AI job risk calculator

Rate the job's task repetitiveness, required creativity, and meaningful human interaction from zero to ten. The calculator combines those signals into an automation risk percentage and a low, moderate, or high label. It is designed for comparing roles or scenarios, not predicting whether a particular person will lose a job. Use the result as a structured starting point for workforce planning, career conversations, and job redesign.

Rate the work, not the job title

Begin by describing what people in the role actually do during a normal week. Job titles hide enormous differences: one operations coordinator may spend most of the day copying information between systems, while another resolves unusual supplier problems and negotiates with partners. Give repetitiveness a high rating when tasks follow stable rules, recur frequently, and have predictable inputs and outputs. Give creativity a high rating when success depends on forming original ideas, interpreting ambiguous situations, or making judgments without a fixed procedure. Give human interaction a high rating when trust, empathy, persuasion, care, negotiation, or live coordination materially affects the outcome. Use the full zero-to-ten scale and avoid rating a factor based on a single memorable task. If a role contains several very different workstreams, calculate each workstream separately and then discuss their relative share. This produces a more useful picture than forcing a diverse occupation into one average score. Keep brief notes supporting each rating so colleagues can challenge assumptions and repeat the assessment later.

Understand how the score is calculated

The model assigns half of the score to repetitiveness, three tenths to the absence of required creativity, and two tenths to the absence of meaningful human interaction. Each rating is accepted only from zero through ten. Repetitiveness raises exposure directly, while creativity and human interaction reduce it because the calculator reverses those two scales. The weighted result is converted to a percentage and rounded to one decimal place. Percentages below 34 are labeled low, values from 34 through 66.9 are moderate, and values from 67 upward are high. These weights make the method simple, deterministic, and easy to audit; identical inputs always return identical outputs. They are an analytical framework rather than a labor-market forecast. The calculator does not use salary, industry adoption, regulation, physical dexterity, technology cost, data availability, or the pace at which organizations can change. Those variables can substantially affect real deployment. Treat the percentage as a comparison index based on the three supplied characteristics, not as a literal probability that an entire job will disappear.

Turn the estimate into a better decision

Use the result to identify questions, investments, and redesign opportunities rather than to make automatic personnel decisions. A high score can reveal a strong case for examining which repetitive tasks software could assist, what controls would be required, and how saved time could move toward customer service, quality, or creative work. A moderate score often signals a mixed role: some tasks may be readily automated while others depend on context or relationships. A low score does not mean technology will have no effect; tools can still augment research, communication, scheduling, and preparation. Compare multiple realistic scenarios, such as the role today and the role after a proposed process change. In team discussions, show the three input ratings alongside the result so disagreement focuses on observable work rather than fear about a label. Revisit the assessment when responsibilities or available tools change. For consequential workforce planning, combine this output with task inventories, employee consultation, operational evidence, legal review, and sector-specific research. The useful outcome is a clearer plan for adaptation, training, and responsible augmentation—not a verdict about an individual worker's value or future.