2010 Global Talent Pool Analysis · 2010 Females by SET Area Compared to 7 Year Average.....21 Country of Origin – Overall Numbers

2010 Global Talent Pool Analysis

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Talent and Development

Table of Contents

Page Glossary of Terms ................................................................................................................ 1

Talent Pools........................................................................................................................ 1 The Global Talent Pool Segments...................................................................................... 1 ‘Cross Functional’ Data ...................................................................................................... 2 Positions Included in the Succession Analysis .................................................................. 2 Global Talent Pool .............................................................................................................. 3

Global Talent Pool Analysis 2010...................................................................................... 11 Management Summary .................................................................................................... 11 Size and Shape................................................................................................................ 11 Regrettable Losses .......................................................................................................... 12 Diversity ........................................................................................................................... 13 International Experience .................................................................................................. 13 Movement of Talent.......................................................................................................... 14

Overall numbers.................................................................................................................. 15 Talent Pool Populations.................................................................................................... 15 Total Number of Talent in Different Categories................................................................ 15

Numbers by SET area......................................................................................................... 16 Cross Functional Category .............................................................................................. 16

Age ....................................................................................................................................... 18 Summary .......................................................................................................................... 18 Average Age by SET Area ............................................................................................... 18

Diversity............................................................................................................................... 19 Gender Overall................................................................................................................. 19 “Top 50” Comparison....................................................................................................... 19 Gender by Category ........................................................................................................ 19 Gender by SET area ........................................................................................................ 20 Lowest Percentage of Females by SET Area................................................................... 20 Highest Percentage of Females by SET Area.................................................................. 20 2010 Females by SET Area Compared to 7 Year Average ............................................. 21 Country of Origin – Overall Numbers ............................................................................... 22 Global Talent Pool Numbers as a Percentage of Total Employee Population ................. 23 Country of Origin by Category ......................................................................................... 23

International Experience .................................................................................................... 24 By SET Area and Category .............................................................................................. 25

Global Mobility .................................................................................................................... 26 By Category ..................................................................................................................... 27 By SET Area ..................................................................................................................... 28

International Assignments................................................................................................. 29 Movement of Talent between the period of Q1 2010 and Q4 2010 ................................. 30

Summary .......................................................................................................................... 31 Breakdown of Moves by Category................................................................................... 31 Combined GTP and FTP Moves ...................................................................................... 32

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2010 Global Talent Pool and Succession Analysis

Page AOP Summary..................................................................................................................... 33 Actual Numbers in GTP Between 2009 and 2010............................................................. 35 Resignations from the 2009 Global Talent Pool .............................................................. 36

Resignations by SET Area ............................................................................................... 36 Resignations by SET Area and Gender ........................................................................... 36 Resignations from the 2004-2009 Global Talent Pools .................................................... 37

Global Talent Progression ................................................................................................. 39 Focus on Emerging Talent ............................................................................................... 40

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Glossary of Terms

Talent Pools

The focus of this analysis is on the Global Talent Pool in AstraZeneca; however the

Functional Talent Pools are also referenced.

AZ Global Talent Pool

Individuals from all SET areas who have potential to reach the most senior positions in the

company (i.e. the VP level positions and above). All individuals in the Global Talent Pool are

high potentials, regardless of their current position in the organisation.

SET Area Functional Talent Pools

Individuals within a SET area who have potential to reach senior functional positions.

The Global Talent Pool Segments

“Top 50” Talent

Senior level individuals who have potential for Executive VP positions (i.e. CEO direct

reports), or a Business Critical roles within a 5 year period. There are 52 individuals in the

“Top 50” Talent category this year and an additional 2 from MedImmune.

“Current Senior Leader”

Already in senior roles in AZ, these individuals usually have potential for SET positions – or

have potential for significantly more responsible or different roles to the one they are

currently in (e.g. different SET area).

“High Potentials”

Generally, at the Global Director/Head of level in the organisation, these individuals have

the potential and aspiration for the senior most roles in AZ (i.e. VP, RVP, MCP and above)

and are likely to achieve this within a 5-year timeframe.

“Emerging Talent”

Individuals, regardless of level in the organisation today, who have the potential and

aspiration for the senior most roles at some point in the future. For this group the timescale

is likely to be more difficult to predict – but probably 5+ years.

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‘Cross Functional’ Data

Over the previous seven years we have seen a number of individuals being nominated via

more than one SET area. For the purposes of reporting (and to avoid double counting) we

have put these individuals into a ‘Cross Functional’ category rather than try to assign

ownership to one particular SET area.

This categorisation will reduce counts against “SET areas” because some individuals have

been counted as ‘Cross Functional’.

Positions Included in the Succession Analysis

Senior Management Team Roles

These are the roles that report directly to the Executive Vice-Presidents (SET Members.)

There are approximately 64 Senior Management Team positions.

Business Critical Roles

These roles are identified and monitored by the Senior Executive Team as being critical to

the success of AstraZeneca. A large majority of the roles are SMT positions. There are 54

Business Critical roles included in this analysis, including 4 from MedImmune.

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Global Talent Pool

(Bold = Top 50 candidates)

