Game Org module · Cross-game

A real skill matrix for your gaming org — not a spreadsheet, not a bot, not a shared doc collecting dust.

In most gaming orgs, evaluating who knows what looks like this: a multi-tab spreadsheet refreshed once every other quarter, an officer who kind of remembers the tiers, and three Discord bots spitting out random stats. Whatever the game — a Star Citizen community with multi-role pilots, a World of Warcraft guild splitting tanks, healers and DPS, an Arma clan with its milsim specializations, a Final Fantasy XIV team prepping an Ultimate raid, an EVE Online corp juggling FCs, industrialists and capital pilots — the question is the same: who's at what tier, when do they move up, and who can evaluate them without second-guessing. Game Org replaces the patchwork with a native skill matrix: a members × categories table colored by tier, curricula as simple as a list of skills to score or as advanced as a graded career — at your fingertips, curriculum by curriculum —, continuous evaluation with a trainer comment and a separate note addressed to the member, and automatic promotion when the thresholds you set are hit. Each member tracks their own progression from their home: their curricula as cards colored by tier, with average and progress bar, the detail one click away.

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Who can do what in your org, in one screen. Not fifteen minutes of scrolling.

Game Org's Consultation view is a members × categories table. Each cell shows the member's average on that category, colored by their current tier. Five mastery tiers by default, from Beginner to Master — but your org renames them if the wording doesn't fit your universe. Filters by curriculum type (Gameplay, Management, Specializations), filter by operational section, clickable legend. An officer prepping an op spots in three seconds who's at the required tier for the mission — advanced pilot on Star Citizen, expert tank on World of Warcraft, confirmed healer on Arma. No export to compile, no column to dig for in the "Season 3 Evals" tab.

  • Members × categories table — each cell = member's average on the category, colored by the tier reached
  • Five mastery tiers — Beginner, Intermediate, Advanced, Expert, Master. Rename them if your org uses its own vocabulary
  • Filters by curriculum type and section — isolate Gameplay, Management or Specializations, then cross with an operational section
  • Automatic section-scoping — each lead sees their section, upper command sees everything. Nothing spills by accident
Consultation view: members × categories table, each cell colored by the member's tier (green Master, blue Expert, yellow Advanced, orange Intermediate, red Beginner), top filters by curriculum type and section, tier legend at the bottom of the table.
One table, five colors, zero scrolling. You know who holds what role before the brief even starts.

As simple as a list, as deep as a career. You hold the dial.

No intimidating structure forced on you from the start. At its simplest: a list of skills to score, period — you add the skills, you evaluate them, done. No tiers, no groups. Perfect for a qualification to validate (a single threshold) or a private internal evaluation. When your org wants real progression, you step it up a notch: a graded path that unfolds up to four layers — Category (the domain: Piloting, Healing, Logistics…), Stage (the progression tiers), Group (a theme within the stage), Skill (the scored unit) — with its thresholds and its automatic promotion. You choose the depth at creation, curriculum by curriculum. Everything starts from an empty matrix, everything renames and reorders by drag & drop. An org can start with three flat skills and add structure only the day it needs it.

  • Simple by default — a list of skills to score, no tiers or groups: ideal for a qualification (single threshold) or an internal evaluation
  • Deep when needed — the graded path unfolds four layers (Category → Stage → Group → Skill) with thresholds and automatic promotion
  • Depth follows intent — at creation you choose: simple list or graded path. Nothing forces you into the complex curriculum
  • All on your side — creation on an empty matrix, free labels, drag & drop order, structure added as the need arises
Admin-side configuration screen, choosing the nature of a new curriculum: three cards side by side — Path (graded progression in tiers), Certification (a single qualification threshold), Internal (private evaluation not visible to the member). The admin chooses the depth before even adding the skills.
Start with a list of skills. Add tiers the day you need them — not before.

Continuous evaluation, with feedback for the trainer AND a word for the member.

Scoring happens from a dedicated sheet. The trainer searches for a member (by section, by rank, by handle), opens their profile, sees active curricula with group averages vs. the objective, Required and Optional skills side by side. They enter a numeric value on the skill's scale (0 to a configurable max — 5 or 10 depending on the granularity you want), add a short progression note if needed. Above all: two separate comment fields, a trainer comment (for the internal file, between evaluators) and a member note (addressed to the player, read in their personal profile). No mixing, no self-censorship like "can I write this knowing they'll read it". Two audiences, two journals.

