Recognition Plan - 2011

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Sample reward and recognition program.

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Recognition Plan - 2011

  1. 1. Recognition<br />1<br /><ul><li>Purpose:</li></ul>Encourage teamwork, acknowledge behaviors that raise the bar on performance and productivity, highlight key efforts by teams or groups, encourage behaviors that your company deems essential to continued growth and creativity.<br /><ul><li>Program Overview: Two major categories</li></ul>Performance Based: Used to acknowledge individual or team behaviors and/or completion of desired activity.<br />Broad based: Used to acknowledge<br />large group or team achievement<br />employee service<br />employee contribution to the community<br />participation in a functional group<br /><ul><li>Key manager considerations:</li></ul>Programs need to be continually monitored to ensure use<br />Rewards are providing the expected results in group performance<br />Appreciation is a key motivation and the mark of a great manager<br />The presentation of the award and sincere meaning is critical<br />
  2. 2. Recognition Is...<br />2<br /><ul><li>“Thank you”
  3. 3. Habitual in response to appreciated actions
  4. 4. Flexible in timing and event focus
  5. 5. Celebratory, pride-enhancing
  6. 6. Not internally competitive
  7. 7. Public or private (never secret)
  8. 8. Formal or informal
  9. 9. Acknowledgement of commitment and accomplishments</li></li></ul><li>Performance Based - Award Identification<br />3<br /><ul><li>When determining if an employee deserves an award consider:</li></ul>Is this part of their normal job expectations?<br />Does this align with the general award criteria?<br />Does the complexity and scope of the accomplishment warrant an award?<br />Have other people received an award for similar levels of accomplishment? <br /><ul><li>Use HR as a resource, they will have broad knowledge of the behaviors needed to receive an award</li></li></ul><li>Performance Based - Award Type<br />4<br /><ul><li>Monetary or Non Monetary</li></ul>Non monetary <br />Personal thank you’s<br />Written notes of appreciation sent in a timely manner<br />Increased empowerment / autonomy<br />Professional or personal development<br />Improved access to upper management<br />Monetary (gift checks or products)- should be used in conjunction with the non-monetary vehicles<br /><ul><li>Individual or Team Award - who participated to make the behavior/result possible
  10. 10. Program provides for direct manager nomination and employee choice of award</li></li></ul><li>Program Specifics - 4 Award Levels<br />5<br /><ul><li>Appreciation Award, $0-$50</li></ul>Approval - Manager <br />Expected Participation* - 100%<br />Award items will be located at your company with R&R Coordinators to be picked up by managers when needed<br />Coordinators will track who is receiving awards for possible further recognition<br />Items will be restocked by coordinators when necessary<br /><ul><li>In this award level and the others the participation level is not a guarantee that every individual will receive an award but rather a general guideline to help manager’s know how many awards they may distribute.</li></li></ul><li>Program Specifics - 4 Award Levels<br />6<br /><ul><li>Special Achievement, $100 - $250</li></ul>Approval - 1 over 1<br />Participation - 30%<br /><ul><li>Significant Accomplishment, $300 - $500</li></ul>Approval - 1 over 1<br />Participation - 10%<br /><ul><li>Outstanding Contribution, $750 - $2000</li></ul>Approval - 1 over 1 plus Division Quality Leadership Team<br />Same award trophy for each recipient<br />Participation - < 5%<br /><ul><li>HR will be involved in approval for Outstanding Contribution Award and will be linked to R&R Coordinators for reporting</li></li></ul><li>Roles and Responsibilities<br />7<br /><ul><li>Organizational Leaders</li></ul>Champion the program and make a commitment (financial and philosophical) to foster it within the divisions<br /><ul><li>Managers</li></ul>Communicate to employees the types of behaviors that will lead to an award<br />Understand and program guidelines<br />Identify recipients and use the program consistently among your group<br />Present the recognition award<br />
  11. 11. Roles and Responsibilities<br />8<br /><ul><li>Reward and Recognition Coordinators</li></ul>Help administer and run the program within the divisions<br />Communicate barriers and issues to HR <br /><ul><li>Human Resources</li></ul>Coaching, sounding board<br />Help managers prepare for presentations<br />Help recommend appropriate awards utilizing their broader view of a larger organization and what performance is receiving each level of award <br />Program management<br />Ongoing review of effectiveness <br />Recommend changes to process for improvement<br />

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