Moderator
SCP-RP Staff
What does this suggestion change/add/remove:
[What This Proposal Adds
Collectively, these changes establish a consistent compensation philosophy across every major Foundation department. Rather than simply increasing salaries, the proposal creates a clearer progression system that rewards responsibility, specialization, and leadership while maintaining economic balance. This provides players with meaningful long-term goals, encourages continued departmental activity, improves retention, and ultimately helps extend the lifespan of the server by making progression feel rewarding from entry-level positions all the way to Foundation command.
Has something similar been suggested before? If so, why is your suggestion different?:
[I have no idea but I assume so.]
Possible Positives of the suggestion (At least 2):
[Implementing these pay adjustments provides several benefits to both the Foundation and its personnel:
Possible Negatives of the suggestion:
[I see no negative other than some people might not like that they all follow a similar pay strcuture.]
Based on the Positives & Negatives, why should this suggestion be accepted:
[This proposal should be accepted because it improves the Foundation's compensation system by creating a more logical and balanced pay structure that better reflects each role's responsibilities, expertise, and leadership expectations. Rather than simply increasing salaries, it modernizes outdated pay scales, provides more meaningful progression between ranks, encourages long-term player retention, and gives players greater incentive to pursue promotions and remain active within their departments. These changes also help extend the lifespan of the server by giving players additional long-term goals to work toward, making departmental progression feel more rewarding and keeping experienced members engaged for longer. The adjustments are measured and balanced, with some positions remaining unchanged or even reduced where appropriate, ensuring the overall server economy remains stable while improving the overall player experience.]
[What This Proposal Adds
General Security Department (GSD)
The proposed GSD pay adjustments strengthen the department's progression by ensuring promotions feel more rewarding while recognizing the increased responsibility that comes with leadership positions. Cadets receive a modest increase to make joining the department more attractive to new players, while Guards are standardized at the same pay to emphasize that these are introductory roles focused on learning the department. Officers, Containment Units, Sergeants, and Chiefs receive increases that better reflect their expanding operational responsibilities, leadership expectations, and contributions to site security.Proposed Pay Changes
- Cadet: $40 → $50
- Guard: $60 → $50
- Officer: $60 → $80
- Containment Unit: $90 → $100
- Sergeant: $90 → $100
- Captain: $150 → $150 (No Change)
- Chief: $150 → $180
Internal Security Department (ISD)
The ISD adjustments focus on rewarding personnel who take on investigative and command responsibilities. Entry-level Agents and Operatives remain unchanged to preserve balance, while Investigators, Inspectors, Commissioners, and Directors receive increases that recognize the complexity of investigations, disciplinary oversight, and departmental leadership.Proposed Pay Changes
- Agent: $80 → $80 (No Change)
- Operative: $80 → $80 (No Change)
- Investigator: $90 → $100
- Inspector: $100 → $120
- Commissioner: $125 → $150
- Director: $150 → $180
External Affairs (DEA)
External Affairs receives a progression overhaul that better reflects the responsibilities associated with diplomacy, and intelligence gathering. While entry-level roles remain unchanged, Senior Agents, Special Agents, Managers, and Directors receive increases that better compensate leadership and specialized operational work. Field Agents are adjusted downward to create a more logical progression.Proposed Pay Changes
- Agent: $80 → $80 (No Change)
- Operative: $80 → $80 (No Change)
- Senior Agent: $90 → $100
- Undercover Agent: $90 → $100
- Field Agent: $90 → $120
- Special Agent: $100 → $120
- Manager: $125 → $150
- Director: $150 → $180
Medical Department
Medical personnel play a critical role in keeping Foundation operations running during both routine activities and emergencies. These adjustments recognize increasing levels of medical expertise and responsibility as personnel progress through the department while maintaining balanced entry-level progression.Proposed Pay Changes
- Medical Trainee: $40 → $50
- Doctor: $60 → $100
- Pharmacist: $60 → $120
- Senior Doctor: $80 → $120
- Medic: $80 → $100
- Consultant: $100 → $150
- Director of Medicine: $150 → $180
Research Department
Research serves as one of the Foundation's core departments, requiring significant investment from players as they advance into specialized scientific fields. This proposal rewards higher levels of specialization and leadership while maintaining economic balance for several existing roles.Proposed Pay Changes
- Junior Researcher: $80 → $80 (No Change)
- Researcher: $100 → $100 (No Change)
- Chemist: $80 → $100
- Thaumatologist: $100 → $120
- Cartographer: $80 → $80 (No Change)
- Bio Researcher: $120 → $120 (No Change)
- Senior Researcher: $120 → $120 (No Change)
- Specialist Researcher: $150 → $150 (No Change)
- Executive: $165 → $180
- Director of Research: $220 → $250
Facilities Department
