Hey there - I've decided the following corporate positions….

Director of Promotion - Handle marketing, commercials, ads, promotional content in general.
Qualities:
Good Marketer
Good Animator
Committed
Responsible
Online Often

Auxiliary Casting Director - will help casting director with whatever's needed
Qualities:
Organized
Committed
Responsible
Online Often
Good Listener
Laid Back, not high temper

Auxiliary Employment Director - will help Employment Director with whatever's needed
Qualities:
Organized
Committed
Responsible
Online Often
Good Listener
Laid Back, not high temper

Executive Secretary - will help Vice CEO with whatever's needed, make sure VCEO is doing their job.
Qualities:
Organized
Committed
Responsible
Online Often
Good Listener
Laid Back, not high temper

Internal Relations Officer - will handle HR between employees, setup and maintain complaint/suggestion line, and answer questions/comments from employees.

Qualities:
Organized
Committed
Responsible
Online Often
Good Listener
Laid Back, not high temper
Kind

External Relations Officer - handles comments in the main studio, on profiles, etc - essentially a spokesperson.

Qualities:
Organized
Committed
Responsible
Online Often
Good Listener
Laid Back, not high temper
Kind






Corporate positions will be allowed to pick their Aux. officer.

I don’t actually need an Aux, I’m good at multitasking and my Scratch hours and pretty flexible. Plus my system is developed for 1 user, so I’m managing fine in my own

Should I put out a separate project for corp positions? It might be easier for me to find/enlist people, as well as make it easier to organize

Yes.

Hey, I think I'm supposed to be in charge of “firing” people as well, but I'm not getting reports on who employees are doing. Plus, it turns out some teams are inactive and people want to transfer, but because I haven't gotten reports on their behavior and work, I don't know if I should approve it or not

I also asked the team leaders to tell me when I should take new members off of probation but they havnt been doing that

Okay - if you'd like to do a sort of purge and let go everyone who isn't satisfactory, I'd be up for that. Allow them to reapply if they'd like to. It is partly my fault for not holding Quality Assurance + Old Vice CEO accountable for not submitting reports - designed a strike system and an easier and less confusing way of submitting reports for Pantheon.

Which teams are inactive?

Uhhhh all of them

Alright - Perhaps just fire everyone and have them reapply?

Keep CSTV - I’ve given him the green light to continue Code Wars, which is the only real thing the studio has going for it.

We need to a system to force people who join to commit to their teams - maybe allow them to hire for their own teams so it’s people they’d actually like to work with as opposed to having it all assigned. This way team leaders can also adjust their team’s size to what is required for their production and work ethic.

If we go through with the latter, you’ll just have to make sure that the team leaders are actually hiring suitable people - maybe you still have to give them a once over. What I’m thinking is each team has a respective join project where people can join their team - once they have been accepted by the team leader to the team, you go ahead and give them a real quick look over before approving them.

As for corporate jobs, everything in the application process will run just like it does now.


Additionally:

I’m working right now on a sort of manual for each position which tells them their duties, responsibilities, and role. It also tells them specially what they do as their position, and who they communicate with for different things.


This should help Pantheon function as a more cohesive and smooth structure, rather than most of what happened getting lost in communication between members. The studiowide chat project should also help with this. We are requiring employees to check it at least 2-3 times a week. They must like the project each time so we can verify it. Otherwise they get a strike. Three strikes, you’re out.

Sorry for the late response! That all sounds good! I think yes, the team leaders pick out certain people for their teams and place them on a few weeks of probation. Then I’ll review their progress and take them off probation or fire them.

The manual sounds like a good idea, so long as other execs can edit it as the QA reports come in.

I also think we should get one or two teams to start up first before doing the 5 team thing. Just to get Pantheon up and running for a “soft opening” before we get all our giant huge projects up.

I think that’s a solid idea - would it be possible to make a new application project for Pantheon?

Also, after closer review, I decided to still have all applicants, even for team jobs, go through you. They’ll just also have to be approved by their team leader.

Sure! I’ll delete the old one and just make sure to keep CSTV on the new one.

Other than that everyone is getting fired, right?

What should I do about execs?

Yeah - if their position isn’t listed under the employment project, they’re gone. Same with if they aren’t. Make sure they know that they can reapply!

Actually I’m getting really busy because I’m going into high school, so i don’t think I’ll be able to work productively. Sorry

I lied I can be employement Director I just need a little break for Ms to HS stuff

Btw I’m gonna do my own visual for the application projects and stuff cuz creative juices

Okay!