AI exposure: First-Line Supervisors of Office and Administrative Support Workers
Directly supervise and coordinate the activities of clerical and administrative support workers.
Reading this score
computed45.8% of this occupation's weighted task load is exposed, which puts First-Line Supervisors of Office and Administrative Support Workers at the 83th percentile of 923 occupations. The capability is largely there. Its average task scores 2.9 out of 4 on what a current system can produce, and the frictions that hold other jobs in place are comparatively weak here.
What holds the line here is context. Across this occupation's 28 tasks it averages 1.86 out of 3, the highest of the five friction dimensions. In plain terms, the work depends on knowledge the model cannot hold. Much of this job runs on things that were never written down: what this particular organisation does, what happened last week, what the person across the table actually meant. That context is the barrier, and it erodes as systems are given more access.
The most exposed thing this job does is Review records or reports pertaining to activities such as production, payroll, or shipping to..., at 80.0%. The least is Evaluate employees' job performance and conformance to regulations and recommend appropriate..., at 13.3%. A gap of 66.7% between two parts of the same job is the reason this index publishes at task level. An occupation-wide number would have hidden both.
Within office and administrative support occupations, this one is less exposed than the median of 55.9% across the group's 51 roles, with 38 scoring higher. Being in an exposed family does not make a particular job exposed, and the reverse holds too.
What would move this score. Of 28 tasks, 24 are currently banded exposed, 1 assisted and 3 untouched. For that distribution to shift materially would take systems being given deeper access to the organisation's own records and history, which is already happening. The score is re-computed every quarter against a fresh capability reference, and the change is published rather than quietly applied.
Task by task
28 tasks, O*NET 31.0| Task | Exposed | Assisted | Untouched | Importance | Band |
|---|---|---|---|---|---|
| Review records or reports pertaining to activities such as production, payroll, or shipping to verify details, monitor work activities, or evaluate performance. | 80.0% | 20.0% | 0.0% | 4.15 | exposed |
| Make recommendations to management concerning such issues as staffing decisions or procedural changes. | 80.0% | 20.0% | 0.0% | 3.83 | exposed |
| Prepare and issue work schedules, deadlines, and duty assignments for office or administrative staff. | 73.3% | 26.7% | 0.0% | 4.06 | exposed |
| Research, compile, and prepare reports, manuals, correspondence, or other information required by management or governmental agencies. | 73.3% | 26.7% | 0.0% | 3.98 | exposed |
| Compute figures such as balances, totals, or commissions. | 73.3% | 26.7% | 0.0% | 3.95 | exposed |
| Develop work schedules according to budgets and workloads. | 73.3% | 26.7% | 0.0% | 4.01 | exposed |
| Analyze financial activities of establishments or departments and provide input into budget planning and preparation processes. | 73.3% | 26.7% | 0.0% | 3.93 | exposed |
| Maintain records pertaining to inventory, personnel, orders, supplies, or machine maintenance. | 66.7% | 33.3% | 0.0% | 3.68 | exposed |
| Monitor inventory levels and requisition or purchase supplies as needed. | 55.0% | 20.0% | 25.0% | 3.14 | exposed |
| Participate in the work of subordinates to facilitate productivity or to overcome difficult aspects of work. | 50.0% | 25.0% | 25.0% | 3.85 | exposed |
| Consult with managers or other personnel to resolve problems in areas such as equipment performance, output quality, or work schedules. | 50.0% | 25.0% | 25.0% | 3.63 | exposed |
| Resolve customer complaints or answer customers' questions regarding policies and procedures. | 47.5% | 27.5% | 25.0% | 4.36 | exposed |
| Interpret and communicate work procedures and company policies to staff. | 45.0% | 30.0% | 25.0% | 4.03 | exposed |
| Arrange for necessary maintenance or repair work. | 45.0% | 30.0% | 25.0% | 2.96 | exposed |
| Implement corporate or departmental policies, procedures, and service standards in conjunction with management. | 40.0% | 35.0% | 25.0% | 3.97 | exposed |
| Develop or update procedures, policies, or standards. | 40.0% | 35.0% | 25.0% | 3.78 | exposed |
| Design, implement, or evaluate staff training and development programs, customer service initiatives, or performance measurement criteria. | 40.0% | 35.0% | 25.0% | 3.56 | exposed |
| Plan layouts of stockrooms, warehouses, or other storage areas, considering turnover, size, weight, or related factors pertaining to items stored. | 40.0% | 35.0% | 25.0% | 2.38 | exposed |
| Recruit, interview, and select employees. | 35.0% | 40.0% | 25.0% | 4.04 | assisted |
| Keep informed of provisions of labor-management agreements and their effects on departmental operations. | 33.3% | 16.7% | 50.0% | 3.43 | exposed |
| Provide employees with guidance in handling difficult or complex problems or in resolving escalated complaints or disputes. | 26.7% | 23.3% | 50.0% | 4.34 | exposed |
| Train or instruct employees in job duties or company policies or arrange for training to be provided. | 26.7% | 23.3% | 50.0% | 3.99 | exposed |
| Coordinate activities with other supervisory personnel or with other work units or departments. | 26.7% | 23.3% | 50.0% | 3.88 | exposed |
| Coordinate or perform activities associated with shipping, receiving, distribution, or transportation. | 26.7% | 23.3% | 50.0% | 3.22 | exposed |
| Plan for or coordinate office services, such as equipment or supply acquisition or organization, disposal of assets, relocation, parking, maintenance, or security services. | 26.7% | 23.3% | 50.0% | 3.07 | exposed |
| Supervise the work of office, administrative, or customer service employees to ensure adherence to quality standards, deadlines, and proper procedures, correcting errors or problems. | 13.3% | 11.7% | 75.0% | 4.40 | untouched |
| Discuss job performance problems with employees to identify causes and issues and to work on resolving problems. | 13.3% | 11.7% | 75.0% | 4.12 | untouched |
| Evaluate employees' job performance and conformance to regulations and recommend appropriate personnel action. | 13.3% | 11.7% | 75.0% | 4.00 | untouched |
Task text and importance ratings sourced from O*NET 31.0. Shares computed. The occupation score is the importance-weighted mean.
Where the score comes from
judgedEvery task is scored through the standardised work activities it maps to. These are this occupation’s averages on the six rubric dimensions. Capability is what AI can do; the other five are what stands in the way.
| Dimension | Mean | Scale |
|---|---|---|
| Capability | 2.86 | 0-4 |
| Embodiment | 0.45 | 0-3 |
| Presence | 1.11 | 0-3 |
| Accountability | 1.09 | 0-3 |
| Context | 1.86 | 0-3 |
| Verification cost | 1.20 | 0-3 |
What this means in practice
Where most of a role's weighted task load is exposed, the work that survives is usually the part of the job nobody wrote into the job description: deciding what should be produced rather than producing it, and being answerable for the result. The tasks lowest on this page are a better guide to where to spend your time than any general advice about the future of work.
Occupations either side of this one
The four closest scores in the same occupational family, then the four closest anywhere in the index.
Read this carefully. Exposure is not displacement. A high score means current AI systems can produce this work, not that anyone will stop paying a person to do it. Adoption depends on economics, regulation and inertia that this index deliberately does not model. How the score is built.