Common use of Employee Awards and Recognition Clause in Contracts

Employee Awards and Recognition. Section 1 - Background and Purpose Recognition of employees through monetary and non-monetary awards reflects the parties’ efforts to promote continuous improvement in Department performance. The employee recognition program provides a positive indication of the parties’ commitment to providing quality public service. The employee recognition program, as described in this article, has the following characteristics: It is an incentive program; that is, employee recognition is based on achievement and improvement. Achievements are linked to the Department’s mission of providing high quality care and service to veterans and the public. The program is intended to motivate employees to strive for excellence. Strong emphasis is placed on recognition of efforts to improve service to veterans and the public. It recognizes the accomplishments of employees both as individuals and as members of groups or teams. Because of the interrelationship of work performed by employees, enhanced Department performance is sought through teamwork, not through competition among individuals. This program is based on the concept that individual employees who, through personal efforts and accomplishments support the goals of their teams, work units and, thus, deserve recognition. It is also based on the concept that groups or teams which improve Department performance deserve recognition. It recognizes that the Department, the Union, and employees have important roles in identifying and recognizing employees deserving of awards and praise. The intent of this program is to promote a positive work environment and to link awards to employee contributions that enhance Department performance. Further, it is the intent of this program to ensure that employees will be appropriately rewarded regardless of changes in the Department’s organizational structure, work processes, or work initiatives. Section 2 - Policy There is no limit on the number of awards that employees may receive or the frequency with which they may receive awards unless otherwise stated in this article. When employees are considered for awards, the relative significance and impact of their contributions will be considered in determining which type of award would constitute appropriate recognition and, for monetary awards, in determining the amount of money to be granted. Funding availability must also be considered in the granting of monetary awards. Awards will be processed in a timely and expeditious manner. The Department will provide an award recipient with written documentation that clearly articulates the specific reason(s) that the employee received the award. Employees are encouraged to relate this information to specific evaluation criteria when completing applications for merit promotion. Section 3 - Types of Awards Awards which employees may be eligible to receive include but are not limited to: Special Contribution Award Instant Award Suggestion Award Time-off Award Section 4 - Award Panels Each facility will establish award panels consisting of management and bargaining unit employees. The composition and membership of each panel will be decided jointly by the local union and the Department. The local union will designate the bargaining unit panel members. Panel decisions will be made by consensus and will then be forwarded to the Director of the facility. Award panels will be formed at the beginning of assessment period. Panels will perform the following functions, maintaining the strictest confidentiality and avoiding even the appearance of conflicts of interest: Establish fair and equitable mission-related criteria for awards. Operate within parameters as negotiated locally.

Employee Awards and Recognition. ‌ Section 1 - Background and Purpose Recognition of employees through monetary and non-monetary awards reflects the parties’ efforts to promote continuous improvement in Department performance. The employee recognition program provides a positive indication of the parties’ commitment to providing quality public service. The employee recognition program, as described in this article, has the following characteristics: Purpose A. It is an incentive program; that is, employee recognition is based on achievement and improvement. Achievements are linked to the Department’s 's mission of providing high quality care and service to veterans and the public. The program is intended to motivate employees to strive for excellence. Strong emphasis is placed on recognition of efforts to improve service to veterans and the public. . B. It recognizes the accomplishments of employees both as individuals and as members of groups or teams. Because of the interrelationship of work performed by employees, enhanced Department performance is sought through teamwork, not through competition among individuals. This program is based on the concept that individual employees who, through personal efforts and accomplishments support the goals of their teams, work units and, thus, deserve recognition. It is also based on the concept that groups or teams which improve Department performance deserve recognition. It recognizes that the Department, the Union, and employees have important roles in identifying and recognizing employees deserving of awards and praise. The intent of this program is to promote a positive work environment and to link awards to employee contributions that enhance Department performance. . C. Further, it is the intent of this program to ensure that employees will be appropriately rewarded regardless of changes in the Department’s 's organizational structure, work processes, or work initiatives. Section 2 - Policy Policy A. There is no limit on the number of awards that employees may receive or the frequency with which they may receive awards unless otherwise stated in this article. . B. When employees are considered for awards, the relative significance and impact of their contributions will be considered in determining which type of award would constitute appropriate recognition and, for monetary awards, in determining the amount of money to be granted. Funding availability must also be considered in the granting of monetary awards. . C. Awards will be processed in a timely and expeditious manner. . D. The Department will provide an award recipient with written documentation that clearly articulates the specific reason(s) that the employee received the award. Employees are encouraged to relate this information to specific evaluation criteria when completing applications for merit promotion. Section 3 - Types of Awards Awards which employees may be eligible to receive include but are not limited to: : A. Special Contribution Award Award B. Instant Award Award C. Suggestion Award Award D. Time-off Award Section 4 - Award Panels Each facility will establish award panels consisting of management and bargaining unit employees. The composition and membership of each panel will be decided jointly by the local union and the Department. The local union will designate the bargaining unit panel members. Panel decisions will be made by consensus and will then be forwarded to the Director of the facility. Award panels will be formed at the beginning of assessment period. Panels will perform the following functions, maintaining the strictest confidentiality and avoiding even the appearance of conflicts of interest: Establish fair and equitable mission-related criteria for awards. Operate within parameters as negotiated locally.

