Worldline - 2019 Universal Registration Document

EXTRA-FINANCIAL STATEMENT OF PERFORMANCE Being a responsible employer

People Performance management This half-year individual interview led by managers is a key opportunity to enable employees to give their feedback, develop their skills and achieve their business goals. A full communication campaign is sent to all the employees each year to remind them of the expected benefits of these interviews and managers can attend webinars and training to help them better conduct performance appraisals and goal-setting discussions.

The Individual Development Plan (IDP) The IDP is a personalized career and development tool that enables Worldline employees to take charge of their individual career plan, then discussing their career aspirations with their managers to prepare a suitable action plan. Trainings for employees and managers, as well as guides and videos for the development of IDPs are provided to prepare the IDP.

KEY RESULTS Indicators

2019

2015

2016

2017

2018

Percentage of employees who received a regular performance and career development review during the year

97% 94% 97.4% 90.65% 82.43%

Career & Internal Mobility D.3.3.2.2 Worldline offers a strong set of career alternatives through vertical or lateral promotions to ensure its employees’ growth and long-term employability: management, technical and functional expertise, project management, sales, support functions, etc. As part of the Internal First initiative, The Company’s ambition is that 80% of all hiring is performed internally. This initiative is facilitated by the following actions: Career Days events introducing all tools to support ● employee career development; Career Talks for individually discussing employee career ● objectives, opportunities and needs; Career newsletters informing employees on job ● opportunities; Global communities facilitating access to all job ● opportunities; Job Cafés fostering direct discussions between ● employees, line managers and recruiters. In addition to the managerial career path, other internal career paths have been developed as presented hereafter. The expert career paths through the Worldline Expert community In 2013, Worldline initiated its Expert Community which has expanded to 332 experts in 2019 from almost all Worldline geographies, among which 64 joined this year. Gathered through this community, Worldline experts are provided with numerous opportunities and a stimulating environment to nurture their skills, be recognized internally and externally and

evolve in their technical discipline. In addition to a specific training path and mentoring sessions with more experienced peers, they also participate in prestigious international seminars or conferences in technical and scientific fields. Thus, by formalizing a career path towards expertise with a dedicated compensation and benefits policy, Worldline experts have the opportunity to progress and be recognized with a symmetry of attention compared to managers. The sales career paths In 2018, the Worldline Global Sales entity has developed a Sales Career path to support Sales development and evolution across Worldline organization. All skills have been identified by job category in order to create a matrix of potential development in different job areas in Sales. This provides a reading grid for training path which gives perspective in terms of career evolution, but also which ensures a continuously fit between people profiles and business needs. International mobility Worldline has always considered international mobility as a key enabler of its business strategy and its employees’ skills development and careers. This strong commitment was illustrated by the appointment of a Head of International Mobility within Worldline whose mission is to define and promote the mobility strategy, support the operational HR teams in this respect and provide support for employees throughout the process. Opportunities for international mobility within Worldline cover international projects, the organization of multi-country teams, the implementation of offshoring, and talent development programs. Worldline’s policies and processes are designed to support this strategy.

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141 Universal Registration Document 2019