No SET Area Name Job Title Cat

1 Global Medicines Dev Mats Berglund VP Transformation & Implementation CSL

2 Global Medicines Dev Cathy Bonucelli VP Clinical CSL

3 Global Medicines Dev Chris Doherty VP Global Products Leadership Oncology CSL

4 Global Medicines Dev Alison English VP Launched & Established Brands CSL

5 Global Medicines Dev Jonathan Fox VP Clinical Cardiovascular Gastrointestinal CSL

6 Global Medicines Dev Karen Gotting-Smith Head of Strategy, Portfolio & Performance CSL

7 Global Medicines Dev Per Hagmar Global Product VP AZD0837 CSL

8 Global Medicines Dev Agneta Heierson VP Pharmaceutical Development CSL

9 Global Medicines Dev Peter Honig VP Regulatory Affairs CSL

10 Global Medicines Dev Andy Jones VP Pharmaceutical Development CSL

11 Global Medicines Dev Chris Jones VP Global Pharmaceutical Development CSL

12 Global Medicines Dev Lori Kreamer Global Product Leader Central Nervous System & Pain/Infection CSL

13 Global Medicines Dev Bertil Lindmark VP Clinical Respiratory Inflammation Therapy Area CSL

14 Global Medicines Dev James Mackay VP Global Product CSL

15 Global Medicines Dev Bill Mezzanotte VP Global Product Leader CSL

16 Global Medicines Dev Tomas Odergren VP Innovative Medicines Project Management CSL

17 Global Medicines Dev Ihor Rak VP Clinical Neuroscience CSL

18 Global Medicines Dev John Reynders VP Research & Development Information Services CSL

19 Global Medicines Dev Karen Smith VP External Medical Relations CSL

20 Global Medicines Dev Michio Tanaka Emerging Product Director Oncology CSL

21 Global Medicines Dev Eric Terhaerdt VP Clinical US CSL

22 Global Medicines Dev Ian Waldron Head of Strategy, Portfolio & Performance CSL

23 Global Medicines Dev Karin Wingstrand VP & Head of Global Clinical Development CSL

24 Global Medicines Dev Elizabeth Bjork Late Development Director Cardiovascular Gastrointestinal HP

25 Global Medicines Dev Bob Clay VP Regulatory Oncology & Infection HP

26 Global Medicines Dev Mike Hannay VP Pharmaceutical Development HP

27 Global Medicines Dev Yasushi Matsuo Senior Director HP

28 Global Medicines Dev Nick Botwood Director Medical Sciences ET

29 Global Medicines Dev Neill Carman Director Business Performance & Continuous Improvement ET

30 Global Medicines Dev Mark DeSiato Executive Director ET

31 Global Medicines Dev Alberto Fernandez Director Operations Marketing Company Clinical Development ET

32 Global Medicines Dev Johannes Hulthe Early Development Director Cardiovascular Gastrointestinal ET

33 Global Medicines Dev Ian Hunt Regulatory US Portfolio Leader Cardiovascular & New Opportunities ET

34 Global Medicines Dev Clive Morris VP New Opportunities (New Opportunitiess, Innovative Medicines) ET

35 Global Medicines Dev Sudhir Nambiar Director Process R&D Bangalore ET

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36 Global Medicines Dev Lisa O’Dowd Late Development Director Neuroscience ET

37 Global Medicines Dev Gunilla Osswald Global Product Director ET

38 Global Medicines Dev Joan Shaw Development Business Performance & Continuous Improvement Programme Director ET

39 Global Medicines Dev Lena Sjogren Director Study Delivery ET

40 Global Medicines Dev Pam Smith VP Respiratory Inflammation Therapy Area ET

41 Global Medicines Dev Agneta Walhagen Project Management Respiratory Inflammation Therapy Area Director ET

42 Innovative Medicines Susan Galbraith VP Oncology Innovative Medicines CSL

43 Innovative Medicines Debbie Hartman VP Lead Generation Discovery Enabling Capabilities Sciences CSL

44 Innovative Medicines Maarten Kraan VP Respiratory & Infection Innovative Medicines CSL

45 Innovative Medicines Johan Lund VP Innovative Medicines Science Unit CSL

46 Innovative Medicines Andrew Mortlock VP Local Head Cancer Infection Research Area CSL

47 Innovative Medicines Gunnar Olsson VP Cardiovascular Gastrointestinal Innovative Medicines CSL

48 Innovative Medicines Mene Pangalos EVP Innovative Medicines CSL

49 Innovative Medicines Rob Riley Director Medicinal Chemistry HP

50 Innovative Medicines Ruth Roberts Director General Toxicology Science HP

51 Innovative Medicines Ash Bahl Director Discovery ET

52 Innovative Medicines Dearg Brown Director ET

53 Innovative Medicines Samantha Budd VP Innovative Medicines Translational Science ET

54 Innovative Medicines Milenko Cicmil Team Leader ET

55 Innovative Medicines Beritte Christenson VP Innovative Medicines Strategy ET

56 Innovative Medicines Bjorn Dahl Senior Project Director General Toxicology Science ET

57 Innovative Medicines Hugues Dolgos Director, Drug Metabolism Pharmacokinetics ET

58 Innovative Medicines Julie DuCharme Director, Invitro Biology & Drug Metabolism Pharmacokinetics Global Discipline Leader ET

59 Innovative Medicines Adam Dudley Director Drug Metabolism Pharmacokinetics ET

60 Innovative Medicines Johanna Falting Candidate Drug Delivery Leader ET

61 Innovative Medicines Regina Fritsche Danielsson

Associate Director, Atherosclerotic Cardiovascular Diseases BioScience ET

62 Innovative Medicines Adrian Gill Director Cell Protein & Structure Sciences ET

63 Innovative Medicines Markus Haeberlein Director Chemisty Central Nervous System & Pain, Sodertalje ET

64 Innovative Medicines Heike Hellmold Director Reproductive Toxicology ET

65 Innovative Medicines Craig Johnstone Value Chain Leader Research Area Cardiovascular Gastrointestinal ET

66 Innovative Medicines Alan Lamont Director Science & Tech Alliances ET

67 Innovative Medicines Duncan McHale VP Translational Sciences, Discovery Enabling Capabilities Sciences ET

68 Innovative Medicines John Mills Director R&D Genetics ET

69 Innovative Medicines Tim Piser Global Product Director, Neuroscience ET

70 Innovative Medicines Graeme Smith Global Product Director ET

71 Innovative Medicines Jean-Pierre Valentin Director Safety Pharmacology ET

72 Innovative Medicines Xiaolin Zhang Head of Innovation Centre China ET

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73 Global Commercial Julie Brown RVP Latin America CSL

74 Global Commercial Philip Burchard Senior VP Global Marketing and Sales Operations CSL

75 Global Commercial Ruud Dobber RVP Asia Pacific CSL

76 Global Commercial Rich Fante President US Business CSL

77 Global Commercial Jim Helm VP Growth Cardiovascular, North America CSL

78 Global Commercial Mark Lelinski VP Managed Markets North America CSL

79 Global Commercial John McCarthy VP Commercial Strategy and Operations North America CSL

80 Global Commercial Marion McCourt MCP Canada CSL

81 Global Commercial Linda Palczuk VP Sales & Marketing North America CSL

82 Global Commercial Lisa Schoenberg VP Growth Specialty Care, North America CSL

83 Global Commercial Mike Tilton VP Sales North America CSL

84 Global Commercial James Ward-Lilley RVP Central, Eastern Europe, Middle East & Africa CSL

85 Global Commercial Dapo Ajayi VP Cornerstone HP

86 Global Commercial Ricardo Alvarez-Tostado MCP Mexico HP

87 Global Commercial Lisa Anson VP Emerging Brands HP

88 Global Commercial Gabriel Baertschi MCP Thailand HP

89 Global Commercial Francoise Bartoli MCP France HP

90 Global Commercial Neale Belson VP Diabetes/ Commercial Leader Onglyza HP

91 Global Commercial Nicola Braggio MCP Italy HP

92 Global Commercial Mike Bull Director Sales & Marketing Primary Care Australia HP

93 Global Commercial Jeroen Commissaris Primary Care Business Unit Director Brazil HP

94 Global Commercial Ugo De Jacobis MCP Columbia HP

95 Global Commercial Suzanne Delaney Commercial Brand Leader Symbicort North America HP

96 Global Commercial Fabio Augusto Deleuse Business Unit Director Specialty Care Chile HP

97 Global Commercial Francisco Demesa Marketing Director Primary Care Mexico HP

98 Global Commercial Christian Dreger MCP Austria HP

99 Global Commercial Herve Dussart MCP Turkey HP

100 Global Commercial Mark Fladrich VP Commercial Excellence HP

101 Global Commercial Jose Flament Regional Finance Director Latin America HP

102 Global Commercial Karl Friberg VP Strategy & Marketing South Africa HP

103 Global Commercial Federico Fuchs Speciality Care Business Unit Director Spain HP

104 Global Commercial David Goren MCP Israel HP

105 Global Commercial James Greenhalgh VP Cardiovascular/Gastrointestinal HP

106 Global Commercial Camilla Hartvig VP Global Brands HP

107 Global Commercial Bernard Hamelin Medical Director Europe HP

108 Global Commercial Ludovic Helfgott VP Speciality Care Italy HP

109 Global Commercial Johan Hoegstedt MCP Chile HP

110 Global Commercial Paul Hudson MCP Spain HP

111 Global Commercial Marianne Jackson VP Pain/Commercial Leader Vimovo HP

112 Global Commercial Francois Regis Jan Sales Force Effectiveness Manager Mexico HP

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113 Global Commercial Mark Jones MCP UK HP

