Will AI replace Other vocational and industrial trainers?

Not as a job, but it is already doing parts of the work. Across the 80 official task statements scored for Other vocational and industrial trainers (United Kingdom, SOC 3574), 35% of the importance-weighted core work is made of tasks today's AI could already do most of. The overall exposure score is 45 out of 100 (range 38–52, band: partial). That is a statement about tasks, not about headcount: this measures what AI could do, not whether any employer adopts it, whether the law allows it, or whether doing the routine parts faster creates more demand for the human parts. Figures are from release 2026-q4.1.

Which tasks in “Other vocational and industrial trainers” can AI already do?

The highest-scoring tasks in release 2026-q4.1 are: “Maintain records of mentoring practice and continual professional development activities” (93/100, very high); “Record Continuous Professional Development (CPD) activities” (93/100, very high); “Maintain records of coaching practice and log coaching hours” (93/100, very high). Each score comes from five published 0–4 ratings turned into a number by a published formula, and each carries the model's one-sentence reason on the page.

Which tasks in “Other vocational and industrial trainers” stay human?

About 47% of this job's task weight sits in work that scores low for AI exposure. The lowest-scoring tasks in release 2026-q4.1 are: “Clean and organise shelves and displays” (0/100, minimal); “Conduct stocktakes to verify supply levels in retail and service environments” (0/100, minimal); “Observe and evaluate trainees in their workplace” (5/100, minimal). Low scores usually mean the task needs a body in a room, a legally accountable human, or trust built in real time. Those are the three things the scoring rubric treats as gates rather than obstacles.

What should someone working in “Other vocational and industrial trainers” do about AI?

Start from the ledger rather than the headline: 35% of this job's weighted core work is exposed, and roughly 47% is not. The practical move is to spend more of your week on the tasks that score low, the ones above, and to get fluent at directing AI through the tasks that score high, because those are the parts that change whether or not you are ready for them. This page does not predict your job, and nothing here is career advice tailored to you: the score describes the occupation, not the person.

How is the AI exposure score for Other vocational and industrial trainers calculated?

Each official task statement for the occupation is rated on five published 0–4 dimensions (output replicability, physical embodiment, licensed accountability, real-time human trust, and data availability) by claude-opus-5 using scoring prompt task_scoring_v1.0. The model never writes the score; a published formula turns the five ratings into a 0–100 number, so every score can be recomputed by hand. The occupation figure is the importance-weighted mean across 80 scored tasks. The prompt, the rubric, the formula and the full dataset are published at https://futureproof.collab365.com/method and https://futureproof.collab365.com/data/2026-q4.1 under CC BY 4.0.

UK dataswitch to US

Other vocational and industrial trainers

planning and conducting inclusive assessments using various methods within organisational, evaluating instructors' teaching performance and maintaining records of mentoring practice and continual professional development activities. If that's your week, this page is about your job.

The honest answer

AI is already taking a real slice of the routine work here: maintaining records of mentoring practice and continual professional development activities. That is a slice of tasks, not of you.

Your move: what you can actually do about this ↓

Where the work sits, by task weight

shifting to AI: 35%
changing shape: 18%
staying human: 47%

These bars are tasks changing hands, not people being counted out. The ledger below shows which.

Whole-job exposure score 45 out of 100 (38–52 allowing for uncertainty): partial exposure, across 80 scored tasks. The number is the support for the sentence above it, not a headline about anyone’s future.

How we know this

What is measured: Every published task statement for other vocational and industrial trainers is rated on five dimensions: can a model produce the output, does the work need a body in a room, does it need a legally accountable person, does it depend on a person being trusted in the moment, and how much data exists. A published formula turns those five ratings into the score; the model never writes the number.

How the bar is built: Each task’s share of the bar is its published importance weight, so a task you do all day counts for more than one you do twice a year.

Release: 2026-q4.1, scores computed 2026-08-04. Read the full method.

That slice is not coming back; the core of the job, establishing and maintaining mentoring agreement expectations and boundaries, stays yours. The tools change, the responsibility doesn't.

Your week, as this page understands it

Other vocational and industrial trainers provide instruction in manual, manipulative and other vocational skills and advise on, plan and organise vocational instruction within industrial, commercial and other establishments. The job title says “other vocational” or “industrial trainers”: officially one job, two names. The real job is the part underneath: establishing and maintaining mentoring agreement expectations and boundaries. That is the thing someone has to be right about.

The exposed part of this job is specific, and we won’t pretend it is coming back. But other vocational and industrial trainers is not one task. It is 80 scored ones, and they are nowhere near equally exposed. The most durable of them, on this evidence, is establishing and maintaining mentoring agreement expectations and boundaries, and the ledger below shows exactly why.

Where the work sits, by task weight

shifting to AI: 35%
changing shape: 18%
staying human: 47%

These bars are tasks changing hands, not people being counted out. The ledger below shows which.

How we know this

How the bar is built: Each task’s share of the bar is its published importance weight, so a task you do all day counts for more than one you do twice a year.

Release: 2026-q4.1, scores computed 2026-08-04. Read the full method.

Your job, task by task

These are the official task statements for this occupation, in plain English, sorted by what the evidence says is happening to each one. The official wording sits under every line so you can check the rewrite against it.

5 rows are marked low confidence, so treat them as a ballpark rather than a fine measurement.
23 of this occupation's scored task statements carry a score that was measured under a different occupation's context, because the statement is shared between jobs and has only been scored once so far. Each one names the occupation it was measured under in the free routes below; none is presented as a measurement for this job.
Task clusters are not derived in this release, so the task-cluster field is empty and no Collab365 Space routing is attached to this occupation yet.

Shifting to AI

29 tasks

Tasks today’s tools can already do most of. This is the part we will not soften: where these rows are the bulk of your week, the week changes.

Maintaining records of mentoring practice and continual professional development activities
This is reading one thing and writing another: records of mentoring practice in, a record out. That is the shape today's tools are built for.
importance 65 · 3574/01, 3574/03
Source: “Maintain records of mentoring practice and continual professional development activities.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Keeping a log of mentoring sessions and training is routine record-keeping software handles.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Developing training materials to enhance employee skills and knowledge
This is reading one thing and writing another: materials in, a record out. That is the shape today's tools are built for.
importance 75 · 3574/03
Source: “Develop training materials to enhance employee skills and knowledge.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Training materials draft well, though machine-specific safety content has to be right for the equipment in use.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Designing coaching interventions to meet contract objectives within budget constraints
This is reading one thing and writing another: interventions in, a record out. That is the shape today's tools are built for.
importance 75 · 3574/01
Source: “Design coaching interventions to meet contract objectives within budget constraints.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Designing a coaching programme against objectives and a budget is planning work software drafts well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Assessing training materials
This is reading one thing and writing another: materials in, a record out. That is the shape today's tools are built for.
importance 70 · 3574/03
Source: “Assess training materials prepared by instructors, such as outlines, text, or handouts.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Checking handouts and outlines against standards is document review software does well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.

