people-report
The facts
Its 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.
The description the agent reads to decide when to use it.
When it starts
A person asks for a people-analytics report built from HR data — a headcount snapshot, turnover/attrition trends, diversity representation metrics, or org-health measures like span of control and flight risk. The agent would pick it when the request is about workforce data reporting rather than hiring, comp, or planning work.
Things a person might say (the model's guesses)
- “Pull a headcount snapshot by team, location, and level for the leadership meeting.”
- “Attrition is up this quarter — break down turnover by team and flag who's at flight risk.”
- “Put together our diversity representation numbers by level and function.”
A model's summary of when it is used.
What it takes when started
<report type — headcount, attrition, diversity, org health>
What to type after its name when you start it.
Licence
Apache-2.0, from LICENSE
The terms its author shares it under, which let it be shown here.
The text
Most marks come from matching words in the file, so treat them as pointers.
/people-report
If you see unfamiliar placeholders or need to check which tools are connected, see CONNECTORS.md.
Generate people analytics reports from your HR data. Analyze workforce data to surface trends, risks, and opportunities.
Raw lines 1 to 12Boilerplate, lines 13 to 18. The same text appears in 24 other files here. Close
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
Raw lines 19 to 25Key Metrics
Raw lines 26 to 27Retention
- 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
- Understand what question they're trying to answer
- Identify the right data (upload, paste, or pull from ~~HRIS)
- Analyze with appropriate statistical methods
- Present findings with context and caveats
- 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
## 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
From anthropics/knowledge-work-plugins at 2574e29, 2026-10-27. Skills read by DeepSeek V4.1 Flash on 2026-11-04. Summary and techniques by Claude Opus 5.5 on 2026-11-06.