OUR PEOPLE
THE EMPLOYEE EXPERIENCE
GROWTH AT EVERY LEVEL
A key focus of Textron’s talent strategy is developing employees throughout the enterprise so we have the right people in the right jobs at the right time. We work every day to prepare our employees to take on new opportunities we know will arise and to enable them to continue growing and developing themselves.
COMPENSATION AND BENEFITS TO RECOGNIZE AND REWARD OUR EMPLOYEES
Our compensation and benefits recognize and reward employees’ hard work and effort.
REWARDING OUR EMPLOYEES
A “Pay for Performance” philosophy is used throughout Textron to reward our employees in alignment with individual and business performance. We offer pay and benefits packages that are not only competitive in our markets and industries but reward our employees for their performance. Individual performance impacts base pay, while variable pay depends on individual and business performance. Our goal is to attract and retain talent. We compensate the person in the position, not the position that the person is in. Every employee brings varied experiences and is compensated for the results of their performance.
PROGRAMS TO SERVE OUR EMPLOYEES’ VARYING NEEDS
We offer our U.S.-based employees healthcare benefits, including medical, prescriptions, dental and vision coverage, income protection, retirement benefits, education assistance and more. In addition, we offer a number of programs and policies designed for the well-being of our employees in general and at specific times in their lives. These include the Employee Assistance Program, Adoption Assistance, Parental Leave Policy, Education Assistance and Scholarship Programs.
OUR TALENT STRATEGY
TALENT REVIEWS
A formal talent review process, conducted annually and led by our CEO, forms the basis for leadership succession plans and provide our employees with potential new career opportunities. In addition, leaders from functional areas across our businesses conduct annual talent reviews so that we can fill talent needs by matching employees to new career opportunities that best fit their career path within the company.
OUR TALENT PIPELINE
As we develop and promote our talent internally, another important element of our talent strategy is developing an early-career talent pipeline for the future. We work closely with colleges and workforce development programs to identify talent through internships, apprenticeships and other career development initiatives.
SUMMER INTERNSHIP PROGRAM
As part of our long-term talent strategy, Textron conducts an annual enterprise-wide summer internship program. In 2021, Textron hosted a summer internship program for approximately 700 interns, most of whom are college students. Managers across our businesses provide our interns with a meaningful work experience and projects, allowing interns to gain new insights and learn valuable skills that they will take back with them to school in the fall. This program also enables our businesses to gain the perspectives of a new generation of talent and, in many cases, offer them full-time opportunities at Textron upon completion of their degree. More than 50% of our interns converted to full-time positions or second internships in 2021.
EDUCATION AND TRAINING PROGRAMS
The talent, creativity and hard work of our people are what drive our success. We’re committed to ensuring that the 33,000 employees across Textron have the resources to learn, grow and achieve—at every level and every step in their career path. Below are a few ways we do this:
TEXTRON LEADERSHIP DEVELOPMENT PROGRAM
This program provides a talent pipeline for early-career professionals for structured learning, on-the-job training and mentoring through a two-year rotational program at two or more of our businesses. In 2021, approximately 170 employees participated in the Leadership Development Program.
FUNCTIONAL ROTATIONAL PROGRAMS
Some of our businesses provide early career professionals with exposure within functional areas, such as engineering, integrated supply chain, sales and human resources. This allows our employees to remain in one business while rotating among different positions and accelerate learning.
MID-CAREER PROGRAMS
Our business units offer various programs and targeted development opportunities for experienced professionals to broaden their skill sets and help them transition from individual contributors into leadership roles.
LEADERSHIP PROGRAMS
Textron offers formal learning experiences and programs for experienced leaders, with offerings customized for managers of managers, managers or function and senior executives.
