mohitagw15856
036511ab3e
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>
101 lines
3.8 KiB
Markdown
101 lines
3.8 KiB
Markdown
# Onboarding Plan Skill
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Creates a complete, structured onboarding plan tailored to a specific role — covering the first 90 days with clear milestones and success criteria.
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## Required Inputs
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- **Role and level** of the new hire
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- **Team and manager**
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- **Key stakeholders** they will work with
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- **Top 3 priorities** for their first 90 days
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- **Tools and systems** they will need access to
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- **Company stage** (startup / scaleup / enterprise)
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## Output Structure
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### Onboarding Plan: [Name] — [Role]
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**Start date:** [Date] | **Manager:** [Name] | **Buddy:** [Name]
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---
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### Before Day 1 (Manager checklist)
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- IT setup: laptop, accounts, email, Slack, key tools
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- Access provisioned to key systems
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- First week calendar blocked with key meetings
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- Buddy assigned and briefed
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- Welcome message sent with Day 1 logistics
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---
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### Week 1: Orient
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Theme: Listen, learn, do not act yet.
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| Day | Focus | Key activities |
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| Day 1 | IT setup, team intro | 1:1 with manager, team lunch |
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| Day 2 | Product deep dive | Demo, key docs to read |
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| Day 3 | Process and tools | Shadow key workflows |
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| Day 4 | Stakeholder intros | 3-4 intro 1:1s |
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| Day 5 | Week 1 debrief | Check-in, questions logged |
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**Week 1 milestone:** Can describe what the company does, the team role, and their top 3 priorities.
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---
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### Days 8-30: Learn
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Learning goals:
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- Deep understanding of product from customer perspective
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- Know key metrics the team is measured on
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- Understand current projects and status
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- Map key stakeholder relationships
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- Complete all compliance/HR training
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**30-day milestone:** All stakeholder 1:1s complete. 2-3 early observations shared with manager.
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---
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### Days 31-60: Contribute
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Goals:
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- Own at least one project end-to-end
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- Make one meaningful contribution
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- Build cross-functional relationships
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- Identify one process improvement
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**60-day milestone:** Delivered one tangible output. Manager says "this person is contributing."
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---
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### Days 61-90: Lead
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Goals:
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- Operating independently on core responsibilities
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- Has formed and shared a point of view on priorities
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- Building reputation with key stakeholders
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**90-day milestone:** Ready for formal review. Clear 6-month plan in place.
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---
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### 90-Day Review Questions
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Manager: Meeting expectations? What to double down on? What to develop?
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New hire: Have the clarity, tools, support needed? What surprised you? What would you change about onboarding?
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## Quality Checks
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- [ ] Before Day 1 manager checklist is complete (IT, access, buddy, calendar)
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- [ ] Each phase (orient/learn/contribute/lead) has a clear milestone
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- [ ] 90-day review questions are included for both manager and new hire
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- [ ] Plan is tailored to the specific role and level (not generic)
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- [ ] Key stakeholder 1:1s are listed by name or role
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## Anti-Patterns
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- [ ] Do not produce a generic plan that could apply to any role — the plan must reference the specific role, team, tools, and priorities provided, not use placeholder text
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- [ ] Do not skip the Before Day 1 manager checklist — IT access and system provisioning failures on day 1 destroy first impressions and waste the new hire's first week
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- [ ] Do not set milestones without distinguishing between the orient, learn, contribute, and lead phases — collapsing phases produces plans where new hires are expected to lead before they understand the product
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- [ ] Do not omit the 90-day review questions — the review is the accountability mechanism for the entire plan, and skipping it makes the milestones meaningless
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- [ ] Do not treat the plan as a task list — each phase should have a clear theme and a milestone that describes an observable capability, not just a set of completed activities
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## Example Trigger Phrases
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- "Create a 30/60/90 day plan for a new [role]"
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- "Write an onboarding plan for [name] starting as [role]"
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- "Build a first 90 days roadmap for our new hire"
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