The Moody’s Employee Value Proposition

To be an employer of choice, a company has to create a workplace in which employees feel valued and inspired to give their best. We believe that Moody’s is such a workplace. Our employee value proposition is based on four “emotional drivers” that make working at Moody’s special:

Employees have real-world impact

They can team up with inspiring colleagues

They have a voice and are heard

They can build a future at the company

Working at Moody’s

One simple statement conveys what we offer our employees: We have impact. So will you.

Our employment website is a dynamic expression of who we are and why Moody’s is a great place to work. The website features videos from senior leaders that clearly explain our three business units, Moody’s Investors Service, Moody’s Analytics and Moody’s Shared Services and the different opportunities they offer. The website is far more than a list of job openings — it answers many questions potential employees might have and reflects the energy and enthusiasm of current employees.

It also makes clear that working at Moody’s comes with great rewards and benefits. Besides the expected health, retirement and insurance benefits, the company offers some less typical benefits. Moody’s employees can arrange flexible work hours according to their needs. We also offer paid parental leave. In some locations, Moody’s has a back-up child and elder care program. In 2016, the company provided more than 7,300 hours of in-home and facility-based back-up care for children and elderly family members.

Moody's Benefits

Dental
Flexible Spending Accounts
Health Savings Accounts
Medical
Paid Sick Days
Vision

Discounted Employee Stock Purchase Plan
Healthcare Benefits
Profit Participation Plan, 401(k)
Retirement Contribution

Basic Life
Business Travel Accident
Company-Paid Life
Dependent Life
Group Universal Life
Long-Term Disability
Short-Term Disability
Voluntary Group Accident

Adoption Assistance
Backup Child and Eldercare
Bereavement Leave
Bonus Program
Commuter Benefit Plan
Corporate Arts & Culture Memberships
Dollars for Doers
Educational Assistance
Employee Assistance Program
Financial Planning
Flexible Spending Accounts: Childcare
Health Care Flexible Spending Accounts
Flexible Work Arrangements
LifeCare Resource and Referral Service
Matching Gift Program
Paid Parental Leave
Professional Membership
Referral Program
Relocation Assistance
Subsidized Childcare
US Savings Bonds Purchase Program
Vacation and Holidays

*Varies by location and operating unit

Investing in Our People

We strive to align the success of our employees with our business goals. To that end, we offer a broad portfolio of learning and development opportunities that addresses the needs of our employees at all stages of their careers.

From the moment they join, employees begin a journey of continuous learning and development that starts with onboarding and continues throughout their careers. We are a diverse and inclusive firm, and that culture is reflected in our learning and development strategy. The opportunities to learn and grow — as people and professionals — are expansive and include role-specific technical and functional skills, professional and management skills, and leadership development.

Moody’s is the place to learn from some of the best minds in finance and technology through employee pairings, informal mentoring and on-the-job training. Our in-house training groups use new and effective learning technologies such as online learning, micro-learning (learning in small bites), video-based learning and social learning tools to reach our geographically dispersed employees. This is all in addition to instructor-led classroom training. We also have invested in a number of on-demand self-study learning libraries on a variety of topics, ranging from financial and technical topics to management skills and cultural intelligence.

Respecting Human Rights

At Moody’s Corporation, integrity is one of our core values, holding us to the highest standards of honesty, transparency and fairness in our dealings with each other, with customers and with all market participants. With this as our foundation, our Code of Business Conduct clearly defines the behaviors we expect from all of our employees in their daily business activities and interactions with each other. Our principles of honesty, integrity and transparency extend to all aspects of our business — where our offices are located, suppliers we do business with and how we respect and support our employees.

Growth-Focused Learning

Our goal is for our employees to have the skills they need to do their jobs now and as they build a career with us. There are a variety of programs to support employees’ personal as well as professional development goals including job-specific, functional and compliance training. These programs provide an important foundation to an employee’s career development from which they can chart their own course.

There are programs to help employees transition to management, if that is their goal. Moody’s offers both core management development programs and business-sponsored “bootcamps” to support the development of new managers. There are programs to deepen or broaden employees’ subject-matter expertise, too. In many of our offices around the world employees can seek education outside the company using our Education Assistance Program. This program helps with tuition for educational opportunities approved by an employee’s manager. We don’t stop there. We believe that the future leaders of our company are in our ranks right now. Therefore, it is important to identify them and help them grow into more senior positions. We invest in them through programs such as senior leadership programs and executive coaching.

