# Evaluation & Feedback (EVA)
Navatom Evaluation & Feedback appraises seafarers at sign-on and sign-off, rates vendors from purchase orders and receipts, and scores crew interviews.

URL: https://navatom.com/products/evaluation-and-feedback
Category: [Assessment](https://navatom.com/products/category/assessment)
Runs on: Office, Ship, Supplier

## Overview
Navatom Evaluation & Feedback is the dual-system performance assessment platform for maritime organizations. It combines structured multi-criteria evaluations with industry-standard feedback scoring methods (NPS, CSAT, CES). Together they measure crew competence, vendor reliability and company performance across your whole fleet. It replaces separate appraisal forms, paper crew assessments and ad-hoc satisfaction surveys. In their place is one assessment engine, shared by the office and each vessel.
The module is built around 2 complementary systems: Evaluations and Feedback. It covers every assessment scenario in maritime operations. The Evaluation system supports 4 subject types (Crew, Company, Contact, Employee). Evaluators on board and ashore assess them. It has weighted multi-criteria scoring, open-ended inquiry questions, and automated crew evaluation triggers on contract sign-in and sign-out events.
The Feedback system offers 3 industry-standard scoring methods for rapid sentiment capture. They are Net Promoter Score (NPS 1-10), Customer Satisfaction Score (CSAT -1/0/1) and Customer Effort Score (CES 7-point Likert).
Both systems share a controlled model lifecycle (Draft, Published, Deprecated), so your organization always works from approved assessment templates. Every action is logged. The module also has interview models for selection, debriefing and exit, vendor evaluations started from procurement, and crew score analytics. Together they turn subjective opinions on performance into structured insight that drives continuous improvement.

