Common use of STAFF RECOGNITION Clause in Contracts

STAFF RECOGNITION. Employees may take advantage of opportunities for on-the-job training, formal training, performing higher-level duties, and other opportunities to expand their knowledge base and demonstrate increased skills. Demonstrating increased skills is one way employees may increase their value to UC and become eligible for salary increases or lump sum bonuses. This program is a responsibility shared by both the employee and the immediate supervisor. Employees are encouraged to work with their supervisor to plan the activities and functions that will lead to skill development. Employees are encouraged to set and follow through with training and development goals. To support this program in an equitable manner, supervisors, managers and directors are shall announce opportunities within the work area that will allow interested and qualified employees to benefit from internal development opportunities. Employees are encouraged to communicate openly and frequently with their immediate supervisor concerning skill development goals. Meetings during the year are encouraged to facilitate communication between supervisors and employees about progress toward skill development and career plans. Employee contributions can be assessed through positive change or improvement in the following areas: 1. Knowledge, Skills and Ability that demonstrate: • Initiative/Problem solving • Service orientation/Departmental or Institutional Perspective • Operational Effectiveness/Resource Management • Special Projects 2. Outcomes and Results that demonstrate (over a period of time): • Consistency • Dependability • Reliability In determining eligibility for a salary increase or lump sum bonus, employees and supervisors are encouraged to consider the following: • What impact has the employee made on team, departmental, or organizational performance? • What level of competence has been brought to bear in handling the demands of the role? • To what extent have agreed objectives and outcomes been achieved? Examples of activities that may result in a salary increase or lump sum bonus may include but are not limited to: • Provides substantial contribution to the fulfillment of goals and objectives of the Office, Department, or Division through performance of special assignments. • Provides creative, innovative ideas or solutions using strategies, which increase efficiency and/or the effective use of resources or which strengthen the image of the Office, Department or Division. • Demonstrates outstanding leadership to the Office, Department, or Division resulting in significant accomplishments. • Completes educational degree or job relevant certification. • Completes training that supports and demonstrates more effective job performance. • Demonstrates significant and continuous increase in service, quality of work, and/or productivity. • Demonstrates initiative that makes systems more efficient and/or processes more streamlined, effective and valuable. • Takes on assigned responsibility of job training for newly hired coworkers. • Makes contributions towards improvement or enhancement of the quality of departmental services that make a significant difference for colleagues, students, staff and customers. • Accomplishes unique and non-recurring endeavors not normally associated with the duties of the position Employees are eligible for salary increases or lump sum bonuses. The philosophy of the program is to reward performance, enhanced skills and/or productivity among current employees. The process provides a means of recognition and financial reward for performance that exceeds normal expectations and requirements for the position or for one-time accomplishments. (See Criteria) The employee may request a lump sum bonus, the employee’s supervisor or area administrator may recommend that such a bonus be given to the employee. The initiator will submit the request form to the VP designee. If the employee submits the form, he/she must copy his/her supervisor and department head on the request. The employee will be informed of the status of his/her request within thirty (30) days of submitting the form. In a case where the supervisor is not willing or able to discuss a lump sum bonus, the employee should complete the appropriate form and send a copy to his/her supervisor, department head and VP/VP designee. Each division/unit of the University will have an approval process that may include the Department Head, Business Office, Xxxx, etc. (process to be determined locally in each unit). Regardless of the local unit process, in all cases, the lump sum bonus requires Vice Presidential approval (or approval of the VP designee). Requests under this policy may be processed at any time, but no lump sum bonus will be reviewed within one (1) year of the last review for the same position except by mutual agreement of the University and the employee. The VP/designee shall notify the employee, the employee supervisor and HR in writing of the determination of the lump sum bonus within 30 days of receipt of the request by the VP/VP designee including the reason for the determination. There is no central funding for a lump sum bonus; funding is the responsibility of the individual unit/department. A lump sum bonus does not become a part of the employee’s base salary. Within 30 days following VP/VP designee approval, a PCR will be processed by the employee’s department for the lump sum bonus and must include the approved request form in the Comments box. Compensation will review and approve as appropriate.