Learning Throughout A Career

early career

Onboarding
Core Curriculum
Job-Specific Training

explore the possibilities

On-Demand, Peer-to-Peer
Technical Learning
Financial Knowledge Building
Career Development

transition to
management

Management Training
Professional Skill Development
Personal Career Interests
Education Assistance Program

leadership
development

Senior Leadership Programs

Diversity and Inclusion

Commitment and dedication to diversity and inclusion (D&I) starts at the top. Our President and CEO Raymond W. McDaniel, Jr., acts as chairman of the Diversity Council, the purpose of which is to set the direction of Moody’s diversity and inclusion strategy. Council membership includes senior leaders from across the company working in partnership with the Office of Diversity & Inclusion to implement the strategy.

Since 2012, Moody’s has received the top score of 100% on the Human Rights Campaign Corporate Equality Index (CEI), which evaluates US workplaces on Lesbian, Gay, Bisexual and Transgender (LGBT) equality annually. The 100% score recognizes Moody’s efforts in satisfying all of CEI’s criteria and the designation of Moody’s as a “Best Place to Work for LGBT Equality.” The CEI evaluates LGBT-related policies and practices including non-discrimination workplace protections, domestic partner benefits, transgender-inclusive health care benefits, competency programs and public engagement with the LGBT community.

How We Hire

The company recruits, hires, employs, trains, promotes and compensates individuals based on job-related qualifications and abilities. Moody’s has a longstanding policy of providing a work environment that respects the dignity and worth of each individual and is free from all forms of unlawful employment discrimination, including sexual harassment and harassment because of race, color, gender, age, religion, national origin, citizenship, marital status, sexual orientation, gender identity, genetic information, disability, military or veteran status or any other characteristic protected by law.

Women at Moody’s

Being named one of Working Mother magazine’s “Working Mother 100 Best Companies” was one of the highlights of Moody’s year. It is a public recognition of what our working parents have known for years — that Moody’s is a family-friendly workplace.

Moody’s made its debut on the list with check marks in all categories — paid parental leave, family support programs such as sick-child and back-up childcare, career advancement programs such as management and leadership training for women, and flexible work arrangements.

Women make up 40% of our US workforce and 33% of our manager and executive ranks and we are actively working to increase those percentages. In the past few years, the Women’s Employee Resource Group chapters have not only been growing, but also spearheading new initiatives for all working parents, not just women. For example, the New York Women’s ERG created the Working Parents Circle, open to any employee looking for peer support.

A circle is a small cohort of members who meet monthly to discuss topics that interest the group. Sometimes outside speakers are invited to address a particular issue, such as navigating the New York City school system. Working Parents Circles are particularly active in the Asia-Pacific region and the US. While the circles were originally conceived as a group for new parents, they have evolved to include all parents.

Moody’s Women in Leadership program is another way we support our female employees. There are two core initiatives: the Building Leadership Presence Through Powerful Communication program for mid-career women and the Senior Women’s Leadership Forum. Women participating in the Building Leadership Presence program are provided a platform to build their leadership skills and develop their personal brand. The Senior Women’s Leadership Forum is a 12-month offering during which participants can enhance their leadership skills through continuous development that involves classroom training, executive coaching, networking and senior leader meetings.

“On the basis of anecdotal evidence alone, this financial-services firm (making its debut on our list this year) is a standout.”

Working Mother magazine

Mentoring the Next Generation

Women at Moody’s are helping the next generation discover their confidence and their passions. In London, Moody’s women mentor girls at the Gladesmore Community School who are participating in the Moody’s-sponsored mathematics program. The mentors help the girls with stress management, time management, exam time tables, presentation skills and interview tips. They also use this opportunity to impress upon the students that with hard work, they can find a way out of whatever situation they are in.

In New York and San Francisco, Moody’s women are helping girls discover if they have a passion for computer science. Working with The Moody’s Foundation, these women volunteered to work as program leadership and mentors for girls attending the Moody’s- sponsored Girls Who Code Summer Immersion Program. For the second summer, 40 girls were welcomed into the Moody’s community to learn the fundamentals of computer science and about careers in technology. The company dedicated space in each location for classroom work and as part of the program, they met with men and women in technology across the company to learn about what they do and how they prepared for their jobs. They also heard from speakers inside and outside Moody’s and took field trips.

