The Problem: Junior Staff was always made to be a temporary position. A transitionary state where staff are given a trial to see if they are fit for full Operational Staff or not. Since introduction, this has transformed into a more permanent 'lower staff' role, doing grunt work without the privileges afforded to staff. Working for often years at a time without recognition for your efforts is extremely demotivating, and is a major contributor to Junior Staff burnout.
The role should be transformed back into the original intention - a place for new faces to learn staffing skills for quick promotion to OS should they fit the role.
The Solution: With certain exceptions that will be mentioned, all JS will be put up for promotion after they have been on staff for a year with their consent (if they would be put up and choose to remain at JS until they feel ready - or don't want to be promoted for any other reason - it will not be forced upon them). This doesn't prevent captains from putting staff up for promotion before a year has passed, it just gives a specific time limit for when decisions have to be made. Promotion cycles will still occur at the same time each year, so the staff members will be up for promotion in the next cycle after their first anniversary on staff. If they fail the promotion, they will be permitted to remain on Junior Staff for another year at most (with the next cycle being encouraged instead), at which point they must be put up for promotion again.
There may be situations in which a captain feels a member of Junior Staff is not fit for promotion after a year. In this scenario, the captain has two options:
- If they believe the candidate is simply not a good fit for staff, they can remove them from their position. Junior Staff is intended to be a trial role, and some people might not pass the trial.
- If they believe the candidate is likely to be an effective staff member at some point in the future, they can choose to not put them up for promotion. However, to do this they must give the JS member a list of structured goals for what they should improve to be put up for promotion during the next cycle.
All members of Junior staff who are currently more than a year into their position must be put up for promotion, or one of the other options stated here, by their captains in the Winter 2022 (January) promotion cycle.
This policy is brought to you by the dream team of The Pighead,
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