114 Global Commercial Kiyoshi Kaneko VP Primary Care Japan HP

115 Global Commercial Tom Keith-Roach Area VP Central Europe, Balkans, Baltics & CIS HP

116 Global Commercial Wonbae Lee MCP Indonesia HP

117 Global Commercial Evan Lippman Executive Director Primary Care Cornerstone North America HP

118 Global Commercial Mark Mallon Chief Operating Officer Japan HP

119 Global Commercial Andre Musto Director Sales & Marketing Specialty Care Australia HP

120 Global Commercial Lisa Nanfra National Sales Director North America HP

121 Global Commercial Gianfranco Nazzi VP Primary Care Italy HP

122 Global Commercial Mike Nugent MCP Central America & Carribean HP

123 Global Commercial Tero Oinonen VP Marketing Nordics HP

124 Global Commercial Martin Olovsson MCP Nordics HP

125 Global Commercial Sang-jin Pak MCP Korea HP

126 Global Commercial Nenad Pavletic MCP Russia HP

127 Global Commercial Rubens Pedrosa MCP Brazil HP

128 Global Commercial Linda Peralta Regional Compliance Director Central & Eastern Europe, Middle East & Africa HP

129 Global Commercial Michael Pritchard VP Infection HP

130 Global Commercial Tarek Rabah MCP Gulf States HP

131 Global Commercial Eduardo Recoder MCP Portugal HP

132 Global Commercial Pinder Sahota Primary Care Director UK HP

133 Global Commercial Renaud Savary VP Branded Generics HP

134 Global Commercial Christian Schneider Specialty Care Business Unit Director Brazil HP

135 Global Commercial Hans Sijbesma MCP Netherlands HP

136 Global Commercial Joris Silon MCP Belgium & Luxembourg HP

137 Global Commercial David Snow VP Cornerstone North America HP

138 Global Commercial Sandy Sommer Executive Director Commercial Operations North America HP

139 Global Commercial Tarja Stenvall Specialist Care Director UK HP

140 Global Commercial Jonathan Sweeting Marketing Director PC Russia HP

141 Global Commercial Jose Antonio Vieira MCP Australia HP

142 Global Commercial Jonathan Walker Commercial Leader Brilinta HP

143 Global Commercial Joe Watson VP Finance & Information Systems Japan HP

144 Global Commercial Jenny Winter MCP Hungary HP

145 Global Commercial Rod Wooten National Sales Director North America HP

146 Global Commercial Henning Wrogemann MCP Germany HP

147 Global Commercial Xudong Yin MCP China HP

148 Global Commercial Henrik Asmussen Country Manager Denmark ET

149 Global Commercial Thomaz Bonato Chief Financial Officer Brazil ET

150 Global Commercial Philippe Buee Marketing Director France ET

151 Global Commercial Liz Chatwin VP Payer Excellence ET

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152 Global Commercial Alastair Currey Head of Portfolio Strategy & Forecasting ET

153 Global Commercial Jane Gaddum VP Respiratory & Infection and New Opportunities ET

154 Global Commercial Mike Gibbs VP Neuroscience ET

155 Global Commercial Dirk Greshake VP Speciality Care Germany ET

156 Global Commercial Kevin Hamill Regional Sales Director North America ET

157 Global Commercial Christian Macher VP Oncology/Commercial Leader Iressa ET

158 Global Commercial Jose Eduardo Neves Medical Director Brazil ET

159 Global Commercial Jesus Ponce Sales & Marketing Director Primary Care Portugal ET

160 Global Commercial Bob Rush Finance Brand Leader North America ET

161 Global Commercial Nikos Tripodis Marketing Director Gastrointestinal,/Respiratory Infection Therapeutic Area/Cardiovascular Greece

ET

162 Global Commercial Sarah Walters Brand Director North America ET

163 Global Commercial Stefan Woxstrom MCP Ukraine & CIS ET

164 Operations Marc Jones VP Supply Asia Pacific CSL

165 Operations Jon Kirby Chief Information Officer CSL

166 Operations Ken Murtha VP Supply Chain & Lean CSL

167 Operations Per Alfredsson President & General Manager iPR Pharma, Puerto Rico HP

168 Operations Peter Andersson Head of Essentials FM HP

169 Operations Stuart Anderson Regional Director Supply Chain & Business Development HP

170 Operations Hervé Berdou Site General Manager Westborough HP

171 Operations Tony Broughton Global Supply Director HP

172 Operations Sheena Behn Wuxi Site Director HP

173 Operations Mike Crawford VP Integrated Supply Chain Management, US HP

174 Operations Andy Evans Head of Global Planning HP

175 Operations Eva Idén Head of UK Operations HP

176 Operations Paivi Jarvela Head of Quality Assurance Swedish Operations HP

177 Operations Karen Mansell Set Head of Procurement R&D HP

178 Operations Margareta Ozolins Head of Formulation & Packing Supply HP

179 Operations Nicklas Westerholm Head of Active Pharmaceutical Ingredients HP

180 Operations Sarah Ainsworth Global Project Leader ET

181 Operations Fredrik Asell Process Execution Team Leader ET

182 Operations Paul Birch Global Category Leader ET

183 Operations David Brandt Supply Chain Director AZKK ET

184 Operations Sam Covell Head of IS Procurement ET

185 Operations Eduardo de la Calle Regional Distribution Manager, Latin America ET

186 Operations Emma Frändberg Director Microbiology ET

187 Operations Tanya Harris Executive Director Site General Manager Newark ET

188 Operations Chris Maddock Global Supply Manager ET

189 Operations Steve O’Rourke Director Essentials ET

190 Operations Pontus Rundstrom Process Execution Team Leader ET

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191 Operations Derek Seaborn Global Supply Manager ET

