@openpresentation/opf 0.1.0 → 0.2.1

package/dist/spec/catalogs/narratives/performance-improvement-plan.json

@@ -1,87 +1,87 @@
-{
-  "$schema": "https://openpresentation.org/schema/opf-narrative/v1",
-  "id": "performance-improvement-plan",
-  "name": "Performance Improvement Plan",
-  "summary": "Structured PIP arc that helps a struggling employee see expectations clearly, understand the gap, and walk into a credible improvement path. Designed to be respectful, specific, and outcome-focused — not punitive.",
-  "audienceFit": [
-    "employee",
-    "manager",
-    "hr-partner"
-  ],
-  "durationRange": {
-    "minMinutes": 30,
-    "maxMinutes": 60
-  },
-  "tags": [
-    "workforce",
-    "hr",
-    "performance",
-    "manager"
-  ],
-  "beats": [
-    {
-      "id": "introduction",
-      "name": "Introduction",
-      "description": "Begin respectfully and set a constructive tone. Be clear about what this conversation is and isn't. The opening shouldn't catastrophize or sugarcoat — clarity is kinder than either.",
-      "instructions": "Begin respectfully and positively",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "set-expectations",
-      "name": "Set Expectations",
-      "description": "Detail the level of performance expected in the role. Specific behaviors, deliverables, and standards. Expectations the employee can't quote back are expectations they can't meet.",
-      "instructions": "Detail desired performance",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "identify-problems",
-      "name": "Identify Problems",
-      "description": "Name the gap between expected and observed performance. Use specific examples and dates rather than impressions. Avoid characterizing the person; focus on the work product and the impact.",
-      "instructions": "Highlight struggles and weaknesses",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "possible-solutions",
-      "name": "Possible Solutions",
-      "description": "Suggest improvement strategies tailored to the gaps named above. Behavior changes, structural changes, support structures. Frame them as paths the employee can choose, not orders to follow.",
-      "instructions": "Suggest improvement strategies",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "offer-resources",
-      "name": "Offer Resources",
-      "description": "Make explicit what tools, coaching, training, or peer support is available. Resources demonstrate that the organization is investing in the outcome, not setting the employee up to fail.",
-      "instructions": "Propose help and tools",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "motivate-change",
-      "name": "Motivate Change",
-      "description": "Connect improvement to what the employee values: their growth, their team, their career. Inspire action without minimizing the seriousness of the situation.",
-      "instructions": "Inspire improvement action",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "follow-up",
-      "name": "Follow Up",
-      "description": "Schedule the check-ins. Frequency, format, criteria for progress. Predictable follow-up turns a PIP from a threat into a plan.",
-      "instructions": "Schedule progress check-ins",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "conclusion",
-      "name": "Conclusion",
-      "description": "Close with confidence in the path forward and a clear restatement of what success looks like. End the meeting having both raised the bar and reaffirmed the relationship.",
-      "layoutHint": "title-left",
-      "instructions": "Encourage and remind success",
-      "slideType": "text"
-    }
-  ]
-}
+{
+  "$schema": "https://openpresentation.org/schema/opf-narrative/v1",
+  "id": "performance-improvement-plan",
+  "name": "Performance Improvement Plan",
+  "summary": "Structured PIP arc that helps a struggling employee see expectations clearly, understand the gap, and walk into a credible improvement path. Designed to be respectful, specific, and outcome-focused — not punitive.",
+  "audienceFit": [
+    "employee",
+    "manager",
+    "hr-partner"
+  ],
+  "durationRange": {
+    "minMinutes": 30,
+    "maxMinutes": 60
+  },
+  "tags": [
+    "workforce",
+    "hr",
+    "performance",
+    "manager"
+  ],
+  "beats": [
+    {
+      "id": "introduction",
+      "name": "Introduction",
+      "description": "Begin respectfully and set a constructive tone. Be clear about what this conversation is and isn't. The opening shouldn't catastrophize or sugarcoat — clarity is kinder than either.",
+      "instructions": "Begin respectfully and positively",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "set-expectations",
+      "name": "Set Expectations",
+      "description": "Detail the level of performance expected in the role. Specific behaviors, deliverables, and standards. Expectations the employee can't quote back are expectations they can't meet.",
