# Fewshot Attempt 03 > Crescent Finance Ops — Transferable Skill - Skill: `prism-shadow/fewshot-attempt-03-33` (Agent Skill) - Install (CLI): `npx skillmds@latest add prism-shadow/fewshot-attempt-03-33` - Raw SKILL.md: https://api.skillmd.com/api/skills/prism-shadow/fewshot-attempt-03-33/raw - Safety review: pending - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Coding & Dev Tools - Author: prism-shadow (https://skillmd.com/u/prism-shadow) - Updated: 2026-09-17 - Page: https://skillmd.com/skills/prism-shadow/fewshot-attempt-03-33 --- # Crescent Finance Ops — Transferable Skill ## Environment Base URL: `http://34.46.77.124:8009` (use HTTP, never HTTPS). This URL overrides any `localhost`/`127.0.0.1` references found in payload files. ### API Endpoints | Endpoint | Purpose | |---|---| | `GET /api/manifest` | Global listing of branches, ensembles, productions, record counts | | `GET /api/finance/branches` | Branch registry: `branch_id`, `branch_name`, `region_id`, `region_name` | | `GET /api/finance/period-map` | Fiscal calendar: maps `period` (M1–M24) to `fiscal_year` and `month_name` | | `GET /api/finance/accounts` | Chart of accounts: `account`, `category`, `display_name`, `metric_type` | | `GET /api/finance/records` | All financial record values by `account` × `branch_id` across all periods | | `GET /api/compensation/rate-book` | Compensation constants: MWS, seniority bands, title premium pcts, quarter_weeks, business rules | | `GET /api/compensation/rosters` | Ensemble rosters: employee-level attributes, weeks by quarter, years of service | | `GET /api/compensation/scenarios` | Forecast scenarios: growth rates per pay-type component for Year+1 and Year+2 | | `GET /api/payroll/rate-book` | Payroll constants: service rates, premium pcts, conflict thresholds, guarantee, time limits | | `GET /api/payroll/productions` | Weekly productions: schedule (services) and roster with musician flags and assigned services | --- ## Rounding & Output Conventions - **Currency**: round to 2 decimal places (e.g. `123456.78`). - **Percent / ratio**: round to 4 decimal places (e.g. `0.0138`, `0.2459`). - **Lists**: ascending by ID string (lexicographic) unless a `_rank` or `_desc` field explicitly dictates descending rank order. - **Conflict flags list**: sorted alphabetically. - **Per-musician list**: ordered ascending by `musician_id`. --- ## Task Family 1: Branch Financial Close Reporting **Endpoints needed:** `/api/finance/branches`, `/api/finance/period-map`, `/api/finance/records` ### Period Convention From the period map: - **M1–M12** → **FY2024** - **M13–M24** → **FY2025** When a task asks for "current fiscal year" context around a close period in M13–M24, that is FY2025. Always derive this from `/api/finance/period-map` rather than hard-coding. ### Income Statement Line Items (for a single branch × single period) Fetch all records for the target `branch_id`. Sum by account category: ``` Revenue = product_revenue + service_revenue COGS = direct_materials_cogs + direct_labor_cogs Gross Margin = Revenue - COGS SG&A = sales_sga + admin_sga + occupancy_sga Allocations = shared_service_allocations EBITDA = Gross Margin - SG&A - Allocations ``` ### MoM Revenue Variance ``` amount = revenue(current_month) - revenue(prior_month) pct = amount / revenue(prior_month) ``` ### Full Fiscal Year Aggregates To compute FY2025 totals for a branch: sum the 12 monthly values for M13 through M24. To compute FY2024 totals for a branch: sum M1 through M12. KPI formulas for a full fiscal year: ``` EBITDA Margin = FY_EBITDA / FY_Revenue ARPU = FY_Revenue / SUM(revenue_units over the FY) Sales per Labor Headcount = FY_Revenue / SUM(labor_headcount over the FY) Revenue Growth Pct = (FY2025_revenue - FY2024_revenue) / FY2024_revenue EBITDA Growth Pct = (FY2025_ebitda - FY2024_ebitda) / FY2024_ebitda ``` Always use SUM of period-level values for denominator counts like `revenue_units` and `labor_headcount`. ### Branch Rankings (all 12 branches) **Sales growth rank:** Compute `revenue_growth_pct` for every branch. Sort descending and assign rank 1 to the highest growth. Report the target branch's rank and the branch_id with rank 1. **Top ARPU:** Compute ARPU for FY2025 for every branch. Identify the branch_id with the maximum ARPU. ### Region Context 1. Look up the target branch in `/api/finance/branches` to get `region_id` and `branch_name`. 