BIC - 2018 Registration document

OUR ENVIRONMENTAL, SOCIAL, AND SOCIETAL RESPONSIBILITY

Our social responsibility to our employees [NFPS]

ABSENTEEISM (EXCLUDING ON-SITE ACCIDENTS AND MATERNITY) – BIC GROUP PERMANENT WORKFORCE(CELLO PENS EXCLUDED)

learning from new professional experiences (70%): by ● promoting project management, BIC offers opportunities for employees to work in multi-functional teams; learning from others (20%): developing a feedback culture, ● every employee has opportunities to receive and offer further feedback, either to build on a strong point or to strengthen a developmental point; learning from training (10%): by increasing access to the BIC ● University programs, as well as locally developed training programs. The Talent Development team makes this model available to all teams. It is for example used to structure BIC tools like the Taleo system and the People Acceleration Plan, etc. BIC Group’s competencies framework specifies the Core Competencies that all employees around the world must cultivate to ensure BIC’s success: “Displays strategic agility”, “drives for results”, “champions MPD” (Method, Precision, Discipline), “engages others”, “acts with courage” and “develops self and others”. These core competencies are being embedded in all BIC University training programs and are included in the pre-employment testing process. Progress made in 2018 ❯ Numerous actions were undertaken to encourage the use of the 70/20/10 model. Some examples are given below. All leveled Team Members were trained on the new Performance Model, which has specific criteria evaluating both the WHATs of performance as well as the HOWs. The HOWs reflect how well a team member demonstrates BIC’s Core Values, Core Competencies and Functional Competencies. During this training, Team members reviewed the 70/20/10 model and were encouraged to seek out relevant professional experiences as part of their development plan, thus addressing areas of opportunity in the HOW of performance. BIC enjoyed another successful year of Executive Mentoring, offering identified Key Talents a formal approach for the development of their Core and Functional Competencies. In 2018, BIC Group launched a global “Performance Management” training program worldwide to help employees understand the changes made to BIC’s Performance Management process. The goal of the training was to build skill in the fundamentals of Performance Management (goal setting and development planning) and introduce the qualitative assessment of HOW. Continuous feedback via Touch Points was also introduced and is essential to ensure that team members are on track with goal and development plans set in the beginning of the year. The retraining of the entire organization allowed BIC to drive a stronger adoption of the process and deliver higher performance for the business. Learning from new professional experiences (70) New Performance Review Model rollout

1.5%

1.4%

1.4%

2018

2016

2017

Absenteeism (excluding on-site accidents and maternity) remained stable. Absenteeism (including on-site accidents and maternity) is globally in 2018 1.4% (excluding Cello Pens, it is stable and equal to 2.4%, as in 2017, while for Cello Pens, it is 0.5% in 2018).

3.4.6.

EMPLOYEE DEVELOPMENT

Challenges ❯ The values of Responsibility and Ethics at BIC go hand in hand with the implementation of programs to cultivate its employees’ skills and employability. Employee development is a crucial issue, in that it facilitates: achievement of the economic goals set by the various BIC ● entities; definition of internal succession plans to ensure the continuity ● of the Group’s activities; raising the level of its employees’ skills and expertise; ● maintaining an above-average market level of engagement; ● development of the internal and external employability of ● every man and woman who works for BIC. Approach ❯ Regardless of function, level of responsibility, and type and length of contract, all BIC employees will be given opportunities to increase their external and internal employability. That is the employability commitment of BIC to its employees. To achieve its commitment to employee development, BIC aims at being a learning environment for its employees based on the 70/20/10 model, which boosts development by combining three dimensions:

102

• BIC GROUP - 2018 REGISTRATION DOCUMENT •