People Priorities Framework

1. People Priorities Framework • Business Priorities • Customer Partner Experience • Driving New Business • Measuring Operational Excellence • People Priorities and Future State Create the Climate Build Talent Capability Achieve World Class Performance We have a strong culture where customer focus, trustworthiness, agility, expertise and partnering are pervasive in the behavior of our people. We consistently demonstrate the Company Values and recognize and reward these behaviors. Our talent pool is deep and diverse and we continuously develop it. We have good pipelines for providing a steady stream of new talent into the organization. We manage, develop and deploy our people to drive the behaviors and build the capability needed to deliver on the business mission. We hold employees and managers accountable for defining, meeting and exceeding defined performance standards across the organization. Employees understand what is expected of them and have a clear view of future career development opportunities. • Managers and employees will actively participate in developing & executing against their Annual Survey Action Plan (ASAP). • Managers will have effective tools and guidance on how to effectively manage change in their organizations. • Senior management will clearly communicate the business priorities to their employees. Employees will have alignment to the priorities and understand what is expected, who is accountable and how they are measured. • Leaders will define and execute against a strategic diversity action plan that decreases URM & female attrition and increases representation on key programs. • We will establish a formal succession and development plan for senior roles in the organization. (Top 2 layers) • We will grow deep talent throughout the organization and ensure that the pipeline is rich with talent through our college recruiting efforts. • Roles will be clearly defined to minimize overlap so that employees understand how they will be measured and clearly understand career progression opportunities. • Managers will be accountable to achieve the high performance standards within each level band in order to differentiate performance. • Managers will have tools and guidance to support appropriate performance management and career development. Guiding Principles

2. Alignment to People Strategies

3. AOC Alignment to People Strategies