Changing shape

14 tasks

Tasks where the machine takes the producing and a person keeps the checking, the deciding, or the answering-for-it. For most jobs this is the biggest group, and it is where "transformation, not termination" is literally visible.

Planning, conducting, recording and evaluating assessment activities using sustainably informed decision-making approaches
The software now makes the first pass at assessment activities, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 50 · 3574/01, 3574/03
Source: “Plan, conduct, record, and evaluate assessment activities using sustainably informed decision-making approaches.” (UK task statement)
How this row was scored
Exposure score: 42 out of 100 (35–49 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Much of assessment planning and recording is paperwork, though the judgements stay with the assessor.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 1/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Examining trainees' portfolios of evidence
The software now makes the first pass at trainees' portfolios of evidence, but someone has to be answerable for the result, and it cannot be the software. So the job becomes checking and deciding rather than producing.
importance 75 · 3574/03
Source: “Examine trainees' portfolios of evidence.” (UK task statement)
How this row was scored
Exposure score: 56 out of 100 (49–63 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; someone qualified has to answer for it.
The rating behind it: Reading a portfolio against set criteria is document checking, though a qualified assessor owns the decision.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 2/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Using assessment outcomes and data to support the ongoing setting of individual learning goals and progression towards timely achievement of intended outcomes
The software now makes the first pass at assessment outcomes, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 70 · 3574/03
Source: “Use assessment outcomes and data to support the ongoing setting of individual learning goals and progression towards timely achievement of intended outcomes.” (UK task statement)
How this row was scored
Exposure score: 56 out of 100 (49–63 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Turning assessment data into next learning goals is analysis and planning software supports well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.

Staying human

37 tasks

Tasks that stay with a person, because they happen in the physical world, because the rules need someone accountable, or because the value is that a specific person does them.

Establishing and maintaining mentoring agreement expectations and boundaries
The value here is that a specific person handles agreement expectations and stands behind it. That is earned, not computed.
importance 70 · 3574/01, 3574/03
Source: “Establish and maintain mentoring agreement expectations and boundaries, recognising mentee's starting points and development needs.” (UK task statement)
How this row was scored
Exposure score: 32 out of 100 (25–39 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Setting expectations in mentoring depends on two people building a working relationship.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 3/4.
Planning and conducting inclusive assessments using various methods within organisational
The rules require a named, qualified person to answer for inclusive assessments, and that person cannot be a piece of software.
importance 80 · 3574/03
Source: “Plan and conduct inclusive assessments using various methods within organisational, legal, and ethical frameworks.” (UK task statement)
How this row was scored
Exposure score: 27 out of 100 (20–34 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; someone qualified has to answer for it.
The rating behind it: Assessment methods are well documented, but awarding bodies require a qualified assessor to make the decisions.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 2/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Training personnel in sales or marketing establishments
This work happens in the physical world: personnel, in a real place. Software cannot follow it there.
importance 80 · 3574/02
Source: “Train personnel in sales or marketing establishments.” (UK task statement)
How this row was scored
Exposure score: 20 out of 100 (13–27 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Training shop staff is mostly done alongside them, though written and online material covers the basics.
The five ratings: output a model can produce 2/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.