192 Operations Jackie Taylor SET Head of Procurement Engineering/FM ET

193 Operations Shaun Walsh VP Business Services ET

194 Operations Katy Welin-Berger Process Execution Team Leader, Active Pharmaceutical Ingredients ET

195 Operations Jonathan Yuan Manufacturing Director ET

196 Finance Jim Brady VP Group Internal Audit CSL

197 Finance Jonathan Hunt Global Head Investor Relations CSL

198 Finance Jan-Olof Jacke VP & Chief Financial Officer, Research & Development CSL

199 Finance Paul Kenyon Senior VP Group Finance CSL

200 Finance Ashley Readshaw VP Finance Operations CSL

201 Finance Cindy Bertrando Senior Director Group Internal Audit North America HP

202 Finance Blaise Coleman Finance Brand Leader HP

203 Finance Nathalie de Wachter Regional Finance Director HP

204 Finance Karl Hard Investor Relations Director HP

205 Finance Gary Rourke Group Controller HP

206 Finance Judith Wright Head of Finance Innovative Medicines HP

207 Finance Niklas Axelsson Chief Financial Officer Vietnam ET

208 Finance Erik Bogentoft Head of Operations Sweden Finance ET

209 Finance Rashida Brown Finance Director Newark ET

210 Finance Sean Christie Group Treasurer ET

211 Finance Alistair Collins Director Group Tax ET

212 Finance Chris Degnan Global Product Team Finance Director ET

213 Finance Neil Eardley Head of Finance Sweden Operations ET

214 Finance Nick Ghosh Decision Support Director ET

215 Finance Miranda Hall Senior European Financial Accountant ET

216 Finance Marcus Kaeller Chief Financial Officer Switzerland ET

217 Finance Rob Keel Head of European Supply Chain ET

218 Finance James Kulda Global Process Owner Order to Cash ET

219 Finance Cara Lehane Global Product Team Finance Director ET

220 Finance James Mead Portfolio Finance Director ET

221 Finance Neil Taylor Performance Manager Executive Support ET

222 Finance Emily Williams Global Product Team Finance Director ET

223 IS Mohit Grover Global Commercial IS Regional Engagement Director Asia Pacific HP

224 IS Steve Limbaugh Global Service Management Transformation Director HP

225 IS Nick Passey R&D Enabling Functions/Clinical Pharmacology Drug Metabolism & Pharmacokinetics Business Engagement Director

HP

226 Legal Katarina Ageborg VP Intellectual Property CSL

227 Legal Jeff Fleming Assistant General Counsel R&D HP

228 Legal Justin Hoskins Deputy Company Secretary HP

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229 Legal Katie Jackson-Turner VP Global Compensation HP

230 Legal Ben McDonald Senior Patent Director Cardiovascular and Gastrointestinal HP

231 Legal Greg Mueller Regional Legal Director Asia Pacific HP

232 Legal Terri Bowman Assistant General Counsel ET

233 Legal Karen Cochran Senior Patent Director ET

234 Legal Lucy Padget enior Patent Director Oncology & Infection ET

235 Legal Robert Sherville-Payne Assistant General Counsel ET

236 SPBD Russell Gantt VP Commercial Operations CSL

237 SPBD Shaun Grady VP Business Development Licensing CSL

238 SPBD Joanne Kelley VP SPBD Respiratory & Infection & New Opportunities CSL

239 SPBD Magnus Bjorsne Business Development Director Cardiovascular/Gastrointestinal HP

240 SPBD Jeanette Evans Business Development Director HP

241 SPBD Mahmood Ladha Executive Director Business Development HP

242 SPBD Augustine Yee Director Corporate Business Development ET

243 Compliance Marie Martino US Compliance Officer CSL

244 Corporate Affairs Neil McCrae VP Global Corporate Communications HP

245 Corporate Affairs Judith Everett Head of Corporate Affairs Strategy Brand and Corporate Responsibility ET

246 Corporate Affairs Louise Fairburn VP Customer Excellence ET

247 Corporate Affairs Michele Pelkowski Global Communications Excellence Director ET

248 Corporate Affairs Leslie Pott Senior Director Commercial Communications ET

249 Corporate Affairs Chris Sampson Senior Manager Regional Commercial Communications ET

250 Human Resources

251 Human Resources

252 Human Resources

253 Human Resources

254 Human Resources

255 Human Resources

256 Human Resources

257 Human Resources

258 Human Resources

259 Human Resources

260 Human Resources

261 Human Resources

262 Human Resources

263 Human Resources

264 Human Resources

265 Human Resources

266 Human Resources

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267 Human Resources

268 Cross Functional Graham Baker CFO US CSL

269 Cross Functional David Nicoli VP Corporate Affairs CSL

270 Cross Functional

271 Cross Functional Hakan Wennbo VP Project Management CSL

272 Cross Functional Emily Denney Senior Director Brand Corporate Affairs HP

273 Cross Functional George Guido Executive Director Alliance Development and Stakeholder Relations HP



276 Cross Functional Luigi La Corte Regional Finance Director Asia Pacific HP



279 Cross Functional Matt Pammer Executive Director Client Engagement HP



282 Cross Functional Nick Wright Director Supplier/Portfolio/Process/Information/Assurance

HP

283 Cross Functional Bill Charnetski Vice President Integrated Health Solutions and General Counsel ET

284 Cross Functional Michelle Dennison Senior Counsel ET

285 Cross Functional Christina Duran Director of Finance (Global Commercial) ET

286 Cross Functional Kevin Durning Senior Director Managed Markets Finance ET

287 Cross Functional Carlos Garrido Regional Business Development Director Latin America ET

288 Cross Functional Neeraj Gupta Finance Brand Manager ET


290 Cross Functional Catherine Kozen Director Global Marketing and Sales Operations Finance ET

291 Cross Functional Neil MacGregor Chief Financial Officer South Africa ET

292 Cross Functional Jean-Thomas Michallat Chief Financial Officer Mexico ET


294 Cross Functional Colleen Proctor Director Financial Planning and Reporting ET

295 Cross Functional Beatrice Ronfle-Nadaud Finance Director UK ET


297 Cross Functional Daniel Warnholtz Chief Financial Officer Nordics ET


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Global Talent Pool Analysis 2010

Management Summary

The following report provides statistics around the individuals nominated to the Global

Talent Pool during the 2010 talent review cycle. The report also includes the trends over the

last six years.

Due to organisational changes which took place in 2010, there are several functional areas

which have either been consolidated or re-named. For the purpose of this report, Global

Commercial incorporates areas formerly categorized as ISMO, North America and Global

Marketing. Former Discovery has now been changed to Innovative Medicines (iMed) and

Development to Global Medicines Development (GMD). Please also note only one person

has been nominated to the Global Talent Pool from Compliance. This person is not included

where individual SET Area data is reported.

Size and Shape

At 298, there has been a decrease of 13 (4%) in the size of the Global Talent Pool (GTP)

this year from 311 in 2009. 229 (74%) of the 2009 GTP was listed again in 2010. The

decrease has been predominately from the following SET areas:

Global Commercial 89 (94 in 2009)

Information Services 3 (9 in 2009)

Cross Functional 33 (45 in 2009)

The following SET areas, however, have increased their numbers:

Operations 32 (24 in 2009)

Finance 27 (18 in 2009)

For 2010 there are 60 newly identified talent (i.e. never listed in the Global Talent Pool

before). This is a reduction in new talent compared to 2009 (73 new additions) and aligns

to the decrease in overall talent pool size.

