The framework
Four pillars, twelve competencies, four levels
Levels: 1 Developing · 2 Practicing · 3 Advanced · 4 Mastery. Every person rated themselves in conversation with EVA; their manager rated them independently. The headline finding is where the two views differ.
Key results
The cohort at a glance
Three decisions this analysis puts on the table
Computed from the people in view. Each one names an owner and a 90-day test.
Self against manager, competency by competency
Where the gap lives: seniority and tenure
By seniority
By tenure, manager view and gap
Competency by market
Self against manager, by market
Manager-rated level by market and pillar
Individual calibration map
Each row is one colleague (anonymised); each cell is self minus manager for one competency. Red = self above manager; blue = manager above self; pale = aligned. Click a row for the person's profile.
What the team wants to develop, against the evidence
The development wish-list
The investment map: demand against evidence
In their own words
People in view
How to read a profile
Click any person to open their profile on the right: the twelve competencies as a radar (self against manager), the gap, what they asked to develop, and what the manager does with it. This sample uses synthetic individual profiles. EVA and Customer Success configure role-based access for each client and use case. Employees, managers, HR and other authorised viewers can see individual assessments and aggregate analyses according to the agreed permissions.
From the analysis to the decisions
Calibrate
- Every person with a gap above 0.5 gets the manager's view in a private conversation, with the examples on the table.
- Markets above 30% gap run a manager calibration session; agree a reference after reviewing the current evidence.
Fund the three
- One cohort each on the three competencies where demand meets deficit, taught by the cohort's own Advanced and Mastery people.
- Development plans written with the person, one observable behaviour and a date.
- Stakeholder and storytelling requests folded into the commercial cohort.
Measure again
- Re-run the manager view only; the gap is the number that moves first.
- Publish the Quality and Client Intimacy experts as the coaching bench.
- Take the picture to the next cohort on the same workspace.