Siemens Energy & Automation Facts

2. Corporate headquarters Alpharetta, GA Employees ~ 9460 Sales engineers ~ 750 Distributors >3000 Manufacturing/assembly/distribution locations 31 R&D facilities 3 2004 Sales Volume ~$ 1.9B Siemens Energy & Automation Facts

3. Headquartered in Atlanta, GA, Siemens Energy & Automation manufactures and markets a wide range of electrical power distribution infrastructure equipment and systems, and complete industrial control and automation systems in two general market segments Siemens Energy & Automation Inc. • Automation • Factory automation • Process automation and instrumentation • Process safety • Supervisory control (SCADA) • Programmable Logic Controllers (PLCs) • Industrial software • Industrial controls • Motors and drives • Motor control • Integrated systems • Electrical Power • Distribution • Power distribution equipment and solutions • Power management control • Circuit protection components • Residential distribution equipment

4. In 2003, entry level programs refocused to feed the pipeline to key leadership positions INTERN  ENTRY LEVEL LEADERSHIP PROGRAM (ELLP)  EMERGING LEADER PROGRAM (EL)  LEADERS WITH ADVANCEMENT POTENTIAL Effort to move more talent across locations and business units in order to share best practices, build business acumen and leadership skills for our “next generation” of leaders Entry Level Leadership Programs (ELLP) Operations Leadership Program (OLP) Human Resource Management Program (HRLP) Information Technology Leadership Program (ITLP) Financial Management Training Program (FMTP) Sales and Marketing Development Program (SMDP) Engineering Leadership Program (ELP)

5. Entry Level Leadership Programs Candidate Profile Demonstrated Technical/Academic Achievement ANDLeadership Capabilities the qualities which set apart our excellent leaders They are always looking for challenging new opportunities. They have theDRIVEto constantly seek the most promising situations - even if they look impossible at first sight. But they are not blind to risks and threats. They think through the influencing factors andFOCUSon a reliable strategy. They have a very clear picture of all the stakeholders involved, and because of theIMPACTthey have on others, manage to get them excited about a shared idea. To make success come true they form a great team. TheyGUIDEtheir people across hurdles, and empower them to succeed in the great climate of their teams.

6. Financial Management Training Program Structure • FMTP Rotational Assignments • Corporate Accounting • Business Planning & Financial Analysis • Division/Business Unit Analyst • Internal Audit • Cost Controlling • Mergers & Acquisitions • SAP Concert

7. What to Expect in 2 Years Hands-on, practical experience with real work under the guidance for 4 different experienced rotation managers Exposure to a broad range of people, leadership approaches, business functions and work Deployed on projects related to critical business issues – contributions and accomplishments visible to VP level – the opportunity to build your resume with important accomplishments in 2 years E.g.. Product introductions, innovations, process standardization and improvements Rotational Assignments

8. Learning and Development Continuous development of leadership skills - on the job and one week every 6 months during leadership conferences with ELLP group Web based learning to build skills from business acumen (Eg. Finance, Marketing) to computer skills (Eg. Access) to product knowledge ELLP cross-functional team projects to build peer relationships, gain a broader business perspective and present to senior leaders Monthly Lunch & Learn sessions with executives from the business Feedback and Evaluation based on results/contribution and leadership skills development (mid- and final-rotation coaching, formal career discussion annually) Exposure within and Across the Organization Extensive experience with multiple departments and exposure to senior executives Involvement with work activities around different products and processes Developing Leadership and Business Acumen

9. Career Models Finance/Accounting Target Positions by Career Stage 2 – 5 years Financial Analyst, Staff Accountant, Credit Analyst, Cost Accountant, Auditor 5 – 10 years Finance or Accounting Manager, Plant or BU Controller, Project Manager 10 + years BU/Division Controller, Director of BPFA, Internal Audit, Corporate Accounting

10. Leadership Program Management Roles • Executive Sponsors: • Functional Vice President • Sets direction and priority for program • Accountable for talent pipeline • Program Managers: • Manager with experienced in discipline • Oversees hiring, discipline specific training, rotation selection • Leadership Program Manager: • HR Professional • Oversees hiring, leadership training and project assignments • Manages Performance Management and Career Processes, off-program placement, etc. • Rotation Manager: • Provides daily supervision in assignment • Mentor: • More experienced colleagues • Provide advise and answer questions

11. Diversity at Siemens • Ethnicity • Age • Experience • Background • Expertise

12. Work-Life Balance at Siemens • Reasonable/flexible work hours • Work Holidays • Paid Time Off • Young Work Force

13. Siemens Energy & Automation Contact Information Bill Soukup Financial Analyst-FMTP soukup.william@siemens.com Kristen VanderVelde Financial Analyst-FMTP kristen.vandervelde@siemens.com Kerin Pearson FMTP Manager/IU Recruiter kerin.pearson@siemens.com Nancy Ortman ELLP Manager nancy.ortman@siemens.com

14. Questions? Siemens Energy & Automation