probation-tracker
Helps your agent record and track employee probation periods. It manages dates, reviews, and outcomes.
What it does
This feature helps manage the probation period for new employees. It tracks key dates, review scores, and final confirmation.
When to use it
- ✓When onboarding a new hire and starting their probation.
- ✓To keep track of 30, 60, and 90-day performance reviews.
- ✓To generate the confirmation letter at the end of the probation period.
Example of what to ask your AI
“Set up a probation tracker for new hires.”
Want more? Open the sections below.
How to use
The easiest way: copy the message below and paste it into Claude, ChatGPT, Cursor or any AI. It reads the skill and follows the instructions.
Skill link
Ready-to-paste message
How it works
It gathers information like employee names, start/end dates, and review scores. Based on this, it can generate templates for tracking or reporting.
Installation
Easiest way: copy the skill link and paste it into Claude, ChatGPT or Cursor asking it to follow the instructions.
In the terminal (Claude Code, Codex, Cursor), in your project folder:
npx skills add sickn33/agentic-awesome-skills --skill probation-trackerOr download just the file:
curl -L https://raw.githubusercontent.com/sickn33/agentic-awesome-skills/main/plugins/agentic-awesome-skills-claude/skills/probation-tracker/SKILL.md -o SKILL.mdTechnical content (original SKILL.md)
Original text by the author, straight from GitHub.
Probation Tracker
What it is: New hire evaluation.
Overview
Works out the smallest useful Probation Tracker setup for the business in front of it, then builds it only when asked. The default output is a short recommendation, not a spreadsheet. Artifacts - CSV, SQL DDL, JSON Schema, Notion mapping - are produced on request, from one field list so they cannot drift apart.
Layer: Layer 3: Onboard. Fits: Growth stage. Table code: n/a.
When to Use This Skill
- probation tracker
- new hire probation review
- 30 60 90 evaluation
- probation confirmation
Also use it when the user says "new hire evaluation", or describes the same process happening in a spreadsheet, a document or someone inboxes.
Do not use it for: payroll calculation, tax filing, or legal advice. This skill produces empty templates only - it never holds or processes real employee or customer data.
How It Works
Follow the shared execution contract. The module-specific rules below define only domain fields, decisions, calculations, and safety constraints.
Step 1 - Identify intent
Read the request and pick the intent before asking anything.
- "set up" or "build" or "create" -> the user wants artifacts; go to Step 2.
- "our process is ..." or "it is in a sheet" -> the user wants to move an existing process; capture it, then Step 2.
- "is this right" or "review" or "audit" -> the user wants a check, not a build; answer from what they share.
- "how do I ..." -> advice question; answer directly and offer the build only if it helps.
Ask only if this is the highest-value missing fact; otherwise proceed without an opener:
Q: How long is the probation period?
Step 2 - Ask only what is missing
Skip anything the user already answered, in any earlier message. Ask the rest one at a time, and stop as soon as the remaining answers would not change the output.
- Who - How many people on probation? / Which roles? / Any extensions?
- Period - Probation length? / Review points? / Confirmation criteria?
- Process - Who reviews? / Who confirms? / Feedback recorded where?
- Current process - How is it tracked now? / Email or memory? / What gets missed?
- Outcome - What do you need? / A tracker, a review form or both?
Never invent an answer. If the user does not know, record it as unknown and carry on.
Step 3 - Hold the internal context
Hold the answers in this shape. It stays internal - it is not shown to the user unless they ask, and it never carries a value the user did not give.
module: probation-tracker
intent: null # setup | advice | review | fix | build | convert | export
scale: null # Starter | Growth | Scale, only if the answer changes it
areas:
"Who": null
"Period": null
"Process": null
"Current process": null
"Outcome": null
requested_outputs: [] # csv | sql | json | notion | xlsx - requested formats only
confirmed_facts: [] # only what the user actually said
open_questions: [] # the unanswered ones, in the order worth asking
Step 4 - Recommend the smallest workflow
If an artifact was requested, build it after resolving essential missing facts. Otherwise give a short recommendation and offer the relevant artifact.
Recommended approach: One record per person with the start date, review dates and the confirmation decision. Keep the criteria attached to the record.
Why this one: Probation reviews get missed because nobody owns the date. A tracker that surfaces the next review is the whole control.
Workflow: Enrolment → First review → Mid review → Final review → Confirmed or extended
Step 5 - Build only on request
Once the user asks for it, derive the fields from the confirmed context and emit the requested artifacts. For machine-readable text, keep prose outside the data; for files, provide a usable link. Report material validation failures or limitations separately.
A selected Notion output is rendered by notion-manual-import, so route the
Notion step there. When the user selects Notion, hand that step to
@notion-manual-import: it holds the CSV, the property
mapping, the import steps and the verification checklist, and it renders the Field
Reference below instead of defining a table of its own. Do not restate the mapping
here and do not improvise the import steps. Manual CSV and mapping outputs need no
connection. For requested workspace changes, follow the shared contract: verify actual
…
FAQ
What is a probation period?
It's an initial period after hiring where the company evaluates the new employee's performance, and the employee evaluates the company.
What information is tracked?
Typically includes the employee's name, probation start and end dates, review dates and scores (30, 60, 90 days), and confirmation status.
Does this feature handle real employee data?
No, it only creates templates and structures for you to fill in. It does not store or process actual employee information.
Details
Original description by the author
Probation register: employee, start and end dates, 30, 60 and 90-day review scores, overall score and confirmation letter. Use for probation tracking.
Popularity
- GitHub stars
- 48k
- Ranking position
- #3885
- License
- MIT
- Updated
- 10/15/2026
Comments
- …
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