(1) What is your in-game name? - Diyor Ridda

(2) What is your steam ID (including any banned alt accounts)? - STEAM_0:0:26863512

(3) What is the name of Admin/Staff who banned you? - Misa Aeona

(4) How long were you banned for? - 2 weeks

(5) Have you been banned on any SBS server before? If so, approximately how many times? - no

(6) Have you been banned within the last week? - yes

(7) Why were you banned in this instance? (Explain in Detail) - I was banned for ''hate speech'' for singing to kendrick lamar song that included the word ''nigga''

(8) Do you think you deserved the ban? - no

(9) Why should you be unbanned? - Because although my actions were interpreted as being hateful and/or malicious, I was just messing around and having fun

(10) Have you learned your lesson from this ban? - yes

(11) Provide a Screenshot of the message that appears when you try to join the server: - https://i.imgur.com/rUYjSwz.png

Thanks.

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Your old content:
Ok so im not condoning how i responded to the events of bullying that i was being succumbed to even after multiple forumn posts and attempts at talking to mods and other staff I was wrong in how i responded I should not have asked the admin how to get permanbanned and then commiting to do what he suggested aka(dox threats and racism slander) I think I deserve another chance to not be perma banned also I was unbanned and then i got re permabanned when i was just vibin 7 hrs after the fact so idk whats that about buy yeah Im sorry and would like another shot at hogwarts rp. If i do get another chance i plan to be the most upstanding ronald weasley rp player ever. I promise not to do any rulebreaking of this severity again. And if i am being bully/hareassed again i will document/record and send it to the proper channels/staff and be more patient and considerate of the fact that they have lives too. And if i do commit a crime of this severity again that i accept a permanban and wont complain or do this again aka(ask to be unbanned). I'd like the judge to consider the crimes that were documented and done to me before i commited my crime and take into account i was in a unfit rp state of mind aka(angry depressed manic to damn emotionally attached to the rp) do the crimes done to me.
as being permabanned i have since rehabilited in gta rp servers such as Eclipse Rp Mafia Rp And am currently waiting whitelisting for NoPixel. So i ask that you consider all of these factors and if not a unban at least lessen my perma bann to 6 months- 2 years in which ill prolly have forgot but still would like you to consider. 

Thank You For Your Consideration.

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(1) What is your in-game name? -Ryan Vanderlerious

(2) What is your steam ID (including any banned alt accounts)? - STEAM_0:1:171678785

(3) What is the name of Admin/Staff who banned you? -Joe Mason

(4) How long were you banned for? -Permantly

(5) Have you been banned on any SBS server before? If so, approximately how many times? -
Not Permantly but have had up to a month on hogwarts rp do to rdm among 4 other times give er take
(6) Have you been banned within the last week? -
No
(7) Why were you banned in this instance? (Explain in Detail) -I explained in my apolgy letter

(8) Do you think you deserved the ban? - Yes

(9) Why should you be unbanned? -I explain in my apology letter above

(10) Have you learned your lesson from this ban? - Yes

(11) Provide a Screenshot of the message that appears when you try to join the server: - 
https://imgur.com/a/lflQgM2



For Question 3, you can also tag the Staff Member who banned you so they can receive an immediate notification. To do this, type the: "@" symbol and the name of the staff member after it. If you are not sure who the staff member is on the forums, just list their in-game name and Forum Staff/Server Staff will tag that staff member!

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IN NO EVENT WILL WE OR OUR DIRECTORS, EMPLOYEES, CONTRACTORS, VOLUNTEERS, VOLUNTEER STAFF, OR AGENTS BE LIABLE TO YOU FOR ANY DIRECT, INDIRECT, CONSEQUENTIAL, EXEMPLARY, INCIDENTAL, SPECIAL, OR PUNITIVE DAMAGES, INCLUDING LOST PROFIT, LOST REVENUE, LOSS OF DATA, OR OTHER DAMAGES ARISING FROM YOUR VOLUNTEER SERVICES, EVEN IF WE HAVE BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES.

These Volunteer Staff Application Terms & Conditions can and may be updated at any time without notice at our discretion, so be sure to frequently check back for any updates to these terms and conditions. An effort to inform you that they've been updated will be made, but not promised, so it's your responsibility to periodically check back. By posting this application and or responding to application question (1.) with "Yes, I do agree to these terms and conditions.", you are accepting and agreeing to these terms and conditions indefinitely regardless of any changes or amendments to these terms and conditions unless or until you are no longer a Volunteer Staff member. If at any point you no longer agree to these terms and conditions, you must immediately resign from your Volunteer Staff position and cease to continue your volunteer services immediately.

