HomeMy WebLinkAboutHUR170 Employee Recognitioni
CITY POLICY/PROCEDURE
Approv...
•
Date Originated:
January 1, 2003
Policy Number:
-� ,7.0
'
Classification:
HUR
/
Reference:
, . to Revised:
Category:
170
Subject:
001/001
Policy Title:
Employee Recognition Policy
POLICY STATEMENT:
The Corporation of the City of Pickering (the "City") will provide recognition through a variety of
formal and informal means to acknowledge the significant contributions of its employees
through the excellence of work they perform, the exemplary behaviour they demonstrate and
the positive results they achieve.
The City encourages all its employees to acknowledge and appreciate the efforts and
contributions of their fellow employees.
POLICY OBJECTIVE:
The objective of this Policy is to:
1. Create, foster and encourage an organizational culture which recognizes individual and
team initiative, creativity, innovation and accomplishments in ways that reflect the
underlying values of the City.
2. Provide timely recognition to employees either as planned or immediate recognition and
a means for communicating the achievements of employees.
3. Encourage and motivate employees to progress and excel in one or more of the
performance categories.
Page 1 of 1
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
GENERAL:
01 Definitions:
01.01 Committee: - The Employee Recognition Program Committee consisting
of seven (7) members including the Chairperson, four (4) from the Non -
Union group representing each of the departments one (1) from the
Canadian Union of Public Employees (CUPE) Local 129 and one (1) from
the Pickering Professional Firefighters' Association (PPFA).
01.02 Employee — Any hourly paid or salaried employee of the City.
01.03 Permanent Employee — An employee hired into a permanent position and
who has successfully completed the required period of time which
constitutes probationary. service.
01.04 Program — The Employee Recognition Program as outlined in this Policy.
01.05 Recognition — Refers to validation through (a) demonstrated appreciation
(b) acknowledgment, and (c) awards. Recognition covers a broad range of
practices in the workplace that collectively express and reinforce
organizational values and the way that employees work together.
01.06 Values — mean (a) commitment to serving the public interest as
interpreted by Mayor and Council (b) public service that can be
characterized by excellence, professional competence, quality and
efficiency (c) ethical values such as honesty and integrity and (d) people
values such as fairness and equity.
Page 1 of 16
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
02 Responsibilities:
02.01 Council to:
(a) Actively support the Policy.
(b) Present awards as appropriate.
02.02 Chief Administrative Officer to:
(a) Actively support the Policy.
(b) Approve amendments to the Policy.
(c) Present awards as appropriate.
02.03 Department Heads to:
(a) Ensure fair and consistent application of this Policy.
(b) Recognize employees under the Level I category in a timely
manner.
(c) Review nominations for awards under Level II and Level Ill
categories.
(d) Provide the Chair of the Employee Recognition Policy Committee,
by January 31 of each year, with a list of permanent employees
who have had perfect attendance in the preceding year.
02.04 Division Heads/Managers/Supervisors to:
(a) Actively support the Policy.
Page 2 of 16
•
•
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
02.05 Employee Recognition Program Committee to:
(a) Administer the provisions of the Employee Recognition Policy to
evaluate and recommend to the Board of Management, suitable
nominees who have been nominated by their co-workers for
recognition and who meet the criteria outlined in the various award
categories.
(b) Establish Sub -Committees, at its discretion, in the various award
categories to provide support for administering and coordinating
various activities under the Policy.
(c) Recommend amendments to the Policy as appropriate from time to
time.
(d) Forward information, including names of nominees and categories,
for recognition to Municipal Matters.
(e) Report to the Board of Management through the Chair.
(f)
Promote the Employee Recognition Program by encouraging
employee participation, arranging for appropriate presentations and
periodically publicizing recognition activities.
Note: A Terms of Reference for the Employee Recognition Program
Committee is outlined in Appendix 1.
Page 3 of 16
•
•
•
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
02 Responsibilities: (Continued)
02.06 Employees to:
(a) Become familiar with all provisions of the Policy and its application
to them as employees of the City.
(b) Nominate co-workers to the Employee Recognition Program
Committee for recognition in one (1) or more of the designated
areas.
03 General Guidelines:
03.01 Recognition is an expression of appreciation. It is a positive
organizational practice that is strategically linked with the organization's
direction and priorities, and used to shape the organization's culture and
values through positive reinforcement of desired practices, actions and
results.
03.02 Recognition must be linked to desired behaviour and be timely, preferably
as close as possible to the event for which the_ employee is being
recognized. The opportunity to share the employee's or team's success
with others should be taken whenever possible.
03.03 Generally, the nature of the reward is less important than the gesture of
recognizing the employee for work well done. It is important to recognize
both individual and team effort. Group recognition encourages teamwork
and fosters the cooperation necessary for the City to provide a high quality
of public service to its residents.
