OPP Rewards and Recognition Programs Prepared by Susan M. Rutan, Manager of Human Resources

Topics Overview of Existing PSU and F&B Award Programs Overview of Existing OPP Programs Supervisor’s Tool Kit Findings and Recommendations Next Steps

Existing PSU and F&B Award Programs PSU Award program The Barash Award for Human Service The McKay Donkin Award The Award for Administrative Excellence The Staff Excellence Award The Staff Support Award The Dr. James Robinson Equal Opportunity Award The Barash Award for Human Service  is an annual award to a full-time member of the faculty, staff, or student body of The Pennsylvania State University at University Park who has contributed most, apart from regular duties, to human causes, public service activities and organization, or the welfare of fellow humans.  The McKay Donkin Award is presented to the full-time member of the faculty or staff or the retiree who has contributed most to the "economic, physical, mental, or social welfare of the faculty" of the University.  The Award for Administrative Excellence is for a member of the staff of PSU whose performance methods and achievements exemplify administrative excellence.    The Staff Excellence Award  recognizes consistently outstanding performance of a staff member who has demonstrated and practiced the philosophy of continuous quality improvement, team spirit, managerial excellence in the performance of assigned duties, and provided leadership in establishing a quality service orientation, so as to benefit his or her unit and the University. To be eligible for the award, full-time University staff must have at least five years of active service.  The Staff Support Award The Support Staff Award, established in 1997, recognizes the overall high quality performance of a non-exempt member of the staff in fulfilling the mission of the University and of his/her unit.  To be eligible for the award, full-time non-exempt staff must have at least five years of active University service.  The Dr. James Robinson Equal Opportunity Award is designed to recognize a University faculty or staff member who promotes the concept of equal opportunity through affirmative action and/or contributes to enhancing the educational environment of the University through improving cross-cultural understanding. 

Existing PSU and F&B Award Programs The Staff Advisory Committee Staff Recognition Program www.ohr.psu.edu/sac/nomination_form.cfm PURPOSE: This program will recognize University staff members who go above and beyond their normal routines in a specific situation to resolve a particularly difficult dilemma or who have been exceptionally creative and responsive to the needs of others.  Recipients will receive a certificate and be recognized at a future SAC meeting.  ELIGIBILITY: All Penn State staff employees are eligible, and anyone at the University (faculty, staff, administrators, technical service, or students) may nominate a staff member for this recognition. A staff member may also be nominated more than once for different circumstances, regardless of whether he/she has won in the past. CRITERIA FOR SELECTION: Nominations are not "compared" with other submitted nominations; each is considered on its own merit. Criteria for selecting recipients are indicated below. They are not all-inclusive and are not listed in order of importance. Personal traits:  Did the nominee have a positive attitude or upbeat personality? Was he/she hard-working, enthusiastic, creative, and/or show a concern for others? Professionalism: Did the nominee show reliability and resourcefulness and/or demonstrate a sense of teamwork? Initiative & Interest: Nominees are typically, aware of the potential in everyone, willing to reach out--go the extra mile-in resolving conflicts/dilemmas, able to provide the support and guidance needed to help make life better for those around them.

Existing PSU and F&B Award Programs Finance & Business Awards The Quality People/Quality Service Award was developed to recognize Finance and Business individuals or teams at any Penn State location, who have exhibited exemplary work performance. Criteria Exhibits exemplary work efforts Exhibits exemplary integrity and ethics Is independently motivate to pursue skills that contribute to the evolving mission of the organization Individual's team participation and involvement enhances team outcomes Regularly exceeds customer expectations (either internal or external customers) Exhibits leadership on a consistent basis Attendance denotes reliability, as well as dedication and loyalty to the organization Demonstrates proficiency in performing multiple levels of responsibility Contribution to, or development of, a process or process improvement resulting in improved effectiveness and efficiency, savings and/or cost avoidance or enhanced customer service

OPP Rewards & Recognition Length of Service Award  Recognizing Retiring or Departing Employees   University Service Awards - 25 Years  Spirit of Physical Plant Award  Superior Performance Award  Spring Celebration/Picnic  Safety Recognition Program Length of Service Award  - certificate to recognize OPP service of 5, 10, 15, 20, 25 years, etc. Recognizing Retiring or Departing Employees   University Service Awards - 25 Years  - recognition event for employees with 25 years of PSU service Spirit of Physical Plant Award - recognition for OPP employee professionalism, loyalty, integrity, dedication, and respect the Pennsylvania State University and the customers we serve. Superior Performance Award - to recognize superior performance by OPP employees and teams on a specific event, problem, work challenge, process or project. Spring Celebration/Picnic - an opportunity for management to express its appreciation to employees for their contribution to OPP in the previous year and a forum for announcement of the Spirit of Physical Plant award winners.   Safety Recognition Program - To recognize teams of Office of Physical Plant line employees who have not experienced a lost time accident.

Supervisor’s Tool Kit Findings and Recommendations Values Penn State should reward (from the 2004 Faculty/Staff survey) Quality of individual job performance Teamwork within/among departments Excellence in job-related knowledge *excerpted from “Supervisor’s Tool Kit…” by Frey, Walker, and Wenger Technical service, staff exempt, staff nonexempt all agree that Penn State should reward employee on the based on these values. Technical service also think employees should be awarded on the basis of excellence in community service and respect for all employees. Staff nonexempt add “respect for all employees” to their list. Staff exempt think “creativity and innovation” should be rewarded in addition to the three listed here.

Supervisor’s Tool Kit Findings and Recommendations Characteristics of Effective R&R Program Timely Frequent Easy to nominate Creative Flexible Adaptable to employee preferences

Supervisor’s Tool Kit Findings and Recommendations Steps to Implement an R&R Program Clearly define what you want reinforced Determine eligibility Know what rewards interest the group Write simple, easy rules Plan for change Ensure people understand the program Keep it “top of mind” Keep promises Celebrate and enjoy the results

Supervisor’s Tool Kit Findings and Recommendations Remember the easier recognition Thank you Note/letter of appreciation Public appreciation at staff meeting Acknowledgement in newsletter Nominate for a PSU, F&B, or OPP reward

What next? Do we think that the reward & recognition opportunities are sufficient? How do we encourage more participation in the existing programs? If we want to revamp existing program, how do we go about it?