EDUCATION ASSISTANCE PROGRAM
To support continued growth and development, our Education Assistance Program reimburses employees for expenses of approved degree or certification programs from institutions accredited by the U.S. Department of Education. Eligible expenses (up to $8,000 annually for undergraduate and certificate programs and up to $10,000 annually for graduate programs) include tuition and books as well as other expenses associated with the particular program. In addition, Textron offers specialized programs such as the CPA Incentive Package, which reimburses employees for study materials, exam and certification fees and offers a financial incentive for passing the CPA exam.
FUTURE WORKFORCE DEVELOPMENT
Community- and educational-based workforce development programs are additional sources of talent in addition to college intern programs. Below are a few examples from last year:
Brooks Academy of Science and Engineering
Internships are great ways to provide hands-on experience for young people who are considering going into a specialized career field. Kautex San Antonio has partnered with Brooks Academy of Science and Engineering on an internship program, providing high school seniors with opportunities in Manufacturing, Engineering, Quality and IT.
Youth Employee Project
In partnership with the Workforce Alliance, Textron Aviation offers paid, part-time internships through the Youth Employment Project for local high school students between the ages of 16-19 to gain hands-on experience in the aviation industry. Textron Aviation also offers summerterm externship opportunities for educators to align educational instruction and curriculum with evolving industry and workforce needs.
Manufacturing Academy
Bell supported the Canyon Independent School District in Canyon, Texas in the development of a manufacturing academy, and worked with the district to develop an appropriate curriculum. This skills-based learning program is intended to provide students with the opportunity to learn the manufacturing process, particularly welding and machining. Participants who complete the three-year program can earn certifications, such as the OSHA general industry safety certification and the American Welding Society DI welding certification. The academy prepares students for extended training at Amarillo College and for the opportunity to have a career at Bell.
Reaching Potential through Manufacturing (RPM): A Partnership with the Community
A joint initiative of Textron Specialized Vehicles (TSV) and the Richmond County School System (Georgia), RPM is a unique cooperative learning initiative to help high school students who are at risk of dropping out to earn their diplomas. Through a combination of job training, mentoring and classroom instruction, the students continue their education while gaining valuable employment experience in an environment that is half-schoolhouse, half-manufacturing plant. The students’ instructional day includes a paid four-hour shift on a manufacturing floor, where they produce components and subassemblies for E-Z-GO golf cars and Cushman utility vehicles. Since its inception, there have been more than 250 RPM graduates. Of those graduates, more than half joined TSV as full-time employees with others finding paid employment at other companies or continuing their education.
Manufacturing Day in a Box—Inspiring the Next Generation
We take pride in celebrating the role our skilled manufacturers play in the success of our industry, and we’re passionate about inspiring the next generation of manufacturers. For National Manufacturing Day, Textron Aviation’s K-12 team developed “Manufacturing Day in a Box” kits for middle schoolers within Wichita school districts. Not only was it a great way to engage with students and educators with hands-on activities they could do in the classroom, but also to take them home and continue to explore with their families.
EMPLOYEE ENGAGEMENT SURVEY
Understanding the perspectives of our employees is important to Textron leaders. In 2021, we followed up on our enterprise engagement survey with a smaller “pulse” survey to gain additional insights from our employees. Consisting of five questions, the pulse survey was part of our commitment to respond to employee feedback. Taken together, the survey results provided our leaders with insights that we have used to strengthen our work environment and enhance the employee experience.
Approximately 67% of our 33,000 employees responded to the survey, providing 11,800 comments. Our overall engagement score improved from the previous survey. We took these results and honed our action plans, communicating results as milestones were reached. We are conducting a longer survey for all employees in 2022 to help us continue to drive constructive actions at every level.
CHAIRMAN’S AWARD FOR INNOVATION
Textron’s businesses, functions and facilities have various employee recognition and incentive programs to recognize excellence. The highest level of employee recognition is the annual Textron Chairman’s Award for Innovation which rewards employees who have made significant contributions to innovation, growth, productivity or customer service. In addition to other rewards, each winner is recognized on the Chairman’s Award Wall of Fame at Textron’s World Headquarters.
