1. 1Kerry Internship Programme
Implementation of Year 1 Platform
November 2011
Where It All Comes Together

2. Agenda
 Objectives
 Current State and Proposed Future State
 Internal Analysis and Market Research
 Understanding the “Millennial” Generation
 Proposed Internship Programme and Set-up
 Benefits of the Proposed Programme
 Internship Programme Evolution
 Projected Programme Cost and Return on Investment
 Resource Requirements for Execution
 Phases
 Measuring Success
 Next Steps – For Review
 Appendix
 Resources and Tools
 Stakeholders

3. Objectives
• Company Objectives
 To provide students exposure to Kerry as potential employer of choice
 To provide Kerry a pipeline of future talent that has already been exposed to
the Kerry organization and culture
 To make the internship experience successful so interns share their
experiences with others; increasing brand awareness on campuses
 To get support needed for project based work at reduced cost, as an
alternative to hiring full-time or temporary employees that would require
additional expenses
• Objectives for Students
 To provide students with work experience in a global business environment
 To provide students with functional development that is relevant to their field
of study
 To provide students an opportunity to gain insight if a career in this industry
is the right choice for them
 To provide students with opportunities to develop contacts and professional
references within the industry

4. Current State and Proposed Future State
Current State Future State
•Lack of a standardised internship programme •A robust and consistent internship programme
– No specific start dates and outcomes – Timeline of phases that should be completed
– Inconsistency in programme objectives during the year
– Intern activates/events are not – Specific company and student objectives
coordinated; managers providing – Single point of contact (SPOC) that
segmented learning opportunities for coordinates activities/events for interns
interns – Clear and cohesive onboarding objectives
– Inconsistency in onboarding programmes and processes so interns feel valued and
and procedures welcomed at Kerry
– Does not allow interns an opportunity to – Structured networking opportunities to grow
network with other interns interns professional network
•Lack of a standardised development and •Structured development opportunities and
evaluation of interns assessment of interns performance
– Not providing opportunities for interns to – Provide learning sessions for functional-
learn business skills based business skills
– Not evaluating interns consistently to – Consistently evaluating interns to identify
study effectiveness of the programme and areas of proficiency and improvement while
the development of the intern learning the effectiveness of the programme
•Poor branding efforts that leads Kerry to not •Consistent branding that attracts best-in-class
attract suitable interns interns to Kerry
•Provide interns with an exceptional internship
programme who then share their experiences on
campuses

5. Internal Analysis and Market Research
• Reviewed previous Kerry internship documents
• Intern focus group with 7 early career professionals at Kerry
– Internship survey feedback data, 2011
• External benchmarking and best practices
– Leading and Managing Early Career Professionals: Millennials
– Best Practice Report, November 2010
– Internship Development Manual: Indiana Internship Employment Guide
– Recruitment Internship Programme Reports on Kellogg’s and General Mills
– Bloomberg, Business Week, Deltaskymag.com, On Staffing, SHRM, The
2020 Workplace and National Associate of Colleges and Employers (NACE)
– Interviewed key contacts at Thrivent Financial for Lutherans and CUNA
Mutual that have experience building an internship programme

6. Understanding the “Millennial” Generation
“Millennials” (AKA Generation Y, Generation Next, Generation Net, Echo Boomers)
– Born between 1977 to 1997; 76 million members and growing
– Currently represent 22 percent of all workers, by 2014 they will make up 47
percent of the workforce.* - Future landscape of the workforce
– Known to be creative, energetic, innovative and excited by change
Characteristics of Millennials
– Collaborate: Understand the importance of working in teams and will bring
these values into their work place
– Volunteer: Enhanced focus on volunteerism and believe in a culture of giving
back
– Development: Thrive on being challenged and having autonomy
• 19 percent of Millennials in America said they don’t get much feedback at all
in their positions, compared to 10 percent in China, 20 percent in India and
37 percent of Millennials in Europe**
– Contribute: Believe in expressing their passions and doing meaningful work
– Network: Want to be part of a community at work not only to socialize, but
also to help each other out
*The 2020 Workplace; **Deltaskymag.com

7. Proposed Internship Programme
– Robust and standardised programme
– Marketed consistently at local campuses to attract the best-in-class talent
– Clear objectives and well defined outcomes to enhance intern experience and
gain more out of the programme, that is inline with industry best practices
– Equips interns with the necessary resources, policies and practices to become
productive quickly
– Efficient selection process to ensure consistency
– Leverages Millennial's characteristics to keep them engaged
– Consistent onboarding so interns feel valued and welcomed at Kerry and ensure
that they become potential talent for future full-time roles

8. Proposed Internship Programme Cycle
(Early January)
1
6 2
(June to August) (Early February)
Campus
Advertising
(Year Round)
5 3
4
(1st Week of June) (February/March)
(March to Early April)

