Override authority
The right and practical ability of the human overseer to decide not to use the system, or to disregard, reverse, or modify the system's output, in any particular situation (Article 14(4)(d)). Genuine override authority requires both a technical mechanism and a process environment that does not discourage its exercise.
Defined in 2 GAGE programs, which carry 2 distinct definitions of it. The wording above is taught in EU AI Act Implementation Expert.
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 right and practical ability of the human overseer to decide not to use the system, or to disregard, reverse, or modify the system's output, in any particular situation (Article 14(4)(d)). Genuine override authority requires both a technical mechanism and a process environment that does not discourage its exercise.
An explicit, documented right for a human to overrule an AI recommendation while explaining why. A primary antidote to a trust deficit, because control counters the feeling of being subject to a black box.
Where it is taught
The exact lessons this term appears in. The first module of every program is free with a free account.
- Managing Workforce Transition and Resistance · Workforce and Talent in the AI Era, Certified AI Transformation Professional (CATP)
- Human Oversight by Design (Article 14) · High-Risk AI Requirements: The Technical File, EU AI Act Implementation Expert
Where it shows up at work
A definition is where Override authority 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.
2 lessons on this page teach it as a primary outcome.
Redesigns roles as AI absorbs tasks, plans reskilling instead of replacement, and supports managers in honest conversations about how work changes.
One lesson on this page teach it as a primary outcome.
Defines who reviews AI outputs, what they check, when they can override, and how to keep review from becoming a rubber stamp.
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 Adoption and Enablement Leadneeds it at depth
- Ethical AI Specialistneeds working knowledge · 5 open postings this week
- AI Regulatory Counselneeds working knowledge · 14 open postings this week
- Operations Manager, AI-readyneeds working knowledge
- AI Product Manager, responsible product editionneeds it at depth · 3 open postings this week
- VP of AI Governance and Ethicsneeds 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 14.
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.
Terms it appears with
Not an alphabetical neighbourhood: these are the terms taught in the same lessons, ranked by how often they appear together.