Compiled under authority of Reaper, Commanding Officer

WHITE GHOST DIVISION — OPERATIONS MANUAL v1.0 (FULL DOCTRINE EDITION)

Motto: Mors venit celeriter — Death Comes Swiftly

White Ghost Division (WGD) exists as a precision detachment within . It is not an independent organization but a specialized team for missions demanding discipline, secrecy, and decisive execution. When deployed, WGD acts as the silent edge of — a force defined by clarity, unity, and control.

Our creed is simple: we do not act for glory or recognition. We act for precision. When the White Ghost Division moves, the outcome is already decided.

Core Tenets

• Discipline: Every action is measured and deliberate.
• Precision: Intent drives action; execution ensures outcome.
• Unity: Small teams, absolute trust, shared responsibility.
• Accountability: Performance is recorded, reviewed, and improved.

WGD draws its identity from the legacy of “Hot Shot’,” a pilot whose sacrifice in the Firebreak Campaign embodied what would become our doctrine. Through his example — precision, discipline, and a refusal to waste life — we built a philosophy that transcends individuals.

Purpose

White Ghost Division sharpens the tactical edge of operations. We are a deployable, cross-trained detachment capable of high-risk, time-critical operations requiring coordinated precision. Every member understands that discipline is not a restriction — it is freedom from error.

Doctrine Overview

• Unified Precision: Actions begin with intent and end with measured results.
• Flat Command Structure: Leadership is a function, not a reward. Roles shift as missions demand.
• Cross-Discipline Mastery: Every Ghost can fly, fight, patch, or command — no weak links.
• Operational Integration: WGD functions under authority and submits to its command reporting chain.

Command Philosophy

Command within WGD is defined by clarity of intent and discipline in execution. Orders are issued precisely, acknowledged immediately, and carried out without deviation. The CO sets strategic intent; the XO translates it into operations; Team Leads control tactics; Ghosts execute with autonomy inside intent’s boundaries.

Authority: Any Team Lead may invoke an Emergency EXFIL if casualties exceed 50%, critical systems are breached, or command comms fail for over 120 seconds after retransmission attempts.

Protocol

• Announce: “Ghost Actual, invoking Emergency EXFIL — [reason].”
• Teams acknowledge and move to planned extraction routes.
• XO coordinates rally points and sequencing.
• CO resumes strategic command once contact restored.
• A detailed After Action Report (AAR) is filed within 12 hours.

Guiding Concept: Engagements are chosen, never accepted. Force is a precision instrument, not a bludgeon.

• Purposeful Force — Every round and maneuver serves the mission intent.
• Economy of Exposure — Minimize risk through position and tempo.
• Tempo Control — Keep the enemy reacting; control the initiative.
• Preserve the Unit — Victory means little if the Division cannot fight tomorrow.

Shipboard Combat

Use layered roles: Scout (detection), Interceptor (cut-off), Gunship (suppression), Support (sustainment). All weapons fire is disciplined and directed by Team Lead. Boarding actions require pre-confirmed ingress, egress, and med plans.

Ground and CQB Combat

CQB is fast, methodical, and silent. Two-man entries with sector discipline. Immediate triage determines whether to push or hold. Avoid drawn-out engagements in confined zones.

Intent-Based Orders

Every order contains three elements: Intent (why), End State (what success looks like), and Constraints (resources and time). Leaders act freely within these bounds without violating intent.

Roles and Responsibilities

• CO (Reaper): Sets strategic vision, approves plans.
• XO (Second): Manages logistics, readiness, and liaison.
• Team Leads: Tactical execution, authorized to invoke emergency protocols.
• Ghosts: Cross-trained operators, responsible for precision execution.

Operational Security (OPSEC) & Recruitment Controls

Compartmentalization & Need-to-Know: Sensitive plans, coordinates, and mission data exist only in access-controlled channels. Information is shared strictly on a need-to-know basis. Public-facing summaries must be sanitized to avoid actionable leaks.

Recruitment Controls — Approved Candidate Pool: WGD recruits exclusively from a -managed Approved Candidate Pool. WGD does not solicit or approach active members directly. Candidates are nominated by HR/Command and then vetted by WGD.

Vetting & Records: All vetting is documented. Scores, interview notes, and probation results are recorded and shared with the liaison as required. Sensitive AARs are kept in secure channels; sanitized excerpts can be used for training or public summaries.

