REWARDS AND RECOGNITION
Sample Policy and Procedure
Version: <insert version no.> Published: <Insert month/year>
TABLE OF CONTENTS
Rewards and recognition................................................................................3
PURPOSE........................................................................................................................3
SCOPE.............................................................................................................................3
POLICY.............................................................................................................................3
GENERAL GUIDELINES..................................................................................................4
BUDGET...........................................................................................................................5
FORMAL RECOGNITION.................................................................................................5
INFORMAL RECOGNITION.............................................................................................6
FURTHER INFORMATION ON REWARDS AND RECOGNITION..................................7
SAMPLE PROCEDURE...................................................................................................7
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Rewards and recognition
<insert name of organisation> is committed to providing a work environment that recognises,
rewards and promotes performance excellence.
Purpose
The purpose of this policy is provide a framework to recognise and reward all employees employed
at <insert name of organisation> and to attract the best talent. This document provides details of
formal and informal mechanisms for rewarding and recognising achievements.
Scope
This policy applies to all employees of <insert name of organisation>.
Policy
<insert name of organisation> recognises that its future success continues to depend upon the
capacity of our employees and is committed to supporting our Performance Review Process with a
fair and equitable reward and recognition system. We aim to create a climate for performance
excellence at every level for individual and team performance. <insert name of organisation> also
recognises the need for managers and employees to discuss and negotiate possible reward
mechanisms both when planning performance expectations and during the performance review as
part of the process.
This policy provides a guide for managers to objectively and fairly make decisions about
appropriately rewarding performance excellence. The Policy also acknowledges that employee
performance is often dependent on team efforts and the ability of an individual to operate
effectively as part of a group and as a member of the wider Company community.
This policy provides access to rewards where there is a consistent standard of performance in both
meeting/exceeding performance objectives and across the areas of professional competence (i.e.
Quality Service, Working Relationships, Professionalism and Leadership).
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Principles
The following principles underpin and guide reward and recognition at <insert name of
organisation>:
recognise and reward outstanding performance;
recognise and promote leadership behaviours at all levels;
attract, retain, motivate, and engage staff; and,
provide fair, consistent, and transparent rewards and recognition.
General guidelines
Rewards and recognition should be given to employees who exemplify our company core values
and desired behaviours, and act with clarity and purpose to achieve the business success.
Employees who clearly and consistently exceed performance expectations can be rewarded
through:
provision of additional professional development funds for conferences, professional
memberships and related travel costs;
nomination for organisation awards;
presentation of in-house and other awards and/or letter of appreciation;
opportunity to participate in career development processes such as:
Leadership development programs;
Accelerated Progression; or
Access to higher duties opportunities that enhance the employee’s career development.
When awarding recognition rewards, managers must consider the collective contributions of other
employees who may have facilitated the achievement of an employee’s standard of performance.
In recognising such contributions, consideration should be given as to whether it is necessary to
extend an award allocation to other employees in the work area.
The employee must be provided wit the opportunity to respond and provide feedback to any
recognition reward recommendation including an opportunity to decline recognition or to request
recognition of the greater team.
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Budget
Any costs associated with the Reward and Recognition policy are to be met from <insert name of
organisation> operating budget. It is the responsibility of managers to ensure that recognition
rewards are only awarded to those employees who:
clearly and consistently exceed expectations,
have undertaken all work activities beyond the level required,
exceeded Performance Objectives as agreed by managemen; and,
shown strength in all areas of professional competence at their current level of
classification.
Types of Rewards and recognition
<insert name of organisation> recognises achievements and high performance by employees
through an integrated approach including:
formal rewards and recognition - a structured system of awards, and
informal rewards and recognition - informal recognition at any time throughout the year,
including certificates of appreciation, morning and afternoon teas, and cards.
Formal Recognition
Performance Reviews
The Performance Review process provides employees with opportunities to achieve professional
goals which are aligned with the strategic and operational objectives of <insert name of
organisation>. Through ongoing conversations, managers provide regular feedback to employees
which may result in opportunities for informal positive recognition.
The annual review conversation provides managers with the opportunity to formally recognise and
reward outstanding performance.
Awards <e,g: Staff Service Recognition Awards>
Service recognition awards are presented to employees who have served certain milestones at
<insert name of organisation>. Eligible employees are presented with a certificate and a gift at our
<inseret type of company event/ocassion> usually <insert when it takes places>.
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Informal recognition
As good business and management practice, we encourage management to provide day-to-day
informal giving of positive feedback and celebration of achievements in the workplace.
These are other specific accomplishments and behaviours that are worth of reward and recognition
may occur more spontaneously outside of the annual Performance Reviews. It includes:
<for example: a higher than anticipated achievement,
An employee who develops a new initiative which results in significant savings to the
organisation;
An employee who displays a leadership behaviour under difficult conditions;
employees volunteering to work after hours to deal with an unforseen situation, which is
outside of the normal expectations of their position; or
outside of what would be expected in their normal role, e.g. reduced time or cost, increased
productivity or efficiency>.
Note: Informal rewards and recognition are a spontaneous and sincere appreciation of individual or
team performance above normal expectations. These may be monetary or non-monetary and
should be personalised and meaningful to the individual.
Informal rewards and recognition could include the following:
<Monetary for example subject to budget: give a small gift (e.g. movie tickets, gift voucher,
etc);
pay for employees to attend an external training course or conference;
pay for membership of professional body;
reimburse up to x% of the cost of a formal qualification>.
<Non monetary examples: schedule time during regular meetings to recognise team and
individual achievements;
send a thank you email or card;
have coffee or lunch with an employee in appreciation for their achievements;
hold a special morning tea to acknowledge achievements;
arrange for the team to go out for lunch to acknowledge team;
provide mentoring and work shadowing opportunities;
provide an opportunity to take on additional responsibilities which are more personally
rewarding>.
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Further information on Rewards and
recognition
For further information on this policy please contact <insert nominated HR contact details>.
Policy Reference
No.:
Authorised By:
Date Approved:
Review Date:
DISCLAIMER:
The information contained in this document is general information only. Whilst the Australian
Human Resources Institute (AHRI) has no reason to believe that any information contained in
this document is inaccurate, it should not be relied on as a substitute for professional advice.
AHRI does not accept liability for loss suffered as a result of reliance on the information
contained in, or other contents of, this document.
Sample Procedure
Length of Service Awards
The Length of Service Awards reward the dedication of long-serving employees in <insert name of
organisation>.
Eligibility
Length of Service Awards are presented to employees who have at least 15 consecutive years of
service within the business, and are awarded every five years thereafter. The milestones
recognised are:
5 consecutive years of service
10 consecutive years of service
15 consecutive years of service
20+ consecutive years of service
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The Awards will be presented following the end of each quarter to allow for signing of certificates:
1 January to 31 March, presentation April
1 April to 30 June, presentation July
1 July to 30 September, presentation October
1 October to 31 December, presentation January
Presentation
Awards will be presented to employees on a quarterly basis by <insert appropriate person, e.g.,
CEO, HR Manager>.
Employees who received a ‘Length of Service Award’ in the previous calendar year will be
acknowledged the awards ceremony to be held in July each year.
An employee who has already received an Award will not be eligible for another ‘Length of Service
Award’ until they reach their next milestone.
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