From pm-people
Generates structured performance reviews from bullet-point inputs, covering achievements, strengths, growth areas, and goals. Use for self-assessments, peer/360 feedback, or manager evaluations.
npx claudepluginhub mohitagw15856/pm-claude-skills --plugin pm-peopleThis skill uses the workspace's default tool permissions.
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.
Generates templates for self-assessments, manager performance reviews, and calibration prep. Useful for review cycles, feedback structuring, and goal setting.
Builds promotion cases, brag documents, and tracks accomplishments for self-advocacy and career advancement. Use for performance reviews or documenting impact.
Creates detailed scoring rubric from job posting by extracting requirements into standardized evaluation criteria, without performing assessment.
Share bugs, ideas, or general feedback.
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.
Ask the user for these if not provided:
Role: [Title / Level] Review period: [Period] Review type: [Manager / Self / Peer / Upward] Reviewed by: [If known]
[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.]
[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.]
[3–4 bullet points. Each bullet = one strength, with one concrete example from the review period. No abstract traits without evidence.]
[2–3 areas. Be direct and constructive — not vague. Frame as "opportunity to develop" not "failure." Each should include:]
[Area name]
[2–3 goals. Format each as:]
Goal [N]: [Clear, outcome-oriented goal]
| Competency | Rating | Evidence |
|---|---|---|
| [Competency from company framework] | [Exceeds / Meets / Developing / Below] | [One-sentence example] |
[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.]