Discipline & Accountability

Standards

• Comms brevity is mandatory during execution windows. Nonessential chatter is suspended.
• Briefings start on time; lateness is a formal infraction.
• Checklists are used for pre-op, damage control, and emergency procedures.

Enforcement Ladder

• Warning (documented)
• Temporary suspension or retraining assignment
• Removal for repeated or critical failures

Leaders model standards. Praise and corrective action are delivered privately to preserve unit cohesion. A transparent remediation path exists for each infraction, including root-cause analysis and assigned corrective work.

Training & Conditioning — “Carve the Ghost”

Philosophy: Training converts hesitance into habit. The objective is automatic, correct action during stress. The “Carve the Ghost” paradigm is deliberate repetition with increasing complexity and stress.

Four Pillars

• Cohesion — team drills, trust exercises, and formation discipline.
• Adaptation — scenario-based cross-training to force role flexibility.
• Discipline — SOP adherence, comms brevity, and procedural rigor.
• Lethality — weapons handling, loadout discipline, and precision drills.

The Ghost March (Monthly Rhythm)

• Week 1 — Coordination & Communication: briefings, comms drills, shared SOPs.
• Week 2 — Role Proficiency: dedicated blocks for pilot, CQB, med, engineering skills.
• Week 3 — Integrated Simulations: full-mission rehearsals with limited support to simulate contested environments.
• Week 4 — AAR & Remediation: deep analysis, root-cause assignments, corrective training, and certification checks.

Certification & Currency: Each Ghost must meet quarterly currency: at least one flight/combat simulation, one CQB drill, and one hybrid operation per quarter. Failure triggers probation and retraining.

Mission Cycle SOPs

Mission Lifecycle: Tasking/Request → Mission Planning → Pre-Op Brief → Rehearsal/Dry Run → Execution → Contingency/EXFIL → Immediate AAR → Full AAR & Reporting.

Pre-Op Brief Template (3-minute max)

• INTENT: [one sentence]
• END STATE: [one sentence]
• TASKS: TL1: [task], TL2: [task]
• TIMELINE: T0 [launch] — T+X [reach] — T+Y [action]
• COMMS: Primary [chan], Secondary [chan], Emergency [chan]
• EXFIL: Primary [point], Fallback [point]
• LOGISTICS: [assets, fuel, med]
• GO STATUS: [GREEN/AMBER/RED]

Rehearsals & Contingency Planning: Rehearsals 20–45 minutes depending on complexity. Rehearse two likely failure modes and mitigation steps. Contingencies include primary/secondary extraction, fallback comms, and asset denial.

AAR Standards

• Immediate AAR: 5-minute voice summary (Outcome; Top success; Top failure; Immediate fix owner).
• Full AAR: within 24 hours: timeline, comm/log evidence, clip extracts, root-cause analysis, assigned corrective actions with due dates.

Documentation & Evidence: Preserve two clips (decisive moment & failure), comm logs (redacted if necessary), and update KPI dashboard within 48 hours.

Integration with

• Liaison & Reporting: WGD operates as a detachment within . The CO/XO are the formal points of contact. As WGD grows (≥10 active Ghosts), will appoint a WGD HR Liaison to co-sign approvals and keep audit records. Reporting cadence: weekly readiness summaries; monthly KPI reports; incident reports within 24 hours.
• Operational Parameters: WGD accepts tasking only via command or authorized liaison. Any operation requiring assets beyond finance table or high-risk commitments must have written pre-approval. WGD offers training exchanges to members to improve overall readiness.
• Finance & Asset Controls (summary)
  • XO (Second) can authorize ≤ 25,000 aUEC for training ops.
  • CO (Reaper) can authorize ≤ 100,000 aUEC for tactical ops with notice.
  • 100,000 aUEC or high-risk asset use requires Liaison written approval.

Recruitment Path and Approved Candidate Pool v1.1

Overview: WGD does not recruit from the open verse. It draws exclusively from a -maintained Approved Candidate Pool (ACP). These are members who have completed their basic training and demonstrated long-term commitment to the organization.

Nomination Process

• command or HR liaison flags candidate as eligible.
• Candidate submits interest form (WGD-01).
• WGD CO and XO conduct interview / evaluation.
• Vetting committee (3 members minimum) scores candidate on defined rubric.
• Approval requires majority vote of committee and liaison confirmation.

