My Map Introduction

1. My Metroland Achievement Plan Overview A Talent Development Initiative

2. My MAP 1. What is My MAP? 2. How does My MAP work? 3. How do I start My MAP?

3. What is My MAP? My MAP is an initiative to help Metroland employees learn, grow and develop continuously throughout their career. An employee and their manager assess the employee’s competency levels by completing basic online assessments. Using the assessment results, My MAP creates a customized learning plan designed to guide and support employees in building the competencies necessary to achieving their career goals.

4. How Does it Work? 1. Metroland has adopted 34 competencies that provide a skills framework for employees from entry-level to senior executive 2. Metroland’s Training and Talent Development Department offers over 25 Management courses - each tied to developing specific competencies 3. Assessing skill levels with the competencies provides a learning “MAP” for employees who wish to develop in their current role and/or prepare for future roles 4. The first competencies to be assessed and developed are those relevant to the employee’s current role.

5. Metroland Business Strategy 2 Substantially Grow Our Client Base 1 3 Develop / Broaden the Reach an expanded advertiser Continue to Grow Audience base with digital and print Product Suite Reach products and deepen existing relationships Develop existing products and Continue to grow our digital expand to meet the evolving audience and print reach needs of businesses Sustainable Growth

6. Talent Development – MAP Competencies Senior Organization-Wide Values Individual Contributor Manager Director Executive/Publisher Ethics & Values Action Oriented Business Acumen Managing Vision & Purpose Perspective Integrity & Trust Functional/Technical Skills Delegation Political Savvy Strategic Agility Managing Through Creativity Learning on the Fly Hiring & Staffing Innovation Management Systems Interpersonal Savvy Perseverance Time Management Building Effective Teams Command Skills Work-Life Balance Planning Problem Solving Dealing with Ambiguity Decision Quality Self-Development Drive for Results Motivating Others Managerial Courage Developing Direct Reports Customer Focus Process Management And Others Managing & Measuring Work Directing Others Competencies as defined by Michael M. Lombardo & Robert W. Eichinger in "For Your Improvement - A Guide for Development and Coaching"

7. The Assessments 1. My Profile 2. Core Competencies 3. Individual Contributor Competencies 4. Manager Competencies 5. Director/GM Competencies 6. VP/Senior Executive Competencies

8. Metroland Management Courses Fundamental: Essential: Strategic: Core Management Skills Hiring New Staff Managing Organizational Change Mutual Respect & Managing Diversity Developing New Staff Building Effective Teams Finance for Non-Financial Managers Motivating & Influencing Others Political Savvy Management & Employment Law Managing Performance Innovation Management Effective Communication Project Management Talent Management Training Employees Problem Solving Managing Vision & Purpose Electives: Effective Meeting Management Time Management Emotional Intelligence Conflict Management Customer Focus Balancing Work & Life Managing Different Generations Leadership Style Warehouse Supervisory Skills Advanced Employment Law

9. Tying Competencies to Courses Course: M202 Developing Direct Reports: •Integrating them into the team •Delegating •Discovering hidden talents •Coaching for individual strengths Relevant Competencies: Recommend a 1-3 year course •Delegating The Process plan & provide link to register •Developing Direct Reports and Others •Building Effective Teams Assess Skill Level by Competency: •Skilled, Underskilled or Overused

10. Support Structure Managers are asked to: • Evaluate their employee’s leadership qualities through self and peer assessment, and structure a development plan that they will discuss with you; • Practice giving and receiving feedback, and; • Look for opportunities on the job, to solidify their MAP and newly-acquired skills. • Learning Commitment Provided

11. Why do My MAP? My MAP will assist your employee in acquiring the ever-changing skills required to master the job they've been hired to do as that job changes. In addition, your employee can use My MAP as a focus and support system to reach their highest potential and create a career within Metroland – with your help.

12. How Can We Get Started? If you are interested in initiating My MAP for yourself you should speak to your Manager or your Regional HR Manager and ask them to start the process. Once the Manager determines that MAP is beneficial at this time they will complete the initial online application by following a provided link (My Profile) which will be submitted directly to the Training & Talent Development Dept. TTD will administer the remaining assessments to the employee and their manager.

13. Questions? Denise Tucker Director, Employee Development Metroland Media Group Ltd. dtucker@metroland.com www.MyMetroland.com Office Mississauga: 905.279.0440 x220 Office Vaughan: 905.850.5234 Mobile: 647.278.6380

My Map Introduction

My Map Introduction

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