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

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

3. 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. 

4. Existing PSU and F&B Award Programs
The Staff Advisory Committee
Staff Recognition Program
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.

5. 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

6. 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.

7. 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.

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

9. 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

10. 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

11. 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?