| name | team-composition |
| description | Propose team structures and staffing plans for IT consulting projects, grounded in customer RFP/RFQ from NotebookLM. Use this skill when the user asks to "propose a team", "plan staffing", "define team structure", "体制図を作成", "create an org chart", "what team do I need", "how many developers", or needs to determine roles, seniority mix, and resource allocation for a software, infrastructure, or transformation project. Also trigger for "resource plan", "staffing", "人員計画", "チーム構成".
|
| metadata | {"version":"0.2.0"} |
Team Composition Planner
Design optimal team structures for IT consulting engagements, grounded in RFP/RFQ requirements from NotebookLM.
NotebookLM-First Rule
If a NotebookLM notebook is available for this engagement, query it BEFORE proposing any team structure. The RFP may specify required roles, team size constraints, onsite requirements, certifications, or client-side team members. Ignoring these means proposing a team the client will reject.
Workflow
Step 0: Extract RFP Team Requirements from NotebookLM
If a notebook is available (ask the user, or reuse the notebook from create-proposal):
notebooklm ask "What team structure, staffing requirements, or role specifications does the client define?" --json
notebooklm ask "Does the client require specific certifications, clearances, or experience levels?" --json
notebooklm ask "What is the expected delivery model — onsite, offshore, nearshore, or hybrid?" --json
notebooklm ask "Does the client provide their own team members? What roles does the client fill vs. what the vendor must provide?" --json
notebooklm ask "What is the project scope, scale, and timeline that should drive team sizing?" --json
notebooklm ask "Are there any technology stack requirements that affect team skill needs?" --json
Use extracted data to constrain all subsequent team planning.
Step 1: Gather Additional Context from User
After extracting from the RFP, ask only for what's missing:
- Budget constraints affecting team size
- Your company's available resources and their skill profiles
- Preferred offshore/nearshore partners if applicable
Step 2: Define Roles
Select roles that match the RFP's requirements. Read references/role-catalog.md for the full catalog.
Core roles for most projects:
| Role | Japanese Title | Responsibility |
|---|
| Project Manager | プロジェクトマネージャー (PM) | Overall delivery, client communication, risk management |
| Technical Lead | テクニカルリード (TL) | Architecture decisions, code quality, technical mentoring |
| Business Analyst | ビジネスアナリスト (BA) | Requirements gathering, process modeling, stakeholder alignment |
| System Engineer | システムエンジニア (SE) | Design and development |
| Programmer | プログラマー (PG) | Implementation, unit testing |
| QA Engineer | テストエンジニア (QA) | Test planning, execution, automation |
| Infrastructure Engineer | インフラエンジニア | Server, network, cloud, CI/CD setup |
| UX/UI Designer | UX/UIデザイナー | User research, wireframes, visual design |
If the RFP mandates specific roles not in this list, include them. If the RFP excludes roles you'd normally recommend, note the omission as a risk.
Step 3: Determine Team Size
Start from RFP constraints. If the RFP states team size or budget, work within those bounds. Otherwise, apply these heuristics:
- Small (1-3 months, 1-2 features): 3-5 members
- Medium (3-6 months, moderate scope): 5-10 members
- Large (6-12+ months, enterprise): 10-25 members
- Enterprise program: multiple teams, 25+ with PMO
Seniority mix guidelines:
- Senior (7+ years): 20-30%
- Mid-level (3-7 years): 40-50%
- Junior (0-3 years): 20-30%
Ramp-up pattern:
- Phase 1 (requirements/design): small core — PM, TL, BA, 1-2 SE
- Phase 2 (development): full team ramp-up
- Phase 3 (testing): add QA, reduce some developers
- Phase 4 (deployment/transition): scale down to core team
Step 4: Output Format
Organization Chart (体制図) — visual hierarchy using mermaid or text tree
Staffing Table:
| Role | Count | Seniority | Allocation (%) | Duration | Skills Required | RFP Source |
|---|
The RFP Source column is important — it traces each role back to the RFP requirement that drives it, or marks it as "Proposed" if it's your recommendation.
Monthly Resource Histogram — person-months per role across timeline
Ramp-Up/Down Schedule — when each role joins and leaves
Key Principles
- RFP compliance first: If the RFP says "5 senior Java developers onsite," your plan includes exactly that — then add your recommendations on top
- Right-size the team: Overstaffing wastes budget; understaffing risks delays
- Skills over headcount: One strong senior outperforms three juniors on complex work
- Client integration: If the client provides team members, plan collaboration roles
- Buffer: Include 10-15% buffer capacity for unplanned work
For the full role catalog, read references/role-catalog.md.
