Today’s Talent Management San Antonio Regional Relocation

Today’s Talent Management San Antonio Regional Relocation Council September 17, 2013

About Valero - Business International manufacturer and marketer of: Transportation fuels Petrochemical products Power 10,500 employees 16 refineries – 3 million barrels per day 10 ethanol plants – 1.2 billion gallons per day 50 megawatt wind farm Biomass diesel facility – 9,300 barrels per day

About Valero - Community 131,000 hours of volunteer hours Valero Texas Open: Benefit For Children 10 million in 2013 and 81.5 million since 2002 United Way – highest per capita in nation MS 150 – Alamo Ride to the River: 1.5 million

Talent Management – Top Concern Talent Management top strategic corporate concern Korn/Ferry March 2013 Bloomberg January 2013 Harvard Business Review May 2013 Talent and the shortage in key skills dominate the concerns of most CEOs 2013 PricewaterhouseCoopers CEO Survey Fisher & Phillips, LLP

Talent Management Defined Implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs An organization's attempts to recruit, keep, and train the most gifted and highest quality staff members that they can find, afford and hire A holistic approach to optimizing human capital, which enables an organization to drive short- and long-term results by building culture, engagement, capability, and capacity through integrated talent acquisition, development, and deployment processes that are aligned to business goals Talent management is an organization's commitment to recruit, retain, and develop the most talented and superior employees available in the job market

Talent Management Defined Managing the ability, competency, and opportunities of employees to enhance overall talent power

Integrated Talent Management PERFORMANCE PLAN Strategic Planning & Organizational Alignment Goal Setting Workforce Planning HIRE DEVELOP Recruitment Strategy Individual & Team Development Interviewing & Management & Selection Leadership On-boarding Development Organizational Development MANAGE Setting Expectations Coaching & Feedback Performance Management & Evaluation RETAIN Rewards & Recognition Career Planning Succession Planning

Talent Management Relocation Hire – top candidates are rarely local Spouses, significant others, delayed moves, two for one hires, etc. Develop – benefits of multiple location experience, stretch assignments, varied leadership exposure Retain – matching correct talent to correct position at correct time PLAN HIRE DEVELOP MANAGE RETAIN

Critical People vs. Jobs Critical People – efforts focused on identifying key people critical to business success High potential Identified successor Critical Jobs – efforts focused on identifying key jobs critical to business strategy Key business unit leader Key customer interface Key technology expert

Discussion Mo re Acti v Re ity? ic l o P t n ce s? n io s i ev R y Poli c y Ex cep tion s ? s? ? s n r e t In Lowe r Larger Budgets? Mor e Low er Le vel P ositi on Level Appr oval? er? ff O o t l a c ti i r C More