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(1.) Do you agree to and accept the Volunteer Staff Application Terms & Conditions? If so, please answer with "Yes, I do agree and accept these terms and conditions." - Yes, I do agree and accept these terms and conditions.
 
(1a) What name and or alias are you most commonly known as within the SBS community? - Mike Donner
 
(1b.) What is your age? - 17

(2.) Which volunteer community staff position is your application for? - Hogwarts Staff Manager
 
(3.) Approximately, when was the first time that you joined our community and how did you initially discover it? - I joined the community midway through 2018 after discovering it through YouTube. My presence in the community increased throughout 2019 and I’ve been active from there onwards.
 
(4.) Community staff are held to a much higher standard both in general and with activity when compared to standard game server staff. In this case, do you understand that you can be let go at any time for excessive inactivity at our discretion? - Yes, I do understand and I would be completely fine with being removed from the position if my activity ever slips to a concerning level.

(4a) How can we be certain that you will remain active on the server upon being accepted for a volunteer staffing position? - I’ve maintained my activity since I became staff, only taking low activity or LOA when absolutely necessary and still maintaining communication through those times. I’ve never had a sudden unexpected drop in activity and nothing in the near future would cause such a drop in activity to occur. 
 
(5.) Tell us a little about yourself and why you would like to be accepted for a volunteer staffing position on SBS. (100 words or less) - During my time on the staff team I’ve found myself wanting to help out others within the community wherever I could. I would like to take on the position of staff manager as I feel that I could be of great support to the team in the position, and I’m always looking to do more within the team. Additionally, I feel like the experience from being a staff manager would be beneficial in terms of learning skills to use later in life, which is something that I would consider to be a benefit to staffing in general; especially in a manager position.
 
(6.) In your opinion, which quality of yourself do you feel that you need to improve on the most? - Out of all of my qualities, I feel like the one that needs the most work is my ability to focus on things. This has always been a fairly prominent issue for me, as I find myself often getting distracted, especially when I’m working on a single task for hours at a time. Whilst I don’t see it as majorly detrimental, I still feel like working on my ability to focus would be beneficial as it would allow me to work more efficiently, whilst also allowing me to get a much better understanding of situations that I may be reviewing. 


(6a) In your opinion, which skill set of yours do you feel that you need to improve on the most? - An area which I’ve fell somewhat short in for quite a while now is my organisational skills. Whilst I have been developing them more over time (especially more recently now that I’m having to account for more such as education), I still do find that at times I’ll push things back due to having a lack of time to complete them in a single sitting, or I’ll bring one task further forward as it’s much simpler to do than another. I’ve been working on organising myself in a way that allows me to dedicate to what I need to get done in a time frame that is both convenient and effective, however I feel like I still have quite a way to go yet before I can confidently say that I’m very well-organised.
 
(7.) How would having you on our volunteer staff team benefit our community and what qualities set you apart from the rest of the applicants? - 


I consider Staff Manager to be a very important role within the community, and especially in representing and leading the staff team as a whole. I have spent a lot of time considering what I could bring to the table and the changes I could make if I did end up taking on the position. I will detail some of the changes and new additions that I would like to bring into effect if I were to get the position.


First and foremost, I believe that activity is something which needs to be monitored much more consistently. I see no requirement for changes to activity requirements as far as hours are concerned, as staff members do have lives outside of the server therefore I do consider the current threshold that needs to be met as suitable. However, a persistent issue which I have observed during my time on the team thus far is how activity is enforced, and the course of action that is taken when staff members do go inactive. I would like to keep on top of activity, ensuring that staff members who drop in activity to a concerning level are spoken to and encouraged to increase their activity or, if needed, take an LOA or go on low activity. I’m completely understanding of the fact that sometimes things do come up which require some time away from the server, which is why I wouldn’t be too hard-headed on the enforcement of activity but I would still be consistent with it. To elaborate on this, I wouldn’t follow up a staff member if their activity falls slightly below the threshold for a week or two, however if their activity is reasonably below that threshold for a few weeks or drops to near-enough 0 hours I’d reach out and talk with them about it. 


