Vanderbilt Recognition Reward

1. Good morning/afternoon/evening. My name is ________________ and I work in ___________________. ___________________ from _____________________ is also here to assist with this presentation. Today, we will be presenting our new Recognition and Reward initiative, which will include a demonstration of our new Recognition system. Good morning/afternoon/evening. My name is ________________ and I work in ___________________. ___________________ from _____________________ is also here to assist with this presentation. Today, we will be presenting our new Recognition and Reward initiative, which will include a demonstration of our new Recognition system.

2. Let�s begin by looking at how Recognition and Rewards is also aligned with our Elevate initiative, which is our process to improve customer satisfaction by improving staff satisfaction. As you can see in this chart, the Recognition and Rewards initiative has full endorsement from our Medical Center leadership. Let�s begin by looking at how Recognition and Rewards is also aligned with our Elevate initiative, which is our process to improve customer satisfaction by improving staff satisfaction. As you can see in this chart, the Recognition and Rewards initiative has full endorsement from our Medical Center leadership.

3. Elevate Principles Commit to Excellence Measure the Important Things Build a Culture around Service Create and Develop Leaders Focus on Employee Satisfaction Build a Culture around Service Build Individual Accountability Align Behaviors with Goals and Values Communicate at All Levels Recognize and Reward Success There is a connection between our ELEVATE PRINCIPLES and our Recognition & Rewards INITIATIVE. Elevate principles ( discuss as listed) Commit to Excellence Measure the Important Things (we are aligning desired behaviors) Build a Culture around Service (standards of behavior) Create and Develop Leaders Focus on Employee Satisfaction Build a Culture around Service Focus on Employee Satisfaction Build Individual Accountability Align Behaviors with Goals and Values Communicate at All Levels We know that�..we want to move from Good to Great! Our goal is to be the workplace of choice. Part of that is believing in what we do. Part of that is performing at exceptional levels every day. And a big part of making Vanderbilt a workplace of choice is finding ways to thank and reward our staff and colleagues for the effort they make. We stay motivated by connecting what we do every day to our purpose, our work, and how we make a difference. There is a connection between our ELEVATE PRINCIPLES and our Recognition & Rewards INITIATIVE. Elevate principles ( discuss as listed) Commit to Excellence Measure the Important Things (we are aligning desired behaviors) Build a Culture around Service (standards of behavior) Create and Develop Leaders Focus on Employee Satisfaction Build a Culture around Service Focus on Employee Satisfaction Build Individual Accountability Align Behaviors with Goals and Values Communicate at All Levels We know that�..we want to move from Good to Great! Our goal is to be the workplace of choice. Part of that is believing in what we do. Part of that is performing at exceptional levels every day. And a big part of making Vanderbilt a workplace of choice is finding ways to thank and reward our staff and colleagues for the effort they make. We stay motivated by connecting what we do every day to our purpose, our work, and how we make a difference.

4. Our Recognition & Rewards initiative will help us build closer connections between the Vanderbilt Medical Center staff and managers. AS we RECOGNIZE and value our staff, FOCUSING on the positive differences they make..as individuals and within teams.. The impacts will be obvious, Improved retention, satisfied staff� Vanderbilt Medical Center will be �chosen most frequently� not only by potential employees but also across all of our missions (patient care, research, and education). Good work recognized becomes great work! Our Recognition & Rewards initiative will help us build closer connections between the Vanderbilt Medical Center staff and managers. AS we RECOGNIZE and value our staff, FOCUSING on the positive differences they make..as individuals and within teams.. The impacts will be obvious, Improved retention, satisfied staff� Vanderbilt Medical Center will be �chosen most frequently� not only by potential employees but also across all of our missions (patient care, research, and education). Good work recognized becomes great work!

5. 2004 Community Survey We heard from staff that what they really value is �Recognition and Rewards� Our 2004 Community survey data revealed that staff value Recognition and Rewards and they want to share in the success of our organization. We used what we heard staff say as foundation pieces to guide our Recognition and Rewards initiative efforts. Our 2004 Community survey data revealed that staff value Recognition and Rewards and they want to share in the success of our organization. We used what we heard staff say as foundation pieces to guide our Recognition and Rewards initiative efforts.

6. Survey Results� We heard from staff that they want to be recognized for doing a good job.We heard from staff that they want to be recognized for doing a good job.

7. Survey Results� We heard from staff that they want to be recognized for doing a good job by the person that they report to. All of these findings pointed to the idea that staff want more ways to be recognized in their work so we looked for a tool to do that. It�s often easy for us to focus on what�s wrong, particularly in healthcare and research. We do have to see what�s wrong in order to improve, but we also need to increase our focus on what�s right. All of us need to have ways to thank one another for all of the wonderful things that we do each day in our work. The Recognition and Rewards initiative gives us a tool to make it easy to provide this kind of recognition.We heard from staff that they want to be recognized for doing a good job by the person that they report to. All of these findings pointed to the idea that staff want more ways to be recognized in their work so we looked for a tool to do that. It�s often easy for us to focus on what�s wrong, particularly in healthcare and research. We do have to see what�s wrong in order to improve, but we also need to increase our focus on what�s right. All of us need to have ways to thank one another for all of the wonderful things that we do each day in our work. The Recognition and Rewards initiative gives us a tool to make it easy to provide this kind of recognition.

