Goldman Sachs 2000 Annual Report Download - page 13

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Global Training and Development
Placing clients’ interests first...achieving excellence...entrepre-
neurship...stressing creativity...teamwork. As Goldman Sachs
grows, keeping these and other core values vibrant and
meaningful is of paramount importance, because the firm’s
unique corporate culture is entwined with the firm’s success. As
it has been throughout our history, sustaining and strengthening
our culture depends on attracting exceptional people with
exceptional knowledge and skills, and then providing them with
opportunities to learn and excel in an environment that is ever
more global and complex. We are committed to ensuring that
the people of Goldman Sachs are offered the best learning and
development possible. All of our divisions and a majority of our
departments provide extensive, ongoing technical and functional
instruction that keeps everyone in step with the marketplace,
and ensures that our people are flexible and constantly growing.
Through the extensive use of technology, we aim to embed
learning in our daily work, providing instant access to tools
and critical knowledge where and when people need them. We
are continuing to build a network of world-class learning centers
that, by the end of 2001, will circle the world.
Mentoring, regular reviews and our more formal training programs
provide the ongoing feedback essential to optimizing each
person’s performance and realizing his or her potential. These
programs are complemented by initiatives focused on more
universal aspects of our business and on such vital issues as
diversity, our culture and leadership. Pine Street, our newest
leadership development program, concentrates on training the
current and future leaders of our firm.
The effectiveness of this global learning enterprise circles back
to our people. Our senior leaders, managing directors and busi-
ness specialists, as well as highly regarded external experts, are
deeply involved in the continuous and essential task of training
and career development at Goldman Sachs.
Community TeamWorks
An extension of Goldman Sachs’ commitment to the communities
where our employees work and live, Community TeamWorks
(CTW) is a firmwide initiative that gives members of the firm a
day off from work to participate in community service. During
the spring of 2000, more than 15,000 of our employees
participated in CTW in more than 900 programs including
working with the elderly, building homes, mentoring youth and
restoring the beauty of our environment. Our employees bring
to their volunteer service the same qualities they bring to their
professional work: energy, new ideas, and an appreciation of
both the big picture and the importance of the individual. The
projects sponsored by CTW are coordinated and executed by
employees and provide an opportunity for team building within
the firm and community building with our not-for-profit partners.
John C. Whitehead Award
This year, the Firmwide Marketing Committee instituted the
John C. Whitehead Award, which recognizes excellence in
cross-marketing the firm’s services and products. Cross-
marketing can involve professionals on opposite sides of the
globe, working in very distinct product and service areas. Our
clients benefit from the firm’s ability to identify a broad range
of opportunities and to utilize our geographically widespread
and professionally diverse organization. Over 80 nominations
were received for the initial award, representing all divisions,
regions and levels of the firm. The nominations included both
individuals and entire teams. In December 2000, two out-
standing contributors were recognized for the inaugural award:
Jack Kelly in the Global Investment Research Division and Ryan
Limaye in the Investment Banking Division.