Guide:Nomination Writing Guide

1.0 What are activity awards?

Awards (medals) are an essential part of a TFSS’s arsenal of rewarding and encouraging members. There comes a point where ribbons can easily become numbers, particularly for prolific writers or gamers; a member may, in one month, earn as many ribbons as other members earn in six months. Activity awards are intended to highlight and champion members for clusters of activity, as well as to congratulate and give ‘warm fuzzies’ to members in recognition of their achievements.

At senior ranks, these awards also become an indicator of a member’s longer-term experience and contributions to the fleet. Members may also be awarded medals for particular contributions to projects, activities or initiatives overseen by members of the Bravo Fleet Senior Staff.

It is important to remember that Task Force staff nominate members for awards; the Office of the Chief of Staff actually awards them based on these recommendations and provides guidance for the level of award that should be considered.

TFSS should only nominate members of their own Task Force. If they believe members of another task force have contributed significantly, they should privately reach out to the relevant TFCO or department lead for project work.

Remember that members may also see these award nominations as part of their staff roles and responsibilities. Awards should be a surprise, and you should be alert to whether a member may see these awards as part of their OCS or Operations work.

If a TF member is also on a department’s staff, the TFSS should contact the relevant department head before nominating. Department Heads may wish to support the medal with their own supporting nomination or may be preparing a nomination for a separate award for the relevant work. In some instances, this nomination can contribute to a higher-level award than was initially intended through the recognition of project work.

TFCOs are nominated by the BFOPS via the OCS; BFSS are awarded by the BFCO and BFXO.

1.1 Which Award and When?

The OCS provides a framework for awarding medals based on quantified values of activity that reflect the general level of energy involved in completing them. These values are not carved in stone, however, and context is key. Discuss with your fellow staff members and with department heads if you believe an eligible staff member has undertaken additional activity that might contribute to elevating an award.

Generally, medals will be awarded sequentially, recognising the growth of a member’s experience. However, during events, members can accumulate vast amounts of activity quickly and be eligible for higher tier awards. You should nominate for the award that most accurately recognises this, as outlined in the OCS framework. You can then award lower to mid-tier awards at the next opportunity. It is also good practice to try and award any awards you are able to head of an event start, so the member can start the event with a clean slate, do this however, within reason and don’t try to force awards outside of the regular flow.

The OCS and Operations team are on hand to give advice and suggestions when considering award nominations, and you are encouraged to seek out their support when reviewing eligibility.

More experienced members may have already been awarded a number of, or all of, the awards you are eligible to nominate them for. In this instance, it is recommended that you consider their ‘oldest’ award for a second presentation.

Some members also slow down activity as time goes by, and awarding a lower to mid-tier merit award again can be an excellent way of encouraging and incentivising members to pick up their activity.

1.2 Why is this different to a promotion?

A promotion nomination is a reflection of a member’s growing contribution to the fleet. Whilst promotions for junior grades (Cadet to Lieutenant Commander) are more focused on the accumulation of activity, senior promotions are intended to be a reflection of a member's growing contribution to the fleet’s worldly growth and their contributions to our collective narrative.

Much like a ‘real world’ promotion, senior ranks reflect experience and knowledge as well as commitment to our values and ethos. The way we do this is by considering their accumulation of merit awards, and the OCS framework provides guidance on what collection of awards would be expected by a prospective promotion. Beyond this, is the kudos and tacit experience a rank demonstrates. A member who is a Captain could be expected to have a greater understanding of the fleet’s history and heritage; their rank demonstrates they are an experienced member whom new members can aspire to emulate.

As with all these considerations, promotions should be an aspiration, not an expectation and staff are encouraged to consider a member promotion as a part of a larger journey through Bravo Fleet.

1.3 Involvement beyond ‘regular’ activity

Members undertake a wide variety of activities that are recognised by ribbons, badges, and coins. While merit awards are built around this activity, they are also an opportunity to highlight a member’s less tangible qualities. For example, has a member contributed heavily to Starbase Bravo, or achieved a high level of engagement during the fleet action? Perhaps they’ve been a major contender during an event or operate a role-playing command through the Exploratory Group?

Many members will have no desire to undertake staff roles or engage with the more strategic operations of the fleet, in fact, the majority of members are happy to come and simply enjoy what the fleet has to offer. These people are the backbone of the fleet. The expectation of all members is that they will engage in the discord, undertake some activities and submit to some competitions. Merit Awards are an opportunity to champion the qualities of members who demonstrate the Bravo Fleet ethos and excel in these activities; ‘being around and doing stuff’ doesn’t make you eligible for a merit award.