8. Performance Development Toolbox Performance Evaluation Pay for Performance Medical Center Success-sharing Recognition and Rewards In our existing performance development toolbox, we have the following tools: We assess performance though an on-going process of providing feedback to staff that promotes development and success. This evaluation is then linked to pay that provides annual recognition of individual performance. Additionally, when our Medical Center is financially successful, we are committed to sharing that success with our staff (2001, 2004) This NEW tool within our overall Performance Development system provides for immediate recognition of staff that align with our Elevate goals and Credo behaviors. It gives us resources to use in recognizing those who move us toward our goals. These resources are available to uniquely motivate individuals and teams. Recognized results are repeated. If we wish to consistently improve, we need to consistently recognize good performance. In our existing performance development toolbox, we have the following tools: We assess performance though an on-going process of providing feedback to staff that promotes development and success. This evaluation is then linked to pay that provides annual recognition of individual performance. Additionally, when our Medical Center is financially successful, we are committed to sharing that success with our staff (2001, 2004) This NEW tool within our overall Performance Development system provides for immediate recognition of staff that align with our Elevate goals and Credo behaviors. It gives us resources to use in recognizing those who move us toward our goals. These resources are available to uniquely motivate individuals and teams. Recognized results are repeated. If we wish to consistently improve, we need to consistently recognize good performance.

9. Total Compensation So this new initiative is not only part of our Performance Development � it adds to our overall Total Compensation at Vanderbilt. Now let�s look at some specifics that relate to our new Recognition and Rewards initiative.So this new initiative is not only part of our Performance Development � it adds to our overall Total Compensation at Vanderbilt. Now let�s look at some specifics that relate to our new Recognition and Rewards initiative.

10. What are we Recognizing? Positive behaviors and results aligned with: Credo Behaviors Pillar Goal Results Categories tied to our Elevate Pillars: What are we recognizing? We are recognizing positive behaviors that align with the credo behaviors or the pillar goal results. Within the Recognition and Rewards system, there are different categories that are tied to the Elevate pillars, which are people, service, quality, growth and finance. What are we recognizing? We are recognizing positive behaviors that align with the credo behaviors or the pillar goal results. Within the Recognition and Rewards system, there are different categories that are tied to the Elevate pillars, which are people, service, quality, growth and finance.

11. Who are we Recognizing? All levels of the organization: Peers, Leaders, Staff Meet each other where we are Greatest benefit is to provide the feedback as quickly as possible Who will be recognized through this initiative? Recognition can occur in different ways and at all levels of our organization for individuals and teams. We recognize individuals we work with (peers), individuals we report to (leaders), and individuals who report to us (staff). We meet each other where we are to progressively achieve improvement in performance. Above and beyond performers are continually challenged. Consistent performers are encouraged to go above and beyond. Inconsistent performers are motivated to gain consistency. Good work recognized becomes great work! And that�s what we are trying to achieve. The benefit of the recognition is greatest when the feedback is provided as quickly as possible. Recognize, Recognize, Recognize! Who will be recognized through this initiative? Recognition can occur in different ways and at all levels of our organization for individuals and teams. We recognize individuals we work with (peers), individuals we report to (leaders), and individuals who report to us (staff). We meet each other where we are to progressively achieve improvement in performance. Above and beyond performers are continually challenged. Consistent performers are encouraged to go above and beyond. Inconsistent performers are motivated to gain consistency. Good work recognized becomes great work! And that�s what we are trying to achieve. The benefit of the recognition is greatest when the feedback is provided as quickly as possible. Recognize, Recognize, Recognize!

