aiox-core 5.0.3 → 5.0.4

package/pro/squads/design/checklists/designops-maturity-checklist.md

@@ -1,518 +1,518 @@
-# designops-maturity-checklist
-
-> Comprehensive checklist for assessing DesignOps maturity using Dave Malouf's 5-level model across the Three Lenses framework.
-
-## Overview
-
-This checklist provides detailed criteria for each maturity level across all three lenses. Use it to assess current state, identify gaps, and track progress toward target maturity.
-
-## How to Use
-
-1. Go through each section and check items that are TRUE for your organization
-2. Calculate the percentage of items checked per level
-3. Your maturity level is the highest level where you have >80% items checked
-4. Use unchecked items as improvement targets
-
----
-
-## LEVEL 1: AD HOC
-
-> "No formal DesignOps - everything is reactive and individual"
-
-### How We Work (Level 1)
-
-**Workflow Management**
-- [ ] Each designer creates their own process
-- [ ] Projects start without clear briefs or requirements
-- [ ] No standard review or feedback process
-- [ ] Handoffs happen ad hoc, often through email or chat
-- [ ] No version control or history for design files
-
-**Tooling**
-- [ ] Designers use whatever tools they prefer
-- [ ] No shared tool subscriptions or standardization
-- [ ] Asset sharing happens through email or local drives
-- [ ] No design system or component library
-
-**Collaboration**
-- [ ] Design reviews happen sporadically or not at all
-- [ ] Feedback is informal and inconsistent
-- [ ] Designers work in isolation from each other
-- [ ] No regular touchpoints with engineering or PM
-
-### How We Grow (Level 1)
-
-**Hiring**
-- [ ] Hiring happens only when urgently needed
-- [ ] Interview process varies by interviewer
-- [ ] No standard portfolio review criteria
-- [ ] Job descriptions are created last-minute
-
-**Onboarding**
-- [ ] New hires figure things out on their own
-- [ ] No documentation of how things work
-- [ ] No buddy or mentor assignment
-- [ ] First project assignment is random
-
-**Career Development**
-- [ ] No career ladder exists
-- [ ] Promotion criteria unclear or inconsistent
-- [ ] Performance reviews are informal or absent
-- [ ] No skills development framework
-
-**Learning**
-- [ ] No training budget or program
-- [ ] Learning happens on personal time
-- [ ] No conference attendance support
-- [ ] Skills gaps not tracked or addressed
-
-### How We Thrive (Level 1)
-
-**Culture**
-- [ ] No articulated design values
-- [ ] Feedback culture varies by manager
-- [ ] Recognition is rare or inconsistent
-- [ ] Design is seen as a service function
-
-**Community**
-- [ ] Designers rarely interact with each other
-- [ ] No design guild or community events
-- [ ] No knowledge sharing sessions
-- [ ] No design critiques or show-and-tells
-
-**Well-being**
-- [ ] Workload is not monitored
-- [ ] Work-life balance not discussed
-- [ ] Burnout is common
-- [ ] No mental health support
-
-**Advocacy**
-- [ ] Design leadership not visible to executives
-- [ ] No executive sponsor for design
-- [ ] Design not involved in strategic decisions
-- [ ] Design value not understood by organization
-
-**Level 1 Indicators:**
-- "Everyone does things differently"
-- "I don't know where to find X"
-- "We're always putting out fires"
-- "I feel isolated from other designers"
-
----
-
-## LEVEL 2: EMERGING
-
-> "Basic standardization beginning - some awareness of need"
-
-### How We Work (Level 2)
-
-**Workflow Management**
-- [ ] Some basic processes are documented
-- [ ] Project briefs exist but are inconsistent
-- [ ] Review process exists but not always followed
-- [ ] Handoff templates starting to emerge
-- [ ] Some attempt at file organization
-
-**Tooling**
-- [ ] Primary design tool selected (Figma, Sketch, etc.)
