Answers to questions

1. Mac’s response - part two Explain a time in your career where you had a positive impact on attracting and retaining high quality employees? How did you accomplish that? During my career, I have been involved in attracting top talent from C-level (i.e. CEO, Presidents, Board Directors) to middle management to line operators. For example, the CEO and I recognized the need for a new generation of talent, and I developed the strategy for identifying, attracting, selecting, and retaining ‘best in class” candidates. The strategy included realistically evaluating the type of individual that could be attracted, and branding the company as an “employer of choice.” To execute the strategy, we launched an aggressive college and technical school recruiting campaign; built a user-friendly, high quality internet job application; implemented behavioral interviewing programs; and established a solid on-boarding process. In terms of retention, I researched the factors that had previously negatively affected our acceptance and retention rates, and made appropriate changes in our work environment, pay levels, benefits, development programs, corporate culture, and job content. What has been your experience in performance management, training and development, and succession planning? I have implemented new performance management, development, and succession planning programs in numerous companies, business environments, and geographies. This involved installing a new on-going review and year-end appraisal mechanism to ensure that everyone in the organization balanced long-term growth with short-term accountability. In terms of the succession plan, we used a variety of tools to identify high potentials and managers with short/long-term growth potential, and established a robust professional development program that included job rotation, role expansion, and cross-functional assignments. More broadly, I led a proactive assessment of the labor market and other business trends to ensure that we could quickly adjust our workforce to our changing business needs. What has been experience in implementing programs and action plans to emphasize open and honest communications that fosters a culture of fairness, integrity and respect? I have developed effective employee communication programs to ensure enterprise-wide understanding of everything from corporate mission statements to union-free benefit programs, utilizing techniques such as Town Hall meetings, small group meetings, and web/direct mail communication. I was also responsible for the corporate communication function and managed a comprehensive global social responsibility platform,I also served as international spokesperson, and developed and appeared in multi-market employee and customer presentations. I developed communication programs for executives, wrote training programs, led seminars/schools, created corporate manuals for trainers and participants, and appeared in company training videos.