Book IX · PUBLIC
UGL Operations Codex – Book IX: People, Organization & Workplace
A metric is a signal, not a verdict. Workforce decisions should combine data, context, professional judgment and humanity.
Working Draft - Pending Formal AdoptionVersion 0.9PUBLIC
- Status
- Working Draft - Pending Formal Adoption
- Version
- 0.9
- Classification
- PUBLIC
- Effective
- Not effective until formally adopted
- Authority
- United Gaming League
- Document
- UGL-CODEX-IX
1. Human-Centered Operating Principle
- A metric is a signal, not a verdict. Workforce decisions should combine data, context, professional judgment and humanity.
2. Organization Design
- Roles, spans, decision rights and interfaces should be designed around actual work rather than titles alone.
3. Capacity Planning
- Plans must account for leave, illness, training, recovery, caregiving, family emergencies, turnover, onboarding and ordinary variability. Permanent 100% utilization is not a healthy target.
4. Performance
- High utilization is not automatically high productivity. Performance systems should focus on outcomes, quality, conduct, learning and sustainable contribution.
5. Management
- Managers are accountable for clarity, workload, development, feedback, escalation and respectful treatment.
6. Surveillance
- Routine webcam, keystroke or comparable invasive surveillance is prohibited as an ordinary performance-management tool.
7. Learning and Development
- UGL should maintain role training, technical development, leadership development and knowledge transfer appropriate to the work.
8. Leave and Recovery
- Leave and recovery are operating requirements, not evidence of weak commitment.
9. Workforce Change
- Restructuring, reductions and significant role changes should use documented business rationale, lawful process, humane communication and knowledge-transfer planning.
10. Improvement
- Improve the system before blaming the person when repeated failures point to process, tooling, staffing or design defects.