  • Numeric score 0 to max — scale per skill (often 5 or 10), the max sets the granularity of your evaluation
  • Two separate comment fields — internal trainer comment + note addressed to the member. Two audiences, two tones
  • Overview while scoring — group average vs. objective, Required skills on top, Optional below
  • Targeted reset — reset a specific stage without impacting the member's other curricula
Member scoring sheet: sidebar with member search on the left, main panel with the list of active curricula, group average and objective in the header, each skill with a numeric input, two distinct comment fields (labeled Trainer Comment and Member Note).
To the trainer, you write what to watch. To the player, you write what helps them. Not the same text. Ever.

Three thresholds hit, the member moves up. No committee, no Friday-night meeting.

Stage promotion — Beginner to Intermediate, Intermediate to Advanced, etc. — doesn't rely on a human decision in Game Org. It relies on three cumulative criteria, computed continuously: each Required skill hits its minimum threshold, the group average exceeds the defined objective, the curriculum's overall average passes the passage threshold. All three at the same time? The member moves up to the next tier, immediately. It's a transparent threshold calculation, not an AI, not a black box — all three conditions are displayed to the member and the trainer, you see in real time what's missing. The lead focuses on mentoring rather than monthly paperwork.

  • Three cumulative criteria — (1) each Required skill hits its threshold, (2) group average > objective, (3) overall average > passage threshold
  • Transparent calculation — no opaque algo, no AI. Three thresholds, three checks, one tier change
  • Visible in real time — the member sees on their profile which conditions are missing for the next tier
  • No automatic demotion — a drop in average doesn't demote anyone. Only the rise is automatic, by design
A member's profile in progress: stage progress bar at the top (Intermediate → Advanced 80%), three vertical checks (Required Skills 4/5, Group Average 7.2/6.5 OK, Overall Average 6.8/7 no), "one more notch" badge next to the unvalidated check.
Three green lights come on. The tier changes. It's written plainly, and it doesn't take fifteen minutes at month-end.

Each section evaluates its own. Nobody scores outside their scope.

A serious gaming org mixes several roles: pilots, healers, logistics, command, roleplay… In Game Org, each operational section has its own curricula in the matrix, its own members, its own scores. And above all, who can score is scoped. Evaluation rights are granted role by role in the org's administration (Roles tab): the « score skills » right is turned on for the relevant roles, and it stays limited to the role's section by default. A Combat lead scores Combat, not Healing. Upper command — or a role explicitly allowed « cross-section » — evaluates across the board. And a grade's rights automatically trickle down to its roles: you set it once, it propagates. The result: no more roleplay lead scoring pilots by mistake, no more logistics officer stumbling onto combat evaluations that don't concern them.

  • Automatic section-scoping — each section has its curricula, its members, its scores. The lead sees their section, upper command sees everything
  • Evaluation right per role — « score skills » is granted role by role in the org admin, not open to everyone by default
  • Scoped to the section — a role's Skills rights apply to its section; a « cross-section » right opens cross-cutting evaluation for upper command and multi-purpose evaluators
  • Inheritance by grade — a grade's rights cascade onto its roles automatically, set once then propagated

FAQ

Frequently asked questions

Concretely, how is it different from a well-kept spreadsheet?

A well-kept spreadsheet doesn't last long. After three months, tabs pile up, a column shifts, a new recruit accidentally overwrites the average formula, and nobody dares touch it for fear of "breaking something". Above all, a spreadsheet doesn't calculate promotions for you, doesn't separate the trainer comment from the member note, doesn't handle rights category by category, and doesn't enforce that a player only sees what concerns them. In Game Org, the matrix is a real tool: table colored by tier, four-layer hierarchy fully custom, automatic promotion on three cumulative thresholds, evaluation rights scoped by role and section, personal per-tier view on the member's side. Keep your spreadsheet for what it's good at — totals, not a team evaluation system.

How do you define your own curricula and skills, concretely?