-- [ ] Most designers using the same tool
-- [ ] Shared cloud storage for assets
-- [ ] Basic component library starting
-
-**Collaboration**
-- [ ] Some design reviews happening regularly
-- [ ] Feedback templates or guidelines exist
-- [ ] Occasional cross-designer collaboration
-- [ ] Some touchpoints with engineering/PM
-
-### How We Grow (Level 2)
-
-**Hiring**
-- [ ] Basic interview process documented
-- [ ] Standard job description templates
-- [ ] Some portfolio review criteria
-- [ ] Recruiting pipeline exists
-
-**Onboarding**
-- [ ] Basic onboarding checklist exists
-- [ ] Tool access documented
-- [ ] Some written documentation
-- [ ] Informal mentor assignment
-
-**Career Development**
-- [ ] Draft career ladder exists
-- [ ] Some performance review process
-- [ ] Promotion discussions happening
-- [ ] Basic job levels defined
-
-**Learning**
-- [ ] Occasional training offered
-- [ ] Some conference attendance
-- [ ] Informal skill sharing
-- [ ] Learning needs discussed
-
-### How We Thrive (Level 2)
-
-**Culture**
-- [ ] Design values discussed informally
-- [ ] Some recognition happening
-- [ ] Feedback encouraged by some managers
-- [ ] Design starting to be valued
-
-**Community**
-- [ ] Occasional team gatherings
-- [ ] Some design critiques happening
-- [ ] Informal knowledge sharing
-- [ ] Cross-team connections starting
-
-**Well-being**
-- [ ] Workload discussed in 1:1s
-- [ ] Some flexibility offered
-- [ ] Awareness of burnout risk
-- [ ] Manager check-ins happening
-
-**Advocacy**
-- [ ] Design leader has some visibility
-- [ ] Some stakeholder relationships
-- [ ] Design input sought occasionally
-- [ ] Value starting to be recognized
-
-**Level 2 Indicators:**
-- "We're trying to standardize but it's inconsistent"
-- "Some teams are better than others"
-- "Champions are driving change"
-- "We know we need to improve"
-
----
-
-## LEVEL 3: DEFINED
-
-> "Clear processes and standards exist - adoption is growing"
-
-### How We Work (Level 3)
-
-**Workflow Management**
-- [ ] Standard workflow documented and communicated
-- [ ] Project brief template used consistently
-- [ ] Review process defined with clear criteria
-- [ ] Handoff process documented and followed
-- [ ] Version control practices established
-- [ ] Design sprints/rituals defined
-
-**Tooling**
-- [ ] Tool stack fully standardized (>90% adoption)
-- [ ] Tool governance and guidelines exist
-- [ ] Design system with documented components
-- [ ] Asset library organized and maintained
-- [ ] Prototyping tools standardized
-- [ ] Integration with dev tools established
-
-**Collaboration**
-- [ ] Regular design reviews scheduled
-- [ ] Critique process established
-- [ ] Cross-functional rituals defined
-- [ ] Communication standards exist
-- [ ] Stakeholder engagement process defined
-
-### How We Grow (Level 3)
-
-**Hiring**
-- [ ] Structured interview process with rubrics
-- [ ] Portfolio review criteria documented
-- [ ] Hiring pipeline actively managed
-- [ ] Diversity considerations integrated
-- [ ] Candidate experience designed
-
-**Onboarding**
-- [ ] 90-day onboarding program exists
-- [ ] Buddy/mentor program established
-- [ ] Tool training curriculum defined
-- [ ] First project guidance provided
-- [ ] Culture introduction included
-- [ ] Onboarding feedback collected
-
-**Career Development**
-- [ ] Career ladder published and understood
-- [ ] Skills matrix defined
-- [ ] Performance reviews structured
-- [ ] Promotion criteria documented
-- [ ] IC and management tracks clear
-- [ ] Growth conversations regular
-
-**Learning**
-- [ ] Training program established
-- [ ] Conference budget allocated
-- [ ] Skill sharing sessions regular
-- [ ] External courses supported
-- [ ] Learning goals set annually
-
-### How We Thrive (Level 3)
-
-**Culture**