Of the 60 new individuals in the 2010 GTP, 30 are Emerging Talent, 21 are High Potentials

and only 9 are CSLs. This means that we are doing a better job of identifying new talent

lower down in the organisation and earlier in their careers.

Of the 30 new Emerging Talent, 18 (60%) are female and 12 (40%) are male.

Of the 30 new Emerging Talent, 10 (33%) are from the US, 9 (30%) are from the UK, 4

(13%) are from Brazil, 2 (7%) are from Sweden and one each is from France, Spain,

China, Mexico and New Zealand.

In terms of SET Areas, the majority contributors to new talent in 2010 are Global

Commercial (18), Operations (10) and Cross Functional (10.)

Majority contributors to the Global Talent Pool:

Global Commercial 89 (30%), Cross Functional 33 (11%), GMD 41 (14%), and

Operations 32 (11%)

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Majority contributors to the “Top 50” (those with potential for EVP role, or SET Business

Critical role) are:

Global Commercial 27 (52%), followed by R&D 8 (16%)

The percentage of individuals in the category Current Senior Leader (CSL) has decreased

in 2010 to 21% (24% in 2009). This is the lowest percentage of CSLs we have seen since

2004 when the talent management process began at 25%.

The number of High Potentials (HP) has decreased by 2% to 40% this year.

Emerging Talent (ET), however, has again increased for the second time since 2004

(41%). As a percentage of the overall Global Talent Pool, Emerging talent has increased

from 34% in 2009 to 38% in 2010. The majority contributors to the Emerging Talent

category are:

iMed 22 (23 in 2009)

Operations 16 (8 in 2009)

Finance 16 (6 in 2009)

Cross Functional 16 (14 in 2009)

There has also been an increase in the size of the Functional Talent Pools, from 858 in

2009 to 889 in 2010.

Regrettable Losses

The attrition rate of the Global Talent Pool in 2010 was 4%, (3% in 2009). Of the 11 losses

during 2010, most individuals stated that they were not actively looking for opportunities

outside AstraZeneca, but were offered more challenging career opportunities they thought

could not be realized at AstraZeneca.

Over the past seven years, the majority of losses (55%) have come from the High Potential

category. This could indicate that HPs feel that there are fewer opportunities for

progression in AZ and are more likely to consider a career move outside of the

organisation.

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Diversity

The average age of the talent pool is 44.

The average age of Emerging Talent is 41. Ideally, for a robust talent pipeline, we

would have visibility of younger talent with the potential to make it to a top 200 role one

day. This would give us the time to ensure the individual is exposed to diverse

experiences to prepare them for senior leadership.

There has been a lack of progress in the gender diversity of the Talent Pool over the last

seven years. The 2010 Talent Pool is 67% male (68% for 2009), compared to 64% in

2004). In the “Top 50,” the male bias increased to 69% (from 67% in 2009).

Gender diversity of the talent pools can be compared to the composition of the general

employee population of male (50%) and female (50%) worldwide.

The male dominance in the HP and CSL categories is high at 72% (73% in 2009) and

69% (64% in 2009) respectively.

The gender diversity of our Emerging Talent category also continues to be of concern

from a pipeline perspective, moving from 47% female in 2004 to only 38% in 2010

(34% in 2009). While the overall number of ET in the Global Talent Pool has increased

this year, it is worrying that the gender diversity has only slightly improved.

In 2010, we see a 4% increase in those talent pool members whose country of origin is

outside of the US, UK and Sweden. North America representation is at 25%, down from

27% in 2009, UK has decreased to 34% (39% in 2009.) and Sweden has shown an

increase to 16% from 14% in 2009. Within the “Top 50”, 78% still originate from the US,

UK and Sweden, the same percentage as 2009. Within the “Top 50”, 37% are of UK

origin, a decrease of 6% from 2009. North America has increased 4% from 25% in 2009 to

29% in 2010. Latin America is down by 1% compared to 2009 and Asia Pacific remains

unchanged at 2%.

International Experience

The number of individuals in the Global Talent Pool who have had international experience

is 65% (62% in 2009). There is a higher percentage of people in the “Top 50” list at 73%

(78% in 2009) and HP category 76% (65% in 2009) who have had an international

experience compared to ET and CSL 58% (57% and 64% in 2009). This could indicate

that international experiences are becoming increasingly important to developing the best

leaders; we need to consider opportunities to provide talent with this experience earlier in

their careers.

69% of all Males in the Global Talent Pool have had international experience compared to

57% of all Females.

In terms of Global Mobility for the future, 55% (53% in 2009) of the Global Talent Pool

stated they would consider an international assignment. 63% of High Potentials, 52% of

Emerging Talent and 47% of Current Senior Leaders state that they are globally mobile. A

lower percentage of the “Top 50” (48%) state that they are globally mobile compared to

78% in 2009.

59% of all Males in the Global Talent Pool are globally mobile compared to 47% of

Females.

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Movement of Talent

Over the past year, the percentage of Global Talent changing roles has increased to 34%

(from 30% in 2009).

53% of the Global Talent role changes in 2010 were cross functional or cross SET and

47% were Global Talent role changes within the same Function. As a percentage of all

talent moves (from both the Global Talent Pool and Functional Talent Pools combined),

37% were cross Functional or cross SET moves.

Most significant amount of movement occurred in the High Potential category (35%)

followed by CSL (32%) and Emerging Talent (32%). In order to develop talent earlier in

career we would like to see an increase in movement in Emerging Talents.

The highest number of significant promotions (22%) was in the High Potential Talent

category.

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Overall numbers

Talent Pool Populations

Overall, the total number of

individuals in the GTP has

decreased by 13 (4%). However,

in real terms, we actually saw 82

(26%) candidates removed from

the 2009 global talent pool and 69

added (23%) In 2009 the total

number of individuals in the GTP

increased by 51 (20%) compared

to the prior year.

Of the 69 additions, 60 are newly

identified talent (i.e. have never

listed in earlier Global Talent

Pools). This is a decrease from

2009 which had 73 new

individuals identified.

Total Number of Talent in Different Categories

(See appendix A for confirmation of talent pool categories)

Category 2010 (%)

Current Senior Leader 64 (21%)

High Potential 120 (40%)

Emerging Talent 114 (38%)

In 2004, we saw a healthy

‘pyramid’ of numbers, whereby

the higher numbers of talent fell

into the Emerging Talent category.

However, from 2005–2008 the

trend was a decrease overall in

the numbers of ET as a

percentage of the overall talent

pool.

In 2010, we are starting to close

this gap. Although High Potentials

are 40% of the Global Talent Pool,

Emerging Talent has increased to

38%. The ET segment of the talent

pool is for individuals who have

the potential for a ‘Top 200’ role in

AZ, but are 5 or more years away,

in terms of readiness, regardless

of their current level. It is important

we have visibility of our ET in

order to build a robust pipeline for

the future.

