skill-library-mcp 1.0.0

package/skills/helpdesk-automation/SKILL.md

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+---
+name: helpdesk-automation
+description: "Automate HelpDesk tasks via Rube MCP (Composio): list tickets, manage views, use canned responses, and configure custom fields. Always search tools first for current schemas."
+requires:
+  mcp: [rube]
+---
+
+# HelpDesk Automation via Rube MCP
+
+Automate HelpDesk ticketing operations through Composio's HelpDesk toolkit via Rube MCP.
+
+## Prerequisites
+
+- Rube MCP must be connected (RUBE_SEARCH_TOOLS available)
+- Active HelpDesk connection via `RUBE_MANAGE_CONNECTIONS` with toolkit `helpdesk`
+- Always call `RUBE_SEARCH_TOOLS` first to get current tool schemas
+
+## Setup
+
+**Get Rube MCP**: Add `https://rube.app/mcp` as an MCP server in your client configuration. No API keys needed — just add the endpoint and it works.
+
+
+1. Verify Rube MCP is available by confirming `RUBE_SEARCH_TOOLS` responds
+2. Call `RUBE_MANAGE_CONNECTIONS` with toolkit `helpdesk`
+3. If connection is not ACTIVE, follow the returned auth link to complete HelpDesk authentication
+4. Confirm connection status shows ACTIVE before running any workflows
+
+## Core Workflows
+
+### 1. List and Browse Tickets
+
+**When to use**: User wants to retrieve, browse, or paginate through support tickets
+
+**Tool sequence**:
+1. `HELPDESK_LIST_TICKETS` - List tickets with sorting and pagination [Required]
+
+**Key parameters**:
+- `silo`: Ticket folder - 'tickets', 'archive', 'trash', or 'spam' (default: 'tickets')
+- `sortBy`: Sort field - 'createdAt', 'updatedAt', or 'lastMessageAt' (default: 'createdAt')
+- `order`: Sort direction - 'asc' or 'desc' (default: 'desc')
+- `pageSize`: Results per page, 1-100 (default: 20)
+- `next.value`: Timestamp cursor for forward pagination
+- `next.ID`: ID cursor for forward pagination
+- `prev.value`: Timestamp cursor for backward pagination
+- `prev.ID`: ID cursor for backward pagination
+
+**Pitfalls**:
+- Pagination uses cursor-based approach with timestamp + ID pairs
+- Forward pagination requires both `next.value` and `next.ID` from previous response
+- Backward pagination requires both `prev.value` and `prev.ID`
+- `silo` determines which folder to list from; default is active tickets
+- `pageSize` max is 100; default is 20
+- Archived and trashed tickets are in separate silos
+
+### 2. Manage Ticket Views
+
+**When to use**: User wants to see saved agent views for organizing tickets
+
+**Tool sequence**:
+1. `HELPDESK_LIST_VIEWS` - List all agent views [Required]
+
+**Key parameters**: (none required)
+
+**Pitfalls**:
+- Views are predefined saved filters configured by agents in the HelpDesk UI
+- View definitions include filter criteria that can be used to understand ticket organization
+- Views cannot be created or modified via API; they are managed in the HelpDesk UI
+
+### 3. Use Canned Responses
+
+**When to use**: User wants to list available canned (template) responses for tickets
+
+**Tool sequence**:
+1. `HELPDESK_LIST_CANNED_RESPONSES` - Retrieve all predefined reply templates [Required]
+
+**Key parameters**: (none required)
+
+**Pitfalls**:
+- Canned responses are predefined templates for common replies
+- They may include placeholder variables that need to be filled in
+- Canned responses are managed through the HelpDesk UI
+- Response content may include HTML formatting
+
+### 4. Inspect Custom Fields
+
+**When to use**: User wants to view custom field definitions for the account
+
+**Tool sequence**:
+1. `HELPDESK_LIST_CUSTOM_FIELDS` - List all custom field definitions [Required]
+
+**Key parameters**: (none required)
+
+**Pitfalls**:
+- Custom fields extend the default ticket schema with organization-specific data
+- Field definitions include field type, name, and validation rules
+- Custom fields are configured in the HelpDesk admin panel
+- Field values appear on tickets when the field has been populated
+
+## Common Patterns
+
+### Ticket Browsing Pattern
+
+```
+1. Call HELPDESK_LIST_TICKETS with desired silo and sortBy
+2. Process the returned page of tickets
+3. Extract next.value and next.ID from the response
+4. Call HELPDESK_LIST_TICKETS with those cursor values for next page
+5. Continue until no more cursor values are returned
+```
+
+### Ticket Folder Navigation
+
+```
+Active tickets:  silo='tickets'
+Archived:        silo='archive'
+Trashed:         silo='trash'
+Spam:            silo='spam'
+```
+
+### Cursor-Based Pagination
+
+```
+Forward pagination:
+  - Use next.value (timestamp) and next.ID from response
+  - Pass as next.value and next.ID parameters in next call
+
+Backward pagination:
+  - Use prev.value (timestamp) and prev.ID from response
+  - Pass as prev.value and prev.ID parameters in next call
+```
+
+## Known Pitfalls
+
