From file to useful result
How to ask with this skill installed
Installing the skill gives your AI a method. Your request still has to provide the case-specific facts, constraints and expected output.
1Name the real task
Describe the decision or deliverable, not just the topic.
2Provide the evidence
Add source material, audience, limits and known facts.
3Define done
Set format, quality criteria and checks.
Source example
Replace the brackets with your case
When to use it
- Designing a new corporate wellness program from scratch
- Managing an existing wellness program and tracking participation
- Running biometric screening events for employees
- Managing a smoking cessation or chronic disease prevention program
- Calculating wellness program ROI for employer reporting
- Managing wellness incentives (gift cards, premium reductions, HSA contributions)
- Ensuring HIPAA compliance of wellness program data collection
Mistakes to avoid
- Not having a clear biometric referral process — when an employee's biometric screening reveals a critical value (BP > 180/110), there must be a documented process to ensure the employee is referred to care immediately, not just sent a letter
- Designing a wellness program that is punitive for lower-income employees — a program that requires gym memberships, cooking classes, or time-intensive coaching will disproportionately exclude the employees who need it most; design for your lowest-income employee population's reality
- Using aggregate wellness data to make employment decisions — even de-identified data from biometric screenings can sometimes be re-identified in small populations; be cautious and consult legal
- Over-investing in "fun" wellness activities (yoga classes, smoothie bars) that have low health ROI instead of evidence-based programs (DPP, smoking cessation, hypertension management) — fun programs have low ROI; clinical programs have high ROI
- Not tracking the incentive tax implications — employer contributions to wellness incentives may be taxable to the employee if not structured correctly under the ACA — consult a benefits attorney