Windsurf + Aider targets, MCP server, and demo placement (#33)

Broadens both reach (more tools) and content types (an MCP server), continuing
the multi-platform story.

Windsurf + Aider:
- build-exports.mjs gains two platforms: exports/windsurf/*.md (workspace rules,
  trigger: model_decision) and exports/aider/*.md (conventions for `aider --read`).
  Now 5 platforms (ChatGPT, Gemini, Cursor, Windsurf, Aider).
- install.sh + bin/cli.mjs install both (windsurf -> .windsurf/rules, aider ->
  .aider/skills with a --read hint); generated README index is excluded from copies.
- One-line windsurf-install.sh / aider-install.sh wrappers for parity.

MCP server (new content type):
- mcp/server.mjs — zero-dependency stdio MCP server exposing list_skills,
  search_skills, get_skill. Published as a second bin (pm-claude-skills-mcp).
  Logs to stderr; reads bundled skills/ at startup. mcp/README.md documents
  client config.

Also: README hero "See it in action" demo placement (ready to swap in a GIF;
recording guide in web/docs-assets/README.md), Works-With table + exports +
install docs updated, CHANGELOG Unreleased. package.json files/bin updated.


Claude-Session: https://claude.ai/code/session_016JWn5jRD5tcEFKrubjQ6Px

Co-authored-by: Claude <noreply@anthropic.com>

exports/aider/pm-hr/employee-engagement-survey/employee-engagement-survey.md

@@ -0,0 +1,109 @@
+# Employee Engagement Survey Skill
+
+Designs complete employee engagement surveys and provides a framework for analysing and acting on results.
+
+## Required Inputs
+
+Ask the user for these if not provided:
+- **Mode** — designing a new survey or analysing existing results
+- **Survey type** (annual / quarterly pulse / post-onboarding / exit / specific topic)
+- **Company name** (for personalisation of question text)
+- **Company size and stage** (startup / scaleup / enterprise — affects question relevance)
+- **Key areas of concern** (optional — e.g. "we have had high attrition on the engineering team")
+- **Anonymity approach** — fully anonymous, team-level reporting only, or individual responses visible to HR
+- **Length target** (short: 5–10 questions / standard: 15–25 / comprehensive: 30+)
+- **For analysis mode:** survey results data (paste as table, CSV, or summary statistics)
+
+## Mode Detection
+- User provides survey results -> Analysis mode
+- User wants to create a survey -> Design mode
+
+---
+
+## Design Mode
+
+### Required Inputs
+- Survey type (annual / quarterly pulse / post-onboarding / exit / specific topic)
+- Company size and stage
+- Key areas of concern (optional)
+- Anonymity approach
+- Length target (short: 5-10 / standard: 15-25 / comprehensive: 30+)
+
+### Opening Statement (always include)
+"This survey is anonymous. Your responses help us understand what is working and what to improve. Results will be shared with [who] and we will communicate actions taken by [date]."
+
+### Core Questions
+
+**Overall Engagement**
+1. On a scale of 0-10, how likely are you to recommend [Company] as a great place to work? (eNPS)
+2. I feel proud to work at [Company]. [1-5]
+3. I intend to still be working here in 12 months. [1-5]
+
+**Role and Clarity**
+4. I understand how my work contributes to company goals. [1-5]
+5. I have the tools and resources I need to do my job. [1-5]
+6. My workload is manageable. [1-5]
+
+**Manager and Team**
+7. My manager gives useful feedback. [1-5]
+8. My manager cares about my development. [1-5]
+9. I feel part of a team that works well together. [1-5]
+
+**Culture and Belonging**
+10. I feel I can be myself at work. [1-5]
+11. People treat each other with respect. [1-5]
+12. [Company] lives by its stated values. [1-5]
+
+**Growth and Recognition**
+13. I have opportunities to grow and develop. [1-5]
+14. My contributions are recognised. [1-5]
+15. I have had a meaningful career conversation in the last 6 months. [Yes/No]
+
+**Open questions (always include)**
+- What is one thing [Company] should start doing?
+- What is one thing [Company] should stop doing?
+- Anything else to share?
+
+---
+
+## Analysis Mode
+
+### Analysis Output
+
+**1. Headline Scores**
+| Metric | Score | Benchmark | Trend |
+|---|---|---|---|
+| eNPS | [-100 to +100] | Industry avg | vs last survey |
+
+eNPS: Below 0 = Concerning / 0-30 = Good / 30-70 = Great / 70+ = Excellent
+
+**2. Strengths** — Top scoring areas with evidence.
+
+**3. Improvement Areas** — 3 lowest scoring areas with verbatim comment themes.
+
+**4. Action Planning Template**
+| Improvement area | Action | Owner | Timeline | Measure |
+|---|---|---|---|---|
+
+**5. Communication Template** — Draft message to share results with employees.
+
+## Quality Checks
+
+- [ ] Survey includes anonymity statement at the start
+- [ ] eNPS question (0-10 recommend scale) is included in all survey types
+- [ ] Open-ended questions are included (not just Likert scales)
+- [ ] Analysis includes a specific action planning template (not just observations)
+- [ ] Results communication template commits to sharing back with employees by a specific date
+
+## Anti-Patterns
+
+- [ ] Do not launch a survey without committing to a communication-back date — surveys with no follow-through reduce trust and depress future response rates
+- [ ] Do not use only Likert scale questions — open-text responses surface specific themes that quantitative scores cannot, and are essential for action planning
+- [ ] Do not design a comprehensive 30+ question survey as a pulse — pulse surveys that take more than 5 minutes see sharply lower completion rates
+- [ ] Do not present analysis without an action planning template — raw scores without committed actions are the most common reason engagement survey data is ignored
+- [ ] Do not segment results below teams of 5 when anonymity is promised — small-group breakdowns allow individual identification and destroy psychological safety
+
+## Example Trigger Phrases
+- "Create an employee engagement survey for our team"
+- "Design a pulse survey for [topic]"
+- "Analyse these engagement survey results: [paste]"