Level of education achieved
Level | Level description |
0 | No formal education is required. Roles rely primarily on informal experience or short on-the-job training. |
2 | Completion of basic compulsory education (e.g. primary school or lower secondary) is required. The roles require basic literacy and numeracy skills. |
4 | Completion of a full secondary education (e.g. high school diploma or equivalent) is required. Roles require general academic training or serve as a prerequisite for vocational training. |
6 | Post-secondary vocational qualifications or specialized technical certifications are required. Roles require practical skills and preparation beyond high school education (e.g., apprenticeship, 1-2 year certification programs). |
8 | Higher professional education (e.g. DiS. degree) or advanced technical diploma required. Roles include comprehensive technical or para-professional education (typically 2-3 years post-secondary). |
10 | A first-level university degree (Bachelor's degree or equivalent, Bc.) is required. The roles require structured academic knowledge and subject-specific theoretical foundations from a university program. |
12 | Advanced bachelor's degree or bachelor's degree with specialized professional certifications required. Roles require in-depth college study or specific qualifications for complex analytical tasks. |
14 | A second-level university degree (Master's, Engineering degree, e.g. Mgr., Eng., MBA) is required. Roles require postgraduate education for advanced theoretical and applied knowledge. |
16 | A third-level university degree (PhD.) or advanced professional doctorate (e.g. MD, DDS) is required. Roles require mastery of a specialized field, often including original research or high-level clinical practice. |
18 | A doctoral degree (PhD., MD) plus formal postdoctoral specialization (certification) is required. Roles involve extended, highly specialized training, research, or clinical practice (e.g., fellowship, residency) beyond the initial doctorate. |
20 | The highest attainable level of formal education is required, such as multiple graduate degrees (e.g., MD-PhD) or extensive postdoctoral specialization. Roles require leadership in academic research or the highest level of expertise in a specialized field. |
Complementary lifelong learning
Level | Level description |
0 | No ongoing education or professional development is required beyond initial training; skills are maintained solely through on-the-job practice. |
2 | Minimal ongoing training, usually limited to occasional, short refresher training on basic safety, regulatory compliance, or minor process updates. |
4 | Regular, structured training (e.g. annual) required to maintain professional competence, update specific operational knowledge, or comply with common regulatory changes. |
6 | Regular, structured training (e.g., multiple times per year) to refresh key skills, adapt to evolving practices, or maintain core certifications related to the primary job role. |
8 | Frequent professional development required to maintain formal certifications or licenses; includes systematic attendance at seminars, technical updates, and monitoring evolving industry standards. |
10 | Significant and proactive ongoing education required to deepen expertise in a specialized area; includes advanced courses, membership in industry organizations, and integration of new practices to stay current. |
12 | Continuous, multidisciplinary education is essential for expertise in a rapidly evolving field; it requires obtaining multiple certifications or credentials and integrating knowledge from neighboring disciplines. |
14 | Extensive, lifelong learning as a formal requirement, often managed by professional organizations; includes mandatory recertification cycles, attendance at conferences, and mastery of complex specialized news. |
16 | Thorough, interdisciplinary lifelong learning necessary for the role; requires participation in advanced training, research, or teaching programs to stay abreast of rapidly evolving, complex knowledge. |
18 | Intensive, mandatory professional development critical to shaping professional practices; includes deep involvement in international symposia, clinical research, or regulatory mastery programs. |
20 | Continuous and transformative learning to define and advance the field; includes conducting cutting-edge research, publishing findings, shaping policy, and setting new standards for the profession. |
Creativity
Level | Level description |
0 | The work requires no originality or creative input. The tasks are completely repetitive and follow fixed, unchanging procedures with no room for deviation. |
2 | The work is largely routine but allows for minimal creative choice, such as choosing from predefined options or making minor adjustments within strict, set rules. |
4 | The work involves occasional creative problem-solving to common challenges, typically by adapting known solutions or making minor improvements to established methods within clear rules. |
6 | The work requires some creativity to adapt existing methods to new situations or solve non-routine problems. This involves refining existing ideas or combining known solutions within established principles. |
