[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"skill:01M6MZ4DFB76MV2PJF7V8GFX0C":3,"skill-same:01M6MZ4DFB76MV2PJF7V8GFX0C":72},{"skillNo":4,"name":5,"nameZh":6,"description":7,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":15,"categories":16,"keywords":22,"publishedAt":42,"linkOnly":43,"markdownContent":44,"markdownBody":45,"frontMatter":46,"refName":52,"commitSha":53,"skillDirectory":54,"forksCount":13,"repositoryHtmlUrl":55,"repositoryHomepageUrl":6,"ownerHtmlUrl":56,"ownerBlogUrl":6,"ownerDescription":6,"updatedAt":57,"install":58,"resources":71},"01M6MZ4DFB76MV2PJF7V8GFX0C","offboard",null,"Structure offboarding processes and knowledge transfer. Activate for: offboarding, offboard, exit process, resignation, leaver, departing employee, employee leaving, last day, exit interview, notice period, handover plan, knowledge handover, departure checklist, systems access removal, final paycheck, P45, exit documentation, farewell, redundancy process, termination process, how to offboard. NOT for: onboarding plans (use onboarding), knowledge capture plans without a departure (use knowledge), performance reviews (use performance-review).","JiayiV\u002Fquestion_mixing","JiayiV","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F54466889?v=4","01M6JFJYYMRZ3QRGP9339JNQ2K","01M6JFJZ35KB0QVT50NAHPJA7G",0,"Apache-2.0","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fpublic-06-agentfactory-business-plugins-main-hr-operations-skills-offboard-skill-1d832830\u002FSKILL.md",[17],{"categoryNo":18,"categoryName":19,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000038","人力资源","PROFESSION","适用职业",[5,23,24,25,26,27,28,29,30,31,32,33,34,35,36,37,38,39,40,41],"knowledge transfer","for","reviews","notice","how to","plans","structure","activate","exit","review","interview","access","plan","knowledge","handover","how","documentation","performance","knowledge capture","2026-11-10 10:12:30",false,"---\nname: offboard\ndescription: >\n  Structure offboarding processes and knowledge transfer. Activate for:\n  offboarding, offboard, exit process, resignation, leaver, departing\n  employee, employee leaving, last day, exit interview, notice period,\n  handover plan, knowledge handover, departure checklist, systems access\n  removal, final paycheck, P45, exit documentation, farewell, redundancy\n  process, termination process, how to offboard.\n  NOT for: onboarding plans (use onboarding), knowledge capture plans\n  without a departure (use knowledge), performance reviews (use\n  performance-review).\nlicense: Apache-2.0\nmetadata:\n  author: Panaversity\n  version: \"1.0\"\n  plugin-commands: \"\u002Foffboard\"\n---\n\n## UNIVERSAL RULES (apply to every offboarding task)\n\n- NEVER delay the handover plan to the last week of notice --\n  the departing employee is mentally disengaged; quality drops sharply\n- NEVER conduct the exit interview with the line manager --\n  employees will not be honest about management issues\n  to the manager they are leaving\n- NEVER leave IT access removal to chance -- document every system,\n  every account, every credential that needs to be revoked\n- NEVER omit the \"what I wish I'd known\" section of the handover --\n  this is where the most valuable institutional knowledge lives\n- NEVER close an offboarding without confirming the rehire decision\n  is documented -- this protects the organisation from future risk\n- NEVER generate termination or redundancy letters -- these require\n  a qualified HR professional and legal review\n- ALWAYS include specific dates and owners for every checklist item\n\n## BEFORE IMPLEMENTATION\n\n| Source            | Check                                                                                                                                                                 |\n| ----------------- | --------------------------------------------------------------------------------------------------------------------------------------------------------------------- |\n| **Conversation**  | Employee name, role, notice period, last working day, reason for departure (resignation\u002Fredundancy\u002Fretirement)                                                        |\n| **hr.local.md**   | HR contacts (who manages each phase), data retention policy, onboarding programme documentation (useful for structuring handover), IT systems list for access removal |\n| **Prior outputs** | \u002Fknowledge output if knowledge capture has already started (link capture sessions to handover timeline)                                                               |\n\n## CLARIFICATION QUESTIONS\n\n**Required** (ask if not provided):\n\n- Who is the departing employee? (name and current role)\n- What is their last working day?