---
name: createrubric
description: Create a detailed scoring rubric from job posting without performing assessment
disable-model-invocation: true
---

## Configuration

Read `.jobops/config.json`. If missing, stop with:

> JOBOPS NOT CONFIGURED
> Run /jobops:setup to initialize your workspace.

Use `config.directories.<key>` for all file paths in this skill.
Use `config.preferences.cultural_profile` if this skill generates resume-style content.
Use `config.preferences.default_jurisdiction` if this skill has jurisdiction-sensitive logic (crisis/legal skills accept `--jurisdiction=<ISO-3166-2>` to override).

## Templates

For each template used by this skill, resolve the full path as:

  {config.templates.base_dir}/{config.templates.active.<template_name>}/<filename>

Templates referenced by this skill: assessment_rubric_framework

## Application Path Resolution

This skill writes to a per-application folder. Before writing any output:

1. Parse `{Company}_{Role}_{YYYYMMDD}` from the job-posting filename, or honor `--app=<slug>` if supplied.
2. Compose the app folder: `{config.directories.applications_root}/{app_slug}/`.
3. Resolve this skill's sub-folder by category:
   - resume-development (buildresume, provenance-check) → `resume/`
   - cover-letter (coverletter) → `cover-letter/`
   - rubric / assessment (createrubric, assessjob, assesscandidate, auditjobposting) → `assessment/`
   - briefing / interview prep (briefing, interviewprep) → `interview/`
4. If the app folder does not exist, `mkdir -p` it, then copy
   `{config.directories.job_postings}/{filename}` → `{app_slug}/job_posting.md`
   so the pinned JD cannot silently change under completed work.
5. Exact-slug collisions (same Company+Role+Date) are not auto-suffixed. If the folder
   already contains the same output type, require the user to pass `--app=<distinct-slug>`.

## Your Task

Analyze the {{ARG1}} job posting and generate a detailed, reusable scoring rubric that extracts all requirements and creates standardized evaluation criteria.

---

## WORKFLOW ARCHITECTURE

```
Phase 1 (Parallel batch):   Load templates + Load job posting (3 parallel reads)
Phase 2 (PARALLEL):         Domain Research (subagent) while main agent determines role variant
Phase 3 (Sequential):       Create rubric (synthesizes job posting + domain research)
Phase 4 (Sequential):       Validate and save rubric
```

**Dependency Rules:**
- Phase 2 starts after job posting is loaded (Phase 1)
- Domain research subagent and role variant analysis run concurrently
- Phase 3 WAITS for domain research results
- Phase 4 WAITS for rubric completion

---

## PROGRESS TRACKING (MANDATORY)

**Before starting any work**, create all tasks for user visibility:

| # | Task Subject | activeForm |
|---|-------------|------------|
| 1 | Load templates and job posting | Loading templates and job posting |
| 2 | Research domain and industry context | Researching domain and industry context |
| 3 | Determine role variant and extract requirements | Analyzing role variant and extracting requirements |
| 4 | Create 200-point scoring rubric | Creating 200-point scoring rubric |
| 5 | Validate rubric completeness | Validating rubric completeness |
| 6 | Save rubric | Saving rubric to {applications_root}/{app_slug}/assessment/rubric.md |

**Task Update Rules:**
- Mark each task `in_progress` BEFORE starting work on it
- Mark each task `completed` AFTER finishing it

---

## YAML FRONT MATTER

Write the rubric to `{applications_root}/{app_slug}/assessment/rubric.md` and begin the file with:

```yaml
---
job_file: {config.directories.job_postings}/{{ARG1}}
role: <role title>
company: <company name>
role_variant: <Technical IC | People Manager | Executive>
total_points: 200
generated_by: /createrubric
generated_on: <ISO8601 timestamp>
output_type: rubric
status: final
version: 2.0
---
```

Insert this before the first heading and bump `version` if you update the rubric later.

---

## PHASE 1: LOAD INPUTS (Parallel batch)

> **Task:** Mark task 1 `in_progress`.

**Read all three files in a single parallel batch using three Read tool calls:**
- `{config.templates.base_dir}/{config.templates.active[assessment_rubric_framework]}/assessment_rubric_framework.md` - Master 200-point rubric structure with role variants
- `{config.templates.base_dir}/{config.templates.active[evidence_verification_framework]}/evidence_verification_framework.md` - Evidence-based scoring protocols
- `{config.directories.job_postings}/{{ARG1}}` (add .md extension if needed)

If the job posting doesn't exist in {config.directories.job_postings}/, check the root directory for legacy files.

> **Task:** Mark task 1 `completed`.