12. Types of Recognition and Rewards Non-monetary recognition Electronic �Thank You� cards are available in the system May be given by any staff member Monetary awards (digital or physical) Awards are in the form of gift certificates, rather than cash Awards may range from $25.00 - $200.00 $25.00 awards may be made across areas Awards may be given by designated �award givers� Within the system, everyone (both supervisors AND staff) will have the option of providing recognition in the form of electronic thank you cards. We�ve described the electronic thank you cards which you can send through this system as non-monetary recognition. The system allows you to write a �thank you� recognition card which will be sent electronically to the person you are recognizing. These electronic cards are not intended to replace the handwritten thank you notes currently being sent to staff members� homes. They are simply an additional tool that anyone can use to give recognition. We will show you how to send these thank you cards when we demonstrate the system later on in this presentation. Some supervisors have funding allocations, and thus also have the opportunity to provide recognition that includes a monetary award in the form of a gift certificate. They will have the option of sending the award electronically to the staff member or having an actual gift certificate sent to the staff member�s home. Staff will have the option of redeeming these awards either online or at the business� store location. You will learn more about redemption options when we demonstrate the system. Staff may be given awards from $25.00 to $200.00. Individuals may be recognized either within or across departments.Within the system, everyone (both supervisors AND staff) will have the option of providing recognition in the form of electronic thank you cards. We�ve described the electronic thank you cards which you can send through this system as non-monetary recognition. The system allows you to write a �thank you� recognition card which will be sent electronically to the person you are recognizing. These electronic cards are not intended to replace the handwritten thank you notes currently being sent to staff members� homes. They are simply an additional tool that anyone can use to give recognition. We will show you how to send these thank you cards when we demonstrate the system later on in this presentation. Some supervisors have funding allocations, and thus also have the opportunity to provide recognition that includes a monetary award in the form of a gift certificate. They will have the option of sending the award electronically to the staff member or having an actual gift certificate sent to the staff member�s home. Staff will have the option of redeeming these awards either online or at the business� store location. You will learn more about redemption options when we demonstrate the system. Staff may be given awards from $25.00 to $200.00. Individuals may be recognized either within or across departments.

13. Monetary Awards Gift certificates are considered taxable income. Vanderbilt will gross up the award amount to cover the additional taxes. report on recipient paycheck reflect in recipient W-2 gross earnings. Monetary awards may be redeemed for gift certificates Unused awards may accumulate. The rewards must be redeemed prior to their termination of employment. Here are some key points about monetary awards {read slide}.Here are some key points about monetary awards {read slide}.

14. Award Givers Funding is allocated by each department, area or workgroup. Some departments may have many designated award givers, while others may have a few. Questions about your area�s plan should be addressed by your departmental leadership. Let�s talk a little more about award givers�{read slide}.Let�s talk a little more about award givers�{read slide}.

15. How will this initiative work in your area? Broad Based Approach Credo behaviors or Pillar results reinforced when they occur Focused Approach Specific target behaviors linked to the department goals reinforced when they occur Departments, and even areas within departments, have the choice of deciding how to use their Recognition and Rewards funding. Areas can take a broad based approach and recognize any credo behavior or extraordinary progress toward pillar goals, recognizing teams or individuals that assisted in achieving that goal. Given that each area has limited funds available, some areas may choose to think about using a more focused plan. They may decide to think about which behaviors or outcomes would most help them reach those goals and that all staff can understand and relate to their work. When those specific behaviors or outcomes occur, they would be reinforced using the funds available for monetary awards. . Departments, and even areas within departments, have the choice of deciding how to use their Recognition and Rewards funding. Areas can take a broad based approach and recognize any credo behavior or extraordinary progress toward pillar goals, recognizing teams or individuals that assisted in achieving that goal. Given that each area has limited funds available, some areas may choose to think about using a more focused plan. They may decide to think about which behaviors or outcomes would most help them reach those goals and that all staff can understand and relate to their work. When those specific behaviors or outcomes occur, they would be reinforced using the funds available for monetary awards. .

16. Recognition Message What did the recipient do? What was the result of the recipient�s contribution? Recognition messages must be specific, describing the direct behaviors and the results achieved. When constructing recognition messages�. (Remember to omit any confidential identifiers or information.) A good starting point is to ASK two important questions� What did the recipient do? What was the result of the recipient�s contribution/efforts? RECOGNIZED BEHAVIORS GET REPEATED and repeated behaviors ELEVATE us from GOOD to GREAT! Monetary or non-monetaryRecognition messages must be specific, describing the direct behaviors and the results achieved. When constructing recognition messages�. (Remember to omit any confidential identifiers or information.) A good starting point is to ASK two important questions� What did the recipient do? What was the result of the recipient�s contribution/efforts? RECOGNIZED BEHAVIORS GET REPEATED and repeated behaviors ELEVATE us from GOOD to GREAT! Monetary or non-monetary

19. Recognition and Rewards Demo Site Demo the system in terms of award site giving monetary award noting non-monetary option. Talk about difference between digital and physical awards. (include check budget and award wizard) Demo the system in terms of redemption site.Demo the system in terms of award site giving monetary award noting non-monetary option. Talk about difference between digital and physical awards. (include check budget and award wizard) Demo the system in terms of redemption site.

20. HR Website Here are some important website links for your reference. The first is our HR website which has been recently redesigned. The second is the direct link to information about our recognize initiative and the last is the link for our recognize system. Let�s begin with the HR website so you can begin to get familiar with where this information can be found.Here are some important website links for your reference. The first is our HR website which has been recently redesigned. The second is the direct link to information about our recognize initiative and the last is the link for our recognize system. Let�s begin with the HR website so you can begin to get familiar with where this information can be found.

21. Questions� System awards and redemption? Check out our Frequently Asked Questions Call 1-866-294-2290 Email customerservice@globforce.com  Vanderbilt's program? Email us at perfdev@vanderbilt.edu http://hr.vanderbilt.edu/recognize