Secondly, something which I know some staff have raised concerns about in the past is them not feeling like they’re being heard within the team. As staff manager giving every staff member the opportunity to have their voice heard would be something which I would like to do, and is something that I’ve not only been thinking ahead about but also something which I’ve been encouraging in my current position on the team. To start with what I’m currently doing to work towards this, an example would be during meetings, when I give opportunities at every stage of the meeting for staff to give their input and encourage staff to give their opinions on situations that may develop a variety of differing views between staff. I’m also one to encourage others to speak up on something which they have a concern about, which is something that I’ve done with both staff and community members in general in the past. Moving on to how I’d continue to give staff members the chance to voice their opinions if I were to become staff manager, an idea which I thought could work quite well would be having 1 on 1 talks with staff members once every few months just to hear if they have any concerns or issues that they wanted to bring up, as well as just to ensure that they’re content with their position on the team (and in the event that they aren’t, discuss ways to improve things for them). These talks would be optional, so that staff members don’t feel like they’re put on the spot to speak up, but the option is there if there’s something that they want to talk about. 


Third, staff relations are something which I feel could always do with some work. Whilst there aren’t any concerning issues when it comes to staff relations, the team definitely feels somewhat fractured when compared with when I first joined the team. I’d like to put the effort in to try and bring the team together more. One way of doing this which has been practiced for a good while now is staff team building days, which are hosted occasionally and often end up having a great outcome with all who participated enjoying the day. Staff team buildings have slowed down more recently however; I believe we’ve had 1 or 2 this year. I’d like to make team building much more frequent and scheduled, for example 1 staff team building night every month or two. They will remain optional, however staff will be encouraged to attend if possible as I do believe them to be very beneficial in bringing the team together. Aside from team building, I’d also want to work on general communication within the team, by means such as encouraging use of staff voice channels in the discord, as well as talks in staff chat in general. My goal is to try and bring the team back together, and I’d like to try and work towards that little by little.


Finally, I’d like to try and build bridges both within the staff team as well as between the team and the community overall. One thing that I’ve always thought about is the role of the Admins within the staff team, and their connection with the rest of the team. I would like to not only get the admins more involved in the team overall, but specifically allow for situations which sees them engaging in discussions and interactions with other members of the team. At this point in time I believe that there’s room for admins to be much more involved in things, which is why I’d like to give the admins more to do and also give them more of a say on things than they currently do have. Admin meetings are hosted very infrequently, however I’d like to host a meeting every few months just so any new ideas for the team, concerns, etc can be brought up and discussed. As for the community as a whole, there have been times where community members have felt like the only way to get a message across to the staff team is to make a feedback thread on the forums. Whilst that is a good way to get feedback across, I’d like to make it much easier for community members to have their voices heard and their concerns addressed. An example as to how I would go about doing this would be by collecting any questions or concerns that players may have from a source such as a thread on the forums or through players reaching out to myself or others. Those points could then be brought up at staff meetings and discussed. Following the discussions responses to those questions could then be given on the same thread.


Those are a select few examples of things that I’d like to work on, as I believe that each one of them would be widely beneficial towards the staff team as well as the community as a whole. 


Moving on to the qualities that set me apart from other applicants, they are as follows:


I work to solve any issues which I am faced with efficiently, fairly, and with care - There have often been times where I’ve been faced with issues that require careful analysis and consideration before a course of action is decided upon. I strive to handle every situation with utmost care, and I’m always developing this quality further with the situations that I am faced with. I will say that there have definitely been situations in the past that I haven’t handled as good as I could have, however those situations have allowed to to grow and come to work better in similar situations in the future, which bring us to now; at this point I feel like I can confidently approach almost any situation and use my judgement alongside working with others in order to identify the optimal outcome for a situation and the steps that need to be taken to reach that outcome. As staff manager there would be a lot of situations that require this quality, which is why I believe it is a beneficial and much-needed quality to have. To add onto this, biasedness is an issue that can heavily influence decision-making and problem solving skills which would be largely detrimental in the staff manager position, however I consider myself to not have any issues with bias, therefore I don’t see this as an issue for myself.


