Template 2 — Role Exposure and Skills-Adjacency Workbook

COMPEL Specialization — AITE-WCT: AI Workforce Transformation Expert Artifact Template 2 of 5

How to use this workbook

The workbook is structured in four sheets (in a spreadsheet format; reproduced here in tabular form for narrative text).

• Sheet 1 — Role context and task inventory. Populated first; sets the baseline.
• Sheet 2 — Task classification. Populates exposure, augmentation, and human-centricity scores against the inventory.
• Sheet 3 — Role-level aggregation. Derived from Sheet 2; produces the role-level view.
• Sheet 4 — Skills-adjacency mapping and redeployment recommendation. The synthesis sheet.

Complete the workbook per role. For a portfolio analysis, aggregate workbooks at the portfolio level in a separate summary document.

Sheet 1 — Role context and task inventory

Role identification

Task inventory

List 15–25 tasks per Article 24 discipline. Include at least three coordination or knowledge-work tasks per the corrective in that article.

Sheet 2 — Task classification

For each task from Sheet 1, score on the three dimensions.

Classification scale reference

AI exposure (0–3):

• 0 = No current AI capability can do meaningful portions of this task.
• 1 = AI can do portions with significant human adjustment.
• 2 = AI can do most of the task with light human review.
• 3 = AI can do end-to-end with only exception handling.

Augmentation value (L/M/H):

• Low = Augmentation would produce minimal value (task is low-frequency or low-value).
• Medium = Moderate value — noticeable but not decisive.
• High = Substantial value, affects the role’s performance materially.

Human-centricity (L/M/H):

• Low = Mechanical or procedural; human contribution is limited.
• Medium = Requires some judgment but not ambiguity-rich.
• High = Judgment-rich, relational, professional-accountability-dependent.

Bias-check

Confirm for the classification:

• Classification is against plausible 12–24-month capability, not against the specific tool now licensed.
• Classification weights value-and-judgment, not only speed-and-volume.
• Classification is independent of the performance-system’s current measures.
• Coordination and knowledge-work tasks are included in the inventory with appropriate scores.

Sheet 3 — Role-level aggregation

Derive from Sheet 2.

Exposure profile

Augmentation-value distribution

Human-centricity profile

Total time check

Redesign implications

2–4 sentences summarising what the exposure + augmentation + human-centricity profile implies for redesign direction. Is this a candidate for redesign (most likely), for retirement (rare), or for retention with tool-integration only?

Sheet 4 — Skills-adjacency mapping and redeployment recommendation

Skills-adjacency map

Using the ESCO European skills taxonomy, Lightcast open subset, or internal skills framework as reference.

Current role skills (top 10)

List the skills that the current role requires, sourced from the task inventory and the existing role description.

…

Short-development-distance adjacent roles (≤6 months)

Roles where the incumbent’s skills are directly transferable with modest additional development.

Moderate-development-distance adjacent roles (6–18 months)

Substantial-development-distance adjacent roles (beyond 18 months)

Redeployment recommendation

For incumbents whose role is redesigned or retired: which of the adjacent roles are the strongest redeployment candidates, for which cohort, with what development pathway.

Executive summary for coalition

2–3 paragraphs suitable for inclusion in a coalition paper. Covers: the role’s exposure profile; the redesign-versus-retirement-versus-retention recommendation; the redeployment pathways available; the next-step resource commitment required.

Quality rubric — self-assessment of template