Conditions around you
Individual developmental profile
Agentic Competency
How effectively do you architect, design, and execute work with AI?
Agentic competency includes how you set up the environment, design the work, and direct AI agents to carry it out. Reflect on what you actually do—not how confident you feel about AI.
What counts as agentic work?
Agentic work happens when AI pursues a goal across multiple steps, information sources, or tools.
The AI may be a named specialist, such as a customer success agent, or an unnamed worker created when you assign a task in Work, Cowork, or another agentic tool. It does not need a name or a persistent identity.
Do not count ordinary question-and-answer chat unless the AI plans or carries out extended work toward a result.
How the assessment works
The seven dimensions cover the full practice: frame the work and its context; design the contributions of people and AI; challenge the work; correct and recover; govern and own consequences; learn and redesign; and transfer the practice to new situations.
The 21 behavior questions form a research prototype, not a validated scale. A separate Symbiosis Check asks whether working with AI is strengthening or eroding your human judgment, agency, authorship, attention, and responsibility. Readiness and outcomes remain separate so access or results do not inflate the competency score.
Why this matters
AI is moving from answering questions to carrying out work.
That changes how people create value. People who can set agents up, direct their work, check the results, and control what they may do can take on more complex work without giving up human judgment.
People who can lead work through AI agents will be better positioned than people who cannot.
Agentic competency cannot guarantee job security, but it can improve your chances of staying valuable and succeeding as AI changes work.
Workforce evidence: Microsoft's 2025 Work Trend Index describes the rise of the “agent boss”—a person who builds, delegates to, and manages agents—and reports a growing need for training and oversight. Read the research.
About this assessment
The assessment has a serious foundation, but it does not claim more evidence than we have.
SymbiCorAI has been studying how people and AI work together across consequential tasks, leadership, and organizational transformation. Through the Systems of Intelligence research, book development, working prototypes, and real-work experiments, we have repeatedly tested ideas about delegation, context, verification, authority, learning, and human sovereignty.
That body of work shaped the seven dimensions in this prototype. It makes the questions grounded and worth testing; it does not make this 21-item self-reflection a validated instrument.
Explore Systems of Intelligence: Human/AI Symbiosis, the book in development behind this work.
What this assessment can tell you: how you report working through AI agents today and where you may want to develop. It does not prove demonstrated competency, job performance, safety, or business impact.
Private by design
Your answers stay with you.
This assessment does not ask for your name or email. It does not send your answers to SymbiCorAI, a database, or an analytics service.
- While you answer: your selections exist only in this page’s temporary browser memory.
- When you leave: closing or refreshing the page clears your answers.
- When you create your report: the PDF is generated inside your browser and is not uploaded to us.
Like most websites, the hosting service may keep routine technical access logs. Those logs do not contain your survey answers. This site has no survey-response tracking.
Your Agentic Practice Score
Your score starts the conversation. Your profile tells you what to do next.
The overall score summarizes your reported practice. The seven dimensions, Symbiosis Check, and recommended next moves show where development matters.
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Your PDF report
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Complete response record
Your answers
This section records every answer you selected. Use “Save or share PDF” to keep the profile and this response record together.
Measurement note: This developmental self-reflection records reported practices and conditions. It does not prove demonstrated competency, job performance, safety, or business impact.
Evidence beyond activity
Outcome signals
From reflection to evidence
A full competency assessment would observe your work.
The next step is to review one important task you completed through agents, inspect the work and the record of how it was produced, and then observe you doing a different task. Self-report starts the conversation. Demonstrated behavior provides stronger evidence of competency.