1.4 Make it personal, make it exciting.

The most important element of an award nomination is enthusiasm and encouragement, followed closely by accuracy and clarity. Merit Awards should buoy members up with your tone and enthusiasm; they should give them the ‘warm fuzzies’. We nominate awards because we want to recognise a member’s contributions to the fleet at large, not simply because we should. Take efforts in your nomination writing to sound positive and interested in a member’s contributions; refer to their writing specifically in relation to writing ribbons, highlight the games and gaming events they are regular members of, and name the competitions they did well in. Merit Awards show we care, and we can only do that by being genuinely interested in our member’s activity.

Look at everything the member has done on their Activity Monitor (see Guide: Task Force Management, 2.1 Member’s Dossier Review). Consider the following points that might not be recorded there:

Are they active in supporting members through graphics requests or artwork help?
Are they a GM or AGM in an active EG mission or TTRPG?
Did they participate in a particular style of competitions and/or place in some?
Did they perhaps run a competition that got particularly good engagement?
Are they contributing to a department? Reach out to the department head to find out if they want to add anything.

If they are a staff member it is tempting to talk about being a ‘good leader’, a ‘valuable part of the team’ or a ‘pillar of the community’. These are all important elements that should be recognised but it’s more important to showcase why you feel these things. Awards shouldn’t be procedural; they should be personal. Is the member an excellent mentor or a leader in activities? Do they offer considered feedback and support? These are the ‘soft’ skills that we can recognise with awards.

The specifics are important so people know what they’re being rewarded for, and also for the highly important job of setting an example - readers should know what they should aspire to if they want this acclaim. But ‘Fluff’ and ‘Hype’ are equally important. You are congratulating a member and or thanking a staffer. It’s okay to gush. It’s nice to gush. People like hearing it, and this is for them, after all.

1.5 Style and Content Reminders

Refer to members by their avatar name unless they are commonly known by another name, their Discord handle for example. You should still refer to them by avatar name in their first instance.
Be sensitive to gendered language when writing nominations.
Be specific about quantities of ribbons and medals; consider writing them in full rather than using numbers.
Avoid sweeping generalisations, nominations should be tailored to a member and their activity.
Consider the personality aspects of a member, can you make it more personal by identifying their special traits.
Take the time to look at other awards of a similar level and style, the nomination should reflect your voice as much as the member’s activity. Over time, you will create a stylistic signature with experience.
Don’t be afraid to ask for help, we can all benefit from a second pair of eyes.

2.0 First Tier Merit Awards

Medal of Achievement (MOA), Meritorious Service Cross (MSC), Silver Palm (SP)

The first three merit awards on the list recognise concentrated amounts of activity, contributions for smaller specific projects or special departmental initiatives above and beyond their normal work. Examples include; assisting with the creation of a course in the Academy, creating new artwork for social media, and rolling out new assets as part of an intelligence office project. They are often the first award a member receives after entering the senior ranks and the first time they will have a special recognition personally penned by a member of staff.

These awards should be approximately 3-4 paragraphs of substantial, considered writing with an opening highlight, followed by specific achievements and a final paragraph of congratulations.

3.0 Mid Tier Merit Awards

Star of Distinguished Service (SDS), Star Cross (SC), Legion of Merit (LOM)

The second three merit awards on the list recognise exceptional levels of activity, service or contributions to fleet projects. These tiers of medals are most often supported and improved by supporting nominations from Department Heads for leading and driving project work and initiatives. Many members will find they receive these awards as they move into the Captain ranks or for particularly exceptional engagement with events and fleet actions.

These awards should be approximately 4-5 paragraphs of substantial, considered writing with an opening highlight, followed by specific achievements broken down by sphere (e.g writing then gaming) and a final paragraph of congratulations. They may also be supported by a nomination from specific departmental heads, in this case mention of their work in the main body of the nomination should be avoided.

Star of Distinguished Service Examples

SDS Awarded based on activity levels.

SDS Awarded with supporting staff nomination.

Star Cross Examples

SC Awarded with activity and supporting staff service.

SC Awarded based on exceptional activity.

Legion of Merit Examples

LOM Awarded for specific staff service.

LOM Awarded for activity with supporting staff service.

4.0 Higher Tier Merit Awards

Conspicuous Gallantry Medal (CGM), Jonathan Archer Order of Merit (JAOM), Nyota Uhura Medal of Courage (NUMC)

The next three merit awards on the list recognise particularly outstanding levels of continued and ongoing activity and service to the fleet. They often reflect members who have continuous and exceptional contributions across the fleet’s activities or endeavours, above and beyond a casual member's engagement. Nominees will have demonstrated exemplary service and often have contributed heavily to the operation of departments, initiatives and events of the fleet.

These are the highest awards nominated by TFSS and staff are encouraged to recognise their scarcity and level of commitment.

These awards should be approximately 5-6 paragraphs of substantial, considered writing with an opening highlight, followed by specific achievements and contributions broken down by sphere (e.g writing then gaming) and a final paragraph of congratulations. They are almost always supported by one or more supporting nominations from a department head.

