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Retention
Total rewards | Onboarding | New employee initiatives | Women and minorities | Foreign nationals | Leadership advancement
The costs of replacing key talent – from recruiting, interviewing, hiring, training and the loss of institutional knowledge – are considerable. For this reason, TI is focused on hiring the best engineers and innovators and keeping robust, competitive benefits and programs in place to retain them. While a long-term employee is not uncommon at our company (48 percent have been with TI for 10 or more years), it is increasingly unique in the semiconductor industry.
To help attract and retain top talent, we developed a new employment value proposition that describes our culture and what both candidates and employees can expect to experience during their careers with TI: smart collaboration, open opportunity, thoughtful innovation, highest standards and winning determination. Our attention to these tenets strengthens our ability to attract and retain employees who will thrive within our culture and contribute to business success.
Total rewards
TI offers a compelling workplace environment and competitive rewards that are designed to recruit and retain top talent, including:
- Competitive compensation and rewards for high performers.
- Optimal medical and retirement benefits.
- Programs to engage employees, cultivate their ideas, and gather feedback.
- Professional and personal development and mentoring programs and resources to help employees advance within the company.
- Meaningful volunteer experiences that boost pride and job satisfaction.
- Robust wellness and work-life programs that support the whole family.
- Service anniversary celebrations.
- TI Diversity Network programs that offer social events, networking and mentoring to connect our diverse workforce.
- An ethical workplace that protects human rights.
Onboarding
Welcoming employees to TI is a critical step in retention. TI's eXceleration onboarding program is a phased approach to new employee orientation that provides the guidance and tools employees need to accelerate their transition into TI and excel in their new roles. The program makes it easy for employees to connect with one another, understand their new environment, maximize their performance, and secure necessary training.
The eXceleration program pairs new employees with a supervisor and a buddy who introduce them to our work culture and practices. The program curriculum reviews technical and interpersonal skills needed to be successful at TI. Because supervisors are critical in new employee engagement, development, performance and retention, they schedule regular meetings with new hires to address questions and issues and provide performance feedback.
Additionally, all new TI employees have instant access to a global social media forum, which offers personalized space for everything from forums to blogs to wikis.
New employee initiatives
TI has eight new employee initiatives (NEIs) – grassroots employee resource groups – to help new hires in the U.S. integrate into the company's culture and connect with their colleagues. A collaborative organization of leaders from each of the NEIs, called the Loop, facilitates communication among the NEIs and hosts social, volunteer and career development activities.
Women and minorities
In the U.S., TI has a diversity-focused staffing organization and hosts targeted programs to attract and retain traditionally underrepresented women and minorities. Outside of the U.S., programs are unique by country and region based on local needs. Today, women comprise 34 percent of TI's global workforce. In the U.S., minority employees represent 41 percent of the workforce.
Examples of initiatives that support the retention of women and minorities include:
- Twenty-nine grassroots diversity initiatives within the TI's U.S. Diversity Network. These initiatives offer employees a sense of community where they can network, share ideas and receive mentoring.
- Insights groups to help identify and develop promising women and those of African-American and Hispanic descent. These small groups meet regularly with senior leaders to receive leadership development guidance and share ideas about how to improve inclusion at TI.
Additionally, TI executives serve with Catalyst, a global nonprofit that researches women's experiences in business, barriers to their career advancement, and individual and organizational strategies leading to success. TI chairman, president and CEO Rich Templeton serves on the Catalyst board of directors and former TI chairman and CEO Tom Engibous serves as chair emeritus and honorary director on the board. Terri West, senior vice president and manager for TI Communications and Investor Relations, also serves on Catalyst's board of advisors.
Foreign nationals
According to recent data, 55 percent of students graduating with master's degrees and 63 percent of those graduating with Ph.D.s in electrical engineering from U.S. universities are foreign nationals. TI continues to advocate for immigration reform to access this highly skilled population; however, current U.S. policy makes it difficult for these professionals to work, live and be productive in America.
While TI seeks legislative changes to remove per-country caps on employment-based visas, we continue to focus on increasing the pipeline of engineering students who are U.S. citizens or eligible to work in the U.S. long term. We are heavily investing in research funding; science, technology, engineering and math (STEM) education; and student and new college graduate programs.
Leadership advancement
TI has numerous programs to develop, advance and retain promising and high-performing employees, especially in technical and leadership areas. We help fund continuing education, provide mentoring opportunities, give employees opportunities to rotate to other functions, and offer both technical and management career paths.
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Citizenship Report Summary
See also
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