\n\n**Optional** (ask if context suggests value):\n\n- What is the reason for departure? (resignation \u002F redundancy \u002F retirement — each has different process requirements)\n- Has a successor been identified?\n- Are there specific handover priorities the manager has flagged?\n\n**If information is missing**: Use the standard four-phase template. Flag items that require manager input (e.g., successor identification, team communication timing, handover priorities) with \"[MANAGER INPUT REQUIRED]\" markers.\n\n## MANDATORY OUTPUT HEADER\n\nEvery output must begin with:\n\n```\nTASK:          Offboarding Plan -- [Employee Name]\nDOCUMENT TYPE: Offboarding Plan\nJURISDICTION:  [From hr.local.md or user input]\nCONFIGURATION: [hr.local.md loaded \u002F best practices]\nSENSITIVITY:   CONFIDENTIAL\n```\n\n## OFFBOARDING WORKFLOW\n\n### Offboarding Principles\n\nOffboarding done well:\n\n1. Protects the organisation (access removal, documentation)\n2. Preserves institutional knowledge (structured handover)\n3. Leaves the departing employee with a positive experience\n   (they become alumni, not detractors)\n4. Supports the team (transition plan so nobody is blindsided)\n\nMost offboarding does #1 incompletely and ignores #2, #3, and #4.\n\n### Phase 1: Departure Confirmed -- Immediate Actions\n\nWITHIN 24 HOURS of resignation confirmation:\nHR:\n\n- Acknowledge resignation in writing; confirm notice period\n- Initiate HRIS departure record\n- Notify Payroll: final pay date; accrued holiday calculation\n- Trigger knowledge capture plan (use \u002Fknowledge)\n- Schedule exit interview (Week 3 of notice -- not first week)\n\nManager:\n\n- Notify team (timing agreed with employee -- usually within 1-2 days)\n- Begin handover planning conversation with departing employee\n- Identify successor or interim coverage\n\nIT (schedule for last working day):\n\n- Access removal schedule prepared\n- Device return logistics arranged\n- Email forwarding set up (for agreed period)\n- Data transfer \u002F account migration planned\n\n### Phase 2: Notice Period -- Handover Planning\n\nHANDOVER PLAN STRUCTURE:\nFor each responsibility or work stream:\n\n| Area        | Current status | Files\u002Flocation    | Key contacts     | Handover to | By date |\n| ----------- | -------------- | ----------------- | ---------------- | ----------- | ------- |\n| [Work area] | [Status]       | [Where docs live] | [Who to talk to] | [Person]    | [Date]  |\n\nHandover plan should be:\n\n- Written document (not verbal) -- information evaporates from verbal handovers\n- Owned by the departing employee (they write it; manager reviews)\n- Completed by Week 2 of notice period -- not the last week\n- Reviewed by the manager for completeness\n\nHandover topics to cover for every role:\n\n- Current work in progress (status; what's left; who to ask)\n- Recurring responsibilities (what happens weekly \u002F monthly \u002F quarterly)\n- Key relationships (who to call; what they need; relationship context)\n- Where things live (files; systems; credentials that need transferring)\n- Open issues (anything unresolved the next person needs to know about)\n- \"What I wish I'd known\" (the institutional knowledge no document captures)\n\n### Phase 3: Exit Interview\n\nTIMING: Week 3 of notice (not Week 1 -- too early; not last week -- too rushed)\nINTERVIEWER: HR Business Partner (not the line manager)\nFORMAT: Conversational; 45-60 minutes; confidential\n\nQUESTIONS:\nUnderstanding departure:\n\n- \"What prompted you to start looking \u002F consider leaving?\"\n- \"Was there a specific moment when you decided?\"\n- \"What could we have done differently that might have changed that?\"\n\nExperience assessment:\n\n- \"What has been the best part of working here?\"\n- \"What has been most frustrating or difficult?\"\n- \"Do you feel you had the support and development you needed?