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) ...