Quote:
Originally Posted by Palaaemon
Thanks for your quick reply Bird!
I don't believe reputation means what I think you think it means. Reputation affects the personnel's attractiveness to organizations and the amount of salary that the personnel wants to do the job. E.g. Let's say that Bill and Sam are both managers. Bill has a Good reputation and Sam has a Great reputation. For sake of this thought experiment they both are identical in terms of their abilities and both have 10 years of experience. Why does this matter? This is where reputation comes into play here. Earning potential. When personnel are negotiating contracts, their reputation is a economic lever. In our scenario if Bill and Sam are being recruited for the same job and everything being equal (except their reps) then Sam will be given a larger salary because he has a better reputation. Then start to consider when you start increasing their years of experience and imagine what that does to their earning power. Make sense?
As stated in the OOTP 20 Manual :
"Reputations are determined primarily by experience and results. Managers start out as 'greenhorns' and can grow through ten other ranks. A manager's reputation is calculated using factors such as experience, lifetime record, playoff appearances, championships, and more. Your reputation affects your attractiveness to potential employers and is a definite factor when you are unemployed and looking for work. For example, a very experienced manager with an excellent lifetime record will be much more attractive to a team than a greenhorn or a manager with a poor track record.
In addition to the hard facts about your candidacy, other events in the game world can also affect how teams feel about you, even though these might not necessarily be reflected in your reputation rank. For example, quitting a job in the middle of the season can adversely affect how other ownership teams view you."
As far as revamping your organizations personnel top to bottom, I would like to help you if you want me to. We can talk more about it if you wish in some PMs or however you wish. I am also available to help answer questions for you if you need any help with anything, but you seem pretty knowledgeable so who knows?
Gotta run...cya later Bird!
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I probably over-simplified in my earlier response regarding the team's personnel. I do completely understand that reputation is more about team success and not necessarily an indication of any talent on the part of the coach/manager/etc.
But I will share screenshots now that I'm actually in front of the game to show the actual ratings of the major league staff (or the important parts of it, anyway.)
As you can see, our head scout has quite good scouting ratings all around. And the team trainer, whose focus is on recovery, is also good or better in all areas.
The pitching coach specializes in groundball pitchers and I try to have plenty of those on the staff with very good infield defense. So his Outstanding reputation might not have much to do with any skill on his part, but our success in this area does seem to indicate that his approach with our staff and defense has been a good fit.
The hitting coach, on the other hand, came to the team with a good reputation, clearly based upon the success of his previous team, but that has slid back to an average reputation now. His focus is general and I hoped that he might do better than our previous hitting coach. But that clearly isn't happening. Ultimately, I guess I believe the influence of the pitching and hitting coaches (at the big league level, at least) isn't really that great and that if I have good hitters they will hit well.
I'm always open to learning from other OOTP'ers and appreciate any tips and guidance you can give me. But the essential reality is that I just haven't prioritized this yet in terms of the minor league teams. It's one of those things I'm always saying to myself that I will get around to soon. Just haven't yet.