\"\n\nOrganisational learning:\n\n- \"What should we protect -- things we do well that we might lose?\"\n- \"What do you think needs to change here?\"\n- \"What advice would you give your successor?\"\n\nClosing:\n\n- \"Is there anything you'd want HR or leadership to know\n  that you haven't been able to say in your role?\"\n\nEXIT INTERVIEW OUTPUT:\nEXIT INTERVIEW SUMMARY -- [Name] | [Date] | [CONFIDENTIAL]\nDeparture reason (primary): [Category]\nKey themes: [Synthesised -- not verbatim quotes]\nActionable feedback: [Specific items leadership should consider]\nRehire eligible: [YES \u002F NO \u002F CONDITIONAL] -- per HR decision\nFiled: [Secure personnel record location]\n\n### Phase 4: Last Day Checklist\n\nHR:\n\n- Final payslip confirmed (including accrued holiday payment)\n- P45 \u002F leaving documentation issued (jurisdiction-specific)\n- HRIS record closed; departure date updated\n- Benefits cessation processed (pension; health; etc.)\n- Reference policy confirmed with employee\n\nIT:\n\n- All system access removed (document time and method)\n- Device returned and wiped\n- Email access terminated; auto-reply \u002F forwarding confirmed\n- Any shared accounts \u002F passwords transferred or changed\n\nManager:\n\n- Handover plan confirmed complete\n- Team farewell arranged (employee's preference respected)\n- Team communication sent (if not already)\n- Successor briefed\n\n## OUTPUT FORMAT\n\n```\nTASK:          Offboarding Plan -- [Employee Name]\nDOCUMENT TYPE: Offboarding Plan\nJURISDICTION:  [Jurisdiction]\nCONFIGURATION: [hr.local.md status]\nSENSITIVITY:   CONFIDENTIAL\n\nOFFBOARDING PLAN: [Name]\nRole: [Title] | Notice: [N weeks] | Last day: [Date]\n================================================================\n\nPHASE 1 -- IMMEDIATE (within 24 hours)\n  HR:\n  - [Action] -- [Owner] -- by [Date]\n  Manager:\n  - [Action] -- [Owner] -- by [Date]\n  IT:\n  - [Action] -- [Owner] -- by [Date]\n\nPHASE 2 -- HANDOVER (complete by Week 2)\n  | Area | Status | Files | Contacts | Handover to | By date |\n  |------|--------|-------|----------|-------------|---------|\n  | [Area] | [Status] | [Location] | [Names] | [Person] | [Date] |\n\nPHASE 3 -- EXIT INTERVIEW\n  Scheduled: [Date] with [HR name]\n\nPHASE 4 -- LAST DAY\n  HR:\n  - [Action] -- [Owner] -- by [Date]\n  IT:\n  - [Action] -- [Owner] -- by [Date]\n  Manager:\n  - [Action] -- [Owner] -- by [Date]\n================================================================\n```\n\n## NEVER DO THESE\n\n- NEVER delay the handover plan to the last week of notice --\n  the departing employee is mentally disengaged; quality drops sharply\n- NEVER conduct the exit interview with the line manager --\n  employees will not be honest about management issues\n- NEVER leave IT access removal to chance -- document every system\n- NEVER omit the \"what I wish I'd known\" section of the handover\n- NEVER close an offboarding without confirming the rehire decision\n  is documented\n- NEVER generate termination or redundancy letters --\n  these require a qualified HR professional and legal review\n\n## AUTHORITATIVE SOURCES\n\n- CIPD (cipd.org) — Offboarding checklist, good leaver experience guidance\n- ACAS (acas.org.uk) — Leaving your job guide, notice period requirements (UK)\n- SHRM (shrm.org) — Offboarding toolkit, exit interview best practices\n- GOV.UK (gov.uk) — P45, statutory notice periods, redundancy process (UK statutory requirements)\n\nALL OUTPUTS REQUIRE REVIEW BY A QUALIFIED PROFESSIONAL BEFORE USE IN BUSINESS DECISIONS.\n","## UNIVERSAL RULES (apply to every offboarding task)\n\n- NEVER delay the handover plan to the last week of notice --\n  the departing employee is mentally disengaged; quality drops sharply\n- NEVER conduct the exit interview with the line manager --\n  employees will not be honest about management issues\n  to the manager they are leaving\n- NEVER leave IT access removal to chance -- document every system,\n  every account, every credential that needs to be revoked\n- NEVER omit the \"what I wish I'd known\" section of the handover --\n  this is where the most valuable institutional knowledge lives\n- NEVER close an offboarding without confirming the rehire decision\n  is documented -- this protects the organisation from future risk\n- NEVER