## Key figures
- 3 Feedback Methods
- 4 Evaluation Subject Types
- 3 Interview Types
- 3 Vendor Evaluation Triggers

## Features
- **Automated Crew Evaluation Triggers**: Never miss a crew assessment again. The system triggers evaluation assignments on its own when crew members sign in or sign out of vessel contracts. Sign-in evaluations capture each person's starting skill level. Sign-out evaluations assess performance over the whole assignment period. Automated triggers remove the work of scheduling crew assessments by hand for each contract transition. Choose the ranks to evaluate, the vessels, the model, and who evaluates. That can be ranks on board, such as the master or chief engineer, or an office user group. The evaluation is created at the event, or a set number of days, weeks or months after it. It is linked to the seafarer's contract and vessel.
  - Sign-in contract event triggers
  - Sign-out contract event triggers
  - By rank and vessel
  - At once or a set time later
  - Evaluated by ranks on board or the office
- **Multi-Criteria Evaluation Models**: Build evaluation templates with hierarchical criteria, scored questions and open-ended inquiries. Each evaluation model groups assessment dimensions into criteria groups. Individual questions carry configurable weight factors that set their influence on the final score. Design models that reflect your organization's own competency frameworks, from technical skills and safety awareness to communication and leadership. Weighted scoring gives critical assessment dimensions more influence than supporting ones, so results reflect your priorities.
  - Hierarchical criteria with scored questions
  - Per-question configurable weight factors
  - Open-ended inquiry questions
  - Reusable model templates
  - Composite weighted score calculation
- **Weighted Scoring System**: Not every question carries equal importance. The per-question weight factor system lets you assign numerical weights to individual evaluation questions. Critical competency areas then count for more of the overall score than supporting ones. Weight factors are set at the model level, so every evaluation using that model applies the same weighting. Navatom calculates weighted averages on its own and produces composite scores that reflect your organization's assessment priorities. Compare weighted scores across evaluations to find true performance trends.
  - Per-question numerical weight factors
  - Importance-adjusted composite scores
  - Consistent weighting across evaluations
  - Real-time weighted average calculation
  - Cross-evaluation score comparison
- **Vendor Evaluations from Procurement**: Evaluate suppliers, service providers and third-party contractors as rigorously as internal personnel. In each procurement category, pick the status of the purchase order, goods receipt or vendor quotation that starts an evaluation. Also pick the model to use and who evaluates. Navatom creates an evaluation of the vendor the moment a document reaches that status. Each evaluation links back to the document behind it. A late delivery or a short shipment is scored against the order it came from. The scorer is an office user group. It can also be the ranks on board when the purchase was made at a vessel, or the person who handled the document. Build a data-driven vendor scoreboard that replaces subjective opinions with structured ratings you can compare.
  - Supplier performance scoring
  - Started by PO, receipt or quotation status
  - Set per procurement category
  - Linked to the purchase document
  - Historical vendor score tracking
- **Interview Models for Selection, Debriefing & Exit**: Build interview templates for the 3 conversations a crewing department has with people. They are selection before hiring, debriefing after a tour, and the exit interview. Each model is for crew, office staff or contacts. It is made of numbered sections, mandatory or conditional. Each section is scored with one of your published evaluation models by its own evaluator group. Interviews are held in Crew Planning against a candidate lineup, a contract or a company. A section that does not apply can be excluded or waived, with the reason and who authorized it. The interview closes with a recommendation: highly recommended, recommended with training, or not recommended.
  - Selection, debriefing and exit interviews
  - For crew, office staff or contacts
  - Mandatory and conditional sections
  - Each section scored by its own evaluator group
  - Closing recommendation in 3 grades
- **Evaluators On Board & Ashore**: Each evaluation names who carries it out. Crew evaluations are assigned to ranks on board, or to an office user group. The master or chief engineer can evaluate the officers who sail with them. Vendor evaluations go to an office user group. They can also go to the ranks on board when the purchase was made at a vessel. Or they go to the person who handled the purchase order, goods receipt or quotation. Each interview section names its own evaluator group. So the technical and the HR sections of a selection interview can be scored by different people. Each evaluation keeps who scored it.
  - Ranks on board evaluate crew
  - Office user groups
  - Handler of the purchase evaluates
  - Evaluator group per interview section
  - Evaluator kept on every score
- **On-Demand Ad-Hoc Evaluations**: Create a crew evaluation on the spot when you need an immediate assessment. On board, an evaluator picks a seafarer who is aboard. The evaluator also picks one of the models the office has opened for on-demand use. The ad-hoc evaluation uses the same scoring models and criteria as the evaluations created at sign-on and sign-off. Use ad-hoc evaluations for incident follow-ups and performance concerns. Use them in any case where you need a structured evaluation outside the regular cycle. Each evaluation is marked periodic or ad hoc, so you can tell scheduled assessments from event-driven ones.
  - Instant evaluation creation from ship
  - For any seafarer aboard
  - Same scoring models as periodic
  - Incident follow-up evaluations
  - Periodic vs. Ad-Hoc tracking
- **Four Evaluation Subject Types**: Evaluate any person or entity in your maritime ecosystem with 4 subject types: Crew, Company, Contact and Employee. Crew evaluations assess seafarer competence, safety compliance and performance during vessel assignments. Company evaluations rate vendors and the other companies you buy from. Contact and employee evaluations score individual people through the sections of an interview. These are people at partner companies and your shore-based staff. Each subject type carries its own context. Crew evaluations link to the seafarer's contract and vessel. Vendor evaluations link to the purchase order, goods receipt or quotation behind them. Interview evaluations link to the interview. Each model states which subject types it can be used for.
  - Crew competency & performance reviews
  - Vendor and company evaluations
  - Contacts scored in interviews
  - Shore-based staff in interviews
  - Scoring context for each subject
- **Evaluation Analytics & Crew Scoring**: Turn raw evaluation data into insight you can act on with the evaluation scores page. It shows how many crew evaluations were completed and scored across the fleet. It shows the median and average score and the lowest- and highest-scoring vessels. It also shows how scores spread across bands. Break scores down by rank and by vessel. Filter by period, vessel, vessel type and rank, and open the evaluations behind any figure. This shows performance trends that inform training and promotion decisions.
  - Median & average crew scores
  - Lowest & highest scoring vessels
  - Scores by rank and vessel
  - Drill-down to the evaluations
- **Open-Ended Inquiry Questions**: Add qualitative feedback to scored criteria with open-ended inquiry questions. Evaluation questions produce numerical scores. Inquiry questions capture free-text observations, recommendations and contextual notes that numbers cannot convey on their own. Mix inquiry questions freely with scored questions in any evaluation model. Use them to capture specific incident details, improvement suggestions, or subtle observations about performance. Inquiry responses are stored with the evaluation record, each with its own attachments. Reviewers get the full picture behind the scores.
  - Free-text qualitative feedback capture
  - Mixed with scored questions in models
  - Incident detail documentation
  - Improvement suggestion collection
  - Attachments on each answer
- **Comments & File Attachments**: Enrich each evaluation with comments and supporting file attachments. Evaluators record the basis for each score. They attach photographs and documents to single answers as evidence, and discuss the evaluation in comments. Attachments turn evaluations from plain score sheets into full evidence packages. Upload crew certification documents with competency assessments. Attach delivery photographs to vendor evaluations. Add incident reports to performance reviews. All attachments are stored with the evaluation record.
  - Basis recorded for every score
  - Photo & document uploads
  - Evidence on each answer
  - Certification attachment support
  - Comments on every evaluation
- **Model Lifecycle Management**: Both evaluation models and feedback models follow a controlled 3-stage lifecycle: Draft, Published and Deprecated. Only Published models can be used for live assessments. Draft models allow rounds of refinement before use. Deprecated models are kept for historical reference but cannot be assigned to new evaluations. The lifecycle keeps unauthorized or untested assessment templates out of production. Model creators prepare and refine in Draft. They publish when the model is ready, and retire outdated models through Deprecation. The result is a clean, controlled library of active assessment instruments. Interview models follow the same lifecycle.
  - Draft → Published → Deprecated stages
  - Only Published models assignable
  - Evaluation, interview & feedback models
  - Historical model preservation
  - Controlled template deployment
- **Ship & Office Evaluation Environments**: Run evaluations in both ship and office environments, with each model set for use on board, ashore or both. Ship-based evaluations capture assessments done on board: crew competency checks, vessel-specific vendor ratings and operational performance reviews. Office-based evaluations handle shore-side assessments: company HR reviews, fleet-wide vendor scoring and management evaluations. Evaluations created at sea are available ashore, and the other way round. Vessel masters can start crew evaluations during voyages. Fleet managers can review and compare results across all vessels from the office. Both environments share the same models, scoring methods and analytics.
  - Ship-based crew assessments
  - Office-based management reviews
  - Models for ship, office or both
  - Shared models across environments
  - On-demand evaluations on board
- **Three Industry-Standard Feedback Methods**: Capture satisfaction and effort data using 3 globally recognized feedback scoring methods, all within a single module. Net Promoter Score (NPS) uses a 1-10 scale to measure loyalty and likelihood to recommend. Customer Satisfaction Score (CSAT) uses a simple -1/0/1 scale for instant sentiment capture. Customer Effort Score (CES) uses a 7-point Likert scale from Strongly Disagree to Strongly Agree. Each feedback method has its own configurable feedback model, with its own lifecycle management. Choose the right method for each touchpoint. NPS suits overall relationship health. CSAT suits satisfaction with a specific interaction. CES suits how easy a process was. Compare scores across vessels, departments and time periods with consistent, standard metrics.
  - NPS (1-10) loyalty measurement
  - CSAT (-1/0/1) instant sentiment
  - CES 7-point Likert effort scale
  - Method-specific analytics & trends
  - Configurable feedback model per method
- **Complete Audit Trail**: Each action across evaluation models, feedback models and evaluations is recorded in an event log. Editing a criterion, publishing a model, creating an evaluation, answering its questions, adding evidence and completing it are all logged. The event stream gives a complete account of the whole assessment process. The audit trail supports accountability and compliance reporting. Each event carries full user attribution, a timestamp and contextual data. For any external inspection, you can rebuild exactly when an evaluation was created and who answered each question. You can see when files and comments were added, and when the evaluation was completed.
  - Model changes logged
  - Every answer and completion logged
  - Files and comments logged
  - Full user attribution per event
  - Complete assessment history