03.04 Effective reinforcement should be customized to take into account the
significance of the achievement or effort. Rewards may range from praise
or acknowledgement to more tangible rewards for notable achievements.
Page 4 of 16
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
03 General Guidelines: (Continued)
03.05 Recognition of any type must be fairly and equally spread throughout the
organization.
03.06 There must be a strong and direct linkage between recognition and the
actual achievement or behaviour resulting in an award. Providing
recognition simply to meet quotas or compete with other departments, is
discouraged especially in the Level I category as it will undermine the
overall Program.
03.07 Recognition decisions must be made in the true spirit and meaning for
which the various awards are intended and should not be devalued by
excessive use. If in any year, no employee has produced the
achievements, or demonstrated the values or behaviours deserving of an
award, then recognition in the particular category should not occur.
03.08 The Program will be administered by the Human Resources Division
which is responsible for the budgeting, purchasing and supply of awards,
and the maintenance of associated records.
04 Eligibility:
04.01 All employees of the City are eligible for recognition, in one or more
categories, within the provisions of this Program as defined under the
criteria of each category. Not all classifications of employees however,
are eligible for recognition under certain categories.
05 Nomination of Employees:
05.01 (a) Any employee may nominate another individual employee, or team,
for a recognition award under the Level I, Level II or Level III
categories using the nomination forms available in Human
Resources. (See Appendix 2)
Page 5 of 16
•
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
05 Nomination of Employees: (Continued)
(b) Nominations for awards under the Level I category are to be
submitted to the Department Head of the employee being
nominated for recognition as close as possible to the event or
occurrence for which the employee is being nominated. Ideally,
recognition should occur within two (2) weeks of such event or
occurrence.
(c) Nominations for awards in the Level II and Level III categories must
be submitted to the Department Head of the employee being
nominated for recognition. The Department Head must file all
nominations with the Committee by October 1st. A flow chart
detailing the nomination procedure for nominations under Level
category is outlined in Appendix 3. Similarly, a flow chart detailing
the nomination procedure for nominations under Level II and Level
Ill categories is outlined in Appendix 4.
06 Recognition and Awards:
06.01 (a) Recognition in the Level I category, (excluding the Perfect
Attendance Category) may range from a commemorative certificate
to special mementos and gifts. In this category, the Department
Head will decide on the appropriateness of a non -monetary award
or a gift depending on the level of contribution, accomplishment or
achievement. Gift options are shown in the E.R.P. (Employee
Recognition Program) Brochure.
(b) Award for Perfect Attendance will be a congratulatory letter from
the Chief Administrative Officer and one (1) working day off without
loss of pay to be taken on a date that is mutually agreeable
between the employee and the immediate non-union supervisor.
Page 6 of 16
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
06 Recognition and Awards: (Continued)
(c) The award for Perfect Attendance described in (b) above does not
apply to those employees who already receive this reward through
their applicable collective agreement.
06.02 Recipients of awards in the Level II and Level Ill categories will receive a
commemorative certificate and may select from a range of gift options
shown in the E.R.P. Brochure.
07 Categories and Criteria:
Recognition awards are classified into three categories i.e. (a) Level I (b) Level II and (c)
Level Ill. These categories are explained as follows:
(a) Level I Category — This approach is characterized by providing
recognition for notable achievements at the department level,
promptly upon completion of work. Awards may range from a
thank -you letter to special mementos or small gifts including an
onsite gathering with light refreshments, or lunch at a restaurant for
award recipient(s), the Department Head and the employee's
Supervisor.
Awards will be presented by the Department Head at the pre-
arranged gathering or staff meeting. The event must be timely and
pertinent to the achievement and the employee(s) being
recognized. This category will provide opportunities to recognize
employees for the following listed in alphabetical order:
Page 7 of 16
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
07 Categories and Criteria: (Continued)
• B.I. (Bright Idea Award)
• P.R.O. (Performance Recognized as Outstanding Award)
• R.I.C.E. (Resourcefulness, Innovativeness, Creativity and
Excellence Award)
• R.O.A. (Round of Applause Award)
• Perfect Attendance
(b) Level II Category — This approach is characterized by a pre-
arranged, organization -wide function. This function will be used to
acknowledge contributions and accomplishments of individual
employees. This category will provide opportunities to recognize
employees for the following:
(c)
• Education/Professional Development
• Safety
Level III — This approach is also characterized by a pre -arranged,
organization -wide function. This is the highest level of awards and
the event will be used to acknowledge the achievement of
employees and their contributions to the whole organization, or to
the community, and will include the following in alphabetical order:
• Board of Management Award
• Community Service Award
• Customer Care Award
• Long Service Award
• Special Award for Outstanding Team Achievement
Note: Employees receiving the Long Service Award who have achieved 5 years consecutive
service as per 07.11 will receive their award at the departmental level. For Long Service
Awards of 10 years and beyond, awards will be presented at the pre -arranged organization -
wide function.
