1. EVP Design
Presentation

2. 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.

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

4. Summary of the EVP EVP Framework
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.
An effective EVP extends the organisation's reach into the labor market and builds employee retention.
EVP Framework
Insert your
organisation’s
Logo here

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

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

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

8. 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]
Talent Competitor B]
Primary EVP Attributes
EVP Attribute #1
EVP Attribute #2
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

9. Our Business & HR Strategies
Note: Copy these tables from the ‘Summary of Inputs to EVP Design’ and reformat as necessary.
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

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

11. Our “Core” organisation-wide EVP
Note: Copy these tables from the ‘Summary of Inputs to EVP Design’ and reformat as necessary.
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

12. Custom EVP Attributes:
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]
[Core EVP Attribute #2]
[Core EVP Attribute #3]
[Core EVP Attribute #4]
[Core EVP Attribute #5]
Custom EVP Attributes:
[Custom Attribute #1]
[Custom Attribute #2]
[Custom Attribute #3]
Insert your
organisation’s
Logo here

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

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

15. Thank You info@Lincoln.ie | 01 6610 444 | www.Lincoln.ie
At Lincoln, we are able to help you define your EVP strategy and optimise your employer brand and 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.
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