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PROGRESS AT COCA-COLA

PROGRESS AT COCA-COLA. FOURTH PROGRESS REPORT OF THE EXTERNAL TASK FORCE. COMMITTMENT. TO ACHIEVE “A GOLD STANDARD” FOR THE FIRM’S HR SYSTEM. VOLUNTARILY ASKED THE JUDGE A ONE YEAR EXTENSION OF THE TASK FORCE MONITORING.

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PROGRESS AT COCA-COLA

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  1. PROGRESS AT COCA-COLA FOURTH PROGRESS REPORT OF THE EXTERNAL TASK FORCE

  2. COMMITTMENT • TO ACHIEVE “A GOLD STANDARD” FOR THE FIRM’S HR SYSTEM. • VOLUNTARILY ASKED THE JUDGE A ONE YEAR EXTENSION OF THE TASK FORCE MONITORING. • COURT “HISTORIC OPPORTUNITY AND TREMENDOUS POSSIBILITIES ..FOR ALL OF ITS EE’s”

  3. HR/DIVERSITY PROGRESS AREAS • STAFFING • PERFORMANCE MANAGEMENT • COMPENSATION • DIVERSITY EDUCATION/STRATEGY • EEO • PROBLEM RESOLUTION • CAREER DEVELOPMENT • SUCCESSION PLANNING • MENTORING

  4. STAFFING • JOB POSTING • RECRUITMENT • INTERVIEWING • SELECTION

  5. STAFFING PROGRESS • JOB POSTING • 3 CANDIDATE FOR EACH VACANCY • ONE OF WHICH IS A M/W • ONLY 4% DID NOT MEET THIS CRITERIA

  6. SELECTION • RATES ARE THE SAME IN • INTERVIEW AND SELECTION POOLS • WOMEN: EQUAL REPRESENTATION IN CANDIDATE POOL AND SELECTION • MINORITIES: A LITTLE LOWER • NO DIFFERENCE B/W EXTERNAL AND INTERNAL SOURCES • ADVERSE IMPACT ONLY IN GRADES 10-13 • OVERALL VERY POSITIVE FEELING ABOUT JOB POSTING, EE AWARENESS

  7. PROGRESS IN STAFFING • 4.5 % INCREASE IN MINORITY • MAJOR IMPROVEMENTS IN JOB LEVEL • NEW HIRING: 60% WOMEN • 46% MINORITIES • 30% AFAM’S • 51% GRADE 14 OR ABOVE MINORITY

  8. SENIOR LEADERSHIP • MINORITIES: 23 % OF ELECTED/ APPOINTED POSITIONS • PIPELINE: 4.5 % INCRESE IN MINORITIES

  9. PROMOTIONS& LOSSES • NO DIFFERENCE B/W GROUPS • NO DIFFERENCE B/W GROUPS IN VOLUNTARY LOSSES • MINORITY LOSSES SLIGHTLY HIGHER IN INVOLUNTARY LOSSES

  10. PERFORMANCE MANAGEMENT • COACHING • FEEDBACK • RATER TRAINING

  11. PROGRESS: PERFORMANCE MANAGEMENT • SINGLE PERFORMANCE EVALUATION SYSTEM • ANNUAL GOAL SETTING MEETINGS (65%) • SKA’S REQUIRED FOR PERFORMANCE (35%) • FEEDBACK DURING THE YEAR • YR. END PERFORMANCE RATINGS BY SUPERIORS • SELF ASSESSMENT BY EE’s • LINK PERFORMANCE OBJECTIVES TO UNIT GOALS • RATER CALIBRATION TRAINING • OVER 90% COMPLETED PERF. APPRAISAL TRAINING • 76 % MGRs FINISHED COACHING AND FEEDBACK TRAINING • 78 % MGR’s FINISHED RATER ACCURACY TRAINING • MOST EVERYONE IS MORE POSITIVE ABOUT PERF. MGT.

