The department is success driven and people who are appointed to run the project must bear this in mind. The head of department, therefore, needs to determine the right individual who would give the very positive results that are of essence to the company. The ramifications of having the four would be dire as it would lock out other interested parties. To avoid this, the process of selection must be evaluated afresh and take the following format. Evaluation of employee’s history is important to ensure that only employees with the right character and attitude are put on board. Promoting employees whose only current character alone has been scrutinized is not good because most people can camouflage their behavior to get a promotion. This can lead to project failure in the future. It would thus be wise for the head of department to carry out a history follow up of individuals who are interested in the project (Bernard, 2007). This would be hard to do given the high number of forwarded interests focused on influencing the choice of the four stars. The manager should only promote individuals he has known for a long time and has shown a lot of interest and hard work in the project. This is not an act of favoritism but a precautionary measure to ensure the project lands in the right hands. Academic competence, this is the best and the most fair way of ensuring that only deserving employees are mandated to the project. It is possible that the firm has people of varying academic levels. All that the head of the department needs to do is to attach an academic value to the post. After studying the obligations that come with the new positions, a bachelor’s, master’s or a PhD levels are settled upon and this would make all those who do not attain the stipulated level drop their ambitions thus resizing the competition. The position of the four pre selected stars would not be considered in this criterion but most likely they are individuals who have academic credentials set by the department. Personal demeanor; the conduct of the employee communicates a lot about their personality and that the ease of one to learn new ideas, to change from old ones and to share with others in an aim to device appropriate ways of solving a problem are all in the individuals character (Bernard, 2007). The mannerism of the individuals appointed to run this new project must reflect the positivity that is required by the position. Positivity of attitude and team player traits are of essence in running this project. The head of department would therefore be well within his prowess to select the four stars and set them aside for the assumption of the new positions. For the four to be selected and referred to as star, they must have possessed these team player abilities in the past, it would not be wise to select sulky individuals who would nag the whole process down. Having considered all the above criteria, the four stars would be the best candidates selected for the new project. They are the most likely people to meet the above criteria and carry out the project effectively. The implications of having them would be dire on the part of the remaining staff members. Some are likely to call the department head partisan and having showed favoritism but these can easily be dispell