2. 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

3. 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

4. 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

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