AI K9 Codee Department Handbook

What we are mirroring

• CFETP-style framework: one structured plan that defines skills, milestones, and progression by lane.
• Duty position training: each person qualifies into the actual work center they will support.
• IDP-style planning: each person has a development plan, short-term goal, and long-term track.
• Trainer and certifier logic: Codee guides the lane, mentor reviews the person, Sean signs off on higher-risk authority.

Paperwork we use instead of guessing

• Qualification record: current stage, completed tasks, and next signoff need.
• Duty position task list: exact actions allowed in each department.
• After-action record: strongest issue, recommendation, and follow-up from each client event.
• Escalation record: why the lane left the department and who approved it.

• Primary job: sort the inbound person into the correct next lane.
• Codee owns: lane choice, route recommendation, first-sort logic.
• Human assists: confirm edge-case facts and clean the notes.
• Qualification standard: must identify the right lane without prematurely promising scope.

• Do: keep the intake short and directional.
• Do not: solve architecture during intake.
• Escalate when: trust-sensitive, legal-sensitive, or high-ticket signals appear.
• Post responsibility: complete intake record with lane chosen, why it was chosen, and what was deferred.

• Primary job: run the live review cleanly and move the client into the smallest correct next lane.
• Codee owns: call structure, strongest issue first, next-lane recommendation.
• Human assists: live room, screen share, and note capture.
• Qualification standard: can hold a call to the time box and document the strongest issue first.

• Do: confirm URL, goal, and time box before screen share.
• Do not: dump every issue on the client.
• Escalate when: the problem turns into income-path or system architecture.
• Post responsibility: complete after-action record with strongest issue, recommended lane, and follow-up deadline.

• Primary job: clarify offer, payment timing, and delivery path before the client buys the wrong build.
• Codee owns: offer direction, payment logic, delivery-path framing.
• Human assists: examples, recap notes, and handoff clarity.
• Qualification standard: can separate offer problems from architecture problems cleanly.

• Do: explain the smallest profitable next move.
• Do not: prescribe a bigger stack because it sounds impressive.
• Escalate when: platform choice becomes the real blocker.
• Post responsibility: complete advisement record with offer path, payment wall recommendation, and next paid lane.

• Primary job: take supported page-change requests and move them through safe apply and deploy.
• Codee owns: supported text, style, color, and structured page updates.
• Human assists: reassurance, unsupported review, and exception handling.
• Qualification standard: can tell supported changes from unsupported changes without drifting into logic work.

• Do: keep the promise scoped to supported page editing.
• Do not: promise arbitrary backend or logic changes from Owner Mode.
• Escalate when: the request is layout-heavy, logic-heavy, or outside safe surface.
• Post responsibility: confirm status, live URL, and delivery summary in workspace record.

• Primary job: choose stack, editing model, workflow ownership, and build order.
• Codee owns: stack comparison, workflow map, build-order logic.
• Human assists: premium explanation and relationship handling.
• Qualification standard: can present a primary path and fallback path without vague language.

• Do: give a primary recommendation and a fallback recommendation.
• Do not: let the client leave with a vague “maybe.”
• Escalate when: a final sensitive commitment needs Sean’s authority.
• Post responsibility: complete architecture record with build map, fallback map, and smallest correct paid implementation.

• Primary job: keep standards, permissions, and mission/legal alignment clean.
• Human owns: policy, quality review, progression, signoff.
• Human owns: the final boundary on who becomes assist, lead, or mentor-cleared.
• Qualification standard: only promote based on observed performance and clean records.

• Do: review notes, lane discipline, and escalation quality.
• Do not: hand out permissions because someone “feels ready.”
• Escalate when: mission, legal, or reputational risk appears.
• Post responsibility: approve stage changes, sign the record, and keep the training file current.