  12. COMPENSATION • BASE PAY • BONUS • STOCK OPTIONS • PAY EQUITY

  13. PROGRESS: COMPENSATION • RETAINS SOME MGT DISCRETION AND FLEXIBILITY • MONITORS DECISIONS FOR FAIRNESS • HOLDS MGT ACCOUNTABILITY FOR PAY DECISIONS • SETS UP AN APPEALS PROCESS AS OVERSIGHT • NO ADVERSE IMPACT IS FOUND IN • PAY (JUST 44 CORRECTIONS) • BONUS • STOCK OPTIONS

  14. EEO • DIVERSITY GOAL SETTING • COMPLIANCE • REPORTING • EXIT INTERVIEWS

  15. EEO PROGRESS • WORKPLACE FAIRNESS DEPARTMENT • TRACK MONITOR EXECUTE EEO ACTIVITIES • IDENTIFY EEO ACCOUNTABILITY FOR MGRs • MONITOR DIVERSITY GOALS PROGRAM • 1% INCREASE IN GRADES 10-13 FOR MINORITIES • 2% INCREASE IN GRADES 14+ FOR MINORITIES • CIVIL TREATMENT TRAINING FOR MGRs AND EEs • FOUND SOME UNDERUTILIZATION IN SOME JOBS • HR/EEO TRAINING FOR • HR PROFESSIONALS • MANAGERS • ALL ASSOCIATES

  16. PROBLEM RESOLUTION • OMBUDSMAN FUNCTION • GRIVIENCE PROCEDURE • COMPLAINT INVESTIGATION

  17. PROBLEM RESOLUTION • EMPLOYEE REPORTING SERVICE • OMBUDS PROGRAM • OFFICE OF ETHICS AND COMPLIANCE • MEDIATION • ARBITRATION • ALL TO SURFACE, INVESTIGATE AND RESOLVE EE COMPLAINTS

  18. CAREER DEVELOPMENT • 360 FEEDBACK • JOB REGISTRATION • COMPETENCY DEVELOPMENT

  19. PROGRESS: CAREER DEVELOPMENT • STARTS W/ JOB ANALYSIS • DETERMINE SKA REQUIREMENTS OF ALL JOBS • PROVIDE CAREER INFO TO EE’s • OFFER ASSESSMENT TOOLS • OFFER EDUCATIONAL TOOLS (LEARNING SOURCE) • FOR GRADES UP TO 13 • PART OF JOB POSTING AND JOB PROFILES • OFFER LEADERSHIP EXPERIENCE TRAINING FOR SENIOR MGT POSTS

  20. SUCCESSION PLANNING • IDENTIFICATION OF HIGH POTENTIAL • TALENT DEVELOPMENT

  21. SUCCESSION PLANNING • IDENTIFY, ASSESS AND DEVELOP INTERNAL CANDIDATES FOR SENIOR MGT POSTS • STRATEGIC RESOURCE REVIEW (SRR) • EEs ASKED TO FILE THEIR PROFILES • TALENT REVIEW IS CONDUCTED • SENIOR MGT PROVIDES HONEST FEEDBACK AND DIRECTION • SLATING FOR GRADES 15+ • 250 MGRs FINISHED LEADERSHIP EXPERIENCE PROGRAM • ONLY 7% DIVERSITY FAILURE IN SLATING • POSITIVE FEELINGS W/ ROOM FOR IMPROVEMENT

  22. DIVERSITY EDUCATION/STRATEGY • AWARENESS EDUCATION • REINFORCEMENT OF DIVERSITY CONCEPTS • REVIEW AND REVISION OF COKE’S PROGRAMS, POLICIES AND PROCEDURES FOR INCLUSION

  23. PROGRESS:DIVERSITY EDUCATION AND STRATEGY • 2 DAY CLASSROOM DIVERSITY AWARENESS • MGR (86%) EEs (87%) COMPLETED • TRAINING FOCUSED ON WORK RELATED ISSUES • INTEGRATED INTO “MANIFESTO FOR GROWTH” • DEVELOPED AS PART OF THE BUSINESS PLAN • SET UP DIVERSITY ADVISORY COUNCILS FOR EE ATTACHMENT AND COMMITMENT • RECOGNITION AND AWARD PROGRAM $$$ • INCREASING POSITIVE EVALUATION OF TRAINING

  24. MENTORING • ONE-ON ONE MENTORING • SELF STUDY • CAREER PATH RELEVANT PROFESSIONAL DEVELOPMENT AID

  25. PROGRESS: MENTORING • SENIOR MANAGEMENT SPONSORSHIP • SENIOR MANAGEMENT COMMUNICATION • ACTIVE RECRUITMENT OF MENTORS AND MENTEES • FORMAL APPLICATION AND MATCHING • ONGOING TRAINING FOR MENTORS AND MENTEES • ACCESS TO MENTORING COORDINATOR • DISCONTINUE GROUP MENTORING • SELF STUDY MENTORING IS ENCOURAGED

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