8 | The work requires regular inventive thinking in developing new approaches or optimizing systems within an existing field. Originality is required to overcome specific challenges, often by combining existing elements in new ways. |
10 | The work involves considerable originality in creating new designs, concepts, or methods. It requires inventive thinking to generate new solutions that go beyond standard practices in the field. |
12 | The work requires considerable ingenuity for conceptual innovation or high-level creative synthesis. It involves generating original concepts or interpretations that transform approaches by synthesizing diverse ideas within a given domain. |
14 | The work requires sustained originality and creative vision, with a focus on creating unique artwork, designs, or inventive strategies. It involves developing groundbreaking concepts or setting creative directions that push conventional boundaries. |
16 | The work involves pioneering new creative directions or leading major innovation efforts. It requires extraordinary originality to create groundbreaking work or conceive new concepts that challenge conventions and redefine standards in the field. |
18 | The work requires defining new modes of creative expression, conceptual frameworks, or technical paradigms. It requires visionary thinking to create transformative innovations that drive new directions and reshape the field. |
20 | The work requires revolutionary inventiveness involving the creation of entirely new paradigms, genres, or conceptual systems. This visionary thinking fundamentally alters creative practices or redefines boundaries. |
Flexibility
Level | Level description |
0 | Roles involve completely fixed procedures and static processes. The work environment is completely stable and does not require any adaptation, as the tasks are identical and unchanging. |
2 | Roles are highly routine with infrequent, minor deviations. Adaptability is limited to following predefined alternative steps or dealing with simple, isolated disruptions in a predictable environment. |
4 | Roles involve predictable, repetitive variations in daily routines. Tasks require occasional, minor adjustments by applying standard procedures to slightly different but familiar scenarios. |
6 | Roles require regular adaptation to small, predictable changes, such as changing workloads or schedules. Workers must adjust the sequence of tasks or use different familiar solutions from a limited set of options. |
8 | Roles require frequent adaptation to evolving conditions or minor unexpected events. Flexibility involves assessing minor disruptions and selecting appropriate responses from a range of established protocols. |
10 | Roles require a balance between routine work and adaptive responses to frequent, slight changes in priorities or environment. Workers must adjust standard approaches or problem-solve on the fly to handle evolving operational demands. |
12 | Roles require rapid transitions between diverse tasks in response to ongoing, unpredictable change. Workers must constantly adjust work processes and proactively adapt their approach to handle dynamic situations and mild uncertainty. |
14 | The roles involve fundamental adaptation to complex, rapidly changing scenarios without clear precedents. Workers must navigate frequent, multifaceted changes and devise new responses in real time to manage high levels of uncertainty. |
16 | Roles require constant reconfiguration of approaches amidst volatile and unpredictable circumstances. Workers must not only adapt to change but also initiate it, often redefining processes in real time during crisis situations. |
18 | The roles require exceptional adaptability in a highly fluid, high-variability environment where disruptive change is constant. Success depends on deep resilience and the ability to turn disruptions into opportunities. |
20 | The roles require maximum flexibility and resilience in a chaotic, ever-changing environment. Workers must provide immediate responses to extreme, unpredictable changes, thrive in complete ambiguity, and actively shape new conditions. |
Verbal communication
Level | Level description |
0 | No verbal communication is required to perform key job tasks. Work is performed independently, using nonverbal cues or silently performing tasks. |
2 | Minimal verbal communication is required, limited to occasional, simple spoken exchanges. This includes confirming instructions, reporting basic status, or handling routine safety communications. |
4 | Routine verbal communication is required for direct interactions. This includes coordinating daily work, explaining standard procedures, or handling predictable service requests using standard terminology. |
6 | Regular verbal communication is necessary to handle a variety of operational situations. This requires clearly explaining processes, answering non-routine questions, and adapting simple explanations to different audiences. |
8 | Substantive verbal communication is required for professional interactions. This includes providing detailed advice, coordinating activities across different departments, or explaining moderately complex information to different contacts. |
10 | Extensive consultative verbal communication. Includes frequent, in-depth spoken engagement, such as advising clients on options, explaining professional issues, or conducting professional consultations. |
