fix(web): propagate mid-stream API errors and raise max_tokens

- Streaming loop swallowed errors: a mid-stream error event (e.g.
  overloaded_error) was thrown inside the same try/catch used to skip
  unparseable SSE lines, so it was silently ignored and the run reported
  "Done." with truncated output. Separate JSON parsing from event handling
  so real errors surface to the user.
- Raise max_tokens 4096 -> 8192 to avoid truncating long skill outputs.

Co-Authored-By: Claude Opus 4.8 <[email protected]>

web/app.js

@@ -170,7 +170,7 @@ async function run() {
       },
       body: JSON.stringify({
         model: el('model').value,
-        max_tokens: 4096,
+        max_tokens: 8192,
         stream: true,
         system,
         messages: [{ role: 'user', content: userMessage }],
@@ -193,15 +193,18 @@ async function run() {
         if (!line.startsWith('data:')) continue;
         const payload = line.slice(5).trim();
         if (!payload || payload === '[DONE]') continue;
+        let evt;
         try {
-          const evt = JSON.parse(payload);
+          evt = JSON.parse(payload);
+        } catch (_) {
+          continue; // skip an unparseable / partial SSE line
+        }
         if (evt.type === 'content_block_delta' && evt.delta && evt.delta.text) {
           acc += evt.delta.text;
           renderMarkdown(out, acc, true);
         } else if (evt.type === 'error') {
-            throw new Error(evt.error ? evt.error.message : 'stream error');
+          throw new Error(evt.error ? evt.error.message : 'Stream error from the API.');
         }
-        } catch (_) { /* ignore partial */ }
       }
     }
     renderMarkdown(out, acc, false);

