Framework Glossary

Sequenced structural intervention targeting the weakest dimension of the user's current position over six months.

The plan is organised into three phases: calibration and foundation, migration, and consolidation and protection. It is calibrated to the user's dimension scores, archetype, and AMP+ profile and is not a generic improvement list.

Dimension measuring fluency with AI tooling and the ability to redesign work around it rather than be displaced by it.

AI Adaptability contributes 20% of the composite Index and 25% of the Authority Band. It rewards both technical fluency with current AI tools and the structural judgment to integrate them into workflows without surrendering the decision layer.

Structural intelligence platform that measures how a professional or organisation is positioned for the AI economy.

The AI Career Index evaluates career durability, authority leverage, and automation exposure using deterministic structural scoring. It is not a personality test, a career quiz, or a coaching tool. It is a measurement framework.

Structural altitude at which a professional operates, independent of job title.

Authority Band measures decision scope, budget control, downstream accountability, and the seniority of those who depend on the role's judgment. Two professionals with the same job title can sit in different bands. Bands range from execution-focused to authority-level and predict insulation against AI compression.

Forward-looking projection modelling whether a role is migrating up the authority stack, holding flat, or compressing downward.

AMP+ produces three readings that always sum to 100: upward migration probability, neutral hold probability, and downward migration probability. These are not predictions about an individual career. They read the structural slope of the role over the next 12 months, the window the structural roadmap is built around (distinct from the 24-month index-score projection).

A pattern where mid-level production work compresses while senior judgment-bearing work appreciates, splitting the same role into two trajectories.

Bimodal compression hits roles like Software Engineers, Marketing Managers, and Financial Analysts especially hard. Junior and mid-level versions of the role compress; senior and architect-level versions of the same role appreciate. The structural choice is which side of the line to be on.

Structural changes in what work pays caused by automation, market shifts, or authority redistribution.

Compression is not the same as job loss. A role can be compressed long before it disappears. Compression means the market rewards the work less, the authority scope shrinks, and the cost of replacing the work with software falls below the cost of keeping the human.

Central durability metric measuring how exposed a role is to automation pressure and structural pay shifts.

The CEI is a 0–100 score with a clear risk band. It is built deterministically from structural inputs including routine cognitive load, task boundedness, value capture, tool dependence, and industry exposure. A high CEI does not predict job loss. It indicates the role is seeing its pay change faster than the market average.

24-month projection of structural position assuming no deliberate intervention.

The Drift Path is the trajectory the current role is already on, projected at the natural rate of compression for the industry, authority band, and archetype. It is not a worst-case forecast. It is the structural baseline if nothing changes.

The 10-module 90-day operating plan delivered to companies after a workforce diagnostic.

The Implementation Plan is the bridge between the workforce reading and what leadership actually does in the next quarter. Every number is derived from the diagnostic, not from a generic playbook. Modules cover readiness, capability mix, role redesign, hiring redirection, and ROI.

Dimension measuring whether income is tied solely to hours worked or also captures upside from ownership, equity, or compounding assets.

Income Leverage carries 20% of the composite Index and 35% of the Authority Band. Diversified income (advisory, equity, royalties, ownership) is one of the strongest structural insulations against compression. Hourly-billed knowledge work is the most exposed configuration.

O*NET classification (1–5) of the preparation level a role typically requires.

Job Zone 1 means little or no preparation; Job Zone 5 means extensive preparation, typically a graduate degree. Higher Job Zones correlate weakly with insulation against AI substitution; preparation level is necessary but not sufficient for durability. The Authority Band is the more decisive insulation signal.

The portion of work where decisions are made under ambiguity, with consequences that fall back on a human.

The Judgment Layer is structurally insulated because AI tooling can support it but cannot own it. The accountability for the call, the relationship trust around it, and the regulatory or licensure backing it cannot be transferred to a model. Migration upward into judgment is the durability move.

Dimension measuring whether the role sits in a market segment that is appreciating, holding, or shrinking under AI pressure.

Market Alignment carries 15% of the composite Index. A high-skill professional in a structurally compressing segment scores lower than the same professional in a segment where AI is augmenting rather than replacing. Industry choice is a structural variable.

The structural move from a compressing layer or role to a more durable one, sequenced over months rather than years.

Migration paths in the assessment are concrete: which adjacent role to target, which capabilities to build first, which signals of authority to make visible. They are not aspirational career plans. They are structural moves with a measurable distance from the current position.