I’m always looking to involve myself in the team wherever I can, taking every opportunity to help out - Ever since I joined the team I’ve been looking for ways to get more involved and help out more, as helping people out was my main reason for joining the team in the first place. I’ve always looked to take on additional responsibilities; a large example of this being staff meetings, which I have been consistently hosting for the last few months due to the absence of managers from said meetings. On top of this, I also take the time to reach out to people whenever I feel like they may need help with something, and I dedicate time to helping them with whatever issues they may have if there is something that I’m able to help with. 


I maintain professionalism whenever needed, but also recognise when being more laid-back is suitable - there are often situations that demand professionalism to be in effect when they’re being addressed and handled, and I find myself easily able to maintain a very high level of professionalism when needed. However, over my time on the team I’ve learned that acting professional all the time doesn’t leave much room for people to relax and enjoy themselves. Additionally, I find that it’s much harder to relate to and get along with someone who acts professional all the time compared to someone who’s able to kick back and enjoy themselves when appropriate. Being able to distinguish when professionalism is needed is a great quality to have as it makes me able to handle situations properly and maintain a proper composure when needed, but also allows me to still have a high level of warmness and friendliness towards fellow staff members which may otherwise feel less possible due to being overly professional.


I’ve always had a consistent presence on the team as well as within the community as a whole - Since I joined the staff team there hasn’t been a single time where my presence on the team or within the community has dropped, and I always work to help out both staff members and community members where I can. During times where my activity has dropped for a week or two I’ve communicated through those times to ensure that staff members aren’t left in the dark about where I am, and I always aim to get back to anybody who reaches out to me as soon as possible. 


I find myself to be understanding and sympathetic of others, and I work to help them out wherever I can if they have an issue - I joined the staff team to help others, and since I joined helping people out has remained as one of my highest priorities. Whether it’s something as small as answering a staff member’s question on a specific server rule or a general question to situations within the team or on the server that may have somebody feeling upset, I dedicate as much of my time as needed to helping them out, as it’s something that I genuinely enjoy doing. There’s often times where a staff member or community member has a concern that relates to an experience that I’ve personally had, which makes it much easier for me to understand where they’re coming from. Even in situations unlike ones that I’ve previously experienced, I still look to help wherever I can.


I’m often open about things, willing to discuss my concerns whilst also being receptive to feedback and criticism - I’ve found that during my time on the team there've been times where I’ve had concerns that I feel are important to have addressed. I’m always willing to speak to people when I have a concern, as otherwise said concern is much less likely to end up getting resolved. Likewise, I’m always looking for ways to improve and a big part of this comes down to getting feedback from others. Specifically, there have been times where staff members have came to me with some negative feedback that we have then discussed in great detail, and from those experiences I feel that I’ve been able to grow as a staff member and improve in a multitude of areas. One thing that I’ve always acknowledged is that people make mistakes, given that I’ve made a few myself during my time on the staff team - nobody is perfect, and with each mistake that is made or each negative feedback that is given there is improvement in some form, ready to be made.



 
(8.) Have you ever previously maintained a game server staffing position, or currently are, on any other Garry's Mod servers? If so, which ones, and in which staffing positions? (List them if possible) - My staffing position within SBS is the only one which I have ever had.


(9) How would you rate your skills overall out of 10 (E.g., patience, response time, etc.) -


Communication - 10


From first joining the team, I very quickly came to value communication as I believe it to be one of the main factors that goes into good teamwork. I’ve been developing my communication skills since I first joined the team, always communicating with other staff both on and off of the server. There have been times where communication hasn’t been absolutely necessary such as when I’ve been on LOA, however I’ve still communicated through times like these just so other staff are updated on my situation and know when to expect me back. I always discuss issues with other staff members when I deem it to be necessary and I make the effort to follow staff up on things if I feel like something may have been miscommunicated. As a staff manager communication is vital, as the team need to be informed of any changes that might happen as they happen as well as any sort of issues that may cause my activity to be limited for a short period of time. 


Problem Solving - 9


Throughout my time on the staff team I’ve been faced with a wide range of problems; through solving said problems I’ve picked up the skills needed to handle those situations effectively going forward. When it comes to being faced with a problem, I always take the time to first analyse the situation and consider any problems that I might be faced with when working to resolve the problem. I then take things step by step, often communicating with others where necessary to ensure that I’m able to work effectively in resolving the problem, whilst also being prepared for any bumps that could come up in the process. As staff manager there’s a fair few situations that require good problem solving skills in order to resolve. Examples of this would include having to approach a staff member regarding an issue and having to make tough decisions based upon evidence provided. Due to my skills in problem-solving I’d like to think that I would have no issues with handling these situations.


