BAS Young Engineers Program – Vietnam

2

2

Program at a Glance Objective

Develop promising graduates to assume future technical or managerial leadership positions in the Operations area of Bunge business units across Asia. This will help to ensure a long term talent and leadership pipeline in Operations.

Headcount & RecruitingHeadcount – 3 to 5 graduates for 2011 batch

Targeted participants:

Fresh graduates in Mechanical Engineering/ Oil Technologist/ Food Tech from Campus and Off Campus Batch of 2011

Recruiting Channels

Campus recruiting,

Campus drive in Aug 2011

Interview on campus – Plant GM, Production Manager and HR

Rotation

Total duration 36 Months including 3 to 5 months overseas rotations

Confirmation

To be hired on yearly renewable contract

Performance Management-Set G&Os prior to each assignment start-Review and provide written feedback at the end of each rotation-Trainees will be required to submit written report and present to management team periodically

Cost-To be projected

3

3

Objective of the Young Engineers Program, Asia

To bring in fresh talent from institutions of higher learning (top universities and technical schools ) and develop promising graduates to assume future technical or managerial leadership positions in the Operations area of Bunge business units across Asia. This will help to ensure a long term talent and leadership pipeline in Operations.

Participants are rotated to various departments to expose them to different operational, engineering and management processes. This will help program participants develop a holistic view of plant operations and build important people relationships before spending their final rotation at the destination function.

Note: The Young Engineers program is not meant for purposes of resource back-filling or short term resourcing. It is an investment to develop talent for future growth and long term business sustainability.

4

The YEP Pyramid

The NEO Program(New Employee Orientation)

The NEO Program(New Employee Orientation)

On boarding1 week

On-The-Job Training(Job Rotation)

On-The-Job Training(Job Rotation)

1st year

Involved in Small Projects

Involved in Small Projects

2nd year

Specific/Overseas

Assignment

Specific/Overseas

Assignment

3rd year

Job Assignment

After the 3rd year

5

3 Years, Progressive Development

The Young Engineer Program Ladder

Student

Campus Recruitment

Graduate

NEOProgram

Trainee

On-the-jobTraining

Trainee

Involved inSmall

Projects

YoungEngineer

OverseasTraining

TeamLeader

Job Assignment

SupportingSystems

6

• Production• HR• Employee

communication• Meeting• Annual

Meeting …..

• Production• HR• Employee

communication• Meeting• Annual

Meeting …..

Supporting Systems

• Buddy system• Employee

committee• Employee care • Program …

• Buddy system• Employee

committee• Employee care • Program …

SuccessfulProgram

Training

CommunicationChannelsCare Plan

NEO, Technical, Safety, Process, English, Team Building

7

7

Process

July-11 Aug-Sept Oct3 year

program

Letter of offer for permanent position at final department

Letter of offer for permanent position

on 3 year assignment

8

8

Activity sequenceNo Activity Timeline Who Outcome

1 Communication to Site PMs to put forward requirements for young engineer trainees to be recruited for the following year

July-11 Country HR Initial plan of Program

2 Prepare and conduct campus recruitment effort (e.g. conduct university recruitment talks, advertisement via university career portal, contacts with Careers affairs offices)

Aug-11 Local HR Shortlist of Candidates

3 Selection interviews and offer:

i) Written English/technical test (dependent on country specific requirements)

ii) 1st interview: Country HR Director, Industrial Director

iii) 2nd interview (and plant visit): Plant Head of Production, Site HR,

Sept-11 Country HR, Industrial Plant Manager, Plant Head of Production

Employment offers to successful candidates

9

9

Activity sequenceNo Activity Timeline Who Outcome

4 Start of Young Engineer’s program for new hires (letter of offer, induction and communication to country Industrial Director and relevant department heads)

Oct-11 Local HR Start of Young Engineersprogram

10

10

Funding

The plant that the new trainee is hired under will own the costs for the trainee throughout the duration of the Young Engineers 3 years program.

