Evaluate employee performance.

Evaluate employee performance. is a detailed work activity in O*NET — a concrete unit of work shared across 33 occupations and seen in 40 occupation-specific tasks. It rolls up into the broader work activity Evaluate personnel capabilities or performance. in Judging the Qualities of Objects, Services, or People .

Detailed work activities are the most granular shared layer in O*NET's work-activity hierarchy (Generalized → Intermediate → Detailed → occupation-specific task). The figures below describe how this activity shows up across the economy and what independent studies measure about AI and this kind of work — not a prediction that the work will be automated.

AI exposure

Of the 40 tasks under this activity that the OpenAI / Eloundou “GPTs are GPTs” study rated, 29 (73%) are flagged as directly exposed to language models (E1) or exposed via model-powered tools (E2).

The Anthropic Economic Index observes real AI use on 3 of these tasks, with a mean mapped-usage share of 0.006% per task.

Exposure estimates overlap with model capabilities — whether a model could speed the task up — not whether the work will be done by software. Observed AI use is augmentation and assistance today, not jobs replaced.

Member tasks

Occupation-specific tasks O*NET maps to this detailed work activity, most important first.

• Monitor behavior of subordinates to ensure alert, courteous, and professional behavior toward inmates, parolees, fellow employees, visitors, and the public. · First-Line Supervisors of Correctional Officers · importance 4.5 · no direct exposure
• Direct, supervise and evaluate work activities of medical, nursing, technical, clerical, service, maintenance, and other personnel. · Medical and Health Services Managers · importance 4.4 · exposure with tools
• Hire and train employees, and evaluate their performance. · Postmasters and Mail Superintendents · importance 4.4 · exposure with tools
• Direct and coordinate the activities of staff and contract personnel and evaluate their performance. · Property, Real Estate, and Community Association Managers · importance 4.4 · exposure with tools
• Observe and monitor staff performance to ensure efficient operations and adherence to facility's policies and procedures. · Lodging Managers · importance 4.4 · exposure with tools
• Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement. · Training and Development Managers · importance 4.4 · exposure with tools
• Supervise, train, and evaluate residence hall staff, including resident assistants, participants in work-study programs, and other student workers. · Residential Advisors · importance 4.3 · no direct exposure
• Hire, supervise, or evaluate engineers, technicians, researchers, or other staff. · Natural Sciences Managers · importance 4.3 · exposure with tools
• Recruit, hire, train, and evaluate primary and supplemental staff and recommend personnel actions for programs and services. · Education and Childcare Administrators, Preschool and Daycare · importance 4.3 · exposure with tools
• Organize and direct worker training programs, resolve personnel problems, hire new staff, and evaluate employee performance in dining and lodging facilities. · Food Service Managers · importance 4.3 · exposure with tools
• Take disciplinary action to address performance problems. · First-Line Supervisors of Personal Service Workers · importance 4.2 · no direct exposure
• Train new workers or evaluate their performance. · Gambling Managers · importance 4.2 · exposure with tools
• Evaluate the performance of assigned firefighting personnel. · First-Line Supervisors of Firefighting and Prevention Workers · importance 4.2 · no direct exposure
• Appoint individuals to faculty positions, and evaluate their performance. · Education Administrators, Postsecondary · importance 4.2 · exposure with tools
• Plan and direct staffing, training, and performance evaluations to develop and control sales and service programs. · Sales Managers · importance 4.2 · exposure with tools
• Observe and evaluate workers' appearance and performance to ensure quality service and compliance with specifications. · First-Line Supervisors of Personal Service Workers · importance 4.1 · exposure with tools
• Supervise or provide leadership to subordinate security professionals, performing activities such as hiring, investigating applicants' backgrounds, training, assigning work, evaluating performance, or disciplining. · Security Managers · importance 4.1 · exposure with tools
• Monitor and evaluate the performance of accounting and other financial staff, recommending and implementing personnel actions, such as promotions and dismissals. · Treasurers and Controllers · importance 4.1 · exposure with tools
• Assess employee performance and suggest ways to improve work. · Spa Managers · importance 4.1 · exposure with tools
• Assign and review the work of systems analysts, programmers, and other computer-related workers. · Computer and Information Systems Managers · importance 4.0 · direct LLM exposure
• Monitor and evaluate the job performance of subordinates, and authorize promotions and transfers. · First-Line Supervisors of Police and Detectives · importance 4.0 · exposure with tools
• Evaluate workers' performance and prepare written performance evaluations. · First-Line Supervisors of Gambling Services Workers · importance 4.0 · direct LLM exposure
• Assess employee performance. · Industrial-Organizational Psychologists · importance 4.0 · exposure with tools
• Evaluate employee performance. · First-Line Supervisors of Production and Operating Workers · importance 4.0 · exposure with tools
• Direct, coordinate, and evaluate the activities of personnel, including support staff engaged in administering academic institutions, departments, or alumni organizations. · Education Administrators, Postsecondary · importance 3.9 · exposure with tools
• Supervise staff, training them, planning their work, and evaluating their performance. · Fire Inspectors and Investigators · importance 3.9 · no direct exposure
• Manage sales team, including setting goals, providing incentives, and evaluating employee performance. · Advertising and Promotions Managers · importance 3.9 · exposure with tools
• Hire, train, evaluate, or discharge staff or resolve personnel grievances. · Industrial Production Managers · importance 3.9 · no direct exposure
• Conduct evaluations of employees' performance. · First-Line Supervisors of Correctional Officers · importance 3.8 · direct LLM exposure
• Evaluate staff performance in leading group exercise or conducting diagnostic tests. · Exercise Physiologists · importance 3.8 · no direct exposure
• Evaluate staff performance, recording evaluations on appropriate forms. · Recreation Workers · importance 3.8 · direct LLM exposure
• Hire or evaluate staff. · Investment Fund Managers · importance 3.8 · exposure with tools
• Assign and review the work of subordinates. · Parking Enforcement Workers · importance 3.5 · direct LLM exposure
• Assign, supervise, and review the activities of fundraising staff. · Fundraising Managers · importance 3.4 · exposure with tools
• Assign, supervise, and review the activities of public relations staff. · Public Relations Managers · exposure with tools
• Observe and evaluate workers' appearance and performance to ensure quality service and compliance with specifications. · First-Line Supervisors of Entertainment and Recreation Workers, Except Gambling Services · no direct exposure
• Observe and evaluate workers' appearance and performance to ensure quality service and compliance with specifications. · First-Line Supervisors of Passenger Attendants · no direct exposure
• Take disciplinary action to address performance problems. · First-Line Supervisors of Entertainment and Recreation Workers, Except Gambling Services · no direct exposure
• Take disciplinary action to address performance problems. · First-Line Supervisors of Passenger Attendants · no direct exposure
• Train, supervise, schedule, and evaluate workers. · First-Line Supervisors of Gambling Services Workers · exposure with tools

