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2011 Corporate Social Responsibility Report


Continuing EducationLexmark encourages professional and personal growth for each employee and supports continued education as a way to help employees become more effective in their current positions and develop skill sets for future positions. Development opportunities are based on employees’ development plans that highlight their career goals, interests, strengths and development areas, both short term and long term. Employees are encouraged to find a mentor, in addition to utilizing their manager, to provide guidance and support to their growth efforts.

Continuing education opportunities include a tuition reimbursement program. The requirements and benefits vary by location, but provide 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 ability.

2011 Continuing Education Training
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Executive Vice President 59 25 1,475    
Director 188 40 7,520  
Manager 1,129 40 45,160  
Individual Contributor 11,867 40 474,680  

These numbers are based upon the corporate-level systems that capture employee development activities and do not include formal education paid for in part by Lexmark. Therefore, the actual hours will be greater than reported in some employee categories.

*Lexmark senior management includes Directors and Executive Vice Presidents.

Internal learning opportunities include extensive training in technical and business skills delivered both at the corporate level and through resources within various business areas. Learning occurs through instructor-lead courses and 24/7 via iLearn, Lexmark’s worldwide online learning platform, which offers extensive libraries, including proprietary offerings. At the corporate level, leadership training and participation in such company-wide development programs as operational excellence and change management are offered.

All employees are required to complete the "Code of Conduct," "IT Security" as well as various required learning courses based on location every year. Additional examples of course offerings include Global Teamwork courses to help employees understand and work more cohesively together in an international environment as well as on boarding, and open enrollment sessions to learn more about the business. In the U.S, new managers are required to attend at least 24 hours of training with similar programs being offered worldwide.

Lexmark’s 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 resumés for their benefit as well as Lexmark's. Approval is based on the relevance of the study program to Lexmark's goals and interests, academic and work records and the business needs at the time of the proposed Educational Leave. The duration of an Educational Leave depends on the time required to complete the approved course of study, but is typically no more than four years.

All 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 forms of data gathering to solicit feedback on their performance against their objectives. Eighty-five percent of Lexmark employees participate in this process. The 15 percent that do not participate in this process are hourly workers in two plant locations and do not have access to the system containing the multi-rater tool. These employees use site-specific processes and tools to set and review performance expectations. Managers and employees have performance progress discussions at the end of each performance period.