Can a development reading be used for hiring?

No. A session gives a development reading; it must not be used in a hiring, promotion or appraisal decision. AIRS-J/1 says that development readings "inform development and decide nothing about a person's employment or certification" (Section 12.8). AIR APAC releases no development reading to an employer in a hiring context.

Judgment is how well a person decides once AI has given the answer. AIR APAC certifies a person's judgment in AI-enabled work only through an Assessment. In plain terms, an Assessment is the separate sitting, on an approved instrument, from which a certification or hiring result comes (Sections 8.1 and 12.6). The questions below set out what counts as a development reading, and what an employer may use instead.

What counts as a development reading?

Section 12.8 names five kinds: practice, a training session, a public demonstration, a Provisional result and an Insufficient result. A Provisional or Insufficient result is an Assessment result below Moderate confidence (Section 3). Certification is issued at Moderate or High only (Section 10).

A development reading shows the person's decisions and how the published rules read them (Sections 3 and 20.3). It is not a lower score. A reading from practice or a training session gives no level per dimension and no band: "Levels per dimension and bands come only from an Assessment" (Section 20.3). Practice may use scenarios that AIR APAC has stopped using in certification, and guided practice may prompt the person (Sections 9.3 and 7.1). In plain terms, a practice reading is not comparable with the result of a certifying Assessment.

Does the same rule apply to promotion and appraisal?

Yes. Only an employment-grade result may be used as AIR APAC's reading in a hiring, promotion or appraisal decision (Section 12.8). Development readings "are never a basis for a hiring, promotion or appraisal decision" (Section 10.1). The Standard requires every commissioning licence (the licence under which an organisation arranges assessments or sessions, Section 3) to bind the organisation to the same rule (Section 12.11).

What may an employer use instead?

An employment-grade result. The Standard recognises two kinds (Section 12.8):

an Assessment result from an approved instrument, at Moderate or High confidence, whether the outcome is Certified or Not Certified;
a valid credential shown by its holder, until its expiry.

An employment-grade result is AIR APAC's expert reading of the person's judgment in AI-enabled work. The employer may rely on it as one input, and the decision about the person is the employer's (Section 12.6). Section 12.11 requires every commissioning licence to say that the employer uses the result together with at least one method of its own. It also requires a person to review any decision in which the result is used. No hiring, promotion or appraisal decision is made on the result alone.

For hiring, two further rules apply. Hiring use is not open yet. Hiring use opens in a market only once the applicant notice and the access-support procedure are published for that market (Section 12.9). Before results are used for hiring into a role, AIR APAC records a job-relevance statement for that role (Section 12.10).

An applicant's Assessment result is Provisional or Insufficient. What is the employer told?

The employer is told only that no employment-grade result was obtained (Sections 10.1, 12.6 and 12.8). It receives no reading from that sitting. AIR APAC offers the applicant one further sitting on a different version of the Assessment that the applicant has not seen, at no charge to the applicant (Section 12.6).

Our managers took part in training sessions last year. May we look at their readings when one applies for promotion?

Not for the promotion decision. Development readings reach the employer for development only (Section 12.6). They decide nothing about a person's employment (Section 12.8). A promotion decision that uses AIR APAC's reading needs an employment-grade result. That is an Assessment at Moderate or High confidence, or a valid credential shown by its holder.

May a team view from sessions be used in a decision about a person?

Not for a decision about a person. A team view is a count of levels and bands across the people an organisation assessed, for people who are not entitled to named results (Section 12.7). For development use, a team view "counts decisions and how the published rules read them, not levels or bands" (Section 12.7). A team view covers ten people or more; below ten, no team view is given (Section 12.7). In plain terms, like the readings it counts, it decides nothing about a person's employment (Sections 12.8 and 20.3).

What are participants told before a session?

They are told that a session gives a development reading, and that a hiring or certification decision uses a separate Assessment (Section 12.6). They are also told which roles receive a development reading by name, for example the facilitator and their own line manager (Sections 12.6 and 20.3).

What binds the employer?

The commissioning licence. The Standard requires every licence under which an organisation commissions assessments or sessions to contain the terms in Section 12.11. One of them reads: "the organisation uses no development reading in a hiring, promotion or appraisal decision". Others require an employment-grade result to be used with at least one method of the organisation's own, and a person to review any decision in which it is used. The organisation also states who receives development readings by name, and participants are told before they start. This answer describes what the Standard requires a licence to contain, not any signed agreement.

What this does not claim

That a development reading is a lower score, a level or a band.
That a reading from practice or a session shows how a person will perform at work.
That an employment-grade result makes the decision. The decision is the employer's, and the result is one input (Sections 12.6 and 12.11).
That hiring use is open in any particular market (Section 12.9).
That any organisation has signed the terms in Section 12.11. This section states what every commissioning licence must contain.
Any figure, rank or percentage about a person or a group.

AIR APAC publishes the standard for judgment in AI-enabled work, certifies people against it through its official instrument, and stands behind every result.

Read the certification rules