I'm leading the evaluation of org chart and org planning software for our organization. We have approximately [X] employees across [X] locations. Our primary HRIS is [Workday / BambooHR / ADP / other]. Help me build a practical evaluation worksheet I can use across all vendor conversations and internal stakeholder alignment.

The worksheet should walk through eight evaluation areas:
(1) defining our goals and use cases — including onboarding, people search, org understanding, and workforce planning;
(2) how the tool builds and maintains the org chart, including automated sync from our HRIS and any secondary data sources;
(3) where and how employees access the chart, including mobile, Microsoft Teams or Slack, and intranet;
(4) org planning capabilities, specifically open role visualization, department/org nodes, and headcount analytics;
(5) what profile information we want displayed on the chart and in full profiles, including any restricted attributes;
(6) admin and user customization options, including role-based permissions, card content defaults, and homepage defaults;
(7) integration requirements — list the specific systems we need connected and the questions to ask each vendor about integration depth;
(8) cost and value assessment, with a department-by-department breakdown of expected impact.

For each section, include: a space to document our internal requirements before demos, a checklist of vendor questions to ask, a column to score or annotate each vendor's response (assume we're evaluating three vendors), and a section to note red flags or unresolved questions. Format it as a working document with clear headers and enough white space to fill in during or after vendor meetings.

I'm the IT stakeholder in our organization's evaluation of org chart and org planning software. My role is to assess integration architecture, security posture, and the long-term maintenance footprint of any platform we consider. Help me build a technical evaluation worksheet I can use across vendor conversations.

The worksheet should cover eight areas:
(1) data source architecture — specifically how the platform syncs from our HRIS [Workday / BambooHR / ADP / other], whether it supports multiple simultaneous data sources, and how data conflicts are resolved;
(2) integration methods — for each system we need connected [list your systems: e.g., Azure AD, Google Workspace, Slack, Microsoft Teams, SharePoint], document whether the integration is a native API connection, a third-party connector, or a middleware dependency, and what setup and ongoing maintenance looks like on our end;
(3) authentication and SSO — supported identity providers, SCIM support, and how user provisioning and deprovisioning work;
(4) roles and permissions — how role-based access controls are configured, how restricted attributes are managed, and what the admin experience looks like at scale;
(5) security and compliance — data encryption, SOC 2 status, data residency options, and how the vendor handles a security audit request;
(6) performance and reliability — uptime SLAs, how the platform handles large organizations, and what the failure mode looks like if a sync breaks;
(7) implementation requirements — what our IT team is actually responsible for vs. what the vendor handles, realistic timeline, and what "done" looks like;
(8) total cost of ownership — factoring in not just licensing but integration setup, ongoing maintenance, and internal IT hours.

For each area, include: a space to document our current environment and requirements, specific technical questions to ask each vendor, a notes column for vendor responses, and a section to flag dependencies or blockers. Format it as a working document I can share with my team and reference during technical deep-dives.

I'm evaluating org chart and org planning software from a Finance perspective. Our organization has approximately [X] employees and [X] cost centers. We currently get headcount data from [HR via manual pull / HRIS reports / other]. Help me build an evaluation worksheet focused on the business case, planning capabilities, and financial governance aspects of this purchase.

The worksheet should cover these eight areas:
(1) the current cost of the status quo — time HR spends on manual org chart maintenance and headcount reporting, and what that translates to in hours per month;
(2) headcount visibility requirements — what data Finance needs to see (by department, cost center, location, open roles), how often, and whether the platform makes that self-service or still requires an HR pull;
(3) org planning features — specifically whether the platform supports open role visualization, headcount modeling, and scenario comparison, and how those map to our budget planning cycle;
(4) access and reporting — what the Finance-specific user experience looks like, what reports are available out of the box vs. configurable, and whether data can be exported to the tools Finance already uses;
(5) integration with Finance systems — whether the platform connects to or exports data compatible with our FP&A tools [Adaptive, Pigment, Mosaic, spreadsheets, etc.];
(6) data governance — how the platform handles sensitive data like compensation or performance information, and what the controls look like for Finance-specific visibility;
(7) vendor evaluation criteria — pricing model, contract terms, implementation cost, and what the renewal process looks like;
(8) the business case summary — a template to present the ROI of this purchase to leadership, including time saved, adoption assumptions, and the value of better headcount visibility for planning.

For each section, include: our current-state baseline, the questions to ask vendors, a column to compare up to three vendors, and a final section to draft the internal business case. Format it as a working document with enough structure to use in a vendor meeting and enough flexibility to build into a board-ready summary afterward.