From the Configuration tab (accessible to Skills admin roles), the org administrator first chooses the nature of the curriculum, which sets its depth: a simple list — a qualification threshold (« Certification ») or a private internal evaluation, where you add the skills to validate directly, with no tiers or groups — or a graded path (« Path ») that unfolds the four layers below. For a graded path, they start from an empty matrix and edit their tree across four layers. They create a Category (e.g., Piloting, Healing, Industry, Raid — in your nomenclature) with its curriculum type (Gameplay, Management, Specializations) and an operational section. Inside, they create Stages — the progression tiers, Beginner to Master by default, renameable. Each stage has its passage threshold (overall average required to move up). Under each stage, they add thematic Groups (Close Combat, Long-Range Travel, Emergency Healing…) with their objective. Under each group, atomic Skills with their scale (max at 5, 10 or other), their Required or Optional nature, and their minimum threshold. Everything is drag & drop for order, with a dedicated edit dialog per element for details. Nothing is imposed — an org can have one category or fifteen, each with its own depth. If you rename a stage, existing scores remain; if you delete a skill, the tool asks for confirmation and archives the history rather than erasing it.

Can automatic promotion catch me off guard? And if I want to block a passage?

Auto-promotion moves a member up one tier as soon as the three cumulative conditions are met. It's not an AI extrapolating, it's three arithmetic checks on the scores you entered. So the only way to get a "surprise" promotion is to have scored beyond the thresholds you set yourself. If a tier must stay hard to cross, you adjust the passage threshold, the group objective, or the minimum threshold on the key skill — all three levers are documented in the config. If you want to temporarily block a member despite their scores, the cleanest option is to revisit a specific score or raise a threshold temporarily. Important: demotion is never automatic. A drop in average doesn't demote anyone — only the rise is auto. A member who reached Expert stays Expert, even if they slack off; it's up to the admin to review manually if needed, which matches the reality of an org where demotion is a command act, not a calculation.

If my sections have completely different roles — ultimate raid, logistics, open-world PvP — how does that work?

That's exactly the use case section-scoping exists for. Each operational section defined by the org (Combat, Healing, OPS, Raid, RP, Industry — in your nomenclature) has its own curriculum tree in the matrix, its own members, its own evaluators. A pilot evaluated on Piloting skills in the Combat section doesn't appear in the Healing section's matrix — even if they belong to both sections, their files are separate. An upper-command member (or a role configured as cross-section) sees everything, as an exception. With role-based rights that stack, you can model it finely: "a member holding the Healing and Logistics roles scores both, but not Combat", "the Combat lead scores all categories in their section", "the cross-section commander scores everyone". No risk of an evaluator scoring outside their scope by accident, and no need to maintain separate files per section — it's the same tool, automatically segmented.

What does a member see, from the player's side? How do they track their progression?

From Game Org's home, each member has a widget summing up their identity in the org. A "see my skills" button opens their full profile — expandable categories, groups, skills, averages, objectives, thresholds. Their paths display as cards colored by tier, each with its average and a progress bar toward the next tier; one click opens the detail — the tier timeline, the groups and the skills. Immediate overview, useful to track their progression over time. Each category also shows the "instructor's advice" — the message the trainer wrote for the member, readable with no filter. The internal trainer comment (the other comment field) stays invisible to the player. What the member sees is clear, positive, progression-oriented; what the staff sees is more analytical. Two audiences, two surfaces.

Skills and Training, how do they articulate exactly?

They're two distinct modules that complement each other. The Training module covers the pedagogical curriculum bounded in time — a member signs up for a course, follows it, is validated or not by a trainer, possibly with a score. It has a start and an end. The Skills module covers continuous and permanent evaluation — mastery of a skill, scored throughout the member's life in the org, with automatic promotion when thresholds are hit. End-to-end logical pipeline: Training → Certification → Skill. In practice, Training teaches (a briefing, a curriculum, learning material), Certification evaluates the end of the curriculum, and Skills continuously scores mastery beyond the curriculum. And the bridge is already in place: validating a training drops a badge on the member's profile, and validating a certification opens a skills grading grid to fill in in the Skills module. The two modules are connected — no more passing the ball by hand.

And how does it look in practice?

See how Game Org takes shape inside your guild.

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Replace your improvised skills document with a real matrix — without spending an hour re-explaining how it works.

Create your Game Org space, draw your four-layer curriculum tree — Category, Stage, Group, Skill — set your thresholds, wire your evaluation rights by role and category, and let the matrix do the rest. Continuous evaluation with double journal, automatic promotion on three transparent criteria, personal per-tier tracking on the member's side, evaluation rights scoped by role and section. No intermediate demo, no sales form — the product is self-serve from org registration.

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