wehub/anthropics--knowledge-work-plugins
1
0
Fork 0
Code Issues Pull Requests Actions Deployments Models Agent Notes Packages Projects Releases Wiki Activity

chore: import upstream snapshot with attribution

Browse Source
This commit is contained in:
wehub-resource-sync
2026-07-13 12:20:06 +08:00
commit f4548892ad
1138 changed files with 185224 additions and 0 deletions
Download Patch File Download Diff File Expand all files Collapse all files
human-resources/.claude-plugin/plugin.json
+8
View File
@@ -0,0 +1,8 @@
{
"name": "human-resources",
"version": "1.3.0",
"description": "Streamline people operations — recruiting, onboarding, performance reviews, compensation analysis, and policy guidance. Maintain compliance and keep your team running smoothly.",
"author": {
"name": "Anthropic"
}
}
human-resources/.mcp.json
+28
View File
@@ -0,0 +1,28 @@
{
"mcpServers": {
"slack": {
"type": "http",
"url": "https://mcp.slack.com/mcp",
"oauth": {
"clientId": "1601185624273.8899143856786",
"callbackPort": 3118
}
},
"google calendar": {
"type": "http",
"url": ""
},
"gmail": {
"type": "http",
"url": ""
},
"notion": {
"type": "http",
"url": "https://mcp.notion.com/mcp"
},
"atlassian": {
"type": "http",
"url": "https://mcp.atlassian.com/v1/mcp"
}
}
}
human-resources/CONNECTORS.md
+19
View File
@@ -0,0 +1,19 @@
# Connectors
## How tool references work
Plugin files use `~~category` as a placeholder for whatever tool the user connects in that category. For example, `~~HRIS` might mean Workday, BambooHR, or any other HRIS with an MCP server.
Plugins are **tool-agnostic** — they describe workflows in terms of categories (HRIS, ATS, email, etc.) rather than specific products. The `.mcp.json` pre-configures specific MCP servers, but any MCP server in that category works.
## Connectors for this plugin
| Category | Placeholder | Included servers | Other options |
|----------|-------------|-----------------|---------------|
| ATS | `~~ATS` | — | Greenhouse, Lever, Ashby, Workable |
| Calendar | `~~calendar` | Google Calendar | Microsoft 365 |
| Chat | `~~chat` | Slack | Microsoft Teams |
| Email | `~~email` | Gmail, Microsoft 365 | — |
| HRIS | `~~HRIS` | — | Workday, BambooHR, Rippling, Gusto |
| Knowledge base | `~~knowledge base` | Notion, Atlassian (Confluence) | Guru, Coda |
| Compensation data | `~~compensation data` | — | Pave, Radford, Levels.fyi |
human-resources/README.md
+137
View File
@@ -0,0 +1,137 @@
# HR Plugin
A people operations plugin primarily designed for [Cowork](https://claude.com/product/cowork), Anthropic's agentic desktop application — though it also works in Claude Code. Helps with recruiting, onboarding, performance management, policy guidance, and compensation analysis. Works with any HR team — standalone with your input, supercharged when you connect your HRIS, ATS, and other tools.
## Installation
```bash
claude plugins add knowledge-work-plugins/human-resources
```
## Commands
Explicit workflows you invoke with a slash command:
| Command | Description |
|---|---|
| `/draft-offer` | Draft an offer letter with compensation details, start date, and terms |
| `/onboarding` | Generate an onboarding checklist and first-week plan for a new hire |
| `/performance-review` | Structure a performance review — self-assessment prompts, manager template, calibration prep |
| `/policy-lookup` | Find and explain company policies — PTO, benefits, expense, travel, remote work |
| `/comp-analysis` | Analyze compensation data — benchmarking, band placement, equity refresh modeling |
| `/people-report` | Generate headcount, attrition, diversity, or org health reports |
All commands work **standalone** (provide context and details) and get **supercharged** with MCP connectors.