9. Internship Programme Set Up
Year-round branding and recruiting activities
•Identify campuses with appropriate programmes and gather information
– Academic majors offered aligns with Kerry needs
– Perceived quality of the programmes in line with Kerry’s goals
– Past internship placements in the industry
•Establish relationships with Campus Relations and/or Career Guidance
Counselor(s)
•Career fairs
– Display flyer/video with testimonials of previous interns’ experiences
– Provide internship programme information
– Call to action items – application on career-site
•Company preview session
– Presentation on company history, mission, values, locations, core values and intern
expectations to establish the Kerry brand and pitch Kerry as an Employer of Choice
•Campus interview sessions
– Find best-in-class interns to move forward in selection process
•Final on-site interviews and open house
•Fill available internship needs

10. Benefits of the Proposed Programme
• Provides the most efficient and cost-effective way of creating a pipeline of
talent for early career roles
• Interns can bring a wealth of fresh ideas and perspectives to our business
• Companies that hire interns early are able to keep them interested in full-time
employment once they graduate
– After one year on the job, hires drawn from an employer’s own internship programme were
retained at a rate of 75.8 percent. By contrast, 60.7 percent of hires that came on board without
the employer’s internship experience were still with the company after one year.
• A well-designed internship programme ensures interns understand the
objectives and benefits of the programme
• Continuous flow of fresh talent can be extremely helpful in increasing the
diversity of thought within an organization
*National Associate of Colleges and Employers (NACE)

11. Internship Programme Evolution
Year 1 provides the framing for the internship programme and the
years succeeding would include additional initiatives to build up Year 3 (2014)
the programme.
Year 2 (2013) Recruitment
New to programme •Career Fairs
•Company Preview
Recruitment Session
Campus
Year 1 (2012) •Career Fairs •Kerry Campus
•Company Preview Ambassador
Session Programme
Recruitment •Kerry Campus
•Career Fairs •Social Media
Ambassador Presence
•Company Preview
Programme Intern Selection
Session
Intern Selection •Campus
Intern Selection •Campus
•Campus Interviews
Interviews •On-Site Intern
Interviews •On-Site Intern
•On-Site Interview Open House
Open House Onboarding
with intern
Onboarding •Orientation
presentation •Orientation
Onboarding Intern Events
Intern Events •Social Events
•Orientation
•Social Events
Full Developed Internship Programme by Year 3

12. Projected Programme Cost
Compensation Per Intern
Cost Per Hour 3 Months 4 Months 6 Months 12 Months
$12.00 $5,419.44 $7,243.29 $10,838.88 $21,677.76
$15.00 $6,774.30 $9,054.11 $13,548.60 $27,097.20
Projected Programme Cost
Cost of 15 Interns $12.00 $15.00
11 Interns for 3 Months $59,613.84 $74,517.30
4 Interns for 6 Months $43,355.52 $54,194.40
$102,969.36 $128,711.70
Recuriting Events $3,000.00 $3,000.00
Catered Lunch ($10 per person) $750.00 $750.00
Social Event $750.00 $750.00
*Total Projected Cost $107,469.36 $133,211.70
*Cost does not include internship facilitator salary and additional social events
($4,335 to $18,258 additionally cost for year round employment for each intern)
Projected Programme Cost for Year 1 $133,211.70
Average Internship Programme Budget $386,634 (NACE)

13. Internship Cost Savings
R&D Intern
Project: Panelist Sensitivity Screening Test
Outsourced External Company Cost Internal Cost
Vendor Research and Interviewing $5,000.00 *External Company Cost $150,000.00
Sample Prep, Portioning & Test Admin $91,000.00 Intern Cost $8,240.00
Consulting & Analysis + Travle & Lodging Temporary Employment $2,918.00
$50,000.00
Product Costs + Treats $1,000.00 Misc. R & D Assistance Cost $3,500.00
Incentives $1,000.00
Aroma Samples Product Cost $4,000.00
$2,000.00
*Total Cost $150,000.00 Cost Savings $131,342.00
“Without the interns help, it would have been impossible for our department do to this extensive of screening,
even with temps” –Sheryl Karow, Director Sensory

14. Resource Requirements for Execution
Internship Facilitator
•Accountable for successful implementation, operation, and continuous improvement of the
internship programme
•Time allocation of 50% required towards the internship programme and events year round
for at least the first year of implementation. A time allocation of 25% for subsequent years
•Activities:
– Coordinates campus advertising and recruiting activities
– Develops relationships and contacts with campus internship representatives
– Facilitates the development and retention of interns
– Serves as go-to person for intern programme questions and provides support to interns
Campus Ambassadors – Current or Past Interns
•Represent Kerry on campuses to spread the word about the programme
– Share their experience at career fairs and campus sessions
– Articulate Kerry’s vision and values
– Assist with logistics for Kerry campus preview sessions
– Assist with setting up and taking down booth at career fair
•Criteria for Kerry Campus Ambassadors
– One semester of school left after Kerry internship
– Actively involved on campus
– Is knowledgeable, friendly and can influence students
– Ability to articulate Kerry’s vision and values

15. Phase - Needs Assessment and Finalize Internship Positions
Intern Needs Assessment Finalize Internship Positions
Internship Facilitator sends out e-mail to Hiring Manager finalizes
hiring manager to start thinking of internship internship needs and sends position
needs and projects for the summer in order description/requisition to
to develop a position description internship facilitator
•Questions that should be asked •Position description includes:
– How many interns will be needed in each – Kerry and location overview
function? – Programme description
– Who will they report to? Who will be the – Qualifications and skills
interns guide?
– Education and experience
– Looking to hire students in their sophomore,
junior, senior year of college and what Internship facilitator compiles all
degree he/she is pursuing (Associates, internship needs and position
Bachelor's, Masters, PhD)? descriptions
– Minimum GPA?
– What skills/qualifications are required and
what are preferred?
– Internship time frame and will there be an
opportunity to work part time during the
academic year?