-- [ ] Design values articulated and shared
-- [ ] Psychological safety actively cultivated
-- [ ] Feedback culture documented
-- [ ] Recognition program exists
-- [ ] Inclusion initiatives active
-
-**Community**
-- [ ] Design guild/community established
-- [ ] Regular critiques scheduled
-- [ ] Show and tell sessions regular
-- [ ] Cross-team connections supported
-- [ ] External community engagement
-
-**Well-being**
-- [ ] Workload management process exists
-- [ ] Work-life balance supported
-- [ ] Mental health resources available
-- [ ] Burnout prevention discussed
-- [ ] Remote/hybrid support defined
-
-**Advocacy**
-- [ ] Design leadership visible to executives
-- [ ] Executive sponsor identified
-- [ ] Design input in key decisions
-- [ ] Design value metrics shared
-- [ ] Strategic partnerships formed
-
-**Level 3 Indicators:**
-- "We have processes and most people follow them"
-- "New hires know what to expect"
-- "We measure some things"
-- "Design is recognized as important"
-
----
-
-## LEVEL 4: MANAGED
-
-> "Metrics-driven optimization - continuous improvement"
-
-### How We Work (Level 4)
-
-**Workflow Management**
-- [ ] Workflows measured and optimized
-- [ ] Process improvements driven by data
-- [ ] Bottlenecks identified and addressed
-- [ ] Efficiency metrics tracked
-- [ ] Continuous improvement cycles
-
-**Tooling**
-- [ ] Tool usage measured and optimized
-- [ ] Design system metrics tracked
-- [ ] Component adoption measured
-- [ ] Integration effectiveness measured
-- [ ] Tool ROI calculated
-- [ ] Automation implemented where possible
-
-**Collaboration**
-- [ ] Collaboration effectiveness measured
-- [ ] Cross-functional satisfaction tracked
-- [ ] Review process optimized for quality
-- [ ] Handoff success rate high (>90%)
-- [ ] Proactive improvement culture
-
-### How We Grow (Level 4)
-
-**Hiring**
-- [ ] Hiring metrics tracked and optimized
-- [ ] Quality of hire measured
-- [ ] Candidate experience surveyed
-- [ ] Diversity metrics tracked
-- [ ] Continuous process improvement
-
-**Onboarding**
-- [ ] Time to productivity measured
-- [ ] Onboarding NPS/satisfaction tracked
-- [ ] Program continuously improved
-- [ ] High retention of new hires
-
-**Career Development**
-- [ ] Career satisfaction measured
-- [ ] Internal mobility tracked
-- [ ] Skill gaps identified systematically
-- [ ] Development ROI measured
-- [ ] High internal promotion rate
-
-**Learning**
-- [ ] Learning effectiveness measured
-- [ ] Skills improvement tracked
-- [ ] Training ROI calculated
-- [ ] Continuous learning culture
-
-### How We Thrive (Level 4)
-
-**Culture**
-- [ ] Culture health measured
-- [ ] Values actively reinforced
-- [ ] High psychological safety scores
-- [ ] Strong recognition culture
-- [ ] Inclusion metrics tracked
-
-**Community**
-- [ ] Community health measured
-- [ ] High participation rates
-- [ ] Cross-team projects common
-- [ ] External engagement active
-- [ ] Knowledge sharing systematic
-
-**Well-being**
-- [ ] Well-being metrics tracked
-- [ ] Low burnout indicators
-- [ ] High work-life satisfaction
-- [ ] Proactive support provided
-
-**Advocacy**
-- [ ] Design influence measured
-- [ ] Strategic impact documented
-- [ ] Executive relationships strong
-- [ ] Design at the table for key decisions
-- [ ] Industry recognition starting
-
-**Level 4 Indicators:**
-- "We use data to make decisions"
-- "We continuously improve based on metrics"
-- "Design is seen as strategic"
-- "Our people are highly engaged"
-
----
-
-## LEVEL 5: OPTIMIZED
-
-> "Industry-leading operations - innovation and excellence"
-
-### How We Work (Level 5)
-
-**Workflow Management**
-- [ ] Best-in-class processes
-- [ ] AI/automation integrated
-- [ ] Predictive optimization
-- [ ] Industry benchmark performance
