PM Aiwork

Audit whether the organisation's AI spend actually paid — measured against baselines, not vendor math or vibes. Use when a CFO asks what the AI tools returned, when renewing AI contracts, when consolidating overlapping AI subscriptions, or to build the measurement plan before the next spend. Produces an ROI audit with per-tool verdicts (keep/consolidate/cut), the honest-measurement method behind each number, and a baseline plan for whatever can't be scored yet. To forecast ROI before an investment use roi-estimator; this skill measures what already happened.

Write an AI usage policy people can actually follow — approved tools, data rules, disclosure duties, and review obligations, in one page instead of legal fog. Use when asked for a company AI policy, acceptable-use rules for ChatGPT/Claude/Copilot at work, guidance on what data may go into AI tools, or to fix a policy nobody reads. Produces a one-page usable policy plus the decision log behind it. Not a substitute for legal advice; pairs with compliance-checklist for regulatory mapping and ai-ethics-review for system-level assessments.

Audit a content library, docs site, or blog for AI-generated filler that's eroding trust and search performance — and triage what to fix, rewrite, or delete. Use when asked to find slop in a content library, audit AI-written content quality, explain why content engagement or rankings dropped after scaling with AI, or set a quality bar for AI-assisted publishing. Produces an audited inventory with per-piece verdicts, the detection signals used, a triage plan, and a publishing quality gate that prevents recurrence. For a single article's AI-citability use aeo-optimizer; for the strategy itself use content-calendar or seo-content-brief.

Redesign a job role that AI now does a large part of — deliberately, instead of quietly expecting the same headcount to absorb 140% output. Use when AI has changed what a role spends time on, when writing a revised role charter or job description post-AI, when a team asks 'what is my job now', or when planning capacity after AI adoption. Produces a role redesign: the task inventory before/after, the redefined core of the role, new expectations and metrics, and the growth-path implications. For hiring rubrics use hiring-rubric; for org-wide skills planning use ai-upskilling or career-ladder-map.

Evaluate performance fairly when output is AI-assisted — what still measures the human, what now measures the tooling, and how to run the review conversation. Use when reviewing someone whose work is heavily AI-assisted, when output volume stopped meaning anything, when calibrating a team with uneven AI adoption, or when writing review criteria for the AI era. Produces review guidance: a what-measures-whom analysis, rewritten criteria, calibration rules for mixed-adoption teams, and conversation scripts. For the general review document use performance-review; for redesigning the role itself use role-redesign-for-ai.