## Skills
Domain knowledge Claude uses automatically when relevant:
| Skill | Description |
|---|---|
| `recruiting-pipeline` | Track and manage recruiting pipeline — source, screen, interview, offer stages |
| `employee-handbook` | Answer questions about company policies, benefits, and procedures |
| `compensation-benchmarking` | Benchmark compensation against market data — base, equity, total comp |
| `org-planning` | Headcount planning, org design, and team structure optimization |
| `people-analytics` | Analyze workforce data — attrition trends, engagement signals, diversity metrics |
| `interview-prep` | Create structured interview plans — competency-based questions, scorecards, debrief templates |
## Example Workflows
### Drafting an Offer
```
/draft-offer
```
Tell me the role, level, location, and comp details. Get a complete offer letter draft with terms, equity breakdown, and benefits summary.
### Onboarding a New Hire
```
/onboarding
```
Provide the new hire's name, role, team, and start date. Get a comprehensive onboarding checklist, first-week calendar, tool access list, and buddy assignment template.
### Preparing for Performance Reviews
```
/performance-review
```
Get templates for self-assessments, manager reviews, and calibration. I'll help structure feedback that's specific, actionable, and fair.
### Understanding Benefits
Just ask naturally:
```
What's our parental leave policy?
```
The `employee-handbook` skill triggers automatically and searches your connected knowledge base for the answer.
### Compensation Benchmarking
```
/comp-analysis
```
Upload comp data or describe your bands. Get market comparisons, band placement analysis, and recommendations for adjustments.
## Standalone + Supercharged
Every command and skill works without any integrations:
| What You Can Do | Standalone | Supercharged With |
|-----------------|------------|-------------------|
| Draft offers | Provide details manually | HRIS, ATS for auto-fill |
| Onboarding checklists | Describe your process | HRIS, Knowledge base for templates |
| Performance reviews | Manual input | HRIS for review history |
| Policy lookup | Paste handbook content | Knowledge base |
| Comp analysis | Upload CSV, describe bands | Compensation data MCP |
| People reports | Upload data | HRIS for live data |
## MCP Integrations
> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](CONNECTORS.md).
Connect your tools for a richer experience:
| Category | Examples | What It Enables |
|---|---|---|
| **HRIS** | Workday, BambooHR, Rippling | Employee data, org structure, PTO balances |
| **ATS** | Greenhouse, Lever, Ashby | Candidate pipeline, interview schedules, offer tracking |
| **Compensation** | Pave, Radford | Market benchmarks, comp band data |
| **Chat** | Slack, Teams | Team announcements, candidate coordination |
| **Calendar** | Google Calendar, Microsoft 365 | Interview scheduling, onboarding calendar |
| **Email** | Gmail, Microsoft 365 | Offer letters, candidate communications |
See [CONNECTORS.md](CONNECTORS.md) for the full list of supported integrations.
## Settings
Create a `settings.local.json` file to personalize:
- **Cowork**: Save it in any folder you've shared with Cowork (via the folder picker). The plugin finds it automatically.
- **Claude Code**: Save it at `human-resources/.claude/settings.local.json`.
```json
{
"company": "Your Company",
"headquarters": "City, State",
"employeeCount": 500,
"benefits": {
"healthInsurance": "Provider Name",
"pto": "Unlimited / X days",
"parentalLeave": "X weeks"
},
"compensation": {
"currency": "USD",
"equityType": "RSU / Options",
"vestingSchedule": "4 years, 1 year cliff"
}
}
```
The plugin will ask you for this information interactively if it's not configured.
human-resources/skills/comp-analysis/SKILL.md
+92
View File
@@ -0,0 +1,92 @@
---
name: comp-analysis
description: Analyze compensation — benchmarking, band placement, and equity modeling. Trigger with "what should we pay a [role]", "is this offer competitive", "model this equity grant", or when uploading comp data to find outliers and retention risks.
argument-hint: "<role, level, or dataset>"
---
# /comp-analysis
> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
Analyze compensation data for benchmarking, band placement, and planning. Helps benchmark compensation against market data for hiring, retention, and equity planning.
## Usage
```
/comp-analysis $ARGUMENTS
```
## What I Need From You
**Option A: Single role analysis**
"What should we pay a Senior Software Engineer in SF?"
**Option B: Upload comp data**
Upload a CSV or paste your comp bands. I'll analyze placement, identify outliers, and compare to market.
**Option C: Equity modeling**
"Model a refresh grant of 10K shares over 4 years at a $50 stock price."