STAFF RECOGNITION. Employees may take advantage of opportunities for on-the-job training, formal training, performing higher-level duties, and other opportunities to expand their knowledge base and demonstrate increased skills. Demonstrating increased skills is one way employees may increase their value to UC and become eligible for salary increases or lump sum bonuses. This program is a responsibility shared by both the employee and the immediate supervisor. Employees are encouraged to work with their supervisor to plan the activities and functions that will lead to skill development. Employees are encouraged to set and follow through with training and development goals. To support this program in an equitable manner, supervisors, managers and directors are shall announce opportunities within the work area that will allow interested and qualified employees to benefit from internal development opportunities. Employees are encouraged to communicate openly and frequently with their immediate supervisor concerning skill development goals. Meetings during the year are encouraged to facilitate communication between supervisors and employees about progress toward skill development and career plans. Employee contributions can be assessed through positive change or improvement in the following areas: 1. Knowledge, Skills and Ability that demonstrate: •  Initiative/Problem solving •  Service orientation/Departmental or Institutional Perspective •  Operational Effectiveness/Resource Management •  Special Projects 2. Outcomes and Results that demonstrate (over a period of time): •  Consistency •  Dependability •  Reliability In determining eligibility for a salary increase or lump sum bonus, employees and supervisors are encouraged to consider the following: •  What impact has the employee made on team, departmental, or organizational performance? •  What level of competence has been brought to bear in handling the demands of the role? •  To what extent have agreed objectives and outcomes been achieved? Examples of activities that may result in a salary increase or lump sum bonus may include but are not limited to: •  Provides substantial contribution to the fulfillment of goals and objectives of the Office, Department, or Division through performance of special assignments. •  Provides creative, innovative ideas or solutions using strategies, which increase efficiency and/or the effective use of resources or which strengthen the image of the Office, Department or Division. •  Demonstrates outstanding leadership to the Office, Department, or Division resulting in significant accomplishments. •  Completes educational degree or job relevant certification. •  Completes training that supports and demonstrates more effective job performance. •  Demonstrates significant and continuous increase in service, quality of work, and/or productivity. •  Demonstrates initiative that makes systems more efficient and/or processes more streamlined, effective and valuable. •  Takes on assigned responsibility of job training for newly hired coworkers. •  Makes contributions towards improvement or enhancement of the quality of departmental services that make a significant difference for colleagues, students, staff and customers. •  Accomplishes unique and non-recurring endeavors not normally associated with the duties of the position Employees are eligible for salary increases or lump sum bonuses. The philosophy of the program is to reward performance, enhanced skills and/or productivity among current employees. The process provides a means of recognition and financial reward for performance that exceeds normal expectations and requirements for the position or for one-time accomplishments. (See Criteria) The employee may request a lump sum bonus, the employee’s supervisor or area administrator may recommend that such a bonus be given to the employee. The initiator will submit the request form to the VP designee. If the employee submits the form, he/she must copy his/her supervisor and department head on the request. The employee will be informed of the status of his/her request within thirty (30) days of submitting the form. In a case where the supervisor is not willing or able to discuss a lump sum bonus, the employee should complete the appropriate form and send a copy to his/her supervisor, department head and VP/VP designee. Each division/unit of the University will have an approval process that may include the Department Head, Business Office, Xxxx, etc. (process to be determined locally in each unit). Regardless of the local unit process, in all cases, the lump sum bonus requires Vice Presidential approval (or approval of the VP designee). Requests under this policy may be processed at any time, but no lump sum bonus will be reviewed within one (1) year of the last review for the same position except by mutual agreement of the University and the employee. The VP/designee shall notify the employee, the employee supervisor and HR in writing of the determination of the lump sum bonus within 30 days of receipt of the request by the VP/VP designee including the reason for the determination. There is no central funding for a lump sum bonus; funding is the responsibility of the individual unit/department. A lump sum bonus does not become a part of the employee’s base salary. Within 30 days following VP/VP designee approval, a PCR will be processed by the employee’s department for the lump sum bonus and must include the approved request form in the Comments box. Compensation will review and approve as appropriate.

