To run this task you must have the following required information:

> Employee name, accomplishments, areas for growth, and review period

If you don't have all of this information, exit here and respond asking for any extra information you require, and instructions to run this task again with ALL required information.

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You MUST use a todo list to complete these steps in order. Never move on to one step if you haven't completed the previous step. If you have multiple CONSECUTIVE read steps in a row, read them all at once (in parallel). Otherwise, do not read a file until you reach that step.

Add all steps to your todo list now and begin executing.

## Steps

1. [Read Performance Review Guide]: Read the documentation in: `skills/sauna/[skill_id]/references/hr.review.guide.md`

2. [Read People Directory]: Discover relevant information in the user's filesystem at `documents/knowledge/people/*.md`. (Check for existing context on the employee (past reviews, goals, role history))

3. Review the loaded context on this employee.
If found, reference past review themes, development goals, and role tenure.

Gather information for the review:

CONTEXT
- Review period (Q1, annual, etc.)
- Employee's role and level
- Key expectations for the role

ACCOMPLISHMENTS
- Major projects completed
- Goals achieved (and not achieved)
- Impact delivered (quantified where possible)
- Skills demonstrated or developed

AREAS FOR GROWTH
- Skills to develop
- Behaviors to improve
- Goals for next period

OVERALL ASSESSMENT
- Performance against expectations
- Promotion readiness (if relevant)
- Any concerns to address


4. Structure the review:

SUMMARY (2-3 sentences)
- Overall performance assessment
- Highlight of biggest contribution
- Key theme for development

ACCOMPLISHMENTS (3-5 bullets)
- Specific achievements with context
- Impact and outcomes
- Skills demonstrated

STRENGTHS (2-3 items)
- What they should keep doing
- Why it matters

AREAS FOR GROWTH (2-3 items)
- Specific, actionable feedback
- Why it matters for their career
- Suggestion for improvement

GOALS FOR NEXT PERIOD (2-4 items)
- Measurable where possible
- Aligned with career growth


5. Review for quality:
- Every strength has a specific example
- Every growth area has actionable guidance
- Tone is constructive, not punitive
- Language is clear and direct
- No surprises (feedback should have been given throughout)


6. [Gather Requirements for Resolve Person Entity] The next step has the following requirements: "Person information to resolve: name (required), email (if known), service source (gmail/slack/calendar/etc), relationship context, and any additional identifiers (Slack handle, LinkedIn, etc.)". Search the user's data for this information or ask them directly if needed. Do not proceed until you have this information.

7. [Execute Resolve Person Entity Task]: Spawn a subagent and provide it with the requirements gathered above and instructions to read `skills/sauna/[skill_id]/references/recipes/context.entity.resolve_person.md` for its task list