12 | Advanced verbal communication is required to persuade, instruct, or negotiate. This includes conducting structured discussions, negotiating terms, or delivering detailed instructional or technical presentations to groups. |
14 | Verbal communication has strategic impact. This includes delivering persuasive presentations to diverse or formal audiences, conducting complex negotiations, or communicating strategically with stakeholders. |
16 | Sophisticated public speaking in high-pressure or public situations is a key job responsibility. This includes public speaking, media appearances, simultaneous interpreting, or delivering complex sales presentations or legal arguments. |
18 | Mastery of verbal communication is essential for top-level representation or critical, high-stakes negotiations. The role is defined by complex persuasive speaking, such as senior management representation or simultaneous professional interpreting. |
20 | Elite verbal performance is a defining competency. It requires masterful rhetoric in the most demanding contexts, such as shaping public debate, conducting high-stakes international diplomacy, or delivering visionary speeches at the highest level. |
Written communication
Level | Level description |
0 | No written tasks are required. The role is performed through physical, manual or purely verbal means, without any requirement for written documentation or communication. |
2 | Minimal typing limited to simple data recording. Tasks include completing pre-formatted forms, checklists, or labels using single words, numbers, or codes without the need to construct sentences. |
4 | It involves writing short, routine texts, such as simple internal reports, notes or memos. Tasks require basic sentence structure and follow predictable formats to convey simple, factual information. |
6 | Requires writing structured documents, such as routine reports, standard business correspondence, or work instructions. Writing involves creating clear, coherent paragraphs and follows established formats or templates. |
8 | It involves the creation of original documents such as operational reports, client communications, or process documentation. Written expression must be well-organized, precise, and clearly tailored to communicate information to specific target groups. |
10 | It requires the creation of large-scale professional documents, such as complex reports, project proposals, or training materials. Writing involves synthesizing diverse information, organizing it logically, and presenting clear explanations or analyses. |
12 | It includes analytical and evaluative writing, such as complex reports, technical manuals, or strategic recommendations. The writing requires original synthesis of information, persuasive argumentation, and precise, subject-specific language. |
14 | It requires the production of specialized, key documents such as legal arguments, policy analyses, scientific articles, or regulatory submissions. Writing requires mastery of genre-specific conventions, rigorous argumentation, and exceptional precision in language and terminology. |
16 | It involves the production of authoritative content that shapes expertise or policy, such as strategic documents, advanced research publications, or complex legal/regulatory analyses. Writing requires original synthesis of complex material, sophisticated argumentation, and deep mastery of the subject matter. |
18 | Writing and editing as a primary professional output. Requires the creation, translation, or critical revision of key content (e.g., technical manuals, scientific papers, editorial content) with near-flawless composition, stylistic mastery, and nuanced interpretation. |
20 | A top-notch profession where writing is the primary output. It involves the production of authoritative, discipline-defining works (e.g., essential technical documentation, legislation, academic treatises) that set industry standards, requiring innovative composition and absolute accuracy. |
Information and telecommunications technologies
Level | Level description |
0 | No ICT expertise is required. The role does not involve any functional interaction with digital tools, systems or software as part of the core job responsibilities. |
2 | Minimal interaction with ICT is required. The role involves simple, procedural use of single-purpose digital tools (e.g. scanners, cash registers, simple mobile apps) according to established instructions. |
4 | Basic digital literacy is required. The role involves the routine use of standard office software (e.g. email, word processors) or enterprise applications for tasks such as data entry, documentation and communication. |
6 | Functional ICT competency is required. The role involves the regular use of specialist domain-specific software (e.g. CRM, accounting systems) to manage professional workflows, which requires an understanding of application-specific functionality. |
8 | Applied technical skills required. The role includes providing first level user support, diagnosing and resolving common hardware/software issues, or performing routine system maintenance and configuration. |
10 | Technical ICT knowledge is required. The role involves systems administration, hardware or software configuration, maintenance of infrastructure components or creation of technical documentation, which requires a solid understanding of system architecture and components. |
