Employee Recognition/Appreciation What is it? Employee recognition is the acknowledgement of employee achievement and/or appreciation for their work. Such acknowledgement may be public or private, take the form of monetary or nonmonetary rewards, and be based on a variety of employee achievements, including: Performance; Years of Service; Public Service; Customer Service; Attendance; Suggestion Program; Safety; Employee of the month, week, year; Certifications or degrees; Retirement; etc. Beyond showing appreciation for an employee’s achievement or overall good work, the goal of employee recognition is to motivate employees to continue with good performance. Successful employee recognition is an important talent management tool, because it helps an organization to retain key employees and keep employees engaged in their work. Why is employee recognition/appreciation important? • Helps to attract and retain key employees • May lower stress • Motivates employees to perform at higher levels • Reduces absenteeism and turnover costs • Increases employee productivity • Fosters employment longevity • Improves business quality and service • Encourages employees to continue education and training • Improves safety Source: Society for Human Resource Management (SHRM), Employee Recognition Training for Supervisors, 2008. How are we recognizing/appreciating employees in the State of Minnesota? Included below is a table of existing employee recognition efforts employed by agencies in the State of Minnesota, as of February 13, 2013. 1 Agency Department of Administration Recognition/Appreciation Efforts Compiled February 2013, Human Resource Directors/Designees reporting Division Recognition Program • Quarterly Awards for Each Division • Employees are nominated by Division Director or by other employees Boxes made available in each division to submit nominations • Commissioner presents Certificate to employee Fall Festival • • • One award given to an individual/group each year Winners receive trophy in shape of State of MN Trophy passed from one recipient to next, year to year No Monetary Achievement Awards • Department of Agriculture Decision made not to give monetary Achievement Awards because they can create dissention Service Awards • Non-monetary, based on employee’s length of service to the State Achievement Awards • Monetary, based on employee achievement Boards Achievement Awards Bureau of Mediation Services Achievement Awards Board of Water and Soil Resources Achievement Awards Campaign Finance and Public Disclosure Board Department of Commerce Achievement Awards • • • • Monetary, based on employee achievement, at the following Boards: Animal Health; Barber Examiners; Behavioral Health; Cosmetology; Dentistry; Dietetics and Nutrition Practice; Examiners for Nursing Home Administrators; Medical Practice; Nursing; Optometry; Pharmacy; Physical Therapy; Podiatric Medicine; Psychology; Social Work; and Veterinary Medicine Monetary, based on employee achievement Monetary, based on employee achievement Monetary, based on employee achievement Achievement Awards • Monetary, based on employee achievement 2 Department of Corrections Employee Week/Corrections Employee Week • • • Lunch/BBQ provided, served by managers (Central Office/Stillwater/Red Wing) Ice cream social, served by managers; Treat (candy bar/snack) with “Thank You” note delivered to individual employees; Doughnuts served by managers thanking employees as they come to work (Central Office) Lock Down Training Day, treats provided (Stillwater) Service Awards • • • • Recognizes employees who have reached milestones of service to the State of Minnesota Event with light refreshments (Central Office/Field Services/Stillwater) Awards handed out during formal ceremony (Shakopee/Rush City/Willow River/Moose Lake/Togo) Informal recognition, supervisor presents award individually or employee picks up in HR (Faribault) Memorial Award • Brenda Niedfeldt Memorial “Commitment to Excellence Award” – Non-monetary, plaque presented; Presented to corrections officers who exemplify outstanding work, in memory of former officer who passed away; Nominated by peers (Red Wing) Individual Recognition • • • • • • Letters of Recommendation/Commendation (Central Office/Field Services/Rush City/Willow River/Moose Lake/Togo/Faribault/Shakopee) Cocoa Grams/Candy Grams – Employees purchase a treat and write a note to a co-worker, then delivered to employee (Central Office and Red Wing) Preferred Parking Spots (Oak Park Heights) Employee of the Week – Nominated by peers, highlighted in newsletter, special parking spot, displayed on reception area board (Red Wing) Receptions for retiring staff; Holiday Open House; New staff receptions; “Brighten Your Day” daylight savings event (Red Wing) Recognize promotions and Work Out of Class assignments on iShare and in newsletter (Red Wing) No Achievement Awards • Department of Education None given in recent years Achievement Awards • Monetary, based on employee achievement Governor’s Better Government