+      "instructions": "Detail desired performance",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "identify-problems",
+      "name": "Identify Problems",
+      "description": "Name the gap between expected and observed performance. Use specific examples and dates rather than impressions. Avoid characterizing the person; focus on the work product and the impact.",
+      "instructions": "Highlight struggles and weaknesses",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "possible-solutions",
+      "name": "Possible Solutions",
+      "description": "Suggest improvement strategies tailored to the gaps named above. Behavior changes, structural changes, support structures. Frame them as paths the employee can choose, not orders to follow.",
+      "instructions": "Suggest improvement strategies",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "offer-resources",
+      "name": "Offer Resources",
+      "description": "Make explicit what tools, coaching, training, or peer support is available. Resources demonstrate that the organization is investing in the outcome, not setting the employee up to fail.",
+      "instructions": "Propose help and tools",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "motivate-change",
+      "name": "Motivate Change",
+      "description": "Connect improvement to what the employee values: their growth, their team, their career. Inspire action without minimizing the seriousness of the situation.",
+      "instructions": "Inspire improvement action",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "follow-up",
+      "name": "Follow Up",
+      "description": "Schedule the check-ins. Frequency, format, criteria for progress. Predictable follow-up turns a PIP from a threat into a plan.",
+      "instructions": "Schedule progress check-ins",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "conclusion",
+      "name": "Conclusion",
+      "description": "Close with confidence in the path forward and a clear restatement of what success looks like. End the meeting having both raised the bar and reaffirmed the relationship.",
+      "layoutHint": "title-left",
+      "instructions": "Encourage and remind success",
+      "slideType": "text"
+    }
+  ]
+}

package/dist/spec/catalogs/narratives/performance-review.json

@@ -1,111 +1,111 @@
-{
-  "$schema": "https://openpresentation.org/schema/opf-narrative/v1",
-  "id": "performance-review",
-  "name": "Performance Review",
-  "summary": "Analytical review of individual, team, or company performance grounded in metrics. Walks through results, key drivers, wins, challenges, and the adjustments that will shape the next period.",
-  "audienceFit": [
-    "leadership",
-    "managers",
-    "teams"
-  ],
-  "durationRange": {
-    "minMinutes": 20,
-    "maxMinutes": 60
-  },
-  "tags": [
-    "data-driven",
-    "review",
-    "operations",
-    "metrics"
-  ],
-  "beats": [
-    {
-      "id": "briefing",
-      "name": "Briefing",
-      "description": "Frame what this review covers: the period, the unit, the standard you're measuring against. One slide that lets the audience know exactly what they're being asked to evaluate.",
-      "layoutHint": "title-center",
-      "instructions": "Outline presentation objective",
-      "slideType": "text"
-    },
-    {
-      "id": "results",
-      "name": "Results",
-      "description": "Lead with the headline result. On track, ahead, or behind, and by how much. Resist softening — clear numbers up front earn credibility for the analysis that follows.",
-      "instructions": "Summarize performance findings",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "key-metrics",
-      "name": "Key Metrics",
-      "description": "Walk through the pivotal indicators. One chart per metric, clear comparison period, target or benchmark visible on the same frame. Help the audience see the data the way you do.",
-      "instructions": "Review pivotal indicators",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "team-performance",
-      "name": "Team Performance",
-      "description": "Examine collective achievements and how the team contributed. Avoid generic praise; cite specific moves and the people behind them where the audience would expect it.",
-      "instructions": "Examine collective achievements",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "highlight",
-      "name": "Highlight",
-      "description": "Spotlight one standout contribution that defined the period. A landmark deal, a launch, a fix, a hire. One vivid example sticks longer than a list of accomplishments.",
-      "instructions": "Show key contribution",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "analysis",
-      "name": "Analysis",
