Steam ID: STEAM_0:1:64017613
Discord name: xutesan
For how long have you played on CG SCP: 4 months
Age: 21
In what country are you located?: UK
Time zone: GMT
Character name(s): Maxo
Civilian name: Bjern
What server are you applying for? (SCP-RP UK or SCP-RP USA): UK
Do you have a mic?: Yes
Discord name: xutesan
For how long have you played on CG SCP: 4 months
Age: 21
In what country are you located?: UK
Time zone: GMT
Character name(s): Maxo
Civilian name: Bjern
What server are you applying for? (SCP-RP UK or SCP-RP USA): UK
Do you have a mic?: Yes
List all whitelisted, MTF, or CI roles that you hold or have held:
Executive Researcher (Holding)
O-1 PVT (Holding)
ISD Agent (Holding)
DEA Agent (Holding)
CI-A (Held)
E-11 PVT (Held)
Nu-7 LCPL (Held)
Executive Researcher (Holding)
O-1 PVT (Holding)
ISD Agent (Holding)
DEA Agent (Holding)
CI-A (Held)
E-11 PVT (Held)
Nu-7 LCPL (Held)
Why are you applying for Director of Research?
As a member of the Research Department, I’ve managed to gain valuable insight and experience within the department and its leadership team. During my time in the department, I’ve managed to learn about its history, including the periods where it was at its peak performance, through producing high quality RP and documentation being created on a stable scale. My goal for the research department is to elevate it beyond its current state, and attempt to bring in another ‘Golden Age’ for research.
Through my ambitions for a ‘Golden Age’, I want to develop opportunities for a much more meaningful and serious role-play that would benefit all departments, not just exclusively research. This would endeavour scenarios where multiple departments have the opportunity to interact with the RP, allowing for better interdepartmental relationships and a better ‘image’ for research. When RsD demonstrates meaningful RP across the site, other researchers and departments will be inspired and motivated to develop their own ideas, allowing for more successful RP scenarios across site.
Additionally, I want to apply for the role of DoR in order to push for a more robust training framework for CL1/2 personnel within the research department. My plan is to enhance onboarding through regular lectures, which I believe to be extremely effective ways of conveying a lot of information at once. Lectures are an extremely efficient way of conveying departmental policy, while also giving them the chance to ask questions and really take it in. Currently, the Research Department isn’t conducting as many lectures as we could, even though they are an extremely powerful tool at the Executive’s disposal. Due to this, I would be implementing a system where Executives are not only encouraged to host lectures, but also rewarded.
Furthermore, I would also implement a set of guidelines and checklists for the onboarding of all research staff. This would mean that a clear set of resources, of must have information, is available and encouraged to use from Executives, standardising the onboarding process and making it more efficient, allowing for a more consistent process and ensuring that all researchers have the same amount of knowledge. This would be tracked with a new page on the roster, tracking who has been onboarded on what. This allows Executives to see what topics have been covered with each researcher, and allows for more input if required.
Furthermore, I also want to apply for the role of DoR in order to increase departmental leadership availability. Currently, we only have one DoR, and we can’t expect her to be active 24/7, which is why we have two slots. Since I believe I am quite active within the department, my appointment of DoR would allow for quicker approvals on documentation, for example, a keter x keter crosstest. Through my engagement, I also plan to implement incentive systems for researchers through giving them clear objectives and goals to follow, and rewarding them appropriately for their work. Additionally, I’d support the current DoR with her implementation of projects for subdivisions and awards/incentives for Research Leadership. Through our collaboration, we’d create more opportunities for meaningful RP.
And finally, the final reason why I am applying for DoR is to address the shortcomings in documentation and organisation within the department. As a department, we are currently producing less documentation as compared to previous periods. To address this, I’d like to better incentivise the creation of documentation and better address how these documents are organised. This would include a more robust system for tracking documentation for projects, improving how these documents are organised. Overall, my aim is to work with our current DoR to address and fix these current issues. Make research better.
As a member of the Research Department, I’ve managed to gain valuable insight and experience within the department and its leadership team. During my time in the department, I’ve managed to learn about its history, including the periods where it was at its peak performance, through producing high quality RP and documentation being created on a stable scale. My goal for the research department is to elevate it beyond its current state, and attempt to bring in another ‘Golden Age’ for research.
Through my ambitions for a ‘Golden Age’, I want to develop opportunities for a much more meaningful and serious role-play that would benefit all departments, not just exclusively research. This would endeavour scenarios where multiple departments have the opportunity to interact with the RP, allowing for better interdepartmental relationships and a better ‘image’ for research. When RsD demonstrates meaningful RP across the site, other researchers and departments will be inspired and motivated to develop their own ideas, allowing for more successful RP scenarios across site.
Additionally, I want to apply for the role of DoR in order to push for a more robust training framework for CL1/2 personnel within the research department. My plan is to enhance onboarding through regular lectures, which I believe to be extremely effective ways of conveying a lot of information at once. Lectures are an extremely efficient way of conveying departmental policy, while also giving them the chance to ask questions and really take it in. Currently, the Research Department isn’t conducting as many lectures as we could, even though they are an extremely powerful tool at the Executive’s disposal. Due to this, I would be implementing a system where Executives are not only encouraged to host lectures, but also rewarded.
Furthermore, I would also implement a set of guidelines and checklists for the onboarding of all research staff. This would mean that a clear set of resources, of must have information, is available and encouraged to use from Executives, standardising the onboarding process and making it more efficient, allowing for a more consistent process and ensuring that all researchers have the same amount of knowledge. This would be tracked with a new page on the roster, tracking who has been onboarded on what. This allows Executives to see what topics have been covered with each researcher, and allows for more input if required.
