1. [Report ID].[st/amr/apr.01]
Mars Associate Engagement Report
1131479990.AMR.1
150717
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for the guidance of your company's executives only and is not to be copied, quoted, published, or divulged to
others outside of your organization. Gallup® and Q¹²® are trademarks of Gallup, Inc.
2nd Unit: Operations Manager - Johnson, Michael Rollup
3rd Unit: North America Supply Director - De Saint Mars, Erwan Rollup
Operations Shift Manager - Rodriguez-Ramos, Glori
3rd Unit: North America Supply Director - De Saint Mars, Erwan Rollup
Past Data
Current Data
Your Team: Operations Shift Manager - Rodriguez-Ramos, Glori
2nd Unit: Operations Manager - Johnson, Michael Rollup

2. Operations Shift Manager - Rodriguez-Ramos, Glori
Follow Through Mean Score Trends Gallup's Overall 80th Percentile for C03 = 4.57
Associate Engagement GrandMean Score Trends Gallup's Overall 80th Percentile for GrandMean = 4.51
Your Team: Operations Shift Manager - Rodriguez-Ramos, Glori, Total Number of Respondents = 18
2nd Unit: Operations Manager - Johnson, Michael Rollup, Total Number of Respondents = 78
3rd Unit: North America Supply Director - De Saint Mars, Erwan Rollup, Total Number of Respondents = 98
Your Team's Q12
Mean Score Trends
4.82
4.89
4.50
4.65
4.71
4.41
4.71
4.65
4.61
4.71
4.67
4.89
** Meaningful growth or decline (0.20 mean change)
• Item data not shown if there are fewer than five responses in order to protect confidentiality.
Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved. Mars Associate Engagement Report Page 1
Follow Through and Associate Engagement
The Follow Through mean is the average score of "C03 My team has made progress on the goals set during our action planning sessions after the last Associate
Engagement Survey" based on a 5-point scale, with 5.0 being the highest and 1.0 being the lowest. The Associate Engagement GrandMean is an average of all
of the mean scores of the Q
12
items shown below. The higher your score (maximum possible score of 5.0), the more engaged your team is. Your team is
compared to other relevant parts of Mars, Inc. Mars' goal is to reach Gallup's 80th percentile on Follow Through and on Associate Engagement GrandMean. The
80th percentile is the score in Gallup's overall database (2012-2014) above which 20% of all teams scored.
C03 Mean Gallup Overall Percentiles 2015 **Change Since 2014
GrandMean Gallup Overall Percentiles 2015
Your Team 4.69
2nd Unit 4.72
3rd Unit 4.77
Note: In 2015, the wording of C03 changed from "My team has effectively followed through on the actions we agreed upon during the impact planning session."
**Change Since 2014
Your Team 4.68
2nd Unit 4.59
3rd Unit 4.66
Look at the mean scores and percentiles on the Q
12
items from 2015 and the mean score changes since 2014 to identify areas for focus.
Mean
Gallup Overall Percentiles
2015
**Change Since 2014
Q12. Learn & grow
Q11. Progress
Q09. Committed to quality
Q07. Opinions count
Q08. Mission/Purpose
Q10. Best friend
Q05. Cares about me
Q03. Opportunity to do best
Q04. Recognition
Q06. Development
Q02. Have materials & equipment
Q01. Know what's expected
89
91
79
82
84
79
88
77
86
87
85
88
88
84
87
0.70
0.54
1.15
0.91
86
87
89
Grow
Belong
Get
Give

3. Operations Shift Manager - Rodriguez-Ramos, Glori
Ext. Dissatisfied Ext. Satisfied
Strongly Disagree Strongly Agree Mean (Average) Score
% 1 % 2 % 3 % 4 % 5 Now Past
Q00. 17 0 0 0 18 82
77 1 0 4 31 64 ↑ 4.02
97 1 0 4 27 68 ↑ 4.21
Q12. 17 0 0 0 18 82
77 0 0 3 21 77 ↑ 3.82
96 0 0 2 18 80 ↑ 4.08
Q11. 18 0 0 0 11 89
77 0 1 0 18 81 ↑ 4.20
97 0 1 0 14 85 ↑ 4.38
Q10. 16 0 0 6 38 56
74 0 3 11 31 55 ↑ 3.85
93 0 2 9 26 63 ↑ 4.11
Q09. 17 0 0 0 35 65
76 0 1 1 26 71 ↑ 4.29
96 0 1 1 23 75 ↑ 4.39
Q08. 17 0 0 0 29 71
76 0 1 5 25 68 ↑ 3.78
95 0 1 4 22 73 ↑ 4.01
Q07. 17 0 0 18 24 59
77 1 1 8 27 62 ↑ 3.60
97 1 1 6 23 69 ↑ 3.88
Q06. 17 0 0 6 18 76
76 0 1 7 28 64 ↑ 3.78
96 0 1 5 24 70 ↑ 4.04
Q05. 17 0 0 12 12 76
77 0 0 6 19 74 ↑ 3.93
97 0 0 5 15 79 ↑ 4.16
Q04. 18 0 6 6 11 78
75 0 3 7 29 61 ↑ 3.83
95 0 2 5 23 69 ↑ 4.08
Q03. 17 0 0 0 29 71
77 1 1 4 25 69 ↑ 3.70
97 1 1 3 23 72 ↑ 4.00
Q02. 18 0 0 0 33 67
78 0 3 14 26 58 ↑ 3.76
98 0 2 11 21 65 ↑ 4.00
Q01. 18 0 0 0 11 89
78 0 1 1 26 72 ↑ 4.15
98 0 1 1 22 76 ↑ 4.33
Your Team: Operations Shift Manager - Rodriguez-Ramos, Glori
2nd Unit: Operations Manager - Johnson, Michael Rollup
3rd Unit: North America Supply Director - De Saint Mars, Erwan Rollup
↑↓ Meaningful growth or decline (0.20 mean change)
Copyright © 1993-1998, 2015 Gallup, Inc. All rights reserved. Mars Associate Engagement Report Page 2
• Item data (%1 - %4) not shown when there are fewer than 10 responses, %5 and means not shown when there are fewer than 5 responses in order to protect confidentiality.
This last year, I have had opportunities at work
to learn and grow.
In the last six months, someone at work has
talked to me about my progress.
I have a best friend at work.
My fellow associates are committed to doing
quality work.
The mission or purpose of my company makes
me feel my job is important.
At work, my opinions seem to count.
There is someone at work who encourages my
development.
My supervisor, or someone at work, seems to
care about me as a person.
In the last seven days, I have received
recognition or praise for doing good work.
At work, I have the opportunity to do what I do
best every day.
I have the materials and equipment I need to do
my work right.
I know what is expected of me at work.
Overall Satisfaction and Gallup Q12
Items
The Percentage of Associates Who
Answered 1, 2, 3, 4, or 5
Number of
Respondents
How satisfied are you with your company as a
place to work?
4.82
4.56
4.61
4.82
4.74
4.78
4.89
4.78
4.82
4.50
4.39
4.51
4.65
4.67
4.72
4.71
4.61
4.66
4.41
4.48
4.58
4.71
4.55
4.63
4.65
4.68
4.74
4.61
4.49
4.60
4.71
4.58
4.64
4.67
4.38
4.50
4.89
4.68
4.72

