HR Elements for HR Practitioners 1 Lesson 10: Awards & Recognition Duration: 30 minutes Awards & Recognition Slide 10- 1.

Slides:

Advertisements

Similar presentations

Chapter 21 Rewarding Performance Cost Accounting Traditions and Innovations Barfield, Raiborn, Kinney.

Advertisements

1 The Road to Merit Pay Merit Pay Workshop August 2013 Office of Human Resources 1.

Employee Recognition Training for Supervisors Presenter’s Name Date.

Pay for Performance and Financial Incentives

 Our Goal – Design the structure of the wellness program and create a budget. Research  The findings on successful programs  What other colleges are.

© 2005 SHRM SHRM Weekly Online Survey: March 1, 2005 Bilingual Skills Sample comprised of 316 responses randomly selected HR professionals. Analyzing 316.

To be recognized as the best, we must recognize and reward the best in our employees. Pay for Performance & Performance Management System Veterans Health.

1 FY 2014 Merit Presentation July 2, AGENDA – MERIT PROCESS  Merit Policy Overview and Timeline  Templates and Instructions, Forms Signature.

Merit Quick Start Guide Overview As a manager, you may award a regular merits and one-time merits to your employees. Awarding a merit requires several.

Compensation Workbench Presented by Ted Geary Natrona Technologies.

INCENTIVES & FRINGE BENEFITS. Variable Pay Or Pay For Performance Systems Here the pay is linked to individual, group or organisational performance. Employees.

Designing Compensation and Benefit Packages

Compensation Philosophy Performance-driven and market-referenced –We value high performance and compensate employees based on their contributions to the.

System Office Performance Management

Performance Appraisal System Update

October 10 Compensation: Determining the worth of individuals © 2001 by Prentice Hall 10-1.

System Office Performance Management

N EW P ERFORMANCE evaluation form training UNIVERSITY OF CALIFORNIA AGRICULTURE and NATURAL RESOURCES Spring 2007.

Indiana University Bloomington Fair Labor Standards Act (FLSA) Overtime Provisions University Human Resource Services August 10, 2015.

INCENTIVE AWARDS The National Guard Incentive Awards Program is designed to motivate technicians of the National Guard to increase productivity and creativity.

Salary Administration East Carolina University Department of Human Resources Classification and Compensation.

Performance-Based Bonus Program Overview

Programmatic and Fiscal Compliance as a Team Effort 2014 Project Director Training & Annual Meeting1.

Enhanced Performance Management Process Results-driven performance objectives and performance elements address what and how achievements are accomplished.

1 The Indiana Department of Correction presents New Employee Orientation: Benefits.

VARIABLE PAY AND EXECUTIVE COMPENSATION. Objectives Define variable pay and give examples of three types of variable pay Identify four guidelines for.

How To: Review a Pool Task Definition: Examine the pool delegated to you throughout the entire modeling process. Steps – From the Home page or Model and.

The University of Texas at San Antonio June 19, 2013 Merit Policy.

I ncentive Awards WV Supplement TPR INCENTIVES – PURPOSES OVERVIEW Motivate Increase efficiency, productivity & creativity Recognize/reward performance.

I ncentives Module 13 N ational G uard T echnician P ersonnel M anagement C ourse 1.

Lim Sei cK. Variable Pay: Incentives for Performance.

RECOGNITION Human Resources. EMPLOYEE RECOGNITION Make recognition part of your department’s management philosophy. Use a variety of formal and informal.

Incentives & Gain sharing

1 MERIT PROCESS Area Lead Presentation September 23, 2011.

Dede O’Donnell Director, Total Rewards (new SAIC) June 17, 2013 Merit Budgets: Trends & Practices.

NATIONAL GUARD TECHNICIAN PERSONNEL MANAGEMENT COURSE 1 I ncentives.

I ncentives Module 13 N ational G uard T echnician P ersonnel M anagement C ourse.

Excellence in Executive Leadership UNCLASSIFIED – For Official Use Only (FOUO) APEX 29 Executive Roundtable Discussion Performance Management September.

Merit Program  Overview – General Information  Employee Eligibility  Merit Allocation Pools & Funding  Merit Awards, Process, Rules  Draft.

Incentive Plans.

SES Performance-Based Pay System and FY04 Year End Activities Jack Kelly Office of the Deputy Under Secretary December 15, 2004.

Pay for Performance A strategic approach to design Dermot Hand August 2012.

© 2008 Brigham Young University–Idaho. University Policy 1-14: Employee Gifts, Parties, Receptions, and Incentives 1. Retirement gifts, Christmas gifts,

HR REVIEW. WE DID IT….  Reward and Recognition  Compensation and Benefits.

Performance Evaluation and Pay Pool Results March 2015.

NAF HR for SUPERVISORS.

Human Resources Department Bridget Paris, Compensation Specialist Work Session July 7, 2011.

HR Elements for HR Practitioners 1 Lesson 5: Employment and Placement Duration: 3 hours DCIPS Employment and Placement Slide 5- 1.