12 | Significant technical expertise is required. The role involves troubleshooting complex system issues, managing specialized technical domains (e.g., networks, databases), or developing scripts, which requires in-depth knowledge of specific technologies and diagnostic procedures. |
14 | Advanced ICT specialization required. The role involves application development, programming or system integration design. Requires in-depth knowledge of specific programming languages, enterprise platforms or complex system interoperability. |
16 | Expert level technical proficiency is required. The role involves designing IT infrastructure, application architecture, or database systems. Requires mastery of development frameworks, DevOps automation, or complex systems design principles. |
18 | Highly specialized expertise is required. The role includes advanced software engineering, data science, strategic IT leadership, or designing complex, scalable systems. It requires comprehensive knowledge of software development lifecycles and emerging technologies. |
20 | High-level ICT skills are required. The role includes designing enterprise-wide systems, leading organizational IT strategy, or developing in highly specialized languages. It requires authoritative mastery of system architectures and the ability to deliver new technical solutions. |
Planning and organization of work
Level | Level description |
0 | No planning or organizational skills are required. The work is completely reactive, following prescribed procedures and immediate instructions without any foresight or coordination. |
2 | Minimal planning limited to organizing one's immediate tasks. Involves sequencing simple, repetitive steps within a prescribed procedure without the need for coordination. |
4 | It involves planning one's own daily or weekly work activities. It requires organizing a sequence of routine tasks, preparing materials, and planning simple work procedures. |
6 | It involves planning multiple interrelated tasks over the course of days or weeks. It requires coordinating with colleagues, securing resources, and adjusting schedules to maintain workflow continuity and achieve short-term efficiency. |
8 | Tactical planning of projects or departmental procedures with a horizon of 3-12 months. It includes coordinating activities across multiple teams within a single unit, optimizing workflows, and anticipating short-term operational issues. |
10 | Planning for a functional area with a 1-3 year horizon. Requires coordination across departments to align resources, forecast needs, and initiate structural change in process design to improve operational efficiency. |
12 | Strategic planning for a major functional or business area with a multi-year horizon. Includes coordinating complex initiatives across departments, developing scenario-based plans, and setting direction for major efficiency programs. |
14 | Enterprise-wide strategic planning with a 5+ year horizon. Requires coordination across all organizational levels and with external entities, anticipating market changes, and driving systemic efficiency by optimizing organizational structures. |
16 | Strategic planning with deep industry knowledge (5+ year horizon). Involves coordination within the organization and with multiple external stakeholders (e.g. regulators, partners) to redefine organizational architecture and prevent market disruptions. |
18 | Visionary strategic planning that shapes market direction (10+ year horizon). Requires coordination across multiple organizations and sectors, creating new efficiency paradigms through ecosystem-level resource integration, and transforming industry standards. |
20 | Transformative strategic planning that impacts global systems (decades horizon). It involves coordination across international borders and sectors to redefine societal or economic structures and optimize resource allocation on a macroeconomic scale. |
Leadership
Level | Level description |
0 | No leadership responsibilities; the role is focused solely on individual contribution and task completion, with no requirement to lead, supervise, or influence others. |
2 | Minimal involvement in leadership; may occasionally provide informal guidance or support to colleagues in completing tasks, but has no formal authority or responsibility for the performance of others. |
4 | Provides informal mentoring or coordinates small, specific activities with colleagues. Influence is limited to offering support or providing operational coordination without formal supervisory authority. |
6 | Directly supervise a small team (e.g. 2-5 people) focused on operational execution. Responsibilities include assigning daily tasks, monitoring progress, and providing immediate guidance and feedback. |
8 | Manages a functional team (e.g. 5-15 people) with responsibility for operational goals and performance. Responsibilities include training, motivating team members, and planning daily operations to meet established goals. |
10 | Leads a department or multiple teams (e.g. 10-25+ people), translates organizational goals into operational plans. Responsible for strategic project planning, resource allocation, and team capability development. |