-- [ ] Innovation in workflows
-- [ ] Others copy our approaches
-
-**Tooling**
-- [ ] Leading-edge tool stack
-- [ ] Custom tooling where needed
-- [ ] High automation level
-- [ ] Design system is exemplary
-- [ ] Integration excellence
-- [ ] Contributing to tool ecosystem
-
-**Collaboration**
-- [ ] Seamless cross-functional work
-- [ ] Industry-leading handoff process
-- [ ] High stakeholder satisfaction
-- [ ] Proactive partnership model
-- [ ] Innovation in collaboration
-
-### How We Grow (Level 5)
-
-**Hiring**
-- [ ] Talent magnet organization
-- [ ] Top candidates seek us out
-- [ ] World-class interview experience
-- [ ] Industry-leading diversity
-- [ ] Hiring thought leadership
-
-**Onboarding**
-- [ ] Exemplary onboarding program
-- [ ] Very fast time to productivity
-- [ ] High new hire satisfaction
-- [ ] Program copied by others
-
-**Career Development**
-- [ ] Career destination company
-- [ ] World-class development
-- [ ] High internal mobility
-- [ ] Leaders developed internally
-- [ ] Career framework shared externally
-
-**Learning**
-- [ ] Learning organization culture
-- [ ] Cutting-edge training
-- [ ] Conference speakers common
-- [ ] Knowledge shared externally
-- [ ] Learning innovation
-
-### How We Thrive (Level 5)
-
-**Culture**
-- [ ] Design-led culture recognized
-- [ ] Exemplary psychological safety
-- [ ] Strong employer brand
-- [ ] Culture documented and shared
-- [ ] Industry culture benchmark
-
-**Community**
-- [ ] Thriving internal community
-- [ ] External community leadership
-- [ ] Thought leadership from team
-- [ ] Conference speakers regular
-- [ ] Open source contributions
-
-**Well-being**
-- [ ] Industry-leading well-being
-- [ ] Exceptional work satisfaction
-- [ ] Sustainable performance
-- [ ] Well-being innovation
-
-**Advocacy**
-- [ ] Design at highest strategic level
-- [ ] CDO or equivalent role
-- [ ] Design drives business strategy
-- [ ] Industry influence
-- [ ] Case studies published
-- [ ] Awards and recognition
-
-**Level 5 Indicators:**
-- "Others want to learn from us"
-- "We're speaking at conferences about this"
-- "Top talent wants to work here"
-- "Design drives our competitive advantage"
-
----
-
-## SCORING GUIDE
-
-### Calculate Your Score
-
-For each level, count checked items and calculate percentage:
-
-| Level | Total Items | Checked | Percentage | Pass (>80%)? |
-|-------|-------------|---------|------------|--------------|
-| 1 | [count] | [checked] | [%] | [Y/N] |
-| 2 | [count] | [checked] | [%] | [Y/N] |
-| 3 | [count] | [checked] | [%] | [Y/N] |
-| 4 | [count] | [checked] | [%] | [Y/N] |
-| 5 | [count] | [checked] | [%] | [Y/N] |
-
-**Your Maturity Level:** Highest level with >80% items checked
-
-### Score by Lens
-
-| Lens | L1 | L2 | L3 | L4 | L5 |
-|------|----|----|----|----|-------|
-| How We Work | [%] | [%] | [%] | [%] | [%] |
-| How We Grow | [%] | [%] | [%] | [%] | [%] |
-| How We Thrive | [%] | [%] | [%] | [%] | [%] |
-
-### Gap Analysis
-
-Unchecked items at your current target level = improvement backlog
-
-**Priority 1 (Quick Wins):** Unchecked items that are low effort
-**Priority 2 (Strategic):** Unchecked items that are high impact
-**Priority 3 (Foundation):** Prerequisites for higher-level items
-
----
-
-## USAGE NOTES
-
-1. **Be honest** - Aspirational checking doesn't help
-2. **Evidence-based** - Check only if you have evidence
-3. **Re-assess quarterly** - Track progress over time
-4. **Focus on next level** - Don't try to jump levels
-5. **All lenses matter** - Balance improvement across lenses
-
-> "You can't skip maturity levels - organizations evolve in stages." - Dave Malouf
+# designops-maturity-checklist
+
+> Comprehensive checklist for assessing DesignOps maturity using Dave Malouf's 5-level model across the Three Lenses framework.
