Rewards and Recognition Policy Format

Sample Template Example of HR Best Practices Program Guide for Employee Awards & Recognition Rules with Quotes for Company Like Accenture, Infosys, TCS, Bharti Airtel, Tata Steel, HUL, Vodafone, Air India, BPO Company etc in India in word document / .doc / .ppt / .pdf 

Reward and Recognition Policy :-

The Company is committed to providing a work environment that promotes, recognises and rewards performance excellence. The purpose of this policy is to provide an open and transparent mechanism for rewarding and formally recognising performance excellence for all fixed-term and casual staff employed at the Company continuously for more than twelve months. 

The Company recognises that its future success continues to depend upon the capacity of our staff and is committed to supporting the Company’s Performance review process with a fair and equitable reward and recognition system. The Company aims to create a climate for performance excellence at every level for individual and team performance. The Company also recognises the need for supervisors and employees to discuss and negotiate possible reward mechanisms both when planning performance expectations and during the performance review as part of the process. 

This policy provides a guide for supervisors to objectively and fairly make decisions about appropriately rewarding performance excellence. The Policy also acknowledges that employee performance is often dependent on team efforts and the ability of an individual to operate effectively as part of a group and as a member of the wider Company community. 

This policy provides access to rewards where there is a consistent standard of performance in both meeting/exceeding performance objectives and across the areas of professional competence (i.e. Quality Service, Working Relationships, Professionalism and Leadership). 

Any costs associated with the Reward and Recognition policy are to be met from the Company operating budget. It is the responsibility of supervisors to ensure that recognition rewards are only awarded to those staff who clearly and consistently exceed expectations, have undertaken all work activities beyond the level required, exceeded Performance Objectives as agreed by management and shown strength in all areas of professional competence at their current level of classification.

When awarding recognition rewards the supervisor must consider the collective contributions of other employees who may have facilitated the achievement of an employee’s standard of performance. In recognising such contributions consideration should be given as to whether it is necessary to extend an award allocation to other employees in the work area.

The employee must be provided opportunity to respond and provide feedback to any recognition reward recommendation including an opportunity to decline recognition or to request recognition of the greater team.
Staff who clearly and consistently exceed performance expectations can be rewarded through:

  • the provision of additional staff; 
  • provision of additional professional development funds for conferences, professional memberships and related travel costs;
  • nomination for organisation awards; 
  • presentation of in-house and other awards and/or letter of appreciation;
  • opportunity to participate in career development processes such as: 
  • Leadership development programs;
  • Accelerated Progression; or
  • Access to higher duties opportunities that enhance the employee’s career development.

The Company can provide a range of awards for the purpose of recognising outstanding contributions of staff in their specific roles. To be eligible for an award, a staff member must have attained an excellent or exceptional standard of performance. 

Should a staff member believe that the Reward and Recognition process has not been applied appropriately, they should refer to the Grievance Resolution Procedures.

Chief Executive Officer



Post a Comment