• What outcomes are you looking for?
  • Examples of outcomes: Improves unit goal accomplishment, Supports a culture of “Workplace of Choice;" Valuing staff effort supports the University’s mission; Staff will recognize the importance of their efforts.
• What policies and practices will drive your recognition program?
  • Examples of practices: Recognition is clearly linked to unit goals; Open and fair process of awarding; Management and peer-to-peer opportunities, presented in a meaningful way; All staff have an opportunity to be recognized.

A business purpose may be defined as an effort that is of primary benefit to the university and its mission.

• Examples of business purposes include: to recognize unit goal accomplishments, to acknowledge performance that supports unit goals, to celebrate the success of a major change initiative, to recognize improvement in processes and services, etc.

What variety of strategies will you include in your plan, including supervisory, peer to peer recognition and unit celebrations?

• Informal efforts, e.g. thank you notes (paper, email, on-line), traveling trophies, Welcome Buddy system (staff orientation), “Everyone can be a leader” stickers, newsletter inserts, etc.
• Formal programs, i.e. results-based (project completion), customer satisfaction based, people working together (behind the scenes support), innovation-based (process improvement) and length of service.
• Appreciation efforts for:
  • Unit - Activities may include: Retreats, holiday parties, potlucks, Staff Appreciation Luncheon.
  • Teams/Workgroup - Activities may include: Friday pm popcorn break, Support Staff Day, celebrations for training graduations.
  • Individual - Activities may include: recognition for work anniversaries, birthdays, end of probation, promotions, welcome cards to new staff, time for staff development, etc.

The name of a recognition program should be a reflection of your departmental and institutional values. The recognition program or event name should convey meaning and be clear on what it is designed to celebrate and who could qualify for this program. 

Some questions to ask when considering the type of award associated with your recognition program or an event could include:

• Should award recipients receive a certificate or physical award? Should there be a monetary value attached to the award? Maybe just a small token of appreciation or a standing agenda item during a team meeting?
• If an employee qualifies for the type of recognition chosen, what may they be invited to? A dinner? Banquet? Is it a free lunch provided in lieu of a team meeting?

Every recognition program has a different level of recognition available for employees depending on the purpose of the award. Awards should validate the magnitude of this effort.

In order to use University funds for staff recognition and appreciation efforts, a written program needs to be reviewed by and filed with the Senior HR Representative and the Budget Officer. An annual review of the program is required.

For recognition and appreciation efforts that are paid with University funds, please include:

• the funding source (Fund number, e.g. 050, 240),
• the classifications of staff who receive the recognition or appreciation, and
• the business purpose for the use of the funds.

Note: The Senior HR Representative and Budget Officer will check that these elements are covered.

• For instance, twice a year nominations are reviewed by a departmental committee.
• OR Nominations are taken once a year through workflow and are reviewed through a workflow path.

Allow those who may have interest in recognition in your department and those who may have expertise in the qualities being recognized to be involved. Determine leadership involvement and ensure clear expectations in roles and responsibilities.

What methods will be used to ensure that staff are aware of events, peer recognition opportunities, staff celebration, etc.? Use the questions below to maintain the continued success of your program.

• How will your area keep the program current and vital?
• How will you evaluate the success of your department’s efforts?
• What outcomes occurred?
• What will be changed in the future?

It is important to have clear communication plans, program/event policies, and roles and responsibilities in place so that your recognition efforts can continue to positively impact UI employees for many years. As values or priorities change within your department, re-evaluate to ensure recognition programs continue to have the desired outcomes and impacts they were originally intended to have.