2. Find all branches with the same `region_id` (the `branch_ids` list in ascending order). 3. Compute FY2025 EBITDA for every branch in that region. 4. Sort region branches descending by EBITDA; the target branch's position is `ebitda_rank_desc` (1 = best). 5. The region's total `fy2025_ebitda` is the SUM of all region branches' FY2025 EBITDA. --- ## Task Family 2: Compensation — Current-Year Summary **Endpoints needed:** `/api/compensation/rate-book`, `/api/compensation/rosters` ### Rate Book Constants | Field | Meaning | |---|---| | `minimum_weekly_scale` (MWS) | Base weekly pay every musician receives | | `seniority_weekly` | Banded weekly add-on by `years_of_service` | | `title_premium_pct` | Weekly add-on = MWS × title_pct (by title name) | | `quarter_weeks` | Default quarter week counts (Q1–Q4, typically 13 each) | | `pay_types` | Canonical ordered list: `["Minimum Weekly Scale", "Titled Position Premium", "Seniority", "Overscale"]` | | `current_year` | The calendar year for the current compensation period | ### Per-Employee Weekly Rate For each roster member of the target ensemble: ``` weekly_mws = minimum_weekly_scale weekly_title = if combined_overscale_includes_title is FALSE AND title is not null: minimum_weekly_scale × title_premium_pct[title] else: 0 weekly_sr = seniority_weekly[band matching years_of_service] (bands: 0-4→0, 5-9→48, 10-14→82, 15-19→126, 20-24→170, 25+→215) weekly_ov = overscale_weekly (0.0 if absent) weekly_total = weekly_mws + weekly_title + weekly_sr + weekly_ov ``` ### Quarter Totals **Critical rule:** Use the employee's actual `weeks_by_quarter` from the roster, NOT the default `quarter_weeks` from the rate book. Employees with "Partial-quarter service schedule" notes may have fewer than 13 weeks in some quarters. ``` Q{X}_total = Σ over employees: weekly_total × weeks_by_quarter["Q{X}"] ``` ### Pay-Type Totals Sum each pay-type component across all employees × all actual weeks: ``` Minimum Weekly Scale = Σ (weekly_mws × weeks) Titled Position Premium = Σ (weekly_title × weeks) Seniority = Σ (weekly_sr × weeks) Overscale = Σ (weekly_ov × weeks) ``` `annual_total` = sum of all four pay-type totals (must equal sum of Q1+Q2+Q3+Q4). ### Derived Counts - `roster_count`: total employees in the ensemble's roster. - `combined_overscale_employee_count`: count of employees with `combined_overscale_includes_title == true`. - `partial_quarter_employee_count`: count of employees whose `notes` field contains `"Partial-quarter"`. - `largest_pay_type`: the pay type with the highest annual total. --- ## Task Family 3: Payroll — Weekly Production Review **Endpoints needed:** `/api/payroll/rate-book`, `/api/payroll/productions` ### Service Rates | Service Type | Rate | Unit | |---|---|---| | Performance | 260.25 | Per service (flat) | | Audit | 260.25 | Per service (flat) | | 1hr Sound Check | 80.00 | Per service (flat) | | 2hr Sound Check | 142.50 | Per service (flat) | | Rehearsal | 58.75 | Per hour (3-hour minimum call) | ### Service Counts Count each service type from the production schedule. E.g., count how many schedule entries have `service_type == "Performance"`. ### Per-Musician Payroll Calculation For each musician in the production roster: **Step 1 — Base service pay.** For each assigned service (by `assigned_service_ids`): - Performance / Audit / Sound Check: flat rate from the rate book. - Rehearsal: `max(duration_hours, 3.0) × 58.75`. Sum these as `base_pay`. **Step 2 — Substitute adjustment (if `substitute == true`).** Compute `substitute_adjustment = base_pay × 0.40`. (The effective base for premium calculations below becomes `base_pay + substitute_adjustment`.) **Step 3 — Premiums.** Compute the sum of applicable premium percentages from the rate book: | Flag | Premium % | |---|---| | `principal == true` | 15% (`principal_or_lead`) | | `lead == true` | 15% (`principal_or_lead`) | | `quartet == true` | 15% (`quartet`) | | `electronic == true` | 25% (`electronic`) | Apply these to the effective base (`base_pay + substitute_adjustment` if substitute, else `base_pay`): ``` premium_total = effective_base × Σ(applicable premium percents) ``` **Step 4 — Doubles.** If `doubles > 0`: ``` doubles_total = effective_base × (0.25 + (doubles - 1) × 0.10) ``` The first extra instrument is 25%; each additional is 10%. **Step 5 — Vacation.