generate termination or redundancy letters -- these require\n  a qualified HR professional and legal review\n- ALWAYS include specific dates and owners for every checklist item\n\n## BEFORE IMPLEMENTATION\n\n| Source            | Check                                                                                                                                                                 |\n| ----------------- | --------------------------------------------------------------------------------------------------------------------------------------------------------------------- |\n| **Conversation**  | Employee name, role, notice period, last working day, reason for departure (resignation\u002Fredundancy\u002Fretirement)                                                        |\n| **hr.local.md**   | HR contacts (who manages each phase), data retention policy, onboarding programme documentation (useful for structuring handover), IT systems list for access removal |\n| **Prior outputs** | \u002Fknowledge output if knowledge capture has already started (link capture sessions to handover timeline)                                                               |\n\n## CLARIFICATION QUESTIONS\n\n**Required** (ask if not provided):\n\n- Who is the departing employee? (name and current role)\n- What is their last working day?\n\n**Optional** (ask if context suggests value):\n\n- What is the reason for departure? (resignation \u002F redundancy \u002F retirement — each has different process requirements)\n- Has a successor been identified?\n- Are there specific handover priorities the manager has flagged?\n\n**If information is missing**: Use the standard four-phase template. Flag items that require manager input (e.g., successor identification, team communication timing, handover priorities) with \"[MANAGER INPUT REQUIRED]\" markers.\n\n## MANDATORY OUTPUT HEADER\n\nEvery output must begin with:\n\n```\nTASK:          Offboarding Plan -- [Employee Name]\nDOCUMENT TYPE: Offboarding Plan\nJURISDICTION:  [From hr.local.md or user input]\nCONFIGURATION: [hr.local.md loaded \u002F best practices]\nSENSITIVITY:   CONFIDENTIAL\n```\n\n## OFFBOARDING WORKFLOW\n\n### Offboarding Principles\n\nOffboarding done well:\n\n1. Protects the organisation (access removal, documentation)\n2. Preserves institutional knowledge (structured handover)\n3. Leaves the departing employee with a positive experience\n   (they become alumni, not detractors)\n4. Supports the team (transition plan so nobody is blindsided)\n\nMost offboarding does #1 incompletely and ignores #2, #3, and #4.\n\n### Phase 1: Departure Confirmed -- Immediate Actions\n\nWITHIN 24 HOURS of resignation confirmation:\nHR:\n\n- Acknowledge resignation in writing; confirm notice period\n- Initiate HRIS departure record\n- Notify Payroll: final pay date; accrued holiday calculation\n- Trigger knowledge capture plan (use \u002Fknowledge)\n- Schedule exit interview (Week 3 of notice -- not first week)\n\nManager:\n\n- Notify team (timing agreed with employee -- usually within 1-2 days)\n- Begin handover planning conversation with departing employee\n- Identify successor or interim coverage\n\nIT (schedule for last working day):\n\n- Access removal schedule prepared\n- Device return logistics arranged\n- Email forwarding set up (for agreed period)\n- Data transfer \u002F account migration planned\n\n### Phase 2: Notice Period -- Handover Planning\n\nHANDOVER PLAN STRUCTURE:\nFor each responsibility or work stream:\n\n| Area        | Current status | Files\u002Flocation    | Key contacts     | Handover to | By date |\n| ----------- | -------------- | ----------------- | ---------------- | ----------- | ------- |\n| [Work area] | [Status]       | [Where docs live] | [Who to talk to] | [Person]    | [Date]  |\n\nHandover plan should be:\n\n- Written document (not verbal) -- information evaporates from verbal handovers\n- Owned by the departing employee (they write it; manager reviews)\n- Completed by Week 2 of notice period -- not the last week\n- Reviewed by the manager for completeness\n\nHandover topics to cover for every role:\n\n- Current work in progress (status; what's left; who to ask)\n- Recurring responsibilities (what happens weekly \u002F monthly \u002F quarterly)\n- Key relationships (who to call; what they need; relationship context)\n- Where things live (files; systems; credentials that need transferring)\n- Open issues (anything unresolved the next person needs to know about)\n- \"What I wish I'd known\" (the institutional knowledge no document captures)\n\n### Phase 3: Exit Interview\n\nTIMING: Week 3 of notice (not Week 1 -- too early; not last week -- too rushed)\nINTERVIEWER: HR Business Partner (not the line manager)\nFORMAT: Conversational; 45-60 minutes; confidential\n\nQUESTIONS:\nUnderstanding departure:\n\n- \"What prompted you to start looking \u002F consider leaving?