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 skills add jeffreytse/grimoire-core --skill plan-team-successiongit clone --depth 1 https://github.com/jeffreytse/grimoire-coreWrote 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/jeffreytse/grimoire-core/plan-team-succession)<a href="https://agentmods.dev/skills/jeffreytse/grimoire-core/plan-team-succession"><img src="https://agentmods.dev/badge/skills/jeffreytse/grimoire-core/plan-team-succession/github.svg" alt="Measured on agentmods" height="20"></a>Or the 80×15 button, for a site that already has a row of RSS and ATOM ones. Only the verdict fits; the numbers stay here.
<a href="https://agentmods.dev/skills/jeffreytse/grimoire-core/plan-team-succession"><img src="https://agentmods.dev/badge/skills/jeffreytse/grimoire-core/plan-team-succession.svg" alt="Reviewed on agentmods" width="80" 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 5.1 | $0.00051 | $0.01813 |
| Opus 5 | $0.00026 | $0.00907 |
| Sonnet 5 | $0.00010 | $0.00363 |
| Haiku 4.5 | $0.00005 | $0.00181 |
Grade A, and why
plan-team-succession 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 9d ago.
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 — 116 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Plan Team Succession
Identify which roles on your team are critical, assess each team member's readiness and potential, and create development plans that make the team resilient when a key person leaves, is promoted, or becomes unavailable.
Why This Is Best Practice
Adopted by: McKinsey's "War for Talent" research (1997, updated 2023) identified succession planning as a core differentiator between talent-strong and talent-weak organizations; the 9-box grid (performance vs. potential) is the most widely used succession tool, used at GE (where it originated), IBM, Unilever, and the majority of Fortune 500 companies for annual talent reviews; SHRM identifies succession planning as a foundational HR competency in the SPHR body of knowledge Impact: The Corporate Leadership Council (2005, 29,000 employees) found that organizations with formal succession plans fill critical roles 20% faster and with 20% better performance ratings than those without; McKinsey (2023) found that companies with deep internal talent pipelines promote internally 60% more often and experience 30% lower executive turnover; the cost of an unplanned departure from a critical role averages 50–200% of the role's annual salary (SHRM replacement cost studies) Why best: Waiting until a key person departs to begin succession planning leaves the organization in crisis mode — decisions are rushed, the wrong person is promoted before they're ready, or an expensive external search begins under time pressure; planned succession identifies the gap years before it opens and creates the development experiences to close it
Sources: SHRM "Succession Planning" knowledge center (shrm.org); McKinsey "Winning the War for Talent in Emerging Markets" (2023); Corporate Leadership Council "Building the High-Performance Workforce" (2005); Groysberg et al., Harvard Business Review (March 2011)
Steps
1. Identify critical roles on your team
A role is critical when:
- The skills required are rare or take 12+ months to develop in a new person
- The role holds key relationships (customers, partners, senior stakeholders) that do not automatically transfer to a new person
- A vacancy in the role would materially delay a key deliverable or strategic initiative
- The role sits at a single point of failure — no one else can cover it in the short term
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.
- 9d ago First seen · 116 lines · 51 tokens per session scan A 2423310dd980
plan-team-succession is a skill published in the GitHub repository jeffreytse/grimoire-core (4 stars, last pushed 24d ago), licensed MIT. It adds 51 tokens to every session and 1,813 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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