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Analyses: What does a Managed Competency Mapping project deliver?

Proficiency distributions, assessment differences, development priorities and an investment map. The included population, language and analyses are agreed in your Managed project scope. Self-Service includes only the analytics views confirmed before activation, generated from campaign data; this Managed analysis does not define its included outputs.

Getting started: Which competency framework do we use?

For Self-Service, supply your framework in a supported format or agree a first version with EVA; we confirm compatibility before activation. For Managed, use your framework or agree a first version with EVA for the team and decision in scope. Employee and manager input then share that agreed frame. See scope and pricing

Getting started: Where should we start?

Start with the decision and the information available. EVA Competency Mapping offers Self-Service for employee-reported competency insights and Managed for a fixed-price project with employee and manager assessments and interpreted analysis. For an existing candidate pool, a shortlisting requirement or a roster refresh, discuss the relevant scope directly. Other analyses and capabilities are priced against your scope. See scope and pricing

Analyses: Can we commission a specific analysis?

Yes. Agree the question, population, instruments and output, then we quote the work. Repeat campaigns, refresh cadence and connected workflows are scoped explicitly. See scope and pricing

Getting started: Do we need an HR systems integration first?

A Managed Competency Mapping project can start from agreed source files rather than a live integration. Your organisation's data, security and employee-representation requirements still apply. We agree those during scoping. For Self-Service, we confirm the supported framework and participant-data inputs before activation. See scope and pricing

Security & oversight: Does the AI make employment decisions?

Competency Mapping is scoped as a capability diagnostic, not an automated appraisal or pay decision. EVA provides information and recommendations for review. Any wider use for hiring, mobility or succession needs its own agreed purpose, access controls and human decision process. Read our AI transparency statement

Security & oversight: Can our employee representatives review the approach?

Yes. We can explain the information requested and how it is used: employee reports in Self-Service, or employee and manager input in Managed. Required consultation or approval is part of preparing the assessment, not something the software bypasses. Read our AI transparency statement

Analyses: What happens after a Managed Competency Mapping project?

You keep the delivered analysis. You can discuss ongoing use in the same workspace or stop after the engagement.

Pricing: What is the difference between Self-Service and Managed?

Both are EVA Competency Mapping. Self-Service covers up to 250 people. Your team sets up and runs the campaign with EVA's guidance; EVA SuperBot runs the assessment conversations. Your team explores employee-reported insights generated from campaign data. Managed adds manager assessments, EVA's interpretation, a dated deliverable and the guarantee. The fixed-price project covers one cohort of up to 300 people, one framework and one language. Above that, we scope an annual programme. See scope and pricing

Pricing: What does the Self-Service subscription cover?

Self-Service covers up to 250 people. Assess them once or again, campaign by campaign, one campaign at a time, with one framework and one language. Supply your framework in a supported format, or agree a first version with EVA; compatibility is confirmed before activation. Manager assessments, framework consulting and an interpreted Managed analysis are part of the Managed engagement. Above 250 people, we scope a programme. One subscription covers one contracting entity; a group wanting several legal entities is a programme conversation. Explore Self-Service

Pricing: How are people counted?

A person counts once, however many times you assess them. Resuming an unfinished assessment or running a later campaign for the same people adds nobody. Your count is shown on every refresh of your analytics page. Adding people beyond 250 moves you to a programme. No overage charges are added automatically. Where you have not yet taken the manager view, the programme starts with a Managed cohort. Explore Self-Service

Pricing: Which analytics do we receive with Self-Service?

Self-Service delivers employee-reported competency insights generated from your campaign data. We confirm the included views and exports before activation. Missing responses are shown as missing, not low proficiency. Gap comparisons require configured target proficiency levels; employee reports alone do not establish a gap or independently verified competency. Managed sample analyses may include interpretation and outputs that are outside Self-Service. Explore Self-Service

Pricing: How do we start Self-Service?

