Employee Recognition and Reward Procedure
- 1 Purpose
- 2 Scope
- 3 Procedure Overview
- 4 Procedures
- 5 Delegated responsibilities
- 6 References
- 7 Schedules
- 8 Procedure Information
To provide opportunities to recognise and reward Employees for their contribution, commitment, and service to the University.
This procedure applies to all University professional and academic Employees.
3 Procedure Overview
This procedure outlines the process for the recognition and reward of Employees for their contribution, commitment, and service to the University.
The Employee Recognition and Reward Program provides informal and formal mechanisms to recognise and reward Employees for exceptional work performance, service and contribution to the achievement of the University's goals and strategic priorities.
4.1 Informal recognition
4.1.1 Corporate program
All Employees are encouraged to provide informal recognition to their colleagues to recognise the positive contributions of others in the workplace. Colleagues can include other Employees, Supervisors, or teams. Recognition and acknowledgement is encouraged multi-directionally and cross-institutionally.
In addition, Human Resources manages a corporate, non-monetary recognition program that empowers Employees with a range of options and tools to acknowledge colleagues for their contributions to the University. Further information and guidelines regarding the program are available on the University's Recognition and Reward website.
4.1.2 Work area initiatives
In addition to the corporate recognition program in 4.1.1, the University also encourages the use of other recognition initiatives at the discretion of the work area.
The University acknowledges that an effective way of recognising Employees can be by way of a one off non-cash gift, or small incentive of a personal nature, to the value of less than $300 (inclusive of GST) in accordance with relevant taxation legislation.
Any costs associated with these initiatives must be budgeted for, and funded by, the relevant cost centre. There is no central University provision for such initiatives.
4.2 Formal recognition - recognition of service
Employees will be formally recognised for their service to the University in a manner commensurate with their period of service. Acknowledgement will be made in an appropriate form and forum, as outlined in the Employee Recognition of Service Schedule.
An Employee's period of service is defined as paid service to the University and includes any period of paid leave.
Paid service includes continuing, fixed-term and casual employment.
No service prior to January 1967 will be recognised.
4.3 Formal recognition - Excellence Awards
Formal recognition of Employees' contribution, commitment, and service is provided through a variety of Excellence Awards, usually presented at a formal event.
Excellence Awards normally consist of a financial grant and a certificate.
Excellence Award categories are provided in the Employee Excellence Awards Schedule.
4.3.1 Application, assessment and approval process
All Employees are eligible to apply for any Excellence Award. Each Excellence Award will be given to the applicant who best meets the selection criteria for each Excellence Award as outlined in the relevant guidelines. Guidelines can be accessed via the University's Recognition and Reward website.
The University will advertise for nominations. Unless indicated otherwise, nominations may be from individuals or teams and can be made by:
- self-nomination (supported by the nominee's Supervisor);
- Supervisors or other appropriate Delegates; or
Nominations of eligible Employees must be made on the relevant application form and submitted by the advertised due date. Nominations must clearly set out the significance and relevance of the nomination by addressing the appropriate selection criteria. Please refer to the relevant guidelines when submitting an application for an Excellence Award.
All applications will be reviewed by an appropriately constituted assessment panel.
Panels will normally consist of a minimum of three members and will contain an appropriate gender mix.
Any panel member who supervises, has nominated, or acts as a referee for, a candidate for the Excellence Award must declare their Conflict of Interest and not participate in deliberation or voting in relation to that nominee.
The assessment panel will evaluate the merits of all Excellence Award nominations against the relevant selection criteria and provide a recommendation to the Vice-Chancellor for approval.
The University is not obliged to present any Excellence Award or medal every year. The assessment panel may decline to recommend an Excellence Award recipient if, in its assessment, there are no nominations of sufficient merit.
The panel chair will provide a recommended recipient to the Vice-Chancellor.
4.3.2 Financial grant terms and conditions
Employees must expend the full financial grant within 12 months of receipt.
Acceptable categories of expenditure for professional development specifically relating to each of the Excellence Awards are outlined in the guidelines on the relevant website.
184.108.40.206 Individual award recipients
The awarded financial grants for individuals can be used in one of the following ways:
- professional development and associated expenditure, to be expended in accordance with all University Policy and Procedure, with monetary payments allocated to a separate project account within the relevant cost centre; or
- a one-off non-superannuable salary payment which will be subject to the legislative requirements of the Australian Taxation Office. Recipients are strongly encouraged to seek independent financial advice regarding the receipt of the financial grant as a one-off non-superannuable salary payment prior to selecting this option.
