employment and workforce AI practice library32
DesignGOV-01
Employment AI policy objectives and prohibited uses
Set approved employment AI outcomes, scope, prohibited uses, legal review, controls, records, escalation, and accountable ownership.
PilotGOV-02
Employment decision inventory risk tier and jurisdiction map
Inventory every employment use by applicant or worker population, decision, location, system, vendor, data, model, influence, and consequence.
OperateGOV-03
Accountability authority and separation of duties
Separate system design, data stewardship, validation, recommendation, employment decision, accommodation, appeal, monitoring, and assurance authority.
ImproveGOV-04
Worker engagement notice challenge and governance
Inform and involve affected workers and candidates through appropriate notice, consultation, questions, challenge, and governance channels.
DesignJOB-01
Workforce demand skills and capacity planning
Forecast workload, skills, capacity, hiring, redeployment, attrition, location, and cost without converting uncertain projections into individual decisions.
PilotJOB-02
Job architecture essential functions and competency validation
Maintain current job families, levels, essential functions, qualifications, competencies, working conditions, and job-related decision criteria.
OperateJOB-03
Skills inference ontology and profile governance
Govern inferred skills, experience, interests, proficiency, recency, sources, confidence, corrections, and approved uses.
ImproveJOB-04
Redeployment reduction and location scenario review
Test workforce scenarios for business need, alternatives, protected-group effects, employee impact, timing, uncertainty, and accountable approval.
DesignREC-01
Job advertising audience and content control
Check job advertisements for accurate duties, qualifications, pay information, accessibility, jurisdiction requirements, and prohibited targeting.
PilotREC-02
Candidate sourcing ranking and outreach governance
Control searches, matching, ranking, lookalike audiences, referrals, rediscovery, outreach, suppression, and source quality across candidate pools.
OperateREC-03
Recruiting chatbot communication and accessibility
Constrain chatbots and automated messages to approved facts, accessible channels, language support, accommodations, escalation, and human contact.
ImproveREC-04
Application intake consent identity and data minimization
Collect only necessary application data with clear notice, consent where required, identity controls, retention limits, correction, and secure handling.
DesignSEL-01
Job related screening and selection criteria
Use documented criteria that measure job-related knowledge, skills, abilities, experience, licenses, and other validated requirements.
PilotSEL-02
Assessment validity reliability and accommodation
Validate tests and assessments for intended jobs and populations, reliability, accessibility, accommodations, administration, scoring, and cutoffs.
OperateSEL-03
Adverse impact bias audit and subgroup review
Measure selection rates and outcomes across relevant groups and stages, investigate disparities, test alternatives, and document corrective decisions.
ImproveSEL-04
Human selection decision explanation and appeal
Require qualified human review of evidence, uncertainty, exceptions, accommodations, conflicts, final decisions, explanations, and reconsideration.
DesignDEV-01
Onboarding verification access and training control
Verify identity, eligibility, forms, background-screening status, role, access, equipment, required training, payroll setup, and unresolved exceptions.
PilotDEV-02
Learning recommendation relevance and accessibility
Recommend learning from role and skill needs while preserving accessibility, worker choice, manager review, content quality, and completion evidence.
OperateDEV-03
Skills development certification and evidence
Track required and optional development, assessment, credentials, expiration, proficiency, transfer, and evidence without overstating competence.
ImproveDEV-04
Internal mobility succession and career opportunity fairness
Match internal opportunities using transparent job-related criteria, equal access, conflict review, succession governance, and employee challenge.
DesignPER-01
Performance signal purpose quality and context
Use defined performance measures with reliable sources, appropriate context, attribution limits, observation periods, and manager judgment.
PilotPER-02
Promotion succession and talent review control
Support talent reviews with calibrated evidence, consistent criteria, conflict controls, documented human decisions, explanations, and reconsideration.
OperatePER-03
Compensation incentive and pay equity analysis
Analyze compensation using correct job, level, location, experience, performance, market, incentive, and protected pay-equity review factors.
ImprovePER-04
Attendance productivity discipline and termination safeguards
Prevent automated attendance, productivity, conduct, discipline, layoff, or termination actions without complete facts, policy review, accommodation, and authorized human judgment.
DesignEMP-01
Employee monitoring proportionality and notice
Define necessary monitoring, approved sources, proportionality, purpose, notice, access, retention, prohibited surveillance, and worker recourse.
PilotEMP-02
Accommodation alternative process and accessibility
Provide accessible alternatives and a confidential accommodation process when technology may disadvantage a candidate or employee with a disability.
OperateEMP-03
Medical biometric and sensitive data protection
Separate and protect medical, disability, biometric, demographic, background, financial, location, communications, and other sensitive employment data.
ImproveEMP-04
Grievance investigation labor and retaliation safeguards
Preserve impartial investigation, evidence, representation, labor rights, anti-retaliation controls, grievance handling, appeals, and corrective action.
DesignMON-01
Employment vendor data model and contract accountability
Hold assessment, recruiting, HRIS, monitoring, payroll, benefits, learning, background, and AI providers to evidence, security, audit, change, continuity, and exit duties.
PilotMON-02
Representative testing drift and change control
Test representative jobs, locations, groups, disabilities, languages, devices, workflow stages, missing data, overrides, edge cases, and material changes.
OperateMON-03
Independent validation audit and issue remediation
Independently assess design and operating effectiveness, reproduce results, review disparities, verify controls, and track findings through closure.
ImproveMON-04
Worker outcome quality risk cost and value review
Measure job quality, opportunity, fairness, accessibility, privacy, workforce capacity, compliance, employee experience, total cost, residual risk, and realized value together.