Development Opportunities at T-Systems.

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1 Development Opportunities at T-Systems.

2 T-Systems Powered by People T-Systems --- Powered by People, this is the principle, People Development and Transformation of T-Systems follows. Know why? Because we know that qualified, competent and highly engaged employees and leaders drive the success of our company. Transforming Knowledge into Action T-Systems Specific Seminars and additional offers Individual and demand-oriented ICT-University The Big Picture of People Development at T-Systems People Development and Career at T-Systems Management Development Focus Development of (new) leaders through training and networking Employee Development Discussion (EDD) Pivotal for Expert Development at T-Systems Expert Development Focus Go ahead! and CAMPUS Programs -- Development and qualifications in our key roles We Offer You Employment in one of the largest and most successful ICT companies. Interesting career opportunities for managers and experts Responsible and interesting roles for valuable working experiences.

3 ICT University People Development and Transformation is working according to the strategic HR Mission of T-Systems. Our Big Picture of the ICT University includes the following topics: Development, Recruitment and Transformation at T-Systems Management Development Expert Development Generation Future. Transformation and Culture Employee Development Discussion (EDD) The declared goal of the EDD is to strengthen the sense of responsibility and individual initiative of employees with regards to their own development. Through discussions with each employee about his or her goals, a personal plan is developed which contains the development targets and measures for the next 12 months. Furthermore, as a management instrument, the EDD supports the establishment of a common understanding of leadership throughout the enterprise. Last, but not least, with the EDD we live diversity the enriching collaboration of individuals. Go Ahead! the Global Career for Experts Development Process at T-Systems Developing Key Roles in the Corporate Value Chain Holistic concept consisting of 3 core elements: Assessment - Mapping your career path and career level by employee and your superior, before having the individual career discussion (Employee Development Discussion, EDD) Qualification - Providing business needed development of employees and high potentials in alignment with the results of your Employee Development Discussion (EDD) Retention - Identification of High Performers and Potentials and offering special development measures for this target groups. Basis of Go Ahead! Six key roles have been defined referring to the corporate value chain of T-Systems Clear requirements and competency profiles are defined and developed with the business. Annual reviews and adjustments through a dialog between employee and Manager are made to ensure the growth of company capabilities. Various opportunities for development in your own and between one of the other career paths. Big Deal Roles Career Paths Project Management Service Management / Delivery Management Sales IT Consulting Human Resources Development according to increasing requirements on the job New job development in a function (job enrichment/job enlargement). Prerequisite: available function Broadening experience at the same level. Prerequisite: available function The matrix shows: T-Systems key roles, levels and possible career steps

4 Performance and Potential Reviews (PPR) for Experts PPR for Experts is the instrument in the global career, which is used to identify high potential experts and to develop them and give them visibility throughout the company. High Potentials experts are T-Systems employees with a high level of development potential, who will be able to take over further-reaching tasks in the future. Process: Three Steps of the Talent Management Process within Global Career Analysis and Assessment by employee and by superior Identification as a (high) performer and potential Finding out the best development measures Overview about Talent Management Process within Go Ahead! -- Focusing on Best People Analysis & Assessment Identification Qualification & Promotion High-Potentials (Nomination via Manager) Self-Assessment of Employee Promotion Programs Employee Development Discussion (EDD) Assessment by Manager Qualification Programs (e.g. CAMPUS) CAMPUS Supports Our Business The CAMPUS programs constitute the first (company-wide) T-Systems development and qualification program, targeted at employees in the key roles of Project Management, Service/Delivery Management, Sales and Information Technology, Consulting and HR. The expert positions that are of particular strategic significance at T-Systems in end-to-end processes at the interface to our customers have been compiled into these key roles. CAMPUS Supports Our Employees The concept behind the CAMPUS programs provides an innovative landscape for learning. In addition to more traditional training methods in the area of knowledge acquisition, CAMPUS offers other features such as case studies and simulations that help participants apply their knowledge in the workplace. Furthermore, CAMPUS provides communication platforms for effective exchange of experience among experts. This is an excellent chance for participants to expand their networks. Therefore the CAMPUS programs are a central element for personnel development and open to all employees who work in one of the corresponding key roles.