\"\n- \"Was there a specific moment when you decided?\"\n- \"What could we have done differently that might have changed that?\"\n\nExperience assessment:\n\n- \"What has been the best part of working here?\"\n- \"What has been most frustrating or difficult?\"\n- \"Do you feel you had the support and development you needed?\"\n\nOrganisational learning:\n\n- \"What should we protect -- things we do well that we might lose?\"\n- \"What do you think needs to change here?\"\n- \"What advice would you give your successor?\"\n\nClosing:\n\n- \"Is there anything you'd want HR or leadership to know\n  that you haven't been able to say in your role?\"\n\nEXIT INTERVIEW OUTPUT:\nEXIT INTERVIEW SUMMARY -- [Name] | [Date] | [CONFIDENTIAL]\nDeparture reason (primary): [Category]\nKey themes: [Synthesised -- not verbatim quotes]\nActionable feedback: [Specific items leadership should consider]\nRehire eligible: [YES \u002F NO \u002F CONDITIONAL] -- per HR decision\nFiled: [Secure personnel record location]\n\n### Phase 4: Last Day Checklist\n\nHR:\n\n- Final payslip confirmed (including accrued holiday payment)\n- P45 \u002F leaving documentation issued (jurisdiction-specific)\n- HRIS record closed; departure date updated\n- Benefits cessation processed (pension; health; etc.)\n- Reference policy confirmed with employee\n\nIT:\n\n- All system access removed (document time and method)\n- Device returned and wiped\n- Email access terminated; auto-reply \u002F forwarding confirmed\n- Any shared accounts \u002F passwords transferred or changed\n\nManager:\n\n- Handover plan confirmed complete\n- Team farewell arranged (employee's preference respected)\n- Team communication sent (if not already)\n- Successor briefed\n\n## OUTPUT FORMAT\n\n```\nTASK:          Offboarding Plan -- [Employee Name]\nDOCUMENT TYPE: Offboarding Plan\nJURISDICTION:  [Jurisdiction]\nCONFIGURATION: [hr.local.md status]\nSENSITIVITY:   CONFIDENTIAL\n\nOFFBOARDING PLAN: [Name]\nRole: [Title] | Notice: [N weeks] | Last day: [Date]\n================================================================\n\nPHASE 1 -- IMMEDIATE (within 24 hours)\n  HR:\n  - [Action] -- [Owner] -- by [Date]\n  Manager:\n  - [Action] -- [Owner] -- by [Date]\n  IT:\n  - [Action] -- [Owner] -- by [Date]\n\nPHASE 2 -- HANDOVER (complete by Week 2)\n  | Area | Status | Files | Contacts | Handover to | By date |\n  |------|--------|-------|----------|-------------|---------|\n  | [Area] | [Status] | [Location] | [Names] | [Person] | [Date] |\n\nPHASE 3 -- EXIT INTERVIEW\n  Scheduled: [Date] with [HR name]\n\nPHASE 4 -- LAST DAY\n  HR:\n  - [Action] -- [Owner] -- by [Date]\n  IT:\n  - [Action] -- [Owner] -- by [Date]\n  Manager:\n  - [Action] -- [Owner] -- by [Date]\n================================================================\n```\n\n## NEVER DO THESE\n\n- NEVER delay the handover plan to the last week of notice --\n  the departing employee is mentally disengaged; quality drops sharply\n- NEVER conduct the exit interview with the line manager --\n  employees will not be honest about management issues\n- NEVER leave IT access removal to chance -- document every system\n- NEVER omit the \"what I wish I'd known\" section of the handover\n- NEVER close an offboarding without confirming the rehire decision\n  is documented\n- NEVER generate termination or redundancy letters --\n  these require a qualified HR professional and legal review\n\n## AUTHORITATIVE SOURCES\n\n- CIPD (cipd.org) — Offboarding checklist, good leaver experience guidance\n- ACAS (acas.org.uk) — Leaving your job guide, notice period requirements (UK)\n- SHRM (shrm.org) — Offboarding toolkit, exit interview best practices\n- GOV.UK (gov.uk) — P45, statutory notice periods, redundancy process (UK statutory requirements)\n\nALL OUTPUTS REQUIRE REVIEW BY A QUALIFIED PROFESSIONAL BEFORE USE IN BUSINESS DECISIONS.