## Compensation Framework
### Components of Total Compensation
- **Base salary**: Cash compensation
- **Equity**: RSUs, stock options, or other equity
- **Bonus**: Annual target bonus, signing bonus
- **Benefits**: Health, retirement, perks (harder to quantify)
### Key Variables
- **Role**: Function and specialization
- **Level**: IC levels, management levels
- **Location**: Geographic pay adjustments
- **Company stage**: Startup vs. growth vs. public
- **Industry**: Tech vs. finance vs. healthcare
### Data Sources
- **With ~~compensation data**: Pull verified benchmarks
- **Without**: Use web research, public salary data, and user-provided context
- Always note data freshness and source limitations
## Output
Provide percentile bands (25th, 50th, 75th, 90th) for base, equity, and total comp. Include location adjustments and company-stage context.
```markdown
## Compensation Analysis: [Role/Scope]
### Market Benchmarks
| Percentile | Base | Equity | Total Comp |
|------------|------|--------|------------|
| 25th | $[X] | $[X] | $[X] |
| 50th | $[X] | $[X] | $[X] |
| 75th | $[X] | $[X] | $[X] |
| 90th | $[X] | $[X] | $[X] |
**Sources:** [Web research, compensation data tools, or user-provided data]
### Band Analysis (if data provided)
| Employee | Current Base | Band Min | Band Mid | Band Max | Position |
|----------|-------------|----------|----------|----------|----------|
| [Name] | $[X] | $[X] | $[X] | $[X] | [Below/At/Above] |
### Recommendations
- [Specific compensation recommendations]
- [Equity considerations]
- [Retention risks if applicable]
```
## If Connectors Available
If **~~compensation data** is connected:
- Pull verified market benchmarks by role, level, and location
- Compare your bands against real-time market data
If **~~HRIS** is connected:
- Pull current employee comp data for band analysis
- Identify outliers and retention risks automatically
## Tips
1. **Location matters** — Always specify location for benchmarking. SF vs. Austin vs. London are very different.
2. **Total comp, not just base** — Include equity, bonus, and benefits for a complete picture.
3. **Keep data confidential** — Comp data is sensitive. Results stay in your conversation.
human-resources/skills/draft-offer/SKILL.md
+82
View File
@@ -0,0 +1,82 @@
---
name: draft-offer
description: Draft an offer letter with comp details and terms. Use when a candidate is ready for an offer, assembling a total comp package (base, equity, signing bonus), writing the offer letter text itself, or prepping negotiation guidance for the hiring manager.
argument-hint: "<role and level>"
---
# /draft-offer
> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
Draft a complete offer letter for a new hire.
## Usage
```
/draft-offer $ARGUMENTS
```
## What I Need From You
- **Role and title**: What position?
- **Level**: Junior, Mid, Senior, Staff, etc.
- **Location**: Where will they be based? (affects comp and benefits)
- **Compensation**: Base salary, equity, signing bonus (if applicable)
- **Start date**: When should they start?
- **Hiring manager**: Who will they report to?
If you don't have all details, I'll help you think through them.
## Output
```markdown
## Offer Letter Draft: [Role] — [Level]
### Compensation Package
| Component | Details |
|-----------|---------|
| **Base Salary** | $[X]/year |
| **Equity** | [X shares/units], [vesting schedule] |
| **Signing Bonus** | $[X] (if applicable) |
| **Target Bonus** | [X]% of base (if applicable) |
| **Total First-Year Comp** | $[X] |
### Terms
- **Start Date**: [Date]
- **Reports To**: [Manager]
- **Location**: [Office / Remote / Hybrid]
- **Employment Type**: [Full-time, Exempt]
### Benefits Summary
[Key benefits highlights relevant to the candidate]
### Offer Letter Text
Dear [Candidate Name],
We are pleased to offer you the position of [Title] at [Company]...
[Complete offer letter text]
### Notes for Hiring Manager
- [Negotiation guidance if needed]
- [Comp band context]
- [Any flags or considerations]
```
## If Connectors Available
If **~~HRIS** is connected:
- Pull comp band data for the level/role
- Verify headcount approval
- Auto-populate benefits details
If **~~ATS** is connected:
- Pull candidate details from the application
- Update offer status in the pipeline
## Tips
1. **Include total comp** — Candidates compare total compensation, not just base.
2. **Be specific about equity** — Share count, current valuation method, vesting schedule.
