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Cómo pedir trabajo con esta skill instalada
Instalar la skill da un método a tu IA. Tu petición todavía debe aportar los hechos del caso, las restricciones y el entregable esperado.
1Nombra la tarea real
Describe la decisión o el entregable, no solo el tema.
2Aporta la información
Añade materiales, público, límites y hechos conocidos.
3Define qué significa acabado
Fija formato, criterios de calidad y comprobaciones.
Ejemplo de origen
Sustituye los corchetes por tu caso
Cuándo usarla
- 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
Errores que conviene evitar
- 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