The modern age of the TSADF still makes use of many old traits from it's guild days, including the team system. teams are groups made up of multiple units, either of the same of varying types, which can act as an indiepent system of operation.
Teams are usually built around one specific task, such as reserch, clean-up, sercurity, deployment or PR. As a result, teamss specialize into these roles. Focusing all of their resources and time to prefecting operations in this area.
Teams can be deployed into situations or participate into them by themselves. As a result, unlike most more modern systems, teams operate more like an indipendent branch of the TSADF operations than a fully TSADF controlled system. While this causes more complicated systems, it also allows TSADF operatives to independently research, protect or interact with the wider world in manners benefitcial to TSADF's long term goals.
Teams are usually lead by on operative. This operative acts as the mentor, team lead and sole commander of the teams operations. The team lead is expected to report back to TSADF's higher management on all and any updates happening in the teams operations. It is also usually the team lead's responsibility to maintain and ensure the proper behaviour of their teammates.
From there on out the teams hierarchy is dependent on the team itself. For example, Icarus holds little control over each tea, memeber, allowing for more varried research to be carried out. While Milites Dei acts closer to a religious or military system with strict rules and regulations for each member
Like most other things, it might be exciting to have your own team, or to join a new one, but it is important to remember that a considerable amount of responsibility will be placed on the team leader.
A team can only be formed if it meets the following requirements:
- It must have a varified and registered Sqaud Leader.
- It must have a mission statement or other form of explaination of it's long terms goals for the team. Usually these are refered to as team mottos for short.
- An operable number of memebers above one.
- Weekly reports on incidents, resources used, resources give, members currently on-duty, members injuried, casulities and so on.
- Pass monthly inspection checks for continued focus on TSADF goals and proper treatment of team memebers.
- Provide proof of completing tasks assigned to the team or choosen by the team itself.
Once a team has met these requirements it will be provided with a memeber of the HR department as a ambassador between the team and higher management. All requests will be passed through the HR department member.
If the team is not happy with the preformance of the HR department member, the team leader is able to formally request a new HR department memeber directly from higher management.
There is marginal benefits handed to teams, aside from having an easier time requesting resources to complete projects. The main advantage is being able to request for team benefits, such as simple gear, patches relating to the team and being able to request team headquaters.
However the most commonly stated and reported benefit is being able to maintain a more personalised workplace culture.
Most teams are more than happy to welcome new memebers. however it is usually expected for a new member to at least have one year of working experience in the unit they wish to work as in the team.
The selection process is dependent on the team but will always be supervised by a HR department memeber to ensure fair and ethical vetting processes. Once you have been welcomed into the team your TSADF ID will be altered to include your placement in the team and a patch/pin/other approprate emblame of the team's iconography will be provided to you.
It is highly recommended to explore and research teams before you join them.
The TSADF holds the right to disband a team if the following is occuring:
- Treason against the TSADF
- Use of the team as a cover for illegal operations
- Unethical treatment of teammates within the team
- Two or more team memebers being involved in inethical behaviour that can be proved as relating to the team.
- Team ideology no long aligning with TSADF goals and operations.
- No memebers being found within the team or the number of memebers in the team being below operable levels.
- Proof of HR department favourtism that is directly or indirectly harming TSADF operations or other teams operations.