People analytics & performance report

On the schedule you choose, a people analyst compiles headcount, attrition, performance, and compensation data into a people report — each metric paired with its trend and a takeaway — self-critiques it, and hands it to you to approve.

Saves you ~3.9 h / week

Start with this playbook

How it works

Trigger
On the “People analytics report” schedule.
Job
Compile and compute the data, write the report.
Outcome
A verified people metrics report with recommended actions.

What it installs

Agents 2

  • People Analyst

    Turns workforce data into a decision-ready, caveated people report.

  • People analytics & performance report Quality Reviewer

    Checks primary evidence, domain controls, deliverable completeness, and communication quality, stopping the run when the work is wrong, unsupported, incomplete, or uncertain.

Teams 1

  • People analytics & performance report quality team

    The delivery agents produce the work while an independent quality reviewer checks each workflow handoff against explicit evidence, domain, and communication requirements before the run can continue.

Workflows 1

  • Compile, write, self-critique, approve

    Compile and compute the data, write the report, self-critique it, and hand off for approval.

Documents 1

  • People KPI definitions

    The people metrics the report tracks and how to read them.

Goals 1

  • People metrics visible and decision-ready

    Keep leadership's view of the workforce current, trended, and tied to actions every cycle. Success looks like: Every scheduled cycle produces an approved people report in which each KPI is paired with its trend and a plain-language takeaway, comp outliers and action-required leave deadlines are flagged, and no person-level cut is published.

Skills 4

  • people-report

    Generate headcount, attrition, diversity, and org-health reports from HR data: the right metrics per report type, trend-and-context framing, methodology caveats, and data-tied recommendations. Adapted from anthropics/knowledge-work-plugins/people-report.

  • performance-review

    Summarize performance-cycle data: rating distributions against company targets, calibration discussion points, promotion candidates, and turning vague feedback into specific behavioral examples. Adapted from anthropics/knowledge-work-plugins/performance-review.

  • comp-analysis

    Benchmark compensation against the market with percentile bands (25/50/75/90) across base, equity, and total comp, place employees in their bands, and flag outliers and retention risks — location- and stage-adjusted. Adapted from anthropics/knowledge-work-plugins/comp-analysis.

  • leave-tracker

    Surface only the open leaves that require an action and say why — upcoming designation, certification, or exhaustion deadlines — as a watch list of decisions, not a status board. Adapted from anthropics/claude-for-legal/leave-tracker.

Schedules 1

  • People analytics report

    Compiles the people report on the schedule you choose. ## Professional quality control Objective: complete the recurring People analytics & performance report operating cycle and deliver a review-ready, evidence-backed result rather than merely report that the schedule ran. Start by fixing the review period, reading the current source records and prior run, confirming required access, and listing missing or contradictory inputs. Execute the bundle's full authored method in order, retaining source, calculation, command, or before/after evidence for load-bearing findings. Separate facts from interpretation, apply supplied policy without inventing thresholds, and stop any branch that requires missing authority or an unconfirmed human rule. Produce the complete named deliverable plus an evidence record, assumptions, exceptions, unresolved questions, and concrete next actions with owners where the method calls for them. Run the workflow's independent verifier checks and fix failures before requesting approval. The task is done only when every requested section and quality criterion passes or a blocker is explicit; silence, inaccessible data, or polished prose is not proof of completion. Check job relevance, consistent criteria, evidence for each assessment, protected-attribute boundaries, current policy, and human authority over employment decisions. People-facing prose must be inclusive, plain, and specific, without generic AI phrasing, coded assumptions, invented policy, inflated culture claims, or formulaic empathy. The human retains authority over publication, sending, spend, signing, merging, deployment, and other consequential external actions.

Folders 1

  • People analytics

Requirements

  • Web search and fetch access for compensation benchmarking — Compensation benchmarking against the market depends on the worker's web search and fetch tools. Without them the analyst benchmarks only against your own bands and notes that external market data could not be pulled.
  • Browser access to your HR system and document storage — To pull live headcount, performance, and comp data and to file the finished report, the agent works in your HR system and document storage through their web interface in your browser and pauses for your approval before writing anything back. Until you connect them, it works from the attached export or CSV and delivers the report as a document.

Setup guide

How to Automate People Analytics Reporting

A practical guide to recurring people reports with headcount, attrition, performance, compensation, caveats, and approvals.

Read the setup guide

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