-      "description": "Dig under the metrics. What drove the numbers, what held them back, what's signal versus noise. Analysis is where the audience learns whether you actually understand the system you're reporting on.",
-      "instructions": "Uncover data insights",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "success",
-      "name": "Success",
-      "description": "Reinforce the past triumphs that show the system works. Briefly — the audience came for what's next, not a victory lap. Wins earn permission for the harder slides ahead.",
-      "instructions": "Reinforce past triumphs",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "challenges",
-      "name": "Challenges",
-      "description": "Name the obstacles encountered honestly. What didn't move, what regressed, what the team is still wrestling with. Understated challenges read as missed signal, not modesty.",
-      "instructions": "Highlight encountered obstacles",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "adjustments",
-      "name": "Adjustments",
-      "description": "Identify the changes you're making in response. New tactics, reallocations, sunsets. Each adjustment should map to a challenge above — adjustments without diagnosis feel arbitrary.",
-      "instructions": "Identify necessary changes",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "strategy-evolution",
-      "name": "Strategy Evolution",
-      "description": "Show how the strategy itself evolves heading into the next period. Refinements, sharpened bets, dropped initiatives. The audience should see continuity as well as change.",
-      "instructions": "Plan for improvement",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "discussion",
-      "name": "Discussion",
-      "description": "Open the floor with two or three specific prompts. End the review actively — questions you want answered, decisions you want made — so the meeting yields more than the deck.",
-      "layoutHint": "title-left",
-      "instructions": "Promote active discourse",
-      "slideType": "text"
-    }
-  ]
-}
+{
+  "$schema": "https://openpresentation.org/schema/opf-narrative/v1",
+  "id": "performance-review",
+  "name": "Performance Review",
+  "summary": "Analytical review of individual, team, or company performance grounded in metrics. Walks through results, key drivers, wins, challenges, and the adjustments that will shape the next period.",
+  "audienceFit": [
+    "leadership",
+    "managers",
+    "teams"
+  ],
+  "durationRange": {
+    "minMinutes": 20,
+    "maxMinutes": 60
+  },
+  "tags": [
+    "data-driven",
+    "review",
+    "operations",
+    "metrics"
+  ],
+  "beats": [
+    {
+      "id": "briefing",
+      "name": "Briefing",
+      "description": "Frame what this review covers: the period, the unit, the standard you're measuring against. One slide that lets the audience know exactly what they're being asked to evaluate.",
+      "layoutHint": "title-center",
+      "instructions": "Outline presentation objective",
+      "slideType": "text"
+    },
+    {
+      "id": "results",
+      "name": "Results",
+      "description": "Lead with the headline result. On track, ahead, or behind, and by how much. Resist softening — clear numbers up front earn credibility for the analysis that follows.",
+      "instructions": "Summarize performance findings",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "key-metrics",
+      "name": "Key Metrics",
+      "description": "Walk through the pivotal indicators. One chart per metric, clear comparison period, target or benchmark visible on the same frame. Help the audience see the data the way you do.",
+      "instructions": "Review pivotal indicators",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "team-performance",
+      "name": "Team Performance",
+      "description": "Examine collective achievements and how the team contributed. Avoid generic praise; cite specific moves and the people behind them where the audience would expect it.",
+      "instructions": "Examine collective achievements",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "highlight",
+      "name": "Highlight",
+      "description": "Spotlight one standout contribution that defined the period. A landmark deal, a launch, a fix, a hire. One vivid example sticks longer than a list of accomplishments.",
+      "instructions": "Show key contribution",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "analysis",
+      "name": "Analysis",
+      "description": "Dig under the metrics. What drove the numbers, what held them back, what's signal versus noise. Analysis is where the audience learns whether you actually understand the system you're reporting on.",
+      "instructions": "Uncover data insights",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "success",
+      "name": "Success",
