regional insurer · 65 people measured
Showing Q3 2026 (closed 31 Jul 2026)
Illustrative: a fabricated round in the demonstration organization.
A newer round, Q4 2026 (illustrative), is in the selector. View Q4 2026 (illustrative) →
Since last round: compared with Q2 2026 (illustrative). Both rounds have enough responses on the same version of the assessment.
No open plans. The completed example shows how a plan is compared across two rounds.
No single department and dimension is separably lowest. Claims on Verification, Customer Ops on Integration and Underwriting on Verification sit within 0.2 of each other, averaging 1.8–2.0 of 4. Start the fluency work across them rather than picking one.Underwriting improved most since the last round, up 0.5.
Movement here is illustrative. Test-retest stability has not been established for this instrument, and no organization has yet been measured twice on it.What a clean round looks like. Not this organization’s data. When every department, and the organization as a whole, averages 3.0 or above on every dimension, the dashboard and the evidence pack name no lowest dimension and say:
Nothing needs intervention this round. Every department, and the organization as a whole, averages 3.0 (Applied) or above on all five dimensions. No dimension is named as the place to start, because none is under that line.
Until a round closes it says “so far”, and with too few results to check every department it says there is too little data to call it either way.
Instruction, Verification and Integration are tied below Applied across the organization, within 0.2 of each other, so this product does not pick the two to train. You choose.
Every figure is from results in Q3 2026, each person’s latest result within it, under the department recorded on that result. The round is closed, so these figures are fixed.
Each quarter, a training group of up to 30 people you choose works on its focus dimensions: two 90-minute hands-on workshops a few weeks apart, then a 45-minute practice clinic on real tasks from their own jobs. That cycle and a quarterly leadership session are included in your subscription. The dashboard shows which teams are furthest behind; it never picks people.
Scope of use. These are self-assessments of judgment across five dimensions. They are not credentials, and they have not been validated for use in selection, promotion, compensation or termination decisions. They have no established predictive validity for job performance. Use them to decide what to train and where a team is thin, not to decide about a person. AI Fluency Rubric: Instrument and Evidence, v0.3 sets out the instrument, the scoring key and what has not yet been established.