Circuit keeps us informed and gives us a forum for exchanging ideas.

Employee Data Year-End 2004 Turnover by Region

Other Turnover 2004

The survey process—which we call "Org Health" for short—helped us to identify strengths and areas for improvement in our business groups and geographies, and to provide data for planning and continuous improvement.

In 2004, an improved Org Health process allowed us to compare group scores on a standard set of issues and review group-specific results. One of our largest business groups, the Technology and Manufacturing Group, is still standardizing the schedule and corporate-wide question set, which will be implemented in 2005.

The core set of items includes 27 multiple-choice questions as well as additional open-ended questions. Of those questions, 12 could be benchmarked externally, which helped us understand the results in a larger context. Each business unit could also add supplemental items to directly address any issues not raised in the core survey.

Out of Intel's 14 business groups, 13 implemented the Org Health process in 2004. A total of 54,575 employees, or about two-thirds, participated. From this process, we learned that we are doing well on role-modeling Intel Values, improving productivity, and treating each other with respect and trust. Employees also responded that they understand how their work links to the company's strategic objectives; that they have clear goals and objectives; that they are empowered to make the decisions necessary to do their jobs; that management is open to hearing their ideas and suggestions; that they feel free to take risks; and that they are encouraged to find new and better ways of doing things.

Results also pointed to areas for improvement. While employee input varied from group to group, some of the top issues were performance appraisal and feedback, retention, "great place to work" and work/life balance.

We are using the wealth of data from these employee surveys to help improve satisfaction and retention. One specific outcome of the Org Health process in 2004 is a new Managing for Excellence program, which helps to ensure that employees have clear goals and priorities, and holds managers accountable for their performance as managers.

As part of the Managing for Excellence initiative, all business groups and individual employees will be using a reinvigorated Intel Management by Objectives process. This annual and quarterly planning process helps improve individual and business results. It also sets priorities to be reviewed and tracked during the year.