Understand your people. Decide what comes next.
Understand competencies, examine teams and leaders, plan future demand and compare talent options. Choose the scope your decision needs, then connect agreed steps through automation and approvals.
EVA Competency Mapping
Choose Self-Service or Managed delivery.
EVA Competency Mapping gives your team a shared language for the capabilities its work requires. With Self-Service, your team runs employee assessments and explores automatically generated employee-reported competency insights. With Managed, EVA leads the agreed engagement, adds manager input and interprets the analysis.
The Managed engagement
A fixed-price project at $16,000 for up to 300 people, one competency framework and one language. Employee and manager assessments are included. A board-ready analysis in less than 10 weeks, guaranteed. Review the capability picture, assessment differences and development priorities.
- Scope
Agree the intended outcome.
Define the cohort, framework, language and delivery date.
- Prepare
Establish the starting point.
Confirm the source files and the information to collect.
- Capture
Hear from the people in scope.
Gather employee and manager perspectives and relevant examples.
- Review
Examine the picture.
Review available evidence, assessment differences and open questions.
- Analysis
Decide what follows.
Receive the agreed analysis and discuss the next action.
See what you can get
Managed engagement sample, illustrated with synthetic data. Its manager comparisons and interpreted outputs are outside 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.
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.
Different perspectives, held together
Illustrative capability modelEVA Team & Leadership Analytics
Understand the patterns behind team performance.
EVA Team & Leadership Analytics brings the relevant assessment and survey instruments into one analysis. Examine leadership alignment, team experience, development priorities or time allocation. Commission a specific analysis or agree a recurring programme.
Leadership perspectives.
Compare self, manager and team assessments. Explore alignment gaps, individual debriefs and development actions for the leadership population in scope.
Team experience and development.
Connect competencies and development wishes with engagement or collaboration questions. The boutique sample adds selling styles and product knowledge for a retail context.
Where the working week goes.
Examine time allocation by activity, market, channel and role. Use scenarios to explore how the balance of work could change.
An agreed analytical scope.
Choose the population, instruments, languages and output. Any repeat campaign or refresh cadence is agreed explicitly. Employee and manager competency assessments are included in the Managed EVA Competency Mapping engagement. Self-Service uses employee assessments only.
See what you can get
Illustrative analytics using synthetic data.
360 Leadership Alignment
Bring self, manager and team perspectives into one leadership and succession review.
Three-view comparisons, development themes, successor readiness and individual debrief views.
EVA Team & Leadership Analytics
Inputs and scope
Question: Where do leadership perspectives differ, and what needs a calibration discussion?
Inputs: Self, line-manager and team assessments, with manager-provided performance and potential inputs where agreed.
Instruments, respondent groups, confidentiality, calibration and debrief support are scoped for the project.
Boutique Team Intelligence
See which boutiques need support, what is getting in the way and where training should focus.
Boutique comparisons, training priorities, collaboration themes and advisor views.
EVA Team & Leadership Analytics
Inputs and scope
Question: Which retail teams need support, and what should that support address?
Inputs: The agreed mix of engagement, boutique/HQ collaboration, competency, selling-style and product-knowledge responses.
A retail-specific example with five instruments. The instruments and population included in your analysis are agreed explicitly.
Time Effectiveness Survey
See where the team's week goes and what could give people more customer time.
Time decomposition, group comparisons, coaching themes and modelled opportunity scenarios.
EVA Team & Leadership Analytics
Inputs and scope
Question: Which work changes should we test to improve how the team spends its time?
Inputs: Time-allocation responses and the agreed market, channel or role context.
Opportunity scenarios are estimates to test, not measured gains. A repeat measurement is included only when commissioned.
Development Funding Analytics
Connect commercial time, coaching benefit and development spend before allocating budget.
Group comparisons, hours-to-value scenarios and market-level development funding priorities.
EVA Team & Leadership Analytics
Inputs and scope
Question: Where should we protect, redirect or investigate development funding?
Inputs: Time-allocation and coaching responses, development spend per head and Finance-supplied cost assumptions.
Commercial time and development funding, illustrated with synthetic data. Released capacity and euro values are modelled scenarios, not realised savings or guaranteed returns.
Current capability and future demand
Illustrative capability modelEVA Workforce Planning
Bring future demand into the capability picture.
EVA Workforce Planning compares the capability available with the work ahead. Start from manager forecasts or examine demand derived from business plans, then review development, movement and hiring options with the people accountable for delivery.
Manager forecasts.
Gather the competencies each unit expects to need, the timing, urgency and reasons they may be hard to find. Read those requirements against the current bench.
Plans into demand.
Trace interpreted requirements back to passages in the source plans. Examine demand and supply across business groups, functions and countries.
