark DeSiato – appointment to RPL role to provide opportunity to increase leadership capability in developing people and organisation 7) Succession Planning to Sr VP of AZRA role – hired two external candidates within the AZRA LT – Todd Baumgartner and Bob Clay – who are potential succession candidates; added Ian Hunt and Gunilla Bergfelt to High Potential Global Talent Pool and Carol Stinson to Emerging Global Talent Pool

23. Appendix:This will include all of the AOP’s and IDP’s for direct reports