Approachability/Friendliness - 10


I wanted to start by mentioning that I’ve bundled these two qualities together, because I really do believe that they go hand in hand. To be approachable you need to not only be friendly towards others so that they feel comfortable with coming to you about things, but also professional so that they can have confidence that you’re a good person to come to for whatever they wish to discuss. There’s a balance that needs to be found between the two that ultimately determines how approachable someone is, and personally I believe that I make myself as approachable as possible. It’s essential for a staff manager to be approachable, as a staff member’s number one person to approach when they have an issue or concern is the staff manager, given that it’s the duty of the person in said position to manage the staff team and work with them through any issues and concerns that they may have. My approachability makes me confident that I would be able to live up to this requirement; I’d work to make all staff members comfortable with coming to me with their concerns, and if any staff members do have issues with coming to me regarding things, I would try to work through those issues with them as opposed to just dismissing their concern.


Resourcefulness - 9 


It’s not at all uncommon for a situation to lack all of the possible evidence to make an easy decision, meaning that it’s important to work with what you have in order to successfully reach a suitable outcome. I find that I’m good at working with what I’m presented with, and I often use the resources at hand to their fullest extent before I’m ready to make a decision on something. Additionally, if I’m unsure on something I always get opinions from others just to get an idea of what others think, and how that compares to how I view something. As staff manager there are situations that may lack full context or clarity, and it’s important to be able to work through that to try and reach a fair conclusion that doesn’t cut any corners. A great example of this are staff reports, where evidence provided can vary massively and may need further analysis to see if there’s any missing context or additional evidence before a decision is finally made. This may include asking other staff members who were present during the situation in question, or asking the staff member for their side of things. I feel like I would be able to work well in situations like these, especially considering the fact that I’ve had practice in the past with situations that I’ve been faced with.


Open-Mindedness - 9


One skill that is vitally important in my opinion is the ability to look at a situation from multiple different perspectives to understand how one person may view things compared to another. I find myself able to look at a situation from multiple different angles in order to understand the viewpoints of others who may have differing opinions on said situation to myself, which is something that I’ve developed over my time on the staff team. Not only is it beneficial to understand others’ viewpoints on things, but it’s also good to understand how a misunderstanding could have occurred due to something being misinterpreted, which is something that I’ve noticed a few times. As staff manager it’s very important to be able to put your own opinion aside on something to ensure that it’s handled fairly, which is why I find it important for staff managers to have this skill. Acting solely based on personal opinion is never a good thing, especially as a staff manager where decisions such as bringing staff members onto the team, deciding on an appropriate form of punishment and more are brought into the equation.


Leadership - 8


One thing that I haven’t had as much experience in is leadership, however I’ve definitely had enough experience to give myself a fairly high rating for this skill. I often find myself doing things such as hosting staff meetings, distributing feedback to trials and applicants and more, which has helped me to build an understanding of what being a leader actually entails. I don’t consider a good leader to be simply someone who can lead a group of others through things, but moreso someone who’s able to work closely with those who they’re on a team with in order to increase productivity and effectiveness of the team itself. The staff manager is essentially a leader of the staff team itself, in the sense that they overlook the other staff members and handle all issues that relate to the team itself. My past experience in situations that call upon good leadership skills make me feel like I would do well if I ended up becoming staff manager. 


(10.) Provide a couple of examples of situations or issues you may encounter and how you would handle them in the position you are applying for -


Two staff members are having an argument which isn’t showing any signs of stopping naturally:


In the event that two staff members are arguing with one another, my initial priority would be to shut down the argument in order to prevent things getting worse. I’d intervene by telling both sides to calm down and stop, and failing that I would take the action to remove them from the situation to allow them the time to cool down (examples of this would be moving them into separate channels during a staff meeting, or temporarily preventing them from typing in staff chat. Once the situation has been defused I’d then reach out to each staff member privately in order to talk to them about what happened and address any issues that may have been brought to light from the situation itself. After I’ve talked to them both separately I would (assuming that both parties are alright with doing so) arrange a time for them both to talk to one another so that they’re able to put the issue to rest and be civil with one another going forward. If the two staff members aren’t willing to talk things out I’d allow for some more time for them to put the situation behind them, and I’d check in a week or two just to follow them up on the situation and to see if they’re more willing to consider talking things through. I wouldn’t want to leave things at both staff members having something against one another however, as that leaves the risk of potential issues further down the line.