\n",{"name":5,"license":14,"metadata":47,"description":51},{"author":48,"version":49,"plugin-commands":50},"Panaversity","1.0","\u002Foffboard","Structure offboarding processes and knowledge transfer. Activate for: offboarding, offboard, exit process, resignation, leaver, departing employee, employee leaving, last day, exit interview, notice period, handover plan, knowledge handover, departure checklist, systems access removal, final paycheck, P45, exit documentation, farewell, redundancy process, termination process, how to offboard. NOT for: onboarding plans (use onboarding), knowledge capture plans without a departure (use knowledge), performance reviews (use performance-review).\n","main","068c2486ccc0f8d200a3db4d21ec137064eda3b4","skills\u002Fpublic-06-agentfactory-business-plugins-main-hr-operations-skills-offboard-skill-1d832830","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing","https:\u002F\u002Fgithub.com\u002FJiayiV","2026-08-25 16:30:52",{"source":8,"skillName":5,"commands":59,"prompt":69,"zipAvailable":70},[60,63,66],{"tool":61,"command":62},"npx","npx skills add JiayiV\u002Fquestion_mixing --skill offboard",{"tool":64,"command":65},"bunx","bunx skills add JiayiV\u002Fquestion_mixing --skill offboard",{"tool":67,"command":68},"pnpm","pnpm dlx skills add JiayiV\u002Fquestion_mixing --skill offboard","安装技能，技能地址：https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fpublic-06-agentfactory-business-plugins-main-hr-operations-skills-offboard-skill-1d832830\u002FSKILL.md",true,[],[73,99,126,159,187,216],{"skillNo":74,"name":75,"nameZh":6,"description":76,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":77,"licenseFileUrl":6,"sourceHtmlUrl":78,"categories":79,"keywords":80,"publishedAt":42},"01M6NN9PJS9NHWPDG4QP93BP8F","webmcpify","Make a web app agent-ready — propose a WebMCP tool manifest, integrate, verify in a real browser, heal; unrelated code stays untouched. Use for \"webmcpify\", \"add WebMCP\", or \"expose app actions to AI agents\".","MIT","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fwebmcpify\u002FSKILL.md",[],[75,81,82,83,84,85,86,87,88,89,90,91,92,93,94,95,96,97,24,98],"github","ai agents","web","notes","code","browser","https","actions","manifest","inventory","verify","tool","use","ready","unrelated","app","scope","webmcp",{"skillNo":100,"name":101,"nameZh":6,"description":102,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":14,"licenseFileUrl":6,"sourceHtmlUrl":103,"categories":104,"keywords":105,"publishedAt":42},"01M6NN6KZE5RBN6NGHN2WXV1RE","vardoger-analyze","Use when the user asks to personalize the GitHub Copilot CLI assistant, adapt Copilot to their style, use vardoger, or analyze their Copilot CLI conversation history. Reads the local session directory at `~\u002F.copilot\u002Fsession-state\u002F`, extracts recurring preferences and conventions, and writes a fenced personalization block into `~\u002F.copilot\u002Fcopilot-instructions.md`. Runs entirely on the user's machine via the local `vardoger` CLI (`pipx install vardoger`); no network calls and no uploads. Triggers: 'personalize my copilot', 'analyze my copilot history', 'tailor copilot to me', 'run vardoger', 'update my copilot instructions from history', 'make copilot learn my style'.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fvardoger-analyze\u002FSKILL.md",[],[106,107,108,109,110,111,112,113,114,115,116,117,118,119,120,121,122,123,124,125],"vardoger analyze","analyze","directory","cli","github copilot","copilot","run","update","learn","network","my style","install","conversation","me","local","github copilot cli","pipx","my","at","copilot instructions",{"skillNo":127,"name":128,"nameZh":6,"description":129,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":77,"licenseFileUrl":6,"sourceHtmlUrl":130,"categories":131,"keywords":140,"publishedAt":42},"01M6NN3CZGQP3XAJ04BM1NNYGT","transloadit-media-processing","Process media files (video, audio, images, documents) using Transloadit. Use when asked to encode video to HLS\u002FMP4, generate thumbnails, resize or watermark images, extract audio, concatenate clips, add subtitles, OCR documents, or run any media processing pipeline. Covers 86+ processing robots for file transformation at scale.