COMAEA UK LIMITED

Comaea | Competency & Skills Intelligence Platform

A competency management system used widely in government (aka GOST. Careers Toolbox). Create, import, and deploy competency frameworks and skills assessments and build career paths, signpost learning, and create development plans. Simple to use, and easy to set up and manage. Also mentor match, succession planning and comprehensive reporting.

Features

• Graphical Manager dashboards
• Comprehensive Reporting and People Analytics
• User-friendly interface
• Clear Job Level Requirements for each role
• Build a structured library of competencies and job roles
• Simple to update and maintain
• Simple, Scalable and Secure - Stand alone or fully integrated
• Performance and talent Management
• ole based access ensures GDPR compliance
• Fully accessible

Benefits

• Understand your staff, team and organisation capability
• Get great adoption and engagement from users
• Managers at all levels can report on their staff
• Competency based Pay-Calculations & PD Accreditation workflow
• Create and manage development through the Individual Development Planner
• Works with all Government Skills Frameworks
• Build or tailor competency frameworks to suit your needs
• Individuals can see their profile match to other roles
• Check and maintain the health of your skills data easily
• Dynamic dashboards give clear actionable insights

• Education pricing available
• Free trial available

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at hello@comaea.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

529483601847784

Contact

Tony Martin
0330 8085037
hello@comaea.com

About the service

• Service categories:

  Applications

  Enterprise resource management

  • Enterprise performance management

  Human capital management

  • Core Human Resources Applications
  • Talent Management Applications
• Multi cloud support: Yes

Service scope

• Software add-on or extension: No
• Cloud deployment model:
  • Public cloud
  • Private cloud
• Service constraints: Can be used on any internet connected device.
• System requirements:
  • Any internet connected device (Desktop, laptop, tablet, Phone)
  • Accessed via a browser, so no app download required.

User support

• Email or online ticketing support: Yes
• Support response times: Within 4 hours
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Onsite support: No
• Support levels: Email support is provided 24/7/365 and is normally answered within 4 hours. ; We offer regular Service Review calls which can be weekly, fortnightly, monthly or quarterly as required. A Customer Service Manager will also be able to provide ad-hoc support as necessary to ensure you get the best out of the system. This support is free of charge.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: Comaea is really easy and intuitive to use. ; We offer dedicated support from a Customer Service Manager to help superusers get up to speed, and there are numerous YouTube videos and material to offer training and reference. ; There is also help available in the application.
• Service documentation: No
• End-of-contract data extraction: We have a defined exit plan at the end of contract. ; Data is available via the Manager Dashboards for 7 days. ; Data is available via Data lake Files for 30 days to administrators. ; All data is available in PDF, CSV or XLS formats
• End-of-contract process: We have a defined end of contract process. ; All users are set to pending to restrict access to nominated administrators and managers only. ; Managers are restricted after 7 days; Administrators are restricted after 30 days. ; All data is securely deleted after 90 days. ; Alternative end of contract processes can be discussed.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
  • Other
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: Desktop and Mobile service are designed to give the same experience to the user.
• Service interface: No
• User support accessibility: WCAG 2.2 AA
• API: No
• Customisation available: Yes
• Description of customisation: Administrators of the system can amend:; Competency frameworks, Job Roles, Skills Mapping, Learning, Development Plans, etc. ; They can also edit Organisation Structure, users and user-rights. ; Manager and Users can customise their landing page tiles, and dashboard.

Scaling

• Independence of resources: We use AWS resource and performance management tools to ensure the service is stable and not affected by demands. ; We can scale the virtual server resources as necessary to accommodate additional demands dynamically.

