add folders in plugins

plugins/pm-people/skills/hiring-rubric/SKILL.md

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+---
+name: hiring-rubric
+description: "Generate a structured interview scorecard and interview guide for any role. Use when asked to create a hiring rubric, interview scorecard, structured interview guide, or assessment criteria for a job. Produces a scorecard with competencies, behavioural questions, and scoring guidance."
+---
+
+# Hiring Rubric Skill
+
+This skill generates a complete structured interview scorecard and guide for any role. It reduces hiring bias, enables consistent evaluation across interviewers, and produces better hiring decisions.
+
+## Required Inputs
+
+Ask the user for these if not provided:
+- **Role title and level** (e.g. Senior Product Manager, Junior Data Analyst)
+- **Team or function** (e.g. Growth, Platform, Customer Success)
+- **Top 3–5 things this person needs to do well** (the actual job requirements, not just the JD)
+- **Interview format** (number of rounds, length of each)
+- **Any known gaps or risks to probe for** (optional)
+- **Company values or competencies** (optional — if provided, include as a competency section)
+
+## Output Structure
+
+---
+
+# Interview Scorecard: [Role Title]
+**Level:** [Junior / Mid / Senior / Staff / Manager]
+**Team:** [Team name]
+**Created:** [Date]
+
+---
+
+## Scorecard Overview
+
+Each competency is scored 1–4:
+- **4 — Strong Yes:** Clear evidence of exceptional ability. Hire signal.
+- **3 — Yes:** Solid evidence. Meets the bar for this role.
+- **2 — Lean No:** Some evidence but gaps that matter for this role.
+- **1 — No:** Little to no evidence. Clear miss.
+
+**Hiring recommendation:**
+- 3+ competencies at 4, rest at 3 = Strong hire
+- Majority at 3, no 1s = Hire
+- Any 1s or majority 2s = No hire (unless specific mitigating factors)
+
+---
+
+## Competencies & Scoring
+
+For each competency (generate 4–6 based on the role):
+
+### Competency [N]: [Name — e.g. "Problem Structuring" / "Stakeholder Influence" / "Technical Depth"]
+
+**Why this matters for this role:** [One sentence — connects to actual job requirements]
+
+**What 4 looks like (Strong Yes):**
+[Specific, observable behaviours. "Proactively decomposed an ambiguous problem into a structured approach without prompting. Could articulate tradeoffs clearly and made assumptions explicit."]
+
+**What 2 looks like (Lean No):**
+[Specific, observable behaviours at the lower end. "Could answer direct questions but struggled when the interviewer removed scaffolding. Required significant prompting to reach a structured answer."]
+
+**Interview Questions (2–3 per competency):**
+
+1. *[Behavioural STAR question — e.g. "Tell me about a time you had to make a decision with incomplete data."]*
+   - **Good answer signals:** [What a strong answer includes]
+   - **Weak answer signals:** [What a weak or scripted answer looks like]
+   - **Follow-up probe:** [One follow-up to push deeper]
+
+2. *[Situational or hypothetical question for this role]*
+   - **Good answer signals:**
+   - **Follow-up probe:**
+
+---
+
+## Role-Specific Technical Assessment (if applicable)
+
+[If the role requires a technical screen, describe:]
+- **Format:** [Take-home / Live coding / Case study / Portfolio review]
+- **Duration:** [Time]
+- **What you're assessing:** [Specific skills]
+- **Scoring guidance:** [What distinguishes a 4 from a 2 on the technical component]
+
+---
+
+## Culture & Values Assessment
+
+[2–3 values-based questions aligned to company values if provided, or general culture fit questions:]
+
+1. *[Question]*
+   - **What you're listening for:**
+
+---
+
+## Red Flags to Watch For
+
+[5–7 specific red flags relevant to this role and level:]
+- [e.g. "Speaks only about individual work — no mention of collaboration or team impact"]
+- [e.g. "Can't give a specific example — pivots to hypotheticals when asked for real situations"]
+- [e.g. "For senior roles: no evidence of influencing without authority"]
+
+---
+
+## Interview Panel Guide
+
+Suggest how to divide competencies across interview rounds to avoid repetition:
+
+| Round | Interviewer | Competencies to Assess |
+|---|---|---|
+| 1 — Recruiter Screen | Recruiter | Motivation, career narrative, basics |
+| 2 — Hiring Manager | [Role] | [Assign 2 competencies] |
+| 3 — Peer Interview | [Role] | [Assign 2 competencies] |
+| 4 — Stakeholder | [Role] | [Assign 1–2 competencies + culture] |
+
+---
+
+## Quality Checks
+
+- [ ] Scoring descriptions are observable (behaviours, not adjectives)
+- [ ] 4 vs 2 distinction is clear and specific
+- [ ] Questions have follow-up probes
+- [ ] Red flags are specific to this role and level
+- [ ] Panel guide avoids competency overlap between rounds
+
+## Example Trigger Phrases
+
+- "Create a hiring rubric for a [role]"
+- "Build an interview scorecard for [job title]"
+- "Give me structured interview questions for a [level] [role]"
+- "We're hiring a [role] — help me build an assessment framework"