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Numbers by SET area

Cross Functional Category

For 2010 11% of GTP has been

nominated by multiple SET areas. This

decrease (14% in 2009) represents a

reversal of the trend of increases we’ve

seen over the previous seven years.

For the purposes of reporting (and to

avoid double counting) we have put

these individuals into a ‘Cross

Functional’ category rather than try to

assign ownership to one particular SET

area.

This will affect a SET area’s ‘total’

number, as it will now appear less

because some individuals have moved

to ‘cross functional’.

Currently the 33 individuals who make

up the Cross Functional category are

categorised as:

CSL: 5

HP: 11

ET: 17

SET Areas who nominated

No of individuals

GC & Finance 12

GC & CA 4

GC & Legal 1

GC & HR 11

GC & IS 1

GC & Ops 1

iMed & GMD 1

iMed & IS 1

SPBD & Finance 1

Total 33

Figures below show X-F category re-allocated to

enabling functions

SET Areas who nominated

No of individuals

iMed 32 (+1)

GMD 41

Operations 33 (+1)

Global Commercial 89

Finance 40 (+13)

IS 5 (+2)

HR 29 (+11)

Corporate Affairs 10 (+4)

Legal 11 (+1)

SPBD 7

Compliance 1

Total 298

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Total numbers nominated to the Global Talent Pool by SET area

The makeup of the Global Talent Pool has remained largely static in 2010. Operations and

Finance have increased their contributions most significantly to 11% (8% for 2009) and 9%

(6% for 2009) respectively. The Cross Functional area saw the largest decline, decreasing

its contribution by 3% to 11% in 2010

The majority contributors to the 2010 Global Talent Pool are:

Global Commercial 89 (30%) and GMD 41 (14%)

The majority contributors to the “Top 50” (those with potential for EVP role, or SET Business

Critical role) are:

Global Commercial 27 (52%), HR 5 (10%), GMD 4 (8%), iMed 4 (8%) and Finance 4 (8%)

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Age

Summary

2010 2009 2008 2007 2006 2005 2004

Youngest member of the talent pool 28 27 28 26 29 28 30

Oldest member of the talent pool 58 57 57 57 57 56 55

Average age of the talent pool 44 43 43 43 43 43 44

Average age of CSLs 49 47 47 47 46 47 47

Average age of HPs 43 42 42 42 44 43 41

Average age of ETs 41 40 38 39 40 39 39

Average age of “Top 50” 47 46 47 46

Across all measures, the average age of talent has increased slightly in 2010. Ideally, for a

robust talent pipeline, we would have visibility of younger talent with the potential to make it

to a top 200 role one day. This would give us the time to ensure the individual is exposed to

diverse experiences to prepare them for senior leadership. This is worrying because

although the percentage of emerging talent has increased this is not being reflected in

average age.

Average Age by SET Area

Over the last six years, iMed and GMD have had a higher average age of talent compared

to the overall Global Talent pool average. This year GMD and SPBD have retained the

highest average age at 48, while iMed follows at 45.

Finance has the lowest average at 39 with Operations and IS following at 40 and HR and

Legal at 41.

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Diversity

Gender Overall

Gender diversity remains strongly male bias at 67% of the Global Talent Pool, similar to

2009 at 68%. The 2010 Global Talent Pool includes 199 males and 97 females.

“Top 50” Comparison

The gender diversity in the “Top 50” also remains static with a male bias at 69% compared

to 67% in 2009.

Gender by Category

The percentage of females in the CSL category has slightly reduced this year at 31% (from

36% in 2009). In contrast, the percentage of females in the ET category has increased over

the past year to 38% (2009: 34%), while the HP category has remained the same at 28%.

Overall there has been a positive trend for the CSL category since 2004 when females in

the CSL category were 16%. However both the HP and ET categories have seen a negative

trend starting at 38% HP and 47% ET female.

By comparison to the general employee population of male: female

UK 51:49, NA 46:54, Sweden 42:58, Worldwide 50:50

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Gender by SET area

In terms of comparing 2010 to 2009, some SET areas have shown a decrease in females

within the Global Talent Pool. In particular, IS has 0% females (down 33%). Also decreasing

are SPBD (down 15%), Corporate Affairs (down 11%) and Global Commercial (down 4%).

For Corporate Affairs, in contrast to most other SET areas, this is a positive shift from 2009

when their challenge was to improve the percentage of males to give them a more

balanced pipeline.

Finance (up 15%), Operations (up 13%), Legal (up 12%) and Cross Functional (up 9%)

have all seen an increase in the percentage of females in the Global Talent Pool compared

to their 2009 percentages.

Lowest Percentage of Females by SET Area

Highest Percentage of Females by SET Area

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2010 Females by SET Area Compared to 7 Year Average

Overall, Global Commercial, IS and SPBD all reported a lower percentage of females in

2010 when compared to their seven year average. All other SET Areas show a slight

improvement in 2010 when compared to the average.

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Country of Origin – Overall Numbers

In 2010 we see that, as a percentage of the overall talent pool, the numbers of individuals

originating from Asia Pacific, Europe and Latin America have each increased incrementally,

leading to an overall 4% increase in individuals originating outside the US, UK and Sweden.

There is an increase in individuals from Sweden and a decrease in individuals from the UK

and North America.

Countries Represented

Europe

Austria, Belgium,

Denmark, France,

Germany, Italy,

Lebanon,

Netherlands, Spain,

Switzerland

Asia Pacific

Australia, China,

India, Japan, New

Zealand

Latin America

Argentina, Brazil,

Cuba, Mexico

CEEMEA

Serbia, Slovakia,

South Africa

In relative terms, 34% of (GTP) and 37% of (“Top 50”) originate from the UK compared with

only 14% of the overall workforce being based in the UK.

The corresponding deficit in representation is most strongly seen in Asia Pacific, with Asia

Pacific making up 19% of the total AZ employee population but only 6% of the GTP

population.

As we build our organisation for the future, we would expect to see increasing levels of

diversity in talent pools and more senior positions.

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Global Talent Pool Numbers as a Percentage of Total Employee Population

If the actual numbers are considered as a percentage of the approximate total number of

employees in that country or region we find:

Country of Origin 2010 2009 2008 2007 2006 2005

UK 1.3% 1.4% 1% 1% 1% 1.2% North America 0.7% 0.7% 0.5% 0.8% 0.7% 0.6% Sweden 0.6% 0.5% 0.2% 0.5% 0.5% 0.5% Europe 0.7% 0.5% 0.3% 0.6% 0.5% 0.4% Asia Pacific 0.2% 0.1% 0.1% 0.2% 0.5% 0.4% Latin America 0.6% 0.7% 0.3% 0.2% 0.3% 0.2% CEEMEA 0.1% - - - - -

Country of Origin by Category

As a % of the total number of CSL’s, HP’s and ET’s nominated to the GTP.

This correlates with the UK/North America dominance in our executive population generally.

In countries outside of UK, North America and Sweden, there is a predominance in the High

Potential category. Ideally, we should begin to see more diversity in Emerging Talent to

ensure we are changing the shape of our pipeline for the future.