Evaluation Rubric (100 points total)

Scoring Bands

• 85–100 Elite: Immediate assignment to full Ghost status.
• 70–84 Provisional: Probation phase (see below).
• <70 Decline: Feedback issued; eligible for re-evaluation after 30 days.

Probation and Certification

Probation Period: 30 days or two operational cycles.

• Assigned mentor (monitors communication, checklist adherence).
• Two mandatory joint training sessions and one operation as observer.
• Final review by CO/XO and mentor.

Washout Policy: Failure to complete probation results in removal from the division and return to general status with full debrief. Re-application possible after 90 days.

Certification Renewal: Quarterly review on discipline, attendance, AAR quality, and training currency. Missed two reviews = probation reset.

Finance Table and Operational Authority

All transactions documented in monthly Finance Log (WGD-FL01). Discrepancies > 5 % of budget require audit review.

Reporting Cadence

Organizational Liaison & Chain of Command

• Command → issues mission tasking and oversees detachment performance.
• Liaison → acts as administrative and operational bridge.
• CO (Reaper) → defines strategic intent, allocates resources, and represents WGD.
• XO (Second) → manages day-to-day logistics and records.
• Team Leads → direct execution and mentor new Ghosts.
• Ghosts → elite operators responsible for precision execution.

Records Retention

• AAR archives retained 12 months minimum.
• Financial logs retained 6 months minimum.
• Candidate records retained until withdrawal + 1 year.

All records stored in secure digital repository accessible to CO, XO, and liaison only.

Cultural Doctrine

Every Ghost is carved from within. Skill can be trained; instinct must be honed. The “Carving” defines the way a Ghost thinks, reacts, and endures. It is a long process of stripping away hesitation until precision remains.

Philosophy: A Ghost does not rush victory. He erodes resistance over time. Like water shaping stone, the Division sharpens itself through deliberate repetition. Each movement, call-out, and trigger pull is intentional.

Cultural Expectations

• Discipline over emotion. Calm is the weapon.
• Camaraderie over ego. The unit comes first.
• Preparation over luck. Chance is for the untrained.
• Control over speed. Speed without control is chaos.

Psychology of Precision

The Ghost Mindset: Ghosts are expected to process multiple data streams—comms, sensors, squad feeds—without emotional compromise. They operate at the edge of stress yet maintain calm rhythm. This balance is cultivated through routine exposure to high-pressure drills.

Behavioral Conditioning

• Routine Exposure Training – Simulate stress until the heart no longer spikes at chaos.
• Sensory Repetition – Train until muscle memory outpaces conscious doubt.
• Post-Action Reflection – Review without excuses; every failure becomes data.

The Reaper Effect

Leadership studies within WGD recognize what they call The Reaper Effect — a calm-assertive leadership aura that transmits confidence to the team. Under this effect, members experience reduced hesitation and higher synchronicity. It is achieved through trust, clarity, and unshakeable composure.

Leadership Hierarchy in Training

Leadership in WGD is fluid; any Ghost may lead under intent.

Training Cadence

• Mentorship Cycle: Each senior Ghost mentors one new recruit through a 30-day rotation.
• Field Evaluation: Mentor withdraws mid-mission to force decision-making by the trainee.
• Post-Mission Analysis: Both mentor and trainee submit independent AARs.

Leadership Development Ladder

• Ghost Candidate → Ghost (Probation Complete)
• Ghost → Section Lead (After 3 successful operations and peer endorsement)
• Section Lead → Team Lead (After leadership evaluation and CO/XO approval)
• Team Lead → XO Candidate (At discretion of CO and liaison)

No lead promotion occurs without a recorded leadership AAR and two endorsements from active operators.

Operational Identity

Symbolism: The white and grey colors represent balance—life and death, silence and action. The Latin creed Mors venit celeriter reminds all members that death comes swiftly, and precision is how we delay it.

Behavioral Markers

• Speech: concise and clear.
• Posture: upright and alert.
• Preparation: gear laid out with deliberate order.

These habits create recognizable discipline in the field and are as important as combat skill.

Doctrine Integration — The Doctrine Loop

• Observe: Collect data from past operation and AAR.
• Refine: Adjust tactics and re-train using controlled scenarios.
• Validate: Run controlled mission to test the refined doctrine.
• Deploy: Integrate into active operations.

This loop ensures WGD stays relevant and improves with each cycle.

Communications Discipline & Brevity

Principles

• Speak only to add value. If it isn’t necessary, don’t say it.
• Use standardized phraseology for speed and clarity.
• Always include who you are addressing, your intent, and required response.