12 | Responsible for managing a large department, often leading other managers or team leaders. Determines the strategic direction of the unit, ensures coordination across teams, and aligns the goals of individual functions with the organization's strategy. |
14 | Leads a major organizational division or large organizational unit. Develops a long-term vision for the unit, creates strategic initiatives, and inspires multiple levels of management to achieve goals that transcend individual functions. |
16 | Executive leadership of multiple divisions or a major organizational unit. Forms long-term organizational strategy, drives alignment with corporate culture, and leads senior managers in executing large-scale initiatives that set the direction of the organization. |
18 | Enterprise-level leadership that sets an overarching vision and long-term strategy for the entire organization. It inspires all employees and leads the organization through transformational change. |
20 | It defines a fundamental, long-term vision for the entire organization and its role in the industry. It embodies the organization's purpose, inspires global stakeholders, and drives systemic, transformational change that can impact standards across the industry. |
Responsibility for financial values
Level | Level description |
0 | No responsibility for tangible assets or financial values; the role does not include any responsibilities for managing organizational resources or finances. |
2 | Responsibility for personal work tools, supplies, or handling very small amounts of money (e.g., petty cash) under direct supervision. |
4 | Responsibility for maintaining a specific equipment department, managing small inventories, or processing routine, low-value financial transactions according to established procedures. |
6 | Responsibility for managing shared operational equipment, small inventories, or processing financial transactions (e.g., invoicing, expense tracking) within established procedures. |
8 | Responsibility for managing department operating assets, coordinating procurement, or handling financial processes such as cost monitoring, reconciliation, and variance reporting. |
10 | Responsibility for department operating budgets, management of supplier contracts, or management of asset allocation that directly impacts operational efficiency and costs. |
12 | Responsibility for managing substantial department budgets, overseeing financial reporting and compliance, or managing the allocation of significant assets with fiscal responsibility. |
14 | Responsibility for managing critical financial functions (e.g. treasury, risk assessment), managing divisional budgets, or developing strategic plans for significant asset portfolios. |
16 | Strategic responsibility for managing financial strategy, overseeing large-scale budgets across multiple departments or divisions, and managing major capital assets. |
18 | Senior management level responsibility for enterprise-wide financial operations, strategic investment decisions, and core capital allocation management impacting the sustainability of the organization. |
20 | Ultimate fiduciary responsibility for the organization's overall financial health and asset portfolio, accountability to stakeholders for long-term fiscal sustainability and enterprise value. |
Responsibility for the results of a department or organization
Level | Level description |
0 | No accountability for departmental or organizational results. The role focuses on performing specific, assigned tasks without accountability for broader results. |
2 | Responsible for the quality and timeliness of own work. Results are limited to individual performance and have minimal impact on broader departmental goals. |
4 | Responsible for the results of a specific, defined process or set of operational tasks. Ensures that results meet standards of quality and efficiency within a narrow functional scope. |
6 | Responsible for the results of a small team, project, or specific functional area. Responsible for meeting defined goals and performance indicators within a limited operational scope. |
8 | Responsible for the results of a functional team or operating unit. Sets operational goals, monitors performance, and ensures results are aligned with broader departmental goals. |
10 | Responsible for the results of an entire department or significant functional area. Responsible for setting and achieving departmental goals, managing resources, and achieving results that directly impact organizational performance. |
12 | Accountable for results across multiple departments or a major, complex functional area. Responsible for integrating results and aligning functional strategy with broader organizational goals. |
14 | Responsible for the results of a major organizational division or critical enterprise-wide function. Sets strategic priorities for their area and is accountable for achieving results that have a significant impact on the success of the organization. |
16 | Responsible for the strategic outcomes of a large organizational segment or multiple divisions. Oversees strategic execution and ensures performance in broad, interconnected areas aligns with enterprise-wide goals. |
18 | Responsible for the overall performance of a major organizational division or key business segment (e.g., country or business group). Forms strategic direction and bears ultimate responsibility for achieving strategic objectives in that domain. |