3. **Personalize** — Reference something from the interview process to make it warm.
human-resources/skills/interview-prep/SKILL.md
+37
View File
@@ -0,0 +1,37 @@
---
name: interview-prep
description: Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.
---
# Interview Prep
Create structured interview plans to evaluate candidates consistently and fairly.
## Interview Design Principles
1. **Structured**: Same questions for all candidates in the role
2. **Competency-based**: Map questions to specific skills and behaviors
3. **Evidence-based**: Use behavioral and situational questions
4. **Diverse panel**: Multiple perspectives reduce bias
5. **Scored**: Use rubrics, not gut feelings
## Interview Plan Components
### Role Competencies
Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).
### Question Bank
For each competency, provide:
- 2-3 behavioral questions ("Tell me about a time...")
- 1-2 situational questions ("How would you handle...")
- Follow-up probes
### Scorecard
Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.
### Debrief Template
Structured format for interviewers to share findings and make a decision.
## Output
Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.
human-resources/skills/onboarding/SKILL.md
+104
View File
@@ -0,0 +1,104 @@
---
name: onboarding
description: Generate an onboarding checklist and first-week plan for a new hire. Use when someone has a start date coming up, building the pre-start task list (accounts, equipment, buddy), scheduling Day 1 and Week 1, or setting 30/60/90-day goals for a new team member.
argument-hint: "<new hire name and role>"
---
# /onboarding
> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
Generate a comprehensive onboarding plan for a new team member.
## Usage
```
/onboarding $ARGUMENTS
```
## What I Need From You
- **New hire name**: Who's starting?
- **Role**: What position?
- **Team**: Which team are they joining?
- **Start date**: When do they start?
- **Manager**: Who's their manager?
## Output
```markdown
## Onboarding Plan: [Name] — [Role]
**Start Date:** [Date] | **Team:** [Team] | **Manager:** [Manager]
### Pre-Start (Before Day 1)
- [ ] Send welcome email with start date, time, and logistics
- [ ] Set up accounts: email, Slack, [tools for role]
- [ ] Order equipment (laptop, monitor, peripherals)
- [ ] Add to team calendar and recurring meetings
- [ ] Assign onboarding buddy: [Suggested person]
- [ ] Prepare desk / remote setup instructions
### Day 1
| Time | Activity | With |
|------|----------|------|
| 9:00 | Welcome and orientation | Manager |
| 10:00 | IT setup and tool walkthrough | IT / Buddy |
| 11:00 | Team introductions | Team |
| 12:00 | Welcome lunch | Manager + Team |
| 1:30 | Company overview and values | Manager |
| 3:00 | Role expectations and 30/60/90 plan | Manager |
| 4:00 | Free time to explore tools and docs | Self |
### Week 1
- [ ] Complete required compliance training
- [ ] Read key documentation: [list for role]
- [ ] 1:1 with each team member
- [ ] Shadow key meetings
- [ ] First small task or project assigned
- [ ] End-of-week check-in with manager
### 30-Day Goals
1. [Goal aligned to role]
2. [Goal aligned to role]
3. [Goal aligned to role]
### 60-Day Goals
1. [Goal]
2. [Goal]
### 90-Day Goals
1. [Goal]
2. [Goal]
### Key Contacts
| Person | Role | For What |
|--------|------|----------|
| [Manager] | Manager | Day-to-day guidance |
| [Buddy] | Onboarding Buddy | Questions, culture, navigation |
| [IT Contact] | IT | Tool access, equipment |
| [HR Contact] | HR | Benefits, policies |
### Tools Access Needed
| Tool | Access Level | Requested |
|------|-------------|-----------|
| [Tool] | [Level] | [ ] |
```
## If Connectors Available
If **~~HRIS** is connected:
- Pull new hire details and team org chart
- Auto-populate tools access list based on role
If **~~knowledge base** is connected:
- Link to relevant onboarding docs, team wikis, and runbooks
- Pull the team's existing onboarding checklist to customize
If **~~calendar** is connected:
- Create Day 1 calendar events and Week 1 meeting invites automatically
## Tips
1. **Customize for the role** — An engineer's onboarding looks different from a designer's.
2. **Don't overload Day 1** — Focus on setup and relationships. Deep work starts Week 2.