Coverage and gaps.
Explore geographic and competency coverage, gaps and the effect of missing information. Review the assumptions before choosing an action.
Options for the next discussion.
Compare development, redeployment, hiring or temporary support. Agree data sources and whether you need a snapshot or a recurring planning programme.
See what you can get
Illustrative analytics using synthetic data.
Manager's Future Demand
Bring managers' future competency needs, timing and vacancy forecasts into one view.
Demand, urgency and scarcity analysis, forecast vacancies and development, movement or hiring options.
EVA Workforce Planning
Inputs and scope
Question: What capability will we need, when, and where might it be hard to find?
Inputs: Manager forecasts and assumptions, with current capability data for bench comparisons.
A manager-led forecast. Timing, population, current-capability inputs and any repeat cycle are agreed separately.
Requirements meet relevant evidence
Illustrative capability modelEVA Talent Matching
See who fits the work, and why.
EVA Talent Matching starts with a natural-language request or a structured, parameterised prompt. Compare internal people with roles or missions using agreed criteria and readable reasons. Review relevant competencies, evidence gaps and the information needed to discuss a move.
A clear requirement.
Describe the work in natural language or use a structured prompt to specify the criteria, weights and eligibility conditions that matter. Make the handling of missing information explicit.
Reviewable comparisons.
Examine criterion-level reasons alongside the profiles in scope. Agree the capability evidence and current availability information needed for your comparison.
A practical move.
Confirm interest, availability, release and backfill with the responsible people. Candidate fit informs that discussion; it does not complete it.
Other talent pools.
External recruitment, existing-candidate shortlisting and contingent requirements are available on request. Candidate data, parsing, storage, screening criteria and delivery need their own agreed scope.
See what you can get
Illustrative analytics using synthetic data.
External recruitment and shortlisting
Explore an illustrative recruitment requirement and the evidence used to review candidates.
Explore recruitment and shortlisting →Connected capabilities, with human review
Illustrative capability modelEVA Full Automated & Approvals Platform
Connect the capabilities your programme needs.
EVA Full Automated & Approvals Platform brings the agreed assessment, analytics, planning and matching capabilities together with approvals and automation. Define the populations, processes, systems and delivery responsibilities for your programme.
A coherent programme.
Connect the information collected, analyses reviewed and decisions approved in the same workspace. Choose the capabilities that serve the programme.
A defined delivery scope.
Agree the integrations, workflows and operating responsibilities. Interactive sample analyses demonstrate analysis; live approvals and transactions require this additional configuration.
Approvals and automation
Approvals and automation within EVA Full Automated & Approvals Platform connect the review to its next steps. Agree the roles, permissions, handovers and system actions your process needs, including the steps that wait for a responsible person.
Review, release and handover.
Route recommendations, capture responses and coordinate receiving and current managers, release decisions and transition dates.
Configured system actions.
Agree which system owns each record, the connectors and permissions required, and how failures are handled. Test the process before enabling transactions.
Choose the capabilities your decision needs.
Start with a specific analysis or a wider requirement. We agree the population, inputs, deliverables and any repeat campaigns or connected workflows before quoting. You can discuss planning or matching directly.
Choose how to start and discuss your scope →"EVA.ai has been instrumental in revolutionising how the UNDP approaches talent management and operational efficiency for our global workforce of about 23,000 personnel. By enabling a detailed map of expertise and skills across our organisation, EVA.ai has empowered us to identify talent gaps, enable crisis response deployments, assist in rolling out our mobility policy, manage leadership pools, and support various initiatives. Building on this success, the new Internal Talent Marketplace leverages EVA.ai to identify and flag relevant vacancies to personnel automatically."
Your questions, answered straight.
8 questions to explore
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.
You might also want to know
Explore the methods behind the offers.
Competencies
Skills taxonomy, competency framework and skills matrix: how they fit together →
A shared vocabulary, a definition of good performance and a view of the evidence each answer a different question.
Team analytics
People analytics: move from a chart to a workforce decision →
Read the population, coverage, perspective and date before deciding what a workforce chart means.
Workforce planning
Total workforce planning: compare demand with realistic people options →
Connect business plans and manager forecasts to capability, capacity, timing and possible responses.
Talent matching
AI candidate matching: build a shortlist people can review →
Separate essential requirements, preferences and missing evidence before comparing people.
Workflows
HR workflow automation: from a trigger to a completed action →
Understand the conditions, system updates, approvals and exceptions behind a reliable automated process.
Integrations
HR system connectors: keep records reliable across your existing systems →
Agree record ownership, identifiers, update direction and recovery before connecting a workforce process.
Start with the decision you need to make.
Bring the requirement, the people or records in scope and your deadline. We will work through the information, capabilities and next steps it needs.