STAFF RECOGNITION Clause Samples

The STAFF RECOGNITION clause establishes guidelines for acknowledging the contributions of personnel involved in a project or service. Typically, it outlines how staff members will be credited, such as listing names in reports, publications, or public communications, and may specify the criteria or process for such recognition. This clause ensures that individuals receive appropriate acknowledgment for their work, promoting transparency and morale while preventing disputes over credit.
STAFF RECOGNITION. Employees may take advantage of opportunities for on-the-job training, formal training, performing higher-level duties, and other opportunities to expand their knowledge base and demonstrate increased skills. Demonstrating increased skills is one way employees may increase their value to UC and become eligible for salary increases or lump sum bonuses. This program is a responsibility shared by both the employee and the immediate supervisor. Employees are encouraged to work with their supervisor to plan the activities and functions that will lead to skill development. Employees are encouraged to set and follow through with training and development goals. To support this program in an equitable manner, supervisors, managers and directors are shall announce opportunities within the work area that will allow interested and qualified employees to benefit from internal development opportunities. Employees are encouraged to communicate openly and frequently with their immediate supervisor concerning skill development goals. Meetings during the year are encouraged to facilitate communication between supervisors and employees about progress toward skill development and career plans. Employee contributions can be assessed through positive change or improvement in the following areas: 1. Knowledge, Skills and Ability that demonstrate: • Initiative/Problem solving • Service orientation/Departmental or Institutional Perspective • Operational Effectiveness/Resource Management • Special Projects 2. Outcomes and Results that demonstrate (over a period of time): • Consistency • Dependability • Reliability In determining eligibility for a salary increase or lump sum bonus, employees and supervisors are encouraged to consider the following: • What impact has the employee made on team, departmental, or organizational performance? • What level of competence has been brought to bear in handling the demands of the role? • To what extent have agreed objectives and outcomes been achieved? Examples of activities that may result in a salary increase or lump sum bonus may include but are not limited to: • Provides substantial contribution to the fulfillment of goals and objectives of the Office, Department, or Division through performance of special assignments. • Provides creative, innovative ideas or solutions using strategies, which increase efficiency and/or the effective use of resources or which strengthen the image of the Office, Department or Division. • Demonstrates outstand...
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Related to STAFF RECOGNITION

  • SCOPE OF RECOGNITION 101 The Employer recognizes the Union as sole bargaining agent for nurses in the bargaining unit defined in the Manitoba Labour Board Certificate MLB-5927.

  • ARTICLE I - RECOGNITION 11 This agreement is applicable for employees as defined in Certificate Number 4 granted by the Public 12 Employees Relations Commission on February 14, 1975, and issued to the Okaloosa County Education 13 Association:

  • Service Recognition For purposes of any Seaport Entertainment Benefit Arrangements providing benefits to any Transferring Employees, the Seaport Entertainment Group shall, from and after the applicable Benefit Commencement Date: (i) provide or cause to be provided to each Transferring Employee full credit for purposes of eligibility to participate, vesting and level of benefits under each Seaport Entertainment Benefit Arrangement under which such Transferring Employee is eligible to participate on or after the applicable Benefit Commencement Date for service accrued on or prior to the applicable Benefit Commencement Date with the HHH Group to the same extent that such credit was recognized by the HHH Group under comparable HHH Benefit Arrangements; (ii) use commercially reasonable efforts to waive all pre-existing conditions, exclusions and waiting periods with respect to participation and coverage requirements applicable to the Transferring Employees and their eligible dependents under any Seaport Entertainment Benefit Arrangements in which such Transferring Employees may be eligible to participate after the Distribution Date, except, with respect to pre-existing conditions or exclusions, to the extent such pre-existing conditions or exclusions would apply under the analogous HHH Benefit Arrangement; and (iii) use commercially reasonable efforts to provide each Transferring Employee and their eligible dependents under any Seaport Entertainment Benefit Arrangement with credit for any co-payments and deductibles paid during the portion of the plan year of the corresponding HHH Benefit Arrangement, as applicable, ending on the date such Transferring Employee’s participation in the Seaport Entertainment Benefit Arrangement begins (to the same extent that such credit was given under the analogous HHH Benefit Arrangement, as applicable, prior to the date that the Transferring Employee first participates in the Seaport Entertainment Benefit Arrangement) in satisfying any applicable deductible or out-of-pocket requirements under the Seaport Entertainment Benefit Arrangement; provided, however, that no such credit shall be provided under the foregoing provisions (A) to the extent it would result in duplication of benefits, or (B) for any purpose with respect to any defined benefit pension plan, postretirement welfare plan or any Seaport Entertainment Benefit Arrangement under which similarly situated employees do not receive credit for prior service or that is grandfathered or frozen, either with respect to level of benefits or participation.

  • RECOGNITION OF UNION Clause 2.01 The Employer hereby recognizes the Union as the sole and exclusive collective bargaining agency for all employees of Greater Sudbury Hydro Plus Incorporated in respect of hours of work, wages and working conditions save and except non-union supervisors, persons above the rank of non-union supervisor, and staff employed in a confidential capacity in matters relating to Labour Relations. That the Employer agrees to recognize the duly appointed officials of the employees as the Official Committee(s) of the Union pertaining to the question of wages, hours of work and working conditions. The Union shall have the right to have the assistance of representatives of the Canadian Union of Public Employees when dealing with the Employer, or their duly appointed designates. Persons whose jobs are not in the Bargaining Unit shall not work on any jobs which are included in the Bargaining Unit to the extent that this would eliminate positions. There shall be no Union activity of any kind on the Employer's time other than that provided for in this Agreement or that specifically authorized by the Employer. No person shall be required as a condition of employment to become or remain a member of any Union or other organization. The Employer shall, for direct collective bargaining prior to Conciliation, pay the normal wages and benefits for maximum of three (3) employees who are members of the Union Negotiating Committee for a total of one hundred and twenty (120) hours and thereafter pay fifty percent (50%) of normal wages and full benefits.

  • SCOPE AND RECOGNITION See the Local Provisions ▇▇▇▇▇▇▇▇ ▇▇.