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Ftransloadit-media-processing\u002FSKILL.md",[132,137],{"categoryNo":133,"categoryName":134,"taxonomyType":135,"taxonomyTypeDesc":136},"01JBSEEDCAT000000000000016","图像与多媒体","SCENARIO","使用场景",{"categoryNo":138,"categoryName":139,"taxonomyType":135,"taxonomyTypeDesc":136},"01JBSEEDCAT000000000000023","Skill与智能体开发",[141,142,143,144,145,146,147,148,149,150,151,152,153,93,154,155,156,157,24,158],"transloadit media processing","Media","media processing","processing","MCP","mcp server","documents","subtitles","pipeline","ocr","Video","Audio","mp4","images","files","transformation","free","hls",{"skillNo":160,"name":161,"nameZh":6,"description":162,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":77,"licenseFileUrl":6,"sourceHtmlUrl":163,"categories":164,"keywords":168,"publishedAt":42},"01M6NN28E92F9GH4WFYQ2H1Y15","terraform-azurerm-set-diff-analyzer","Analyze Terraform plan JSON output for AzureRM Provider to distinguish between false-positive diffs (order-only changes in Set-type attributes) and actual resource changes. Use when reviewing terraform plan output for Azure resources like Application Gateway, Load Balancer, Firewall, Front Door, NSG, and other resources with Set-type attributes that cause spurious diffs due to internal ordering changes.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fterraform-azurerm-set-diff-analyzer\u002FSKILL.md",[165],{"categoryNo":166,"categoryName":167,"taxonomyType":135,"taxonomyTypeDesc":136},"01JBSEEDCAT000000000000011","运维与部署",[169,170,171,172,173,174,175,176,177,93,178,179,180,181,182,183,184,185,186,24],"terraform","SET","terraform azurerm set diff analyzer","diff","analyzer","diffs","azure","gateway","firewall","only","resource changes","provider","resources","load balancer","attributes","front","load","balancer",{"skillNo":188,"name":189,"nameZh":6,"description":190,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":77,"licenseFileUrl":6,"sourceHtmlUrl":191,"categories":192,"keywords":200,"publishedAt":42},"01M6NN1QMH2TDYWTH3XY3N5XPV","technical-job-search","Use this skill when a software engineer asks for help with job search tasks: parsing or analyzing a job description, tailoring a CV\u002Fresume, writing a cover letter, evaluating a job offer, or drafting a post-interview follow-up email. Do not activate for general career advice unrelated to an active job search action.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Ftechnical-job-search\u002FSKILL.md",[193,196,199],{"categoryNo":194,"categoryName":195,"taxonomyType":135,"taxonomyTypeDesc":136},"01JBSEEDCAT000000000000018","写作与文案",{"categoryNo":197,"categoryName":198,"taxonomyType":20,"taxonomyTypeDesc":21},"01JBSEEDCAT000000000000036","内容创作者",{"categoryNo":18,"categoryName":19,"taxonomyType":20,"taxonomyTypeDesc":21},[201,202,203,204,205,206,207,208,107,33,93,209,210,211,30,212,213,214,24,215],"search","Job Search","technical job search","technical","writing","tasks","email","parsing","up","engineer","general","do","task","cv","letter",{"skillNo":217,"name":218,"nameZh":6,"description":219,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":6,"repositoryNo":12,"starsCount":13,"licenseSpdxId":77,"licenseFileUrl":6,"sourceHtmlUrl":220,"categories":221,"keywords":222,"publishedAt":42},"01M6NMZFA67XYS1GS09WT42235","steno-mode","Shorthand-first response compression that cuts ~40% of response tokens while preserving technical precision and exact literals. Use when the user says \"steno mode\", \"shorthand mode\", \"compressed responses\", \"token reduction\", \"brief structured output\", or invokes \u002Fsteno. Supports four compression levels: lite, brief, court, machine. Do not trigger for requests needing polished prose such as onboarding\u002Ftutorial content, stakeholder or customer-facing copy, or teaching-focused explanations.","https:\u002F\u002Fgithub.com\u002FJiayiV\u002Fquestion_mixing\u002Fblob\u002Fmain\u002Fskills\u002Fsteno-mode\u002FSKILL.md",[],[223,224,225,226,227,204,228,93,212,229,230,231,232,233,234,235,236,237,24,238],"steno mode","mode","customer","brief","first","tutorial","teaching","tokens","as","trigger","structured output","machine","output","court","requests","response compression"]