5 The CAMPUS Concept Expert Level 5 CAMPUS Executive Camp * Platform for experts with long-term experience; development and advancement of big deal capabilities across all expert careers. 4 3 Camp For employees with perennial experience; deepening and broadening core competencies further development of expert knowledge and exchange of practical experience. 2 1 Foundation Rush up Development and expansion of core competences for employees with first experience; modular curricula and additional optional modules. Basic qualification for all employees in key roles, to facilitate accelerated familiarization with new processes and methods. * Implementation 2008 Management Development: "Enabling the development of our people and our organisation through learning and leadership." That's what it's all about. We will achieve a top international position for T-Systems in the long term only if we offer our managers the best possible prerequisites for their personal advancement and if we exploit their competence to realize our corporate success. On the following pages, you find an overview about Performance and Potential Review and the different various management development programs at T- Systems. One aim of all these activities is to support our managers in their personal and professional development. Integrative Approach for Management Development Our management development approach encompasses a consistent competency framework. a strict target management process.. an annual Performance and Potential Review (PPR) for identification of top performers and high potentials helping to guarantee a high transparency and comparability results. basic qualification and international management programs with leading business schools. Recruiting Strategy Mobility & Succession Competency Framework Development Performance Mgmt. Performance & Potential Review (PPR)

6 Performance and Potential Review (PPR) Due to the highly specialized functions and complex work fields we face today, the valuable potential of executives and employees is often not recognized at first glance. HR experts have therefore developed the Performance & Potential Review (PPR) model to uncover this treasure and to promote executive development. With the introduction of STEP up! at Deutsche Telekom, PPR makes it possible to evaluate the performance, competencies and development potential of executives in a standardized, transparent and comparable manner. The competency assessment is based on Deutsche Telekom s strategic competency model (see Competency Framework below). The model comprises eight competencies that are especially important for executives at Deutsche Telekom. Finally, the overall performance of the executive is determined. This is done by aggregating the executive s performance and competency assessments with the aid of a simple matrix (see picture below). Each executive is allocated to one of three possible groups. Competency Framework Customer Orientation Best Fit Jump Strategic Orientation Results Orientation Driving Evolution Collaboration Overall Performance Fit Grow Living Our Values Team Leadership Move Improve People Development Potential Management Development Programs Below you find an overview about our concrete Management development programs at T-Systems. One aim of these development activities is to support our managers in their personal and professional development.

7 Service Offering Portfolio 2008 Management Group Expert Levels New in Mgmt. Position Grow in Mgmt. Position High Performer & High Potential Programs Business Leaders MG1 Advanced Management Program Top Executives MG2 Program 2 (Q1 February) Managing T-Systems for Executives and Experts General Management Program (Q2) T-Systems Leaders MG3 Prof 5 Program 3 (Q1 February) Perspective Management Program (from Q2 on) Middle/Local Management MG4 Prof 4 Program 4 (Q2) Managing T-Systems for Managers and Experts new high potential program (from Q3 on ) Middle/Local Management MG5 Prof 3 Program 5 (Q2 April) SU Business Forum new high potential program (from Q3 on) Via Nomination Open Registration via EMS Via Nomination Additional Seminars and Offers What are our additional development offers? There are approximately 200 seminars covering a variety of topics in our seminar catalogue. These seminars have been tailored for T-Systems and are open to all employees. We had more than 4000 bookings in 1st half 2007 Our Academic Network with international Business Schools: We have cooperation with about 10 recommended international Business Schools like Harvard Business School or Stanford University in the United States and in Europe like London Business School, UK, and European School of Management and Technology, Germany. For several years we have had a 360 Feedback system in T-Systems, which is linked directly with seminar offers where it is suitable. In cooperation with Harvard Business School we re offering different kinds of Online Management Programs and Resources. In this way we are able to meet development needs of our leaders while saving time and cost.

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