11

11

Program outline Module 1 Module 2 Module 3 Module 4

Theme Orientation & Business Overview & On Boarding

Industrial Operations & Engineering OJT rotation

Operations/ Engineering/ Project mgt focused OJT

Cross site assignment & people management

Duration 1 week 06 months 12 months 18 months

Objective To understand organization & purpose of each department

Receive site safety induction

To experience different operation and engineering process areas by operating equipment and being part of operator shift team

To gain deeper experience in one/few operational processes, engineering or project areas

Learn and apply good practices from other sites; build relationships; learn to supervise others

Content Bunge mission, values, strategy

Industrial Ops strategy, Intro to all departments

Safety induction

Different operations process areas and engineering/ maintenance at crush plant

1 or 2 designated operational process areas, maintenance engineering, QC or project construction/ commissioning

6 months cross site assignment (local or overseas)

Supervisory assignment

12

12

Program outline Module 1 Module 2 Module 3 Module 4

Typical roles Trainee Crushing or Silo Operator and Maintenance Assistant

Production Planner, Engineering Assistant, Maintenance Planner

Project Assistant, Capex Planner

Production/maintenance . supervisor or assistant supervisor

Assessment Supervisor reviews, Site mgt team review

Country Industrial Mgt team review

Presentation to Industrial Mgt team

Supervisor reviews, Site mgt team review

Country Industrial Mgt team review

Presentation to Industrial Mgt team

Supervisor reviews, Site mgt team review

Country extended Industrial Mgt team review

Presentation to Industrial Mgt team

Supervisor reviews

Country extended Industrial Mgt & Asia Industrial Mgt team review

Presentation to Industrial Mgt team

13

13

Module 1 (1 Week duration)

YEP trainees who has been selected will start their program by attending a group orientation at the plant.

Trainees will be introduced to the Bunge strategy, core values, company policy and meet up with all key functional heads .

After the induction at head office, trainees will return to their respective work sites for a site orientation and full site safety induction.

The detail training outline as attached (New Employee Orientation)

14

14

Module 2 (Industrial Operations & Engineering OJT rotation – 6 months duration)

Rotation areas Duration

Crushing (preparation, extraction) 4 months

Crushing (elevator) 2 months

Refinery (applicable in Vietnam)?? 2 months

Maintenance/Engineering (mechanical, electrical, civil)

2.5 months

Warehousing, port, logistics 3 weeks

Quality control 2 weeks

Continuous improvement (productivity) 1 week

Objective : To provide trainee with a holistic experience different operation process and engineering areas by operating/maintaining equipment and being part of operator shift team

Rotation areas and duration are designed so that trainees spend more time in the critical operations and engineering areas Example rotation sequence

Additional areas to be added if the country has operations like Bakery, Ports, Bottling

15

15

Development plan

Each trainee will need to:

1. Meet up monthly with assigned buddy

2. Submit monthly learning summary to immediate rotation area supervisor

3. Submit quarterly summary to site plant manager

4. Submit a monthly, quarterly, 6 month learning report to site HR on difficulties, suggestions for improvement. Conduct a presentation to site management team

5. Conduct a end of rotation review with rotation supervisor (for areas where trainee has spent at least 2 months)

6. Conduct an annual learning presentation to Country Industrial Management team

Module 2 (Industrial Operations & Engineering OJT rotation – 6 months duration)

16

16

Module 3 (Industrial Operations & Engineering OJT rotation) – 12 months duration

Buddy assignment

Buddies to be assigned in the first year for each YEP trainee.

Buddy selection:- Someone with initiative and willingness to offer help, a team player - 3 - 4 years of relevant experience in his/her area.- Buddy to be reviewed and approved by plant manager

Buddy’s role:1. Help new trainee with his work plans and/or on the job training2. Teach and coach, as appropriate3. Review performance with trainee every month and provide feedback for

improvement.

17

17

Module 4 (Operations/ Engineering/ Project mgt focused OJT) – 18 months duration

Objective: To provide trainee with deeper experience in 1 or 2 operational processes, engineering or project areas

In the 3rd year, the trainee could be posted to a position in:

i) Operations (e.g. Production Planner, Assistant Crew Leader), or

ii) Engineering/Maintenance (e.g. Maintenance Planner or Assistant, Assistant Electrical or Mechanical Engineer) or

iii) Projects (e.g. Capex Planner, Project Assistant, Assistant Construction Engineer)

The criteria for the assignment will be based on company needs, trainee performance and interest.