3. **Assign a buddy** — Having a go-to person who isn't their manager makes a huge difference.
human-resources/skills/org-planning/SKILL.md
+28
View File
@@ -0,0 +1,28 @@
---
name: org-planning
description: Headcount planning, org design, and team structure optimization. Trigger with "org planning", "headcount plan", "team structure", "reorg", "who should we hire next", or when the user is thinking about team size, reporting structure, or organizational design.
---
# Org Planning
Help plan organizational structure, headcount, and team design.
## Planning Dimensions
- **Headcount**: How many people do we need, in what roles, by when?
- **Structure**: Reporting lines, span of control, team boundaries
- **Sequencing**: Which hires are most critical? What's the right order?
- **Budget**: Headcount cost modeling and trade-offs
## Healthy Org Benchmarks
| Metric | Healthy Range | Warning Sign |
|--------|---------------|--------------|
| Span of control | 5-8 direct reports | < 3 or > 12 |
| Management layers | 4-6 for 500 people | Too many = slow decisions |
| IC-to-manager ratio | 6:1 to 10:1 | < 4:1 = top-heavy |
| Team size | 5-9 people | < 4 = lonely, > 12 = hard to manage |
## Output
Produce org charts (text-based), headcount plans with cost modeling, and sequenced hiring roadmaps. Flag structural issues like single points of failure or excessive management overhead.
human-resources/skills/people-report/SKILL.md
+99
View File
@@ -0,0 +1,99 @@
---
name: people-report
description: Generate headcount, attrition, diversity, or org health reports. Use when pulling a headcount snapshot for leadership, analyzing turnover trends by team, preparing diversity representation metrics, or assessing span of control and flight risk across the org.
argument-hint: "<report type — headcount, attrition, diversity, org health>"
---
# /people-report
> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
Generate people analytics reports from your HR data. Analyze workforce data to surface trends, risks, and opportunities.
## Usage
```
/people-report $ARGUMENTS
```
## Report Types
**Headcount**: Current org snapshot — by team, location, level, tenure
**Attrition**: Turnover analysis — voluntary/involuntary, by team, trends
**Diversity**: Representation metrics — by level, team, pipeline
**Org Health**: Span of control, management layers, team sizes, flight risk
## Key Metrics
### Retention
- Overall attrition rate (voluntary + involuntary)
- Regrettable attrition rate
- Average tenure
- Flight risk indicators
### Diversity
- Representation by level, team, and function
- Pipeline diversity (hiring funnel by demographic)
- Promotion rates by group
- Pay equity analysis
### Engagement
- Survey scores and trends
- eNPS (Employee Net Promoter Score)
- Participation rates
- Open-ended feedback themes
### Productivity
- Revenue per employee
- Span of control efficiency
- Time to productivity for new hires
## Approach
1. Understand what question they're trying to answer
2. Identify the right data (upload, paste, or pull from ~~HRIS)
3. Analyze with appropriate statistical methods
4. Present findings with context and caveats
5. Recommend specific actions based on data
## What I Need From You
Upload a CSV or describe your data. Helpful fields:
- Employee name/ID, department, team
- Title, level, location
- Start date, end date (if applicable)
- Manager, compensation (if relevant)
- Demographics (for diversity reports, if available)
## Output
```markdown
## People Report: [Type] — [Date]
### Executive Summary
[2-3 key takeaways]
### Key Metrics
| Metric | Value | Trend |
|--------|-------|-------|
| [Metric] | [Value] | [up/down/flat] |
### Detailed Analysis
[Charts, tables, and narrative for the specific report type]
### Recommendations
- [Data-driven recommendation]
- [Action item]
### Methodology
[How the numbers were calculated, any caveats]
```
## If Connectors Available
If **~~HRIS** is connected:
- Pull live employee data — headcount, tenure, department, level
- Generate reports without needing a CSV upload
If **~~chat** is connected:
- Offer to share the report summary in a relevant channel
human-resources/skills/performance-review/SKILL.md
+149
View File
@@ -0,0 +1,149 @@
---
name: performance-review
description: Structure a performance review with self-assessment, manager template, and calibration prep. Use when review season kicks off and you need a self-assessment template, writing a manager review for a direct report, prepping rating distributions and promotion cases for calibration, or turning vague feedback into specific behavioral examples.
argument-hint: "<employee name or review cycle>"
---
# /performance-review
> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
Generate performance review templates and help structure feedback.