Show the other 70 tasks

Recording Continuous Professional Development, CPD) activities
shifting to AI
This is reading one thing and writing another: continuous professional development, cpd) activities in, a record out. That is the shape today's tools are built for.
importance 65 · 3574/01
Source: “Record Continuous Professional Development (CPD) activities.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Logging professional development activity is straightforward record-keeping.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Maintaining records of coaching practice and log coaching hours
shifting to AI
This is reading one thing and writing another: records of coaching practice in, a record out. That is the shape today's tools are built for.
importance 60 · 3574/01
Source: “Maintain records of coaching practice and log coaching hours.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Logging coaching sessions and hours is simple record-keeping software already does.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Generating inventory reports to manage stock levels
shifting to AI
This is reading one thing and writing another: inventory reports in, a record out. That is the shape today's tools are built for.
importance 50 · 3574/02
Source: “Generate inventory reports to manage stock levels.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Pulling stock figures into a report is exactly what till and stock systems already do automatically.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Reordering stock when stock levels drop to a specified level
shifting to AI
This is reading one thing and writing another: stock in, a record out. That is the shape today's tools are built for.
importance 50 · 3574/02
Source: “Reorder stock when stock levels drop to a specified level.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Reordering when stock hits a set level is a simple rule that systems already run on their own.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Arranging classes based on availability of classrooms
shifting to AI
This is reading one thing and writing another: classes in, a record out. That is the shape today's tools are built for.
importance 60 · 3574/03
Source: “Arrange classes based on availability of classrooms, equipment, or instructors.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Fitting classes around rooms, kit and tutors is scheduling that software solves quickly.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Monitoring training costs to ensure budget compliance
shifting to AI
This is reading one thing and writing another: costs in, a record out. That is the shape today's tools are built for.
importance 55 · 3574/03
Source: “Monitor training costs to ensure budget compliance.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Tracking spend against a training budget is routine finance work software does.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Keeping up to date with industry developments and marketing trends
shifting to AI
This is reading one thing and writing another: to date in, a record out. That is the shape today's tools are built for.
importance 50 · 3574/03
Source: “Keep up to date with industry developments and market trends.” (UK task statement)
How this row was scored
Exposure score: 83 out of 100 (76–90 allowing for uncertainty): very high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Keeping up with industry news is reading and summarising, which software does quickly and well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Reading current literature to stay informed about field-specific developments
shifting to AI
This is reading one thing and writing another: current literature in, a record out. That is the shape today's tools are built for.
importance 50 · 3574/03
Source: “Read current literature to stay informed about field-specific developments.” (UK task statement)
How this row was scored
Exposure score: 83 out of 100 (79–87 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Gathering and summarising new developments in a trade is retrieval work these tools do quickly and well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Informing management of training programme status through updates
shifting to AI
This is reading one thing and writing another: management of training programme status in, a record out. That is the shape today's tools are built for.
importance 50 · 3574/03
Source: “Inform management of training programme status through updates.” (UK task statement)
How this row was scored
Exposure score: 79 out of 100 (72–86 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Status updates are written from project records, which software can pull together.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Preparing work schedules to optimise team productivity
shifting to AI
This is reading one thing and writing another: work schedules in, a record out. That is the shape today's tools are built for.
importance 55 · 3574/02
Source: “Prepare work schedules to optimise team productivity.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Building a rota is a scheduling problem software solves, given the team's constraints.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Designing induction and training programmes for employees or customers
shifting to AI
This is reading one thing and writing another: induction in, a record out. That is the shape today's tools are built for.
importance 65 · 3574/03
Source: “Design induction and training programmes for employees or customers.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Induction and training programmes follow well-documented patterns software can draft.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Evaluating modes of training delivery to minimise training costs
shifting to AI
This is reading one thing and writing another: modes of training delivery in, a record out. That is the shape today's tools are built for.
importance 65 · 3574/03
Source: “Evaluate modes of training delivery to minimise training costs.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Comparing delivery options on cost is analysis software does well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Expanding training and development programmes to cover new skill areas
shifting to AI
This is reading one thing and writing another: development programmes in, a record out. That is the shape today's tools are built for.
importance 60 · 3574/03
Source: “Expand training and development programmes to cover new skill areas.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Extending a programme into new skill areas is course design work software drafts well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Organising or developing the obtained training materials
shifting to AI
This is reading one thing and writing another: the obtained training materials in, a record out. That is the shape today's tools are built for.
importance 60 · 3574/03
Source: “Organise or develop the obtained training materials.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Sorting and shaping training materials is document work software handles well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Conducting surveys to identify training needs based on other factors
shifting to AI
This is reading one thing and writing another: surveys in, a record out. That is the shape today's tools are built for.
importance 55 · 3574/03
Source: “Conduct surveys to identify training needs based on other factors.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Survey design and analysis for training needs is structured work tools handle well, though getting responses needs people.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Developing training programmes on efficiency and environmental impact issues
shifting to AI
This is reading one thing and writing another: programmes in, a record out. That is the shape today's tools are built for.
importance 55 · 3574/03
Source: “Develop training programmes on efficiency and environmental impact issues.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (68–82 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Training material on efficiency and environmental impact is well documented and easy to draft.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Recording mentoring activities ensuring confidentiality and safeguarding
shifting to AI
This is reading one thing and writing another: activities ensuring confidentiality in, a record out. That is the shape today's tools are built for.
importance 60 · 3574/01
Source: “Record mentoring activities ensuring confidentiality and safeguarding.” (UK task statement)
How this row was scored
Exposure score: 66 out of 100 (59–73 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Writing up mentoring notes is record-keeping, with care needed over who can see them.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Measuring return on investment by recording CPD
shifting to AI
This is reading one thing and writing another: return in, a record out. That is the shape today's tools are built for.
importance 50 · 3574/01
Source: “Measure return on investment by recording CPD, coaching hours, feedback, and ensuring confidentiality.” (UK task statement)
How this row was scored
Exposure score: 66 out of 100 (59–73 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Adding up hours, feedback and development activity into a return figure is calculation and record work.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Supervising stock management and cash receipt reconciliation
shifting to AI
This is reading one thing and writing another: stock management in, a record out. That is the shape today's tools are built for.
importance 60 · 3574/02
Source: “Supervise stock management and cash receipt reconciliation.” (UK task statement)
How this row was scored
Exposure score: 66 out of 100 (59–73 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Reconciling takings against records is exactly what accounting software does, though counting cash and stock happens in person.
The five ratings: output a model can produce 4/4 · needs a body in a room 1/4 · needs an accountable person 1/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Developing and maintaining current and accurate records of assessment plans and tracking of assessment decisions
shifting to AI
This is reading one thing and writing another: current and accurate records of assessment plans in, a record out. That is the shape today's tools are built for.
importance 70 · 3574/03
Source: “Develop and maintain current and accurate records of assessment plans and tracking of assessment decisions, using agreed communication methods to share with relevant stakeholder, recognising confidentiality and privacy.” (UK task statement)
How this row was scored
Exposure score: 66 out of 100 (59–73 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Assessment records and decision tracking are structured paperwork software can maintain.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Assessing the impact of coaching strategies on participants' engagement and development
shifting to AI
This is reading one thing and writing another: the impact of coaching strategies in, a record out. That is the shape today's tools are built for.
importance 65 · 3574/01
Source: “Assess the impact of coaching strategies on participants' engagement and development.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Judging whether coaching worked comes from feedback and progress data software can analyse.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Conducting diagnostic needs assessments for businesses
shifting to AI
This is reading one thing and writing another: diagnostic needs assessments in, a record out. That is the shape today's tools are built for.
importance 65 · 3574/01
Source: “Conduct diagnostic needs assessments for businesses.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Diagnosing what a business needs draws on documents and figures software reads well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Testing job seekers to evaluate their skills for specific vacancies
shifting to AI
This is reading one thing and writing another: job seekers in, a record out. That is the shape today's tools are built for.
importance 65 · 3574/03
Source: “Test job seekers to evaluate their skills for specific vacancies.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (60–68 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Skills testing runs through online assessment platforms that score automatically.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Developing alternative training methods if expected improvements are not seen
shifting to AI
This is reading one thing and writing another: alternative training methods if expected improvements are not in, a record out. That is the shape today's tools are built for.
importance 60 · 3574/03
Source: “Develop alternative training methods if expected improvements are not seen.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Alternative teaching approaches are well documented, so software can suggest and draft them for the trainer to try.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Devising programmes to develop executive potential among employees in lower-level positions
shifting to AI
This is reading one thing and writing another: programmes in, a record out. That is the shape today's tools are built for.
importance 50 · 3574/03
Source: “Devise programmes to develop executive potential among employees in lower-level positions.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Designing a scheme to develop future leaders follows well-documented approaches.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Conducting coaching needs analyses to inform coaching practice
changing shape
The software now makes the first pass at needs analyses, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 70 · 3574/01