18

18

Module 4 (Operations/ Engineering/ Project mgt focused OJT) – 3rd 18 months

Development plan Each trainee will need to:

1. Submit monthly report to immediate rotation area supervisor2. Submit quarterly summary to Plant manager3. Submit 6-month learning report to site HR on difficulties, suggestions for

improvement. Conduct a presentation to site management team4. Conduct a end of rotation review with rotation supervisor (for areas

where trainee has spent at least 2 months)5. Conduct an annual learning presentation to extended Industrial

Management team*

*Annual learning presentation and review to be held with extended Industrial Management team (invite Country CEO, selected Ex-comm members and Asia Technical Director)

19

19

Objective: Trainees to learn and apply good practices from other sites; build network/relationships; broaden horizons and learn to supervise others

Development plan

1. YEP Trainees will take on a 3 to 5 months cross site assignment (in country or overseas) and 3 month improvement projects or act as crew leader for one area, or take on a project role as Assistant to Project Manager/Director.

2. Participate in supervisor training program

3. Conduct final learning presentation to extended Industrial Management team* towards end of program

Module 4 (Operations/ Engineering/ Project mgt focused OJT) – 3rd 18 months

20

20

Cross site assignment

• In the 3rd 18 months, trainees who have performed well in the past 1.5 years and shown good management/technical leadership potential would be selected for a cross site assignment (within country, Asia or outside Asia) Candidates for overseas posting will be selected by a panel comprising of Country Industrial Management team and Asia Technical Director

• After the cross site assignment, trainees would be posted back to home site to work on improvement projects or take on a supervisory type position (e.g. Assistant Supervisor or Shift Supervisor)

The criteria for the assignments will be based on company needs, trainee performance and trainee interest.

Module 4 (Operations/ Engineering/ Project mgt focused OJT) – 3rd 18 months

21

21

Completion

After the end of the program, each YEP participant could qualify to work as Assistant Supervisor, Project Leader, Team Leader or Junior Supervisor.

Successful participants will be directed toward specific roles based on the needs of the business, their career development needs or preferences.

22

22

Performance Reviews

Throughout the 3 year program (module 1,2 ,3), the trainee needs to complete performance reviews with his/her rotation supervisor at the end of each rotation and submit to local HR

Trainee to be included as part of annual performance management process

• Annual review with the country Industrial Management team after 12 months (to be organized by country HR) in module 2

• Annual review with extended Industrial Management team (invite country CEO/MD, selected Ex-comm members and Asia Technical Director) in module 3 and 4

• Selection assessment review by country Industrial Management team and Asia Technical Director to be done prior to any trainee overseas posting in module 4

23

23

Management Support• Each country Executive Committee needs to

understand the role of the YEP in relation to the overall succession planning and talent development strategy. The aim is to give selected young people a solid foundation which when followed by years of suitable experience delivers the senior industrial managers of the future.

• The country Industrial directors need to appreciate that, through the YEP, we are creating an Asian pool of technical talent that can be deployed across Asia to meet the region’s business expansion needs.

• The budget for this program needs to be clearly defined for each year by each industrial plant: salaries; costs of being assigned away from the base plant during module 4.

24

24

Program Administration

25

25

Recruitment Criteria

Criteria related to the job description

Comments Rating

Recent graduate from local or international university or polytechnic (process, chemical, mechanical, electrical, agriculture)

Top 25%* ranked local/international university

Top 25% percentile of graduating cohort

English language level

Experience

International exposure

Willingness to travel during 3 year program

Self-driven & taking personal initiative

Good problem solving skills (& technical skills)

Team oriented

Result oriented

Willingness to take up cross site/overseas posting after completion of program

Candidate selection form

Rating key0 Not met criteria1 Partially met criteria2 Fully met criteria3 Exceeds criteria

* Each country may be different. Selection of the university/polytechnic to recruit from will depend on the candidate profile sought. Candidates from top universities may not want to work in the industrial sector. Candidates from mid-tier regional university may be more appropriate

26

26

Roles and ResponsibilitiesRole Who Responsibilities

YEP Sponsors Country Industrial Director

Asia Technical Director

• To set overall objectives of the program• To carry out 1st cut interviews and participate

in annual trainee reviews & overseas posting selection

• Program funding by individual country Industrial plants

Country/Regional HR • Prepare recruitment literature• Carry out interviews• Determine with site HR and Industrial Mgt

team suitable roles for trainees after completing the program

Local or site HR • Carry out interviews• Determine with Country/Regional HR and

Industrial Mgt team on suitable roles for trainees after completing the program

• Coordinate on site trainee rotations especially during module 2,3

27

27

Roles and ResponsibilitiesRole Who Responsibilities

Country YEP Manager (Plant HR)

