Mosaic offers a number of programs and opportunities to help employees develop their skills and pursue leadership and career development. Employee engagement is also a top priority.

Mosaic University was designed to create learning opportunities for both exempt and non-exempt employees. It allows employees to develop and support the company's learning philosophy in several core areas, including the environment, health and safety, business and leadership, operations, sales and marketing and information technology. In conjunction with our law department, Mosaic University also administers compliance training in a number of areas related to the Company's Code of Business Conduct and Ethics.

Leadership development is critical to the company's strategy execution as well as management succession. Mosaic is piloting a year-long professional development program in our Phosphates business. The program, called "Blue Chips," is designed for employees who have recently joined the company, are new to their careers or are enhancing their skills in a new area. The program allows employees to develop a range of personal and professional skills and facilitates informal meetings with Mosaic's senior management. Blue Chips has already been highly successful. We intend to roll out the program to our other businesses in the near future.

Mosaic has implemented a new employee evaluation system that allows employees to create a voluntary career development plan with his or her supervisor. The system makes it possible for the employee and supervisor to identify strengths and areas of development, interests, goals and specific action steps to help the employee develop a rewarding, long-term career.

Mosaic also offers a tuition reimbursement program that provides financial support for employees who are developing their skills by taking courses or pursuing a graduate or undergraduate degree.

Employee engagement is critical to the success of Mosaic. We measure engagement approximately every 24 months to assess employees' overall satisfaction with their work at Mosaic, as well as how they view their specific function or business unit and their manager. Following the survey, we conduct in-person focus groups to better understand employees' perspectives and their areas of concern. We then develop specific action plans to enhance our strengths and address areas of improvement. Mosaic's Senior Leadership Team is actively involved in this process and has specific criteria for improving its effectiveness after feedback is received.

Mosaic promotes the well-being of our employees through a variety of efforts. The "Live for Life" initiative offers educational programs on health-related issues such as diabetes, skin cancer and heart disease. We also partner with our health care providers to offer continuing education on health-related issues.

We are mindful of our responsibility to workplace diversity. Two efforts illustrate our approach. First, in 2006 we created the Mosaic Women's Council with the goal of promoting a workplace where women employees can lead and excel. Through the council we developed a mentoring program that matches high-potential employees with senior managers.

Second, in Saskatchewan, we face the dilemma of significant growth in our potash operations coupled with employee retirements. In anticipation of our future employment needs, we are proactively working with local educational institutions to enhance the skills of a new and more diverse workforce. As part of that effort, Mosaic has adopted a Representative Workforce Strategy to attract Aboriginal workers at all occupational levels in proportion to their numbers in the province's population. Saskatchewan's Aboriginal population is growing rapidly and comprises 15 percent of the population; soon it will represent more than a quarter of the new labor entrants in the market.