web/skills.json

@@ -1 +1 @@
-{"generatedAt":"2026-06-09T10:46:59.252Z","count":172,"skills":[{"name":"360-feedback-template","title":"360-Degree Feedback Template","description":"Design a 360-degree feedback survey or write a structured 360 feedback report. Use when asked to build a 360 feedback process, write 360 feedback for a colleague, design a feedback survey, or produce a feedback report. Produces either a complete survey instrument with rating scales and open-ended questions, or a structured narrative feedback report with themes, strengths, and development areas.","summary":"Design a 360-degree feedback survey or write a structured 360 feedback report.","plugin":"pm-people","inputs":[{"label":"Role being reviewed","hint":"job title and level","optional":false,"long":false},{"label":"Competencies to assess","hint":"or use defaults below","optional":false,"long":false},{"label":"Reviewer relationships","hint":"peer / direct report / manager / cross-functional","optional":false,"long":false},{"label":"Rating scale preference","hint":"1–5 / 1–4 / frequency-based","optional":false,"long":false},{"label":"Anonymity level","hint":"fully anonymous / attributed / confidential aggregated","optional":false,"long":false},{"label":"Person being reviewed","hint":"role and level","optional":false,"long":false},{"label":"Feedback notes or raw themes","hint":"from reviewers (paste what you have)","optional":false,"long":true},{"label":"Reviewer relationships","hint":"how many peers, direct reports, managers responded","optional":false,"long":false},{"label":"Any context","hint":"performance cycle, specific behaviours to address, promotion consideration","optional":false,"long":true}],"instructions":"# 360-Degree Feedback Template Skill\n\nThis skill produces two outputs depending on what the user needs: (1) a complete 360 survey instrument for gathering feedback, or (2) a structured 360 feedback report written from gathered notes. Both outputs follow best practice: behaviourally anchored ratings, specific examples, and development-oriented framing.\n\n## Required Inputs\n\nAsk the user which output they need, then gather inputs:\n\n**For a survey instrument:**\n- **Role being reviewed** (job title and level)\n- **Competencies to assess** (or use defaults below)\n- **Reviewer relationships** (peer / direct report / manager / cross-functional)\n- **Rating scale preference** (1–5 / 1–4 / frequency-based)\n- **Anonymity level** (fully anonymous / attributed / confidential aggregated)\n\n**For a feedback report:**\n- **Person being reviewed** (role and level)\n- **Feedback notes or raw themes** from reviewers (paste what you have)\n- **Reviewer relationships** (how many peers, direct reports, managers responded)\n- **Any context** — performance cycle, specific behaviours to address, promotion consideration\n\n---\n\n## Output A: 360 Survey Instrument\n\n---\n\n# 360 Feedback Survey: [Role / Level]\n\n**Purpose:** This survey helps [Name / \"the reviewee\"] understand how their behaviours and impact are perceived by the people they work with most closely. Responses [are / are not] anonymous. Results will be shared as [individual responses / aggregated themes].\n\n**Instructions:** For each statement, rate how frequently you observe this behaviour. Add specific examples in the open-ended sections — these are the most valuable part of the survey.\n\n**Rating scale:**\n- **5 — Consistently:** Almost always demonstrates this behaviour, even in difficult situations\n- **4 — Usually:** Demonstrates this behaviour more often than not\n- **3 — Sometimes:** Demonstrates this behaviour inconsistently\n- **2 — Rarely:** Seldom demonstrates this behaviour\n- **1 — Not observed:** Have not had the opportunity to observe this behaviour\n\n---\n\n### Section 1: Delivery & Execution\n\n| Statement | Rating (1–5) |\n|---|---|\n| Delivers work on time and to the expected quality | |\n| Proactively flags risks and blockers before they become problems | |\n| Follows through on commitments without needing to be chased | |\n| Manages their workload effectively without compromising quality | |\n| Adapts quickly when priorities or requirements change | |\n\n**Open question:** Describe a specific time when [Name] handled a delivery challenge particularly well or poorly.\n\n---\n\n### Section 2: Communication & Collaboration\n\n| Statement | Rating (1–5) |\n|---|---|\n| Communicates clearly and concisely in both written and verbal formats | |\n| Listens actively and considers others' input before responding | |\n| Keeps the right people informed without over-communicating | |\n| Resolves disagreements constructively and without defensiveness | |\n| Makes it easy for others to collaborate with them | |\n\n**Open question:** Give an example of how [Name] handled a difficult or high-stakes communication.\n\n---\n\n### Section 3: Leadership & Influence\n\n| Statement | Rating (1–5) |\n|---|---|\n| Sets a clear direction that others can follow | |\n| BuLine truncated
+{"generatedAt":"2026-06-09T11:06:53.874Z","count":172,"skills":[{"name":"360-feedback-template","title":"360-Degree Feedback Template","description":"Design a 360-degree feedback survey or write a structured 360 feedback report. Use when asked to build a 360 feedback process, write 360 feedback for a colleague, design a feedback survey, or produce a feedback report. Produces either a complete survey instrument with rating scales and open-ended questions, or a structured narrative feedback report with themes, strengths, and development areas.","summary":"Design a 360-degree feedback survey or write a structured 360 feedback report.","plugin":"pm-people","inputs":[{"label":"Role being reviewed","hint":"job title and level","optional":false,"long":false},{"label":"Competencies to assess","hint":"or use defaults below","optional":false,"long":false},{"label":"Reviewer relationships","hint":"peer / direct report / manager / cross-functional","optional":false,"long":false},{"label":"Rating scale preference","hint":"1–5 / 1–4 / frequency-based","optional":false,"long":false},{"label":"Anonymity level","hint":"fully anonymous / attributed / confidential aggregated","optional":false,"long":false},{"label":"Person being reviewed","hint":"role and level","optional":false,"long":false},{"label":"Feedback notes or raw themes","hint":"from reviewers (paste what you have)","optional":false,"long":true},{"label":"Reviewer relationships","hint":"how many peers, direct reports, managers responded","optional":false,"long":false},{"label":"Any context","hint":"performance cycle, specific behaviours to address, promotion consideration","optional":false,"long":true}],"instructions":"# 360-Degree Feedback Template Skill\n\nThis skill produces two outputs depending on what the user needs: (1) a complete 360 survey instrument for gathering feedback, or (2) a structured 360 feedback report written from gathered notes. Both outputs follow best practice: behaviourally anchored ratings, specific examples, and development-oriented framing.\n\n## Required Inputs\n\nAsk the user which output they need, then gather inputs:\n\n**For a survey instrument:**\n- **Role being reviewed** (job title and level)\n- **Competencies to assess** (or use defaults below)\n- **Reviewer relationships** (peer / direct report / manager / cross-functional)\n- **Rating scale preference** (1–5 / 1–4 / frequency-based)\n- **Anonymity level** (fully anonymous / attributed / confidential aggregated)\n\n**For a feedback report:**\n- **Person being reviewed** (role and level)\n- **Feedback notes or raw themes** from reviewers (paste what you have)\n- **Reviewer relationships** (how many peers, direct reports, managers responded)\n- **Any context** — performance cycle, specific behaviours to address, promotion consideration\n\n---\n\n## Output A: 360 Survey Instrument\n\n---\n\n# 360 Feedback Survey: [Role / Level]\n\n**Purpose:** This survey helps [Name / \"the reviewee\"] understand how their behaviours and impact are perceived by the people they work with most closely. Responses [are / are not] anonymous. Results will be shared as [individual responses / aggregated themes].\n\n**Instructions:** For each statement, rate how frequently you observe this behaviour. Add specific examples in the open-ended sections — these are the most valuable part of the survey.\n\n**Rating scale:**\n- **5 — Consistently:** Almost always demonstrates this behaviour, even in difficult situations\n- **4 — Usually:** Demonstrates this behaviour more often than not\n- **3 — Sometimes:** Demonstrates this behaviour inconsistently\n- **2 — Rarely:** Seldom demonstrates this behaviour\n- **1 — Not observed:** Have not had the opportunity to observe this behaviour\n\n---\n\n### Section 1: Delivery & Execution\n\n| Statement | Rating (1–5) |\n|---|---|\n| Delivers work on time and to the expected quality | |\n| Proactively flags risks and blockers before they become problems | |\n| Follows through on commitments without needing to be chased | |\n| Manages their workload effectively without compromising quality | |\n| Adapts quickly when priorities or requirements change | |\n\n**Open question:** Describe a specific time when [Name] handled a delivery challenge particularly well or poorly.\n\n---\n\n### Section 2: Communication & Collaboration\n\n| Statement | Rating (1–5) |\n|---|---|\n| Communicates clearly and concisely in both written and verbal formats | |\n| Listens actively and considers others' input before responding | |\n| Keeps the right people informed without over-communicating | |\n| Resolves disagreements constructively and without defensiveness | |\n| Makes it easy for others to collaborate with them | |\n\n**Open question:** Give an example of how [Name] handled a difficult or high-stakes communication.\n\n---\n\n### Section 3: Leadership & Influence\n\n| Statement | Rating (1–5) |\n|---|---|\n| Sets a clear direction that others can follow | |\n| BuLine truncated