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International Experience

The data we capture is in relation to whether an individual has lived and worked in another

country.

The % of those with international experience in the 2010 Global Talent Pool has increased

slightly to 65% in 2010(62% in 2009). 69% of all Males in the Global Talent Pool have had

international experience compared to 57% of all Females. The “Top 50” figure shows a

decrease from 78% with international experience in 2009 to 73% in 2010.

International experience by SET area by year SET Area

2010 2009 2008 2007 2006 2005

iMed 63% 67% 79% 65% 65% 74%

GMD 51% 55% 63% 44% 30% 55%

Operations 66% 71% 59% 48% 37% 41%

Global Commercial 76% 67% 68% 58% 65% 50%

Finance 44% 44% 50% 70% 40% 48%

Information Services 100% 56% 53% 56% 32% 23%

Human Resources 67% 59% 68% 57% 67% 60%

Corporate Affairs 67% 78% 60% 33% - -

Legal 70% 50% 33% 50% - -

SPBD 43% 56% 50% 64% 100% -

Cross Functional 65% 60% 52% 59% 63% 59%

Overall 65% 62% 62% 54% 50% 53%

Overall, Global Commercial has the highest percentage with International experience in

2010 at 76%, followed by Legal (70%).

Compared to 2009, however, SPBD (down 13%), Corporate Affairs (down 11%), Operations

(down 5%), iMed (down 4%) and GMD (down 4%), have all recorded decreases in

international experience. This could possibly be the impact of new members of the global

talent pool and an increase in Emerging Talent, who have not yet had an opportunity for

International Experience.

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When looking at the six year trend, Global Commercial (up 26% from 2005) and Operations

(up 25% from 2005) have had the greatest increase from 2005 in percentage of Global

Talent Pool who have International Experience. Overall, this is a positive trend, reinforcing

both the value we place on International Experience and the breadth of development

experienced by individuals within the talent pool.

*IS also has a high percentage of those with International Experience, however IS only

represents less than 1% of the GTP.

By SET Area and Category

HPs 76% (65% in 2009) have the most International Experience, followed by ETs (57% in

2009) and CSLs (64% in 2009) both with 58%. The following table gives a view of the

breakdown by both SET area and Category.

International experience by SET area by Category SET Area

ET HP CSL Overall

iMed 55% 100% 86% 65%

GMD 36% 100% 52% 51%

Operations 56% 85% 33% 66%

Global Commercial 60% 86% 45% 76%

Finance 69% 17% 0% 44%

Information Services 0% 100% 0% 100%

Human Resources 40% 63% 100% 67%

Corporate Affairs 60% 100% 0% 67%

Legal 100% 40% 0% 70%

SPBD 100% 0% 67% 43%

Cross Functional 63% 67% 80% 67%

Compliance 0% 0% 100% 100%

Overall 58% 76% 58% 65%

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Global Mobility

The data we capture on Global Mobility is in relation to whether an individual is prepared to

live and work in another country.

The percentage of the Global Talent Pool stating they are Globally Mobile or possibly

Globally Mobile has increased slightly in 2010 to 55% (53% in 2009) and 33% (29% in

2009) respectively. The percentage of “Top 50” stating they were globally mobile has

decreased from 62% to 48% in 2010.

59% of all Males in the Global Talent Pool are globally mobile compared to 47% of Females.

32% of Males and 36% of Females would possibly consider a move and 6% of Males and

16% of Females would definitely not consider an international move. This could indicate that

there are different factors for consideration in taking an international move for Males and

Females and we must take this into consideration when planning for individual

development.

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By Category

For 2010, 63% of High Potentials are Globally Mobile (53% in 2009), followed by 52% of

Emerging Talent (53% in 2009) and 47% are CSLs (53% in 2009).

Although High Potentials have the highest percentage who would consider a move (63%),

the percentage of CSLs (41%) and Emerging Talents (32%) who would possibly consider a

move has increased by 13% and 8% respectively. This indicates a potential opening to

influence talent when the right opportunities become available.

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By SET Area

Global Mobility as a percentage of the total GTP candidates within a SET area and

Category.

SPBD, Legal, Global Commercial, Operations and iMed reported the highest number of

individuals who would consider an international move. IS also reported a high number,

however IS only represents less than 1% of the GTP.

Human Resources has the lowest number of individuals (39%) stating they would consider

an international move and 28% stating that they would NOT consider an international move,

which is the highest from all SET areas.

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International Assignments

As of January 2011, the majority of International Assignees are not members of the 2010

Global Talent Pool or Functional Talent Pool. This could be due to changes in talent pool

from beginning of assignment.

20% (27% in 2010) are members of the 2010 Global Talent Pool and 23% (24% in 2010) are

members of the 2010 Functional Talent Pool. 29% of International Assignees in Talent Pools

are female. This varies considerably when looking at the Global Talent Pool and Functional

Talent Pools separately: 22% of International Assignees in the Global Talent Pool are

female, and 38% of International Assignees in the Functional Talent Pool female.

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Movement of Talent between the period of Q1 2010 and Q4 2010

At the end of 2009 the global talent pool contained 311 individuals. During 2010 we tracked

these 311 and found that 107 changed roles. Of those role changes, 53 were a ‘significant’

promotion. Of the “Top 50”, 21 individuals (35 %) changed roles of which 10 were a

‘significant’ promotion.

57 changed role within the same function (9 “Top 50”)

50 changed role by moving cross function or cross SET areas (12 “Top 50”)

5 enhanced role (2 “Top 50”)

4 project roles (1 “Top 50”)

11 left the company (2 “Top 50”)

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Summary

The data from the past six years indicates that there may be “peaks” in the movement of

talent approximately every 2–3 years. These peaks may mirror organisational changes and

restructures, which create bursts of activity in talent progression and movement. In 2009,

we experienced a slow down and now we are seeing activity increase in 2010.

Over the past year, the percentage of Global Talent changing roles has increased, from a

high of 30% in 2009, to 34% in 2010.

The majority of overall moves (53%) were within function. Overall, 47% of moves were X-

SET/Function.

36% of HPs and 35% of CSLs changed role in 2010, followed by 32% of ETs.

11% of CSLs (12% 2009) received a significant promotion in 2010, compared to 22%

(14% 2009) and 15% (17% 2009) for HPs and ETs respectively.

Breakdown of Moves by Category

In 2010, the majority of x-SET/Function moves were HPs (46%), followed by CSLs (28%)

and ETs (26%). These figures likely reflect reorganization activity at the senior levels of

several functions during 2010. Ideally, we would see an increase in the number of ETs

experiencing x-SET/Function moves in order to support talent development and build

breadth in one’s experiences earlier in their career.

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Combined GTP and FTP Moves

In addition to the 107 role changes for GTP members during 2010, 157 FTP members also

changed roles. Considering both populations together, there were 264 total moves and 99

or 37% of all combined moves were X-SET/Function moves.