HR Elements for HR Practitioners 1 Lesson 6: Compensation Administration Duration: 2 hours Basic Pay Administration Slide 6- 1.

1 Compensation Programs Chapter 8. 2 Compensation Management Compensation: The amount of money and other items of value given in exchange for work performed.

Staff Compensation Update Staff Council Meeting Eduardo Salaz AVP Human Resources May 10, 2016 Saint Mary’s College “Confidential” 5/10/20161.

1 MERIT PROCESS Area Lead Presentation June 21, 2012.

HR Elements for HR Practitioners 1 Lesson 7: Performance Management Duration: 1 hour, 30 minutes Performance Management Slide 7- 1.

HR Elements for HR Practitioners 1 Lesson 4: Position Alignment Duration: 2 hours, 30 minutes Position Alignment Slide 4 -1.

HR Elements for HR Practitioners 1 Lesson 9: Employee Grievances Duration: 30 minutes Employee Grievances Slide 9- 1.

HR Elements for HR Practitioners 1 Lesson 8: Disciplinary, Performance- Based, and Adverse Actions Duration: 50 minutes Disciplinary, Performance-Based,

HR Elements for HR Practitioners 1 Lesson 14: Professional Development Duration: 20 Minutes Performance-Based Compensation Slide

HR Elements for HR Practitioners 1 Lesson 2: Introduction to DCIPS Duration: 60 minutes Introduction to DCIPS Slide 2- 1.

HR Elements for HR Practitioners 1 Lesson 3: DCIPS Occupational Structure Duration: 45 minutes DCIPS Occupational Structure Slide 3- 1.

Merit Process Budget Planning and Development FAR Meeting

Financial Area Representatives

Associate Changes Policy: Manager Training

Office of Human Resources

Area Lead Presentation

Lesson 7: Recognizing and Rewarding Performance

Missouri National Guard Federal Employees Incentive Awards Program

Missouri National Guard Federal Employees Incentive Awards Program

Technician Incentives and Awards WV Supplement TPR 451

Assignment #1-Short Analysis

Performance-Based Compensation Program Overview

Presentation transcript:

HR Elements for HR Practitioners 1 Lesson 10: Awards & Recognition Duration: 30 minutes Awards & Recognition Slide 10- 1

HR Elements for HR Practitioners 2 Topic 1 – Awards and Recognition Programs and Policies Topic 2 – Monetary Awards Topic 3 – Time-Off Awards Topic 4 – Non-Monetary Awards Topic 5 – Other Awards and Award Programs Lesson 10 Topics Slide Lesson 10 Topics Awards & Recognition

HR Elements for HR Practitioners 3 Awards & Recognition Overview Why give awards? What makes awards and recognition programs important pieces of the overall DCIPS compensation philosophy? May employees be granted multiple awards in the same performance cycle? May employees receive bonuses for accomplishments recognized through awards? Awards & Recognition Overview Slide Awards & Recognition

HR Elements for HR Practitioners 4 Monetary Awards Budgeted separately from performance bonuses granted through the pay pool process Lump sum cash awards are generally given throughout the year to recognize short- term or one-time accomplishments Types*: – Special Act Awards (lump sum) – On-The-Spot Awards (lump sum) – Base-Pay Increase Monetary Awards DCIPS Quality Increase (DQI) DCIPS Sustained Quality Increase (SQI) Monetary Awards Slide Awards & Recognition *List is not all inclusive

HR Elements for HR Practitioners 5 Research the monetary awards to which you have been assigned: – Lump sum monetary awards – Base-pay increase monetary awards You will have 5 minutes to prepare a summary of the information. A worksheet is provided on Participant Guide page Information on each award can be found under Monetary Awards in the What You Should Know box on pages 10-7_10-9 of the Participant Guide. Monetary Awards Exercise Slide 10- 5

HR Elements for HR Practitioners 6 Time-Off Awards Used to recognize individual or team acts or efforts May not be used in lieu of performance-based salary increases or for performance-based bonuses Must be used within 1 year of the award’s effective date Cannot be transferred to a new Component or other Government organization Must be in amounts proportionate to the act being rewarded and cannot exceed 40 hours for one contribution or accomplishment Cannot receive more than 80 hours in the same leave year Time-Off Awards Slide Awards & Recognition

HR Elements for HR Practitioners 7 Non-Monetary Awards Slide Awards & Recognition Also referred to as honorary awards Used to acknowledge individual or team contributions Awards may include certificates or small items of intrinsic value, e.g., coins or plaques Employees are eligible for consideration for IC-level and Department of Defense level non-monetary awards in addition to special programs at each Component

HR Elements for HR Practitioners 8 Other Awards and Award Programs Slide Awards & Recognition Component Award Programs DoD and Presidential Awards National Intelligence Community Awards Suggestion and Invention Awards

HR Elements for HR Practitioners 9 Lesson 10 Review Slide 3- 2 Lesson 10 Review Slide Awards & Recognition Topic 1 – Awards and Recognition Programs and Policies Topic 2 – Monetary Awards Topic 3 – Time-Off Awards Topic 4 – Non-Monetary Awards Topic 5 – Other Awards and Award Programs