Employment
Worldwide employment Fiscal Year	2007	2008	2009	2010
Asia Pacific	8100	8400	7300	7856
Europe	3600	3400	3100	3820
Americas	7600	7700	6400	7169
Total	19300	19500	16800	18845

Agilent aims to deliver a rewards portfolio that is competitive with high technology and life science companies, representative of the diverse industries and markets within which Agilent operates. Our rewards are offered to eligible employees and comply with local legal requirements.

• Our Total Pay program includes base pay, variable pay, such as the Agilent Results Bonus and Individual Performance Bonus, and sales incentive compensation. Pay is differentiated based on company and individual performance.
• Benefits such as health and welfare benefits, retirement plans and time-off, provide a foundation to support employee well-being and financial security
• Equity programs align employee and shareholder interests. Programs include an Employee Stock Purchase Plan and long-term incentives such as restricted stock units.
• Our Recognition program is one of the tools available to acknowledge an employee’s performance. It includes cash bonuses, cash-equivalent gifts and non-cash awards.
   

Agilent meets all applicable laws, regulations and standards where we do business.

To encourage learning occurring anywhere, anytime for our globally distributed workforce, we continue to make available self-paced e-learning 24 hours a day/seven days a week. In 2010, approximately 84% of employees took advantage of this capability. Some of the major development programs offered via self-paced e-learning are our beSecure series focusing on security and risk awareness; our Standards of Business Conduct series; and our Sales, Marketing and Support Foundation Series focusing on creating a superior customer experience.

Agilent Technologies understands that the collective skills of our employees is our corporate capability and therefore critical to our success. Toward that end, Agilent is deeply committed to providing an environment where employees can expand their knowledge, develop new skills, and contribute their best work.

Time and again, research has demonstrated that the most effective development occurs when learning is applied to on the job, real business problems. It is most effective to choose a blend of learning approaches that feature employees learning while doing their day-to-day jobs. The following three approaches to employee development are used at Agilent and are provided based on business need:

• Work Assignments: Challenging jobs, special assignments, project initiatives, and job rotations.
• Learning from Others: Coaching, mentoring, and networking with internal and external people with experience or expertise.
• Training: Specific technical and business skill development provided internally by Agilent or externally by qualified educational institutions via a classroom, online, or self-study format

One hundred percent of Agilent employees receive regular performance reviews.

Pay ranges at Agilent are established based on the value of jobs in the external labor market. Offers are made to qualified candidates based on the knowledge, skills and experience they bring to the position. Other compensation, such as base pay increases or variable bonus pay, is based on the performance achieved by the individual and the business. Agilent diligently monitors and governs our compensation practices to ensure they are competitive and equitable.