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Achievement Awards For Employees
Achievement Awards For Employees
Employee Recognition and Achievement Awards Policy 1
Issued
February 2012
Revised
EMPLOYEE RECOGNITION AND ACHIEVEMENT AWARDS POLICY
Objective
Create systems that support high performance so that existing authorities can be used to recognize the
outstanding work of State employees.
Policy Statement
Agencies are encouraged to create a culture of rewards and recognition, both monetary and non-
monetary, which recognizes innovation and creativity, reduces waste, creates cost savings, makes
government work better and recognizes the outstanding work of State employees. In the recent past,
monetary Achievement Awards have been put on hold. Granting Achievement Awards within this policy
framework is an acceptable practice. Other, new monetary awards, such as State Agency Value
Initiative (SAVI) payments, have been authorized and will be promulgated in the future.
Agencies that choose to participate in granting Achievement Awards should follow the best practices
outlined within this policy. This is a change from past practice, in which agency budgeting and
implementation varied more significantly. It is the intent of this policy to create more consistent
recognition of performance so that, regardless of agency, recognition and payments are demonstrably
linked with employee achievement.
Scope
This policy applies to all executive branch state agencies subject to collective bargaining agreements and
the Commissioner’s or Managerial plans.
Statutory References
M.S. 43A.18 TOTAL COMPENSATION; COLLECTIVE BARGAINING AGREEMENTS; PLANS.
GENERAL STANDARDS AND EXPECTATIONS
POLICY DIRECTION
Managers are expected to use all of the available tools to incent and reward performance. Achievement Awards are one
tool to recognize employee efforts. When using this authority, all agencies must follow the following principles for granting
Achievement Awards:
· Awards should be granted close to the time of high performance. Recognition of achievements need not wait until the
end of the year; it is most meaningful if tied to employee activity and should be done quarterly or as frequently as
practical for the agency.
· Employees must have a current performance evaluation on file in the agency Human Resources Office certifying
satisfactory or better performance.
· Funds are set up in advance. Amounts for Achievement Awards are to be determined by your management team as
part of your agency’s annual operating budget. End of year allocations for Achievement Awards are not acceptable.
· Achievement Awards are integrated into the agency’s overall evaluation process. These awards must be part of a
larger set of management processes that monitor performance at the individual and group levels, with the aim to
support regular and constructive feedback on performance.
Within these broad parameters, agency leadership may develop and grant non-monetary awards and Achievement
Awards. The process may incorporate elements noted in this policy, including direct employee nominations, peer review
and selection, or other elements. In all instances, awards must conform to limits noted in M.S. 15A.0815, collective
bargaining agreements, and the Managers or Commissioner’s Plan.
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