justin/pm-claude-skills

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mohitagw15856 036511ab3e 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>

2026-06-17 23:15:38 +01:00

4.1 KiB

Raw Blame History

trigger, description

trigger	description
model_decision	Create a structured 30/60/90-day onboarding plan for any new hire. Use when asked to write an onboarding plan, new hire plan, 30-60-90 day plan, or first 90 days roadmap. Produces a week-by-week plan with milestones, meetings, learning goals, and success criteria.

Onboarding Plan Skill

Creates a complete, structured onboarding plan tailored to a specific role — covering the first 90 days with clear milestones and success criteria.

Required Inputs

Role and level of the new hire
Team and manager
Key stakeholders they will work with
Top 3 priorities for their first 90 days
Tools and systems they will need access to
Company stage (startup / scaleup / enterprise)

Output Structure

Onboarding Plan: [Name] — [Role]

Start date: [Date] | Manager: [Name] | Buddy: [Name]

Before Day 1 (Manager checklist)

IT setup: laptop, accounts, email, Slack, key tools
Access provisioned to key systems
First week calendar blocked with key meetings
Buddy assigned and briefed
Welcome message sent with Day 1 logistics

Week 1: Orient

Theme: Listen, learn, do not act yet.

Day	Focus	Key activities
Day 1	IT setup, team intro	1:1 with manager, team lunch
Day 2	Product deep dive	Demo, key docs to read
Day 3	Process and tools	Shadow key workflows
Day 4	Stakeholder intros	3-4 intro 1:1s
Day 5	Week 1 debrief	Check-in, questions logged

Week 1 milestone: Can describe what the company does, the team role, and their top 3 priorities.

Days 8-30: Learn

Learning goals:

Deep understanding of product from customer perspective
Know key metrics the team is measured on
Understand current projects and status
Map key stakeholder relationships
Complete all compliance/HR training

30-day milestone: All stakeholder 1:1s complete. 2-3 early observations shared with manager.

Days 31-60: Contribute

Goals:

Own at least one project end-to-end
Make one meaningful contribution
Build cross-functional relationships
Identify one process improvement

60-day milestone: Delivered one tangible output. Manager says "this person is contributing."

Days 61-90: Lead

Goals:

Operating independently on core responsibilities
Has formed and shared a point of view on priorities
Building reputation with key stakeholders

90-day milestone: Ready for formal review. Clear 6-month plan in place.

90-Day Review Questions

Manager: Meeting expectations? What to double down on? What to develop? New hire: Have the clarity, tools, support needed? What surprised you? What would you change about onboarding?

Quality Checks

Before Day 1 manager checklist is complete (IT, access, buddy, calendar)
Each phase (orient/learn/contribute/lead) has a clear milestone
90-day review questions are included for both manager and new hire
Plan is tailored to the specific role and level (not generic)
Key stakeholder 1:1s are listed by name or role

Anti-Patterns

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
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
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
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
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

Example Trigger Phrases

"Create a 30/60/90 day plan for a new [role]"
"Write an onboarding plan for [name] starting as [role]"
"Build a first 90 days roadmap for our new hire"