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AOP Summary

The Leadership Capability and Potential ratings are taken from the 2010 Global Talent Pool

Assessment of Potential (AOP) forms.

Transition in the organization has resulted in over 40% of Global Talent pool members

lacking updated AOPs at year end 2010. The majority of this population is from R&D and

Global Commercial. The summaries below reflect available data.

A review of the Leadership Capability ratings of the 2010 Global Talent Pool shows the

following key themes:

Global Talent pool members’ ratings are similar across all six Leadership Capabilities.

58% of the Global Talent pool was rated ‘At or Above target’ for the Passion for Customers

indicating a possible capability strength.

5 % of the Global Talent pool was rated ‘Below target’ for the Develops People &

Organisation Leadership Capability, the highest capability gap. However, this is a 7%

improvement from 2008 and 2009.

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A review of the Potential ratings of the 2010 Global Talent Pool shows the following key

themes:

Drive is the potential indicator that is seen as the greatest strength at 31% rated High.

Influence is seen as the potential indicator with the greatest gap at only 15% rated High

and 5% rated Low.

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Actual Numbers in GTP Between 2009 and 2010

SET Area

20

05

20

06

20

07

20

08

20

09

20

10

∆ Comments (2010)

6 individuals were removed from GTP 2009 (2 resigned from AZ)

0 individuals moved OUT to a different SET Area GTP

0 individuals moved IN from a different SET Area GTP iMed 38 37 40 14 33 31 -2

4 candidates are new to the GTP in 2010



1 individuals moved IN from a different SET Area GTP GMD 73 74 88 27 40 41 1




2 individuals moved IN from a different SET Area GTP Operations 27 19 21 17 24 32 8




4 individuals moved IN from a different SET Area GTP

Global

Commercial 113 101 137 91 94 89 -5




5 individuals moved IN from a different SET Area GTP Finance 27 25 10 22 18 27 9





Information

Services 13 19 9 15 9 3 -6





Human

Resources 10 18 21 22 22 18 -4





Corporate

Affairs - - 3 5 9 6 -3




1 individuals moved IN from a different SET Area GTP Legal - - 8 6 8 10 2




0 individuals moved IN from a different SET Area GTP SPBD 0 1 11 11 9 7 -2




1 individuals moved IN from a different SET Area GTP Compliance - - - - - - 1





Cross

Functional 32 30 41 29 45 33 -12


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Resignations from the 2009 Global Talent Pool

The attrition rate of the Global Talent Pool, at 4%, is significantly lower than the general

employee workforce attrition rate of 12%. (Note: the general workforce attrition rate includes

AstraZeneca employees on hr.1 only.) However, this is slightly higher than 2009 at 3%.

Of the 11 losses during 2010, most individuals stated that they were not actively looking for

opportunities outside AstraZeneca, but were offered more challenging career opportunities

they thought could not be realized at AstraZeneca. A few individuals were incumbents in

roles directly impacted by reorganization.

Resignations by SET Area

SET Area Number of resignations

iMed 2

GCO 2

Finance 1

IS 1

HR 2

Cross Functional:

NA/Operations

NA/Finance

iMed/Operations

3

Resignations by SET Area and Gender

SET Area Male Female

iMed 2 -

GCO 1 1

Finance 1 -

IS - 1

HR - 2

Cross Functional:

NA/Operations

NA/Finance

iMed/Operations

3

(1 from each area) -

Total 7 4

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It is interesting to note that while North America based talent made up only 31% of the 2009

Global Talent pool, 55% of the GTP losses were individuals based in North America.

Conversely, all other geographies saw talent resign at rates slightly below their

representation in the GTP. This could indicate that AstraZeneca faces more competition for

talent in North America than in other geographies or that North American talent is more

open to considering external career moves.

Resignations from the 2004-2009 Global Talent Pools

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The number of losses from the 2009 Global Talent Pool during 2010 (11) shows an increase

from 2009 when we reported 8 losses from the 2008 pool. This is the highest rate of attrition

since 2007. While not a significant increase, it is important that we continue to stay close to

our talent to know what they are thinking, especially as the economy shifts. Over the past

five years, the majority of losses (55%) have come from the High Potential category. This

could indicate that HPs are more likely to consider a career move outside of AZ, as

opposed to CSLs who are already in more senior roles and ET, who are likely to be earlier in

their careers.

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Global Talent Progression Analysis of Members of the Global Talent Pool from 2004 to 2010

Of the 298 individuals nominated in the 2010 Global Talent Pool, 60 (20 %) were first

nominated in 2004.

Of the 73 new candidates identified in the 2009 GTP, 52 (71%) remain in the 2010 Global

Talent Pool. Of the 21 people who do not appear in the 2010 GTP the majority come from

Global Commercial (7).

60 new candidates were identified in 2010. This figure is a decrease compared to 2009

when 73 new candidates were identified.

Over the last three years the number of new talent has stabilized.

Between 2009 and 2010 the attrition rate was 26%.

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Focus on Emerging Talent

Of the 97 Emerging Talent identified in 2004

22 (23 %) are still in the Global Talent Pool

10 (10 %) have progressed to VP level equivalent roles

3 (3 %) are still categorised as Emerging Talent

75 (77 %) do not appear in the 2010 Talent Pool

The attrition rate of new Emerging Talent appears to be high from 2005-2008.

82 % of those identified in 2005 are no longer in the Global Talent Pool

75 % of those identified in 2006 are no longer in the Global Talent Pool

72% of those identified in 2007 are no longer in the Global Talent Pool



From 2005–2008 the attrition rate of Emerging Talent is higher than the overall Global Talent

Pool attrition rate. However 2009 Emerging Talent attrition rate is 2% lower than that for

Talent overall.

Higher Emerging Talent attrition rates could indicate that there could be a risk aversion to

identifying talent who are farther away from the ‘top 200’ roles. We would, however, expect

to see the most turnover in the Emerging Talent category as we test and validate the

potential of individuals.

Summary of “Top 50”

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The majority contributors to the “Top 50” (those with potential for EVP role, or SET Business

Critical role) are:

Global Commercial 27 (52%), HR 5 (10%), GMD 4 (8%), iMed 4 (8%) and Finance 4 (8%)

The “Top 50” is made up of 33 (63%) Current Senior Leaders and 19 (37%) High Potentials.

The “Top 50” is 69% male and 31% female. This represents a 2% decrease of female

representation from 33% in 2009.

2010

Youngest member of “Top 50” 36

Oldest member of “Top 50” 57

Average age of “Top 50” 47

The average age of the “Top 50” is 47. This is a one year increase from 2009 and is three

years higher than the overall GTP average age of 44.

76% of “Top 50” members originate from the US, UK and Sweden.

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Additional Countries of Origin represented in the “Top 50” are:

Australia

Brazil

Cuba

Denmark

France

Germany

Lebanon

Netherlands

Slovakia

Switzerland

Documents

2010 Global Talent Pool Analysis · 2010 Females by SET Area Compared to 7 Year Average.....21 Country of Origin – Overall Numbers