report-distribution-agent
AI agent that automates distribution of consolidated sales reports to representatives based on territorial parameters
37
22%
Does it follow best practices?
Impact
Pending
No eval scenarios have been run
Passed
No known issues
Optimize this skill with Tessl
npx tessl skill review --optimize ./specialized-report-distribution/skills/SKILL.mdQuality
Discovery
32%Based on the skill's description, can an agent find and select it at the right time? Clear, specific descriptions lead to better discovery.
The description provides a high-level summary of the skill's purpose but reads more like a product tagline than a functional skill description. It lacks concrete actions, explicit trigger guidance ('Use when...'), and natural user-facing keywords. The use of 'AI agent' as a self-descriptor and formal language like 'territorial parameters' reduces its effectiveness for skill selection.
Suggestions
Add an explicit 'Use when...' clause with trigger scenarios, e.g., 'Use when the user needs to send sales reports to reps, distribute territory-based reports, or automate report delivery.'
Replace vague phrases like 'based on territorial parameters' with concrete actions: 'filters consolidated sales data by territory, matches reports to assigned representatives, and sends personalized report emails.'
Include natural keywords users would actually say, such as 'send reports', 'sales reps', 'territory reports', 'report distribution', 'email reports'.
| Dimension | Reasoning | Score |
|---|---|---|
Specificity | Names the domain (sales reports, distribution) and a general action (automates distribution), but lacks specific concrete actions like 'filters by territory', 'generates email', 'attaches PDF reports', etc. The phrase 'based on territorial parameters' is somewhat vague. | 2 / 3 |
Completeness | Describes what it does at a high level but completely lacks a 'Use when...' clause or any explicit trigger guidance for when Claude should select this skill. Per the rubric, a missing 'Use when...' clause caps completeness at 2, and the 'what' is also weak, so this scores a 1. | 1 / 3 |
Trigger Term Quality | Includes some relevant keywords like 'sales reports', 'representatives', and 'territorial', but misses common natural variations users might say such as 'send reports', 'email sales data', 'territory assignments', 'rep reports', or 'sales distribution list'. | 2 / 3 |
Distinctiveness Conflict Risk | The combination of 'sales reports', 'representatives', and 'territorial parameters' provides some specificity, but the description is broad enough that it could overlap with general report generation, email automation, or CRM-related skills. | 2 / 3 |
Total | 7 / 12 Passed |
Implementation
12%Reviews the quality of instructions and guidance provided to agents. Good implementation is clear, handles edge cases, and produces reliable results.
This skill reads more like a product requirements document or agent persona description than an actionable skill file. It lacks any concrete implementation details—no code, no commands, no configuration examples, no templates. The content is padded with identity/personality sections and abstract deliverables that don't help Claude execute the task.
Suggestions
Replace the abstract workflow steps with executable code examples: SMTP configuration, SQL queries for territory lookups, HTML email template snippets, and cron/scheduler setup commands.
Remove the 'Identity & Memory', 'Core Traits', and 'Success Metrics' sections entirely—they consume tokens without adding actionable guidance.
Add concrete validation checkpoints to the workflow, such as verifying recipient lists before sending, checking SMTP connection health, and validating generated HTML before distribution.
Split detailed content (HTML templates, database schema, scheduling configuration) into referenced files and keep SKILL.md as a concise overview with clear navigation links.
| Dimension | Reasoning | Score |
|---|---|---|
Conciseness | The content is verbose and padded with unnecessary persona descriptions ('reliable communications coordinator'), trait lists, and abstract mission statements that Claude doesn't need. The 'Identity & Memory' and 'Core Traits' sections add no actionable value. Success metrics like '99%+ scheduled delivery rate' are aspirational fluff rather than executable guidance. | 1 / 3 |
Actionability | There is no concrete code, no executable commands, no specific SMTP configuration, no SQL queries, no HTML templates, no cron job setup, and no API calls. Everything is described at an abstract level ('Send via SMTP transport', 'Query territories') without any implementation details or copy-paste ready examples. | 1 / 3 |
Workflow Clarity | The 7-step workflow process provides a clear sequence of operations, but it lacks validation checkpoints, error recovery feedback loops, and specific commands at each step. For a process involving batch email distribution (a potentially destructive/irreversible operation), the absence of explicit validation steps and retry logic details caps this at 2. | 2 / 3 |
Progressive Disclosure | The content is a monolithic document with no references to external files for detailed implementation (e.g., HTML templates, SMTP configuration, scheduling setup, database schema). Everything is inline at the same shallow level of abstraction with no navigation structure for deeper content. | 1 / 3 |
Total | 5 / 12 Passed |
Validation
90%Checks the skill against the spec for correct structure and formatting. All validation checks must pass before discovery and implementation can be scored.
Validation — 10 / 11 Passed
Validation for skill structure
| Criteria | Description | Result |
|---|---|---|
frontmatter_unknown_keys | Unknown frontmatter key(s) found; consider removing or moving to metadata | Warning |
Total | 10 / 11 Passed | |
- Repository
- OpenRoster-ai/awesome-openroster
- Commit
09aef5d
- Reviewed
Table of Contents
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