** If `vacation_eligible == true`: ``` vacation = 0.04 × (effective_base + premium_total + doubles_total) ``` Substitutes are typically NOT vacation_eligible. **Step 6 — Guarantee adjustment.** Only for non-substitute (`substitute == false`) regular players: ``` if base_pay < weekly_guarantee (2082.00): guarantee_adjustment = weekly_guarantee - base_pay ``` Substitutes do NOT receive a guarantee adjustment. **Step 7 — Musician total.** ``` musician_total = base_pay + substitute_adjustment + premium_total + doubles_total + vacation + guarantee_adjustment ``` ### Category Totals and Per-Musician Categories Aggregate each pay category across all musicians. Per-musician categories list only non-zero line items with the category name as it appears in the rate book / calculation (e.g. `"performance"`, `"rehearsal"`, `"audit"`, `"sound_check"`, `"premium"`, `"doubles"`, `"vacation"`, `"guarantee_adjustment"`, `"substitute_adjustment"`). `weekly_total` = sum of all category totals (must equal sum of all per-musician totals). ### Conflict Flags Evaluate the full production schedule: | Flag | Condition | |---|---| | `REHEARSAL_EARLY_START` | Any Rehearsal with `start_time` before `"09:00"` | | `REHEARSAL_LATE_END` | Any Rehearsal with `end_time` after `"18:30"` | | `SERVICE_OVER_TIME_LIMIT` | Any service where `duration_hours > service_time_limits[service_type]` | | `SOUND_CHECK_DURATION_MISMATCH` | Sound check labeled "1hr" but `duration_hours ≠ 1.0`, or labeled "2hr" but `duration_hours ≠ 2.0` | Compare times as strings lexicographically (HH:MM format). Sort the resulting flag list alphabetically. ### Top-Paid Musician Identify the `musician_id` with the highest `total` in the per-musician list. --- ## Task Family 4: Regional Management Reporting **Endpoints needed:** `/api/finance/branches`, `/api/finance/period-map`, `/api/finance/records` ### Identifying Branches in the Region Query `/api/finance/branches` and filter by `region_id`. List `branch_ids` in ascending order. ### Region-Level Aggregates For each line item (Revenue, SG&A, Allocations, EBITDA), sum the branch-level values across all branches in the region. The same account-category aggregation formulas from Task Family 1 apply at the branch level first, then sum across branches. ``` Region Revenue = Σ branch_revenue (each computed as product_revenue + service_revenue for the fiscal year) Region SG&A = Σ (sales_sga + admin_sga + occupancy_sga) over the FY for each branch Region Alloc = Σ shared_service_allocations over the FY for each branch Region EBITDA = Region Revenue - Region COGS - Region SG&A - Region Allocations ``` EBITDA Margin and Sales per Labor Headcount are computed at the **region level** after summing: ``` region_ebitda_margin = region_ebitda / region_revenue region_sales_per_labor = region_revenue / Σ(labor_headcount across all region branches over the FY) ``` ### Revenue Growth ``` revenue_growth_pct = (fy2025_region_revenue - fy2024_region_revenue) / fy2024_region_revenue ``` ### Branch-Level EBITDA Ranking within Region For each branch in the region, compute FY2025 EBITDA. Sort descending: - `top_ebitda_branch_id`: the branch with the highest FY2025 EBITDA. - `bottom_ebitda_branch_id`: the branch with the lowest FY2025 EBITDA. ### Reconciliation Variance `region_reconciliation_variance` is the difference between region-level EBITDA computed via the region-level accounts and the sum of branch-level EBITDAs. If all data ties out, this should be `0.0`. --- ## Task Family 5: Compensation Forecast **Endpoints needed:** `/api/compensation/rate-book`, `/api/compensation/rosters`, `/api/compensation/scenarios` ### Scenario Structure Each scenario defines per-year growth factors: ```json { "year_plus_1": { "mws_growth": ..., "overscale_growth": ..., "seniority_growth": ..., "title_pct_multiplier": ... }, "year_plus_2": { "mws_growth": ..., "overscale_growth": ..., "seniority_growth": ..., "title_pct_multiplier": ... } } ``` ### Forecast Year Compounding **Critical: growth rates compound year-over-year, not from the base year.