A professional who runs a process versus one who designs it.

Operators convert inputs into outputs reliably and are the layer most exposed to AI substitution. Architects design how human and AI work compose into a workflow and sit one structural altitude higher. The operator-to-architect migration is the highest-leverage move available to most mid-level professionals.

Single $49 one-time payment that unlocks the full structural model, projection, archetype, and Acceleration Plan.

There is no subscription, no upgrade ladder, and no recurring billing. The price is structural: high enough to signal consulting-grade output, low enough to make the decision easy when the value is real.

The portion of work focused on routine output: documents, reports, code, designs, communications produced to specification.

The Production Layer is where AI tooling absorbs work fastest. Roles concentrated at this layer face the steepest compression curves. The structural escape route is upward, into the judgment and accountability layers that AI cannot independently bear.

The Low / Moderate / High classification assigned to each of the 1,000+ role pages on the site.

Risk bands are determined deterministically by reading each role's task composition against the substitutable layer that current AI tooling absorbs. Low band roles are structurally insulated by accountability or licensure. Moderate band roles are bimodally exposed. High band roles face direct AI substitution on substantial parts of the work.

Proportion of a role's work composed of predictable, bounded, repeatable cognitive operations.

High routine cognitive load is the strongest single predictor of compression exposure. AI substitutes most efficiently for routine cognitive work, regardless of how skilled the human currently doing it is.

Dimension measuring how durable the role's underlying skills are against AI substitution and market shifts.

Skill Resilience contributes 20% of the composite Index. It rewards skills that compound with experience, transfer across contexts, and remain hard for AI tooling to absorb. It penalises skills heavily concentrated in routine cognitive output.

Free entry-level reading of structural position, including headline score, band, and primary bottleneck.

The Snapshot is genuinely useful on its own. It is not a deliberately frustrating teaser. It is the entry point to the framework, designed for users who need a calibrated read before deciding whether to unlock the full model.

Standard Occupational Classification code, the US federal government's official identifier for an occupation.

Every role on AI Career Index maps to a specific SOC code (or sibling fallback for residual codes). The SOC anchors the role to publicly accessible BLS wage data, O*NET task statements, and federal employment statistics, making the structural reading auditable against named public sources.

Dimension measuring how clearly the work ladders to a strategic outcome rather than running as routine production.

Strategic Clarity carries the heaviest weight (25%) in the composite Index Score and the largest weight (40%) in the Authority Band calculation. It captures whether the role makes load-bearing decisions, owns scope above task execution, and is visible upward in the organisation.

24-month projection of structural position assuming execution of the Acceleration Plan.

The Strategic Path is conservative by design and assumes no extraordinary luck, just disciplined execution of the structural moves the plan prescribes. The vertical gap between Drift and Strategic at month 24 is the structural value of intervention.

Posture description combining authority position, value capture, and substitution exposure into a recognisable career configuration.

Archetypes are properties of the position, not the person. They can be deliberately migrated. The Acceleration Plan uses the current archetype as the starting point for a structural intervention.

The single weakest dimension in a user's current structural position.

Structural systems are bottlenecked by their weakest component. Improving any other dimension while the bottleneck remains stuck yields almost no overall movement. The Acceleration Plan refuses to be distracted by other dimensions until the bottleneck moves.

Measure of how much economic value the structural configuration of the role allows the professional to capture.

Structural Leverage Index combines authority scope, income diversification, ownership of value, and tool independence. High leverage means the configuration of the work, not luck, talent, or hours, captures disproportionate value.

Whether AI tooling replaces a layer of human work outright (substitution) or accelerates it while keeping the human in the loop (augmentation).

Substitution drives compression: the work runs at near-zero marginal cost without human staffing. Augmentation drives appreciation: the same human moves faster, takes on more scope, and the role becomes more valuable. Most roles see both at different layers; the structural reading shows which dominates.

How much of the economic value the professional creates flows back to them versus to the employer.

Value capture is structural, not behavioural. A founder with equity captures differently than a salaried operator, even when their daily work overlaps. Diversified value capture (advisory, royalties, ownership) is one of the strongest insulations against compression.

Aggregate workforce-level reading produced when an organisation runs the AI Career Index across its team.

The Workforce Readiness Index aggregates individual structural readings into a leadership-grade dashboard, with breakdowns by team, function, and authority band. It powers the Implementation Plan that sequences a 90-day operating cadence around the diagnostic.