+
+## Overview
+
+This checklist provides detailed criteria for each maturity level across all three lenses. Use it to assess current state, identify gaps, and track progress toward target maturity.
+
+## How to Use
+
+1. Go through each section and check items that are TRUE for your organization
+2. Calculate the percentage of items checked per level
+3. Your maturity level is the highest level where you have >80% items checked
+4. Use unchecked items as improvement targets
+
+---
+
+## LEVEL 1: AD HOC
+
+> "No formal DesignOps - everything is reactive and individual"
+
+### How We Work (Level 1)
+
+**Workflow Management**
+- [ ] Each designer creates their own process
+- [ ] Projects start without clear briefs or requirements
+- [ ] No standard review or feedback process
+- [ ] Handoffs happen ad hoc, often through email or chat
+- [ ] No version control or history for design files
+
+**Tooling**
+- [ ] Designers use whatever tools they prefer
+- [ ] No shared tool subscriptions or standardization
+- [ ] Asset sharing happens through email or local drives
+- [ ] No design system or component library
+
+**Collaboration**
+- [ ] Design reviews happen sporadically or not at all
+- [ ] Feedback is informal and inconsistent
+- [ ] Designers work in isolation from each other
+- [ ] No regular touchpoints with engineering or PM
+
+### How We Grow (Level 1)
+
+**Hiring**
+- [ ] Hiring happens only when urgently needed
+- [ ] Interview process varies by interviewer
+- [ ] No standard portfolio review criteria
+- [ ] Job descriptions are created last-minute
+
+**Onboarding**
+- [ ] New hires figure things out on their own
+- [ ] No documentation of how things work
+- [ ] No buddy or mentor assignment
+- [ ] First project assignment is random
+
+**Career Development**
+- [ ] No career ladder exists
+- [ ] Promotion criteria unclear or inconsistent
+- [ ] Performance reviews are informal or absent
+- [ ] No skills development framework
+
+**Learning**
+- [ ] No training budget or program
+- [ ] Learning happens on personal time
+- [ ] No conference attendance support
+- [ ] Skills gaps not tracked or addressed
+
+### How We Thrive (Level 1)
+
+**Culture**
+- [ ] No articulated design values
+- [ ] Feedback culture varies by manager
+- [ ] Recognition is rare or inconsistent
+- [ ] Design is seen as a service function
+
+**Community**
+- [ ] Designers rarely interact with each other
+- [ ] No design guild or community events
+- [ ] No knowledge sharing sessions
+- [ ] No design critiques or show-and-tells
+
+**Well-being**
+- [ ] Workload is not monitored
+- [ ] Work-life balance not discussed
+- [ ] Burnout is common
+- [ ] No mental health support
+
+**Advocacy**
+- [ ] Design leadership not visible to executives
+- [ ] No executive sponsor for design
+- [ ] Design not involved in strategic decisions
+- [ ] Design value not understood by organization
+
+**Level 1 Indicators:**
+- "Everyone does things differently"
+- "I don't know where to find X"
+- "We're always putting out fires"
+- "I feel isolated from other designers"
+
+---
+
+## LEVEL 2: EMERGING
+
+> "Basic standardization beginning - some awareness of need"
+
+### How We Work (Level 2)
+
+**Workflow Management**
+- [ ] Some basic processes are documented
+- [ ] Project briefs exist but are inconsistent
+- [ ] Review process exists but not always followed
+- [ ] Handoff templates starting to emerge
+- [ ] Some attempt at file organization
+
+**Tooling**
+- [ ] Primary design tool selected (Figma, Sketch, etc.)
