See what your team can do, and what supports it.
With Managed EVA Competency Mapping, see proficiency, employee and manager assessment differences, and development priorities for your team. Start with one cohort and an analysis your managers can use.
Make the next decision on more than a job title.
A team needs to take on new work. Agree the competencies and proficiency levels that matter, then examine the experience behind the job titles. The map gives your staffing and development discussion a common starting point.
Build a map people can review.
Start with a shared framework.
Use your competency framework, or agree a first draft for the population in scope. Set out what each competency and proficiency level means before comparing people or teams.
Ask for examples.
Gather employee assessments and practical examples, structured around Context, Action and Result. Examples are self-reported unless separately checked.
Compare perspectives.
Managed includes employee and manager assessments together. See where views align and where a calibration discussion would help. Neither perspective automatically establishes proficiency.
A capability picture with the open questions visible.
Explore proficiency distributions, employee and manager differences, cohort comparisons and development investment priorities. The department analysis illustrates Managed delivery; it does not define the automated outputs included in Self-Service.
Competency map, one cohort
Turn employee and manager assessments into clear development priorities.
Proficiency distributions, assessment differences, development priorities and an investment map.
EVA Competency Mapping · Managed
Inputs and scope
Question: Where should this team's development effort go?
Inputs: An agreed competency framework, employee assessments and manager assessments.
This Managed example uses a synthetic cohort across several markets. Your included population, language and analyses are agreed in the project scope; later reassessment is a separate option. This interpreted readout does not define the automated outputs included in Self-Service.
This Managed sample's wider geography and multiple languages illustrate possible analysis; they do not expand the one-cohort, one-language project or define Self-Service outputs.
World Competency Map
Find where the organisation's expertise sits and where to investigate internal options.
A geographic competency atlas, deep and thin coverage, filters and linked profile views.
EVA Competency Mapping · Managed
Inputs and scope
Question: Where is capability concentrated, and which locations need a closer look?
Inputs: An agreed taxonomy, locations, competency profiles and manager-assessment coverage.
A broader Managed mapping scope and an input to planning, outside the Self-Service subscription. Capability location does not establish current availability, release or future demand.
A wider Managed mapping example, with city-to-profile exploration. Additional populations and languages are scoped separately; this sample is outside the Self-Service subscription.
A decision in practice
Managed example. Synthetic data.
| Competency | Employee view | Manager view | Available example | Next review |
|---|---|---|---|---|
| Project planning | Level 3 | Level 2 | Describes a delivery plan and its outcome | Review scope and individual contribution |
| Stakeholder communication | Level 3 | Level 3 | Describes a difficult handover | Check relevance to the proposed work |
UNDP uses EVA to map expertise across its workforce and runs annual competency campaigns. This wider deployment shows the approach at scale; the fixed-price Managed project remains one defined cohort. Read the UNDP customer account
- 23,000 staff and contractors mapped
- 120+ country offices
- Annual 6-week campaigns since 2023
Start with one cohort and one defined question.
Managed EVA Competency Mapping starts at $16,000 for one team or named cohort of up to 300 people, one competency framework and one language. Use your framework or a first draft we build with you. Employee and manager assessments, the agreed analysis and an analysis discussion are included. A board-ready analysis in less than 10 weeks, guaranteed. Larger populations, additional frameworks or languages and reassessments are scoped separately. Self-Service is a separate subscription for employee-reported competency insights; compare delivery options and coverage on the pricing page.
100% of the Managed EVA Competency Mapping project fee is credited against your Year-1 annual licence if you upgrade within 90 days of the analysis.
Credit equals the Managed project fee actually paid, in the contract currency. Self-Service subscription payments do not qualify.
Your Managed project proposal will confirm the project start date, delivery dependencies, the guarantee remedy and the qualifying date for the 90-day licence credit before you commit.
- Bring to the first discussion
- One cohort, the decision it should inform, your framework if you have one, and examples of the information available. Start with a description, not personal employee records, in Talk to EVA.
- Agree what a useful evaluation must establish
- Define the population, priority competencies, evidence categories and how disagreements will be reviewed. Confirm the analysis contents, participation responsibilities and delivery date in the engagement scope.
Tell us the team, the decision and the deadline.
For your business case
Find out whether the capability gap is real before funding a response.
An incomplete capability picture can lead to an unnecessary hire, a missed internal candidate or training aimed at the wrong problem. EVA connects a common framework with practical examples and two perspectives, so the next spending decision has a clearer basis than a title or a self-rating alone.
Measures to agree before starting
Agree a baseline, target, owner and review period. These measures are for your evaluation; they are not promised results.
- Evidence coverage
- Track the share of priority competencies with a relevant example to review. Report participation separately: a completed profile is not proof of proficiency.
- Assessment differences resolved
- Track which employee and manager differences have been discussed, what changed and which questions remain open. Agreement alone is not the target.
- Time to a usable team view
- Record the effort to assemble and review the baseline, and whether it arrives in time for the named staffing or development decision.
Build the case with the right people
Ownership varies by organisation. These are useful starting points for the conversation.
- Potential budget owner
- A business-unit leader funding new work, or an HR leader building the capability baseline.
- Working champion
- A function lead or operations manager with a concrete staffing question, working with the HR business partner or people analytics team.
- Decision and control partners
- Employees and managers provide context. HR owns the assessment process; data owners and relevant employee representatives help establish access, notice and appropriate use.
The product view explains the capture approach. The sample above illustrates an analysis; it is not a customer result.
Questions before you start.
4 questions to explore
Do we need our HR system connected?
The Managed engagement can use agreed source files. We confirm the data needed during scoping. Ongoing connections, permissions and refresh requirements are discussed if you continue. For Self-Service, supported data inputs are confirmed before activation.
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