STAFF RECOGNITION. Employees may take advantage of opportunities for on-the-job training, formal training, performing higher-level duties, and other opportunities to expand their knowledge base and demonstrate increased skills. Demonstrating increased skills is one way employees may increase their value to UC and become eligible for salary increases or lump sum bonuses. This program is a responsibility shared by both the employee and the immediate supervisor. Employees are encouraged to work with their supervisor to plan the activities and functions that will lead to skill development. Employees are encouraged to set and follow through with training and development goals. To support this program in an equitable manner, supervisors, managers and directors are shall announce opportunities within the work area that will allow interested and qualified employees to benefit from internal development opportunities. Employees are encouraged to communicate openly and frequently with their immediate supervisor concerning skill development goals. Meetings during the year are encouraged to facilitate communication between supervisors and employees about progress toward skill development and career plans. Employee contributions can be assessed through positive change or improvement in the following areas: 1. Knowledge, Skills and Ability that demonstrate: • Initiative/Problem solving • Service orientation/Departmental or Institutional Perspective • Operational Effectiveness/Resource Management • Special Projects 2. Outcomes and Results that demonstrate (over a period of time): • Consistency • Dependability • Reliability In determining eligibility for a salary increase or lump sum bonus, employees and supervisors are encouraged to consider the following: • What impact has the employee made on team, departmental, or organizational performance? • What level of competence has been brought to bear in handling the demands of the role? • To what extent have agreed objectives and outcomes been achieved? Examples of activities that may result in a salary increase or lump sum bonus may include but are not limited to: • Provides substantial contribution to the fulfillment of goals and objectives of the Office, Department, or Division through performance of special assignments. • Provides creative, innovative ideas or solutions using strategies, which increase efficiency and/or the effective use of resources or which strengthen the image of the Office, Department or Division. • Demonstrates outstanding leadership to the Office, Department, or Division resulting in significant accomplishments. • Completes educational degree or job relevant certification. • Completes training that supports and demonstrates more effective job performance. • Demonstrates significant and continuous increase in service, quality of work, and/or productivity. • Demonstrates initiative that makes systems more efficient and/or processes more streamlined, effective and valuable. • Takes on assigned responsibility of job training for newly hired coworkers. • Makes contributions towards improvement or enhancement of the quality of departmental services that make a significant difference for colleagues, students, staff and customers. • Accomplishes unique and non-recurring endeavors not normally associated with the duties of the position Employees are eligible for salary increases or lump sum bonuses. The philosophy of the program is to reward performance, enhanced skills and/or productivity among current employees. The process provides a means of recognition and financial reward for performance that exceeds normal expectations and requirements for the position or for one-time accomplishments. (See Criteria) The employee may request a lump sum bonus, the employee’s supervisor or area administrator may recommend that such a bonus be given to the employee. The initiator will submit the request form to the VP designee. If the employee submits the form, he/she must copy his/her supervisor and department head on the request. The employee will be informed of the status of his/her request within thirty (303) days of submitting the form. In a case where the supervisor is not willing or able to discuss a lump sum bonus, the employee should complete the appropriate form and send a copy to his/her supervisor, department head and VP/VP designee. Each division/unit of the University will have an approval process that may include the Department Head, Business Office, Xxxx, etc. (process to be determined locally in each unit). Regardless of the local unit process, in all cases, the lump sum bonus requires Vice Presidential approval (or approval of the VP designee). Requests under this policy may be processed at any time, but no lump sum bonus will be reviewed within one (1) year of the last review for the same position except by mutual agreement of the University and the employee. The VP/designee shall notify the employee, the employee supervisor and HR in writing of the determination of the lump sum bonus within 30 days of receipt of the request by the VP/VP designee including the reason for the determination. There is no central funding for a lump sum bonus; funding is the responsibility of the individual unit/department. A lump sum bonus does not become a part of the employee’s base salary. Within 30 days following VP/VP designee approval, a PCR will be processed by the employee’s department for the lump sum bonus and must include the approved request form in the Comments box. Compensation will review and approve as appropriate.