[13] in Staff Recognition
General Principles
daemon@ATHENA.MIT.EDU (Cecilia d'Oliveira)
Fri May 29 14:55:03 1992
Date: Fri, 29 May 92 14:54:34 EST
From: cec@MIT.EDU (Cecilia d'Oliveira)
To: thanks@MIT.EDU
Here's a first cut. Now I'm off to Utah!
1. Fairness. The DCNS recognition program should provide equal
opportunity for all staff to be recognized for their accomplishments. This
means that the nominating process must be open and accessible and the
decision-making process must be well understood and consistent and
impartial. Criteria for recognition should be developed and clearly
communicated.
2. In order for the recognition program to be judged a "success" the staff
should want to be recognized. This means that the process must be
respected. It should not recognize "trivial" things. It must be seen as
"fair". It should respect individual differences in terms of desire for
public recognition.
3. The recognition program should communicate the values of the
organization and should encourage certain work behaviors. In addition it
should create a work environment where people are encouraged to express
appreciation for the efforts of those around them.
4. The program ought to encourage (and facilitate) both informal "thank
yous" and formal recognition. These two should be clearly delineated
however so that the formal recognition program is not seen as too
"trivial". However, both kinds of recognition should be encouraged within
the organization.
5. Staff input on the program should be sought regularly both for new
ideas and for feedback about the program.
6. Any formal recognition of a staff member (whether the person is inside
or outside DCNS) must be approved by that individual's manager.
7. Simplicity. The recognition program should be simple. This means that
the number of formal recognitions should be kept reasonably small. The
nominating process and the decision-making process should not be complex or
time-consuming. The criteria for recognition ought to be basic and well
understood.