A staff member has been found to have leaked:


Leaking is something that has occurred a few times since I’ve joined the team, and I’ve always considered it to be a rather large issue due to the unneeded drama and animosity it creates within the team. Trust is something that is vital for a team to function well, so I would take a clear breaking of that trust through leaking to be a quite serious issue, however I also consider it one that needs to be handled in a case-by-case manner. In the case that a staff member leaks something accidentally, and makes myself or the server manager aware of it then a simple talking-to would suffice to ensure that the issue does not repeat itself. In the event that a staff member intentionally leaks something but eventually ends up coming forward about it, then a talking to or possibly a suspension would be given depending on the sensitivity of the information leaked. For example, a single screenshot of staff chat that doesn’t show anything too concerning wouldn’t be deemed sensitive information but would still be something that shouldn’t be shared, however information that is sensitive or private holds much more weight if leaked, and would therefore be met with further punishment. Finally, if a staff member was found to have leaked sensitive information/is leaking constantly and is discovered through other means, then a demotion would be given. Leaking in this sense is a malicious act and has no place on the staff team, therefore anybody who is found to be doing so would need to be removed from the team in my opinion.


A staff member’s activity has dropped substantially:


As mentioned before, activity is something that I’d like to be much more consistent with, therefore if I notice a concerning drop of activity I wouldn’t hesitate to reach out to a staff member to discuss it with them. My main concern in this sense is a staff member’s wellbeing, therefore I would discuss their reasons for their activity dropping and any possible ways forward from that point. In some cases it may just be that they need some motivation to get their activity back up, in which case I would work with them in order to get them back into the swing of things. However in the event that something’s came up that’s preventing them from getting on or they don’t feel able to, then other possibilities would be discussed, the main one being taking an LOA or low activity until they’re ready to come back. Something that I always say is that real life comes first, and that would tie into how I handle drops in activity, as I would keep in mind that staff members do have things going on outside of the server. If the staff member remains on LOA for an extended period of time (Around 2-3 months or above would be the general time period that I’d go by) then I’d readdress the situation with them and discuss whether an end to the LOA is likely to come soon, or if perhaps they may need to take a step away from the staff team and possibly return when they’re ready. A demotion from the team for lack of activity would be a last resort, however it wouldn’t be out of the question if a staff member has disappeared from the team and are refusing to communicate where they are with myself or another suitable individual. This would be issued after around a month or two of being gone without any sort of communication.


A staff member has told me that they’re considering resigning:


One of the things that I’ve hated seeing during my time on the team is when staff members resign. It’s something that I feel is very demotivating to the team as a whole at times and also is avoidable fairly often if the right course of action is taken. In the case of a staff member approaching me and saying that they wish to/plan to resign, my first step would be to find out why they’re wanting to resign, in the hopes that I would be able to work with them through it and discuss possible alternatives. In some cases such as work becoming too time-consuming or a serious issue in a staff member’s personal life I understand that there isn’t really any other viable option, however I would still have a lengthy conversation with them in which I would discuss their time on the team and how they would go about announcing their resignation, reassuring them that they’re welcome to reapply at any time if they find themselves in a position where they’re able to. Alternatively, if their reason for resigning is something that can be handled in other ways (concerns regarding the team, unhappy with their place on the team at the moment, etc) then I would take the time to working with them to resolve the issue(s) which they have in order to make them less compelled to resign, as doing so should only be a last resort. I find that a good discussion with someone can be a great way to make them feel better about something as I’ve experienced it first-hand, which is why I’d ensure that I have such a discussion with any staff member that comes to me about resigning. I would discuss potential alternatives than resigning such as taking a step back and going on LOA for a while, or distancing themselves from the source of the problem if it’s a specific issue. As I said, resigning should be the last option that a staff member feels like they need to pick, and I would make every effort to facilitate those other options.