20 | Ultimate responsibility for the results and overall performance of the entire organization. Defines long-term strategy and is accountable for company-wide success, sustainability, and failure. |
Physical exertion
Level | Level description |
0 | The work is completely sedentary and does not require any physical exertion. Tasks are performed while seated, with no requirements for standing, walking or lifting. |
2 | The work is predominantly sedentary, involving occasional short periods of walking or standing, such as moving between offices. No significant lifting or physical endurance is required. |
4 | The work involves light physical activity with intermittent standing, walking and occasional handling of light objects (e.g. up to 5 kg). Most tasks are not physically demanding. |
6 | The work requires regular light physical activity, such as frequent standing and walking for extended periods. Tasks may involve routine lifting of light objects (e.g. 5-10 kg) and require basic fitness. |
8 | The work involves sustained physical activity, with most of the day spent standing or walking. Tasks involve regular lifting of medium-heavy objects (e.g. 10-15 kg) and may involve frequent bending or reaching. |
10 | The work requires regular physical exertion with continuous standing and walking. The tasks involve frequent lifting and moving of medium-heavy loads (e.g. 15-20 kg) and require good physical fitness. |
12 | The work involves significant physical demands with constant movement, standing and minimal rest. Tasks involve frequent lifting and handling of heavy objects (e.g. 20-25 kg) and may involve repetitive bending or squatting. |
14 | The work requires high physical demands and sustained effort throughout the shift. Tasks include frequent lifting of heavy loads (e.g. 25-30 kg) and regular work in uncomfortable or non-standard positions, which requires high endurance. |
16 | The work involves very high physical demands with intensive and continuous manual work. The tasks involve repeated lifting of heavy loads (e.g. 30-40 kg), continuous work in forced positions and require very high endurance and strength. |
18 | The work is physically demanding with almost constant strenuous work. Tasks include lifting very heavy loads (e.g. 40 kg+), working for long periods in difficult positions (climbing, kneeling) and require exceptional physical endurance and strength. |
20 | The job requires maximum levels of physical exertion, involving continuous and extremely heavy lifting (e.g. 50 kg+). The tasks require…top-notch physical fitness, exceptional endurance, and above-average strength to maintain performance in extremely demanding conditions. |
Psychological stress
Level | Level description |
0 | Tasks are highly repetitive and procedural, requiring minimal sustained attention or independent decision-making. Emotional resilience is not required as interactions are minimal and the work is routine. |
2 | The work involves following clear instructions and performing routine tasks that require basic attention and awareness. Emotional demands are negligible, limited to predictable, low-risk interactions. |
4 | Requires sustained focus on structured, procedural tasks with occasional simple problem solving based on established rules. Emotional resilience is limited to maintaining composure during routine, low-stress interactions. |
6 | It involves applying familiar procedures in a variety of situations, requires constant attention and simple solutions to familiar problems. Emotional calm is needed to cope with minor disturbances or standard interpersonal interactions. |
8 | Requires sustained concentration and straightforward decision-making within established guidelines to manage routine operations. Emotional resilience is required to handle daily interpersonal tensions and moderate time pressure. |
10 | It requires sustained concentration to interpret information, adapt to changing situations, and solve non-routine problems. Emotional resilience is regularly needed to cope with ongoing stress, conflicting demands, or emotionally charged interactions. |
12 | It involves complex analysis and problem-solving in dynamic situations, requiring intense focus to balance conflicting priorities. Strong emotional resilience is essential for handling frequent pressure, conflict, or emotionally sensitive situations. |
14 | It requires rapid cognitive processing of complex, often ambiguous information in order to make important judgments under pressure. Advanced emotional control is essential for navigating high-stress environments and managing accountability for significant results. |
16 | It requires deep analytical thinking and important decision-making with long-term consequences, often in crisis or conflict situations. Exceptional emotional resilience is needed to manage critical operations or emotionally unstable environments. |
18 | It requires complex synthesis of diverse information and advanced judgment under conditions of extreme uncertainty or crisis. Deep emotional resilience is essential for managing intense interpersonal dynamics or situations with serious consequences. |
