team-performance-review-pack

name	team-performance-review-pack
description	Creates a manager-ready PowerPoint pack for performance reviews and calibration discussions using Workday data: per-direct-report goals, recent feedback, learning, check-ins, time-off history, and skills profile, plus a team-level summary slide. Use when the user asks for a "performance review pack", "calibration prep", "review prep deck", "talent review pack", "1:1 review pack" or "performance pack for my team".
license	MIT
compatibility	Copilot Cowork Frontier with the Workday MCP connector in this package.
metadata	{"author":"ESS MCP Demo","version":"1.0.0","demo-audience":"People Manager / HRBP"}
cowork.category	People & HR
cowork.icon	PersonStarFilled

Team Performance Review Pack

What This Skill Does

Generates a PowerPoint pack a people manager can use to prepare for performance reviews, calibration meetings, or talent reviews. The pack contains a team-level summary slide plus a one-pager per direct report covering goals, feedback, learning, check-ins, and absences.

When To Use

• "Build the performance review pack for my team"
• "Calibration prep deck"
• "1:1 review pack"
• "Talent review pack"

Do not use for a daily snapshot (use morning-people-pulse-dashboard) or for posting in chat (use weekly-team-update-card).

Required Connector Tools

• get_worker, get_direct_reports
• get_team_goals
• get_goals (per direct report when deeper goal text is needed)
• get_feedback (anytime feedback received)
• get_learning_records
• get_check_ins
• get_time_off_entries
• get_worker_skills
• get_development_items

If the connector is not bound, stop and report.

Default Workflow

1. Resolve the manager (get_worker) and the team (get_direct_reports). Confirm scope with the user only if the team is unusually large (>15) or they hint at a sub-team.

2. For each direct report, gather:

   • Current goals + status (from get_team_goals summary; deepen with get_goals for the worker when a goal needs more context).
   • Recent anytime feedback received.
   • Learning completed in the period and any overdue items.
   • Last 3 check-ins.
   • Time-off taken in the period (counts only — not reasons).
   • Skills profile.
   • Development plan items.

3. Build the deck. Default review window is the last 6 months unless the user states otherwise.

Slide Map

#	Title	Visual	Notes
1	Team Performance Review — {{team_name}}	KPI strip: headcount, goals on track %, overdue learning %, check-in cadence
2	Goals Overview	Stacked bar by status across team	From get_team_goals
3	Feedback Heatmap	Matrix: who has given/received feedback to whom	From get_feedback
4	Learning & Development	Table: completed vs overdue per report
5	Check-in Cadence	Table: last check-in date per report, last topic
6	Calibration Snapshot	3×3 placement grid (manager fills)	Empty slots labelled, instructions in notes
7..N	Direct Report One-Pager	Per-report layout (see below)	One slide per report
N+1	Themes & Actions	Cross-team themes plus owner/action/due

Direct Report One-Pager Layout

Each direct-report slide contains exactly:

• Header: name, role, time in role, manager
• Goals (top 3 with status + due)
• Recent feedback (top 3 most recent items, source masked to "peer" / "manager" / "stakeholder" unless the user has asked for attribution)
• Learning (completed in period + any overdue)
• Check-ins (last 3 dates, last topic)
• Time off in period (working days)
• Strengths to recognise (drawn from feedback themes)
• Development focus (from get_development_items)
• Manager prompt for the conversation (one open question)

Analysis Rules

• Never infer a rating. Only present evidence the manager can use.
• Source-mask feedback authors by default; only attribute if the user explicitly asks.
• Flag a report as "needs attention" when ≥2 of: any overdue goal, any overdue learning, no check-in in the last 60 days. Show the flag on the team summary, not on the individual slide.
• Time-off totals are working days only.

Tone

Manager-coaching. Treat the pack as preparation, not judgement. Use neutral language; let evidence speak.