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leadership-succession-testing

Use when selecting or vetting a successor for leadership. Applies a multi-phase evaluation combining character tests, progressive responsibility assignment, regency trials, and public acceptance before formalizing succession.

65

Quality

77%

Does it follow best practices?

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SecuritybySnyk

Passed

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tessl review fix ./kg/ontology/ontology-v1/skus/procedural/skill_004/SKILL.md
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.

A clear, well-structured procedural skill with strong sequencing and validation. Conciseness and actionability are the weaker points: some redundancy with the description and several phases that stay abstract rather than specifying measurable outcomes.

Suggestions

Remove the Overview sentence that restates the description, or merge it into the opening to cut redundancy.

Make each progressive-responsibility phase measurable (e.g., define what 'composure' or 'completed' means as an acceptance criterion) so phases are verifiable rather than descriptive.

Tighten the Decision Points into explicit pass/fail criteria per phase to strengthen the feedback loop.

DimensionReasoningScore

Conciseness

The body is well-organized and mostly lean, but the Overview and opening sentence restate the frontmatter description, adding mild redundancy that could be tightened.

2 / 3

Actionability

Steps give concrete directives (e.g., "Marry daughters of the ruler to the candidate", "Manage the five moral teachings"), but several phases remain somewhat abstract with no executable artifacts or measurable criteria.

2 / 3

Workflow Clarity

An explicit 8-step sequence is paired with Decision Points ("If candidate fails any phase, return to step 1") and a Validation section providing checkpoints and a feedback loop.

3 / 3

Progressive Disclosure

This is a compact single-file skill under 50 lines with no need for external references; its well-organized sections satisfy progressive disclosure without bundle files.

3 / 3

Total

10

/

12

Passed

Description

85%

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 description with explicit "Use when" guidance and several concrete capabilities. The main gap is trigger-term coverage, which captures the core scenario but omits common phrasings users might say.

Suggestions

Broaden trigger terms to include common user phrasings such as "leadership succession", "choosing a successor", or "leadership handover".

Keep the existing specificity; avoid adding buzzwords like "comprehensive" or "robust" that would dilute the concrete actions.

DimensionReasoningScore

Specificity

The description lists multiple concrete actions and phase types — "character tests, progressive responsibility assignment, regency trials, and public acceptance" — rather than vague language.

3 / 3

Completeness

It explicitly answers both what it does (the multi-phase evaluation) and when to use it via the "Use when..." clause, satisfying the explicit-trigger requirement.

3 / 3

Trigger Term Quality

It includes a natural trigger phrase ("selecting or vetting a successor for leadership") but misses common user variations like "leadership succession", "handover", or "choosing a successor".

2 / 3

Distinctiveness Conflict Risk

The leadership-succession vetting niche is specific and unlikely to overlap with or trigger for unrelated skills.

3 / 3

Total

11

/

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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