Page 61 - 2020 Sustainability Report

EMPLOYEE WELL-BEING

A Career, Not a Job

Company Workforce Enjoys Improved Martin Marietta Experience

Social distancing and remote working in 2020 brought with it certain challenges, including how to effectively attract,
recruit, hire and develop employees. At Martin Marietta, one of our goals is to make sure our people know that if they’re
going to invest their time in us, we’re going to do the same for them, and that we have shared goals to work together to
build a legacy.

Among the initiatives adopted in 2020 was the launch of a new Martin Marietta Careers website and applicant tracking
system. Designed primarily to enhance the experience of job candidates, the site highlights the overall diversity of the
Martin Marietta workforce and business while offering a better understanding of the Company, its history, Mission, Vision
and Values, benefits, and opportunities. Our team intends to expand this to a newly designed internal job board to
improve the candidate experience for current employees seeking other opportunities within Martin Marietta.
The onboarding process was also improved to ensure that
all newly hired employees receive a package of materials
that are informative, thorough and consistent in all
locations in the Company. The onboarding process is
heavily focused on the Company’s ONE culture and
Mission, Vision and Values, and in 2020 was primarily
moved to an online format, allowing newly hired
individuals to complete all necessary paperwork at their
own pace and, in light of the COVID-19 pandemic, without
person-to-person contact.

Another improvement made in 2020 was responsive to
employees’ needs for personal time off. Introduced in the
spring, Martin Marietta’s new paid time off (PTO) policy
provides most employees with additional days off that can
be used for vacations, illness, dependent care, or any other
event that would prevent someone from attending work.

Additionally, the Company engaged in an effort to more
formalize its succession process that began by encouraging
all employees to complete a talent profile detailing their
career aspirations. Talent Management Specialist Rebecca
Sperry played a key role in the project and said the
information provided by employees allowed them to think
about and articulate their career aspirations, and allow
“Martin Marietta has helped me managers to gain better insight into their teams. The talent

grow and learn about the type of profile data along with other assessments are used to
bolster the Company’s bench strength for succession
professional that I want to be.” planning, as well as serving a basis for professional and
personal development opportunities for employees.
– Kyle Vincent, Manager of Infrastructure
and Network Architecture “The great thing about this project is that it provides
valuable tools for succession management,” Sperry says.
“The talent profiles give our employees a venue to

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