Analytics

• Service usage metrics: Yes
• Metrics types: Activity reports are available through the manager dashbaord
• Reporting types:
  • Real-time dashboards
  • Reports on request
• Resource tagging: Yes
• FOCUS resource tagging: No

Supplier type

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Security Clearance (SC)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• User control over data storage and processing locations: Yes
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest: Encryption of all physical media
• Data sanitisation process: Yes
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001
• Data sanitisation type: Explicit overwriting of storage before reallocation / Secure Erase

Data importing and exporting

• Data export approach: Users can export data as a PDF, CSV or XLS depending on the type of data.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • XLS
  • PDF
• Data import formats:
  • CSV
  • ODF

Data-in-transit protection

• Data protection between buyer and supplier networks:
  • Private network or public sector network
  • TLS (version 1.2 or above)
  • IPsec or TLS VPN gateway
• Data protection within supplier network:
  • TLS (version 1.2 or above)
  • IPsec or TLS VPN gateway

Availability and resilience

• Guaranteed availability: Availability shall be 99.9 % during any given calendar month.; Availability of the Service means that the Service is available to the Customer at the measuring point.; Availability is calculated using the following formula:; Availability (%) = ( (Agreed Service Hours – Permitted Downtime – Downtime) / (Agreed Service Hours – Permitted Downtime) ) x 100 ; If availability is below the agreed level of Availability for the Service, the Customer is entitled to a; price reduction of the percentage of the total fees payable by Customer to COMAEA for the preceding calendar month for the Service, which is in the form of a credit against future invoices. ; Additional terms and conditiosn apply. Details on Request.
• Approach to resilience: We use AWS as the leading cloud infrastructure provider. ; This is ensures data is secure and the service is resilient.; The datacenter meets ISO27001 requirements to mirror our own ISO27001 certification. ; Further details on request.
• Outage reporting: If we experience a service outage then the main contact for each account is sent and email explaining the outage, our mitigation processes and expected return to normal time.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Public key authentication (including by TLS client certificate)
  • Username or password
• Access restrictions in management interfaces and support channels: SSO using SAML2.0 is available and is the most secure access. ; Multi-factor authentication is used for Administration and Manager logins. ; Username and complex password riles are available for users.; Access rights need to be set up and will restrict user access to see only data they are allowed to see. ; Various system access rights are available: User Only, Line Manager, Organisation Manager, Job Family Manager, Accreditation Manager, Validation Manager, Smart Tag Manager..
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Dedicated link (for example VPN)
  • Username or password

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: At least 12 months
• Access to supplier activity audit information: Users have access to real-time audit information
• How long supplier audit data is stored for: At least 12 months
• How long system logs are stored for: At least 12 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: Comaea are ISO27001 certified and our Information Security Policy is aligned with those requirements and specifically tailored to meet the needs of our business and clients information security. Our Policy is regularly reviewed, audited and updated. ; The purpose of the Comaea Information Security Policy is to establish effective controls for computing, telecommunications, networks and information systems. Steps must be taken to ensure the confidentiality, integrity and availability of all information in Comaea (whether generated within the business or entrusted to Comaea by third parties); this means that the information must be accurate, timely, relevant, complete and protected appropriately.; Appropriate practices, procedures and technology must be implemented to protect assets that process, store and/or transmit Comaea information in digital, as well as non-digital formats.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: We apply engineering principles for standardized system setup across all environments (AWS, Azure, GDM) through configuration baselines and auditing.; We Implement / Consider Operational Best Practices for NCSC Cloud Security Principles (AWS example); We Implement a comprehensive asset management program to ensure all assets are controlled from a centralized point (Microsoft EntraID / JAMF).
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: We have increased the complexity, frequency, and depth of penetration tests through our ASVS provider.; We use perimeter and internal security and monitoring tools across all environments, and enhance visibility, depth, and control.; We carry out annual pentesting by a CREST approved 3rd party,; Patches are deployed to servers when needed.; We monitor threats using: nAWS and MS Azure threat information (via Kramfors management), Kramfors vulnerability scanning and information sources (via Nagios Scans), Web application testing programs, Membership to appropriate security groups or resources (NCSC, KB4 software, CERT groups)
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Through regular security training, our staff are encouraged to identify any potential compromises as soon as possible to the Security Office (CTO).; This is then noted in Our Incident log and actioned according to the Incident Management Policy.; Our Operations Security Playbook: ; Capacity Monitoring=Automatically Alerted; Event Monitoring=Automatically Alerted & Weekly Manual Reviews; Security Patches=As notified by auto-update or external/vendor source; Non-Security Patches=As per security patches; Anti-virus updates=Automatically Updated / where, when applicable; Vulnerability Identification=Through penetration test, external feeds, or automated alerts; System Audits=In accordance with the internal audit schedule
• Incident management type: Supplier-defined controls
• Incident management approach: The ISMS Owner will take charge of the security incident and co-ordinate all activity.; Regardless of the type of security incident, there may be significant implications in relation to incident management in that a breach on one computer environment may flow on to other environments. Therefore, all security incidents will be treated seriously, and an assessment will be made as to the escalation required in the given circumstances.; In the event any client information is compromised, the SSC will coordinate communication to all impacted clients. Communication will take place within 72 hours of confirmation of such exposure being validated.
• Post-quantum cryptography secure: No

