At Schering-Plough Research Institute (SPRI), we believe that our employees are our most important asset. Our commitment to scientific excellence is achieved through the contributions of individuals as well as the collaborative efforts of teams. The ultimate goal of our compensation program is to gain competitive advantage by attracting and supporting talented employees. This goal is achieved through a variety of reward and recognition initiatives that allow us to:

• Recruit and retain the best scientific and technical talent in the pharmaceutical industry.
• Recognize individual and team contributions.
• Provide top performers with meaningful financial rewards.

SPRI's blueprint for the future includes opportunities for the personal and professional growth of its employees, enhanced by a number of reward and recognition programs. These include:

Dual Career Ladder

In order to provide mobility and additional career opportunities to employees seeking growth in a scientific field, Schering-Plough has developed a "dual career ladder" formalized job pathing system that provides:

• The opportunity to pursue either a scientific career path or a scientific/managerial career path.

• The ability to move from one side of the ladder to the other, either laterally or vertically, as opportunities become available.

Based on interests, skills, experience and abilities, and the needs of the organization, employees who have an outstanding performance record may progress along a scientific or managerial career path.

At SPRI, dual career ladders currently exist within:

• Discovery Research

• Development Operations

• Clinical Research

The top positions on the scientific ladder are research fellows. They are responsible for:

• Conceiving, designing and executing innovative research projects.

• Providing in-depth scientific knowledge and advice to staff and management in their area of scientific speciality.
  

Career Development

Professional growth and career development are key focus areas for each SPRI employee. An annual performance management program is established and monitored throughout the year for each individual. This program includes goal-setting, performance expectations, coaching and counseling, performance feedback, and career development discussions on a periodic basis. During this process employees share their views with their management and receive feedback on each of these areas. Plans are then created to address development needs. The results of this process influence job assignment, salary planning, promotion and training decisions.

A job posting system makes career opportunities within the Research Institute and across Schering-Plough Corporation known to employees, and provides the mechanism for exploring opportunities for which you may qualify outside of your immediate department. Employees are encouraged to monitor this system and bid for positions that will advance their career and provide them with interesting and broadening opportunities.

Education and Training

A core success factor for every SPRI employee is maintaining scientific/technical competence. Employees are expected to "stay on the cutting edge" of their area of expertise and to continually seek to acquire new knowledge and skills. Numerous in-house technical seminars, scientific presentations and technical training programs are offered, and participation in outside scientific/technical organizations, seminars, conferences and professional associations is encouraged and funded by SPRI.

A state-of-the-art Library and Information Center provides access to a wealth of journals, papers, on-line services, CD-ROM reference materials, books, periodicals and research services to ensure employees have access to the information needed to meet these goals.

A generous Educational Reimbursement Program and numerous in-house training programs provide the opportunity for continuing college study, personal growth programs, interactive skill development, supervisory skills development and other professional development programs targeted to meet the needs identified by individual employees in their development plans.

Competitive Salary Programs

SPRI surveys the pharmaceutical industry on a regular basis to ensure that our salaries are competitive with those of other leading organizations. Salary increases based on performance assure that we continue to reward our staff competitively and provide for meaningful financial rewards to top performers. After a year of employment, all employees share in our annual Profit Sharing program.

Management Incentive Program (MIP)

An annual cash incentive award, MIP connects eligible individuals' performance with Company profitability. The award pool for SPRI is based on the attainment of identified corporate and pharmaceutical group financial objectives.

Stock Awards and Options

As part of their annual compensation package, Directors and Fellows are eligible for awards of Schering-Plough stock, as well as having options to purchase stock at a reduced rate at future intervals. Other individuals may also be granted special awards based on outstanding contributions.

The SPRI President's Award Program

To recognize outstanding scientific and technical achievements in discovery and development within the course of a given year, SPRI's President's Award Program confers awards of up to $15,000 for individual or team accomplishments. At DNAX Research Institute, the annual Hajime Memorial Award honors exceptional accomplishments by postdoctoral fellows. A special award for collaboration between DNAX and SPRI scientists is awarded as well.

The Schering-Plough Excellence Award Program

Through Schering-Plough's Excellence Award Program, "Impact" awards ranging from $1,000 to $5,000 are granted for work that goes beyond the normal scope of an employee's position and either positively affects the success of Schering-Plough or demonstrates creativity, imagination and initiative. In addition, managers may grant their employees non-cash "Recognition" awards for other accomplishments of lesser magnitude.

Informal Recognition

Other forms of recognition supported by SPRI management include informal luncheons, dinners or other social gatherings hosted by co-workers or managers to recognize and thank teams or individuals for special contributions. In addition, bulletin boards, e-mail and staff meetings provide forums for acknowledging employees who exhibit extraordinary dedication and performance.