qa-team-management
QA people-and-org toolkit for QA managers and heads of quality: 5 skills (career-ladder-author, exec-quality-narrative, performance-feedback-author, skill-matrix-author, tester-one-on-one-planner) and 1 agent (team-capability-gap-analyst). Covers team capability mapping per ISTQB CTAL-TM v3.0 Managing the Team, IC/management career ladders, GROW-model 1:1s, SBI evidence-based feedback, and Minto-pyramid executive quality narratives.
Install this plugin
/plugin install qa-team-management@testland-qaPart of role bundle: qa-role-leadership
qa-team-management
QA people-and-org tier for QA managers and heads of quality: map team capability against ISTQB CTAL-TM v3.0 "Managing the Team", run the full skill-matrix-to-gap-analysis loop (evidence-backed matrix, gap classification, roadmap-ranked priorities, train-vs-hire recommendations), run the end-to-end structured hiring chain when a gap resolves to hiring, compute the weekly quality-status digest, and turn quality data into Minto-pyramid executive narratives.
Components
| Type | Name | Description |
|---|---|---|
| Skill | skill-matrix-author | Build a QA team skill matrix (members x competencies x evidence-backed proficiency), classify the gaps, rank them against the roadmap, and recommend a train-vs-hire closing move per gap, per ISTQB CTAL-TM v3.0 chapter 3. |
| Skill | qa-hiring-kit | End-to-end structured hiring for QA / SDET / test-lead / quality-manager roles per Levashina 2014 et al. - JD, ISTQB-aligned question bank, competency-anchored rubric, interviewer calibration, panel debrief, and the 30-60-90 onboarding plan, with per-stage deep references. |
| Skill | exec-quality-narrative | Turn computed quality data (digests, KPIs, DORA metrics, escape trends, OKR grades) into an answer-first executive / QBR narrative structured by the Minto Pyramid Principle with cited numbers. |
| Skill | quality-status-digest | Computes pass rate, escape defects, and flake debt into a red / amber / green per-team digest, then rolls those same rows into a portfolio heatmap with STABLE / WATCH / INVEST tags. |
| Agent | qa-manager | Generates the weekly backward-looking RAG quality-status digest from CI run history (gh run list), the defect tracker, and flake-quarantine state, applying quality-status-digest's formulas and thresholds. |
The components compose as a management loop: the skill matrix measures today and converts matrix-plus-roadmap into training and hiring moves, the hiring kit executes the hiring move, the qa-manager agent computes the digest the quality-status-digest skill defines, and the exec narrative reports the outcomes upward.
Install
/plugin marketplace add testland/qa
/plugin install qa-team-management@testland-qaComposition with the rest of the marketplace
Skills
exec-quality-narrative
Build-an-X workflow that turns already-computed quality data - weekly digests, KPI roll-ups, DORA delivery metrics, escape-defect trends, OKR grading - into an executive or QBR narrative structured by the Minto Pyramid Principle: governing answer first, MECE-grouped support beneath it, SCQA opening (Barbara Minto, The Pyramid Principle, ISBN 978-0273710516). Distinct from single-team digest computation (which computes the RAG digest from raw CI and tracker signals; this skill consumes such digests and writes the upward story), from portfolio-review aggregation (which aggregates teams into a portfolio review; this skill is the communication layer either output feeds), and from QA OKR authoring (forward-looking commitments; this skill narrates what happened and what it means). Use before a QBR, board update, or exec review when the data exists but the story does not.
qa-hiring-kit
End-to-end structured hiring for QA / SDET / automation / test-lead / quality-manager roles - one chain from job description through interview question bank, competency-anchored scoring rubric, interviewer calibration guide, and post-interview panel debrief, to the 30-60-90 day onboarding plan. Implements the canonical Levashina 2014 et al. structured-interview methodology with ISTQB-aligned competency vocabulary, so the JD a candidate reads, the rubric the panel scores, and the ramp plan the manager runs all describe the same role. Use when opening a QA requisition, authoring any artifact of the hiring loop (JD, questions, rubric, calibration guide, onboarding plan), or running the panel debrief to a defensible hire / no-hire decision.
quality-status-digest
Computes a recurring quality status digest from metrics that already exist: CI pass rate with an explicit denominator rule, escape-defect count, and a flake-debt score, assigns red / amber / green per area against stated thresholds, then rolls the same per-team rows into a portfolio view with a severity-by-blast-radius heatmap, STABLE / WATCH / INVEST tags, and a capacity flag. Keeps DORA delivery metrics separate from defect-leakage and flake measures instead of blending them under one label. Produces the status artifact only: it does not instrument anything, does not define SLOs or targets, and does not decide what gets fixed first. Use when a weekly quality review, sprint check-in, or quarterly portfolio review is due and the CI history, defect tracker, and quarantine list already hold the numbers but nobody has assembled them into one page.
skill-matrix-author
Build-an-X workflow that produces a QA team skill matrix - team members crossed with competency dimensions at explicit proficiency levels, each cell backed by observable evidence - then derives the full gap analysis: classify each gap (coverage / capability / bus-factor / surplus), rank the gaps against the team's roadmap, and recommend a closing move per gap (train / peer-learn vs hire vs external expert). Competency dimensions follow ISTQB CTAL-TM v3.0 chapter 3 (Managing the Team): professional, methodological, social, and personal competence. Maps the existing team on an ongoing basis - not a point-in-time score of external candidates and not one new hire's ramp plan. Use when a QA manager needs to know what the team can do today versus what its projects demand - before quarterly planning, a training-budget decision, or opening a requisition.