Source: “Conduct coaching needs analyses to inform coaching practice.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Working out what coaching is needed draws on questionnaires and data software can analyse.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Working with clients to develop business action plans based on assessment findings
changing shape
The software now makes the first pass at clients, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 70 · 3574/01
Source: “Work with clients to develop business action plans based on assessment findings.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Turning assessment findings into a business action plan is document work software drafts well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Drawing up agreed action plans with learners
changing shape
The software now makes the first pass at agreed action plans, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 65 · 3574/01
Source: “Draw up agreed action plans with learners, outlining the aims of the mentoring.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: The action plan is a document, though it is agreed in conversation with the learner.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Providing information, advice and guidance to the mentee
changing shape
The software now makes the first pass at information, advice and guidance, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 60 · 3574/01
Source: “Provide information, advice, and guidance to the mentee.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Much of the advice is well documented, though it lands through a relationship with the mentee.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Evaluating and reflecting on the effectiveness of own practice for self-development
changing shape
The software now makes the first pass at the effectiveness of own practice, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 60 · 3574/01
Source: “Evaluate and reflect on the effectiveness of own practice for self-development.” (UK task statement)
How this row was scored
Exposure score: 50 out of 100 (38–62 allowing for uncertainty): partial exposure, low confidence.
Why it sits in this group: mistakes that are cheap to catch.
The rating behind it: Software can help structure a reflection, but the insight has to come from the person's own practice.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 2/4.
Planning and coordinating advertising campaigns and sales promotions
changing shape
The software now makes the first pass at campaigns, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 50 · 3574/02
Source: “Plan and coordinate advertising campaigns and sales promotions.” (UK task statement)
How this row was scored
Exposure score: 49 out of 100 (42–56 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Plans draft easily, but coordinating a live campaign means working with several teams.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Selecting and assigning instructors to conduct training
changing shape
The software now makes the first pass at instructors, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 60 · 3574/03
Source: “Select and assign instructors to conduct training.” (UK task statement)
How this row was scored
Exposure score: 47 out of 100 (40–54 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the value is that a specific person does it.
The rating behind it: Matching instructors to courses by availability and subject is schedulable, but judging who teaches well comes from knowing them.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Agreeing on coaching contracts with relevant parties considering ethical issues and boundaries
changing shape
The software now makes the first pass at coaching contracts, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 70 · 3574/01
Source: “Agree on coaching contracts with relevant parties considering ethical issues and boundaries.” (UK task statement)
How this row was scored
Exposure score: 46 out of 100 (39–53 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: The contract itself follows standard wording, though agreeing boundaries is a conversation between people.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Using psychometrics to analyse and enable learning
changing shape
The software now makes the first pass at psychometrics, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 55 · 3574/01
Source: “Use psychometrics to analyse and enable learning, increasing team functioning and accountability.” (UK task statement)
How this row was scored
Exposure score: 46 out of 100 (39–53 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Psychometric results come with documented interpretation, though a qualified user normally explains them.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Providing constructive feedback and guidance on achieving professional standards
changing shape
The software now makes the first pass at constructive feedback, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 60 · 3574/03
Source: “Provide constructive feedback and guidance on achieving professional standards.” (UK task statement)
How this row was scored
Exposure score: 46 out of 100 (39–53 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Feedback against professional standards can be drafted, but it lands through someone the learner trusts.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Maintaining communication with clients, networks and associates to foster professional relationships
changing shape
The software now makes the first pass at communication, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 55 · 3574/01
Source: “Maintain communication with clients, networks, and associates to foster professional relationships.” (UK task statement)
How this row was scored
Exposure score: 40 out of 100 (33–47 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Software drafts the messages, but keeping clients and contacts warm depends on the person.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Providing timely constructive feedback on assessment decisions to learners using various communication methods
staying human
The rules require a named, qualified person to answer for constructive feedback, and that person cannot be a piece of software.
importance 70 · 3574/03
Source: “Provide timely constructive feedback on assessment decisions to learners using various communication methods.” (UK task statement)
How this row was scored
Exposure score: 39 out of 100 (32–46 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; someone qualified has to answer for it; the value is that a specific person does it.
The rating behind it: Feedback can be drafted from the evidence, but the assessment decision must be a qualified assessor's.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 2/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Implementing departmental policies and procedures
staying human
The ratings behind this row put departmental policies well outside what today's tools can do on their own.
importance 50 · 3574/02
Source: “Implement departmental policies and procedures.” (UK task statement)
How this row was scored
Exposure score: 37 out of 100 (30–44 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Software can write the procedure, but getting a team to actually follow it takes a manager.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Providing information, advice and guidance within professional boundaries and referring to other services
staying human
The value here is that a specific person handles information, advice and guidance within professional boundaries and stands behind it. That is earned, not computed.
importance 55 · 3574/03
Source: “Provide information, advice, and guidance within professional boundaries and refer to other services when necessary.” (UK task statement)
How this row was scored
Exposure score: 35 out of 100 (28–42 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: General guidance is documented, but knowing when someone needs referring on takes personal judgement.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Recognising when to refer mentees to other professional services
staying human
The value here is that a specific person handles this work and stands behind it. That is earned, not computed.
importance 50 · 3574/01
Source: “Recognise when to refer mentees to other professional services.” (UK task statement)
How this row was scored
Exposure score: 31 out of 100 (24–38 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Knowing when someone needs different help is a judgement made from knowing the person.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Supervising staff in their daily tasks to ensure efficiency and compliance
staying human
The value here is that a specific person handles staff and stands behind it. That is earned, not computed.
importance 70 · 3574/02
Source: “Supervise staff in their daily tasks to ensure efficiency and compliance.” (UK task statement)
How this row was scored
Exposure score: 30 out of 100 (23–37 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Task lists and checks can be automated, but day-to-day supervision means being with the team.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Attending seminars to obtain programme ideas
staying human
This work happens in the physical world: seminars, in a real place. Software cannot follow it there.
importance 50 · 3574/03
Source: “Attend seminars to obtain programme ideas, information, or resources.” (UK task statement)
How this row was scored
Exposure score: 29 out of 100 (17–41 allowing for uncertainty): low exposure, low confidence.
Why it sits in this group: the same decision, made over and over; mistakes that are cheap to catch; work that happens in the physical world.
The rating behind it: Software can gather ideas and resources far faster, though attending in person is the task as written.
The five ratings: output a model can produce 2/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Interviewing trainees to assess their progress
staying human
The value here is that a specific person handles trainees and stands behind it. That is earned, not computed.
importance 70 · 3574/03
Source: “Interview trainees to assess their progress.” (UK task statement)
How this row was scored
Exposure score: 26 out of 100 (19–33 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Progress interviews are conversations, though the questions and write-up can be prepared.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 1/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Overseeing and guiding teaching assistants to enhance adult learning experiences
staying human
The value here is that a specific person handles assistants and stands behind it. That is earned, not computed.
importance 70 · 3574/03
Source: “Oversee and guide teaching assistants to enhance adult learning experiences.” (UK task statement)
How this row was scored
Exposure score: 26 out of 100 (19–33 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Guiding assistants day to day depends on someone they work alongside.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Supporting individuals in defining and delivering valid goals through coaching
staying human
The value here is that a specific person handles individuals and stands behind it. That is earned, not computed.
importance 75 · 3574/01
Source: “Support individuals in defining and delivering valid goals through coaching.” (UK task statement)
How this row was scored
Exposure score: 24 out of 100 (17–31 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Coaching someone towards their own goals works through a relationship built over time.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 3/4.
Monitoring the quality of the service to customers
staying human
This work happens in the physical world: the quality of the service, in a real place. Software cannot follow it there.
importance 60 · 3574/02
Source: “Monitor the quality of the service to customers.” (UK task statement)
How this row was scored
Exposure score: 24 out of 100 (17–31 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; mistakes that are cheap to catch; work that happens in the physical world.
The rating behind it: Some service quality shows up in data, but much of it is seen by walking the floor.
The five ratings: output a model can produce 2/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Participating in standardisation
staying human
The rules require a named, qualified person to answer for standardisation, and that person cannot be a piece of software.
importance 65 · 3574/03
Source: “Participate in standardisation, moderation and quality assurance of assessment decisions to contribute to the quality assurance of own and others assessment practice and the organisations quality cycle.” (UK task statement)
How this row was scored
Exposure score: 24 out of 100 (17–31 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: someone qualified has to answer for it.
The rating behind it: Standardisation means assessors comparing judgements with each other to agree a common standard.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 2/4 · needs to be trusted in the moment 1/4 · how much data exists 2/4.
Developing a professional network of associates who can provide a broad range of business and enterprise support services
staying human
The value here is that a specific person handles a professional network of associates who can provide and stands behind it. That is earned, not computed.
importance 50 · 3574/01
Source: “Develop a professional network of associates who can provide a broad range of business and enterprise support services to clients.” (UK task statement)
How this row was scored
Exposure score: 21 out of 100 (14–28 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Building a network of trusted associates depends on relationships the coach has personally.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Training professional staff and interns
staying human
This work happens in the physical world: professional staff, in a real place. Software cannot follow it there.
importance 50 · 3574/01