** ``` Year+1 MWS = current_MWS × (1 + Y1.mws_growth) Year+2 MWS = Year+1_MWS × (1 + Y2.mws_growth) Year+1 Overscale = current_overscale_weekly × (1 + Y1.overscale_growth) Year+2 Overscale = Year+1_overscale × (1 + Y2.overscale_growth) Year+1 Seniority = seniority_band_lookup(years_of_service + 1) × (1 + Y1.seniority_growth) Year+2 Seniority = seniority_band_lookup(years_of_service + 2) × (1 + Y1.seniority_growth) × (1 + Y2.seniority_growth) Year+1 Title Pct = title_premium_pct × Y1.title_pct_multiplier Year+2 Title Pct = Year+1_title_pct × Y2.title_pct_multiplier ``` **Years of service:** Add 1 for Year+1, add 2 for Year+2 (cumulative from current). If this pushes an employee into a higher seniority band, use the new band's rate scaled by the appropriate growth factor(s). The `combined_overscale_includes_title` rule still applies: if true, do not add titled position premium separately in any forecast year. ### Annual Totals Compute the full-year compensation total for the ensemble under each scenario year (current, year_plus_1, year_plus_2) using the per-employee formulas above and the roster's actual `weeks_by_quarter`. ``` annual_totals.current = compute_year(roster, current params, 0 years_added, no growth) annual_totals.year_plus_1 = compute_year(roster, Y1 params, 1 year_added) annual_totals.year_plus_2 = compute_year(roster, Y2 params, 2 years_added) ``` ### Growth Rates ``` year_plus_1_vs_current = (Y1_total - current_total) / current_total year_plus_2_vs_year_plus_1 = (Y2_total - Y1_total) / Y1_total ``` ### Year+2 Quarter and Pay-Type Totals Compute quarter totals and pay-type totals for Year+2 using the same breakdown logic as Task Family 2, but with Year+2 parameters. ### Largest Growth Pay Type Compute each pay type's total for both the current year and Year+2. The largest growth pay type is the one with the highest **percentage growth** from current to Year+2: ``` growth_pct = (Y2_pay_type_total - current_pay_type_total) / current_pay_type_total ``` ### Treatment Counts Same as current-year compensation: `combined_overscale_employee_count` and `partial_quarter_employee_count` come from the base roster (these do not change across forecast years). --- ## Common Pitfalls 1. **Period convention binding.** Always read `/api/finance/period-map` to confirm which fiscal year each M-number maps to. Never assume M1=January of the current calendar year. 2. **Revenue is the sum of two accounts.** Many errors come from including only `product_revenue` or only `service_revenue`. Revenue = both. 3. **Gross Margin is NOT in the accounts list.** It is a derived value: Revenue − COGS. 4. **EBITDA uses all expense categories.** EBITDA = Revenue − COGS − SG&A − Allocations. All four expense groups (direct_materials_cogs, direct_labor_cogs, sales_sga, admin_sga, occupancy_sga, shared_service_allocations) must be included. 5. **Denominators are sums, not period-counts.** ARPU denominator = SUM of `revenue_units` across all 12 periods of the FY, not a single-period value. Same for `labor_headcount` in Sales-per-Labor. 6. **Use actual employee quarter weeks, not the rate-book default.** The rate book's `quarter_weeks` (13/13/13/13) is a reference; the roster's `weeks_by_quarter` is the truth for each employee. 7. **combined_overscale_includes_title.** When true, the `overscale_weekly` already bundles the title premium. Do NOT add `title_premium_pct × MWS` separately for that employee. 8. **Forecast growth compounds year-over-year.** Year+2 MWS is NOT `2520 × (1 + Y1.mws_growth + Y2.mws_growth)`. It is `2520 × (1 + Y1.mws_growth) × (1 + Y2.mws_growth)`. Same for overscale and seniority factors. 9. **Seniority years increment for forecast.** Add 1 year for Year+1, 2 years for Year+2. The seniority band may change as a result; then apply the appropriate growth factor to the new band's rate. 10. **Substitute musicians in payroll.** Substitutes have `substitute_adjustment` instead of `guarantee_adjustment`. They are typically NOT vacation_eligible. For non-substitute regulars, the guarantee applies only when `base_pay < weekly_guarantee`. 11. **Rehearsal minimum call.** Rehearsal pay = `58.75 × max(duration_hours, 3.0)`. A 2.5-hour rehearsal pays for 3.0 hours. 12. **Doubles premium tiering.** First extra instrument = 25%. Each additional extra instrument = 10% each. For `doubles = 2`: 25% + 10% = 35%. 13. **Region reconciliation.** Always verify that the region-level totals from summing branch data match any separately reported region figures. Variance should be 0.0 when data ties out. 14. **Pay-type output order.** When the template lists pay types, use the canonical order from the rate-book's `pay_types` array: `["Minimum Weekly Scale", "Titled Position Premium", "Seniority", "Overscale"]`.