16. Phase - Analysis of College Programmes, Campus
Recruitment and Intern Selection
Campus Recruitment Intern Selection
What colleges have the best programmes to •Inform top 2 or 3 candidates to participate
find the qualified talent to fit Kerry’s in a on-site interview
internship needs? – Interview with hiring manager (60
•Post position descriptions minutes)
– Kerrynet for intern referrals • Company overview, behavioral
based interview questions and
– Selected college job boards along with candidate questions
other job boards if necessary
– Candidate presentation (15 minutes)
– Contact campus internship representatives
– Tour of the Kerry building (10 to 15
•Coordinate campus interview sessions for minutes)
internship positions – Debrief (5 minutes)
•Source resumes for internship positions •Extend offer to candidate and ask intern to
•Interview students and select qualified write down their expectations of the
talent to more forward in the process internship programme

17. Phase: Onboarding – Day 1
Person
Time Activity Goal Responsible
8:00am – Welcome/Introductions /Ice Breaker: Introduce Become acquainted with other Internship
8:45am yourself, what school and programme you are enrolled interns to establish relationships Facilitator
in, what department you will be working in, something
people might not know about you, and what you like to
do in your free time.
8:45am– Orientation, paperwork required Become familiar with the Kerry HR
9:45am (W-2 form, confidentiality agreement, site policies, Center
etc.) and tour Kerry facility
9:45am – Overview of Kerry Understand company mission, HR/Internship
10:15am strategic objectives and structure Facilitator
10:15am – Kerry internship expectations and programme Communicate expectations (Intern Internship
11:00am evaluations, intern events, weekly Facilitator
intern meetings, final presentations)
11:00am – Break off with intern manager to go over projects Provide a brief project overview and Intern Manager
11:45am plan for this coming week
12:00pm – Catered lunch with interns and intern managers Build relationship with manager and Intern
1:00pm other interns Manager/Intern
ship Facilitator
1:00pm – Job shadow with assigned guide to become familiar Orientation to everyday tasks, team Intern
5:00pm with department employees and stakeholders, activate members and tools Manager/
e-mail and introduction to location specific resources Guide

18. Phase: Internship Programme
• Lunch with member(s) of the functional leadership team
• Intern meetings every other Friday
– Discuss projects interns are currently working on
– Have guest speakers discuss functional business skills; presentation skills, project
management, sensory, networking, business etiquette, etc.
• Development plan meeting with internship manager
– Agree on learning outcomes and developing a plan to achieve those outcomes.
– Meet (3) times during the summer
• Social event (to be announced)
• Business Immersion
– Interview with at least (1) employee about his or her career
• End of Internship presentation to managers, senior leaders, and interns

19. Measuring Success
Against External Benchmarks
•Offer rate for interns
– National average inter offer rate is 66.7 percent*
•Acceptance rate for interns
– National average intern acceptance rate is 87.0 percent*
•Conversion rate of interns to new hires
– National average intern conversion rate is 57.7 percent*
Against Internal Measures
•Investment in internship programme
– Projected programme cost $133,221
*NACE (research gathered from 266 organizations)

20. Next Steps – For Review
 November 3 - Agree on the proposed plan/programme
 November 14- Get endorsement from Business/Functional Leadership team
 November 18 - Modifications to programme as per suggestions made
 Agree on goals, objectives and budget for the programme
 November 21 - Identify business units to review internship programme
 November 28 - Develop and revamp tools/resources needed
 November 28 - Start year round attraction initiatives

21. Appendix: Resources and Tools
Intern Meeting
Presenters and
Presentations
Guide Expectations
Intern Programme
Onboarding Checklist
Schedule &
Documents Development Plan
and Evaluation
Internship facilitator Intern Expectations
Calendar End-of-Internship
Intern Agreement Presentation
Intern Need Outline
Assessment Form Career Fair Confidentiality
Materials and Interview Agreement Exit Interview
PD Template Hand outs Assessments Questions
End-of-internship
Intern Manager Pre- Preview Session – Presentation Presentation Focus Group
Meeting Agenda Who is Kerry? Evaluation Outline Questions
Needs Assessment Recruitment Selection Onboarding Programme
/Finalize Positions
Currently Exists
Needs Revamping

22. Appendix: Stakeholders Involved
Service Internship Learning & ICT HR Intern Guide Kerry
Center Facilitator Performance Manager Campus
Management Ambassador
Needs X X X
Assessment/
Finalize
Positions
Recruitment X X X
Selection X X X X
Onboarding X X X X X X X
Programme X X X X