Source: “Train professional staff and interns.” (UK task statement)
How this row was scored
Exposure score: 20 out of 100 (13–27 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Training staff is usually done with them in the room, though materials can be prepared in advance.
The five ratings: output a model can produce 2/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Facilitating training courses to assess and improve participant skills
staying human
This work happens in the physical world: courses, in a real place. Software cannot follow it there.
importance 80 · 3574/03
Source: “Facilitate training courses to assess and improve participant skills.” (UK task statement)
How this row was scored
Exposure score: 20 out of 100 (13–27 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Running a training course happens live with participants, even where the content is prepared.
The five ratings: output a model can produce 2/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Utilising holistic assessment to support the development of learners' wider skills
staying human
The rules require a named, qualified person to answer for holistic assessment, and that person cannot be a piece of software.
importance 80 · 3574/03
Source: “Utilise holistic assessment to support the development of learners' wider skills.” (UK task statement)
How this row was scored
Exposure score: 20 out of 100 (13–27 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: someone qualified has to answer for it; the value is that a specific person does it.
The rating behind it: Judging a learner's wider skills across their work needs a qualified assessor who has seen them.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 2/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Planning and running vocational training programmes and workshops
staying human
This work happens in the physical world: vocational training programmes, in a real place. Software cannot follow it there.
importance 75 · 3574/03
Source: “Plan and run vocational training programmes and workshops.” (UK task statement)
How this row was scored
Exposure score: 20 out of 100 (13–27 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Planning a programme is desk work, but running the workshop happens with people in a room.
The five ratings: output a model can produce 2/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Using diverse instructional techniques, including role playing and simulations, to present information
staying human
This work happens in the physical world: diverse instructional techniques, including role playing and simulations, in a real place. Software cannot follow it there.
importance 75 · 3574/03
Source: “Use diverse instructional techniques, including role playing and simulations, to present information.” (UK task statement)
How this row was scored
Exposure score: 20 out of 100 (13–27 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Role play and simulation need people taking part, though the exercises can be written in advance.
The five ratings: output a model can produce 2/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Demonstrating awareness of own values
staying human
The value here is that a specific person handles awareness of own values and stands behind it. That is earned, not computed.
importance 60 · 3574/01
Source: “Demonstrate awareness of own values, beliefs and behaviours and their effect on the mentor/mentee relationship.” (UK task statement)
How this row was scored
Exposure score: 18 out of 100 (6–30 allowing for uncertainty): minimal exposure, low confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Being honest about how your own manner affects someone else is personal self-awareness.
The five ratings: output a model can produce 1/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 1/4.
Directing employees in sales and specific service tasks
staying human
The value here is that a specific person handles employees and stands behind it. That is earned, not computed.
importance 70 · 3574/02
Source: “Direct employees in sales and specific service tasks.” (UK task statement)
How this row was scored
Exposure score: 18 out of 100 (11–25 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Directing staff day to day depends on the manager's standing with them.
The five ratings: output a model can produce 1/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Attending conferences and seminars for professional development
staying human
This work happens in the physical world: conferences, in a real place. Software cannot follow it there.
importance 50 · 3574/01
Source: “Attend conferences and seminars for professional development.” (UK task statement)
How this row was scored
Exposure score: 17 out of 100 (10–24 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world.
The rating behind it: Attending in person is the point of it, even where sessions are also available online.
The five ratings: output a model can produce 1/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Attending workshops or other training sessions to learn about new tools or methods
staying human
This work happens in the physical world: workshops, in a real place. Software cannot follow it there.
importance 50 · 3574/01
Source: “Attend workshops or other training sessions to learn about new tools or methods.” (UK task statement)
How this row was scored
Exposure score: 17 out of 100 (5–29 allowing for uncertainty): minimal exposure, low confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world.
The rating behind it: Attending a session to learn something is a person spending their own time.
The five ratings: output a model can produce 1/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Participating in training events to enhance professional skills
staying human
The value here is that a specific person handles training events and stands behind it. That is earned, not computed.
importance 50 · 3574/03
Source: “Participate in training events to enhance professional skills.” (UK task statement)
How this row was scored
Exposure score: 17 out of 100 (10–24 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Taking part in training events is about being present and building your own skills.
The five ratings: output a model can produce 1/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Facilitating challenges to systems where appropriate during coaching
staying human
The value here is that a specific person handles challenges and stands behind it. That is earned, not computed.
importance 50 · 3574/01
Source: “Facilitate challenges to systems where appropriate during coaching.” (UK task statement)
How this row was scored
Exposure score: 14 out of 100 (2–26 allowing for uncertainty): minimal exposure, low confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Challenging someone's assumptions in the moment depends on trust built in the room.
The five ratings: output a model can produce 1/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 1/4.
Examining merchandise to identify items
staying human
This work happens in the physical world: merchandise, in a real place. Software cannot follow it there.
importance 55 · 3574/02
Source: “Examine merchandise to identify items to be reordered or replenished.” (UK task statement)
How this row was scored
Exposure score: 14 out of 100 (7–21 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; mistakes that are cheap to catch; work that happens in the physical world.
The rating behind it: Reorder levels can be calculated, but looking over the merchandise means being there.
The five ratings: output a model can produce 2/4 · needs a body in a room 3/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Coaching team members to enhance their skills and performance
staying human
The value here is that a specific person handles team members and stands behind it. That is earned, not computed.
importance 80 · 3574/01
Source: “Coach team members to enhance their skills and performance.” (UK task statement)
How this row was scored
Exposure score: 13 out of 100 (9–17 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Coaching works because someone believes in the person coaching them.
The five ratings: output a model can produce 1/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Building positive relationships within professional networks
staying human
The value here is that a specific person handles positive relationships within professional networks and stands behind it. That is earned, not computed.
importance 60 · 3574/01
Source: “Build positive relationships within professional networks.” (UK task statement)
How this row was scored
Exposure score: 13 out of 100 (6–20 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Professional relationships are built by people over time, not produced as a document.
The five ratings: output a model can produce 1/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Evaluating instructors' teaching performance
staying human
This work happens in the physical world: instructors' teaching performance, in a real place. Software cannot follow it there.
importance 70 · 3574/03
Source: “Evaluate instructors' teaching performance.” (UK task statement)
How this row was scored
Exposure score: 11 out of 100 (4–18 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Judging teaching quality means watching a session and seeing how learners respond.
The five ratings: output a model can produce 1/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Building a relationship of trust and respect with clients
staying human
The value here is that a specific person handles a relationship of trust and stands behind it. That is earned, not computed.
importance 75 · 3574/01
Source: “Build a relationship of trust and respect with clients.” (UK task statement)
How this row was scored
Exposure score: 10 out of 100 (6–14 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: The relationship itself is the work, and it belongs to a person.
The five ratings: output a model can produce 1/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 4/4 · how much data exists 2/4.
Attending conferences, seminars and training sessions to stay informed about field developments
staying human
This work happens in the physical world: conferences, seminars and training sessions, in a real place. Software cannot follow it there.
importance 55 · 3574/01
Source: “Attend conferences, seminars, and training sessions to stay informed about field developments.” (UK task statement)
How this row was scored
Exposure score: 8 out of 100 (1–15 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Attending conferences and training is about being there and meeting people in the field.
The five ratings: output a model can produce 0/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Training staff in preparing merchandise displays and advertising copy to enhance store presentation
staying human
This work happens in the physical world: staff, in a real place. Software cannot follow it there.
importance 75 · 3574/02
Source: “Train staff in preparing merchandise displays and advertising copy to enhance store presentation.” (UK task statement)
How this row was scored
Exposure score: 6 out of 100 (0–13 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Showing someone how to build a display means doing it with them in the shop.
The five ratings: output a model can produce 1/4 · needs a body in a room 3/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Greeting customers and promoting products in a retail setting
staying human
This work happens in the physical world: customers, in a real place. Software cannot follow it there.
importance 65 · 3574/02
Source: “Greet customers and promote products in a retail setting.” (UK task statement)
How this row was scored
Exposure score: 6 out of 100 (2–10 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Greeting shoppers and talking up products happens face to face in the shop.
The five ratings: output a model can produce 1/4 · needs a body in a room 3/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Observing and evaluating trainees in their workplace
staying human
This work happens in the physical world: trainees, in a real place. Software cannot follow it there.
importance 75 · 3574/03
Source: “Observe and evaluate trainees in their workplace.” (UK task statement)
How this row was scored
Exposure score: 5 out of 100 (0–12 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: work that happens in the physical world; someone qualified has to answer for it.
The rating behind it: Watching someone work in their actual workplace means being there.
The five ratings: output a model can produce 1/4 · needs a body in a room 3/4 · needs an accountable person 2/4 · needs to be trusted in the moment 1/4 · how much data exists 2/4.
Conducting stocktakes to verify supply levels in retail and service environments
staying human
This work happens in the physical world: stocktakes, in a real place. Software cannot follow it there.
importance 60 · 3574/02
Source: “Conduct stocktakes to verify supply levels in retail and service environments.” (UK task statement)
How this row was scored
Exposure score: 0 out of 100 (0–4 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world.
The rating behind it: Counting stock on shelves is done by walking the shop with a scanner.
The five ratings: output a model can produce 1/4 · needs a body in a room 4/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Cleaning and organising shelves and displays
staying human
This work happens in the physical world: shelves, in a real place. Software cannot follow it there.
importance 50 · 3574/02
Source: “Clean and organise shelves and displays.” (UK task statement)
How this row was scored
Exposure score: 0 out of 100 (0–4 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: work that happens in the physical world.
The rating behind it: Cleaning and tidying shelves is physical work.
The five ratings: output a model can produce 0/4 · needs a body in a room 4/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 1/4.

