createrubric · Business & Productivity

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.}/

Templates referenced by this skill: assessment_rubric_framework

Application Path Resolution

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

Parse {Company}_{Role}_{YYYYMMDD} from the job-posting filename, or honor --app=<slug> if supplied.
Compose the app folder: {config.directories.applications_root}/{app_slug}/.
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/
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.
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:

---
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:

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%)

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)

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
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
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
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:

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