Agenda

  • Meeting Objectives
  • Timing of Announcement of Job Status to All Employees
  • Timing Dependencies
  • Timing of Announcement of Tier 1 Organization Design and Staffing Decisions
  • Pre-Close Retention Incentives Acquirer
  • Severance for Acquirer Employees Post -Close
  • Post -Close Outplacement Services 
  • Transition Incentives
  • Post -Close Incentives Linked to Synergies
  • Organization Design ,Staffing, and Retention Interdependencies
  • Interview Process
  • Transition Agreements
  • Severance
  • Reductions in Force
  • Staffing Q&A
  • Staffing Deliverables

Meeting Objectives

Discuss how all retention, severance, outplacement, transition and synergy-linked incentives will support the goal of engaging and motivating people to perform and behave appropriately through the transition period

  • A. Retention incentives to retain crucial Acquiree employees long-term (currently in place)
  • B. Severance incentives for Acquiree employees who will lose their jobs as a result of the deal (announced)
  • C. Pre-close retention incentives for Acquirer employees at risk because their future employment is ambiguous
  • D. Severance incentives for Acquirer employees who will lose their jobs as a result of the deal (match Acquiree severance)
  • E. Post-Close outplacement services for any employee (Acquirer or Acquiree) whose job is terminated as a result of the deal
  • F. Transition incentives for select employees who are identified as critical to some time-specific or milestone-complete transitional initiatives/knowledge transfers, but not needed permanently
  • G. Post-Close incentives linked to synergy capture (and how these incentives factor into the overall business incentives for the combined business)

Agree on a date when we can provide answers to all employees in the combined organization on their employment status (i.e., Close plus 30, 60, 90 days)

  • Group One: People who have jobs with the combined organization
  • Group Two: People who do not have jobs with the combined organization
  • Group Three: People who are needed temporarily through a specified transition period, but not permanently

Work backwards from that date to determine when Tier 1 org. design and staffing decisions must be made to support that decision, respecting the fact that certain hurdles must be cleared (i.e., shareholder vote, regulatory approval, or Close)

Timing

Agree on a date when we can provide answers to all employees in the combined organization on their employment status (i.e., Close plus 30, 60, 90 days)

  • Group One: People who have jobs with the combined organization
  • Group Two: People who do not have jobs with the combined organization
  • Group Three: People who are needed temporarily through a specified transition period, but not permanently

Work backwards from that date to determine when Tier 1 org. design and staffing decisions must be made to support that decision, respecting the fact that certain hurdles must be cleared (i.e., shareholder  vote, regulatory approval, or Close) ...

Related Presentations