+- [ ] Most designers using the same tool
+- [ ] Shared cloud storage for assets
+- [ ] Basic component library starting
+
+**Collaboration**
+- [ ] Some design reviews happening regularly
+- [ ] Feedback templates or guidelines exist
+- [ ] Occasional cross-designer collaboration
+- [ ] Some touchpoints with engineering/PM
+
+### How We Grow (Level 2)
+
+**Hiring**
+- [ ] Basic interview process documented
+- [ ] Standard job description templates
+- [ ] Some portfolio review criteria
+- [ ] Recruiting pipeline exists
+
+**Onboarding**
+- [ ] Basic onboarding checklist exists
+- [ ] Tool access documented
+- [ ] Some written documentation
+- [ ] Informal mentor assignment
+
+**Career Development**
+- [ ] Draft career ladder exists
+- [ ] Some performance review process
+- [ ] Promotion discussions happening
+- [ ] Basic job levels defined
+
+**Learning**
+- [ ] Occasional training offered
+- [ ] Some conference attendance
+- [ ] Informal skill sharing
+- [ ] Learning needs discussed
+
+### How We Thrive (Level 2)
+
+**Culture**
+- [ ] Design values discussed informally
+- [ ] Some recognition happening
+- [ ] Feedback encouraged by some managers
+- [ ] Design starting to be valued
+
+**Community**
+- [ ] Occasional team gatherings
+- [ ] Some design critiques happening
+- [ ] Informal knowledge sharing
+- [ ] Cross-team connections starting
+
+**Well-being**
+- [ ] Workload discussed in 1:1s
+- [ ] Some flexibility offered
+- [ ] Awareness of burnout risk
+- [ ] Manager check-ins happening
+
+**Advocacy**
+- [ ] Design leader has some visibility
+- [ ] Some stakeholder relationships
+- [ ] Design input sought occasionally
+- [ ] Value starting to be recognized
+
+**Level 2 Indicators:**
+- "We're trying to standardize but it's inconsistent"
+- "Some teams are better than others"
+- "Champions are driving change"
+- "We know we need to improve"
+
+---
+
+## LEVEL 3: DEFINED
+
+> "Clear processes and standards exist - adoption is growing"
+
+### How We Work (Level 3)
+
+**Workflow Management**
+- [ ] Standard workflow documented and communicated
+- [ ] Project brief template used consistently
+- [ ] Review process defined with clear criteria
+- [ ] Handoff process documented and followed
+- [ ] Version control practices established
+- [ ] Design sprints/rituals defined
+
+**Tooling**
+- [ ] Tool stack fully standardized (>90% adoption)
+- [ ] Tool governance and guidelines exist
+- [ ] Design system with documented components
+- [ ] Asset library organized and maintained
+- [ ] Prototyping tools standardized
+- [ ] Integration with dev tools established
+
+**Collaboration**
+- [ ] Regular design reviews scheduled
+- [ ] Critique process established
+- [ ] Cross-functional rituals defined
+- [ ] Communication standards exist
+- [ ] Stakeholder engagement process defined
+
+### How We Grow (Level 3)
+
+**Hiring**
+- [ ] Structured interview process with rubrics
+- [ ] Portfolio review criteria documented
+- [ ] Hiring pipeline actively managed
+- [ ] Diversity considerations integrated
+- [ ] Candidate experience designed
+
+**Onboarding**
+- [ ] 90-day onboarding program exists
+- [ ] Buddy/mentor program established
+- [ ] Tool training curriculum defined
+- [ ] First project guidance provided
+- [ ] Culture introduction included
+- [ ] Onboarding feedback collected
+
+**Career Development**
+- [ ] Career ladder published and understood
+- [ ] Skills matrix defined
+- [ ] Performance reviews structured
+- [ ] Promotion criteria documented
+- [ ] IC and management tracks clear
+- [ ] Growth conversations regular
+
+**Learning**
+- [ ] Training program established
+- [ ] Conference budget allocated
+- [ ] Skill sharing sessions regular
+- [ ] External courses supported
+- [ ] Learning goals set annually