Page 8 of 16
•
e
•
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
LEVEL I CATEGORY
07.01 B.I. (Bright Idea):
(a) Purpose — To encourage all employees to develop and recommend
ideas which have merit and practical application to the workplace.
(b) Definition — Ideas that are put in place which result in improved
methods of operation, cost savings, time efficiencies, waste
reduction, energy savings or conservation, or those that stretch
resources.
(c) Eligibility — Any employee.
07.02 P.R.O. (Performance Recognized as Outstanding):
(a) Purpose — To recognize single instances of work that is of
outstanding quality, or exceptional displays of unusual skill, or
contributions of unusual merit to departmental operations.
(b) Definition — Any outstanding or significant contribution through an
employee's commitment, excellence in service, leadership or
outstanding teamwork.
(c) Eligibility — Any employee.
07.03 R.I.C.E. (Resourcefulness, Innovativeness, Creativity and Excellence):
(a) Purpose - To recognize employees who identify different ways of
doing things.
Page 9 of 16
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
LEVEL I CATEGORY: (Continued)
(b) Definition — The exemplary actions or accomplishments of an
individual employee or a team who identify innovative and trend-
setting initiatives that result in important improvements to
operations; different ways of doing things that may or may not save
time and money, but will provide better service to internal or
external customers; or a creative solution to a significant problem.
(c) Eligibility — Any employee.
07.04 R.O.A. (Round of Applause):
(a) Purpose - To recognize single instances of good work or exemplary
behaviour or conduct.
(b) Definition — volunteering for and working on special projects;
performing extra duties beyond those normally assigned; providing
assistance to co-workers that are beyond assigned responsibilities;
humanitarian or social actions that improves morale or otherwise
result impacts the workplace in a positive manner.
(c) Eligibility — Any employee.
07.05 Perfect Attendance:
(a) Purpose — To recognize employees who attend work every
day and encourage employees to use their sick leave prudently.
(b) Definition — One (1) or more consecutive calendar years (January 1
to December 31, inclusive) of perfect attendance on the job.
Perfect attendance will also be awarded to those employees who
Page 10 of 16
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
LEVEL I CATEGORY: (Continued)
have been absent due to (a) an approved leave of absence if such
absence does not exceed ten (10) working days per calendar year
and (b) a death in the immediate family qualifying for bereavement
leave.
(c) Eligibility — Any permanent employee.
LEVEL II CATEGORY
07.06 Educational/Professional Development:
(a) Purpose — To encourage employees to further their education and
professional development through programs of study.
(b) Definition — A college certificate, a diploma, a degree or a
professional designation which enhances the employee's ability to
perform their job responsibilities or enhances the employee's value
to the organization or community.
(c) Eligibility — Any one permanent employee in each year.
07.07 Safety:
(a) Purpose — To recognize an individual or a group who contribute(s)
to safety in the workplace, or who contribute(s) to reducing the
frequency or severity of accidents or injuries.
(b) Definition — The outstanding ideas, suggestions, or actions of an
individual or group of individuals which contribute to a comfortable,
safe work environment free from injury or loss to self and/or co-
workers by (a) the reduction or elimination of safety hazards in the
Page 11 of 16
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
LEVEL II CATEGORY (Continued)
workplace (b) presenting safety ideas or suggestions that are
implemented or (c) promotion of safety principles in the workplace.
(c) Eligibility — Any one employee in each year; however, it is
recognized that there is a higher risk of injury for field, shop and
plant employees than for office employees.
LEVEL Ill CATEGORY
07.08 Board of Management Award:
(a) Purpose — To recognize any permanent employee, or a team, who
in the opinion of the Board, consistently and best demonstrates the
values of the Corporation in the pursuit of day-to-day operations.
(b) Definition — This exemplary contribution must reflect at least two or
more of the following:
• Work performance at an unusually high standard or over an
extended period of time, normally a minimum of two years.
• The performance of duties under extraordinary circumstances in a
manner that embraces the values defined in 01.06 and which
constitutes a contribution of unusual merit to the public service.
• The successful completion of a major assignment by an individual
or a team, the results of which are of an exceptionally high order of
achievement.
Page 12 of 16
•
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
LEVEL Ill CATEGORY (Continued)
• Innovative and trend -setting initiatives that result in important
improvements to operations and/or savings to the organization.
• Exceptional contributions in team -building management practices
and customer relations or service.