Furthermore, I also want to apply for the role of DoR in order to increase departmental leadership availability. Currently, we only have one DoR, and we can’t expect her to be active 24/7, which is why we have two slots. Since I believe I am quite active within the department, my appointment of DoR would allow for quicker approvals on documentation, for example, a keter x keter crosstest. Through my engagement, I also plan to implement incentive systems for researchers through giving them clear objectives and goals to follow, and rewarding them appropriately for their work. Additionally, I’d support the current DoR with her implementation of projects for subdivisions and awards/incentives for Research Leadership. Through our collaboration, we’d create more opportunities for meaningful RP.
And finally, the final reason why I am applying for DoR is to address the shortcomings in documentation and organisation within the department. As a department, we are currently producing less documentation as compared to previous periods. To address this, I’d like to better incentivise the creation of documentation and better address how these documents are organised. This would include a more robust system for tracking documentation for projects, improving how these documents are organised. Overall, my aim is to work with our current DoR to address and fix these current issues. Make research better.
What makes you suitable for Director of Research?:
I feel as if I am suitable for the role of Director of Research as I have extensive experience working with other departments. To give a specific example, I’m the current lead of the Psychology Subdivision, which requires close collaboration with the medical department in order to conduct our research. This collaboration has fostered a strong interdepartmental relationship that has benefitted both departments in achieving our shared goals. Furthermore, I’m also suited for the role of DoR due to my strong management skills, meaning I have the capability to bring more organisation to the department and effectively manage the executive team, ensuring they are performing their duties to an efficient and effective standard.
I also feel as if I am suitable for the role of Director as I believe I’m quite creative when it comes to making RP more engaging. I staunchly believe that RP scenarios shouldn't be limited to only a select few, meaning that I like to give opportunities to everyone to engage with my RP, regardless of department. There is a caveat to this, for example, if a Junior Researcher wanted to participate in a scenario regarding chemicals, they wouldn't have the clearance level to do so. However, I would strive to find a way to somehow include them.
Furthermore, from my experience in research leadership, I’ve gained lots of knowledge on testing procedures and protocols. This information has helped me work a lot more efficiently as an Executive. An example of this would be me helping out Executive Casseno and Jesse Soul with the implementation of new research policy.
I also have the willingness and capability to take on and accept feedback, and adapt as necessary. This will ensure that the department operates in an efficient and effective manner.
What are the responsibilities of the Director of Research in RP?:
Managing the Executive team
Ensuring they complete tasks efficiently and to a professional standard.
Giving them feedback and ensuring they are constantly improving.
Conduct department meetings to discuss and gather feedback on issues.
Implement changes to improve the health of the department.
Evaluating new candidates who want to become Executives.
Conduct interviews to fairly evaluate candidates.
Cross-testing Authorisations
Authorising and calculating the risk and safety of cross-testing initiatives.
Confirm that cross-testing is purposeful
Ensure tests contribute to the understanding of the anomalies.
Departmental Policy
Implement changes and additions to RsD policy, making it more efficient.
Interdepartmental Relations
Ensuring that other departments have good relations with the research department.
Ensuring that there is effective collaboration with other departments.
Preventing conflicts with other departments that could affect the core duties of the research department.
Compliance
Ensure that the department is following and complying with the FLC.
Ensuring that researchers understand the FLC and Research Policies.
Enforce proper testing procedures within the department.
Project Assignment
Assign projects to department members.
Ensure that projects are being completed in an efficient manner
Record progress being done on projects.
Roster Management
Managing the roster and approving merits.
Department Representation
Represent the Research department as a whole, across site.
Maintain professional conduct as I am a role model.
Be an example for the rest of the department to follow.
Managing the Executive team
Ensuring they complete tasks efficiently and to a professional standard.
Giving them feedback and ensuring they are constantly improving.
Conduct department meetings to discuss and gather feedback on issues.
Implement changes to improve the health of the department.
Evaluating new candidates who want to become Executives.
Conduct interviews to fairly evaluate candidates.
Cross-testing Authorisations
Authorising and calculating the risk and safety of cross-testing initiatives.
Confirm that cross-testing is purposeful
Ensure tests contribute to the understanding of the anomalies.
Departmental Policy
Implement changes and additions to RsD policy, making it more efficient.
Interdepartmental Relations
Ensuring that other departments have good relations with the research department.
Ensuring that there is effective collaboration with other departments.
Preventing conflicts with other departments that could affect the core duties of the research department.
Compliance
Ensure that the department is following and complying with the FLC.
Ensuring that researchers understand the FLC and Research Policies.
Enforce proper testing procedures within the department.
Project Assignment
Assign projects to department members.
Ensure that projects are being completed in an efficient manner
Record progress being done on projects.
Roster Management
Managing the roster and approving merits.
Department Representation
Represent the Research department as a whole, across site.
Maintain professional conduct as I am a role model.
Be an example for the rest of the department to follow.
Please give some lore about your Director of Research character and what storylines they would be involved in:
docs.google.com
Personnel Dossier: Maxo
Official Personnel Dossier SCP Foundation, Designation: Site-65 | File Designation: AR24ADD23 ........................ CLASSIFIED ON: ██/██/████ | LEVEL: CLASSIFIED....... ..PERSONAL INFORMATION AND BIO: Name: Maxo ...
docs.google.com
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