20 | It represents maximum mental demands, involving exhaustive cognitive orchestration of systemic challenges and instantaneous, life-changing judgments. It requires maximum emotional resilience to function in constantly high-risk, emotionally charged arenas with serious consequences. |
Risk of occupational injury
Level | Level description |
0 | The work is performed in a fully controlled environment (e.g. an office) with virtually zero exposure to physical hazards. The risk of occupational injury is negligible. |
2 | Minimal exposure to safety risks, limited to a standard office or administrative environment. Risk primarily includes minor, accidental incidents such as slips, trips, or ergonomic strain from sedentary tasks. |
4 | Occasional exposure to low-level physical hazards in a controlled environment. Tasks may include handling light materials, using simple tools, or moving around client premises with minimal risk. |
6 | Regular exposure to controlled, moderate hazards in non-office environments such as kitchens, retail areas or light workshops. Work may involve operating light machinery or tools, requiring standard safety awareness. |
8 | Frequent exposure to manageable hazards in environments such as workshops, laboratories or healthcare. Work involves handling tools, light industrial equipment or controlled substances (e.g. chemicals, biohazards) that require standard protective equipment. |
10 | Consistent exposure to significant hazards, often in supervisory, inspection or skilled technical roles (e.g. dentist). The work involves being in an environment with moving machinery, electrical systems or operational activities, requiring comprehensive safety training and protective equipment. |
12 | High exposure to serious risks when operating specialized industrial machinery, power tools or complex technical systems. The work involves practical tasks in manufacturing, construction or healthcare where serious injuries (e.g. cuts, strains, chemical exposure) are possible without specialized procedures. |
14 | Very high exposure to serious risks when operating heavy machinery, large vehicles (e.g. tractors, trucks) or maintaining industrial equipment. The work regularly involves risks such as crushing, collisions or serious falls, which requires strict safety procedures. |
16 | Continuous exposure to serious risks, particularly in skilled trades, construction and heavy industry. The work involves tasks such as working at significant heights (e.g. roofing), operating heavy construction machinery or handling high-voltage equipment (e.g. steel cables), where the risk of serious injury is constant. |
18 | Extreme exposure to life-threatening hazards, often in unpredictable environments. This includes active rescue operations (e.g. firefighting), underground work, or complex construction tasks involving dangerous heights, confined spaces, and structural hazards. |
20 | Maximum occupational risk with constant and unavoidable exposure to immediate, life-threatening hazards. Tasks include activities where serious injury or death is an inherent daily risk despite maximum safety precautions (e.g. mining, bomb disposal, working at height). |
The complexity of working with information
Level | Level description |
0 | No information processing is required; the work involves performing simple physical tasks following direct and specific instructions. |
2 | Manipulating simple, highly structured information with clear categories; tasks include recording basic data inputs or measurements according to precise procedures. |
4 | Processing routine, structured information within a single domain using standardized templates; tasks include compiling simple records or checking data accuracy. |
6 | Interpret moderately complex field-specific information; synthesize data from several related sources to create routine documentation, reports, or assessments. |
8 | Integrate information from multiple related sources to solve moderately complex problems; requires pattern recognition and contextual interpretation to generate operational reports or insights. |
10 | Analysis of multidimensional information with interdependent variables; involves the integration of disparate information streams to diagnose complex problems, develop specifications, or support tactical decisions. |
12 | Performing sophisticated analysis of multidimensional information using advanced methodologies; requires synthesizing heterogeneous data sources to create complex models or specifications requiring deep domain expertise. |
14 | Performing expert analysis of complex, interdependent data sets spanning multiple subdomains; includes interpreting ambiguous data, developing models, or synthesizing research to support specialized professional practices. |
16 | Synthesizing highly complex, multidimensional information across diverse domains; performing advanced analytical work, such as predictive modeling or large-scale data projects, to support strategic decisions. |
18 | Organizing enterprise-level information analysis, integrating strategic, operational, and market information; requires synthesizing abstract organizational data across functions to support key initiatives. |
20 | Managing comprehensive organizational intelligence at the highest level; integrating large, multifaceted information ecosystems (e.g. competitive, regulatory, financial) to shape enterprise-wide strategy and long-term vision. |