Country learning coordinator

• Coordinate cross site/overseas assignments• Work with HR to plan YEP trainees’

assignment areas during module 3 and 4• Coordinate annual industrial mgt review

sessions

“Base” Manager Site Plant Superintendent/ Plant Manager

• To agree with site HR and country YEP manager the individual assignments of YEP participant

• Act as sponsor for individual projects, as required

• To determine with site and country HR suitable roles for participants after completing the program

Base = plant that the trainee is recruited into

28

28

Roles and ResponsibilitiesRole Who Responsibilities

Plant Manager • Review progress of YEP trainees annually with site plant managers

• To set development objectives for YEP trainee going for overseas assignment

• Review progress of YEP trainee on overseas assignment

Asia Technical Director • Review YEP trainees to be sent on overseas assignments

• Review progress of YEP trainees annually for module 3 and 4

Overseas Host Manager Plant managers or rotation supervisors?

• To provide agreed assignment for the YEP trainee, ensure safety and required resources are available

• To provide local support to YEP trainee during assignment

• Report on trainee’s progress to home country YEP manager and home country Industrial director.

Base = plant that the trainee is recruited into

29

29

YEP Program Review

Annual review sessions should be conducted to provide management update and to review the progress of the YEP program.

Can be done right after the annual learning/progress review session with YEP trainees

To be initiated by each country YEP manager

Invitees: Asia VP HR, Asia Technical Director, Country Industrial Director, Asia Learning & Dev Manager

30

30

Module 1 Orientation Itinery

31

31

Module 1No Activity Who Where Timing

1 Welcome and outline agenda for the first week. Introduce YEP program to participants, trainees introduce themselves

Country HR Plant Office 0800 – 0830

2 Welcome to Bunge. Overview of Bunge global, BAS, history, strategy, org. chart, line functionalities and values.

Plant HR Plant Office 0830 - 1130

3 Introductions to other line department Plant HR Plant 1130 -1200

4 Intro to Agribusiness – Trading, risk management

Financial Controller

1300 – 1400

5 Welcome to Industrial Operations – who’s who, structure, PQSE & Projects overview,

Plant Manager/HR Manager

1400 – 1530

6 HR overview & performance mgt process, org structure, who’s who

Plant HR 1530-1700

7 Group dinner (if any) Plant HR 1800

Day 1

32

32

Module 1

No Activity Who Where Timing

1 Finance, Legal, IT Financial Controller

Plant Office 0800 - 1000

2 Code of Ethics Plant HR 1000 – 1200

3 HR Regulations & Policies Plant HR Plant Office 1300 -1500

4 Procedure/Documentation Plant QC Supervisor

Plant Office 1500 -1700

Day 2

33

33

Module 1

No Activity Who Where Timing

1 General Safety Plant Safety Supervisor

Plant Office 0800 – 1200

2 Working at height and lifting Plant Safety Supervisor

Plant Office 1300 – 1500

3 Confined space & Excavation Plant Safety Supervisor

Plant Office 1500 – 1700

Day 3

34

34

Module 1

No Activity Who Where Timing

1 Chemical Usage Plant Safety Supervisor

Plant Office 0800 – 1000

2 Hot work Plant Safety Supervisor

Plant Office 1000 – 1200

3 Log out/Tag out Plant Safety Supervisor

Plant Office 1300 – 1500

4 Permit to work Plant Safety Supervisor

Plant Office 1500 – 1700

Day 4

35

35

Module 1

No Activity Who Where Timing

1 Safety observation Plant Safety Supervisor

Site 0800 – 1700

Day 5

36

36

Next Steps

37

Proposed Program Implementation Timeline

38

Proposed Program Implementation Timeline Training Area Trainer Duration Module 2 & 3

Jan to Jun 2012

Jul to Dec 2012

Jan to 15 Feb 2013

16 Feb to Mar 2013

Apr 2013 Wk 1 May 2013

Silo & Preparation

Shift Supervisor

6 months

Extraction Shift Supervisor

6 months

Utility Shift Supervisor

1.5 months

Maintenance Maintenance Manager

1.5 months

Laboratory QC Supervisor

1 month

Warehouse Warehouse Supervisor

1 week

39

Proposed Program Implementation Timeline

Training Area Trainer Duration Module 2 & 3

May to Oct 2013

Nov 2013 to Apr 2014

May to Sep 2014

Work as Operator in selected area

Shift Supervisor 6 months

Work as Assistant Shift Supervisor

Production Manager 6 months

Overseas work assignment, if selected

Overseas Shift Supervisor / Manager

3 to 5 months