5 steps to developing you EVP Follow these 5 steps to identify what your critical talent wants from your organisation and how this can be tailored to different talent segments: Identify the key touch points in the employee lifecycle and review the kind of experiences you would like individuals to have at each point. Articulate why and how these experiences will benefit the organisation and from a talent management perspective consider what your organisation already has in place and what you need to create to bring the experiences to life, using the EVP Development Template (slides 3-5). Capturing input from employees can help engage and obtain their buy-in, as well as provide real insight into what individuals want. This can be done in a number of ways such as ‘drop-in centres’ where individuals can drop in and add their thoughts around the employee experience you are trying to create. Determine the core areas of your EVP which should incorporate a holistic view including aspects such as benefits, learning and development, culture and work environment. Identify what you are offering within each of these areas and if you are tailoring your EVP to different segments, ensure your offerings reflect what those individuals want. Review and refine the EVP from time to time to check that it still meets your current talent and organisational needs, as there will be natural changes in people’s lifestyles and the organisational environment. Embed the EVP messaging into recruitment and on-boarding processes to attract, engage and retain talent. For example review or develop job adverts that include these key messages. These key messages might link to the culture or values such as ‘We make a positive difference to thousands of people’s lives, providing support so that they can fulfil their potential and enjoy healthy lives’ or the working environment such as ‘As part of our commitment to improving working lives, we have a range of innovative work-life balance policies and applications are welcome from people interested in working flexibly.’   © PA Knowledge Limited 2017

An Example EVP EVP Culture Benefits Learning and Development Open talent management processes Values role modelled by leadership Collaborative style of working Fair and consistent recognition processes Benefits Visible, graded benefits based on hierarchy Increased holiday entitlement based on length of service Flexible working arrangements Travel and leisure discounts Learning and Development Career development training Clearly defined career paths Development plans linked to specific career objectives Leading stretching projects Work Environment Health & Safety as a top priority Promoting equality and diversity Staff support services Trade Union representation EVP © PA Knowledge Limited 2017

EVP Development Template Example touch points This template provides a process to follow to create your EVP(s) that will ensure you attract, engage and retain your critical talent. Firstly, identify the key touch points that an employee has with the organisation and input information from individuals to understand the challenges they face and define the activities and experiences that support performance. In order to provide these experiences, review the existing approaches or processes that are in place and identify the actions you need to take to keep, update or replace these. Articulate the benefits the organisation will receive from the experiences offered to employees. Prioritise the experiences based on the availability of resource, cost and practicalities in your organisation. Finally, determine your EVP areas and populate these with the experiences you have identified. The below example shows the process to follow to gather the information you need to develop your EVP and an example of an EVP is on the following page. TOUCH POINT CHALLENGES FACED ACTIVITIES & EXPERIENCES TO SUPPORT PERFORMANCE EXISTING APPROACH/PROCESS ACTION BENEFIT EVP AREA Joining the organisation Lack of clarity on role and expectations Smooth and engaging onboarding experience Job descriptions HR induction programme Develop 3-month onboarding programme Reduced time to competence and increased engagement Work Environment; Learning & Development Development planning Do not required skills needed to perform role Development opportunities to build skills and career Development plans Design and deliver line manager training Effective development conversations that improve engagement and performance Learning & Development; Benefits © PA Knowledge Limited 2017

EVP Development Template TOUCH POINT CHALLENGES FACED ACTIVITIES & EXPERIENCES TO SUPPORT PERFORMANCE EXISTING APPROACH/PROCESS ACTION BENEFIT EVP AREA © PA Knowledge Limited 2017