A staff member has came to me with a concern about another staff member:


In the event that another staff member comes to me privately with a concern about another staff member, I would begin by discussing said concern with the staff member who approached me, asking for any evidence if available if it’s a case of the staff member outright doing something wrong. After I’ve discussed and reviewed the situation, I would then consider discussing it with other suitable individuals if needed. This would include the server manager and (conditionally) the admin team. During this one thing that would be maintained is the staff member’s confidentiality; they would not be mentioned as the one who brought the concern to light as there’s no benefit in doing so, and being known as the one who brought the concern up acts as a deterrent for others to bring issues to me in the future, which is something that should be avoided. After discussions have concluded I would hopefully have my decision made on how I would proceed with the situation, which could vary and may not include specifically going to the other staff member in question straight away. Something could be said at a staff meeting as a message to all staff members in the case of some simpler issues, however in the case of more complex issues the other staff member involved would likely need to be addressed privately and they would be talked to about the situation. Again, this would be situational and may not be viable in some specific instances.


A staff report has been posted on the forums:


I would take great care in handling staff reports, as handling them correctly and fairly is vitally important. I would begin by reviewing the staff report itself, to see what exactly is being reported and to determine whether the staff member in question is in fact at fault. If the staff member is evidently not at fault then I would make a post denying the report, however I would be sure to say that the player should compose another report or reach out to me privately if they have more evidence which could be added onto the report. I would not make this judgement straight away however; I would analyse the situation in great detail and also wait to see what some community members have to say about the situation, as community input can be a great way to help when judging a situation. In the case that the report does in fact seem valid, I would then proceed to consider the severity of what the staff member actually did to then decide how it would be handled. For example, a staff member handling a sit poorly or issuing a ban without giving the player a sit beforehand may not be a major issue, however it’s still something that warrants a simple talking to in order to ensure that it doesn’t happen again. One thing that would be considered is the staff member’s past history, as if they’ve already been addressed on something before then a further form of punishment may be necessary. I would be sure to discuss the situation with the staff member that is being reported in order to get their side of things, as it’s important to have all sides of the story when dealing with a staff report. In the event of a report being something more major (such as a staff member showing blatant bias, disrespecting another player or allowing rulebreaking) a slightly more strict form of punishment may be required such as a verbal warning or in some cases a suspension. A demotion would always be the last option that I consider, however it’s always something that would be considered as it’s undeniably the only suitable punishment to give in some instances. Demoting a staff member definitely isn’t a pleasant thing to do, but it’s something that I feel that I’m prepared to do if needed.




 
(11.) If applicable, please provide a list of all your previous volunteer staff applications, provide a link to them if possible, and list any reasons why they may have been locked. If they were previously accepted, please provide a short explanation of why you are no longer volunteer staff at the time of this application. (Disregard if this is your first application) -

https://starbystargaming.com/showthread?tid=12927 - Moderator Application (accepted, still on the staff team)
https://starbystargaming.com/showthread?tid=16290 - Forum Admin Application (closed due to another applicant being chosen)
https://starbystargaming.com/showthread?tid=16696 - Server Manager Application (closed due to another applicant being chosen)

(1) What is your in-game name? - Alfredo Wizardo 

(2) What is your steam ID (including any banned alt accounts)? - Steam ID: 76561198387683970

(3) What is the name of Admin/Staff who banned you? - Michael 

(4) How long were you banned for? - 12 hours 41 minutes 

(5) Have you been banned on any SBS server before? If so, approximately how many times? - NO, First time ever being banned from anything.

(6) Have you been banned within the last week? - NO

(7) Why were you banned in this instance? (Explain in Detail) - RDM. I free spelled and killed another student, when I was pulled into a room with the admin my game crashed so I couldn't apologize. So I guess I was banned.  

(8) Do you think you deserved the ban? - No, there were multiple people killing me and others all night, and nothing happened to them. I'm new to this whole thing so I didn't know how to report others. I even tried to stop others from killing people but I was the one who got in trouble. 

(9) Why should you be unbanned? - Because I really do enjoy the game and enjoy interacting with the ones who play right. I'm also deployed right now and this game is one of the only things I can do to pass the time. 

(10) Have you learned your lesson from this ban? - I have learned my lesson. 

(11) Provide a Screenshot of the message that appears when you try to join the server: - 




For Question 3, you can also tag the Staff Member who banned you so they can receive an immediate notification. To do this, type the: "@" symbol and the name of the staff member after it. If you are not sure who the staff member is on the forums, just list their in-game name and Forum Staff/Server Staff will tag that staff member!