46. Whirlpool

Undergrad Internships

Internships are filled for 2008

Undergrad internships (paid and unpaid)

2008: 102 (to date)

2007: 98

2006: 67

100% of internships are paid, 0% are unpaid.

2007 interns came from the following classes...

4% Freshman

20% Sophomores

60% Juniors

16% Seniors

...and from the following majors:

16% Business

3% Computer Science

3% Economics

56% Engineering

7% Liberal Arts

0% Math

11% Science

4% Undeclared

0%

There is an official summer internship program

Average summer program: 12 weeks

Minimum: 9 weeks

Maximum: 13 weeks

Average hourly wage: $22.50

Average total intern compensation: $14,290*

67% of eligible 2007 interns received full-time job offers

58% of interns with offers accepted

Notes: Compensation figure does not include special employee pricing on Whirlpool products for which all interns are eligible.

Applicants & New Hires

Recruited on 29 undergrad campuses in 2007-08.
Made job offers on 29 undergrad campuses.

Applicants for entry-level jobs

2008: 3,216 (to date)

2007: 2,588

2006: 2,251

Entry-level hiring

Entry-level hiring is complete for 2008.

New hires in:

2008: 62 (to date)

2007: 56

2006: 49

Entry-level hires who were undergrad interns

2008: 65% (to date)

2007: 68%

2006: 67%

Most important characteristics for new hires:

1 Leadership Skills*

3 College Major

2 Extraordinary results

Whirlpool's Top Talent Indicators are thought leadership, extraordinary results, and driver of change. Extraordinary results are based on one's ability to serve as a role model, deliver break-through objectives, and lead significant projects. All candidates are also assessed on the ability to apply knowledge, work with teams, communicate effectively, and lead with integrity and ethics.

2007 entry-level hires came from the following majors:

56% Business

5% Computer Science

1% Economics

28% Engineering

7% Liberal Arts

0% Math

3% Science

0% Undeclared

% Other

...and are:

NA% African American

NA% Hispanic American

NA% Asian American

NA% Other

53*% Total minorities

39% Female

Notes: Whirlpool Diversity Networks (seven total including African American, Asian, Hispanic, Native American, GLBT, Women, and Young Professionals) are an integral part of the company's recruiting processes. Each network is sponsored by a Whirlpool Executive to support initiatives and employee engagement.

Salary & Benefits

Entry-level hires since Jan. 1, 2008 (to date)

Average base salary:
$55,000 to $59,999

0% earn less than $35,000

0% earn $35,000 to $39,999

0% earn $40,000 to $44,999

45% earn $45,000 to $49,999

26% earn $50,000 to $54,999

11% earn $55,000 to $59,999

18% earn $60,000 to $64,999

0% earn $65,000 to $69,999

0% earn $70,000 to $74,999

0% earn $75,000 and above

Bonuses, Overtime & Perks

100% received signing bonuses

Average signing bonus: $6,870

100% received performance bonuses in their first year on job

Average performance bonus, 2007: $5,560

0% of 2007 entry-level hires eligible for overtime

100% of 2007 entry-level hires not eligible for overtime

Reimburse employees for education expenses? Yes

Do employees become eligible immediately? Yes

Maximum annual education reimbursement: $25,000

Full grad school sponsorship for jr. level employees? Yes

Partial grad school sponsorship for jr. level employees? Yes

Time Off

The organization has a Paid Time Off (PTO) Bank

Maximum PTO days during first year: 15

Maximum PTO days after one year: 15

Maximum PTO days after three years: 15

Maximum PTO days after five years: 15

Maximum PTO days after 10 years:15

Flextime is an option for entry-level employees

Health Benefits

Do entry-level hires have access to health plan? Yes

Employees pay part of the cost? Yes

Does health plan provide dental coverage? Yes

Extra charge for dental coverage? Yes

Does health plan provide vision coverage? Yes

Extra charge for vision coverage? Yes

Are same sex partners permitted as dependents? Yes

Pension and Profit-sharing

Do entry-level hires have access to 401(k)? Entry-level hires are given access to a 401(K) savings plan

