headcount is an organization of independently installable Claude Code plugins, each grouping skills for a department such as finance, security, or demand generation. Claude Code users install the departments they need and invoke their skills for specialized work; the catalogue entries are skills and related agent tooling from that organization.
Getting it into your agent
One page per mod, every tool's command on it. A separate URL per tool would split the same page into five that compete with each other.
npx agentmods add skills/cbrock84/headcount/learning-and-developmentnpx skills add cbrock84/headcount --skill learning-and-developmentgit clone --depth 1 https://github.com/cbrock84/headcountWrote this? Show the measurements
A badge with what this costs and how it scanned, read live from this page, so it follows the numbers instead of freezing them. Markdown for a README, HTML for a documentation site or a project page.
[](https://agentmods.dev/skills/cbrock84/headcount/learning-and-development)<a href="https://agentmods.dev/skills/cbrock84/headcount/learning-and-development"><img src="https://agentmods.dev/badge/skills/cbrock84/headcount/learning-and-development.svg" alt="Measured on agentmods" height="20"></a>What it costs to keep this loaded
Counted locally with the o200k_base tokenizer, which is exact for GPT models; Claude uses its own tokenizer and its counts differ. Treat this as one consistent yardstick across the catalogue rather than a bill. Prices are per million input tokens.
| Model | Per session | Once invoked |
|---|---|---|
| Fable 5 | $0.00064 | $0.00709 |
| Opus 5 | $0.00032 | $0.00354 |
| Sonnet 5 | $0.00013 | $0.00142 |
| Haiku 4.5 | $0.00006 | $0.00071 |
Grade A, and why
learning-and-development scanned grade A with 0 findings against 26 rules in 11 categories — prompt injection, anti-refusal, data exfiltration, privilege escalation, supply chain, agent snooping, system-prompt leakage, SSRF and excessive agency — measured yesterday.
A static scan of the body, not an audit. Every finding is printed with the line that produced it so you can judge whether it matters here. A mod is markdown that instructs an agent; that is exactly why what it instructs is worth reading.
Nothing flagged
None of the 26 patterns this scan looks for appear in this file: no shell pipes, no recursive deletes, no credential paths, no hidden text, no instruction-override or anti-refusal phrasing, no agent-config snooping. That is not a guarantee, it is the absence of the things that are checkable.
How it starts
The opening of the file, as written. The whole thing — 72 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Learning and development
Training is the most reliably wasted budget in an organization, because attendance is easy to measure and transfer to the job is not.
Start from the capability gap
Training is a solution. Establish the problem first: what should people be able to do that they cannot, and is the cause actually capability?
Frequently it is not. If someone knows how but does not, look for the real obstacle — no time, a process that makes the right thing harder, an incentive pointing elsewhere, or no feedback on whether they did it correctly. Training a motivation or system problem changes nothing and consumes the budget that would have fixed it.
Design for transfer
Most of what people can actually do is learned by doing it, with feedback, on real work. Formal instruction is a small part and it decays quickly without application.
So: teach close to the moment of use, give people real work immediately afterwards, and arrange feedback from someone competent. A course two months before the work is entertainment.
Measure transfer, not satisfaction. Whether attendees enjoyed it is uncorrelated with whether they now do the job differently. Ask their manager at ninety days what changed.
Career frameworks
A framework answers what is expected at each level and what growth looks like. It carries weight far
beyond development — it drives compensation bands, promotion decisions, and whether people believe
progression is fair. It should be built with people:compensation-and-leveling, not separately.
Make it observable. Levels described by scope, autonomy and impact can be assessed; levels described by seniority adjectives cannot, and collapse into tenure.
Provide a path that is not management. Forcing the best practitioners into management to progress is how organizations lose their best practitioners and gain mediocre managers.
Internal mobility
Internal moves are usually cheaper and lower-risk than external hiring, and they are the main reason capable people stay. The obstacle is almost always managers hoarding talent, which is rational for the manager and expensive for the company.
What this file has done since we first saw it
Hashed on every crawl. A supply-chain change to an agent config is a question of when, not whether, so the history is kept rather than the latest state alone.
- yesterday First seen · 72 lines · 64 tokens per session scan A 2a02363239d6
learning-and-development is a skill published in the GitHub repository cbrock84/headcount (1,247 stars, last pushed 2d ago), licensed MIT. It adds 64 tokens to every session and 709 once invoked, about $0.0003 per session on Opus 5. A static security scan graded it A with 0 findings. No closer match exists in the catalogue, so it is treated as the original; first seen 2026-09-03.
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