## Usage
```
/performance-review $ARGUMENTS
```
## Modes
```
/performance-review self-assessment # Generate self-assessment template
/performance-review manager [employee] # Manager review template for a specific person
/performance-review calibration # Calibration prep document
```
If no mode is specified, ask what type of review they need.
## Output — Self-Assessment Template
```markdown
## Self-Assessment: [Review Period]
### Key Accomplishments
[List your top 3-5 accomplishments this period. For each, describe the situation, your contribution, and the impact.]
1. **[Accomplishment]**
- Situation: [Context]
- Contribution: [What you did]
- Impact: [Measurable result]
### Goals Review
| Goal | Status | Evidence |
|------|--------|----------|
| [Goal from last period] | Met / Exceeded / Missed | [How you know] |
### Growth Areas
[Where did you grow? New skills, expanded scope, leadership moments.]
### Challenges
[What was hard? What would you do differently?]
### Goals for Next Period
1. [Goal — specific and measurable]
2. [Goal]
3. [Goal]
### Feedback for Manager
[How can your manager better support you?]
```
## Output — Manager Review
```markdown
## Performance Review: [Employee Name]
**Period:** [Date range] | **Manager:** [Your name]
### Overall Rating: [Exceeds / Meets / Below Expectations]
### Performance Summary
[2-3 sentence overall assessment]
### Key Strengths
- [Strength with specific example]
- [Strength with specific example]
### Areas for Development
- [Area with specific, actionable guidance]
- [Area with specific, actionable guidance]
### Goal Achievement
| Goal | Rating | Comments |
|------|--------|----------|
| [Goal] | [Rating] | [Specific observations] |
### Impact and Contributions
[Describe their biggest contributions and impact on the team/org]
### Development Plan
| Skill | Current | Target | Actions |
|-------|---------|--------|---------|
| [Skill] | [Level] | [Level] | [How to get there] |
### Compensation Recommendation
[Promotion / Equity refresh / Adjustment / No change — with justification]
```
## Output — Calibration
```markdown
## Calibration Prep: [Review Cycle]
**Manager:** [Your name] | **Team:** [Team] | **Period:** [Date range]
### Team Overview
| Employee | Role | Level | Tenure | Proposed Rating | Notes |
|----------|------|-------|--------|-----------------|-------|
| [Name] | [Role] | [Level] | [X years] | [Rating] | [Key context] |
### Rating Distribution
| Rating | Count | % of Team | Company Target |
|--------|-------|-----------|----------------|
| Exceeds Expectations | [X] | [X]% | ~15-20% |
| Meets Expectations | [X] | [X]% | ~60-70% |
| Below Expectations | [X] | [X]% | ~10-15% |
### Calibration Discussion Points
1. **[Employee]** — [Why this rating may need discussion, e.g., borderline, first review at level, recent role change]
2. **[Employee]** — [Discussion point]
### Promotion Candidates
| Employee | Current Level | Proposed Level | Justification |
|----------|-------------|----------------|---------------|
| [Name] | [Current] | [Proposed] | [Evidence of next-level performance] |
### Compensation Actions
| Employee | Action | Justification |
|----------|--------|---------------|
| [Name] | [Promotion / Equity refresh / Market adjustment / Retention] | [Why] |
### Manager Notes
[Context the calibration group should know — team changes, org shifts, project impacts]
```
## If Connectors Available
If **~~HRIS** is connected:
- Pull prior review history and goal tracking data
- Pre-populate employee details and current role information
If **~~project tracker** is connected:
- Pull completed work and contributions for the review period
- Reference specific tickets and project milestones as evidence
## Tips
1. **Be specific** — "Great job" isn't feedback. "You reduced deploy time 40% by implementing the new CI pipeline" is.
2. **Balance positive and constructive** — Both are essential. Neither should be a surprise.
3. **Focus on behaviors, not personality** — "Your documentation has been incomplete" vs. "You're careless."
