opencode-knowledge-work 0.0.0-stage → 0.1.0

package/content/human-resources/skills/human-resources-onboarding/SKILL.md

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+---
+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.

package/content/human-resources/skills/human-resources-org-planning/SKILL.md

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+---
+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.

package/content/human-resources/skills/human-resources-people-report/SKILL.md

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+---
+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

package/content/human-resources/skills/human-resources-performance-review/SKILL.md

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+---
+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.

package/content/human-resources/skills/human-resources-policy-lookup/SKILL.md

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+---
+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."

package/content/human-resources/skills/human-resources-recruiting-pipeline/SKILL.md

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+---
+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.

package/content/legal/.mcp.json

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+{
+  "mcpServers": {
+    "slack": {
+      "type": "http",
+      "url": "https://mcp.slack.com/mcp",
+      "oauth": {
+        "clientId": "1601185624273.8899143856786",
+        "callbackPort": 3118
+      }
+    },
+    "box": {
+      "type": "http",
+      "url": "https://mcp.box.com"
+    },
+    "egnyte": {
+      "type": "http",
+      "url": "https://mcp-server.egnyte.com/mcp"
+    },
+    "atlassian": {
+      "type": "http",
+      "url": "https://mcp.atlassian.com/v1/mcp"
+    },
+    "docusign": {
+      "type": "http",
+      "url": "https://mcp.docusign.com/mcp"
+    },
+    "google calendar": {
+      "type": "http",
+      "url": ""
+    },
+    "gmail": {
+      "type": "http",
+      "url": ""
+    }
+  }
+}

package/content/legal/CONNECTORS.md

@@ -0,0 +1,21 @@
+# Connectors
+
+## How tool references work
+
+Plugin files use `~~category` as a placeholder for whatever tool the user connects in that category. For example, `~~cloud storage` might mean Box, Egnyte, or any other storage provider with an MCP server.
+
+Plugins are **tool-agnostic** — they describe workflows in terms of categories (cloud storage, chat, office suite, 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 |
+|----------|-------------|-----------------|---------------|
+| Calendar | `~~calendar` | Google Calendar | Microsoft 365 |
+| Chat | `~~chat` | Slack | Microsoft Teams |
+| Cloud storage | `~~cloud storage` | Box, Egnyte | Dropbox, SharePoint, Google Drive |
+| CLM | `~~CLM` | — | Ironclad, Agiloft |
+| CRM | `~~CRM` | — | Salesforce, HubSpot |
+| Email | `~~email` | Gmail | Microsoft 365 |
+| E-signature | `~~e-signature` | DocuSign | Adobe Sign |
+| Office suite | `~~office suite` | Microsoft 365 | Google Workspace |
+| Project tracker | `~~project tracker` | Atlassian (Jira/Confluence) | Linear, Asana |