Complexity of the work object
Level | Level description |
0 | The work involves manipulating individual, isolated objects or discrete elements that lack a systemic structure or interdependencies. |
2 | The work involves simple objects, tools, or sets of elements with clear, consistent functions and minimal, predictable relationships between components. |
4 | The work involves interaction with structured systems where multiple components have defined, linear or sequential relationships within a stable, rule-based framework. |
6 | The work focuses on systems composed of multiple interacting components or procedural flows; it requires an understanding of the internal functional dependencies for the operation or troubleshooting of the system. |
8 | The work involves dynamic systems in which components interact and respond to variable inputs; tasks require controlling or adapting processes within integrated operating environments. |
10 | The work deals with complex systems characterized by numerous interdependent components, feedback loops, and nonlinear relationships; it requires orientation in layered technical or logistical structures. |
12 | The work involves sophisticated, specialized systems that integrate multiple subsystems or domains (e.g., software platforms, control systems); it requires diagnosing problems and managing interactions between subsystems. |
14 | The work focuses on large-scale, multi-layered architectures with high interdependencies across domains; it requires anticipating cascading effects and managing emergent (newly emerging) properties within the system. |
16 | The work involves designing, architecting, or managing large, abstract systems of interdependent subsystems (e.g., enterprise architectures, complex engineering platforms) that cross organizational or technical boundaries. |
18 | The work deals with 'system of systems' environments; an object consists of multiple large-scale, autonomous and adaptive systems that interact with each other, requiring strategic design to manage evolving inter-system dependencies. |
20 | The work involves conceptualizing or managing ultra-complex, globally scaled or frontier systems with high abstraction and emergent, self-organizing properties; the tasks require pioneering the creation of new architectures to handle unprecedented complexity. |
The complexity of working relationships
Level | Level description |
0 | The work is performed in complete isolation, requiring no interpersonal interaction, collaboration, or relationship management. |
2 | Interaction is limited to brief, routine, and transactional exchanges with few familiar contacts, such as taking instructions. The role follows predictable protocols and requires no adjustment or orientation in interpersonal dynamics. |
4 | The work requires regular task-focused coordination within a small, stable team or with customers in a structured context. Communication follows established norms with minimal need to manage differing perspectives or resolve conflicts. |
6 | Involves ongoing collaboration with diverse individuals (e.g. clients, colleagues across teams) that requires adapting communication style. The role requires managing differing expectations and resolving common operational conflicts or misunderstandings through simple compromise. |
8 | It requires active collaboration and relationship management across multiple departments or with external stakeholders (e.g., clients, suppliers). It involves active negotiation to align competing priorities and resolve mild, recurring conflicts to achieve shared operational goals. |
10 | Involves navigating complex cross-functional relationships with diverse stakeholders who have conflicting interests. The role requires building consensus, mediating recurring disputes, and influencing others to align on project goals or within the department. |
12 | It involves strategically managing relationships across organizational hierarchies and with key external entities (e.g., leaders, partners). It requires challenging negotiations, building strategic alliances, and mediating deep conflicts to align stakeholders on tactical initiatives. |
14 | It requires navigating challenging, politically sensitive environments and influencing key stakeholders or external power centers without direct authority. Success depends on building consensus between opposing factions and brokering agreement on strategic priorities. |
16 | It involves managing executive-level relationship strategy, navigating complex power structures and political environments. The role requires managing influential relationships (e.g. board members, government entities, investors) and resolving high-impact conflicts to shape the direction of the organization. |
18 | Organizing complex ecosystems with multiple stakeholders at the highest strategic level, including national or transnational entities. Requires mastering unstable power dynamics, transforming adversarial relationships, and managing crises or difficult negotiations with significant organizational or reputational consequences |
20 | It represents the pinnacle of interpersonal complexity, organizing relationships across global, geopolitical, or sovereign entities. The role requires shaping international norms, navigating irreconcilable value conflicts, and managing dynamics where missteps risk |