Conspicuous Gallantry Medal Examples

NONE AVAILABLE

Jonathan Archer Order of Merit Examples

JAOM Awarded for exceptionally high levels of activity.

JAOM Awarded for extended levels of high activity and staff service.

Nyota Uhura Medal of Courage Example

NUMC Awarded for activity and staff service.

5.0 BFSS Awards

Rachell Garrett Order of Heroism (RGOH), Starfleet Peacekeepers Star (SPS), Christopher Pike Medal of Honour (CPMOH), Zephram Cochrane Medal of Excellence (ZCME), Starfleet Medal of Honour (MOH).

The final tier of awards are exclusively awarded by the BFSS or BFCO & BFXO, and recognise exceptionally impressive levels of commitment, service and contribution. These awards reflect deeply influential activity and undertakings to the fleet, behind the scenes, in a strategic way that shapes the fabric of the fleet and its operations. Recipients will have left an indelible mark on the fleet’s functions and history.

6.0 What are the point of ranks?

The rank system within Bravo Fleet was created to help foster interaction and involvement in the fleet from day one of joining. With increased activity and participation comes increased rank. Every member starts in the cadet ranks and can quickly move up the echelons into the senior officer ranks within a few short months. Your path is yours to take, as there are many options at each level, and the speed at which you ascend may be quicker or slower than others relative to your level of interaction.

The rank system is not meant to convey status or authority and, in practice, does not do so. It should not be taken as such. However, think of your rank as more about you, the member. Rank is not a way to track authority, and Bravo Fleet isn’t a military but simply a way to reward our active members.

An outline of the rank system can be found here.

Task Force Senior Staff should read the Operations Office Guide: A Member’s Journey: Progression Stages.

The rank system is split into the Junior Officers and the Senior Officer ranks.

6.1 Cadet and Junior Officers

Cadet and Junior ranks are often referred to as ‘checkbox ranks’ as they reflected the cumulative collation of measurable activity. The OCS manage the list of recognised criteria for these ranks.

Cadet ranks are completed with simple activities that help new members understand and experience our systems and processes. They include earning single instances of ribbons, submitting to a competition and earning the New Members Programme Badge. They have no Time-in-grade requirements and thus each step should reflect a different completed criteria. Most new members will complete all four ranks in a matter of days with guidance and support of Task Force staff. The final step from the cadet ranks is to Midshipman, where members become eligible for their own command and thus it has two required criteria related that demonstrate their understanding of our conduct, ethos and charter.

Junior Ranks are cumulative in their recognition of activity, with each step reflecting a greater level of activity within the fleet. For example, earning five service ribbons may include the three service ribbons recognised at a previous rank. These ranks are intended to demonstrate a growing experience and engagement with the fleet and through these ranks, members will being to demonstrate their preferred areas of activity. These ranks are a good opportunity for Task Force staff to monitor and recognise activity trends and preferences for consideration during their mentoring. Each rank has a short time-in-grade attached to it before a member becomes eligible for the next promotion, this is intended to allow members to soak in their experiences and explore the fleet’s offerings more fully.

The writing of promotions is undertaken via the automated system built into BFMS and follow a standardised format.

6.2 Senior Officers

The Senior ranks begin at Lieutenant Commander and are a pivot in the Bravo Fleet ladder. Progressing through these ranks no longer becomes about the simple cumulation of activity but rather a reflection of activity and engagement as highlighted through merit awards.

Unlike Junior ranks where activity is cumulative, all activity and awards included in a promotion are consumed, and each rank begins with a fresh slate. The OCS framework will guide recommended collections of merit awards and service that would indicate a senior rank promotion but as with merit awards, TFSS should consider the wider picture of a member’s contributions.

Promotions beyond Lieutenant Commander are decided on a case-by-case basis. The Chief of Staff looks at the whole record of the prospective promotee, including, but not limited to, competitions entered and hosted, writing contributions, gaming activity, academy activity, medals awarded and why, projects completed, leadership, and administrative experience. The latter two often hold a greater weight with each subsequent rank. Attitude and how one interacts with the larger organisation also play a role, representing one’s growth and maturity in the club. Strive to establish your strengths and never be afraid to test your weaknesses.

The Chief of Staff may approve a promotion up to Commodore, but only the Bravo Fleet Commanding Officer can approve a promotion up to Admiral. Only persons currently or previously holding the Bravo Fleet Commanding Officer position may hold the rank of Fleet Admiral.

There is no specific path toward a senior officer promotion, no absolute rules or expectations. Be active. If you want to know what you can do, speak to your unit leaders and ask to assist with projects. Apply for leadership positions experience that is required for the senior officer & admiral ranks. Leadership is evaluated based on consistency and achievements.

Commander Promotion Examples

Example 1

Example 2

Captain Promotion Examples