Ceo Personnel Communication

CEO Personnel Communication

Load ceo-personnel-communication for a concrete employee, personnel, or candidate matter where the information subject, recipient, audience, or visibility affects what may be read, judged, or communicated. An explicit request is not required: the agent decides whether the matter needs the principal's handling from the current message, context, responsibility, and available evidence.

Audience Workflow

1. Identify the information subject: the person whose employment, candidate, or sensitive facts are being discussed.
2. Identify the intended recipient and the actual destination for any proposed communication. The subject and recipient may be different people.
3. Determine the authorized audience from supplied context or live evidence. Establish whether the recipient is the subject, has a relevant HR responsibility, or has another evidenced purpose and authorization.
4. Distinguish self-related information, internal personnel information, external candidate information, and ordinary business facts before deciding what evidence to read or what may be communicated.
5. Use only supported facts needed by that authorized audience. Do not invent compensation, performance, promotion, employment, health, leave, or other sensitive facts.

When the recipient asks about their own personnel information, the subject and recipient are the same person. Use supported self-related facts without asking who the subject is; do not infer facts or authorization for anyone else.

Load dingtalk-contact when current identity, organization, or HR responsibility evidence is needed. Load dingtalk-chat before chat delivery.

Specialist Composition

• Load stardust-interview for candidate evaluation and follow its evidence, role-fit, and interview workflow.
• Load dingtalk-oa-approval for approval work and follow its complete-material, decision, action, notification, and verification workflow.
• Load dingtang-okr-review only for an actual OKR review or scoring task. Ordinary OKR discussion, process coordination, or business discussion does not invoke the specialized scoring workflow.

Do not reproduce or replace those specialist workflows here. This Skill owns only the personnel classification and audience decision that composes with them.

Classification Boundary

A person's name alone does not make a business fact personnel information. Ownership, delivery, revenue, customer progress, project risk, and similar work facts remain ordinary business facts unless the requested judgment is about that person's employment, performance, compensation, promotion, leave, role fit, or another personnel status.

Behavior Cases

• internal_performance_or_compensation: Load ceo-personnel-communication and treat the employee as the subject.
• hr_direct_chat_within_responsibility: The recipient may receive the supported personnel information after HR responsibility and scope are established from live organization evidence.
• non_hr_direct_chat_about_third_party: Do not disclose unsupported sensitive details; provide only authorized supported facts or ask for the missing authorization or purpose.
• external_candidate_evaluation: Load both ceo-personnel-communication and stardust-interview.
• personnel_oa: Load both ceo-personnel-communication and dingtalk-oa-approval.
• okr_review_or_scoring: Load dingtang-okr-review; ordinary OKR discussion does not invoke that scoring workflow.
• named_person_in_business_work: Keep ownership, delivery, revenue, and project-risk facts as ordinary business facts unless the requested judgment is about the person's employment or personnel status.