Minimum Brevity Codebook (use verbatim)

• GHOST-ACTUAL — Primary command channel (used by CO/XO/TL for mission control).
• ACK — Acknowledge receipt and understanding.
• EXECUTE — Commence assigned task.
• ABORT — Stop current action immediately.
• RALLY-A / RALLY-B — Primary/Secondary rally points.
• EXFIL — Emergency extraction initiation.
• GREEN / RED — Go / No-Go status.
• SILENCE — Immediate radio silence (only essential comms allowed).

Comms Windows

• Pre-Op (Open): Full comms allowed for planning and logistics.
• Execution (Restricted): Brevity code enforced; nonessential chatter prohibited.
• Post-Op (Open): Full comms for debrief and AAR.

Readback Protocol

When given a task/coordinate/order, the recipient repeats the Intent + Task + Time (if applicable) in one line: “Intent — [one line]; Task — [one line]; ETA — [time].” Follow with ACK.

Tactical Formations & Role Layers

Shipboard Layering

• Scout Layer: Recon and sensor sweep; stealthy contact reporting.
• Interceptor Layer: Fast response to isolate enemy movement.
• Gunship Layer: Concentrated firepower for suppression.
• Support Layer: Shield/emergency repairs, med evac, and logistics.

Ground Formations

• Stacked Entry: Two-man lanes for door entry; suppression teams outside.
• Bounding Overwatch: Advance element moves while overwatch holds and scans.
• Anchor & Sweep: One element anchors and fixes threats while the sweep clears.

Role Definitions

• Point: First through a breach or corridor—high risk, high awareness role.
• Cover: Provides suppression and area denial for Point.
• Rear/Comms: Tracks timers, comms, and casualty reports; coordinates EXFIL if needed.
• Medic/Engineer (Specter): Dedicated support for triage and repairs.

CQB Hierarchy & SOP

• Entry Sequence: Breach → Clear → Secure → Hold.
• Casualty Protocol: Immediate triage → MOVE/HOLD decision → MED Evac under cover.

Damage Control & Redundancy

Ship Damage Triage

• Declare Severity: Minor / Major / Critical.
• Isolate Systems: Shut down compromised systems to prevent cascading failures.
• Assign Repair Lead: Specter takes lead; report status every 2 minutes to CO/XO.
• Abort Criteria: Uncontrolled fires, hull breach >50%, or multiple system failures → EXFIL.

Redundancy Planning

• Always have 2+ egress routes per objective.
• Maintain spare power and med kits on primary transport.
• Pilot/Co-pilot cross-training mandatory for all Ghosts.

After-Action & Evidence Management

• Immediate AAR (5 minutes): One-line Outcome; Top 1 success and 1 failure; Immediate fix owner.
• Full AAR (within 24 hours): Timelined events with comm logs; video clips; root cause analysis; remediation with owners/dates.
• Evidence Retention: Store 2 clips (MP4) and comm logs for 90 days minimum in secure repo; redacted summaries can be published for training or PR.

Appendix A — Candidate Nomination Form (WGD-01)

Purpose: To evaluate and record potential Ghosts from the Approved Candidate Pool.

Sections:

• Nominee Information: RSI Handle / Callsign / Division / Supervisor.
• Performance Snapshot:
  • Tactical Discipline ( / 25 )
  • Precision Execution ( / 25 )
  • Adaptability ( / 20 )
  • Cohesion ( / 20 )
  • Leadership Potential ( / 10 )
• Evaluator Summary: Two-paragraph field assessment.
• CO/XO Review: Pass | Probation | Decline.
• Liaison Signature / Date.

Appendix B — After-Action Report Template (AAR-WGD-02)

Submission Window: Within 24 hours of mission close.

Format:

• Operation Code Name
• Date / Team / Location / Commanding Lead
• Objectives & Outcome Summary
• Timeline Highlights (Chronological)
• Critical Moments: Success / Failure Breakdown
• Lessons Learned: Tactical, Logistical, Behavioral
• Action Items / Owners / Due Dates
• Attachments: Comms Logs, Clips, Screenshots
• Sign-off: Team Lead & XO

All AARs are archived for doctrinal review and training content.

Appendix C — Finance Log (WGD-FL-01)

Appendix D — Training Cycle Overview (“The Erosion Drill”)

Cycle restarts quarterly to maintain readiness.

Appendix E — Glossary of Core Terms

Revision Log