Award (statewide, not agency-specific) • MDE nominated three groups for this award; groups were honored at ceremony Service Awards • Annual presentation to honor employee length of service; Gifts presented; Commissioner recognizes employees and their contributions to the agency; Cookies and punch served at event Individual Recognition • MDE encourages managers and supervisors to give letters of commendation to employees on an ongoing basis AFSCME Recognition (in development) • Department of Employment and In the process of developing a day of training/networking/appreciation for AFSCME employees Achievement Awards • Monetary, based on employee achievement 3 Economic Development Office of Enterprise Technology (MN.IT Services) Living the Mission Recognition Award • • Peer-to-peer recognition program to recognize and reward outstanding work of employees that reinforces MN.IT’s stated values, including: Can-do!; Respect; Work Smart; or Practice Leadership Award winners celebrated at Quarterly Recognition Luncheon and receive Recognition Certificate Achievement Awards • Monetary, based on employee achievement Service Awards • • Recognizes employees for their length of service to the State Employee selects award from categories in service award catalog based on length of service Informal Recognition and Appreciation • Department of Health Encouragement of ongoing, informal recognition and appreciation for work well done Star Honor Recognition Award • Recognition program to recognize and reward outstanding work of employees that reinforces MDH’s values. Winners celebrated at Quarterly Recognition event and receive Non-monetary Award and Certificate Achievement Awards • Monetary based on employee achievement Service Awards • • • Recognizes employees for their length of service to the State Employee selects award from categories in service award catalog based on length of service Annual recognition event to distribute awards Informal Recognition and Appreciation • • Encouragement of on-going, informal recognition and appreciation for work well done Informal event held up to two times per year. Kudos • • • Minnesota Office of Higher Education Electronic appreciation of job well done Peer to peer recognition On-going through-out the year Achievement Awards • Monetary, based on employee achievement 4 Minnesota Housing Finance Agency Annual Employee Recognition/Appreciation Event • Recognizes employees for achievements, including: promotion, degree completion, new hires, and special project accomplishments Governor’s Continuous Improvement Awards • Nominee Recognition Event Service Awards • Recognizing employees for length of service; Commissioner delivers each length of service award to recipient employees Achievement Awards • Monetary, based on employee achievement iappreciate • • • Electronic-based recognition program Employees or managers send e-cards to recognize individual or team effort Program rolled out last year but has reportedly not gained much traction Informal Recognition and Appreciation • Verbal recognition, email messages, mentions during meetings done by Commissioner and senior leadership; all managers and supervisors are encouraged to provide such recognition Department of Human Services Achievement Awards Iron Range Resources & Rehabilitation Board Above & Beyond Employee Recognition Program Department of Labor and Industry Employee of the Month Recognition Program • • • • • • • Monetary, based on employee achievement Recognizes employees who exhibit excellence in a variety of areas, emphasizing contributions and accomplishments on the job which represent dedication, innovation, creativity, cooperation and excellent customer service Any current employee of IRRRB can nominate another employee or a team of employees Awarded two times per calendar year Recipients receive a framed certificate, signed by Commissioner and Governor, a personal note from the Commissioner, and a Traveling Trophy Nominations based on employee maintaining a high level of productivity and consistently excelling in the quality of his or her daily work OR an employee who has gone above and beyond the performance of his or her job responsibilities Non-monetary; Employee receives certificate, picture on intranet, designated parking space Employee of the Year • • Selected from Employee of the Month Recipients; Award presented at Annual Employee Recognition Event Non-monetary – Receive certificate and gift; Refreshments served at Recognition event Manager/Supervisor of the Year • • Nominations based on three categories: Working Relationships, Working Style, Working Spirit; Award presented at Annual Employee Recognition Event Non-monetary – Receive certificate and gift; Refreshments served at Recognition event Achievement Awards • Monetary, based on employee achievement 5 Service Awards • Presented at Annual Employee Recognition Event; Refreshments served AFSCME Recognition (in development) • Minnesota Lottery In process of planning special recognition day for AFSCME employees; Will have