The Power of Onboarding

David Scotto, ARM, CRMSenior Vice President

Chief Learning Officer, Sedgwick CMS

Objectives

• Introduce the Concepts Behind Onboarding

• Outline the Positive Impact of Onboarding to an Organization

• Review Practical Applications for Your Organization

Sedgwick CMS, Inc.The Organization

• Premier Third Party Administrator

• $398 million in Revenues in 2005

– Consistent Annual Growth of more than 20% since 2000

• Employer of Choice certification (2004 & 2005)

• Voted Best TPA in 2005 & 2006

• Acquired by Fidelity National Financial, Inc. in February 2006

Sedgwick CMS, Inc.The Organization (continued)

• Culture– Fast-paced– Quality-driven– Innovative– Empowering

Core Values

• To Deliver Excellence

• To Operate Openly and With Integrity

• To Embrace Change

• To Grow as Individuals

• To Operate as One Company, One Team

Employer of ChoiceListening to Our Colleagues

• Annual EOC survey• Response rate of >97% each year• EOC Certified in 2004 & 2005

• Survey topics:The Company

The Culture

Enlightened Leadership

Care of People

Growth and Opportunity

Meaningful Work

Compensation & Benefits

Making a Difference

Employee Loyalty

Performance Results

Hiring and TurnoverThe Numbers

Year Year-End Head Counts

Hires Total Turnover

Total Turnover %

Voluntary Turnover %

2000 1724 743 480 27.8% 22.6%

2001 2139 947 533 24.9% 17.0%

2002 2502 893 539 21.5% 14.6%

2003 3003 1015 533 17.7% 13.1%

2004 3742 1367 618 16.5% 12.1%

2005 4070 1143 803 20.2% 16.1%

*2006(*partial year)

*1101

Sedgwick CMS, Inc.The Challenges

• Awareness

• Organizational Buy-In

• Metrics

• Colleague Participation

• Orientation vs. Training

Strategic Initiatives

• Impact

– Turn-Over

– Performance

– Quality

– Employer of Choice

“One Company… One Team”

• HR Representative

• Manager/Supervisor

• IT Specialist

• Quality Assurance

• Current Colleagues

EQUIP Overview

• Orientation for ALL new colleagues• Training is position-specific• Unique materials for transitional colleagues• Training designed to be:

– Meaningful– Applicable– Practical

• How-To manuals for Colleagues & Supervisors/Managers

• Assigned Buddy

The Orientation Handbook

• New colleagues are provided with a handbook to guide them through the orientation plan

– Structured Activities

– Checklists

– Self-Paced Readings

– Meaningful Content

– Blended-Active Learning

EQUIP Web PageOne-Stop Shopping

• Day 5 - Colleague survey

• Day 60 - Colleague survey

• Day 90 - Performance discussion

• Annual Employer of Choice surveys

• Exit Interviews

MetricsContinuous Improvement

Best Practices

• Create awareness

• Buy-in from Execs & Key Departments

• Proper execution of the launch of the new program

• Design appropriate & practical activities

• Ability to change with organizational needs

• Design for the appropriate audience

• Maintain professional integrity of the program

The Power of Onboarding

David Scotto, ARM, CRMSenior Vice President

Chief Learning Officer, Sedgwick CMS