Negotiate contracts with clients for desired training outcomes, fees, or expenses.

“Negotiate contracts with clients for desired training outcomes, fees, or expenses.” is a core task performed by Training and Development Specialists. Among the occupation's 20 rated tasks, workers place it 5th by importance (#16 most important). About 86% of workers say it is relevant to their job.

This is a single occupation-specific task statement from O*NET. The figures below describe how central the task is to the job and what independent studies measure about AI and this kind of work — not a prediction that the task will be automated.

Work activities this task rolls up to

O*NET groups concrete tasks into broader work activities shared across many occupations.

• Negotiate contracts or agreements. in Resolving Conflicts and Negotiating with Others

AI exposure

The OpenAI / Eloundou “GPTs are GPTs” study rates this task E2. Exposure with tools — software built on top of a language model (not the model alone) could cut the time by at least half.

Exposure measures whether a model could meaningfully speed the task up — it is an estimate of overlap with model capabilities, not a measure of whether the work will be done by software. The study's intermediate score (β) for this task is 0.50. Automation potential label: T1.

Other tasks in this occupation

• Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures. · importance 4.7
• Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials. · importance 4.6
• Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts. · importance 4.5
• Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives. · importance 4.4
• Offer specific training programs to help workers maintain or improve job skills. · importance 4.4
• Monitor, evaluate, or record training activities or program effectiveness. · importance 4.4
• Design, plan, organize, or direct orientation and training programs for employees or customers. · importance 4.3
• Develop alternative training methods if expected improvements are not seen. · importance 4.1
• Evaluate training materials prepared by instructors, such as outlines, text, or handouts. · importance 4.0
• Monitor training costs and prepare budget reports to justify expenditures. · importance 3.8
• Devise programs to develop executive potential among employees in lower-level positions. · importance 3.8
• Keep up with developments in area of expertise by reading current journals, books, or magazine articles. · importance 3.7
• Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status. · importance 3.7
• Coordinate recruitment and placement of training program participants. · importance 3.6

See all tasks on the Training and Development Specialists page.

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
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

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

@misc{singulariki-task-108,
  title  = {Negotiate contracts with clients for desired training outcomes, fees, or expenses.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/tasks/task-108}
}