Recognition and Reward Clause Samples

The Recognition and Reward clause outlines how individuals or parties will be acknowledged and compensated for their contributions or achievements within an agreement or organization. This may include formal recognition such as awards, public acknowledgment, or financial incentives like bonuses or profit-sharing, depending on the specific criteria met. Its core practical function is to motivate performance and foster a positive environment by ensuring that valuable efforts are formally appreciated and rewarded.
Recognition and Reward. Recognition is a critical component in fostering and reinforcing a culture of service
View SourceView Similar (15)
Recognition and Reward. Recognition is a critical component in fostering and reinforcing a culture of service excellence. The parties will work to Metrics and Measurement. Service quality should be measured and given appropriate weight to reach and main- tain superior service at all levels of the Orientation and Training. The service training program will continue to be delivered as needed at a regional,
View SourceView Similar (5)
Recognition and Reward. Recognition is a critical component in fostering and reinforcing a culture of service excellence. The parties will work to align service quality incentives throughout all levels of the organization, with increased emphasis on service.
View SourceView Similar (3)
Recognition and Reward. There is a suite of existing recognition and reward strategies for good teaching practice at USC as well as a high level of staff engagement with OLT awards programs. Additionally, internal grants program focused on enhancement and engagement with learning and teaching and scholarship of teaching have high uptake from across the University. These grants take a multi-pronged approach. Exploratory Learning and Teaching Grants (up to $10 000) fund proof of concept, evidence based learning and teaching projects which test and evaluate an original or innovative idea. Enhancement Learning and Teaching Grants (up to $20,000) fund projects which have previously undergone proof-of-concept at USC or elsewhere (not national funding), support strategic change for the enhancement of learning and teaching and have potential to leverage to external grant success. The Deputy Vice Chancellor also commissions learning and teaching grants in areas of strategic priority; currently $100 000 is committed to a University-wide student retention grant. 2013 will see the introduction of institutional awards for individuals and teams focused on areas of institutional priority. They will result in a University showcase, an annual paper publication and online materials drawn from the award winners to recognise, reward and share good practice. The awards are in three broad categories: Advancing Quality Teaching (AQT); Advancing the Student Experience (ASE) and Advancing the Blended Learning Environment (ABLE). USC's commitment to quality teaching is strongly reflected in its premier recognition and reward structure, its academic promotions policy. Balanced with research performance criteria (because USC is investing in quality research and maintains a policy of teaching and research academic appointments), comprehensive teaching performance criteria constitute a significant component of the promotion policy. Since 2005 when the policy last underwent a major revision and the criteria for quality teaching were made more explicit, two-thirds of staff gaining promotion did so through demonstrating sustained excellence in teaching. In the promotions policy and procedures, teaching is identified as a demanding scholarly practice that includes: Maintaining currency in one’s discipline/field; Maintaining currency in effective learning and teaching practices, especially in one’s discipline/field; Designing, developing, evaluating and improving curricula and teaching; Engaging students in learni...
View Source
Recognition and Reward. The performance system will provide for recognition and rewarding employees whose performance so warrants.
View Source
Recognition and Reward. Transition Period Arrangements The existing pay structure will continue during the transition period. This structure is based on recognition of the skills and knowledge, complexity and responsibility of work areas and roles, relative to one another. The Classification on Structure provides a range of skill levels to cover all employees. The levels of pay and the operation of the pay structure have been designed to promote the implementation of flexible work arrangements and not create demarcations between roles, work areas or pay levels. The pay system recognises employees carrying skills and knowledge from previous experience. The existing pay structure will continue to operate during this agreement. The demarcation provisions need to be read in conjunction with the Demarcation provisions in Part 4 and the Disputes and Grievance Procedures in Part 8. The principles of the pay system apply to all areas covered by the award or Enterprise Development Agreement
View Source
Recognition and Reward. 5.1 Job Classification and Wage Rates
View Source

Related to Recognition and Reward

  • RECOGNITION AND MEMBERSHIP 16 Section 1. The Hospital recognizes the Association as the collective bargaining 17 representative with respect to wage rates, hours of work, and other conditions of 18 employment for a bargaining unit composed of all categories of registered nurses 20 Hospital shall not challenge the status of bargaining unit nurses or assert that 21 bargaining unit nurses are supervisors.

  • RECOGNITION AND COVERAGE 1. The Company recognizes the Union as the exclusive representative of a bargaining unit made up of production, maintenance, office, technical, clerical and railroad employees of the Company, excluding only managers, confidential employees, supervisors and guards as defined under the National Labor Relations Act. Individuals in the bargaining unit shall be known as “Employees.” Individuals who are employed by the Company and are not in the bargaining unit shall be known as “non-bargaining unit employees.” Individuals who are in the bargaining unit and those who are not in the bargaining unit shall be known collectively as “employees.” 2. Except as expressly provided herein, the provisions of this BLA constitute the sole procedure for the processing and settlement of any claim by an Employee or the Union of a violation by the Company of this Agreement. As the representative of the Employees, the Union may process grievances through the grievance procedure, including arbitration, in accordance with this BLA or may adjust or settle same. 3. When the Company establishes a new or changed job whose duties include a material level of production, maintenance, office, technical or clerical work; the resulting job shall be considered a job covered within the bargaining unit; provided that where non-bargaining unit duties are added to a job in the bargaining unit on a temporary basis, they may be withdrawn. 4. It is understood that supervisors at a plant shall not perform work on a job normally performed by the bargaining unit except: a. experimental work; b. demonstration work performed for the purpose of instructing and training Employees; c. work required by conditions which, if not performed, might result in interference with operations, bodily injury or loss or damage to material or equipment; and d. work that would be unreasonable to assign to an Employee or which is negligible in amount. reasonably be identified, the Company shall pay such Employee his/her applicable Regular Rate of Pay for the time involved or for four (4) hours, whichever is greater.

  • RECOGNITION AND NEGOTIATIONS The Employer or anyone authorized to act on their behalf recognizes the Union as the sole collective bargaining agency for its employees classified and covered by this Agreement. The Employer agrees to negotiate with the Union or anyone authorized to act on behalf of the Union, in any and all matters affecting the relationship between the parties to this Agreement.

  • Recognition and Rights of Stewards (a) The Employer recognizes the Union's right to select stewards to represent employees. The Employer and the Union will agree on the number of stewards, taking into account both operational and geographic considerations. (b) The Union agrees to provide the Employer with a list of the employees designated as stewards for each jurisdictional area. (c) A ▇▇▇▇▇▇▇, or their alternate, shall obtain the permission of their immediate supervisor before leaving their work to perform their duties as a ▇▇▇▇▇▇▇. Leave for this purpose shall be with pay. Such permission shall not be unreasonably withheld. On resuming their normal duties, the ▇▇▇▇▇▇▇ shall notify their supervisor. (d) The duties of stewards shall include: (1) investigation of complaints of an urgent nature; (2) investigation of grievances and assisting any employee whom the ▇▇▇▇▇▇▇ represents in presenting a grievance in accordance with the grievance procedure; (3) supervision of ballot boxes and other related functions during ratification votes; (4) attending meetings at the request of the Employer.

  • RECOGNITION OF THE UNION 1. The BCPSEA recognizes the BCTF as the sole and exclusive bargaining agent for the negotiation and administration of all terms and conditions of employment of all employees within the bargaining unit for which the BCTF is established as the bargaining agent pursuant to PELRA and subject to the provisions of this Collective Agreement.