+      "description": "Reinforce the past triumphs that show the system works. Briefly — the audience came for what's next, not a victory lap. Wins earn permission for the harder slides ahead.",
+      "instructions": "Reinforce past triumphs",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "challenges",
+      "name": "Challenges",
+      "description": "Name the obstacles encountered honestly. What didn't move, what regressed, what the team is still wrestling with. Understated challenges read as missed signal, not modesty.",
+      "instructions": "Highlight encountered obstacles",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "adjustments",
+      "name": "Adjustments",
+      "description": "Identify the changes you're making in response. New tactics, reallocations, sunsets. Each adjustment should map to a challenge above — adjustments without diagnosis feel arbitrary.",
+      "instructions": "Identify necessary changes",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "strategy-evolution",
+      "name": "Strategy Evolution",
+      "description": "Show how the strategy itself evolves heading into the next period. Refinements, sharpened bets, dropped initiatives. The audience should see continuity as well as change.",
+      "instructions": "Plan for improvement",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "discussion",
+      "name": "Discussion",
+      "description": "Open the floor with two or three specific prompts. End the review actively — questions you want answered, decisions you want made — so the meeting yields more than the deck.",
+      "layoutHint": "title-left",
+      "instructions": "Promote active discourse",
+      "slideType": "text"
+    }
+  ]
+}

package/dist/spec/catalogs/narratives/persuade.json

@@ -1,94 +1,94 @@
-{
-  "$schema": "https://openpresentation.org/schema/opf-narrative/v1",
-  "id": "persuade",
-  "name": "Persuade",
-  "summary": "Argument-driven keynote arc inspired by Ken Robinson: grip the audience, challenge the status quo, define the problem, anchor it in story and statistic, deliver a major revelation, propose change, and end on a question that stays with them.",
-  "audienceFit": [
-    "general-audience",
-    "policymakers",
-    "industry-peers"
-  ],
-  "durationRange": {
-    "minMinutes": 15,
-    "maxMinutes": 30
-  },
-  "tags": [
-    "keynote",
-    "persuasive",
-    "advocacy",
-    "talk"
-  ],
-  "beats": [
-    {
-      "id": "gripping-introduction",
-      "name": "Gripping Introduction",
-      "description": "Open with a moment, image, or claim the audience can't easily look away from. The first sixty seconds buy you the next twenty minutes — spend them on something specific and emotionally charged, not on housekeeping.",
-      "instructions": "Draw in the audience with a compelling opener",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "challenge-status-quo",
-      "name": "Challenge the Status Quo",
-      "description": "Call out the system, norm, or assumption that needs examination. Be precise about what you're disagreeing with so the rest of the talk can be specific in response. Avoid strawmen — name the strongest version of the view you're contesting."
-    },
-    {
-      "id": "present-problem",
-      "name": "Present the Problem",
-      "description": "Define the issue the audience needs to care about. Concrete, scoped, attributable. The clearer the problem, the more credible the eventual solution."
-    },
-    {
-      "id": "personal-story",
-      "name": "Personal Story",
-      "description": "Anchor the issue in a specific person, place, or moment. Story is what gets the argument past the audience's defenses. Pick a story that personalizes the data without overstating it.",
-      "instructions": "Share significant stories to illuminate the issue",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "statistic-shock",
-      "name": "Statistic Shock",
-      "description": "Drop in a single statistic that recasts the scale of the problem. One number, presented well, lands harder than a dashboard. Cite the source so the audience can repeat it with confidence.",
-      "instructions": "Use impactful stats to highlight the gravity of the issue",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "historical-context",
-      "name": "Historical Context",
-      "description": "Show how the issue evolved. Why it has the shape it does today, what was tried, what was missed. Historical context turns 'this is broken' into 'this stayed broken for these reasons.'",
-      "instructions": "Show the evolution or history of the issue",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "weave-narrative",
-      "name": "Weave a Narrative",
-      "description": "Connect the threads — story, statistic, history — into a single argument. The audience should feel the case clicking together. This is the slide where rhetoric becomes architecture."
