2017 Sustainability Report

Xylem People

Talent Development

Developing the skills and capabilities of our people is a key part of our strategic priority to build a world-class workforce. We offer a variety of ways to support our employees’ professional growth, and continuous training is a key part of this effort.

Talent development at Xylem is grounded in frameworks of integrated talent management and our Connect, Perform, Grow (CPG) approach. CPG creates a platform for our people to facilitate regular feedback throughout the year.

The purpose of these programs is to provide a platform for collaborative review and development of employee results against goals, objectives and outcomes, as well as employee behavior and competencies. We strive to ensure that these goals and objectives are aligned with Xylem’s strategic and operational objectives. It’s not a one-time exercise; ongoing development guides employees through every stage of their careers at Xylem.

Training for Every Phase of the Employee Life Cycle

Employee training is offered through a segmented approach to development focused in three areas: early-in-career, managers and supervisors, and leadership. Through this approach, we ensure that training for our employees never stops during their Xylem journey. In recent years, Xylem has placed a particular emphasis on implementing a number of early-in-career programs that target young professionals. We classify these programs into two groups: entry-level programs and fellowship programs.

2017 Training by The Numbers
79,000
hours Of in-person and
web-based training
182,000
hours Completed in Learning Management System
19%
Top management Internal promotion rate
347
Managers Completed Career Frameworks training
520
Employees Completed Leading for Continuous Improvement training

Entry-Level Programs

Our Engineering Leadership Development Program (ELDP) targets recent university graduates with a passion for technology and engineering to partake in a rotational program, which includes three different eight-month assignments, including access to senior mentors, skills development programs and an end-of-program presentation to senior leaders. Approximately nine participants are selected per year.

The Operations Leadership Development Program (OLDP) targets recent university graduates with a passion for operations and manufacturing to participate in a rotational program, which includes three one-year assignments in roles intended to stretch the participants’ capabilities, including the opportunity for an international assignment and an end-of-program presentation to senior leaders. Approximately six participants are selected per year.

Finally, our Customer Solutions Center (CSC), based in Charlotte, North Carolina, targets recent university graduates with a passion for sales and application engineering to partake in a two-year assignment with job-specific training and the opportunity to transition into new roles at the end of the program. Approximately 12 participants are selected per year.

Fellowship Programs

Our Strategy Fellows program targets high-potential early-in-career employees who have a passion for leadership and strategy to partake in a year-long program with trainings in global locations, group and individual strategy projects, access to senior mentors, and an end-of-program presentation to senior leaders. Approximately 15 participants are selected per year. Additionally, our Innovation & Technology Fellows Program targets high-potential early-in-career employees who have a passion for engineering and technology to partake in a year-long program with trainings in global locations, a group project, access to senior mentors and an end-of-program presentation to senior leaders. Approximately 15 participants are selected for this program per year.

Training for Managers and Supervisors

Our Manager Development Program (MDP) is designed to help people managers cultivate and strengthen leadership skills and develop a network of peers across the organization. The MDP focuses on leadership and skill training in three core areas: self-development, team development and organizational development. The program consists of an in-person kickoff for groups of 25 participants, followed by a 12-month blended learning curriculum. It includes virtual online learning, webinars with senior leaders (called Leader-led Discussions), virtual teamwork activities and two consecutive Manager as Coach programs. As with all Xylem training, active learning is an important part of this program. We don’t just teach models; we provide opportunities for participants to practice the skills we are teaching.

As individuals settle into their roles at Xylem, we continue to develop their knowledge and talents through online learning courses available via our Learning Management System.

Around the world, we are providing our colleagues with additional educational opportunities. Across the company globally, our sales teams are participating in the instructor-led programs called “The Counselor Salesperson (CSP)” and “Coaching the Counselor Salesperson (CCSP),” both of which are facilitated by Wilson Learning. At the end of 2017, we had more than 800 sales managers and representatives attend the CSP and more than 90 attend the CCSP trainings.

In China, the Leadership Academy of Xylem China Learning Institute provides various leadership training programs to enable people managers to develop and lead their teams to achieve business goals in a changing and challenging business environment. Additionally, a high potential manager development program called “Eagle and Seagull” is designed to develop and retain high potential managers, and to build a sustainable talent pool. Three cohorts have completed this program since 2015 with a total of 56 participants. Of these participants, more than 20 have moved on to new and expanded roles with some earning multiple role expansions.

Training for Leaders

The Executive Development Program is an in-depth program designed for leaders who report to our Senior Leadership Team. Building upon Xylem’s vision to become a high-performing operating company with a common culture, the program focuses on building enterprise leadership approaches and empowering leaders to take charge of our company’s transformation. We kicked off our fifth cohort of this program in January 2018 with another 20 participants. Nearly 50 percent of those who completed the training have been promoted or had their current roles expanded.