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Performance

Each year, Newmont evaluates the progress we have made in meeting our employee well-being objectives as well as establishing new targets for the coming year. Newmont sets performance targets after ensuring they are aligned with critical factors outlined in Newmont's strategic plan, and with the priorities established by the company's leadership.

Progress in 2010

The following tables provide a snapshot of our human resources performance on specific initiatives in 2010.

2010 Targets	2010 Outcomes
Continue the implementation and delivery of leadership training aligned with Leadership Pipeline - focus on Manager of Others, Manager of Managers, and Functional Leader levels.	The Leading for Results program, targeted at the Manager of Others level, was introduced in every region. This fills a previous gap in training and development aligned with this level of the Pipeline. Continued delivery of the High Performance Leadership Program and the University of Denver Executive Leadership Program supported development at the Manager of Managers level and Functional Leader level respectively. Finally, existing offerings at the Manage Self level continue to expand and support employee development at this and all levels of the Pipeline. Continued focus on the Manage Self level will be a focus in 2011.
Complete analysis and compilation of HR-specific stage gate work to develop Capital Effectiveness Best Practices for incorporation into the next revision.	An analysis of the appropriateness of the stage deliverables for HR was completed and there is an ongoing effort to collect best practices from the regions as they complete the deliverables in each stage.
Align Annual Incentive Compensation Programs across the company (all operational sites, discovery and development teams, and the headquarter office).	A new structure for AICP was implemented for 2010 to align the operating measures used in each region, to include production, safety, cost and other site-specific key performance indicators.
Partner with IT to deliver the HR work-stream for the Pangaea Program.	The Pangaea Program/SAP ERP implementation is a multi-year effort for Newmont. During 2010: Officially kicked-off in October 2010 The core team resources were identified and relocated to Denver Cycle 1 and 2 of the blueprint phase completed - multiple functional resources involved for requirements gathering and process definition workshops Organization change management plans created and two regions completed readiness assessments
Align employee communication and access to information with Newmont branding.	In 2010 we launched the Portal Pilot Project (P3). This project introduces new portal technology that enables new and improved methods of communicating with employees. There are a number of functions participating in the P3 project, including Human Resources. Broader goals of P3 include enhancing organizational knowledge management and collaboration. The goal of the Employee Resources aspect of the Portal Pilot is to provide: A trusted, online, single resource, so that employees come here first to accomplish employee-related functions An employee-centric, well organized portal with self-service tools and information available to employees A one-stop-shop for employees to get HR and employee related information and they can feel confident that the material is the most up to date New employees and hiring managers with a system that guides them through the on-boarding process

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