Competence & Performance Management
Build a performance-driven, skill-based compensation culture.
Evenpay integrates skills, competencies, and performance reviews directly into your compensation model — giving managers a structured way to evaluate people and reward contribution objectively.
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Pay for Performance
Skill & Competency Frameworks
Assign required skills to positions and evaluate employees using a simple, customizable 1–5 scale.
Certificates & Validation
Link certificates directly to skills, track expirations, and ensure qualifications stay up to date.
Performance Reviews That Matter
Managers evaluate performance on a 1–5 scale that feeds straight into your ML-based compensation analysis.
A structured way to evaluate skills, track performance, and reward people fairly
Create Clear Compensation Paths
Most organizations claim to reward performance — but lack the data needed to do it consistently. Evenpay fixes this by combining competence management, skill evaluation, certificates, and performance reviews into one unified system that directly connects to compensation.
Managers can define the skills required for each position and rate employees on a simple, customizable 1–5 scale. Each skill level can be tailored to your organization, so “Level 3” in one company or role is not the same in another. Certificates can be attached to relevant skills, with automatic expiration tracking that keeps qualifications visible and up to date.
Performance reviews follow the same logic — a clean 1–5 rating system based on “meets expectations” principles that is easy for managers to use and consistent across the organization. These evaluations feed directly into Evenpay’s ML-based pay analysis, allowing competence and performance to become genuine pay factors rather than vague concepts.
With skills, performance, and compensation connected, Evenpay gives leaders a clear visualization of performance vs. compensation. It becomes immediately obvious who is excelling, who is under-rewarded, and where discrepancies exist between contribution and pay. Managers gain clarity, HR gains consistency, and employees gain trust in how decisions are made.
This structure also strengthens career development. Employees see what skills they need to grow, how they compare to their role’s expectations, and what progression looks like. It makes compensation and career paths more transparent while reducing subjectivity in salary decisions.
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