220.127.116.11 Team award recipients
The awarded financial grants for teams can only be used for professional development and associated expenditure to be expended in accordance with all University Policy and Procedure, with monetary payments allocated to a separate project account within the relevant cost centre.
4.4 Other initiatives
The University also utilises a range of performance rewards, learning and development initiatives, and on-the-job career development opportunities to reward Employees for exceptional performance. These programs are out of the scope of this procedure and may include accelerated incremental progression, additional increments, academic promotion, and attraction and retention allowances and loadings. Employees are referred to the relevant Policies and Procedures for further information.
5 Delegated responsibilities
Level of Delegation
Approval of all Excellence Award and University medal recipients
Determination of financial grant value associated with Employee Excellence Awards
Director (Human Resources)
Overall coordination of the recognition and reward program
Identification of service periods for Employees
Category 2 Delegates and Executive Director (Finance and People Capability)
Administration of financial grants associated with Employee Excellence Awards
Category 4 Delegate or above
Approval of non-cash personal gifts and small incentives to the value of less than $300 (inclusive of GST)
This procedure must be read in conjunction with its subordinate schedules as provided in the table below.
8 Procedure Information
Executive Director (Finance and People Capability)
Related forms, publications and websites
Terms defined in the Definitions Dictionary
A Conflict of Interest is a situation where an individual's personal interests could improperly influence the performance of their Official Duties and/or University Responsibilities. Conflicts of Interest may be: an actual conflict involves a direct conflict between a person's Official duties and University Responsibilities to and a competing interest or obligation, whether personal or...moreA Conflict of Interest is a situation where an individual's personal interests could improperly influence the performance of their Official Duties and/or University Responsibilities. Conflicts of Interest may be:an actual conflict involves a direct conflict between a person's Official duties and University Responsibilities to and a competing interest or obligation, whether personal or involving a third-partya perceived conflict exists where it could reasonably be perceived, or give the appearance, that a competing interest could improperly influence the performance of a person's Official Duties and University Responsibilitiesa potential conflict arises where a person has an interest or obligation, whether personal or involving a third-party, that could conflict with the person's Official Duties and University Responsibilities
A person employed by the University and whose conditions of employment are covered by the USQ Enterprise Agreement and includes persons employed on a continuing, fixed term or casual basis. Employees also include senior Employees whose conditions of employment are covered by a written agreement or contract with the University....moreA person employed by the University and whose conditions of employment are covered by the USQ Enterprise Agreement and includes persons employed on a continuing, fixed term or casual basis. Employees also include senior Employees whose conditions of employment are covered by a written agreement or contract with the University.
A high level strategic directive that establishes a principle based approach on a subject. Policy is operationalised through Procedures that give instructions and set out processes to implement a Policy....moreA high level strategic directive that establishes a principle based approach on a subject. Policy is operationalised through Procedures that give instructions and set out processes to implement a Policy.
An operational instruction that sets out the process to operationalise a Policy....moreAn operational instruction that sets out the process to operationalise a Policy.
The term 'University' or 'USQ' means the University of Southern Queensland....moreThe term 'University' or 'USQ' means the University of Southern Queensland.
Definitions that relate to this procedure only
In the context of this procedure, Excellence Awards are defined as formal recognition of achievements by Employees. It typically involves a planned event or presentation where Employees are recognised by the University for their achievements.
Early Career Researcher
For the purposes of these Excellence Awards, Early Career Researcher refers to Employees who are within five years of the start of their research careers at the time of applying for an Excellence Award. This normally means Employees have been awarded a PhD or equivalent research doctorate within five years. However, an extension to this limit may be approved owing to significant career interruptions.
Any person responsible for leading the activities of others. In the context of this procedure a Supervisor includes Employees at any classification level or title who have responsibilities for leading, managing or supervising work teams and/or individual Employees.
Recognition, acknowledgement, thanks, contribution, non-monetary, Excellence Awards, reward, service, excellence, achievement, gratitude
Failure to comply with this Policy or Policy Instrument may be considered as misconduct and the provisions of the relevant Policy or Procedure applied.
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