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Training & Education

At Lexmark, we encourage professional and personal growth for all employees. We support continued education, networking and on-the-job experience as a way to help our employees become more effective in their current positions and develop skill sets for future positions. Development plans are utilized to identify opportunities and highlight career goals, interests, strengths and development areas for employees in both the short and long term. These plans are the basis for identifying continuing education and ongoing learning activities, movement through succession planning, as well as career advancement and growth. Each year employees use Lexmark’s internal HR information system to update their career goals and development plans in preparation for conversations with their managers. Employees are also encouraged to recruit a mentor who is willing to provide guidance and support.

We support continued education, networking and on-the-job experience to help our employees become more effective and develop new skills.

Continuing education opportunities include a tuition reimbursement program for external courses and degrees. The requirements and benefits vary by Lexmark location, but the program provides financial assistance to employees who wish to continue their education by attending undergraduate or graduate courses. Additionally, funding for external training programs varies by location and is provided to develop employees’ skills, knowledge and abilities. Transitional education is offered to employees during times of restructure. Retirement planning assistance is available through online and on-site workshops offered by our 401(k) partner.

2015 Continuing Training & Education

The reported average training of 40 hours is based on the corporate-level systems that capture employee development activities and do not include formal education supported by Lexmark. Therefore, the actual hours are greater than reported in some employee categories. Training is available to all employees and is encouraged. The estimated average number of training hours for women is 40.2 and for men is 39.6.

Lexmark offers a Technical Rotation Program. The purpose of this program is to recruit and hire a diverse pool of top entry-level talent and expose them to various parts of the business while learning technical, business and leadership skills.

In-house learning opportunities include extensive training in technical and business skills, delivered both at the corporate level and through resources in various business areas. Learning occurs through instructor-led courses and around the clock through iLearn, the Lexmark worldwide online learning platform that offers extensive libraries of proprietary courses. At the corporate level, leadership training and company-wide development programs are offered. Employees work on projects such as operational excellence, change management and lean transformation competency, and can earn Lexmark Lean Professional and Lean Master Certifications. Lexmark also supports external certifications such as ASQ and BMG, and financial assistance is offered where applicable.

All employees (100%) are required to complete the Code of Conduct and IT Security programs every year. Biannually, all worldwide middle managers participate in a two-day course called Leading from the Middle during which they participate in a business simulation. Courses critical to learning about legal compliance such as Global Anti-Corruption and Your Role in the Control Structure are popular. In addition, various courses are required every year, such as EEO Training, IT Security Awareness and Diversity and Inclusion in the United States.

The most popular courses worldwide include Lean Apprentice Training in Service and Manufacturing Organizations, Communicating Assertively and Communicating with Confidence. Additional examples of global course offerings include structured training to help employees better understand one another and work more cohesively in an international environment. Additional courses with a focus on onboarding are offered, as are open-enrollment sessions to learn more about our business. In the United States, new managers are required to attend at least 24 hours of structured training, and similar standards are imposed worldwide.

The Lexmark Educational Leave of Absence allows employees with at least two years of regular employment, and who have demonstrated professional ability and potential, to enhance their educational experiences and résumés for the mutual benefit of the employee and Lexmark. Approval is based on the relevance of the study program to Lexmark goals and interests, academic and work records, and the business needs at the time of the proposed educational leave. The duration of an educational sabbatical depends on the time required to complete the approved course of study, but it is typically no more than four years.

All (100%) of our regular, worldwide employees work with their managers to create performance management objectives that support department, division and company goals. Success criteria are established for each objective. Employees then use a system-based, multi-rater feedback tool and other data gathering methods to solicit feedback on their performance as measured against their objectives. At some sites, employees use site-specific processes and tools to set and review performance goals. Managers and employees discuss performance progress at the end of each review period.


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