Employee Communications

Critical to the effectiveness of these efforts is an open and transparent environment. We communicate with employees through print and online communications and provide training for managers in communications, and our Code of Business Ethics.

We conduct surveys approximately every two years to gather employee feedback and insights. The results enable us to improve our business, communication and development processes.

More than 16,000 employees participated in our most recent Employee Engagement survey in 2010. The results were positive, with an overall engagement score of 70 percent, an increase of 10 percent from the last full survey in 2007.

The highest scoring areas were employees’ perceptions of:

• the values of the Company and our commitment to ethical business decisions and conduct
• the degree of dignity and respect employees think they receive
• feeling part of a team
• people of diverse backgrounds having the opportunity to succeed.

We do not tolerate discrimination or harassment and we offer a number of channels for employees to report concerns. We remain committed to an open-door policy, which encourages employees to bring their questions, concerns and complaints forward without fear of retaliation. If there is a problem in the workplace, employees are encouraged to start by talking with their manager or a Human Resources representative. If this is not possible, then employees can go to the next level of management.

Employees can also address concerns through our FAIR (Fast and Impartial Resolution) Program and via our 24-hour employee hotline to report concerns confidentially. Reports on all calls are sent to Harold McGraw III, the Chairman, President and CEO of The McGraw-Hill Companies. Follow-up procedures ensure appropriate resolution.

In 2010, we enhanced our approach to employee concerns by assigning an employee relations representative to each of our four segments to:

• investigate and resolve employee complaints and disputes
• provide training and coaching to managers, employees and HR partners on workplace conduct, disciplinary actions and performance management
• track and advise senior management on our employee relations performance.