outside speakers and catered lunch Employee Recognition Program • • • • • • Quarterly recognition of individuals/groups and the organization for excellence in fulfilling the Lottery’s mission Employees nominate other employees for achievements in the following categories: Money-saving process; Work productivity, quality and effort; Customer service; Time-saving process; or Other Also recognition based on Quarterly Call for Employee Ideas/Concepts All quarterly nominees and “best” idea/concept winners recognized at each quarterly update Presented with a framed certificate and mentioned in the “Insider” Program has received positive feedback from employees and supervisors Employee of the Year • • • Employee Recognition Committee votes on Employee of the Year at the end of each fiscal year Employee of Year Plaque displayed in Boardroom, with name of each year’s winner Employee receives framed photo of plaque and their selection of either: Lunch with Executive Director; Cookies for their entire department; or $25 gift card of their choice Meeting Specific Sales and Profits Goals • • Minnesota Management and Budget Entire organization is recognized if statewide goals are met or exceeded Lottery branded item given to all employees based on how many goals met ($10-$25 value) Employee Appreciation Day • Executive Team picks one day each year to visit with employees, thank them for good work, and distribute juice and treats Commissioner’s Cup • Rotating award to recognize outstanding employee performance Achievement Awards • Monetary, based on employee achievement Division Recognition Award Programs • “Celebrating EID” Party (Employee Insurance Division) – Informal lunch/meeting, food provided by managers and supervisors; Acknowledges accomplishments in past year; Employees encouraged to give a “shout out” to a team or individuals for good work Informal Recognition • Commissioner and Deputy Commissioner routinely send out all-staff messages to employees recognizing good work and encouraging management to do the same 6 Department of Natural Resources Commissioner’s Awards • • • • Designed to recognize the exceptional accomplishments of DNR staff at all levels and across all disciplines, focusing on achievements that reflect DNR’s mission and values DNR employees may nominate individual co-workers and/or teams in one or more of the recognition categories: Conservation Enhancement; Customer Assistance; Behind the Scenes; Leadership; and/or Innovation; Commissioner selects finalists Non-monetary – Each nominee receives a recognition certificate; Regional Office/Central Office celebration events; Name of finalists recorded on permanent display in Central Office DNR project is selected each year as the theme for recognition; Project dedicated in honor of all nominees and a marker is placed on or near project recognizing the dedication, commitment and accomplishments of DNR staff. Service Awards • • Recognizes employees who have reached milestones of uninterrupted services to the State of Minnesota and the DNR Non-monetary – Employee selects award for milestones of 5 year increments by reviewing available options online Informal Recognition and Appreciation • Supervisors encouraged to employ methods that provide regular, timely, and meaningful feedback to employees for a job well done; Individualized and informal based on division, unit, supervisor practice Achievement Awards (program awaiting approval) • • Minnesota Pollution Control Agency Recognizes individual accomplishments on a quarterly basis focusing on achievements that demonstrate “above and beyond” results in one or more of the following areas: Demonstrated monetary cost savings; Efficiency/Improvements in agency processes; Innovation or creativity; Demonstrated safety practices and/or behaviors that exemplify the agency’s safety values Monetary award; Employees selected to receive the award, but belonging to bargaining units ineligible for achievement awards will be able to select an item of DNR logo wear MPCA Staff Voyageur Award • • • • • • Recognizes staff excellence in 5 categories that reflect agency values and support agency mission: Teamwork; Environmental Improvement; Leadership; Customer Assistance/Service; Keeping the Ship Afloat Non-monetary – Nominees receive certificate of recognition St. Paul and Regional offices host celebratory events (MPCA Band plays, Slide Show Presentation, DQ Dilly Bars) “Voyageur Recognition” – Best nominee name(s) inscribed on Voyageur Paddle, on public display MPCA donates money to DNR project in honor of nominees Program reportedly has a high rate of participation and has been well-received Memorial Awards • • Connie Minetor Memorial Award – Non-monetary, certificate presented; Gives thanks to employees at MPCA who work hard 365 days a year to protect the environment, and do so in a way that their coworkers are buoyed and inspired by their positive attitude Gordie Award – Non-monetary, certificate presented; In honor of Gordie Wegwart, recognizing and thanking individual