Max. company match as a percentage of salary: 7%

Min. employee set-aside as a percentage of salary to receive max. co. match: 5%

Are entry-level hires eligible for company funded pension? No

Are entry-level hires eligible for profit-sharing program? Yes

Other Benefits

Does company match employee charitable gifts? Yes*

Does company pay relocation expenses? Yes

Max. annual relocation expenses? $12,000

For relocations of more than 400 miles, entry-level hires can select either a lump sum payment or a more comprehensive relocation package

Employee Discounts on the following:

Car rentals

Gym memberships

Cell phone service

Insurance

Cultural events

Publications

Whirlpool products, plus up to 65% off products and services offered by more than 20,000 companies through Whirlpool Perks

Notes: In addition to the matching gifts program, Whirlpool will donate $500 in an employee's name to a charitable organization upon proof of 50 hours of volunteer time to that organization. Employees are also given paid time off to participate in community service projects and volunteer activities.

Work Environment

Average entry-level work week: 50 hours

Does average vary by business unit, department? Yes

Entry-level hire work locations...

30% in open work stations

35% in cubicles

5% in shared offices

5% in private offices

25% have no company-supplied work space

Typical dress code

Business Casual

Casual Friday*

Casual

Organization sponsors employee volunteer opportunities*

Does organization have fitness facilities on site? Some locations

Notes: Employees who wish to dress casually on Fridays are encouraged to donate $1 to the selected charity of the month. Charities are nominated by employees and are specific to each location.

Whirlpool is a major sponsor of the Susan G. Komen Foundation, Habitat for Humanity International, and many other local and national organizations.

Training Programs

The organization has a formal orientation program for new hires

Program length: 3 days

Orientation includes the following:

Computer training

Guest speakers

Diversity exercises

Team building activities

Facilities tour

Benefits overview

Technical and core competency training, ethics compliance training, innovation process training, and networking with CEO and senior leaders

$6,000 average spent on training, per new hire, in 2007

How do new employees enter the program?

If not hired directly into program, when are most new hires first considered eligible?

After completion of program, what percentage of employees receive a raise?

How much is the typical raise:

There is a formal leadership program for entry-level hires that lasts a year or more.

Program Name: Whirlpool Engineering Rotational Leadership Development (WERLD) Program

How do new employees enter the program? Hired into the program

If not hired directly into the program, when are most new hires first considered eligible?

Is program rotational? Yes

If so, how many locations or business units does the employee spend time at? NA

Minimum rotations: 3

Maximum rotations: 6

Length of program, in weeks: NA

Minimum: 104 weeks

Maximum: 208 weeks

After completion, what percentage of employees receive a raise?: 75% to 99%*

How much is the typical raise: 10-14.9%

Does company have formal mentorship program? Yes

78% of entry-level hires participate

20* days of additional training expected

Notes: Raises for program graduates are not automatic but based on performance during the program and generally range from 8-12%

Additional training is specific to each function. Generally, within the first 3 years, a new hire can expect 65-85 training days, depending on career track and function.

Getting Ahead

Three-year retention rate: 77%

Five-year retention rate: 66%

How are raises determined?

Performance

When are most entry-level hires eligible for their first raise?

One-year anniversary*

How are promotions determined?

Performance

When are entry-level hires eligible for first promotion?

One-year anniversary

Evaluations

Frequency of evaluations

Quarterly

Most important characteristics for entry-level hires:

1 Leadership Ability

2 Productivity/Efficiency

3 Driver of change

Min. tenure in years required for job change: 1

Transfer rules: Supervisor's approval required

Long-Term Prospects

Does position of vice president exist at this organization? Yes

If not, is there a comparable title?

No. of employees who hold VP or similar title: 122

No. of employees with VP or similar title with 20 years plus seniority: 46

Age of youngest employee with VP or similar title: 30

Seniority of youngest employee with VP or similar title in years: 5

Notes: Eligibility for raises varies with geographic assignment and role.