technicolor - 2018 Registration document

5 DISCLOSURE ON EXTRA-FINANCIAL PERFORMANCE HUMAN CAPITAL

Training 5.2.1.4.1 Training priorities are set, based on the evolution of existing jobs and technologies, on the identification of new capabilities to develop and on the individual needs of employees in terms of job performance and/or of professional evolution. The creation of specific learning tracks per job has been encouraged in each division, resulting in an optimization of training resources and in an increased number of training opportunities. In order to ensure the same quality level as well as alignment and consistency, development programs regarding Leadership, Management and Technical or Functional skills are coordinated at the corporate level. In addition, the Talent Development Center of Expertise advises operational managers and HR Business Partners on all aspects of training

and development, particularly on leadership and management aspects. HR Business Partners coordinate the construction and monitoring of development plans at division or function level. Trainings are organized at the local level by the HR Competence Centers who are responsible for ensuring that training initiatives are optimized across divisions and that they comply with local regulations. Overall, training initiatives offered in 2018 encompassed 312,367 hours of training for both employees and external persons working under the Group supervision, of which 296,137 hours were delivered to 14,718 Technicolor employees. This represents 20.1 hours of training per employee on an annualized basis.

Total

Women 71,786

Men

Number of hours of training delivered

224,351 10,368

296,137

Number of employees trained

4,350

14,718

Number of hours of training per employee trained

16.5

21.6

20.1

more importantly defined the competencies and skills within the levels. The competencies have been developed into learning pathways for a Learning Management System (LMS) which will be launched in first quarter of 2019. Formal upskilling/creative programs in MPC In 2018, Technicolor Academy helped support 211 employees going • through creative programs ( i.e. formal up-skilling) in Bangalore. These are a combination of 4-8 weeks of formal training (218 hours in average). A New Learning Management System (LMS) for MPC In 2018, a new online LMS system (GEM – Grow, Evolve, Master) • was developed, which has been initially launched by harmonising the orientation program for all employees within MPC Film. In alignment with this, we have also been developing learning pathways which are specific e-learning and upskilling programs for each discipline, which are specifically linked to the new competency framework as described above. It was originally launched with one discipline and the remaining disciplines will be rolled out during 2019 while extended to the Film and TV service line. Apprenticeship Scheme (inclusion) In 2018, an apprenticeship scheme pilot in London was set up to • focus on working with local schools in less advantaged areas to support our campaign around diversity and to have a program to support our entry level talent. We have partnered with a provider to set up the program over 12 months where 20% of participants’ time is on learning. The program is designed to take participants through business-based learning modules. We are looking to expand and develop this scheme further in 2019 and it supports our campaign around diversity. In 2019 we will be looking at setting up a grad scheme to help support the next generation leaders and producers.

Focus on divisions Based on an in-depth analysis of training and development needs, and in line with the strategy, many divisional programs identify and develop essential skills, technical and non-technical, to be promoted in the coming years. The results of these programs establish the foundation of the global training and skills development strategy. Production Services The Technicolor Academy The core training initiative of Production services is the Technicolor • Academy. It supports globally the efforts to develop excellence in leading-edge VFX skills. This program can be defined as an endeavor to bring in raw talent freshly graduated from University and to provide training to prepare them to work on shots; it targets graduate level artists who are recognized as high potential but have yet to show a full level of competency. Participants benefit from 6 to 12 weeks of training while being paid, followed by 12 months of employment. This program impacted 488 artists in five locations in 2018 (Bangalore, Vancouver, Montreal, London and Adelaide) – representing 152,668 hours of training. An Academy location will be opened in Paris in 2019. More details are provided in section 5.2.7. The MPC University The MPC University supplements the Academy by delivering online • courses to our visual effects talent to improve and maintain their skills on a regular basis. An updated definition of Skills In 2018, MPC Film went through a change management program • which transformed how artists are categorized (job architecture) but

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TECHNICOLOR REGISTRATION DOCUMENT 2018