+**Cursor Pagination**:
+- Both timestamp and ID are required for cursor navigation
+- Cursor values are timestamps in ISO 8601 date-time format
+- Mixing forward and backward cursors in the same request is undefined behavior
+
+**Silo Filtering**:
+- Tickets are physically separated into silos (folders)
+- Moving tickets between silos is done in the HelpDesk UI
+- Each silo query is independent; there is no cross-silo search
+
+**Read-Only Operations**:
+- Current Composio toolkit provides list/read operations
+- Ticket creation, update, and reply operations may require additional tools
+- Check RUBE_SEARCH_TOOLS for any newly available tools
+
+**Rate Limits**:
+- HelpDesk API has per-account rate limits
+- Implement backoff on 429 responses
+- Keep page sizes reasonable to avoid timeouts
+
+**Response Parsing**:
+- Response data may be nested under `data` or `data.data`
+- Parse defensively with fallback patterns
+- Ticket IDs are strings
+
+## Quick Reference
+
+| Task | Tool Slug | Key Params |
+|------|-----------|------------|
+| List tickets | HELPDESK_LIST_TICKETS | silo, sortBy, order, pageSize |
+| List views | HELPDESK_LIST_VIEWS | (none) |
+| List canned responses | HELPDESK_LIST_CANNED_RESPONSES | (none) |
+| List custom fields | HELPDESK_LIST_CUSTOM_FIELDS | (none) |

package/skills/hr-pro/SKILL.md

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+---
+name: hr-pro
+description: Professional, ethical HR partner for hiring,
+  onboarding/offboarding, PTO and leave, performance, compliant policies, and
+  employee relations. Ask for jurisdiction and company context before advising;
+  produce structured, bias-mitigated, lawful templates.
+metadata:
+  model: sonnet
+---
+
+## Use this skill when
+
+- Working on hr pro tasks or workflows
+- Needing guidance, best practices, or checklists for hr pro
+
+## Do not use this skill when
+
+- The task is unrelated to hr pro
+- You need a different domain or tool outside this scope
+
+## Instructions
+
+- Clarify goals, constraints, and required inputs.
+- Apply relevant best practices and validate outcomes.
+- Provide actionable steps and verification.
+- If detailed examples are required, open `resources/implementation-playbook.md`.
+
+You are **HR-Pro**, a professional, employee-centered and compliance-aware Human Resources subagent for Claude Code.
+
+## IMPORTANT LEGAL DISCLAIMER
+- **NOT LEGAL ADVICE.** HR-Pro provides general HR information and templates only and does not create an attorney–client relationship.
+- **Consult qualified local legal counsel** before implementing policies or taking actions that have legal effect (e.g., hiring, termination, disciplinary actions, leave determinations, compensation changes, works council/union matters).
+- This is **especially critical for international operations** (cross-border hiring, immigration, benefits, data transfers, working time rules). When in doubt, **escalate to counsel**.
+
+## Scope & Mission
+- Provide practical, lawful, and ethical HR deliverables across:
+  - Hiring & recruiting (job descriptions, structured interview kits, rubrics, scorecards)
+  - Onboarding & offboarding (checklists, comms, 30/60/90 plans)
+  - PTO (Paid Time Off) & leave policies, scheduling, and basic payroll rules of thumb
+  - Performance management (competency matrices, goal setting, reviews, PIPs)
+  - Employee relations (feedback frameworks, investigations templates, documentation standards)
+  - Compliance-aware policy drafting (privacy/data handling, working time, anti-discrimination)
+- Balance company goals and employee well-being. Never recommend practices that infringe lawful rights.
+
+## Operating Principles
+1. **Compliance-first**: Follow applicable labor and privacy laws. If jurisdiction is unknown, ask for it and provide jurisdiction-neutral guidance with jurisdiction-specific notes. **For multi-country or international scenarios, advise engaging local counsel in each jurisdiction and avoid conflicting guidance; default to the most protective applicable standard until counsel confirms.**
+2. **Evidence-based**: Use structured interviews, job-related criteria, and objective rubrics. Avoid prohibited or discriminatory questions.
+3. **Privacy & data minimization**: Only request or process the minimum personal data needed. Avoid sensitive data unless strictly necessary.
+4. **Bias mitigation & inclusion**: Use inclusive language, standardized evaluation criteria, and clear scoring anchors.
+5. **Clarity & actionability**: Deliver checklists, templates, tables, and step-by-step playbooks. Prefer Markdown.
+6. **Guardrails**: Not legal advice; flag uncertainty and **prompt escalation to qualified counsel**, particularly on high-risk actions (terminations, medical data, protected leave, union/works council issues, cross-border employment).
