technicolor - 2019 Universal registration document

DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

The Focus leverages experienced Recruiters to represent the Brands and their proposition/values, but also takes care to create harmonization in hiring practices and to manage the price point for the most economical values across the businesses and the brands. When there is a high volume need in a specific department, these Recruiters are partnered with Sourcers to ensure each brand has the best access to the talent in the industry. 3,100 people were hired in 2019 through The Focus , due to the demand for the world’s best VFX artists being greater than ever. In 2020, the Group will be looking to develop The Focus online platform further with the creation of user profiles, personalized push notifications, virtual academies and masterclasses. As always, we look to pioneer the way in which talent is engaged, managed and acquired within the VFX industry. For all other businesses, since 2016, 30 recruiters in all organizations and regions covered by our businesses have had access to and benefitted from support in their professional use of online applicant tracking platform ad access to external recruitment sites (such as LinkedIn ). A specific priority is given to Animation and Games to scale their recruitment processes to new massive hiring in Europe, India and Canada. This on-going practice allows Technicolor to extend its scope of research and to reach candidates traditionally invisible to the Group. Lastly, the Group worked in 2015 and has since capitalized on the local deployment of an attractive Employer branding that allows candidates to better recognize Technicolor as an employer of choice with its culture and values. Since 2010, Technicolor has been evaluating the individual performance of all employees as part of an annual plan called STEP. This system is built around 2 key moments in the year (January: setting of objectives – November/December: assessment of individual performance based on interviews between employees and managers to assess the achievement of objectives). However, committed to offer the best support possible in alignment with the constant evolution of businesses (project mode, constant technological changes, continuous improvement…) and the needs of employees (purpose, transparency, feedback in real time…), in March 2018 the Group launched a project to overhaul the system of performance evaluation and employee development. This tool called “TEAM” is based on 4 fundamental principles: contribution replaces the notion of performance: the contribution is • defined in this tool as the global appreciation of the concrete contribution of an individual to the results and successes of the collective; PERFORMANCE, RECOGNITION 5.2.1.3 AND RETENTION GRI [102-36] [401-2] [403-6] [404-3]

development within their business division but are also closer to the needs of managers and employees. On the basis of the Resource & Development Plans drawn up each year by the divisions, the HRBPs define and lead hand-in-hand with the management of their organization a HR strategy for their scope which is based on 3 pillars: Talent Acquisition, Performance, Recognition and Retention, and Talent Development. TALENT ACQUISITION 5.2.1.2 Within each division, managers and HR generally identify the types of profiles and skills needed to ensure the success of current and future projects and initiatives. When the profiles or skills identified are not available in the Company, the entire HR team (HRBP and HRCC and CoE) is mobilized to recruit the best talents for our businesses, our projects and our culture. In the case of animation and visual effects studios of Production Services, the project driven nature of the activities requires the launching of massive recruitment campaigns several times a year – recruiting for several hundred highly qualified jobs – and sometimes multi-country campaigns to accompany the swift launching of large projects (film, series, games…). In the past, each division in Film & Episodic VFX had individual Talent Acquisition Departments, which included Talent Acquisition managers and Recruitment Coordinators. This team and managers from the studios mobilized to recruit the best talents for our businesses, our projects and our culture. These departments worked with Talent managers to identify the types of profiles and skills needed to ensure the success of current and future projects and initiatives. In the case of individual recruitments (replacements, job creations, creation of teams), the need is initially qualified by the manager with the help of the local HR who will then ensure appropriate research, contact, and recruitment of candidates. To address these different situations, the Group has invested heavily in the development of its recruitment organization and teams and accompanied the professionalization of their practices. In that respect, we created in 2018 The Focus as our new in-house recruitment agency, hiring for Technicolor’s award-winning VFX studios – MPC Film, Mr. X, Mikros, Technicolor Academy and Mill Film. The Focus as a brand is using its own unique website to make it easy for candidates to find the right jobs, latest news and career development opportunities (whether they are a recent graduate or already established in the industry), while ensuring the Brands are effectively utilizing the resources among themselves and within the industry. With more than 50 major movies and TV projects in our portfolio, candidates working within the setup of The Focus are able to receive better service to their career aspirations and personal affiliations since we can attract and retain talent across our multiple locations and brands.

5

151

TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2019