Automated Employment Decision Tool (AEDT)
The term New York City Local Law 144 uses for a computational tool that substantially assists or replaces a hiring or promotion decision. If a tool meets this definition for a New York City role, it triggers the bias-audit, publication, and notice duties.
Defined in 5 GAGE programs, which carry 7 distinct definitions of it. The wording above is taught in Certified AI Governance Professional (CAIGP).
How each discipline defines it
The same term does different work depending on who is using it. These are the definitions as each program teaches them, unedited.
The term New York City Local Law 144 uses for a computational tool that substantially assists or replaces a hiring or promotion decision. If a tool meets this definition for a New York City role, it triggers the bias-audit, publication, and notice duties.
A term used in regulation, including New York City's Local Law 144, for a computational process that substantially assists or replaces discretionary decision-making in hiring or promotion, typically triggering bias-audit and disclosure obligations.
An algorithmic tool used to substantially assist hiring or promotion decisions. Under laws such as New York City's Local Law 144, such tools must pass an independent bias audit for disparate impact, with results published, before use.
An AI system that substantially assists or replaces a hiring, promotion, or firing decision; triggers fairness obligations like NYC Local Law 144's independent annual bias audit and candidate notice, with no small-business exemption.
Under New York City's Local Law 144, a tool used to substantially assist or replace discretionary employment decision-making, subject to its own definitional narrowing regarding tools functioning as only one factor among many.
Where it is taught
The exact lessons this term appears in. The first module of every program is free with a free account.
- EU AI Act Article 4 & US AI Workforce Mandates: Compliance Requirements · Ethical and Responsible AI and Operational Governance, Certified AI Practitioner: Workplace Foundations
- SMB-Specific Compliance Considerations · Bonus: SMB AI Adoption Path, Certified AI Practitioner: Workplace Foundations
- Approvals in High-Stakes Hiring · Meaningful Human Accountability, Certified Agentic AI Governance Professional (CAAGP)
- The hiring-AI problem: bias audits, notices, and the law already watching hiring AI · The EU AI Act: The Executive Map, Certified AI Governance Professional (CAIGP)
- The US mosaic: federal signals, state laws, and the agencies that already reach workplace AI · The World's Rulebooks, Certified AI Governance Professional (CAIGP)
- Reading a Draft Rule for What It Would Actually Do · Policy Influence in Practice, The AI Lobbyist: Certified AI Policy Strategist
- Skills Gap Analysis and Reskilling Strategy · Workforce and Talent in the AI Era, Certified AI Transformation Professional (CATP)
Where it shows up at work
A definition is where Automated Employment Decision Tool (AEDT) starts. The lessons above teach it inside the competencies below, which are what job descriptions ask for and what the GAGE credential records. Every link here is drawn from the same careers map that builds a role's readiness check.
Knows the rules on automated employment decisions, bias audits and notices, and treats hiring AI as the highest-risk use case it is.
3 lessons on this page teach it as a primary outcome.
Designs role-based AI training that measures skill, not attendance, with approved-use guidance, office hours and communities of practice.
2 lessons on this page teach it as a primary outcome.
Tracks executive orders, OMB guidance, agency rules and the state patchwork, and knows which state laws reach hiring, insurance and consumer decisions.
One lesson on this page teach it as a primary outcome.
Roles that hire for it
Each role page shows the full competency set, what the seat decides, and a readiness check against your own evidence.
- AI Regulatory Counselneeds it at depth · 14 open postings this week
- AI Adoption and Enablement Leadneeds it at depth
- Ethical AI Specialistneeds working knowledge · 5 open postings this week
- Chief AI Officerneeds working knowledge
- Responsible AI Leadneeds working knowledge · 7 open postings this week
- AI Literacy Leadneeds working knowledge
How job descriptions say it
Postings rarely use the textbook word. These are the phrases the careers map reads as asking for the competencies above.
Where the frameworks place it: NYC Local Law 144; EEOC guidance; EU AI Act Annex III employment; EU AI Act Article 4.
One interview question about it
An AI tool screens job applicants. What must be true before you allow it, and what do you check every quarter?
Asked of candidates for ai in hiring and employment decisions. Answering it in your own words is exactly how a GAGE topic is passed, and the credential records the pass where an employer can check it.
If you come from another field
Some backgrounds already carry this competency, and the readiness check gives credit for it.
- Human resources and people operations carries it as a claim to back up: Fair-hiring review and disparate-impact awareness are HR discipline.
- Operations, claims, customer service and administration carries it as a claim to back up: Onboarding and job aids are training design.
- Teachers, trainers and instructional designers carries it as work you can show: Lesson plans, assessments and curricula are your artifacts.
Terms it appears with
Not an alphabetical neighbourhood: these are the terms taught in the same lessons, ranked by how often they appear together.