Candidate Discussions - Spring/Summer Promotions 2026
Spring/Summer 2026
Mainsite Mirror
See Promotions-Policy for how promotions are to be handled.
This discussion is open to all users. Please feel free to leave your thoughts. This is NOT a voting post.
Rules and Decorum:
This thread exists to allow commentary and criticism on candidates as candidates. All comments should be addressing one of the following:
- Concern or support for a candidate's ability to perform their duties after promotion.
- Concern or support for a candidate's character only in so far as it will affect their ability to perform their duties or their standing as staff.
What is not allowed in this thread:
- General complaints that you don't like a candidate for reasons that would not effect their ability to perform their duties.
- Comments that contain neither concern nor support for any candidate. A totally neutral stance does not need commented.
- Vehemence, rudeness, and incivility. While this is a place to post concerns, it is not a place to attack candidates.
Replies to comments are allowed but not required. Any user may respond to any concerns or support, including the candidate in question. All of the same rules apply to replies.
Staff will be monitoring this thread and will issue orders to stop discussion only if they have passed into unproductive vehemence. Staff will remove any comments that are extremely rule-breaking.
This discussion will be open for two weeks. After which time it will move to a staff vote.
Operational Staff Candidates:
Below is a group of suggestions regarding Junior Staff who Team Captains have nominated to be voted upwards to Operational Staff. Please read the commentary provided in order to help your judgement regarding these staff.
| Junior Staff Member: | |
| Captain/Team: | Community Outreach ( |
| Why: | BD has been a consistently useful member of Community Outreach's Data Analysis team, where they have led the revitalization effort of said subteam. They have a great temperament, and are often at the forefront of site-wide improvements behind the scenes in staffcord— not to mention all their work on the Bright Works Project. They are truly wonderful, and I foresee a great tenure on staff for them. —Nico |
| Optional areas of improvement: | I asked BD to tell me what they view as their own areas of improvement as an OS and this is what they said: "I feel I could definitely be taking the initiative more by implementing some of my proposed improvements and projects to the Data Analysis team. I feel I may be spinning a few too many plates and spreading myself too thin over other staff work which has left my work with CO slightly behind. I feel that I need to improve by having a stronger impact and presence on the team." Personally, I am inclined to agree a little with BD on the front that they probably have too many plates spinning at once, but they have been able to keep up the performance so far, and I have no reason to believe they won't in the future. Plus, the fact that they acknowledge this is good, and can potentially be a good point to reassess all their responsibilities; self appointed or not. |
| Junior Staff Member: | |
| Captain/Team: | Licensing ( |
| Why: | Ever since his return to staff last year, Cerastes has been quietly plugging away at the backlog of licensing's License Boxing and tag clearing. It's not glorious or even visible work, but it is modest, honest, and much needed work, both former qualities he possesses in spades. —Nico |
| Optional areas of improvement: | I asked Cerastes if he felt he had any shortcomings as it relates to staff or areas she felt he could/should improve. This is what he has to say: "I think my biggest weakness is my availability. I work 5 or so days a week, and usually i go to the gym in the mornings beforehand, so im usually only available for staffwork once or twice a week. i think that works okay for stuff like licensing where its mostly independent work, but for more collaborative staff projects that'd require daily communication it might be a bit tricky." I don't think having a healthy work-life balance is something we should hold against potential promotions candidates, so I don't think this is too big of an issue for Cerastes. There is the problem of only really being available for two days out of the week, but it's not the biggest problem, especially considering the work he does and the quantity. |
| Junior Staff Member: | |
| Captain/Team: | MAST ( |
| Why: | Heck has been a powerhouse since he joined tagging and have been an absolute stand-out from the beginning. Both within MAST and outside of it, Heck is always providing useful input in staffing decisions and puts in the legwork far beyond what I could ever ask of him. He's always thinking ahead of what is best for the staffing team and, in a subteam where burnout is common, will always jump at the opportunity to help out whenever an issue is brought up or a question is asked. By far one of, if not our most active and consistent tagger, Heck would severely benefit from a promotion to open additional staffing opportunities he's expressed interest in and I believe he would more than excel at. |
| Optional areas of improvement: | N/A |
| Junior Staff Member: | |
| Captain/Team: | MAST ( |
| Why: | Uncanny is an extremely dedicated tagger who more often than not is the individual you'll be hearing from first if a question is asked in the MAST server. Always willing to throw her hat into the ring, he's consistently active both within an outside of MAST to assist with issues and pitch in to help out with a larger staff effort. Performing consistent quality tagging work and being an amazing resource for other staff and site users, he's a great member of staff who would benefit from a promotion. |
| Optional areas of improvement: | N/A |