staff or teams whose continuous improvement or innovation efforts have made a difference in the effectiveness of MPCA Achievement Awards • Monetary, based on employee achievement AFSCME Recognition • • AFSCME employees/Support Staff attend one-day, yearly conference away from the office Speakers from a variety of areas, group activities; Lunch provided by agency 7 Division Recognition Program • Department of Public Safety Individual divisions have quarterly/yearly recognition programs DPS Employee Recognition Program • • • • Tiered concept of formal and informal employee recognition – Recognition begins at the local level and can progress to commendation by the Commissioner Tier I – Promoting the concept of appreciation in the workplace, i.e. classes for managers/supervisors on the benefits of having a healthy “culture of appreciation” in the workplace Tier II – Implementing appreciation at divisional level; each division builds on principles established in Tier I, i.e. recognizing employees quarterly on an informal basis, incorporate recognition in Strategic Goals, nominate employees for commendation, employee receives nomination certificate, encourage supervisors to plan informal employee appreciation event during Recognition week Tier III – Recognizing Outstanding Achievements; Formal Annual Employee Recognition ceremony at which Commissioner formally recognizes select individuals for outstanding achievements, for helping advance the mission and vision of the department through their work within their divisions; Presentation of “Commissioner’s Commendation” Public Utilities Commission Minnesota State Academies Achievement Awards Minnesota Department of Revenue Achievement Awards • Monetary, based on employee achievement Achievement Awards • • • Monetary, based on employee achievement Monetary recognition for outstanding performance Contingent on review and approval by Senior Management Team at the start of each fiscal year Service Awards • • • Length of Service – Recognizes employees for lengths of service of 10, 20, 25, 30, 35, 40, 45, and 50 years of state service Length of Service “Retirement” Awards – Presented to employees who are retiring and have completed at least 10 years of state service Informal recognition, supervisor presents award individually or employee picks up in HR (Faribault) Division Recognition Award Programs • Encourages divisions to recognize employees for significant accomplishments, such as agency cost savings, efficiency ideas, savings to the division, change in the way business process is completed, customer satisfaction increase, etc. General Recognition • Senior management periodically recognizes all department employees, e.g., donuts/rolls in lobby, candy, root beer floats, cookies and casual dress days (most popular) Taste of Stassen • Annual department diversity recognition event; Divisions choose a country and provide a food item for others to sample as a way to recognize/highlight the country Friendly Competition Among Divisions • E.g. building marshmallow castles, decorating snowmen; judged by Senior management; winning division awarded prize of nominal 8 value (cookies or candy) Department of Transportation Heroes of MnDOT Awards • • Recognizes and rewards employees who demonstrate leadership and being a MnDOT ambassador by performing some heroic action while working Non-monetary; Employee receives award at “Day of Heroes” ceremony, held at the State Capitol Rotunda; The Governor, key legislators and family members of award winners are invited We Are MnDOT Recognition • • Co-workers nominate employees who amaze, astound and impress in the following categories: Demonstrating adaptability; Expressing care and appreciation; Maintaining integrity; Creating accountability; Building community; Modeling trust; Exhibiting phenomenal communication; Instituting quality and innovation Non-monetary; MnDOT produces video vignettes (twice annually) to describe the recognized employee and his/her work; Award Recipients are invited to the MnDOT Managers Workshop for recognition Above and Beyond Awards • • Recognizes employees who have gone “Above and Beyond” to exhibit excellence, emphasizing contributions and accomplishments which represent loyalty, dedication and excellence of service to the public, community, co-workers and the Department in the following categories: Excellence in Performance (Individual or Team); Excellence in Teamwork (Team); Technical Expertise (Individual); Heroism (Individual or Team); Excellence in Supervision (Individual); Excellence in Public Service (Individual); Excellence in Community Service (Individual). Non-monetary – Recognition consists of a plaque Achievement Awards • Monetary, based on employee achievement Comments • Minnesota Zoo Programs have been received extremely well – Above and Beyond Awards regularly used across agency; Seven editions of the “We Are MnDOT” video have been produced; Heroes of MnDOT awards given in 2011 and 2012 Achievement Awards • Monetary, based on employee achievement 9