4. Operations Shift Manager - Rodriguez-Ramos, Glori
Strongly Disagree Strongly Agree Mean (Average) Score
% 1 % 2 % 3 % 4 % 5 Now Past
C01. 17 0 0 0 6 94
74 0 0 0 14 86 ↑ 4.28
94 0 0 0 12 88 ↑ 4.43
C02. 16 0 0 0 6 94
71 0 0 0 17 83 ↑ 4.11
91 0 0 0 14 86 ↑ 4.28
C03. 16 0 0 6 19 75
72 0 0 6 17 78 ↑ 3.57
92 0 0 4 14 82 ↑ 3.86
Your Team's Five Principles Scores
Mean 2015 Mars Percentile Rank
P01. 4.72
P02. 4.78
P03. 4.72
P04. 4.39
Strongly Disagree Strongly Agree Mean (Average) Score
% 1 % 2 % 3 % 4 % 5 Now Past
P01. 18 0 0 0 28 72
76 1 0 9 18 71 ↑ 3.52
96 1 0 8 17 74 ↑ 3.84
P02. 18 0 0 0 22 78
77 0 3 3 17 78 ↑ 4.22
97 0 2 3 13 81 ↑ 4.36
P03. 18 0 0 0 28 72
78 0 0 6 17 77 ↑ 3.74
98 0 0 5 14 81 ↑ 4.00
P04. 18 6 0 0 39 56
78 5 3 9 22 62 ↑ 3.56
98 6 5 8 18 62 ↑ 3.59
Your Team: Operations Shift Manager - Rodriguez-Ramos, Glori
2nd Unit: Operations Manager - Johnson, Michael Rollup
3rd Unit: North America Supply Director - De Saint Mars, Erwan Rollup
↑↓ Meaningful growth or decline (0.20 mean change)
Copyright © 2015 Gallup, Inc. All rights reserved. Mars Associate Engagement Report Page 3
• Item data (%1 - %4) not shown when there are fewer than 10 responses, %5 and means not shown when there are fewer than 5 responses in order to protect confidentiality.
Additional Items
The Percentage of Associates Who
Answered 1, 2, 3, 4, or 5
Number of
Respondents
My team used the results of the last Associate
Engagement Survey to agree upon actions to
be taken.
My team has made progress on the goals set
during our action planning sessions after the
last Associate Engagement Survey.*
Follow Through
My team received feedback on the last
Associate Engagement Survey conducted in
our division of Mars.
My team works in a way that is consistent with
The Five Principles.
My manager makes decisions in a manner
consistent with The Five Principles.
Senior Leaders in my business role model The
Five Principles.
Senior Leaders in my business role model The
Five Principles.
Number of
Respondents
The Percentage of Associates Who
Answered 1, 2, 3, 4, or 5
* In 2015, the wording of C03 changed from "My team has effectively followed through on the actions we agreed upon during the impact planning session."
In the last three months, I have had a
meaningful conversation about how The Five
Principles relate to my work.
My team works in a way that is consistent with
The Five Principles.
My manager makes decisions in a manner
consistent with The Five Principles.
4.86
4.90
5.00
Mars 80th Percentile
The Mars' 80th percentile is the score above which 20% of all Mars' teams scored.
The Five Principles of Quality, Responsibility, Mutuality, Efficiency and Freedom are the foundation of Mars' culture and our
approach to business. The Five Principles are demanding, but they are fundamental. As you review these items, reflect on how
you do your best to uphold them and the behaviors they require.
In the last three months, I have had a
meaningful conversation about how The Five
Principles relate to my work.
4.80
4.94
4.86
4.88
4.94
4.83
4.86
4.69
4.72
4.77
4.72
4.58
4.63
4.78
4.70
4.74
4.72
4.71
4.76
4.39
4.32
4.26
68
63
58
47