UCSF Staff Recognition & Development Program (SDRP) for Non-Represented Employees 2008-2009
Please note:
- Eligibility and maximum payment amounts for awards this fiscal year have been significantly limited by Office of the President mandate. Please refer to the new eligibility information below.
- These guidelines apply only to ad-hoc recognition awards. Payments associated with documented campus incentive programs are not subject to the new eligibility limitations however, they have been suspended until the end of fiscal year 2009-10 at which point the suspension will be reviewed.
I. Purpose
The purpose of the Staff Recognition and Development Program is as follows:
- To recognize employees who have demonstrated outstanding individual and/or team performance in contribution to organizational goals and objectives; and,
- To provide for employee development opportunities which will enable an employee or groups of employees to function more effectively on the job and/or enhance an employee’s advancement within the University.
II. Eligibility
Only non-represented, non-academic career, limited appointment, and casual/restricted employees earning an annualized salary of less that $100,000 per year are eligible to participate in the Performance Award Program, with the exception of Per Diem appointments which are not eligible.
Eligibility for in-kind awards such as small cash awards and Bear Hugs under $75.00 has also been limited by the Office of the President to individuals earning an annualized salary of less than $100,000 per year.
III. Types of Awards Available
The primary emphasis of this program will be on non-base building, lump-sum cash awards. In addition to cash awards, the SRDP Program allows for the use of funds for initiatives that directly support staff development and training opportunities. Within the guidelines established by the appropriate Dean or Vice Chancellor, the following are indicative of, but not limited to, the types of awards available:
- Cash awards to recognize outstanding performance;
- Cash awards to recognize employee contribution to the achievement of pre-defined incentive goals and objectives;
- Funding for courses and workshops leading to a degree, certification, or license undertaken to develop needed skills and knowledge;
- Paid leave, for a limited time, which would enable the employee to pursue the development of professional skills outside the organization;
- A traineeship or internship, within the same or another department or another campus, such that skills can be acquired that will enhance the employee’s professional knowledge and increase promotional opportunity;
- Professional seminars and conferences;
- Any other professional/educational option that would increase the skills and knowledge of the award recipient; and,
- Group development activities such as special lectures or training programs.
While the SRDP allows for uniform award payments to staff who have collectively contributed to the accomplishment of pre-defined organizational incentive goals and objectives, an across-the-board distribution of available program funds to all employees within an organizational unit without linkage to specific performance accomplishments is not an appropriate use of these program funds.
IV. Nomination and Selection Criteria
Awards administered under the SRDP are contingent on the employee’s demonstration of outstanding performance that benefits the department/unit, school, and/or campus in one or more of the following areas:
- Outstanding Performance: Demonstrated and sustained outstanding performance that consistently exceeds goals and job expectations in quantity and quality;
- Teamwork: Acting as an exceptionally effective and cooperative team member in carrying out goals of the department/unit, demonstrating superior interactions with and a positive influence on managers, peers, supervisors, subordinates, the University community, and the client population served. This individual will be notably “service-oriented” and a key resource person. Individual contributions to the unit or departmental diversity efforts may be recognized within this category;
- Creativity: One-time innovation or creation that results in time/dollar savings or benefit, or ongoing innovative/creative activities that benefit organizational systems, protocols, and/or procedures;
- Organizational Abilities: Extraordinary skills in leadership resulting in the accomplishment of significant departmental/unit goals and objectives; project management (which could include developing a project and implementing it with substantial success); organizational capability leading to a greater level of department or broader effectiveness; and/or,
- Work Incentives: For meeting pre-defined productivity, customer service, or similar goals that advance the work objectives of the unit.
V. Award Amount
Awards are limited to a maximum payment of $1,000.
VI. Award Funding
Award funding will be approximately 0.89% of payroll for all non-represented staff titles. Departments may utilize additional available funding to supplement this pool; however, programs should be designed to ensure consistency in the application of the award program and eligibility for awards regardless of fund source.
VII. Application and Selection Process
Following the criteria established in these guidelines, a review and selection process will be established by each Dean and Vice Chancellor for their respective areas. The process used by each organizational area should ensure consistency in the selection process and in the application of the selection criteria within the organizational area.
VIII. Deadlines
Each organizational area is encouraged to complete the award process by June 30, 2009. Additional Pay Forms for cash award should be processed by the final payroll deadline in the 2008-2009 fiscal year. Awards for development activities should be processed in accordance with year-end closing schedules.
IX. Reporting
Spending reporting to the Office of the President for the Staff Recognition and Development Program will be developed and produced centrally by the Human Resources Department. There is no longer a requirement to submit individual departmental spending reports to HR.
X. Other Awards
Departments wishing to administer programs that would include awards to employees covered under collective bargaining agreements must contact their Labor and Employee Relations Analyst in Human Resources to determine current employee eligibility for participation. Participation by employees in some collective bargaining units will require the provision of detailed notice to the appropriate union.
Departments wishing to develop an award program that goes beyond these guidelines must submit a written proposal to Human Resources prior to implementation. This proposal should include:
- Range, frequency, and types of awards;
- Selection process;
- Record keeping: records are to be maintained sufficiently to produce an annual summary of award activity including the type of award, the amount, and the recipients of the awards; and,
- Approval and accountability.