## Technical abilities
- **Dual Assessment Engine Architecture**: Evaluations and Feedback work as 2 distinct but connected subsystems in a single module. Evaluations handle weighted multi-criteria scoring with hierarchical criteria and questions. Feedback handles rapid single-metric capture (NPS, CSAT, CES). Both share model lifecycle management and event tracking.
- **Weighted Score Calculation Engine**: Per-question weight factors produce importance-adjusted composite scores on their own. Each question is scored from 0 to 10. Any number of criteria and questions can carry weights. The total is the weighted average of the answers, out of 10. A model can also be left unweighted, so each question counts the same.
- **Automated Assignment Triggers**: Crew evaluation assignments are created on their own on contract sign-in and sign-out events. The trigger system watches crew contract lifecycle changes. It selects the right evaluation model, assigns the evaluator and routes the evaluation, all without manual work.
- **Controlled Model Lifecycle**: Both evaluation and feedback models follow a Draft, Published, Deprecated lifecycle with built-in gates. Only Published models can be assigned to live assessments. The lifecycle keeps untested templates out of production. Deprecated models are kept for historical traceability.
- **Complete Event Logging**: Each action across evaluation and feedback models and evaluations is recorded as an event. This covers editing a criterion, publishing a model, answering a question, adding a file and completing the evaluation. The event log supports audit trails and compliance reporting, with full user attribution.
- **Procurement Evaluation Triggers**: Vendor evaluations start from procurement. Each procurement category can carry triggers that watch purchase orders, goods receipts and vendor quotations. When a document reaches the trigger's status, an evaluation of the vendor is created with the trigger's model. It is assigned to a user group or to the person who handled the document.
- **Office-Ship Synchronization**: Crew evaluations are answered on board in the ship app. The office reads the same records for every vessel, with each score's basis and evidence.
- **Three-Method Feedback Scoring**: The feedback engine supports NPS (1-10), CSAT (-1/0/1) and CES (7-point Likert from Strongly Disagree to Strongly Agree). They are built-in scoring methods. Each feedback model stores its method and scale, so a model built for NPS always uses the 1-10 scale.

