AIRS-J/1 v1.0 is the current Standard.
The complete rubric, behavioural anchors, evidence rules and decision rules are public, versioned, and open to evidence-led revision through a stated change process.
Read the Standard →AIR APAC Standard
A public standard for the judgment AI cannot carry.
AIRS-J/1 defines nine observable dimensions of managerial judgment in AI-enabled work: how a person verifies evidence, frames risk, exercises authority and answers for the consequence. One person, one assessment, observable decision behaviour in a bounded situation.
What it is
One person, one assessment, one retained transcript.
AI systems now produce the answer; they do not carry the consequence of acting on it. AIRS-J/1 defines how AIR APAC will certify the human contribution: how a person decides whether work is fit to act on, who is entitled to be told, what may not be delegated, and what happens when it turns out to be wrong. Nine dimensions under four domains, scored 0 to 4 against published behavioural anchors, with every observation traceable to identified evidence in a retained transcript. The credential, when the review board authorises issue, belongs to the person who earns it and is recorded in a free public register.
AIRS-J/1 sections 1, 5, 7, 14.Status
Published. Certification programme in development.
Publishing a standard and opening certification against it are separate milestones. AIRS-J/1 has reached the first.
Certification is not yet open.
Certification and instrument approval begin once the published operational and validation requirements have been met: external governance, the non-certifying pilot, reliability, fairness and accessibility.
See what must close first →No instrument is approved.
Observations may be generated only through instruments approved against published criteria. No instrument, including AIR APAC’s own, is approved under this edition.
Section 16: instrument neutrality →Why the rubric is public
Institutional properties, not features.
| Their limitation | The opening |
|---|---|
| Assessments are customised per employer, so results are not comparable across organisations. | A fixed, published standard that makes results comparable across employers, sectors and markets. |
| Credentials are employer-owned and disappear when the employee leaves. | A person-owned, portable credential. |
| Rubrics are proprietary and unpublished. | A public, versioned, externally reviewed rubric that anyone can inspect and contest. |
| No independent register. | A free, public verification register. |
A platform vendor tells an employer what their people can do.
Conditional until certification opens: what the register will let a market check.
AIR APAC will tell a market what a person is certified to do.
The competency model
Nine dimensions, four domains.
In AIR APAC material, “dimension” means one of these nine. The organisational Readiness System uses components and the Pulse uses signals; the models share no structure and are not convertible.
Structure
Framing the problem before reaching for a tool.
Test
Interrogating evidence, including machine-generated evidence.
Engage
Authority, people, and being seen to act.
Perform
Deciding proportionately, and owning the decision.
What this credential does not claim
The non-claims are normative.
AIR APAC, its delivery partners and its licensees may not state or imply otherwise in any marketing, report or communication. Quoted verbatim from section 2.1 of the Standard.
These non-claims are normative. AIR APAC, its delivery partners and its licensees may not state or imply otherwise in any marketing, report or communication.
| The credential is not | Because |
|---|---|
| A prediction of job performance | No criterion-validity evidence has been established. Predictive claims require longitudinal outcome data this Standard does not yet have. |
| A hiring or promotion instrument | It must not be the sole or determining basis of an employment decision. It is one input among several, and the employer remains accountable for the decision. |
| A measure of intelligence, personality or potential | The construct is observable decision behaviour in a bounded situation, not a trait. |
| A measure of AI technical skill | Prompt craft, model selection and tool fluency are not assessed. |
| A measure of domain expertise | Scenarios supply the domain content the candidate needs. |
| Bias-free | Fairness is monitored and reported under Section 15. It is not asserted. |
| A substitute for supervision, professional licensing or regulatory authorisation | Nothing in this credential authorises a holder to act beyond their existing professional or legal authority. |
| An organisational rating | The unit of analysis is one person, one assessment. |
A holder who overstates the credential, and an employer who uses it as a sole determinant, are both acting outside this Standard. AIR APAC will state so publicly on request.
Where the programme is
Gates, not dates.
Every forward-looking statement is conditioned on a named gate. A standards body that publishes its blockers is more credible than one that publishes a launch date.
Governance
Constitute the external review board: minimum five members, external majority, at least one psychometrician, one practising senior operator outside AIR APAC's customer base, and one member from a market other than Singapore and Malaysia.
Evidence
Job and practice analysis, content validation, the non-certifying pilot (inter-assessor reliability, discriminant separation, fairness), and the standard-setting panel that replaces the provisional cut score.
Operating layer
Assessor standard, accessibility and accommodations requirements, complaints procedure, and the published instrument approval criteria applied identically to every candidate instrument.
Founding cohort and register
Seed the register through existing institutional relationships before it is public. A register with forty unknown names is worse than none.
Read and cite
One permalink per version.
Version files are additive: v1-0 is never overwritten, and the changelog will diff each version against the last.
Citation
AIR APAC. AIRS-J/1: Standard for Managerial
Judgment in AI-Enabled Work, v1.0 (Initial
Edition). https://airapac.org/standard/v1-0
SHA-256 fc76aca03e093074…Participate
Four routes, each stating what it is not.
Nominate a reviewer
External review board
The board needs a psychometrician, a practising senior operator outside AIR APAC's customer base, and a member from beyond Singapore and Malaysia. This is a governance role with stated terms, not employment and not endorsement of any instrument.
→Register interestAssessor pool
Assessors will be authorised under a published assessor standard that does not exist yet. Interest is noted; no accreditation is offered or implied.
→Apply laterDelivery partners
Licensing criteria will be published and applied identically to every applicant. Partners localise scenario content and never author criteria. There is no programme to join today.
→Join the listFounding cohort
A qualified waitlist for the first assessments, when they open. Nothing is on sale, no fee is quoted, and listing implies no promise of certification.
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