What this job pays, and how many people do it

Median pay: £36,400a year, before tax, the middle of the range, so half earn more and half earn less.ashe-t14, 2025 · ASHE 2025 provisional (reference April 2025)Provisional, because the ONS revises this figure in the autumn.
How we know this
Source: ashe-t14
Reference period: ASHE 2025 provisional (reference April 2025)
Rounding: Shown to the nearest £100. The exact published figure is in the downloadable dataset. We do not render pounds the survey cannot support.
People doing this job: 149,800in the UK, 2026.nomis-aps · Apr 2025-Mar 2026 (latest APS 12-month period)This headcount comes from a survey, not a census, so treat it as a good estimate rather than an exact count.

What is deliberately not here: a forecast of how many of these jobs exist in ten years. Where an official projection exists for a market we publish it with its vintage; where it does not, we leave the space empty rather than borrow the other country’s number.

Why this is shifting

The reason is boringly specific. Most of what is shifting here is reading one thing and writing another: records of mentoring practice in, a record out. The rows above are exactly that shape: maintaining records of mentoring practice and continual professional development activities and developing training materials to enhance employee skills and knowledge. What it cannot do is be trusted in person, which is what agreement expectations run on: someone specific doing it and standing behind it. Which is why this page talks about your tasks changing, not your job ending.

Your move

Over a pint: what I’d tell you if you were my friend

Your week is splitting in two, and which half fills it is the whole question. Maintaining records of mentoring practice and continual professional development activities is going; establishing and maintaining mentoring agreement expectations and boundaries is not.

So, given all that: 35% of this job's task weight sits in rows the software is already learning, 18% in rows that change shape rather than disappear, and 47% in rows it is nowhere near. That is the position, measured across 80 scored tasks. It is not a forecast about you.

The occupation is an average and you are not, so the first job below is finding out where your own week actually sits.

This week: one thing

Print the task ledger above and put your own hours next to each row. Roughly, in pen, in one sitting. Then look at which group your hours actually pile up in. Twenty minutes, this week.

What you end up holding: your own week, on one page, sorted into what is shifting and what is not
How long it takes: about twenty minutes

If printing it isn’t practical: Read the rows off this page and write the same list on the back of an envelope. Same twenty minutes, same page, and it works just as well said out loud to someone who knows the job. The point is your hours next to the rows, not the paper it is on.