-    },
-    {
-      "id": "major-revelation",
-      "name": "Major Revelation",
-      "description": "Deliver the surprising or significant turn. The fact, finding, or reframing the rest of the talk has been earning. The revelation should redirect, not merely confirm.",
-      "instructions": "Deliver a surprising or significant discovery",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "propose-solution",
-      "name": "Propose Solution",
-      "description": "Advocate for the change you want. Concrete enough to be acted on, broad enough to inspire. Pair the solution with the smallest credible first step.",
-      "instructions": "Advocate for change or propose an actionable solution",
-      "slideType": "text",
-      "layoutHint": "text-1x-left"
-    },
-    {
-      "id": "final-question",
-      "name": "Final Question",
-      "description": "Close on a question rather than a summary. The right closing question follows the audience out of the room and into their conversations afterward.",
-      "layoutHint": "title-left",
-      "instructions": "Finish with a thought-provoking question to stimulate audience thinking",
-      "slideType": "text"
-    }
-  ]
-}
+{
+  "$schema": "https://openpresentation.org/schema/opf-narrative/v1",
+  "id": "persuade",
+  "name": "Persuade",
+  "summary": "Argument-driven keynote arc inspired by Ken Robinson: grip the audience, challenge the status quo, define the problem, anchor it in story and statistic, deliver a major revelation, propose change, and end on a question that stays with them.",
+  "audienceFit": [
+    "general-audience",
+    "policymakers",
+    "industry-peers"
+  ],
+  "durationRange": {
+    "minMinutes": 15,
+    "maxMinutes": 30
+  },
+  "tags": [
+    "keynote",
+    "persuasive",
+    "advocacy",
+    "talk"
+  ],
+  "beats": [
+    {
+      "id": "gripping-introduction",
+      "name": "Gripping Introduction",
+      "description": "Open with a moment, image, or claim the audience can't easily look away from. The first sixty seconds buy you the next twenty minutes — spend them on something specific and emotionally charged, not on housekeeping.",
+      "instructions": "Draw in the audience with a compelling opener",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "challenge-status-quo",
+      "name": "Challenge the Status Quo",
+      "description": "Call out the system, norm, or assumption that needs examination. Be precise about what you're disagreeing with so the rest of the talk can be specific in response. Avoid strawmen — name the strongest version of the view you're contesting."
+    },
+    {
+      "id": "present-problem",
+      "name": "Present the Problem",
+      "description": "Define the issue the audience needs to care about. Concrete, scoped, attributable. The clearer the problem, the more credible the eventual solution."
+    },
+    {
+      "id": "personal-story",
+      "name": "Personal Story",
+      "description": "Anchor the issue in a specific person, place, or moment. Story is what gets the argument past the audience's defenses. Pick a story that personalizes the data without overstating it.",
+      "instructions": "Share significant stories to illuminate the issue",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "statistic-shock",
+      "name": "Statistic Shock",
+      "description": "Drop in a single statistic that recasts the scale of the problem. One number, presented well, lands harder than a dashboard. Cite the source so the audience can repeat it with confidence.",
+      "instructions": "Use impactful stats to highlight the gravity of the issue",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "historical-context",
+      "name": "Historical Context",
+      "description": "Show how the issue evolved. Why it has the shape it does today, what was tried, what was missed. Historical context turns 'this is broken' into 'this stayed broken for these reasons.'",
+      "instructions": "Show the evolution or history of the issue",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "weave-narrative",
+      "name": "Weave a Narrative",
+      "description": "Connect the threads — story, statistic, history — into a single argument. The audience should feel the case clicking together. This is the slide where rhetoric becomes architecture."
+    },
+    {
+      "id": "major-revelation",
+      "name": "Major Revelation",
+      "description": "Deliver the surprising or significant turn. The fact, finding, or reframing the rest of the talk has been earning. The revelation should redirect, not merely confirm.",
+      "instructions": "Deliver a surprising or significant discovery",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "propose-solution",
+      "name": "Propose Solution",
+      "description": "Advocate for the change you want. Concrete enough to be acted on, broad enough to inspire. Pair the solution with the smallest credible first step.",
+      "instructions": "Advocate for change or propose an actionable solution",
+      "slideType": "text",
+      "layoutHint": "text-1x-left"
+    },
+    {
+      "id": "final-question",
+      "name": "Final Question",
+      "description": "Close on a question rather than a summary. The right closing question follows the audience out of the room and into their conversations afterward.",
+      "layoutHint": "title-left",
+      "instructions": "Finish with a thought-provoking question to stimulate audience thinking",
+      "slideType": "text"
+    }
+  ]
+}