plugins/pm-people/skills/performance-review/SKILL.md

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+---
+name: performance-review
+description: "Write structured, balanced performance reviews from bullet-point inputs. Use when asked to write a performance review, self-assessment, peer review, 360 feedback, or manager evaluation. Produces a complete, fair, professionally written review covering achievements, areas for growth, and development goals."
+---
+
+# Performance Review Skill
+
+This skill turns rough notes, bullet points, or bullet-point memories into a complete, professionally written performance review. Output is ready to submit or use as a strong first draft.
+
+## Required Inputs
+
+Ask the user for these if not provided:
+- **Review type** (Self-assessment / Manager review / Peer/360 / Upward feedback)
+- **Review period** (e.g. H1 2025, Q2 2025, Annual)
+- **Name of person being reviewed** (or "myself" for self-assessment)
+- **Role / level**
+- **Key achievements or notable work** (rough notes are fine)
+- **Areas where they struggled or could improve** (be honest — reviews without growth areas aren't credible)
+- **Key projects or deliverables from the period**
+- **Company values or competencies to assess against** (optional — if provided, structure the review around them)
+- **Overall rating/recommendation** (if the form requires one)
+
+## Output Structure
+
+---
+
+# Performance Review: [Name]
+**Role:** [Title / Level]
+**Review period:** [Period]
+**Review type:** [Manager / Self / Peer / Upward]
+**Reviewed by:** [If known]
+
+---
+
+## Overall Summary
+
+[3–5 sentences. High-level characterisation of the period. Acknowledge standout contributions. Be specific — use project names and outcomes, not vague praise. For self-assessments, this should reflect honestly on the period without underselling or overselling.]
+
+---
+
+## Achievements & Impact
+
+[3–5 achievements, each structured as:]
+
+**[Achievement title — specific and concrete]**
+[2–4 sentences. What was the context? What did [name] do specifically? What was the measurable or observable outcome? Avoid generic praise — every sentence should be something only this person could have done.]
+
+---
+
+## Strengths Demonstrated
+
+[3–4 bullet points. Each bullet = one strength, with one concrete example from the review period. No abstract traits without evidence.]
+
+- **[Strength]:** [Example — specific project or behaviour that demonstrated this]
+
+---
+
+## Areas for Growth
+
+[2–3 areas. Be direct and constructive — not vague. Frame as "opportunity to develop" not "failure." Each should include:]
+
+**[Area name]**
+- **Observed pattern:** [What was noticed — be specific, not personal]
+- **Why it matters:** [Impact on team, output, or career progression]
+- **Suggested development:** [One concrete action — e.g. "Take on [X] responsibility next half" or "Shadow [role] on [process]"]
+
+---
+
+## Development Goals for Next Period
+
+[2–3 goals. Format each as:]
+
+**Goal [N]:** [Clear, outcome-oriented goal]
+- **Why:** [Connection to growth areas or career aspirations]
+- **How to measure:** [What "done" looks like]
+- **Support needed:** [Resources, training, or manager input required]
+
+---
+
+## Competency Ratings (if framework provided)
+
+| Competency | Rating | Evidence |
+|---|---|---|
+| [Competency from company framework] | [Exceeds / Meets / Developing / Below] | [One-sentence example] |
+
+---
+
+## Closing Recommendation
+
+[2–3 sentences. For manager reviews: overall assessment and any promotion/compensation recommendation. For self-assessments: what you're asking for or committing to. For peer reviews: one sentence on what it's like to work with this person.]
+
+---
+
+## Writing Rules
+
+- Never use vague phrases: "strong communicator," "team player," "hardworking" — always back with evidence
+- Growth areas must be honest — reviewers who only write positives lose credibility and help no one
+- Use third person for manager/peer reviews, first person for self-assessments
+- Avoid jargon — "drove alignment" and "leveraged synergies" are meaningless. Use plain language.
+- If the user gives sparse notes, ask for one concrete example per achievement before writing
+
+## Quality Checks
+
+- [ ] Every achievement includes a specific outcome (not just activity)
+- [ ] Strengths have concrete examples from the review period
+- [ ] Growth areas are honest and constructive (not softened to meaninglessness)
+- [ ] Development goals are measurable
+- [ ] No vague phrases without evidence
+- [ ] Tone is professional and fair throughout
+
+## Example Trigger Phrases
+
+- "Write a performance review for [name] based on these notes: [paste notes]"
+- "Help me write my self-assessment for [period]"
+- "Draft a peer review for my colleague who did [description]"
+- "Turn these bullet points into a full performance review: [paste bullets]"

