Page 1 Building Your Future with Owens Corning Page 3 AGENDA n The beginning n Career opportunities...

Building Your Future with Owens Corning

THE PINK PANTHER TM & © 2000 United Artists Corp. All rights reserved.

AGENDA

The beginning Career opportunities Career management Help is available What it takes Development outcomes

20,000 employees/135 manufacturing facilities in more than 30 countries, 180 distribution centers

worldwide

The development of employees is a priority because it

is critical to the Company’s future growth and success To ensure that we have

capable leaders at all levels, we make significant ongoing investment in the development of talent

Development programs enable participants to quickly gain a variety of experience for a broader perspective

Training and Development

Creating Value for Our Customers and Growth For Owens Corning

Composites Systems Business Consumer, Industrial

and Infrastructure OC™ Automotive

Solutions OC™

Telecommunications Solutions

OC™ Electronics Solutions

OC™ Manufacturing Solutions

Leading market position across all products Excellent brand recognition - “Pink Panther” Evolving from products to system solutions

Leading market position across all products Excellent brand recognition - “Pink Panther” Evolving from products to system solutions

Exterior Systems Business

Insulating Systems Business

Roofing Solutions

Cultured Stone®

Remodeling Services

Building Materials

SYSTEM THINKINGTM

Our unique business strategyExpanded product & service portfoliosExtended solutions perspectiveExtensive sharing of knowledgeExcellent market opportunities

A Redefined Future

System Thinking Home

Performance Zones

– Energy efficiency and moisture control

– Indoor air quality

– Acoustics

– Exterior Design

www.owenscorning.com– For Your Home– Exterior FX ProTM

– Design Solutions– Energy Efficiency

Internet Services

SpokesCat

Recognized by a factor of 7 to 1 Recognized by a factor of 7 to 1

BRAND

Logo Icon

PINKBrand Signal

Now let’s talk about you!

IT ALL STARTS WITH THE SALE

Focused byProduct

Focused byCustomer Type(Market)

Focused byGeography

Insulating SystemsRoofing SystemsExterior SystemsAccousticalSystems

ContractorDistributor – OneStepDistributor – TwoStepNational AccountDealer

CityStateMulti-StateNation

SALES FOCUS

SALES FOCUS

53

20

5

4416

33

2

51

8 3819

15

5Focused Indust/Comm'lFocused Insul ContrFocused Yellow JacketFocused RODFocused SODFocused Retail RepsHomesideMulti-Product/RetailManufactured HousingCanadaRGMsNABMsToledo Support

Fo

cuse

dG

ener

alis

tO

ther

SALES

CUSTOMERPRIDE MGR

CUSTOMEROPERATIONS

COACH

PRODUCT MGR

TRAININGSPECIALIST HUMAN

RESOURCE REP

MARKETSEGMENT

LEADER

LEADER - NEW PRODUCT

DEV

MARKETMGR

BUSINESS MGR

CAREER OPPORTUNITIES - WHERE CAN I GO FROM SALES?

MARKET MANAGER

Key Competencies:Communication SkillsInitiativeJudgementNegotiation/PersuasivenessOperations KnowledgeRisk TakingLeadershipKnowledge of the Sales/Marketing ProcessKnowledge of Electronic Strategies

BUSINESS MANAGER

Key Competencies:Knowledge of the sales and marketing processesKnowledge of the businessDrives for resultsCoaches for business resultsLeadershipAnalytical capabilitiesInitiative

MARKET SEGEMENT LEADER

Key competencies:Communication skillsAnalytical skillsDecisivenessFollow up/MonitoringInnovativeness/CreativitySense of urgencyPlanning & organizingTeamworkNegotiation/persuasivenessProblem solving

HUMAN RESOURCE REPRESENTATIVE

Key Competencies: Human resource process

knowledge Change leadership Coaching skills Leadership Judgement Work standards

Communication skills Decisiveness Team building Independence Initiative

TRAINING SPECIALIST

Key competencies:Communication skillsPlatform skillsIndependenceCreativityResource identificationBusiness understandingFinancial analysisTechnology understandingLeadership skills Team building Project management

PRODUCT MANAGER

Key competencies:Sales experienceConflict resolutionProject managementProblem solvingImplementation and execution skillsProduct knowledgeIndependenceCommunication skillsInitiative

CUSTOMER OPERATIONS COACH

Key competencies:Customer focusLeadership/coachingAbility to assess individual skillsListeningApplied learningTechnical knowledge -- program, process, systemsFacilitation expertiseTeam building

MANAGER OF CUSTOMER PRIDE

Key competencies:LeadershipProject managementDelegationCustomer focusTeam buildingFacilitationCommunication skillsProcess knowledgeBusiness understanding

KEY COMPETENCIES

TenacityProblem SolvingPersuasivenessResponsivenessIndependence

Customer focusWork standardsRisk takingTeamworkCommunication skills

Career Management

How do I get there?

CAREER MANAGEMENT

Defining your career objectives, understanding your current performance, capabilities, aptitudes and then developing a plan to match your expectations

AA ssessmentssessment

CAREER MANAGEMENT: KEY STEPS

II mplementationmplementation

Self - assessment regarding interests Gather information regarding opportunities Explore and network Engage leader and mentor Develop action plan Get in the game

YOUR ROLE IN CAREER MANAGEMENT

You “own” this journey…only you can make the final decision about what to do or NOT to do

Consider: Your contribution in current assignment Your strengths and areas for development Your short and long-range career objectives Your developmental needs Your potential to do other things

HELP!!!

Where can I get help?

EMPLOYEEGROWTH AND DEVELOPMENT

YOUR MGR

HUMANRESOURCES

PERFORMANCEREVIEWPROCESS

MENTORING

JOB SELECTION

PROCESS

CAREER SELF DEVELOPMENT

TRAINING &DEVELOPMENT

EMPLOYEE GROWTH AND DEVELOPMENT OVERVIEW

NEXT STEP:

When -- Performance Driven How -- JOBB Process Where -- Multiple Opportunities

YOUR LEADER’S ROLE

Jointly determine what success is in your current assignment

Provide ongoing feedback about your performance

Ensure that career discussions occur Understand career alternatives Be honest and direct regarding expectations Help you secure a mentor

THE MENTOR’S ROLE

A wise and trusted teacher A reliable resource

One who helps employees develop and become a successful member of the team faster.

One who facilitates the transfer of knowledge between seasoned employees and newer employees.

POTENTIAL MENTOR IDENTIFICATION

A positive role model of the company’s values and practices

Knowledgeable about organizational goals, policies, programs, and opportunities

Aware of the culture, trends, networks, and information resources within the organization

Regarded as successful in their job Skilled in setting goals, coaching, providing feedback Strong in listening, communication, and problem

solving Committed to the process and effort

BUILDING SUCCESS IN A MENTORING RELATIONSHIP

Respect each other’s ideas and experiences Realize ownership of the process is mutual Seek additional support if necessary Meet/communicate regularly

Development Outcomes What I have to bring to the party.

SUMMARY

Start Now Identify Your Strengths and

Weaknesses Learn How to Display and

Communicate Them. Think Career not Job.

Questions??www.owenscorning.com/career

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