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ancient-leadership-succession-protocol

Use when designing leadership succession plans or evaluating power transfer legitimacy. Follows the sage king model (尧舜禹) of merit-based selection through collective recommendation, decades-long testing in office, and formal transfer only after proven 功用既兴.

69

Quality

85%

Does it follow best practices?

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SecuritybySnyk

Passed

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SKILL.md
Quality
Evals
Security

Quality

Content

70%

Reviews the quality of instructions and guidance provided to agents. Good implementation is clear, handles edge cases, and produces reliable results.

The body is well-structured with a clear sequence and explicit validation/abort checkpoints, but the step guidance is somewhat abstract and a few sections restate content or state obvious benefits. Tightening the Overview and Expected Outcomes and making the evaluation criteria more concrete would raise the weaker dimensions.

Suggestions

Trim the Overview (it restates the frontmatter description) and the Expected Outcomes section, whose benefits are inferable, to improve token efficiency.

Add concrete evaluation criteria to the steps — e.g., define what 'broad support' means quantitatively and what measurable accomplishments satisfy 功用既兴 — to move guidance from descriptive to actionable.

Optionally fold the Decision Points into the relevant steps as inline checkpoints so the abort conditions sit next to the actions they gate.

DimensionReasoningScore

Conciseness

The body is largely lean and free of explanatory fluff, but the Overview restates the frontmatter description and the Expected Outcomes section lists fairly obvious benefits ('Legitimate, stable leadership transition', 'Public confidence') that could be tightened. It is not level 3 because not every token earns its place, and not level 1 because there is no padded explanation of concepts Claude already knows.

2 / 3

Actionability

Steps are sequenced but largely abstract ('Place candidate in official role', 'Assess actual accomplishments and utility', 'formally grant governing authority') — they describe rather than instruct with measurable criteria or mechanisms. It is not level 1 because Decision Points and the Validation section add concrete gates, and not level 3 because key details (how to measure 'broad support', what counts as 'measurable accomplishments') are missing.

2 / 3

Workflow Clarity

A clear numbered four-step sequence is paired with a Decision Points section giving abort conditions and a Validation section with three explicit checkpoints, forming feedback loops for the process. It is not level 2 because validation checkpoints are explicit rather than implicit or missing.

3 / 3

Progressive Disclosure

At under 50 lines with no external references needed, the body is organized into clear, well-signaled sections (Overview, Steps, Decision Points, Expected Outcomes, Validation) that aid navigation. It is not level 2 because the structure is clean and self-contained with no nested or dangling references.

3 / 3

Total

10

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12

Passed

Description

100%

Based on the skill's description, can an agent find and select it at the right time? Clear, specific descriptions lead to better discovery.

A strong, concise description with an explicit trigger, multiple concrete capabilities, third-person voice, and a clearly distinct niche. It answers both what the skill does and when to use it without padding or over-claiming.

DimensionReasoningScore

Specificity

Lists multiple concrete actions — 'designing leadership succession plans', 'evaluating power transfer legitimacy', 'merit-based selection through collective recommendation', 'decades-long testing in office', and 'formal transfer only after proven 功用既兴' — rather than vague language. It is not level 2 because the actions are comprehensive and specific, not just a named domain.

3 / 3

Completeness

An explicit 'Use when' clause answers when, and the remainder answers what (merit-based selection, testing, formal transfer). It is not level 2 because both what and when are explicit rather than the when being only implied.

3 / 3

Trigger Term Quality

Natural terms a user would actually say ('leadership succession plans', 'power transfer legitimacy', 'succession') are present and well matched to the niche. It is not level 2 because these are exactly the phrasings a user would invoke, not merely 'works with X' generic coverage.

3 / 3

Distinctiveness Conflict Risk

The sage-king succession niche (尧舜禹) is highly distinct and unlikely to trigger for unrelated skills. It is not level 2 because the triggers are specific enough that overlap with similar skills is minimal.

3 / 3

Total

12

/

12

Passed

Validation

100%

Checks the skill against the spec for correct structure and formatting. All validation checks must pass before discovery and implementation can be scored.

Validation16 / 16 Passed

Validation for skill structure

No warnings or errors.

Repository
baojie/shiji-kb
Reviewed

Table of Contents

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