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Draft 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 Companys
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 employees 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 employees 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.

Signed
Chief Executive Officer

Signed
Witness