Request access and tell us about your framework and cohort. Access is activated by our team. We confirm timing, the included analytics and the subscription terms before you pay. Your team then sets up and runs the campaign; EVA SuperBot runs the assessment conversations. Basic product support is separate from consulting or running the campaign for you; included support is confirmed before activation. We also confirm renewal, cancellation and data access before payment. Request Self-Service access

Pricing: How is Self-Service billed?

Self-Service is billed annually, covering up to 250 people for one contracting entity, with one campaign at a time. The pricing card shows the yearly amount in your selected currency. Activation, renewal and cancellation terms are confirmed before payment. Explore Self-Service

Pricing: Do we have to start with Competency Mapping?

No. Start with the decision you need to make. EVA Competency Mapping has Self-Service and Managed options with defined scope. You can also discuss recruitment, shortlisting, another analysis or a wider programme directly. We quote those requirements separately. See scope and pricing

Pricing: What can we do after a Managed Competency Mapping project?

You keep the delivered analysis and can stop after the engagement. You can discuss an annual programme to reassess your people and keep the map current. Above 300 people, we scope a programme. Other analyses, matching and connected workflows are scoped separately. See scope and pricing

Pricing: Are wider projects priced by multiplying the one-cohort fee?

No. Wider projects are not priced by multiplying the one-cohort fee. The published Managed project fee covers one cohort of up to 300 people, one framework and one language. Above 300 people, a programme. We agree wider scope, inputs, delivery and connected workflows in your proposal. The Self-Service subscription is a separate delivery option, not a per-person benchmark for Managed projects. See scope and pricing

Pricing: Which currency applies?

Self-Service and Managed are both listed in pounds, euros and dollars. You sign in the currency of your contracting entity: GBP for the UK, EUR for the EU, USD elsewhere. Other currencies available on request, quoted from the USD list at the invoice-day rate. See scope and pricing

Pricing: Does the annual licence credit apply to both options?

Move to Managed while your subscription is active and we deduct the equivalent of your last three months of Self-Service fees from the project price. Only the Managed project fee qualifies for a credit towards your first annual EVA licence. 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. The credit covers the whole Managed project fee actually paid, as confirmed in your proposal. It applies to the licence fee, not to separately scoped implementation or services, or another standalone project. Your proposal confirms the qualifying date for the 90-day window before you commit. Read the full credit terms

Pricing: Does adding another team require an annual programme?

Not always. Self-Service covers up to 250 people in one contracting entity; above that, we scope a programme. A fixed-price Managed project covers one agreed cohort of up to 300 people, with one framework and one language. Above 300 people, a programme. A group wanting several legal entities is a programme conversation. We agree the people covered and scope before the work begins. Explore your requirement

Pricing: What does an annual programme include?

One full reassessment a year shows what has moved since the first analysis; refresh any team whenever it changes. Employee and manager assessments, the analytics and customer success are included; matching and connected workflows are scoped additions. You pay for the people you cover, not for loading data and not for viewers. Your proposal names the people covered and confirms the programme price and scope. Explore your requirement

Pricing: How does this compare with an engagement or listening platform?

Those measure sentiment across all employees, all year, priced per employee. EVA Competency Mapping maps competency evidence for a defined population: Self-Service is closer to competency-inventory software, Managed to a managed assessment-and-analysis project, and a programme keeps the map current. Compare the delivery options

Competency Mapping: 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. Explore this solution

Competency Mapping: Does a complete profile mean a verified competency?

No. Completeness means the expected information has been captured. The strength of a competency assessment depends on the evidence, its relevance and the review applied to it. Explore this solution

Competency Mapping: Why not use our existing skills matrix?

Keep it where it provides useful information. Managed EVA Competency Mapping adds structured capture, practical examples and comparison of employee and manager perspectives around a defined decision. Establish what your existing records already answer and what additional evidence is worth collecting. Explore this solution

Competency Mapping: In Managed, what happens when the manager and employee disagree?

Review the examples, the work context and the meaning of the agreed proficiency level. Give both people a way to clarify their view through the agreed process. The manager's rating is not automatically the truth, and disagreement should not be averaged away or treated as a performance verdict. Explore this solution

Internal Mobility: Can this support a promotion decision?