---

## PHASE 2: PARALLEL ANALYSIS

> **Mark tasks 2 and 3 as `in_progress` simultaneously.**
> **Dispatch domain research subagent AND begin role variant analysis in the SAME message.**

### 2.1 Research Domain and Industry Context (Task 2 - Subagent)

**Dispatch a domain research subagent** to run while you analyze the role variant:

```
Use Task tool with subagent_type=general-purpose, model=sonnet, and prompt:
"Research the following for the role of [ROLE TITLE] at [COMPANY NAME]:

1. Industry standards and typical role expectations for this specific position
2. Required vs nice-to-have skills based on current market standards
3. Typical responsibilities and seniority indicators for this role level
4. Company context: culture, values, technology stack, recent developments, size, reputation
5. Current market conditions: salary ranges, demand, competitive landscape
6. Industry-specific terminology, certifications, and best practices
7. What differentiates strong vs average candidates for this type of role

Provide a structured research summary organized by these 7 areas.
Focus on actionable intelligence that would help calibrate a scoring rubric.
Be specific - cite sources and data points where possible."
```

### 2.2 Determine Role Variant and Extract Requirements (Task 3 - Main agent)

**While the domain research subagent runs**, analyze the job posting:

#### Determine Role Variant

| Variant | Indicators | Weight Adjustment |
|---------|------------|-------------------|
| **Technical IC** | Hands-on work, no direct reports, technical focus | Skills 30%, Impact 25% |
| **People Manager** | Direct reports, team leadership, people development | Skills 20%, Fit 25% |
| **Executive** | Strategic scope, P&L authority, cross-functional | Impact 35%, Experience 25% |

Document the selected variant in the rubric YAML header.

#### Parse Job Posting to Extract Requirements:
- **Hard Skills**: All technical competencies with proficiency levels required
- **Experience Requirements**: Relevance, recency, and domain specifics (NOT years-based scoring)
- **Impact Evidence**: Demonstrated achievements, outcomes, and metrics
- **Credentials**: Required and preferred education/certifications
- **Fit & Readiness**: Communication, values alignment, and role readiness indicators

> **Task:** Mark task 3 `completed` when extraction is done.
> **Task:** Mark task 2 `completed` when domain research subagent returns.

---

## PHASE 3: CREATE RUBRIC (Sequential - needs domain research)

> **Task:** Mark task 4 `in_progress`.
> **Prerequisite:** Domain research (task 2) must be `completed`.

### 3.1 Synthesize Job Posting + Domain Research

Use domain research findings to calibrate rubric thresholds:
- Set proficiency levels appropriate to industry standards
- Weight skills based on market reality, not just posting emphasis
- Identify implicit requirements the posting may not state
- Calibrate experience expectations to seniority level

### 3.2 Create Job-Specific Rubric Following Template Structure

**MANDATORY DETAILED SCORING REQUIREMENT**: You MUST create a comprehensive **200-point scoring rubric** following the EXACT structure defined in the assessment rubric framework template. This is NON-NEGOTIABLE.

**CRITICAL**: Use the assessment rubric framework template as your MANDATORY reference template. The rubric structure is fixed - you must maintain:

1. **Five Main Categories** (default point allocations - adjust based on role variant):
   - Skills Inventory (50 points default / 25%)
   - Experience Relevance (40 points default / 20%)
   - Demonstrated Impact (60 points default / 30%)
   - Credentials (20 points default / 10%)
   - Fit & Readiness (30 points default / 15%)

2. **Role Variant Weight Adjustments**:
   | Variant | Skills | Experience | Impact | Credentials | Fit |
   |---------|--------|------------|--------|-------------|-----|
   | Technical IC | 30% (60) | 20% (40) | 25% (50) | 10% (20) | 15% (30) |
   | People Manager | 20% (40) | 20% (40) | 20% (40) | 15% (30) | 25% (50) |
   | Executive | 15% (30) | 25% (50) | 35% (70) | 10% (20) | 15% (30) |

3. **Proficiency-Based Skill Scoring** (7-level scale, NOT years-based):
   - 6 - Expert: Can teach/design novel solutions; recognized authority
   - 5 - Advanced: Solves complex problems independently; mentors others
   - 4 - Proficient: Handles standard work with minimal guidance
   - 3 - Competent: Performs with occasional supervision
   - 2 - Developing: Requires regular guidance; growing capability
   - 1 - Novice: Basic understanding; needs significant support
   - 0 - None: No demonstrated capability

4. **Mandatory Rubric Components**:
   - **Alignment Statement**: Construct definition explaining what the rubric measures
   - **Critical Barriers Table**: Minimum thresholds with consequences for failure
   - **Anchor Examples**: Concrete examples for each scoring level
   - **Confidence Flagging**: Guidance for marking low-confidence scores
   - **Weight Justification Table**: Rationale for category weight allocations

5. **Customize Job-Specific Content**:
   - Replace `[bracketed placeholders]` with actual job requirements
   - Extract specific skills, technologies, and responsibilities from job posting
   - Define role-specific thresholds and criteria (scope, budget size, team size, etc.)
   - Add company-specific values and cultural indicators
   - Include industry-specific success metrics and KPIs

6. **Maintain Template Components**:
   - Overall assessment ranges for each section
   - Evaluation frameworks with specific metrics
   - Evidence-based scoring verification protocols
   - Usage guidelines and quality control checklists
   - Scoring interpretation guidelines

> **Task:** Mark task 4 `completed`.