plugins/pm-people/skills/team-offsite-planner/SKILL.md

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+---
+name: team-offsite-planner
+description: "Plan a team offsite from goals to full agenda. Use when asked to plan a team offsite, away day, team retreat, quarterly offsite, or team-building event. Produces a full agenda, session designs, facilitation notes, and logistics checklist."
+---
+
+# Team Offsite Planner Skill
+
+This skill designs a complete team offsite — from goals to minute-by-minute agenda, including session facilitation guides and a logistics checklist.
+
+## Required Inputs
+
+Ask the user for these if not provided:
+- **Team size** (number of people)
+- **Duration** (half day / full day / 1.5 days / 2 days)
+- **Primary goal** (e.g. Q3 planning / team bonding / strategy alignment / retrospective / all of the above)
+- **Location type** (office / external venue / remote-first hybrid)
+- **Key topics to cover** (if known)
+- **Any constraints** (budget, accessibility, team dynamics to be aware of)
+- **Remote attendees?** (Yes/No — affects session design significantly)
+
+## Output Structure
+
+---
+
+# Team Offsite Plan: [Team Name]
+**Date:** [TBD or as provided]
+**Duration:** [X days]
+**Attendees:** [X people]
+**Goal:** [Primary goal from inputs]
+
+---
+
+## 1. Offsite Objectives
+
+State 3–5 clear objectives. Each objective should be answerable at the end of the offsite — the team should be able to say "we achieved this" or "we didn't."
+
+- By the end of this offsite, we will have [specific outcome].
+
+---
+
+## 2. Full Agenda
+
+For each time block, produce:
+
+**[Time] — [Session Title]** *(Duration: X min)*
+- **Type:** [Opening / Working session / Workshop / Decision / Social / Break]
+- **Owner:** [Who runs this — Facilitator / Specific person / Group]
+- **Goal:** [What this session produces or achieves]
+- **Format:** [How it runs — e.g. "Whole group discussion", "4 breakout groups of 3", "Silent async doc read + Q&A"]
+- **Output:** [What leaves the room — e.g. "Agreed list of H2 priorities", "Updated team norms doc", "Go/No-go decision on X"]
+
+---
+
+**Day 1 Example Structure:**
+
+| Time | Session | Duration | Type |
+|---|---|---|---|
+| 09:00 | Arrival & coffee | 30 min | Social |
+| 09:30 | Opening & objectives | 20 min | Framing |
+| 09:50 | [Strategic session 1] | 90 min | Working |
+| 11:20 | Break | 15 min | — |
+| 11:35 | [Workshop or decision] | 75 min | Workshop |
+| 13:00 | Lunch | 60 min | Social |
+| 14:00 | [Working session 2] | 90 min | Working |
+| 15:30 | Break | 15 min | — |
+| 15:45 | [Team session / retro] | 60 min | Team |
+| 16:45 | Day close — commitments | 30 min | Close |
+| 17:15 | Social / dinner | Open | Social |
+
+Adapt timing to duration and goals.
+
+---
+
+## 3. Session Facilitation Notes
+
+For each working session, provide:
+
+### Session: [Name]
+
+**Time needed:** [X minutes]
+**Materials:** [Post-its, Miro board, printed docs, etc.]
+
+**Step-by-step facilitation:**
+1. [What the facilitator says/does to open — 2–3 min]
+2. [Core activity — describe in detail]
+3. [How to gather/consolidate output]
+4. [Closing move — decision, vote, or commitment]
+
+**If the group gets stuck:** [One facilitation technique to unstick — e.g. "Dot voting if no consensus", "Parking lot for off-topic items"]
+
+**Watch out for:** [Common pitfall for this session type — e.g. "The loudest voices dominating. Use silent individual writing first."]
+
+---
+
+## 4. Pre-Offsite Prep Checklist
+
+For the organiser to complete before the offsite:
+
+**2 weeks before:**
+- [ ] Book venue and confirm capacity and AV
+- [ ] Send calendar invites with travel info
+- [ ] Share pre-read or pre-work doc (if any)
+- [ ] Confirm dietary requirements and accessibility needs
+
+**1 week before:**
+- [ ] Send agenda to all attendees
+- [ ] Assign session owners and brief them
+- [ ] Prepare materials (print, Miro boards, name cards)
+- [ ] Confirm remote setup if hybrid
+
+**Day before:**
+- [ ] Test AV and video conferencing setup
+- [ ] Prepare room layout
+- [ ] Confirm headcount and catering
+
+---
+
+## 5. Post-Offsite Actions
+
+Template for the summary document to send within 48 hours:
+
+**[Team] Offsite Summary — [Date]**
+- **Decisions made:** [List]
+- **Actions and owners:** [Table: Action | Owner | Due date]
+- **Parking lot items:** [Topics deferred for follow-up]
+- **Next check-in:** [When the team will review offsite commitments]
+
+---
+
+## Quality Checks
+
+- [ ] Objectives are measurable at end of day
+- [ ] Sessions alternate between high-energy and reflective
+- [ ] No single session runs longer than 90 minutes without a break
+- [ ] Remote attendees have equal participation in working sessions
+- [ ] Each working session has a stated output
+- [ ] Agenda has social/informal time built in
+
+## Example Trigger Phrases
+
+- "Plan a 1-day offsite for my team of [size]"
+- "Design a 2-day team retreat for [goal]"
+- "Build an agenda for our Q[N] team planning day"
+- "Help me plan a hybrid offsite for [team size] people"