Yes, by comparing the target role's requirements with the available evidence. Readiness, employee interest and remaining gaps still need review through your promotion process. A match score or a difference between employee and manager ratings is not an automatic promotion or pay decision. Explore this solution

Internal Mobility: What happens if a manager cannot release someone?

Treat that as a constraint to resolve. Review timing, transition cover or another option with the people responsible. A recommendation does not override the manager's responsibilities or the employee's interests. Explore this solution

Internal Mobility: Does redeployment automatically save the cost of a hire?

No. Compare the full effect, including backfill, training, transition time and the work left behind. An internal move is one option to evaluate. Explore this solution

Skills Gaps & Development: Does EVA replace our learning platform?

EVA helps establish development priorities and the evidence to revisit. It does not replace your course catalogue or learning delivery. Keep those in the systems and processes that already own them, and confirm any LMS connection or additional workflow separately. Explore this solution

Skills Gaps & Development: Can you guarantee which training has the highest ROI?

No universal return follows from a competency gap. Agree the intended work outcome, costs and review period, then assess whether the development changed the result. Explore this solution

Workforce Planning: Can we compare countries and languages?

Yes, through an agreed wider scope. Confirm definitions, proficiency levels, language adaptation and the review method before combining results. A multilingual programme is separate from Managed EVA Competency Mapping's one-language project scope. Explore this solution

Workforce Planning: Will the demonstration become our live planning system?

The samples are interactive analytical snapshots. Candidate lists and generated mission briefs illustrate decisions; they do not show completed approvals or transactions. Your scope specifies data refresh, permissions, calculations and any connected workflow. Explore this solution

Recruitment & Shortlisting: Can we start directly with recruitment and shortlisting?

Yes. Start with your role and candidate pool. The proposal confirms the matching scope, data preparation, screening criteria and any integration or additional assessment costs. Explore this solution

Recruitment & Shortlisting: Does this replace our ATS?

EVA supports matching around your existing recruitment process. Agree the system of record, data fields, permitted actions and refresh cadence; include any integration work in the proposal. Explore this solution

Recruitment & Shortlisting: What if the best candidate has an incomplete profile?

Missing information is not proof of missing capability. Examine what the scorecard can support and ask for the relevant example or clarification. Agree how incomplete profiles are handled, test for missed candidates, and keep selection decisions with recruiters and hiring managers. Explore this solution

Recruitment & Shortlisting: Does a repeatable ranking guarantee a fair or accurate decision?

No. Criteria, data quality and human review still matter. Validate the search against your role and review process; keep the employment decision with the responsible people. Explore this solution

Contingent Workforce: Does EVA replace our vendor management or contracting system?

This scope focuses on capability, responses and the review process. Confirm the systems that own commercial terms, contracts and payments, and agree any connections required. Explore this solution

Contingent Workforce: Does a high match score mean someone is cleared to deploy?

No. Review the evidence and confirm availability, commercial terms and the required checks. A matching result does not establish eligibility, clearance or a completed contract. Explore this solution

Contingent Workforce: Can EVA guarantee someone for an urgent shift or assignment?

No. A relevant profile or a positive availability response is not a confirmed booking. Set the response cadence and fallback sourcing process around the urgency of the work. Required checks, approvals and contracting still apply before deployment. Explore this solution

Restructuring and M&A: Can this run before a transaction is public?

Only where the intended data use, access and process have been approved by the appropriate parties. Agree confidentiality and the permitted population during scoping. An NDA alone does not settle employee information, data-sharing or consultation requirements. Explore this solution

Restructuring and M&A: Will our works council accept the approach?

That cannot be promised. Include the relevant representatives and advisers early, explain the intended use and review the evidence and decision process with them. EVA's team can explain the method; acceptance depends on the specific programme and applicable process. Explore this solution

Restructuring and M&A: Can the map tell us which roles to remove?

Not on its own. Shared competencies are not proof of spare capacity, and an evidence gap is not proof that someone cannot do the work. Any organisational or employment decision needs the wider business information, appropriate human judgement and required process. Explore this solution

43 questions to explore

Analyses

What does a Managed Competency Mapping project deliver?

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