+
+### How We Thrive (Level 3)
+
+**Culture**
+- [ ] Design values articulated and shared
+- [ ] Psychological safety actively cultivated
+- [ ] Feedback culture documented
+- [ ] Recognition program exists
+- [ ] Inclusion initiatives active
+
+**Community**
+- [ ] Design guild/community established
+- [ ] Regular critiques scheduled
+- [ ] Show and tell sessions regular
+- [ ] Cross-team connections supported
+- [ ] External community engagement
+
+**Well-being**
+- [ ] Workload management process exists
+- [ ] Work-life balance supported
+- [ ] Mental health resources available
+- [ ] Burnout prevention discussed
+- [ ] Remote/hybrid support defined
+
+**Advocacy**
+- [ ] Design leadership visible to executives
+- [ ] Executive sponsor identified
+- [ ] Design input in key decisions
+- [ ] Design value metrics shared
+- [ ] Strategic partnerships formed
+
+**Level 3 Indicators:**
+- "We have processes and most people follow them"
+- "New hires know what to expect"
+- "We measure some things"
+- "Design is recognized as important"
+
+---
+
+## LEVEL 4: MANAGED
+
+> "Metrics-driven optimization - continuous improvement"
+
+### How We Work (Level 4)
+
+**Workflow Management**
+- [ ] Workflows measured and optimized
+- [ ] Process improvements driven by data
+- [ ] Bottlenecks identified and addressed
+- [ ] Efficiency metrics tracked
+- [ ] Continuous improvement cycles
+
+**Tooling**
+- [ ] Tool usage measured and optimized
+- [ ] Design system metrics tracked
+- [ ] Component adoption measured
+- [ ] Integration effectiveness measured
+- [ ] Tool ROI calculated
+- [ ] Automation implemented where possible
+
+**Collaboration**
+- [ ] Collaboration effectiveness measured
+- [ ] Cross-functional satisfaction tracked
+- [ ] Review process optimized for quality
+- [ ] Handoff success rate high (>90%)
+- [ ] Proactive improvement culture
+
+### How We Grow (Level 4)
+
+**Hiring**
+- [ ] Hiring metrics tracked and optimized
+- [ ] Quality of hire measured
+- [ ] Candidate experience surveyed
+- [ ] Diversity metrics tracked
+- [ ] Continuous process improvement
+
+**Onboarding**
+- [ ] Time to productivity measured
+- [ ] Onboarding NPS/satisfaction tracked
+- [ ] Program continuously improved
+- [ ] High retention of new hires
+
+**Career Development**
+- [ ] Career satisfaction measured
+- [ ] Internal mobility tracked
+- [ ] Skill gaps identified systematically
+- [ ] Development ROI measured
+- [ ] High internal promotion rate
+
+**Learning**
+- [ ] Learning effectiveness measured
+- [ ] Skills improvement tracked
+- [ ] Training ROI calculated
+- [ ] Continuous learning culture
+
+### How We Thrive (Level 4)
+
+**Culture**
+- [ ] Culture health measured
+- [ ] Values actively reinforced
+- [ ] High psychological safety scores
+- [ ] Strong recognition culture
+- [ ] Inclusion metrics tracked
+
+**Community**
+- [ ] Community health measured
+- [ ] High participation rates
+- [ ] Cross-team projects common
+- [ ] External engagement active
+- [ ] Knowledge sharing systematic
+
+**Well-being**
+- [ ] Well-being metrics tracked
+- [ ] Low burnout indicators
+- [ ] High work-life satisfaction
+- [ ] Proactive support provided
+
+**Advocacy**
+- [ ] Design influence measured
+- [ ] Strategic impact documented
+- [ ] Executive relationships strong
+- [ ] Design at the table for key decisions
+- [ ] Industry recognition starting
+
+**Level 4 Indicators:**
+- "We use data to make decisions"
+- "We continuously improve based on metrics"
+- "Design is seen as strategic"
+- "Our people are highly engaged"
+
+---
+
+## LEVEL 5: OPTIMIZED
+
+> "Industry-leading operations - innovation and excellence"
+
+### How We Work (Level 5)
+
+**Workflow Management**
+- [ ] Best-in-class processes