4. **Make development actionable** — "Improve communication" is vague. "Present at the next team all-hands" is actionable.
human-resources/skills/policy-lookup/SKILL.md
+94
View File
@@ -0,0 +1,94 @@
---
name: policy-lookup
description: Find and explain company policies in plain language. Trigger with "what's our PTO policy", "can I work remotely from another country", "how do expenses work", or any plain-language question about benefits, travel, leave, or handbook rules.
argument-hint: "<policy topic — PTO, benefits, travel, expenses, etc.>"
---
# /policy-lookup
> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
Look up and explain company policies in plain language. Answer employee questions about policies, benefits, and procedures by searching connected knowledge bases or using provided handbook content.
## Usage
```
/policy-lookup $ARGUMENTS
```
Search for policies matching: $ARGUMENTS
## How It Works
```
┌─────────────────────────────────────────────────────────────────┐
│ POLICY LOOKUP │
├─────────────────────────────────────────────────────────────────┤
│ STANDALONE (always works) │
│ ✓ Ask any policy question in plain language │
│ ✓ Paste your employee handbook and I'll search it │
│ ✓ Get clear, jargon-free answers │
├─────────────────────────────────────────────────────────────────┤
│ SUPERCHARGED (when you connect your tools) │
│ + Knowledge base: Search handbook and policy docs automatically │
│ + HRIS: Pull employee-specific details (PTO balance, benefits) │
└─────────────────────────────────────────────────────────────────┘
```
## Common Policy Topics
- **PTO and Leave**: Vacation, sick leave, parental leave, bereavement, sabbatical
- **Benefits**: Health insurance, dental, vision, 401k, HSA/FSA, wellness
- **Compensation**: Pay schedule, bonus timing, equity vesting, expense reimbursement
- **Remote Work**: WFH policy, remote locations, equipment stipend, coworking
- **Travel**: Booking policy, per diem, expense reporting, approval process
- **Conduct**: Code of conduct, harassment policy, conflicts of interest
- **Growth**: Professional development budget, conference policy, tuition reimbursement
## How to Answer
1. Search ~~knowledge base for the relevant policy document
2. Provide a clear, plain-language answer
3. Quote the specific policy language
4. Note any exceptions or special cases
5. Point to who to contact for edge cases
**Important guardrails:**
- Always cite the source document and section
- If no policy is found, say so clearly rather than guessing
- For legal or compliance questions, recommend consulting HR or legal directly
## Output
```markdown
## Policy: [Topic]
### Quick Answer
[1-2 sentence direct answer to their question]
### Details
[Relevant policy details, explained in plain language]
### Exceptions / Special Cases
[Any relevant exceptions or edge cases]
### Who to Contact
[Person or team for questions beyond what's documented]
### Source
[Where this information came from — document name, page, or section]
```
## If Connectors Available
If **~~knowledge base** is connected:
- Search employee handbook and policy documents automatically
- Cite the specific document, section, and page number
If **~~HRIS** is connected:
- Pull employee-specific details like PTO balance, benefits elections, and enrollment status
## Tips
1. **Ask in plain language** — "Can I work from Europe for a month?" is better than "international remote work policy."
2. **Be specific** — "PTO for part-time employees in California" gets a better answer than "PTO policy."
human-resources/skills/recruiting-pipeline/SKILL.md
+31
View File
@@ -0,0 +1,31 @@
---
name: recruiting-pipeline
description: Track and manage recruiting pipeline stages. Trigger with "recruiting update", "candidate pipeline", "how many candidates", "hiring status", or when the user discusses sourcing, screening, interviewing, or extending offers.
---
# Recruiting Pipeline
Help manage the recruiting pipeline from sourcing through offer acceptance.
## Pipeline Stages
| Stage | Description | Key Actions |
|-------|-------------|-------------|
| Sourced | Identified and reached out | Personalized outreach |
| Screen | Phone/video screen | Evaluate basic fit |
| Interview | On-site or panel interviews | Structured evaluation |
| Debrief | Team decision | Calibrate feedback |
| Offer | Extending offer | Comp package, negotiation |
| Accepted | Offer accepted | Transition to onboarding |
## Metrics to Track
- **Pipeline velocity**: Days per stage
- **Conversion rates**: Stage-to-stage drop-off
- **Source effectiveness**: Which channels produce hires
- **Offer acceptance rate**: Offers extended vs. accepted
- **Time to fill**: Days from req open to offer accepted
## If ATS Connected
Pull candidate data automatically, update statuses, and track pipeline metrics in real time.