## Benefits
- **Structured Performance Intelligence Across Your Fleet**: Replace subjective opinions with weighted, multi-criteria scores. Each crew assessment, vendor rating and interview produces data you can compare and track. It drives decisions on training, promotions and procurement that rest on evidence.
- **Never Miss a Crew Assessment**: Automated evaluation triggers on contract sign-in and sign-out events make sure each crew assignment is assessed. There is no manual scheduling and there are no forgotten appraisals. The system creates, assigns and routes evaluations on its own at each contract transition.
- **Three Feedback Methods, One Platform**: NPS, CSAT and CES are built-in scoring methods, not bolt-on integrations. Use the right metric for each touchpoint without juggling separate survey tools.
- **Vendor Accountability Through Structured Scoring**: Evaluate suppliers and service providers as rigorously as your own people. Assessments start from procurement and link to the order, receipt or quotation behind them. Historical score tracking builds a vendor scoreboard based on data. It informs purchasing decisions and contract renewals.
- **Controlled Assessment Templates**: The Draft-to-Published model lifecycle makes sure your organization always uses approved, tested assessment instruments. No unauthorized evaluation templates enter production. Deprecated models are kept for historical records and retired from active use.
- **Scores Where the Next Decision Is Made**: Evaluation history sits on each seafarer's profile. Interview recommendations and vendor scores are tied to the orders behind them. Together they put each score where the next decision is made. That means the next crew change, the next promotion, the next purchase order. The module turns passive data collection into an active improvement cycle.