---

## PHASE 4: VALIDATE AND SAVE

### 4.1 Validate Rubric Completeness

> **Task:** Mark task 5 `in_progress`.

**ENFORCEMENT CHECK**: After creating the rubric, verify:
- Role variant selected and documented in YAML header
- Point allocations match selected variant (total = 200)
- Five categories present: Skills, Experience, Impact, Credentials, Fit
- Alignment Statement with construct definition included
- Critical Barriers table with thresholds and consequences
- Skills use 7-level proficiency scale (0-6), NOT years-based
- No redundancy (years only in Experience, achievements only in Impact)
- Anchor examples for each scoring level
- Confidence flagging guidance included
- Weight justification table present
- Evidence verification framework is included

**IF ANY SECTION LACKS REQUIRED COMPONENTS, THE RUBRIC IS INCOMPLETE AND MUST BE REGENERATED**

> **Task:** Mark task 5 `completed`.

### 4.2 Save the Rubric

> **Task:** Mark task 6 `in_progress`.

Save the generated rubric to: `{applications_root}/{app_slug}/assessment/rubric.md`

Provide a summary of:
- Template compliance confirmation
- Total skills/requirements identified
- Key differentiators for this role
- Notable industry-specific requirements
- Job-specific customizations made to template
- Recommended usage guidelines

> **Task:** Mark task 6 `completed`.

---

## Important Notes

- **Template-Based Approach**: Every rubric MUST follow the assessment rubric framework template structure exactly
- **200-Point System**: Total score is 200 points (normalized to percentage for comparison)
- **5 Categories**: Skills Inventory, Experience Relevance, Demonstrated Impact, Credentials, Fit & Readiness
- **Role Variant Selection**: Mandatory classification as Technical IC, People Manager, or Executive
- **Proficiency-Based Scoring**: Skills use 7-level proficiency scale (0-6), NOT years of experience
- **No Redundancy**: Years of experience only in Experience category; achievements only in Impact category
- **Domain Research**: Domain research informs rubric calibration - thresholds and weights should reflect industry reality
- **Complete Scoring Levels**: All sections must include anchor examples for each scoring level
- **Critical Barriers**: Must define minimum thresholds with consequences for failing to meet them
- **Evidence Framework**: Include evidence verification protocols from the evidence verification framework template
- **Reusable Rubrics**: Save rubric for consistent evaluation across multiple candidates for the same position
- **No Shortcuts**: Generated rubric must be as detailed as the template - simplified versions violate requirements

## CRITICAL ENFORCEMENT RULES

**ABSOLUTE REQUIREMENTS FOR EVERY RUBRIC:**

Must follow the assessment rubric framework template structure with:

1. **200-POINT TOTAL**: All rubrics use 200-point scale (normalized to percentage for comparison)
2. **5 CATEGORIES ONLY**: Skills Inventory, Experience Relevance, Demonstrated Impact, Credentials, Fit & Readiness
3. **ROLE VARIANT**: Must select and document Technical IC, People Manager, or Executive variant
4. **PROFICIENCY SCALE**: Skills use 7-level proficiency scale (0-6), NOT years-based scoring
5. **NO REDUNDANCY**: Years only in Experience category; achievements only in Impact category
6. **ALIGNMENT STATEMENT**: Must include construct definition explaining what the rubric measures
7. **CRITICAL BARRIERS**: Must define minimum thresholds with consequences for failing
8. **ANCHOR EXAMPLES**: Must provide concrete examples for each scoring level
9. **CONFIDENCE FLAGGING**: Must include guidance for marking low-confidence scores
10. **WEIGHT JUSTIFICATION**: Must include table explaining category weight allocations
11. **EVIDENCE PROTOCOLS**: Must include verification framework from the evidence verification framework template

**VIOLATION CONSEQUENCES:**
- Any rubric not following template structure is INCOMPLETE and violates the command specification
- You must regenerate the rubric if any section deviates from template
- Simplified or abbreviated rubrics are NOT ACCEPTABLE
- The rubric must match the template structure exactly - no exceptions

**VERIFICATION CHECKLIST - BEFORE SAVING ANY RUBRIC:**
- [ ] Role variant selected and documented in YAML header
- [ ] Point allocations match selected variant (total = 200)
- [ ] Five categories present with correct weight distribution
- [ ] Alignment Statement with construct definition included
- [ ] Critical Barriers table with thresholds and consequences
- [ ] Skills use 7-level proficiency scale (0-6), NOT years-based
- [ ] No redundancy between categories
- [ ] Anchor examples for each scoring level
- [ ] Confidence flagging guidance included
- [ ] Weight justification table present
- [ ] Evidence verification protocols included
- [ ] Job-specific content customized within template structure