The method and the data behind every result.
Each instrument has its own scoring engine. This page says what each one measures, how the result is computed, and what the person reading the report sees.
Vega Professional
What is measured
Interests, aptitude and work preferences for white-collar roles, with modes for Classes 9 to 10, 11 to 12 and college.
How it is scored
Careers are drawn from ISCO major groups 1 to 5 and scored on two separate axes: fit, from interest and aptitude, and readiness, from current preparation. Degrees are mapped to careers as routes.
What the result looks like
Nine matched careers with fit and readiness shown separately, and the degree routes that lead to each.
Vega Vocational
What is measured
Interests, aptitude, behaviour and comfort with working conditions, from a 51-question assessment in the learner’s language.
How it is scored
Each of 2,487 NCVET trades carries an attribute profile derived from O*NET occupation data. The learner’s profile is matched against every trade and the closest are ranked.
What the result looks like
Five trades with equal billing, each in a band: Excellent, Very good, Good, or Moderate fit. A counselor confirms the final course.
Vega TradeFit
What is measured
Technical knowledge, skills proficiency, core abilities, and safety and work context for one occupation.
How it is scored
32 multiple-choice questions are generated for the occupation from O*NET and, where supplied, the organisation’s own training documents. An admin reviews the set before it goes out. Each area is scored separately.
What the result looks like
One of four verdicts: Deploy-ready, Ready with support, Needs training, Not ready, with evidence per area. TradeFit+ adds the behavioural profile and a deployment matrix.
Vega AiShift
What is measured
The tasks that make up each role, and how much of each task current AI tools can take on.
How it is scored
Roles are broken into tasks using O*NET task statements. Each task is rated for AI gain and matched to a catalogue of tools, with the tools the organisation already licenses ranked first.
What the result looks like
A task-level review per role, a playbook per task that changes, and one leadership brief with gains, costs and first steps.
Vega Behaviour
What is measured
Behavioural style across four families, from 24 forced-choice items.
How it is scored
Responses place each person in one of twelve styles within the four families. The profile is written in words, and no numeric score is published.
What the result looks like
A primary style with strengths, areas to improve and how to work with every other style, plus team maps, compare views and 360 feedback.
Vega FutureReady
What is measured
Documented design: personal capabilities alongside organisational conditions. FutureReady is in redevelopment and is not commercially offered.
How it is scored
The documented 90-item design pairs individual and organisational dimensions. The source paper records weak reliability and missing validation evidence; the current form should not be deployed.
What the result looks like
A record of the design and its limits, not an available assessment or basis for workforce decisions. Read the explainer for the redevelopment direction.