Comaea competency management software for government.

Comaea is competency management software used by government departments and professions to define the competencies each role requires, assess people against them, and identify where capability falls short.

Role profiles, assessments, supporting evidence, and reporting sit in one system, so individuals, managers, and profession leaders work from the same information when they make decisions about development and readiness.

GOST is Comaea, configured and branded for UK government. It was introduced when the Infrastructure and Projects Authority replaced its original skills tool, and more than 12,500 project professionals now use it for competency assessment and development.

Other departments and professions run their own frameworks on the same platform, each configured to their own requirements.

Yes. Existing frameworks, role profiles, and proficiency levels can be imported as they are, so the work your profession has already done carries over. Several government frameworks are already in use on the platform, including the Project Delivery Capability Framework.

Once a framework is mapped to roles, it drives assessment, development planning, and reporting consistently across every team that uses it.

Yes. Each profession or department can run its own framework, role structure, assessment process, and reporting, independently of the others. Where an organisation wants a combined view, leaders can report across professions.

Network Rail, for example, runs seven professions on one platform, each with its own framework.

No. Established frameworks, existing assessment data, and accreditation programmes that are already running can all be brought across. When GOST moved to Comaea, more than 300,000 lines of assessment data were migrated, so nobody had to repeat a completed assessment.

Our team handles framework configuration, data migration, and rollout, and we also work with organisations setting up a structured capability programme for the first time.

Yes. Comaea is designed to work alongside HR and learning management systems, not to replace them. Employee and organisational data typically comes from your HR system and learning records from your LMS, with Comaea holding the competency and assessment data that neither covers.

The specific integrations are scoped with your IT team during implementation.

Comaea aggregates individual assessment data into a view of strengths, gaps, and development priorities across the workforce. Dashboards and reports can be broken down by role, team, profession, or organisational area. Leaders use them to identify capability risks, decide where development budget will have the most effect, and inform workforce planning.

Comaea provides an enterprise platform with information security and data protection controls. For government implementations, we work with the customer to establish the applicable security, privacy, hosting, access and assurance requirements. Our team can discuss relevant certifications, technical controls and deployment arrangements as part of the procurement and assurance process.

Accreditation runs as a structured workflow. Individuals assess themselves against the profession’s standards and attach supporting evidence, a manager or assessor reviews the submission, and the outcome is approved and recorded.

Professions get a consistent process, a clear view of what each person still needs to develop, and a full record of every assessment decision.

Yes. Each accreditation level is defined by its own competencies, proficiency levels, and assessment criteria, taken from your profession’s framework. People are assessed against the requirements for the level they hold or are working towards, and the pathway from one level to the next is visible to them and their manager.

Comaea gives a pay review a consistent, evidenced basis. Individuals are assessed against defined capability and progression criteria, and the results, supporting evidence, and approval records feed into the review under your existing policy and governance.

Where staff already maintain a competency profile for their development, the same profile can inform the pay review, so there’s no separate exercise.

Comaea supports the assessment and approval process, but it doesn’t determine anyone’s pay.

Yes. Review workflows can include self-assessment, line manager or assessor review, and final approval by a head of profession. The stages, decision criteria, and governance are agreed with you when the programme is designed. Every step is recorded, so each decision can be traced back to documented criteria and the evidence behind it.