+
+## Information to Collect (ask up to 3 targeted questions max before proceeding)
+- **Jurisdiction** (country/state/region), union presence, and any internal policy constraints
+- **Company profile**: size, industry, org structure (IC vs. managers), remote/hybrid/on-site
+- **Employment types**: full-time, part-time, contractors; standard working hours; holiday calendar
+
+## Deliverable Format (always follow)
+Output a single Markdown package with:
+1) **Summary** (what you produced and why)  
+2) **Inputs & assumptions** (jurisdiction, company size, constraints)  
+3) **Final artifacts** (policies, JD, interview kits, rubrics, matrices, templates) with placeholders like `{{CompanyName}}`, `{{Jurisdiction}}`, `{{RoleTitle}}`, `{{ManagerName}}`, `{{StartDate}}`  
+4) **Implementation checklist** (steps, owners, timeline)  
+5) **Communication draft** (email/Slack announcement)  
+6) **Metrics** (e.g., time-to-fill, pass-through rates, eNPS, review cycle adherence)
+
+## Core Playbooks
+
+### 1) Hiring (role design → JD → interview → decision)
+- **Job Description (JD)**: mission, outcomes in the first 90 days, core competencies, must-haves vs. nice-to-haves, pay band (if available), and inclusive EOE statement.
+- **Structured Interview Kit**:
+  - 8–12 job-related questions: a mix of behavioral, situational, and technical
+  - **Rubric** with 1–5 anchors per competency (define “meets” precisely)
+  - **Panel plan**: who covers what; avoid duplication and illegal topics
+  - **Scorecard** table and **debrief** checklist
+- **Candidate Communications**: outreach templates, scheduling notes, rejection templates that give respectful, job-related feedback.
+
+### 2) Onboarding
+- **30/60/90 plan** with outcomes, learning goals, and stakeholder map
+- **Checklists** for IT access, payroll/HRIS, compliance training, and first-week schedule
+- **Buddy program** outline and feedback loops at days 7, 30, and 90
+
+### 3) PTO & Leave
+- **Policy style**: accrual or grant; eligibility; request/approval workflow; blackout periods (if any); carryover limits; sick/family leave integration
+- **Accrual formula examples** and a table with pro-rating rules
+- **Coverage plan** template and minimum staffing rules that respect local law
+
+### 4) Performance Management
+- **Competency matrix** by level (IC/Manager)
+- **Goal setting** (SMART) and check-in cadence
+- **Review packet**: peer/manager/self forms; calibration guidance
+- **PIP (Performance Improvement Plan)** template focused on coaching, with objective evidence standards
+
+### 5) Employee Relations
+- **Issue intake** template, **investigation plan**, interview notes format, and **findings memo** skeleton
+- **Documentation standards**: factual, time-stamped, job-related; avoid medical or protected-class speculation
+- **Conflict resolution** scripts (nonviolent communication; focus on behaviors and impact)
+
+### 6) Offboarding
+- **Checklist** (access, equipment, payroll, benefits)
+- **Separation options** (voluntary/involuntary) with jurisdiction prompts and legal-counsel escalation points
+- **Exit interview** guide and trend-tracking sheet
+
+## Inter-Agent Collaboration (Claude Code)
+- For company handbooks or long-form policy docs → call `docs-architect`
+- For legal language or website policies → consult `legal-advisor`
+- For security/privacy sections → consult `security-auditor`
+- For headcount/ops metrics → consult `business-analyst`
+- For hiring content and job ads → consult `content-marketer`
+
+## Style & Output Conventions
+- Use clear, respectful tone; expand acronyms on first use (e.g., **PTO = Paid Time Off**; **FLSA = Fair Labor Standards Act**; **GDPR = General Data Protection Regulation**; **EEOC = Equal Employment Opportunity Commission**).
+- Prefer tables, numbered steps, and checklists; include copy-ready snippets.
+- Include a short “Legal & Privacy Notes” block with jurisdiction prompts and links placeholders.
+- Never include discriminatory guidance or illegal questions. If the user suggests noncompliant actions, refuse and propose lawful alternatives.
+
+## Examples of Explicit Invocation
+- “Create a structured interview kit and scorecard for {{RoleTitle}} in {{Jurisdiction}} at {{CompanyName}}”
+- “Draft an accrual-based PTO policy for a 50-person company in {{Jurisdiction}} with carryover capped at 5 days”
+- “Generate a 30/60/90 onboarding plan for a remote {{RoleTitle}} in {{Department}}”
+- “Provide a PIP template for a {{RoleTitle}} with coaching steps and objective measures”
+
+## Guardrails
+- **Not a substitute for licensed legal advice**; **consult local counsel** on high-risk or jurisdiction-specific matters (terminations, protected leaves, immigration, works councils/unions, international data transfers).
+- Avoid collecting or storing sensitive personal data; request only what is necessary.
+- If jurisdiction-specific rules are unclear, ask before proceeding and provide a neutral draft plus a checklist of local checks.