Employee Awards and Recognition. Section 1 - Background and Purpose 1. Recognition of employees through monetary and non-monetary awards reflects the parties’ ' efforts to promote continuous improvement in Department Employer performance. The employee recognition program provides a positive indication of the parties’ ' commitment to providing quality public service. The employee recognition program, as described in this articleArticle, has the following characteristics: It is an incentive program; that is, employee : a. Employee recognition is based on achievement and improvement. Achievements are linked to the Department’s Employer mission of providing high quality care and service to veterans and the public. The program is intended to motivate employees to strive for excellence. Strong emphasis is placed on recognition of efforts to improve service to veterans and the public. . b. It recognizes the accomplishments of employees both as individuals and as members of groups or teams. Because of the interrelationship of work performed by employees, enhanced Department Employer performance is sought through teamwork, not through competition among individuals. This program is based on the concept that individual employees who, through deserve recognition when their personal efforts and accomplishments support the goals of their teams, work units andunits, thus, deserve recognitionand the Employer. It is also based on the concept that groups or teams teams, which improve Department performance Employer performance, deserve recognition. It recognizes that the DepartmentEmployer, the Union, and employees have important roles in identifying and recognizing employees deserving of awards and praise. The intent of this program is to promote a positive work environment and to link awards to employee contributions that enhance Department Employer performance. Further, it is the intent of this program to ensure that employees will be appropriately rewarded regardless of changes in the Department’s organizational structure, work processes, or work initiatives. Section 2 - Policy There 2. Except for Performance Awards, there is no limit on the number of awards that employees may receive or the frequency with which they may receive awards unless otherwise stated in this articleArticle. When employees are considered for awards, the relative significance and impact of their contributions will be considered in determining which type of award would constitute appropriate recognition and, for monetary awards, in determining the amount of money to be granted. Funding availability must also be considered in the granting of monetary awards. 3. Awards will be processed in a timely and expeditious manner. The Department Employer will provide an award recipient with written documentation that clearly articulates the specific reason(s) that the employee received the award. Employees are encouraged to relate this information to specific evaluation criteria when completing applications for merit promotion. Section 3 - 4. Types of Awards Awards which employees may be eligible to receive include but are not limited to: to Performance Awards, Special Contribution Awards, Suggestion Awards, and Time-off Awards. 5. The Special Contribution Award Instant is a special act or service award, which recognizes individuals or groups for major accomplishments, or contributions, which have promoted the mission of the organization. Award amounts should be linked to the significance and impact of the accomplishment or contribution. A Special Contribution Award may be made to an individual employee or to a group. A group may consist of individuals from a single organization or multiple components/office/units. 6. The Employer will encourage employees to file suggestions under the Employer's Suggestion Award Program. Suggestions will be considered in a fair and equitable manner. Suggestion Awards will be appropriate for tangible and intangible benefits as defined in the Employer's Suggestion Program. In the event no decision is made regarding adoption or non-adoption of a suggestion within ninety (90) days of submission, the employee, upon request, will be given a written or oral status report. Non-adoption of employee suggestions is to be written and contain specific reasons for non-adoption. If the idea set forth in a rejected suggestion is later adopted, the appropriate suggestion coordinator will reopen the case for award consideration if the matter is brought to their attention within two (2) years after the date of rejection notice. 7. Time-off AwardAwards may be granted to an individual or group of employees for contributions that benefit VA. These awards may be granted for contributions such as, but not limited to: a significant contribution involving completion of a difficult project or assignment of importance to the mission of the Employer; the completion of a specific assignment or project in advance of an established deadline and with favorable results; displaying unusual initiative, innovation, or creativity in completing a project or improving the operation of a program or service; displaying unusual courtesy or responsiveness to the public which clearly demonstrates performance beyond the call of duty and which produces positive results for the Employer; and exemplary work by an employee as a canvasser for special campaigns or programs such as the Combined Federal Campaign or blood donor program. (An award for such an effort may not exceed one (1) workday per activity.) Section 4 - Award Panels Each facility will establish award panels consisting 8. Employees and Management officials are encouraged to identify and nominate individual and teams of management employees who they believe should be recognized for high quality accomplishments or contributions. 9. Nominations of individual and bargaining unit employeesteams of employees should be submitted, in writing, to the appropriate manager. The composition nominations should include a description of the accomplishments or contributions of the nominee(s) and membership an explanation of each panel their significance, as well as the name and telephone number of the employee submitting the nomination. Nominations should not include suggestions for the type of award or the amount of money to be granted. Information provided in the nominations will be decided jointly by the local union and the Department. The local union will designate the bargaining unit panel members. Panel decisions will be made by consensus and will then be forwarded to the Director of the facility. Award panels will be formed at the beginning of assessment period. Panels will perform the following functions, maintaining the strictest confidentiality and avoiding even the appearance of conflicts of interest: Establish fair and equitable mission-related criteria for awards. Operate within parameters as negotiated locallyconsidered in determining appropriate recognition.