Share and intensity of work current AI systems can materially affect.
SOC 11-9111
Medical and Health Services Managers AI displacement risk
The people deciding how AI gets deployed in hospitals are healthcare administrators. Analytics automate reporting and scheduling, while compliance accountability, staff leadership, budget ownership, and clinical-technology governance keep the role expanding.
Likely potential for exposed tasks to move to software after workflow integration.
AI adoption in healthcare needs owners: evaluating vendors, setting clinical boundaries, managing privacy risk, and restructuring workflows. That governance work lands squarely in this occupation's lap.
Distribution
Where Medical and Health Services Managers sits across 620 tracked roles
Displacement pressure 32 — higher than 52% of the 620 occupations tracked on displacement.ai.
Score version
This page uses Seed model v0.4 (seed-v0.4-2026-05), last reviewed 2026-08-08. Directional occupation-level planning model using hand-reviewed public research, task exposure estimates, wage context, and transition-pathway assumptions.
18 O*NET task statements matched to SOC 11-9111. The displayed task profile combines these official task statements with the current public score model.
Median wage context: $123,860 (May 2025, US national). The latest BLS row matched SOC 11-9111.
Scores are planning signals, not forecasts. Local hiring demand, employer-specific workflows, licensing, and credentials must be validated before making career decisions.
2030 economic stress test
How Anthropic's scenarios classify Medical and Health Services Managers
SOC 11-9111 places this role in the paper's cognitive occupation group. These group-level outcomes do not change the 32/100 role score and are not an occupation forecast.
+0.4% group wage
-0.5% cognitive employment since mid-2026; 2.9% cognitive unemployment.
Economy-wide: +1.6% GDP and 3.9% unemployment.
-0.3% group wage
-3.9% cognitive employment since mid-2026; 4.5% cognitive unemployment.
Economy-wide: +8.3% GDP and 4.6% unemployment.
-11.5% group wage
-21.5% cognitive employment since mid-2026; 17.9% cognitive unemployment.
Economy-wide: +32.4% GDP and 11.9% unemployment.
Compare the assumptions and limitations across all three scenarios. Source: The Anthropic Institute Working Paper No. 2026-02.
Official task evidence
O*NET task matches for Medical and Health Services Managers
The current evidence import matched 18 task statements from Task Statements 31.0 (August 2026). These rows are used as a grounding layer for judging which parts of the occupation are repeatable, language-heavy, analytical, social, physical, or compliance-sensitive.
Dataset31.0 (August 2026)
Matched tasks18
SOC11-9111
- Core task / ID 46
Direct, supervise and evaluate work activities of medical, nursing, technical, clerical, service, maintenance, and other personnel.
- Core task / ID 49
Develop and maintain computerized record management systems to store and process data, such as personnel activities and information, and to produce reports.
- Core task / ID 58
Plan, implement, and administer programs and services in a health care or medical facility, including personnel administration, training, and coordination of medical, nursing and physical plant staff.
- Core task / ID 51
Conduct and administer fiscal operations, including accounting, planning budgets, authorizing expenditures, establishing rates for services, and coordinating financial reporting.
- Core task / ID 55
Maintain awareness of advances in medicine, computerized diagnostic and treatment equipment, data processing technology, government regulations, health insurance changes, and financing options.
- Core task / ID 52
Establish work schedules and assignments for staff, according to workload, space, and equipment availability.
Source: O*NET Resource Center, Task Statements. Raw import target: data/raw/onet/task-statements-31-0.txt.
Task profile
Where AI changes the work
Direct facility operations and staffing
Exposure 30, automation 10%, augmentation 46%.
O*NET evidence: Plan, implement, and administer programs and services in a health care or medical facil... (ID 58)
Analyze facility data and utilization
Exposure 62, automation 32%, augmentation 70%.
O*NET evidence: Review and analyze facility activities and data to aid planning and cash and risk manag... (ID 61)
Prepare budgets and activity reports
Exposure 66, automation 36%, augmentation 70%.
O*NET evidence: Prepare activity reports to inform management of the status and implementation plans of... (ID 57)
Ensure regulatory and safety compliance
Exposure 38, automation 14%, augmentation 56%.
O*NET evidence: Inspect facilities and recommend building or equipment modifications to ensure emergenc... (ID 60)
TaskExposureAutomationAugmentation
Direct facility operations and staffing3010%46%
Analyze facility data and utilization6232%70%
Prepare budgets and activity reports6636%70%
Ensure regulatory and safety compliance3814%56%
Transition pathways
Adjacent moves that preserve existing skills
credentialed transition
ModerateChief Operating Officer, Healthcare
Training horizon: 12-24 months. Skill overlap 68. Wage preservation signal 142.
- Broaden multi-facility scope
- Lead digital health strategy
- Build board-level communication
role redesign
ModerateClinical Informatics Manager
Training horizon: 4-9 months. Skill overlap 60. Wage preservation signal 106.