Occupations that perform this

• First-Line Supervisors of Correctional Officers
• Medical and Health Services Managers
• Postmasters and Mail Superintendents
• Property, Real Estate, and Community Association Managers
• Lodging Managers
• Training and Development Managers
• Residential Advisors
• Education and Childcare Administrators, Preschool and Daycare
• Natural Sciences Managers
• Food Service Managers
• Gambling Managers
• First-Line Supervisors of Personal Service Workers
• First-Line Supervisors of Firefighting and Prevention Workers
• Education Administrators, Postsecondary
• Sales Managers
• Security Managers
• Treasurers and Controllers
• Spa Managers
• Computer and Information Systems Managers
• First-Line Supervisors of Police and Detectives
• First-Line Supervisors of Gambling Services Workers
• Industrial-Organizational Psychologists
• First-Line Supervisors of Production and Operating Workers
• Fire Inspectors and Investigators
• Advertising and Promotions Managers
• Industrial Production Managers
• Exercise Physiologists
• Recreation Workers
• Parking Enforcement Workers
• Fundraising Managers
• Public Relations Managers
• First-Line Supervisors of Entertainment and Recreation Workers, Except Gambling Services
• First-Line Supervisors of Passenger Attendants

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27) Anthropic
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-evaluate-employee-performance,
  title  = {Evaluate employee performance.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27); “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/detailed-activities/evaluate-employee-performance}
}