Secure development

• Approach to secure software development best practice: Independent review of processes (for example CESG CPA Build Standard, ISO/IEC 27034, ISO/IEC 27001 or CSA CCM v4.0)

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• Free trial available: Yes
• Description of free trial: We can help build a Proof-of-concept model for buyers to understand how the system can benefit them. We can also provide access to generic demo accounts for evaluation purposes.

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 0%
• Between £250,000 and £500,000: 0%
• Between £500,001 and £1,000,000: 0%
• Between £1,000,001 and £2,500,000: 10%
• Between £2,500,001 and £5,000,000: 10%
• Over £5,000,001: 10%

Standards and certifications

• ISO/IEC 27001 certification: Yes
• ISO/IEC 27001 accredited by: Amtivo Group Limited T/A British Assessment Bureau Ltd.
• ISO/IEC 27001 accreditation date: Wednesday 23 April 2025
• What the ISO/IEC 27001 doesn’t cover: .
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber Essentials Certificate Number: Bb468bbd-74ea-4a8e-81c7-2e297d55b17f
• Cyber essentials plus: No
• Cyber Essentials Alternative: None of the criteria
• Other security certifications: No

Social value

• Mission: Kick start economic growth:

  To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

  Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

  • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
  • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
  • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
  • Plans to engage the contract workforce in deciding the most important workplace issues to address
  • Ensuring new workers are informed of their right to join a trade union
  • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
  • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
  • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
  • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
  • Activities to cascade good practice on fair working conditions throughout the supply chain
  • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
  • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
  • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
  • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
  • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
  • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
  • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
  • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
  • Volunteering opportunities for staff
  • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
  • Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
  • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
  • How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
  • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
  • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
  • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

  • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
  • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
  • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
  • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract

  Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

  • Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
  • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
  • Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
  • Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
  • Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
  • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
  • Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
  • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
  • Plans for positive actions with community groups.
  • Measures for making facilities used in the delivery of the contract available for community groups, education or training
  • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
  • Plans to respond flexibly and adapt approaches to community engagement and initiatives
  • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
  • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events
• Mission: Make Britain a clean energy superpower:

  To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

  Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

  • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Collaborative ways of working with the supply chain to deliver additional environmental benefits in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
  • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
• Mission: Break down barriers to opportunity:

  By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

  Policy Outcome 6: Employment and training: For those who face barriers to employment

  • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
  • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
  • Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
  • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
  • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
  • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
  • Introducing transparency to pay and reward processes
  • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
  • Working conditions which promote an inclusive working environment and promote retention and progression
  • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
  • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
  • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

  • Understanding of the issues affecting the development of new skills by target cohort
  • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
  • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
  • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
  • Understanding of issues relating to entering the contract workforce
  • Creation of outreach activities to create a pipeline of employees for the future contract delivery
  • Content of the outreach activity is designed to suit the target cohort
  • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
• Mission: Build an NHS fit for the future:

  That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

  Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

  • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
  • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
  • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
  • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at hello@comaea.com. Tell them what format you need. It will help if you say what assistive technology you use.