Over the next 90 days

Volunteer toward the durable end, visibly. Over the next ninety days put your hand up for the work in the bottom group (establishing and maintaining mentoring agreement expectations and boundaries) and let people see you doing it. Not a new project: the same job, with your mix deliberately tilted. The point is that when the rota or the reorganisation comes, the version of you people picture is the one doing the part that stays.

Over the next 12 months

Claim a specialism at the durable end and let the other end go. Over a year, deliberately become the person who handles establishing and maintaining mentoring agreement expectations and boundaries, and deliberately stop being the first choice for the rows in the top group. That trade costs something, because the exposed work is often the comfortable work. Decide it on purpose rather than by drift. Before you pay for anything, spend an hour with National Careers Service. It is free and government-funded, and it is listed below with the rest of the free routes.

The roads out of here, and why I am not sending you down them

I looked at the obvious moves out of this job, and here is what I found.

I checked the 12 nearest UK occupations to other vocational and industrial trainers (nearest by the work that AI is not taking, not by job title), and none of them survived. The closest was information technology trainers: only about 12% of its durable work is work you already do and there are far fewer of those jobs than of yours. Your own job splits about 35/65: that share of the list sits in the top exposure band and the rest does not. On this evidence the honest move is inside the job rather than out of it. Become the person who owns “coach team members to enhance their skills and performance”, and let the exposed end go.

How that was checked: this job was compared against all 412 UK occupations in this release on their official task statements, and the 12 nearest were examined one by one. A move that turns on an industry, an employer or a qualification rather than on the work itself will not show up in a check like that. And this release carries no licence register, so anything you are weighing needs that looked up separately.

3 moves I checked and rejected

These are the obvious-looking jumps. They are here with their reasons rather than quietly dropped, because the ones that fail are worth knowing about. It is one less thing to turn over at night.

Information technology trainers
Why it looked obvious: It came up as a near neighbour because one of your tasks is on their list in the same words: “evaluate instructors' teaching performance”. Across the whole of both lists that adds up to about 12% of the work in that job the software is not taking.
Why I am not recommending it: You would be starting most of it from nothing: about 12% of the durable work in that job is work you do today, and the rest you would be learning while the bills carried on. And it is a narrow door: about 9,200 of those jobs against 149,800 of yours (ONS via Nomis), 6% as many seats.
Look at that job’s page anyway →
Driving instructors
Why it looked obvious: It came up as a near neighbour because one of your tasks is on their list in the same words: “use diverse instructional techniques”. Across the whole of both lists that adds up to about 10% of the work in that job the software is not taking.
Why I am not recommending it: You would be starting most of it from nothing: about 10% of the durable work in that job is work you do today, and the rest you would be learning while the bills carried on. This release publishes no median pay for that job, so I cannot show you what the move costs or pays. I do not recommend a move I cannot price.
Look at that job’s page anyway →
Human resources administrative occupations
Why it looked obvious: It came up as a near neighbour because one of your tasks is on their list in the same words: “interview trainees to assess their progress”. Across the whole of both lists that adds up to about 6% of the work in that job the software is not taking.
Why I am not recommending it: Almost none of it is work you already do: about 6% of the durable side of that job. That is a different job, not a next step. I will not move you off one melting floe onto another: 63% of its own task list already scores in the top exposure band (62/100 in this release), so the same software is eating it. It is a pay cut, in those words: £26,851 against your £36,357, 26.1% less (ASHE Table 14.7a, 2025 provisional (both)). Retraining to earn less is a decision, not advice.
Look at that job’s page anyway →

What I’d stop worrying about

A friend tells you what not to spend fear on. This is that list.

The headline number you read somewhere
The big “X% of jobs” figures are about the whole economy, not about you. The number that describes your job is on this page: 35% of its task weight, across 80 scored tasks. Every row behind it is printed above with the source. Check ours; ignore theirs.
The whole-job doom story
Nothing on this page says this job ends. It says the mix inside it moves. Half the rows above are unchanged or changing shape, and the plan is about which half your week sits in. That is a very different problem, and a solvable one.
Panic-buying a course
Do the twenty-minute sorting exercise first. Most people who buy a course before they have done it buy the wrong one, and the free services listed below will tell you the same thing without charging for it.
The “obvious” next job everyone suggests
I checked the obvious moves and most of them did not survive. The reasons are printed with the routes above, including the pay and the gate. A move that fails on the numbers is worth knowing about so you can stop turning it over at night.

You are reading the United Kingdom figures

The United States splits this work across more than one official group, of which Training and Development Specialists is the closest. The pay and employment figures are not directly comparable, and we do not average them together.

Switch to the United States page →partial match

In US official statistics this job is counted as Training and Development Specialists. Pay and employment stay on this page’s own group; the task list and the scores do not cross over.

Your route through this

Where to go next, and what it costs

Free, and complete

The moves above cost nothing. These are the real services that go with them: public, government-funded, and free at the point of use. Nothing on this page is behind an email address or a payment.

In England:
National Careers Service
A free hour with a government-funded careers adviser is worth more than another evening of reading. In England that's the National Careers Service.
Free, government-funded
- Discover your skills and careers (the skills assessment)
In England:
National Careers Service - Find a course
Search what's actually running near you before you spend anything.
Free to search; individual courses vary
In England:
Free courses for jobs (Level 3 qualifications)
A free Level 3 qualification you already qualify for beats a paid course you don't need.
Free for eligible adults
In England:
Skills Bootcamps
Free, up to 16 weeks, and you get a job interview at the end. In England these are Skills Bootcamps - search what's running near you.
Free for eligible adults in England
- Skills Bootcamps - what they are and who can do them (DfE, Skills for Careers)
- Skills Bootcamps - JobHelp (DWP)
In Scotland:
My World of Work (Skills Development Scotland)
In Scotland it's My World of Work, from Skills Development Scotland.
Free, publicly funded
- Skills Development Scotland
In Wales:
Careers Wales
In Wales it's Careers Wales.
Free, Welsh Government-funded
In Northern Ireland:
Careers Service Northern Ireland
In Northern Ireland it's the Careers Service on nidirect.
Free, Department for the Economy-funded

No Space for this job, but one for what is happening to it

Nothing Collab365 runs is built for other vocational / industrial trainers, and we are not going to point you at the nearest one and call it a fit.

There is one that is not about a job title at all. The AI Authority is about being the person who directs these tools at work rather than the person they get compared to. That is worth saying here, because 35% of the work on this page is already inside what they can do.

Try The AI Authority free →

7 days free, no card needed. Explore up to 2 Spaces before you choose a plan: you pick a plan later, not now.

The AI Authority is a general community about working with AI, not a course for other vocational / industrial trainers. You do not need it to act on anything here: the moves above cost nothing and stand on their own. The data on this page is the same either way.

