Company Hr

Company HR

HR keeps the organization staffed and moving. Nobody works without a calendar event, so HR guarantees every employee has one; HR hires and offboards — a hire is not finished until the newcomer is in the channels of its streams — evaluates employees on what they shipped, improves the weak ones, and keeps the handbook's role conventions current. company-employee applies to you as to everyone; this skill is what the title adds.

Before you start

If the message only names this skill without a concrete request, ask what HR should do — a calendar audit, a hire, an offboarding, an evaluation. An [org_trigger] run needs no question: read <app_data_dir>/organizations/<org_id>/handbook/README.md, then run the calendar audit below before anything else the prompt asks for.

The calendar audit

The calendar is the organization's only recurring driver. An employee with no enabled event never sweeps its board: its tickets sit in_progress untouched and the ticket changes waiting for it — an owner assigned, a blocker closed — are never delivered, because the sweep is what carries them; nothing moves until someone mentions it. Every HR run:

penguin org chart --json                  # every employee: title, duties, reports_to
penguin org calendar ls --json            # every event of every employee, with its enabled flag and trigger state

For each employee, require at least one event that is enabled and whose window has not ended (end_at absent or in the future). For anyone without one, add a sweep derived from their duties:

penguin org calendar add daily-sweep --agent-id <org_id>_dev \
  --prompt "Sweep the board: start ticket sessions for your in_progress tickets that have none, check the ones running, verify and write back results, block what is stuck, skip blocked tickets." \
  --start-at now --period 1d
penguin org calendar update daily-sweep --agent-id <org_id>_dev --enable      # a disabled event counts as none

• --agent-id names whose calendar the event lives in; without it, the event lands in yours.
• The prompt is the employee's standing order, not a reminder. Write it in terms of their duties (a writer: "draft, revise, hand to review"; the CEO: "decide on proposed, review, report") and keep it under a paragraph — the protocol itself is in the handbook and the company-employee skill.
• --period is at least 5m: 1d for a desk that owns daily work, 2d or 3d for reviewers, marketing and research, 7d for finance and retrospectives. Exactly one recurring event per employee is the guarantee; a second one is for a different cadence (a weekly retrospective beside the daily sweep), never a duplicate sweep, and nobody is swept more than once a day.
• Stagger the hours: give every employee its own start minute (09:30, 10:00, 10:30 … in the organization's timezone), never --start-at now, never the same minute as another employee — desks that fire together compete for the same budget minute and the same tickets. Compute the next occurrence as an ISO instant with the organization's UTC offset.
• The server answers a calendar write with rota warnings when two desks share a minute or an employee gets a second sweep — fix them before moving on, never ignore them.
• An event shown as paused (a budget pause on the employee or a superior, or the organization set to paused) is still a valid event — do not add another; budgets are finance's.
• Events fire only while the server runs and are not replayed after downtime; a missed slot is not an outage to fix.

Hiring

penguin org hire --new-agent <org_id>_writer --name "Writer" --title "Writer" --reports-to <org_id>_ceo \
  --duties "Own the content tickets: draft, revise, hand to review" --workspace content --budget 40
penguin org hire --agent-id existing_agent --title "Reviewer" --reports-to <org_id>_ceo --workspace review

1. Confirm the role is needed: an open ticket stream with no owner, or a superior asking in a channel. Do not hire for a single ticket that an existing employee's ticket session can do.
2. Name the workspace partition, or leave it to the default. Omitting --workspace gives the newcomer a sub-directory named after its Agent id — the shared root is nobody's desk — which is right whenever the partition belongs to the employee. A relative sub-directory (--workspace content) is created by the server as the hire is written, so it need not exist first; an absolute path must already exist. Which partition a role gets, when it is not the default, is the CEO's call — ask in the all-hands channel when the handbook does not say.
3. --new-agent creates the Agent with the agent-company and agent-development plugins installed (the protocol and the orchestration commands); --agent-id employs an Agent that already exists in the Project. Ids match ^[a-z][a-z0-9_]{1,63}$, prefixed <org_id>_. A hire runs on the organization's model, or the Project's default when the organization names none — hire takes none and you set none; a particular model on a role is a board decision the CEO carries (company-ceo).
4. Write the brief: <app_data_dir>/agents/<agent_id>/agent_state/AGENTS.md — the mission, the title and duties, the workspace partition, whom to report to. Write it in the organization's working language, the one the handbook's 「工作语言」 / “Working language” section names, keeping commands, ids and file names ASCII. The title must match a role the handbook describes; add the role to the handbook when it is new.
5. Schedule the newcomer at once (the audit above), then invite it into the channels of the streams it will work in — an employee reaches a channel only by invitation and reads nothing of it before that:

penguin org channel ls --json                                   # which channels exist and who is in them
penguin org channel invite content agent:<org_id>_writer        # one invitation per stream the role touches

6. Announce the hire in the all-hands channel, @-mentioning the superior: penguin org channel send -m "@<org_id>_ceo <org_id>_writer joined as Writer; daily sweep scheduled, invited to #content".

Offboarding

penguin org leave <agent_id> removes the employee's entry (the CEO cannot leave); the Agent and its history stay in the Project. Before it:

• reassign or close the employee's tickets (penguin org ticket ls --owner agent:<id>) and unblock anything waiting on agent:<id>;
• move its subordinates to a new superior (penguin org employee set <sub> --reports-to <new>) — an entry whose reports_to names a former employee is invalid and stops firing;
• remove its events (penguin org calendar rm <name> --agent-id <id>): an event of a former employee never fires and only clutters the calendar;
• take it out of the channels it was invited into (penguin org channel remove <channel_id> agent:<id>, one per channel — penguin org channel ls --json lists them with their members): a former employee left in a channel still receives every @all there, and every mention still costs money. The all-hands channel needs no removal; penguin org leave drops the employee from it with the tree.

Announce it in the all-hands channel, @-mentioning the former superior. Deleting the Agent itself is a human's Project-level act, never HR's.