At the heart of the program are the Moody’s women who make it all happen—the project managers and the mentors. The 2016 project managers, Bonnie Melian, Vice President, Project Management at Moody’s Information Technology in New York and Grace Wang, Director, Product Management at MA in San Francisco, kept the project on track including recruiting additional employees to serve as speakers and mentors, brainstorming ideas for activities, and even making sure each girl had a badge to get into the building. There is no doubt that the program has had a lasting effect on both the students and the volunteers.

“I was blown away by how deeply engaged the girls were, both with the program and with the friendships they formed with each other and their teachers. Several parents spoke with me about what a life-changing experience this was for their daughters.”

Leslie F. Seidman, Moody’s Corporation board member and guest speaker at the 2016 New York Girls Who Code graduation

Engaging Millenials

Talent Innovation sponsored in part by The Moody’s Foundation. While some financially privileged young people might fit that bill, those without family financial resources aren’t interested in job-hopping. These millennials — 91% of the survey group — may well be worth the investment in training and development.

Millennials are our future leaders. It is good business to understand what this cohort wants from an employer in order to attract and retain the best. So we take their feedback, gathered from employee surveys and exit interviews, very seriously. It is our job to deliver what they need and be an employer of choice.

What have they said they want? Competitive pay, a chance to contribute meaningfully to the organization, career advancement and rewarding work relationships, to name a few. Moody’s has listened and has developed attractive entry-level programs for millennials, including a new group for MIS’s associate analysts and a rotation program for MA’s associate software engineers.

Supporting MIS and its Associate Analysts

In 2016, MIS formed the Ratings & Research Support (RRS) group to both streamline how analysts are supported and enhance how associate analysts (AAs) are hired and trained. AAs are now part of a larger cohort of their peers, while continuing their engagement with analysts to provide high-quality analytic support.

Career growth is important to millennials, and the new RRS group supports that. New managerial positions, which will be filled by internal promotion, are being added. To ensure their success, these new managers will receive management and leadership training. And for any associate analyst who is looking to advance his/her career, there is the opportunity to work on specific projects and to improve both their technical and soft skills through the Moody’s Credit Academy. The Moody’s Credit Academy combines foundational credit analytics, group collaboration and communication skills in a multi-week program to jump start the careers of Moody’s junior analysts.

It’s an exciting time to begin a career at MIS. We are committed to creating an environment that will attract extraordinary young talent while reassuring current employees that together we will “co-create” the future of MIS.

“Early career talent offers tremendous opportunity to our organization. We are committed to creating an exciting and dynamic workplace where they don’t just start a career but build one with Moody’s.”

Margaret Rienecker, MD-Global Ratings & Research Support

MA and its Associate Software Engineers

In August 2016, 15 new computer science graduates arrived in San Francisco as participants in the Moody’s Analytics Technology Rotation (MATR) Program. In this two-year program, these associate software engineers will gain experience across multiple business lines and office locations through four, six-month assignments.

After a week of workshops, introductions to the business, meetings with leadership, hands-on coding experience, and team-building exercises, the new employees departed for their first assignments in New York, San Francisco and Omaha. Program participants are fully embedded in the teams they support, and at the end of the six months, they rotate to a different line of business and/or location, based on their preferences and the needs of the organization.

So far, everyone has been extremely enthusiastic about the program experience. The participants are excited to be able to grow through diverse opportunities and the chance to do meaningful work. The managers are impressed with the caliber of the group and enjoy working with them as they move through their rotations.

“The MATR Program helps us recruit the best and brightest to join our software development teams. It’s the result of a deliberate effort at the highest levels to create a meaningful and fulfilling entry-level job that makes millennials want to stay.”

Matthew Hess, Associate Director-Technology Resources

Millennials Take the Initiative

In the fall of 2014, millennials in the New York Multicultural Employee Resource Group (ERG) created a subcommittee to look at policies and social issues that are important to its members. The subcommittee determined that the pervasive opportunity gap faced by young men of color in the community should be a key focus area.

After extensive discussions with key stakeholders throughout the company, including President and CEO Raymond W. McDaniel, Jr., the New York Multicultural ERG partnered with Big Brothers Big Sisters of New York City to create the Bridging the Gap (BTG) Workplace Mentoring program.

BTG launched in September 2015 with 15 male mentees (“Littles”) and 15 Moody’s employees (“Bigs”). Throughout the school year, the BTG program sessions focus on college readiness, effective communication, problem-solving and teamwork. The program also includes off-site trips oriented around community service, college campus tours and team-building activities. In 2016, Moody’s launched a second BTG cohort with a new group of Bigs and Littles.

Talent

Headcount by Region