Noted, and thank you. We’ll email you if a Space for other vocational / industrial trainers launches. Nothing else.

That did not look like an email address, so nothing was saved. Have another go below.

We could not save that. The fault is ours, not yours, and your address was not stored. Please try again later.

No Space for other vocational / industrial trainers yet. Should there be one?

Collab365 Spaces is built by the same people as this site. We find the problems that AI and automation are creating inside one kind of work, then solve them as short courses, briefings and Blueprints. Each Space is the community too, so the research and the people doing your job are in the same place.

What a Space actually is, in full

Collab365 launches new communities where the need is real. If one for other vocational / industrial trainers existed, with researched problems, courses and people in the same boat, would you want in?

Your email

We use your email address for one thing: to tell you if a Space for other vocational / industrial trainers launches. We never sell it, never use it for unrelated marketing, and every email has a one-click unsubscribe. Our privacy policy has the full version.

This unlocks nothing. Every figure, every row and every step on this page is already yours, whether you fill this in or not.

No deadline on any of this. The page will still be here, and the data is refreshed on a published schedule rather than when someone wants a headline.

Questions people ask about this job

Will AI replace Other vocational and industrial trainers?: Not as a job, but it is already doing parts of the work. Across the 80 official task statements scored for Other vocational and industrial trainers (United Kingdom, SOC 3574), 35% of the importance-weighted core work is made of tasks today's AI could already do most of. The overall exposure score is 45 out of 100 (range 38–52, band: partial). That is a statement about tasks, not about headcount: this measures what AI could do, not whether any employer adopts it, whether the law allows it, or whether doing the routine parts faster creates more demand for the human parts. Figures are from release 2026-q4.1.
Which tasks in “Other vocational and industrial trainers” can AI already do?: The highest-scoring tasks in release 2026-q4.1 are: “Maintain records of mentoring practice and continual professional development activities” (93/100, very high); “Record Continuous Professional Development (CPD) activities” (93/100, very high); “Maintain records of coaching practice and log coaching hours” (93/100, very high). Each score comes from five published 0–4 ratings turned into a number by a published formula, and each carries the model's one-sentence reason on the page.
Which tasks in “Other vocational and industrial trainers” stay human?: About 47% of this job's task weight sits in work that scores low for AI exposure. The lowest-scoring tasks in release 2026-q4.1 are: “Clean and organise shelves and displays” (0/100, minimal); “Conduct stocktakes to verify supply levels in retail and service environments” (0/100, minimal); “Observe and evaluate trainees in their workplace” (5/100, minimal). Low scores usually mean the task needs a body in a room, a legally accountable human, or trust built in real time. Those are the three things the scoring rubric treats as gates rather than obstacles.
What should someone working in “Other vocational and industrial trainers” do about AI?: Start from the ledger rather than the headline: 35% of this job's weighted core work is exposed, and roughly 47% is not. The practical move is to spend more of your week on the tasks that score low, the ones above, and to get fluent at directing AI through the tasks that score high, because those are the parts that change whether or not you are ready for them. This page does not predict your job, and nothing here is career advice tailored to you: the score describes the occupation, not the person.
How is the AI exposure score for Other vocational and industrial trainers calculated?: Each official task statement for the occupation is rated on five published 0–4 dimensions (output replicability, physical embodiment, licensed accountability, real-time human trust, and data availability) by claude-opus-5 using scoring prompt task_scoring_v1.0. The model never writes the score; a published formula turns the five ratings into a 0–100 number, so every score can be recomputed by hand. The occupation figure is the importance-weighted mean across 80 scored tasks. The prompt, the rubric, the formula and the full dataset are published at https://futureproof.collab365.com/method and https://futureproof.collab365.com/data/2026-q4.1 under CC BY 4.0.

Where these numbers come from

About the data on this page

Provisional, because the ONS revises this figure in the autumn.
This headcount comes from a survey, not a census, so treat it as a good estimate rather than an exact count.
5 rows are marked low confidence, so treat them as a ballpark rather than a fine measurement.
The match between this job and its counterpart in the other country is partial, so the two pages count slightly different groups of people.
23 of this occupation's scored task statements carry a score that was measured under a different occupation's context, because the statement is shared between jobs and has only been scored once so far. Each one names the occupation it was measured under in the free routes below; none is presented as a measurement for this job.
Task clusters are not derived in this release, so the task-cluster field is empty and no Collab365 Space routing is attached to this occupation yet.

Task statements: gaisi-indexProcessing: catalogue-bridge → ssc-relatedness-weighting → task-scoring → score-aggregation
Task weights: gaisi-index (relatedness)
Scores: Rubric task_scoring_v1.0, model claude-opus-5, computed 2026-08-05.
Pay and employment: ashe-t14 (ASHE 2025 provisional (reference April 2025))nomis-aps (Apr 2025-Mar 2026 (latest APS 12-month period))

Figures on this page come from release 2026-q4.1, published 2026-08-05. Every release keeps its own permanent address, so a figure you cite in March is still there, unchanged, in November.

The plain-English wording on this page is assembled directly from the task statements and the published ratings, not written by hand for this occupation. That is why it is specific, and it is also why we say so.

The routes and free resources further up are today’s, not the release’s (last reviewed 2026-08-05). A route is an offer, not a historical fact, so it moves on its own clock.

How we score a job Download this release Look up another job

Using these figures?

Cite this

Everything on this site is published under CC BY 4.0. Quote it, chart it, sell something built on it. Just say where it came from, and cite the dated release rather than the site, so the figure you quote stays checkable.

Plain text

Collab365 (2026). Collab365 Futureproof: task-level AI exposure for US and UK occupations, release 2026-q4.1 (methodVersion 2.0.0, promptVersion task_scoring_v1.0). https://futureproof.collab365.com/data/2026-q4.1. Licensed CC BY 4.0. Built with O*NET data (USDOL/ETA, CC BY 4.0); ONS data (Open Government Licence v3.0); GAISI task framework (arXiv:2507.22748, MIT); BLS data (public domain).

BibTeX

@misc{collab365futureproof2026q41,
  title        = {Collab365 Futureproof: task-level AI exposure for US and UK occupations, release 2026-q4.1},
  author       = {{Collab365}},
  year         = {2026},
  url          = {https://futureproof.collab365.com/data/2026-q4.1},
  note         = {Release 2026-q4.1, methodVersion 2.0.0, promptVersion task_scoring_v1.0, CC BY 4.0}
}

Permalink

https://futureproof.collab365.com/data/2026-q4.1

Data as of release 2026-q4.1, published 2026-08-05. Releases never change after publication; when the figures move, a new dated release is published beside this one and this one stays exactly where it is.