Facilities personnel are responsible for maintaining the Foundation's infrastructure, technology, logistics, and essential support services. These adjustments recognize the importance of technical and support roles while maintaining a balanced entry-level position.Proposed Pay Changes
- Janitor: $50 → $50 (No Change)
- Foundation Chef: $40 → $80
- IT Technician: $40 → $50
- Engineer: $40 → $50
- Technical Expert: $60 → $80
Site Administration & Ethics Committees
Site Administration and the Ethics Committee represent the Foundation's highest levels of site governance. Administrative positions receive increases to reflect their site-wide oversight, while Ethics Committee positions remain unchanged due to their already high level of compensation.Proposed Pay Changes
Site Administration
- Site Advisor: $175 → $200
- Site Manager: $190 → $220
- Site Director: $200 → $250 (id like to preface that I believe site director should be 300 and manager should be 250)
Ethics Committee
- Assistant: $150 → $150 (No Change)
- Member: $250 → $250 (No Change)
- Chairman: $300 → $300 (No Change)
O5 Council
The O5 Council represents the Foundation's highest authority. Standardizing the salaries of all Overseers reinforces their equal authority and responsibility, while the Overseer Assistant remains unchanged to reflect its supporting role.Proposed Pay Changes
- O5-1: $300 → $300 (No Change)
- O5-2: $250 → $250 (No Change)
- O5-3: $250 → $250 (No Change)
- O5-4: $250 → $250 (No Change)
- Overseer Assistant: $150 → $150 (No Change)
Collectively, these changes establish a consistent compensation philosophy across every major Foundation department. Rather than simply increasing salaries, the proposal creates a clearer progression system that rewards responsibility, specialization, and leadership while maintaining economic balance. This provides players with meaningful long-term goals, encourages continued departmental activity, improves retention, and ultimately helps extend the lifespan of the server by making progression feel rewarding from entry-level positions all the way to Foundation command.
Has something similar been suggested before? If so, why is your suggestion different?:
[I have no idea but I assume so.]
Possible Positives of the suggestion (At least 2):
[Implementing these pay adjustments provides several benefits to both the Foundation and its personnel:
1. Better Reflects Responsibilities
Pay is more closely aligned with the level of responsibility, expertise, leadership, and decision-making expected of each position rather than simply rank progression.2. Creates Clearer Career Progression
The proposed structure establishes a more logical pay ladder, giving personnel meaningful financial incentives to continue advancing within their department.3. Rewards Leadership Roles
Supervisory and command positions receive compensation that better reflects the additional workload, accountability, and expectations placed upon them.4. Encourages Long-Term Retention
Competitive and balanced compensation gives members greater incentive to remain active within their departments, reducing turnover and preserving experienced personnel.5. Improves Recruitment
Departments become more attractive to new players when advancement feels rewarding and compensation reflects increasing responsibility.6. Promotes Departmental Balance
Several departments currently have inconsistencies where certain positions are paid disproportionately compared to others. These adjustments help standardize compensation across similar levels of responsibility.7. Recognizes Specialized Expertise
Positions requiring technical, investigative, medical, scientific, or administrative expertise receive compensation that better matches the skills and knowledge required to perform effectively.8. Increases Motivation
Personnel have stronger incentives to complete training, earn promotions, and take on additional responsibilities when advancement is accompanied by meaningful pay increases.9. Supports Overall Server Progression
A well-structured pay system encourages players to remain engaged with departmental progression, resulting in more experienced leadership, improved departmental activity, and healthier long-term player retention across the server.10. Modernizes the Compensation Structure
Many of the current salaries appear to have remained unchanged despite departmental growth and evolving responsibilities. These adjustments modernize the compensation system to better reflect the current organizational structure and expectations.]Possible Negatives of the suggestion:
[I see no negative other than some people might not like that they all follow a similar pay strcuture.]
Based on the Positives & Negatives, why should this suggestion be accepted:
[This proposal should be accepted because it improves the Foundation's compensation system by creating a more logical and balanced pay structure that better reflects each role's responsibilities, expertise, and leadership expectations. Rather than simply increasing salaries, it modernizes outdated pay scales, provides more meaningful progression between ranks, encourages long-term player retention, and gives players greater incentive to pursue promotions and remain active within their departments. These changes also help extend the lifespan of the server by giving players additional long-term goals to work toward, making departmental progression feel more rewarding and keeping experienced members engaged for longer. The adjustments are measured and balanced, with some positions remaining unchanged or even reduced where appropriate, ensuring the overall server economy remains stable while improving the overall player experience.]
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