+- [ ] AI/automation integrated
+- [ ] Predictive optimization
+- [ ] Industry benchmark performance
+- [ ] Innovation in workflows
+- [ ] Others copy our approaches
+
+**Tooling**
+- [ ] Leading-edge tool stack
+- [ ] Custom tooling where needed
+- [ ] High automation level
+- [ ] Design system is exemplary
+- [ ] Integration excellence
+- [ ] Contributing to tool ecosystem
+
+**Collaboration**
+- [ ] Seamless cross-functional work
+- [ ] Industry-leading handoff process
+- [ ] High stakeholder satisfaction
+- [ ] Proactive partnership model
+- [ ] Innovation in collaboration
+
+### How We Grow (Level 5)
+
+**Hiring**
+- [ ] Talent magnet organization
+- [ ] Top candidates seek us out
+- [ ] World-class interview experience
+- [ ] Industry-leading diversity
+- [ ] Hiring thought leadership
+
+**Onboarding**
+- [ ] Exemplary onboarding program
+- [ ] Very fast time to productivity
+- [ ] High new hire satisfaction
+- [ ] Program copied by others
+
+**Career Development**
+- [ ] Career destination company
+- [ ] World-class development
+- [ ] High internal mobility
+- [ ] Leaders developed internally
+- [ ] Career framework shared externally
+
+**Learning**
+- [ ] Learning organization culture
+- [ ] Cutting-edge training
+- [ ] Conference speakers common
+- [ ] Knowledge shared externally
+- [ ] Learning innovation
+
+### How We Thrive (Level 5)
+
+**Culture**
+- [ ] Design-led culture recognized
+- [ ] Exemplary psychological safety
+- [ ] Strong employer brand
+- [ ] Culture documented and shared
+- [ ] Industry culture benchmark
+
+**Community**
+- [ ] Thriving internal community
+- [ ] External community leadership
+- [ ] Thought leadership from team
+- [ ] Conference speakers regular
+- [ ] Open source contributions
+
+**Well-being**
+- [ ] Industry-leading well-being
+- [ ] Exceptional work satisfaction
+- [ ] Sustainable performance
+- [ ] Well-being innovation
+
+**Advocacy**
+- [ ] Design at highest strategic level
+- [ ] CDO or equivalent role
+- [ ] Design drives business strategy
+- [ ] Industry influence
+- [ ] Case studies published
+- [ ] Awards and recognition
+
+**Level 5 Indicators:**
+- "Others want to learn from us"
+- "We're speaking at conferences about this"
+- "Top talent wants to work here"
+- "Design drives our competitive advantage"
+
+---
+
+## SCORING GUIDE
+
+### Calculate Your Score
+
+For each level, count checked items and calculate percentage:
+
+| Level | Total Items | Checked | Percentage | Pass (>80%)? |
+|-------|-------------|---------|------------|--------------|
+| 1 | [count] | [checked] | [%] | [Y/N] |
+| 2 | [count] | [checked] | [%] | [Y/N] |
+| 3 | [count] | [checked] | [%] | [Y/N] |
+| 4 | [count] | [checked] | [%] | [Y/N] |
+| 5 | [count] | [checked] | [%] | [Y/N] |
+
+**Your Maturity Level:** Highest level with >80% items checked
+
+### Score by Lens
+
+| Lens | L1 | L2 | L3 | L4 | L5 |
+|------|----|----|----|----|-------|
+| How We Work | [%] | [%] | [%] | [%] | [%] |
+| How We Grow | [%] | [%] | [%] | [%] | [%] |
+| How We Thrive | [%] | [%] | [%] | [%] | [%] |
+
+### Gap Analysis
+
+Unchecked items at your current target level = improvement backlog
+
+**Priority 1 (Quick Wins):** Unchecked items that are low effort
+**Priority 2 (Strategic):** Unchecked items that are high impact
+**Priority 3 (Foundation):** Prerequisites for higher-level items
+
+---
+
+## USAGE NOTES
+
+1. **Be honest** - Aspirational checking doesn't help
+2. **Evidence-based** - Check only if you have evidence
+3. **Re-assess quarterly** - Track progress over time
+4. **Focus on next level** - Don't try to jump levels
+5. **All lenses matter** - Balance improvement across lenses
+
+> "You can't skip maturity levels - organizations evolve in stages." - Dave Malouf