Add a new rule named Performance Cycles:
A single round of the game is known as a Performance Cycle. When one or more Departments’ Quota reaches 0, the current Performance Cycle ends. Any Department with a Quota of 0 has Met its Quota. Any Department with a non-zero Quota has Failed its Quota by X, where X is its current Quota. When a Performance Cycle ends, the Board shall perform the Performance Review atomic action with the following steps:
* Quota Evaluation: For each Department, determine whether it has Met or Failed its Quota for this Performance Cycle.
* Reassign Work: For each Department that has Failed its Quota, the Board may assign one Project assigned to that Department to a Department that has Met its Quota.
* New Cycle: Set each Department’s Quota to 10.
* Document Performance: Make a Story Post summarizing the results of the action.
If a rule named “Workplace Code of Conduct” exists, add the following step to Performance Review, after Reassign Work:
* Improvement Needed: For each Department with the highest Failed Quota, increase the Reprimands of each Innie in that Department by 1.
In the rule “Projects”, replace
may remove the project and apply the Project Reward
with
may remove the project, apply the Project Reward, and decrement the Department’s Quota by 1.
What’s more corporate bureaucracy than an arbitrary quota to meet in an arbitrary timeframe only to start all over again? There’s no explicit reward for meeting a Quota (what, you want bonus points for doing your job?) and it doesn’t carry over to the next cycle, but the slowest Department is punished, and successful Departments may find themselves entrusted with finishing another Department’s project.
Lawnomos: he/him