Introduction An effective reward and recognition strategy can help motivate our staff to perform better.

It can also reinforce and encourage individual behaviour to meet the target and ultimately achieve the objectives. In developing a reward and recognition strategy, it is important to remember that rewards or benefits may come in the form of intangible. In explaining this, the Work Foundation established that work content and fulfilling personal goals and ambitions are the important factor while on top of all, working hours are almost as important as the level of pay offered. When reviewing the organisations reward and recognition strategy, few factors need to be carefully study:

Is part of a strategy to improve overall performance. Is developed in consultation with people and representative groups. Is rooted in an understanding of what really motivates your people. Is applied - and is seen to be applied - fairly across the organisation. Encourages teamwork, by creating a culture where individual and team success is recognised. Uses benchmarking to compare your reward and recognition strategy with similar organisations.

How we reward and recognise our employee should focus on creating a conducive working environment where contributions and successes of others are valued. Ultimately it should encourage people to focus on improving the organisations performance. This proposal is meant for supervisors when considering, and recommending, rewards for staff. The final decision on type of reward rests with the appropriate delegate. Achievements that enhance the PAAB in the form of staff for exemplary deeds and behaviour. This guide has been developed to assist supervisors to build a culture of Performance Excellence by incorporating reward and recognition activities into their management practices.

The Importance of Recognizing Employees Effort It is important to recognise and reward people because it encourage celebration and recognition of achievements of those who makes outstanding contributions to service and the implementation of initiatives/activities to boost service such as: positively reinforces excellence in behaviours and performance, builds staff engagement, and therefore increases job satisfaction, leads to higher retention rates of key staff, reduces stress and builds an environment where people are encouraged to explore innovative approaches to their work, sends a message to prospective staff that staff are valued, and supports a culture of Performance Excellence. Reasons For Recognizing Employees There are numerous reasons for recognizing employees: Identifying a process improvement Identifying areas of monetary saving Exceptional customer service Creativity in new and innovative methods and procedures Performance or services above normal duties Positive attitudes Team players Initiating productivity enhancements Contributing to a one-time, outstanding effort, which benefited the work unit or Company Initiative to get the job done

Recognition Principles Head of Division, Immediate Superior and staff shall use the following principles when considering employee rewards: Every employee deserves some form of appreciation throughout the year, even if only a verbal or written thank you from a supervisor. For recognition to be meaningful, it must be linked to a specific and desired behavior, be timely, and it should only be given to those who have exhibited extraordinary standards of performance and accomplishment.

 Every employee has a responsibility to ensure that actions, which merit recognition, are brought to the attention of a supervisor. A supervisor acts as an objective monitor to evaluate his or her staffs accomplishments. Recognition should never become an entitlement or expected compensation. Planned awards are not meant to be presented in the privacy of an employees office. A special meeting for the occasion or presentation at a staff meeting should be used to enhance the impact of the award. Both team and individual recognition are important. Criteria to Reward

How will employees be recognized

Considerations when Applying Rewards We aim to make the Reward and Recognition process fair and equitable, transparent and appropriate. The following guidelines outline considerations when applying rewards. Ensure that the level of the reward or recognition is commensurate with the achievement, level of performance or impact on the University. Furthermore, the reward process should ensure equity in the distribution of awards, be transparent and be based on merit. Where appropriate, there should be evidence based data to support reward or recognition decisions. Ensure the type or form of rewards and recognition provided to staff are valued and meaningful to the particular staff member(s), recognising their preference for the things they find rewarding and how the recognition is given. For example, some individuals enjoy public recognition and others prefer private recognition in person or with a thank you note. Ensure that the reason for the reward and the impact of the behaviour or actions has been clearly communicated, firstly to the individual or team, and then to a wider audience (where

appropriate). Rewards are not allocated to circumvent promotion and reclassification processes; however rewards can be included as support in the Academic Promotions Process. How will employees be rewards As proposed, this is a reward in terms on monetary and non-monetary to be given to the staff as part of effort to instill mindset change. There are encouraged to use small purchase charge card for non-monetary award purchases, except for food and beverage purchases. Immediate Rewards for immediate recognition are limited to non-monetary rewards. Ideas for this level of reward may be chosen from the following list: Verbal appreciation Written accolades Thank you note Special Recognition at staff meetings Designation of recognition week for each classification of employee (i.e., Secretarial/Administrative Assistant Week, Teaching Faculty Appreciation Week, etc.) Recognize outstanding skills by allowing employee to mentor another employee Rotate responsibility for being the unit representative at staff meetings Assignment of special projects Planned Identifies specific levels of individual, unit or team achievement, and are awarded at preestablished intervals (i.e., week, month, quarter.). Although this is a less formal program, the outcome of such rewards should be highly publicized. Ideas for rewards include: Up to five (5) workdays of Recognition Leave

TAX IMPLICATIONS Monetary awards are subject to taxes in accordance with IRS tax regulations. Monetary awards: may only be awarded by the president for formal recognition programs. are those paid by a negotiable instrument (check, money order, direct deposit). are any items that can be readily converted to cash, such as a savings bond or refundable gift certificates. shall not be added to an employees base pay.

The total of monetary and non-monetary awards shall not exceed two thousand dollars ($2,000.00) per employee per fiscal year.
What are the benefits of a Reward and Recognition program?

The achievement of your vision, mission and specific corporate planning objectives. The achievement of business results through a more aligned and productive workforce. To be an employer of choice, attractive to prospective employees. Improved employee morale and effectiveness. To ensure your people feel valued, trusted and understand the direction of the business and feel they can make a difference. Improved retention of staff

Overall Definition: Employee motivation, positive employee morale, rewards and recognition? What creates motivated, contributing people? How do you maintain high employee morale when people work long hours? How does your reward and recognition system contribute to or deflate employee motivation, positive morale and retention? Reward and Recognition programs aim to:

Recognize individuals and teams, in a timely and effective way, for their exceptional contributions. Provide a continuum of opportunities to acknowledge and recognize staff. Help a business foster an environment of shared success and commitment. Recognize that each individual can make a difference. Highlight behaviours and activities that have benefited the business and showcase employees as role models. Be a fair and flexible practice that is woven into the fabric of the businesses culture.

Whats the difference between reward and recognition? Recognition = reinforcing behaviours Reward = rewarding results Whats the difference between formal and informal rewards? Formal = part of a predetermined program Informal = spontaneous