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AI Automation Index
Will AI Replace Training and Development Specialists?
Task-level automation exposure for Training and Development Specialists: 20 O*NET tasks scored against their work activities, plus the simulator.
E-E-A-T Verified
Developed & audited by Gini Loh Automation Exposure
53%
weighted task index
20 of 20 tasks scored
Median Salary
$69,280 / year
BLS OEWS, May 2025 — this exact occupation
Employment Level
Very High
458,300 people hold this job — size, not growth
Projected 2025–35
+10.8%
employment change
46,000 openings a year · BLS line item
Pay by state
BLS OEWS publishes 54 state estimates for this occupation. Each is its own survey estimate, not the national median adjusted for local prices.
$42,950 – $88,570
Highest medians
Delaware $88,570
New Hampshire $86,050
Alaska $81,860
Washington $81,860
District of Columbia $80,980
Lowest medians
Guam $42,950
Puerto Rico $47,820
Virgin Islands $50,430
Arkansas $52,290
Mississippi $53,680
State figures come from the 13-1151 row in the May 2025 state panel. States where the estimate was suppressed or too small to publish are absent.
What the score is made of
Each task is mapped to its work activities, scored for AI automation potential, and weighted by how important those activities are to the job. These are the components.
Automation potential 53%
Importance-weighted mean of the scored tasks. This is the headline index.
Physical work 0%
Share of weighted tasks in hands-on or machine-operating work activities.
Judgment & influence 79%
Share in analysis, decisions, teaching, directing, advising, or caring for others.
Routine administration 22%
Share in documenting, recording, and administrative activities.
Rewritten by O*NET 0%
Share of weighted tasks O*NET rewrote in a recent update. Reported, not folded into the score.
Consequence of error 4/100
Low
O*NET's own rating of how serious an uncorrectable mistake would be here — respondents, not us. Deliberately not in the index: the score measures what AI can do with the task content, and multiplying it by stakes would be our judgment dressed as data.
Constituent Task Mix
20 tasks for this occupation, weighted by work-activity importance. Shares below are of total task weight, not task count.
High exposure (≥ 60% of the task is automatable) 21%
4 tasks
Medium exposure (≥ 35%) 79%
16 tasks
Low exposure (below 35%) 0%
0 tasks
How would you survive?
Move your week away from the high-exposure tasks and toward the ones that need judgment. The simulator recalculates the index as you shift the mix.
Simulate Upskilling →Constituent Tasks
#94 · Core · 50% automatable
Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
interpersonal — Job-skill training content AI-assisted; coaching human
Train personnel to enhance job skills.
#20475 · Core · 59% automatable
Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
text generation — Draft training materials; human tailors content
Develop training materials. Coordinate training activities.
#19559 · Core · 42% automatable
Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.
interpersonal — Organizational surveys need human access and trust
Conduct surveys in organizations.
#97 · Core · 50% automatable
Offer specific training programs to help workers maintain or improve job skills.
interpersonal — Job-skill training content AI-assisted; coaching human
Train personnel to enhance job skills.
#103 · Core · 42% automatable
Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
interpersonal — Organizational surveys need human access and trust
Conduct surveys in organizations.
#98 · Core · 65% automatable
Monitor, evaluate, or record training activities or program effectiveness.
decision support — Policy evaluation needs organizational context and judgment
Evaluate effectiveness of personnel policies or practices. Evaluate training programs, instructors, or materials.
#20474 · Core · 59% automatable
Design, plan, organize, or direct orientation and training programs for employees or customers.
text generation — Draft training materials; human tailors content
Develop training materials. Coordinate training activities.
#102 · Core · 38% automatable
Develop alternative training methods if expected improvements are not seen.
interpersonal — Coordinating training is partly automatable but relational
Coordinate training activities.
#101 · Core · 52% automatable
Evaluate training materials prepared by instructors, such as outlines, text, or handouts.
decision support — Training evaluation needs observation and human judgment
Evaluate training programs, instructors, or materials. Coordinate training activities.
#20476 · Core · 78% automatable
Monitor training costs and prepare budget reports to justify expenditures.
data analysis — Financial indicator monitoring is well-suited to AI analytics
Monitor financial indicators. Prepare financial documents, reports, or budgets.
#106 · Core · 48% automatable
Devise programs to develop executive potential among employees in lower-level positions.
interpersonal — Managerial training content draftable, facilitation is human
Train personnel on managerial topics.
#93 · Core · 78% automatable
Keep up with developments in area of expertise by reading current journals, books, or magazine articles.
information retrieval — AI surfaces updates; human internalizes knowledge
Update professional knowledge.
#99 · Core · 78% automatable
Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.
information retrieval — AI surfaces updates; human internalizes knowledge
Update professional knowledge.
#100 · Core · 40% automatable
Coordinate recruitment and placement of training program participants.
interpersonal — Recruitment coordination aided by AI, human decides
Coordinate personnel recruitment activities.
#105 · Core · 59% automatable
Select and assign instructors to conduct training.
text generation — Draft training materials; human tailors content
Develop training materials. Coordinate training activities.
#108 · Core · 35% automatable
Negotiate contracts with clients for desired training outcomes, fees, or expenses.
interpersonal — Contract negotiation needs mandate and accountability
Negotiate contracts with clients or service providers.
#20477 · Core · 48% automatable
Supervise, evaluate, or refer instructors to skill development classes.
decision support — Training evaluation needs observation and human judgment
Evaluate training programs, instructors, or materials. Supervise employees.
#95 · Core · 38% automatable
Schedule classes based on availability of classrooms, equipment, or instructors.
interpersonal — Coordinating training is partly automatable but relational
Coordinate training activities.
#111 · Supplemental · 55% automatable
Refer trainees to employer relations representatives, to locations offering job placement assistance, or to appropriate social services agencies, if warranted.
interpersonal — HR advice sensitive; accountability and context human
Advise others on human resources topics.
#19558 · Supplemental · 55% automatable
Develop or implement training programs related to efficiency, recycling, or other issues with environmental impacts.
text generation — Procedural training content AI-assisted; delivery human
Train personnel in organizational or compliance procedures.
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How this was scored
- 1. Tasks. O*NET task statements for this occupation, from a release whose newest record is dated 08/2026.
- 2. Work activities. Each task maps to 1–5 Detailed Work Activities; each activity belongs to one of 41 Generalized Work Activities that O*NET rates for importance (1–5) in this occupation.
- 3. Automation potential. Every work activity carries one score for how far current AI can perform it end-to-end. Tasks inherit the mean of their activities.
- 4. Weighting. Task weight = 0.35 + 0.65 × (importance − 1)/4, scaled by how often the task is performed and by 0.7 for Supplemental tasks. Importance is the task's own O*NET rating where it exists (18,369 of 18,838 tasks); the rest inherit their work activities' importance. The index is the weighted mean.
Check: across the 910 occupations where O*NET also rates how far machine speed sets the pace, this index moves opposite to it (Spearman ρ = -0.49). The more a job is paced by equipment, the less of its task content AI can address — the relationship you would expect if the scoring is working.
Sources · O*NET 31.0 (task records to 08/2026) · BLS OEWS May 2025 · BLS projections 2025-2035 · rubric v2.1 · tasks for O*NET, not a forecast
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