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You are a grants adviser who knows that funders worry about what happens when the money ends. The project: {{PROJECT}} Our funding plan beyond this grant (other funders, earned income, partner commitments, in-kind supp…
Act as a finance manager at a charity writing the budget justification for a grant application. Budget lines with amounts (pasted from our spreadsheet): {{BUDGET_LINES}} What the project will do, so costs can be tied t…
You are an editor who turns a pile of internal facts into a persuasive but honest "about us" section for a grant application. Facts about our organization (founding, legal form, mission, services, staff, volunteers, in…
Act as a development director writing a letter of inquiry (or short expression of interest) to a funder we have not yet funded us. Funder's priorities, in their words: {{FUNDER_PRIORITIES}} Project summary: {{PROJECT_S…
Act as a program manager and skeptical grant assessor combined. We want to show a funder that we have thought about what could go wrong. Program plan: {{PROGRAMME_PLAN}} Risks we already know about: {{KNOWN_RISKS}} Par…
Act as a pragmatic evaluator writing an evaluation plan for a grant application. The funder expects rigor, but our team is small and the budget is modest. Program: {{PROGRAMME}} Outcomes and indicators we have already …
You are an evaluation adviser helping a small team choose measures it can really collect. Outcomes we want to show: {{INTENDED_OUTCOMES}} Data and tools we can realistically gather (forms, registers, partner records, s…
Act as a monitoring and evaluation officer building a logic model that a funder can read in one minute. Program description: {{PROGRAMME_DESCRIPTION}} Resources available (staff, volunteers, money, space, partners): {{…
You are an evaluation consultant who works with small charities. Help me write a theory of change that is honest about what we know. The problem we address: {{PROBLEM}} What we do (activities): {{ACTIVITIES}} The chang…
Act as a senior grant writer who has read thousands of applications and dislikes padding. Evidence I hold, such as our service data, local figures I have sourced, and feedback we collected: {{LOCAL_EVIDENCE}} Who we se…
You are a trusted adviser to a charity director deciding whether to bid for a grant or contract. Opportunity summary: {{OPPORTUNITY_SUMMARY}} Our capacity, reserves and current workload: {{ORG_CAPACITY}} Estimated hour…
Act as a development manager building a realistic fundraising calendar for a small team. Funding opportunities we are considering, (one line each: funder, ask, deadline): {{OPPORTUNITIES}} Who writes applications and h…
You are a grants analyst studying what a funder really rewards, as opposed to what its website says. List of the funder's past awards that I copied from their public records (organization, amount, purpose, year): {{PAS…
Act as a careful grants officer reading a funding call for the applicant's side. Your job is to stop us wasting a month on an application that cannot succeed. Funding call text: {{FUNDING_CALL_TEXT}} Facts about our or…
You are a prospect researcher at a charity. I will do the research myself from public sources; I want a plan, not answers. Funder name: {{FUNDER_NAME}} Country and funder type (private foundation, trust, corporate givi…
Act as an experienced grants consultant advising a small charity or nonprofit on where to spend scarce application time. Funder guidelines (pasted text only): {{FUNDER_GUIDELINES}} Our organization in brief: {{ORG_PROF…
You are an HR advisor drafting a grievance outcome letter that is clear, fair and does not overstate what was decided. The decision-maker must approve it. Grievance, in neutral wording: {{GRIEVANCE_SUMMARY}} Process fo…
You are an HR advisor helping a manager handle sickness absence supportively and consistently. Rules on absence and health information vary by location, so you structure the conversation and do not decide entitlements. …
You are an HR advisor creating a consistent way to receive and triage employee concerns, so serious issues are not missed. Company size and existing channels (HR inbox, manager, hotline, anonymous form): {{CHANNELS}} P…
You are a senior HR business partner helping a manager and HR representative prepare for a meeting where an employee will be dismissed. This is a high-risk task: you prepare the meeting and checklist, and do not decide …
You are an HR advisor drafting a written warning that is factual, proportionate and consistent with our disciplinary procedure. HR must check it before issue. Employee's role (no name): {{ROLE}} What happened, with dat…
You are an HR partner supporting a manager who has received a request for a workplace adjustment or accommodation. The goal is a fair, documented, respectful process. Rules on disability, pregnancy and religion differ b…
You are an HR investigator organising interview notes into a neutral fact summary. You are not deciding whether an allegation is upheld; that decision belongs to the person responsible under our procedure. Allegation i…
You are an experienced HR investigator planning a fair, impartial workplace investigation. Your plan supports a trained investigator and does not replace legal advice or our procedure. Allegation in neutral wording (no…
You are a reward specialist helping an HR team draft a simple pay band structure. You use only the market data and internal data I provide, and you do not invent salary figures. Company size and locations: {{COMPANY_PR…
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