EPAM Americas GDO Strategy 2022

Communications Plan Brief (November 2020 – March 2021)

Main goal

Introduce the 2022 strategy to the GDO Business Units (BU) across the region, achieving a minimum
of 75% of acknowledgement of the core messages, reinforced by periodic related communications
where Epamers play main roles.

Specific goals:

- Align the GDO strategy insights to the specific BU context and development during 2022 by
using monthly messages.

- Aim distinct multimedia GDO strategy messages to leaders and to all Epamers so they can
integrate the 2022 purpose to their workday, according to their role.

- Highlight at least two stories monthly, across BUs, about problem solving, extraordinary
outcomes & personal/team learnings during the Q projects.

- Generate a monthly regional project update with at least one highlight by BU and a
quarterly version with the summary of the projects progress.

Content creation process

All quarterly contents will be defined at the end of the previous Q by the Communications team
aligned with the business agenda. These will be shared with BU leaders for feedback.

After that, the content will be created by the Communications team based on constant touch points
with the BUs partners and additional stakeholders. Once the content is finished it will be verified
and approved by a defined BU leader according to the topic. This process will be 5 business days.

The Communications team will publish the content in the previously approved channel.

Phase 1

GDO Americas Strategy Summit

November 2021 – January 2022

All GDO Epamers across the Americas will join in a virtual Summit where our CEO & President,
Arkadiy Dobkin; GDO Head & SVP, Viktor Dvorkin; and the GDO BU leaders will share the roadmap
for 2022.
We will share experiences and expectations focused on the integration of the main goals for the
year with the impact they have in every role.

Information gathering & develop

Request and record Mr. Arkadiy Dobkin video message November

Request and block Mr. Viktor Dvorkin agenda for his participation November
Event technical & logistic preparation Nov 2021 – Jan 2022
Define BU speakers for role alignment with the GDO Strategy December
Define & record BU non-leaders for expectations and experiences December
sharing related to the GDO Strategy in the workday.
Send Save the Date & Invite to all Epamers December
Share core messages with speakers and Epamers January
Receive, create & submit PPT January
Create summary for internal audiences, focused by BU, and collaborate January
with Press release for regional media coverage.

Channels: online summit, Workplace (reference corporate platform), Email, Mobile employees
Epam App,

Save the date

Save the date

GDO Americas Strategy Summit

On January 17th We will begin the journey of engineering our success in 2022.

11:00 – 12:00 (Eastern time)

Separate this space in your agenda.

Key messages (For assessment reference only)

- In 2022, GDO Americas strategy will focus on the consolidation of Consulting services in
emerging economies and the integration of new acquisitions in Canada and USA.
- +3% is the profit margin the board define for Americas GDO.
- The new team in Colombia will increase its headcount by the double, to complete 1.500
Epamers at the end of the year.
- Growth in LATAM North markets (Canada, USA and Mexico) will be driven by new
acquisitions for Engineer & Design teams.
- Reinforce D&I in all our countries and increase women in our headcount will be People
priority.
 Epamers link: Each role is key to accomplish these goals. Together we engineer our success in
2022.

KPIs

Impact Management
Acknowledgment: +75% - test Attendance: +80%
Satisfaction: +80% - Survey

Phase 2

GDO Strategy insights for your role

January – March 2022

We will generate distinct multimedia messages and sessions for Epamers according to their roles,
because living the GDO strategy day-to-day is different from leaders to non-leaders Epamers.

All Epamers

- Create monthly multimedia recommendations, focused by BU, about how to embed the
GDO strategy principles in the workday, supported by executive & leaders testimonials.

- Share eventual regional strategy updates that encourage teams to work aligned for this
purpose. By email from the BU leader.

- Compile and share, at least one by BU, Epamers (persons or teams) stories about problem
solving, extraordinary outcomes or opportunity identification. Best stories will be published
on Epam’s blog.

- Create an update alert (like the NYSE bell) for projects when the team want to share
milestones they have accomplished in a project and the others can celebrate.

Channels

Workplace (reference corporate platform), Email, Mobile employees Epam App, BTL material at the
sites.

KPIs

Impact Management
Readability: +40% Open rate: +50%
Satisfaction: +75% Workplace views: +100
Workplace engagement: +30%
Leaders at Epam

- Install a leaders Q Strategy meeting, divided by BU, to talk about how the projects are
supporting the GDO strategy.

- Create an online course about the GDO Strategy alongside with the Knowledge team so
medium range leaders know how to share these principles with their teams.

KPIs

Impact Management
Course evaluation average: +70% Course completion: +60%
Satisfaction (course & meetings): +75% Attendance to meetings: +80%

Timeline
Writing skills

Internal GDO

We keep growing in Q4-2021 with record in women hiring.

According to the new assignments we have across the Americas, at the end of Q3 2021 our
People Team had the challenging task to hire +70 talents in our four offices: Canda, Colombia,
Mexico and USA. They not just accomplish but exceed the results and today we received 74 new
Epamers, with the excellent news that 53 of them are women! One of our D&I priorities.

Viktor Dvorkin, GDO Head & SVP said “it is an impressive outcome for this Q. We are sure that
diversifying our team through the suppression of any type of border is the path to success. I hope
that these new Epamers adapt themselves to our culture pretty soon and bring all of their
experiences for better results”.

These new team members will be assigned to different projects for our Americas clients, with a
100% work-from-home modality. 20 of these new hires are located in Canada, 18 in Colombia, 7
in Mexico and 26 in the US.

We invite you to give them a warm welcoming and guide them through our values and culture!
Together we will keep engineering the future.