## Frequently asked questions
### What is the difference between Evaluations and Feedback?
Evaluations are multi-criteria assessments with weighted scoring. Use them for detailed crew competency reviews, vendor performance ratings and organization-wide assessments. Feedback is rapid sentiment capture with a single metric. It uses industry-standard methods (NPS, CSAT, CES) for quick satisfaction checks and effort measurements. Both share model lifecycle management.

### What feedback scoring methods are supported?
There are 3 industry-standard methods. Net Promoter Score (NPS) uses a 1-10 scale to measure loyalty. Customer Satisfaction Score (CSAT) uses a -1/0/1 scale for instant sentiment. Customer Effort Score (CES) uses a 7-point Likert scale from Strongly Disagree to Strongly Agree. It measures how easy a process was. Each feedback model uses one method. It follows the same Draft, Published and Deprecated lifecycle as evaluation models.

### Who can be evaluated and who can evaluate?
You can evaluate 4 subject types: Crew (seafarers), Company (vendors and other companies), Contact (people at partner companies) and Employee (shore-based staff). Crew are evaluated by ranks on board, such as the master or chief engineer, or by an office user group. Vendors are evaluated by an office user group. They can also be evaluated by the ranks on board when the purchase was made at a vessel, or by the person who handled the purchase. Contacts and employees are evaluated through the sections of an interview, each scored by its own evaluator group.

### How do automated crew evaluation triggers work?
Navatom watches crew contract lifecycle events. When a crew member signs in to a vessel contract, a sign-in evaluation is created and assigned on its own. When they sign out, a sign-out evaluation is triggered. Navatom picks the right evaluation model, assigns the evaluator and routes the evaluation, all without manual work.

### Can vendors complete their own evaluations?
No. Vendors are evaluated by your own people. A purchase order, goods receipt or vendor quotation in a procurement category may reach the status you choose. Navatom then creates an evaluation of the vendor. It assigns the evaluation to an office user group. It can also assign it to the ranks on board when the purchase was made at a vessel, or to the person who handled the document.

### How does the weighted scoring system work?
Each question in an evaluation model carries a weight factor you can set. When an evaluator scores a question, the weight factor decides how much that answer adds to the overall composite score. Critical competency areas can carry higher weights than supporting ones. Navatom calculates weighted averages on its own, so scores reflect your assessment priorities.

### What happens when a score falls below threshold?
Navatom does not act on a low score by itself. It makes low scores easy to see. Each completed evaluation shows its total out of 10, with the basis and evidence behind each answer. Each seafarer's profile lists their evaluations. Evaluation Analytics shows the lowest-scoring vessels and the scores by rank. An evaluator on board can then open an on-demand evaluation to follow up.

### Can Navatom run structured crew interviews?
Yes. Interview models cover selection, debriefing and exit interviews for crew, office staff or contacts. Each model is a set of numbered sections, mandatory or conditional. Each section is scored with one of your evaluation models by its own evaluator group. Interviews are held in Crew Planning against a candidate lineup or a contract. A section that does not apply can be excluded or waived with a recorded reason. Every interview ends with a recommendation: highly recommended, recommended with training, or not recommended.

### Can vendor evaluations start automatically from procurement?
Yes. In each procurement category, set which purchase order, goods receipt or vendor quotation status starts an evaluation. Also set which model it uses and who evaluates. That can be an office user group, the ranks on board when the purchase was made at a vessel, or the person who handled the document. The evaluation links back to the document, so you can trace each vendor score to the order behind it.

### Can the master evaluate crew on board?
Yes. Crew evaluations can be assigned to ranks on board. The master or chief engineer then evaluates the seafarers who sail with them. This can happen automatically at sign-on or sign-off, or a set time after. It can also happen on demand, with any model the office has opened for on-demand use. Each answer is scored from 0 to 10, with the basis for the score and any evidence attached.

## Related modules
- [Audits, Inspections & Visits](https://navatom.com/products/audits): Plan and conduct internal and external audits with finding management and follow-up.
- [Vettings](https://navatom.com/products/vettings): Prepare for and manage vetting inspections with observation tracking.
- [Findings](https://navatom.com/products/findings): Centralize findings from all assessment activities with unified corrective action tracking.

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