EVP Design Presentation Introduction What it does This

EVP Design Presentation

Introduction What it does: This template helps you summarize and present your employment value proposition (EVP) design to key stakeholders. How to use it: Use these slides to present your EVP to internal stakeholders, or to preserve your final EVP design for use when you are communicating and delivering on your EVP. Instructions: Complete this template by filling in relevant information for the text marked in [red brackets]. You can change any text in this template as necessary. Delete the first two slides of this document before presenting.

Roadmap Introduction to the Employment Value Proposition (EVP) Inputs to Our EVP Design Next Steps Insert your organisation’s Logo here

The Employment Value Proposition (EVP) is the set of attributes that the labor market and employees perceive as the value they gain through employment with the organisation. Summary of the EVP • An effective EVP extends the organisation's reach into the labor market and builds employee retention. Insert your organisation’s Logo here EVP Framework

Where We Are Now Five Phases of Our EVP and Employment Branding Project Plan I Planning Phases Steps II Designing the EVP ■ Assemble support. ■ ■ Set goals. ■ ■ Typical Timeline 1– 3 months Insert your organisation’s Logo here Gather intelligence. Prioritize EVP attributes. Segment EVP attributes. 6– 9 months III Delivering on The EVP ■ ■ ■ Align HR investments with the EVP. Deliver the EVP across the employee life cycle. Communicate the EVP to employees. 12– 24 months IV Employment ■ ■ ■ Segment the employment brand. Create brand messages. Communicate the brand to external audiences. 12– 24 months V Monitoring ■ ■ Measure EVP and branding effectiveness. Govern and refine the EVP and brand. Ongoing

Roadmap Introduction to the Employment Value Proposition (EVP) Inputs to Our EVP Design Next Steps Insert your organisation’s Logo here

The Labor Market Note: Copy these tables from the ‘Summary of Inputs to EVP Design’ and reformat as necessary. Top Attraction Drivers Top Attrition Drivers Top Perceptions of Our organisation 1. [Attraction Driver #1] 1. [Attrition Driver #1] 1. [Perception #1] 2. [Attraction Driver #2] 2. [Attrition Driver #2] 2. [Perception #2] 3. [Attraction Driver #3] 3. [Attrition Driver #3] 3. [Perception #3] 4. [Attraction Driver #4] 4. [Attrition Driver #4] 4. [Perception #4] 5. [Attraction Driver #5] 5. [Attrition Driver #5] 5. [Perception #5] Segment-Specific Variations [Name of Talent Segment #1] [Name of Talent Segment #2] [Name of Talent Segment #3] [Name of Talent Segment #4] [Name of Talent Segment #5] • [Difference from overall labor market preferences or perceptions] • [Difference from overall labor market preferences or perceptions] Insert your organisation’s Logo here

Our Talent Competitors Note: Copy these tables from the ‘Summary of Inputs to EVP Design’ and reformat as necessary. EVP Summary of Talent Competitors [Name of Talent Competitor A] [Name of Talent Competitor B] Primary EVP Attributes 1. EVP Attribute #1 2. EVP Attribute #2 3. EVP Attribute #3 Percentage of Our Employees Leaving to & Coming from the Competitor [x% of our employees leave to this talent competitor] [y% of our new hires worked for this talent competitor] Our Competitive Advantage [We excel in…] Insert your organisation’s Logo here

Our Business & HR Strategies organisation Strategic Mission: [Our organisation strategic mission] organisational Values: [Our organisational values] Strategic Business Objectives: [3– 5 main objectives of our organisation within the next few years] HR Strategic Mission: [Our HR organisation’s strategic mission] HR Objectives: [3– 5 main objectives of our HR organisation within the next few years] HR Capabilities: [5– 10 core strengths of the HR team ] Insert your organisation’s Logo here Note: Copy these tables from the ‘Summary of Inputs to EVP Design’ and reformat as necessary.

Roadmap Introduction to the Employment Value Proposition (EVP) Inputs to Our EVP Design Next Steps Insert your organisation’s Logo here

Our “Core” organisation-wide EVP Our Core EVP: [Core EVP Attribute #1] [Core EVP Attribute #2] [Core EVP Attribute #3] [Core EVP Attribute #4] [Core EVP Attribute #5] Insert your organisation’s Logo here Note: Copy these tables from the ‘Summary of Inputs to EVP Design’ and reformat as necessary.

Our EVP Segmentation Note: Copy these tables from the ‘Summary of Inputs to EVP Design’ and reformat as necessary. Our Talent Segments Our Core EVP [Talent Segment #1] [Talent Segment #2] [Talent Segment #3] [Talent Segment #4] [Talent Segment #5] [Core EVP Attribute #1] [Alteration] [Alteration] [Core EVP Attribute #2] [Alteration] [Alteration] [Core EVP Attribute #3] [Alteration] [Alteration] [Core EVP Attribute #4] [Alteration] [Alteration] [Core EVP Attribute #5] [Alteration] [Alteration] Insert your organisation’s Logo here Custom EVP Attributes: Custom EVP Attributes: [Custom Attribute #1] [Custom Attribute #1] [Custom Attribute #2] [Custom Attribute #2] [Custom Attribute #3] [Custom Attribute #3]

Roadmap Introduction to the Employment Value Proposition (EVP) Inputs to Our EVP Design Next Steps Insert your organisation’s Logo here

Moving Forward Next Steps for the EVP Initiative EVP Communication EVP Delivery • Communicate EVP to senior leadership, managers, and employees • Integrate EVP attributes into HR strategic planning process • • Communicate EVP to the labor market via employment branding Create and deliver talent management policies and processes to support the EVP • [Insert other next steps relevant to your organisation] • Measure how well we are delivering on our EVP promises • [Insert other next steps relevant to your organisation] Insert your organisation’s Logo here Note: Copy these tables from the ‘Summary of Inputs to EVP Design’ and reformat as necessary.

Thank You At Lincoln, we are able to help you define your EVP strategy and optimise your employer brand resourcing approach. Our consultants have extensive market and creative experience to guide companies through this process. All too often, resourcing is seen as a reactive, cost intensive process. We work with our clients to ensure their total resourcing approach is clearly focused around acquiring long term value for their organisation. Get in touch to find out more. info@Lincoln. ie | 01 6610 444 | www. Lincoln. ie