- Own EHR optimization
- Evaluate clinical AI tools
- Measure adoption outcomes
Comparison guides
Compare the next move before you commit
12-24 months
Medical and Health Services Managers to Chief Operating Officer, Healthcare
Compare AI displacement pressure, wage preservation, skill overlap, training time, and first proof project for moving from Medical and Health Services Managers into Chief Operating Officer, Healthcare.
4-9 months
Medical and Health Services Managers to Clinical Informatics Manager
Compare AI displacement pressure, wage preservation, skill overlap, training time, and first proof project for moving from Medical and Health Services Managers into Clinical Informatics Manager.
What the AI risk score means for Medical and Health Services Managers
The displacement pressure score for Medical and Health Services Managers is 32. That score blends task exposure, automation pressure, augmentation potential, wage vulnerability, transition feasibility, and source confidence. It is designed to help workers and workforce teams decide where to act first, not to claim a specific date when a job will disappear.
For this role, the clearest risk pattern is visible at the task level. Prepare budgets and activity reports carries 36% automation pressure, while Analyze facility data and utilization carries 70% augmentation potential. That means the best response is usually a targeted redesign of work: move away from repeatable production tasks and toward judgment, exception handling, coordination, stakeholder context, and accountable use of AI tools.
Labor-market context and wage risk
Median wage: $123,860 (May 2025, US national). Employment context: One of the fastest-growing management occupations. Typical education: Bachelor's degree common; master's degree preferred.
Wage vulnerability is 28, while transition feasibility is 74. A high wage-vulnerability score means workers should pay close attention to salary preservation before making a move. A high transition-feasibility score means there are adjacent paths that can reuse existing skills without requiring a complete career reset.
- Low displacement pressure
- Among the fastest-growing management roles
- AI governance expands the job
Upskilling priorities
Skills that make this role more resilient
The safest upskilling plan starts with skills already close to the work. For Medical and Health Services Managers, the strongest near-term skill priorities are listed below. These are useful whether the goal is to stay in the role, move to a redesigned version of the role, or transition into an adjacent occupation.
Healthcare operations
Build proof of this skill through a work sample, checklist, dashboard, case note, workflow map, or portfolio artifact tied to the transition paths on this page.
Regulatory compliance
Build proof of this skill through a work sample, checklist, dashboard, case note, workflow map, or portfolio artifact tied to the transition paths on this page.
AI vendor governance
Build proof of this skill through a work sample, checklist, dashboard, case note, workflow map, or portfolio artifact tied to the transition paths on this page.
Budget management
Build proof of this skill through a work sample, checklist, dashboard, case note, workflow map, or portfolio artifact tied to the transition paths on this page.
90-day transition plan
The most practical next step is not to wait for a layoff or a full role redesign. Use the next 90 days to create evidence that you can operate in a safer, more AI-augmented version of the work.
- In the first 30 days, document the repetitive tasks in your current work and identify where AI can reduce drafting, lookup, classification, or reporting time.
- By 60 days, complete one small project connected to Chief Operating Officer, Healthcare, such as broaden multi-facility scope.
- By 90 days, compare internal openings and external postings for Chief Operating Officer, Healthcare or Clinical Informatics Manager and update your resume around measurable workflow outcomes.
FAQ
Questions about AI and Medical and Health Services Managers
Will AI replace Medical and Health Services Managers?
The people deciding how AI gets deployed in hospitals are healthcare administrators. Analytics automate reporting and scheduling, while compliance accountability, staff leadership, budget ownership, and clinical-technology governance keep the role expanding. The better planning signal is not full replacement, but which tasks become automated, which tasks become AI-assisted, and which responsibilities still need human judgment.
Which parts of Medical and Health Services Managers work are most exposed to AI?
Prepare budgets and activity reports and Analyze facility data and utilization show the strongest automation pressure in this model. Analyze facility data and utilization and Prepare budgets and activity reports are better treated as AI-augmented work.
What should Medical and Health Services Managers learn next?
Start with Healthcare operations, Regulatory compliance, AI vendor governance. The most practical adjacent paths in this model are Chief Operating Officer, Healthcare and Clinical Informatics Manager.
How should this score be used?
Use it as a planning signal, not a prediction. Confirm local hiring demand, wages, licensing, credentials, and employer adoption before making a career move.
Sources
Evidence trail
International Labour Organization / 20 May 2025Generative AI and Jobs: A Refined Global Index of Occupational ExposureMcKinsey Global Institute / 26 July 2023Generative AI and the Future of Work in AmericaO*NET Resource Center / Database 31.0 (August 2026)Occupation, Task, Skill, and Work-Activity DataUS Bureau of Labor Statistics / May 2025 estimates (released 15 May 2026)Occupational Employment and Wage Statistics