• Maintenance of an excellent level of performance during an
organizational emergency or period of high stress, or demonstrated
great ingenuity or perseverance.
(c) Eligibility — Any one permanent employee/team in each year.
07.09 Community Service Award:
(a) Purpose — To recognize individuals who make a significant
contribution to the community or make outstanding contributions to
creating a better public image of municipal government.
(b) Definition — An outstanding commitment as a participant in a
community activity or service that brings recognition to the City.
Recognition can be for cultural achievement, volunteer activities or
for significantly enhancing the City's working relationship with the
community.
(c) Eligibility — Any one permanent employee in each year.
Page 13 of 16
•
•
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
LEVEL III CATEGORY (Continued)
07.10 Customer Care Award:
(a) Purpose — To develop customer success both within the
organization and with members of the public.
(b) Definition — Individuals who demonstrate a strong commitment to
both internal and external customers and who, by their actions,
enhance the image of the City in the eyes of customers by:
• Taking personal responsibility for providing a high quality of
service in a consistent, timely, unbiased, accurate, positive
and courteous manner.
• Building credibility and trust with the customer by utilizing
strong interpersonal skills, open and direct communications
and active listening skills.
• Demonstrating a sound knowledge of the City operations
and the services provided and mobilizing appropriate
resources to respond to customers' needs in a timely
manner.
• Conveying information to achieve understanding by the
customer in a proactive manner versus a reactive manner.
• Taking concrete steps to add to the service provided in order
to make things better for the customer.
• Enabling others to assist customers when understaffed due
to well -organized work practices.
(c) Eligibility — Any one permanent employee in each year.
Page 14 of 16
•
•
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
LEVEL III CATEGORY (Continued)
07.11 Long Service Award:
(a) Purpose — To recognize employees for the length of service
(including pregnancy/parental leave, approved leaves of absence
and periods of illness during which the employee is in receipt of
sick leave or disability benefits) provided to the organization at
intervals of five, ten, fifteen, twenty, twenty-five, thirty and thirty-five
years.
(b) Definition — The total length of consecutive years of service a
permanent full-time or a permanent part-time employee works for
the City.
(c) Eligibility — Any permanent employee.
• For permanent part-time employees, years of service will be
calculated on the basis of 1820 hours per year or 2080 hours
per year depending on their current position held at the time.
• To be eligible for an award an employee must have achieved
the 5th, 10th, 15th20tH 25th30th or 35th anniversary year of
employment by December 31st of that year.
• Thirty-five (35) years service or more is considered
exceptional and will be regarded as a special circumstance.
In such an instance, a suitable gift and presentation
ceremony will be decided upon by Council prior to the event.
Page 15 of 16
•
CITY POLICY/PROCEDURE
Approval:
Date Originated:
January 1, 2003
Policy Number:
Classification:
HUR
Reference:
Date Revised:
Category:
170
Subject:
001
Policy Title:
Employee Recognition Policy
LEVEL III CATEGORY (Continued)
07.12 Special Award for Outstanding Team Achievement:
(a) Purpose — To recognize and encourage exceptional cooperation by
and encourage team effort, spirit, leadership and the notion of
shared responsibility.
(b) Definition — Any demonstration of exceptional or outstanding
cooperation and effectiveness by a team in achieving assigned
tasks, or alternatively, any exceptional contribution of an individual
participating in or leading a team.
(c) Eligibility - Any permanent employee.
Page 16 of 16
HUR-170-001
APPENDIX 1
EMPLOYEE RECOGNITION PROGRAM COMMITTEE
Function:
Composition:
Terms of Reference
To administer the provisions of the Employee
Recognition Policy and evaluate award
nominations on the basis of the criteria outlined
in the various award categories.
The composition of the Committee will be
seven (7) members including the Chairperson,
four (4) from the Non -Union group representing
each of the departments - one (1) from the
Canadian Union of Public Employees and one
(1) from either the Pickering Professional
Firefighters' Association or the Fire Services
Division.
Chair: The Chairperson will be a staff member from
the Human Resources Division.
Frequency of Meetings: Meetings will be held as called by the
Chairperson.
Term: To ensure Program continuity, each member
appointed to the Committee will serve a
minimum of two (2) years, or longer, if
authorized by the Chairperson.
Reporting:
Confidentiality:
The Committee will report to the Board of
Management through the Chairperson.
Committee members shall treat confidentially
all discussions with respect to decisions made
at Committee meetings and shall not disclose
to any other party or individual, save and
except the Board of Management, the voting or
decisions of individual members of the
Committee.
Page 1 of 2
Duties & Responsibilities:
Review and evaluate all nominations on the
basis of the criteria outlined in the Policy, as
well as the comments received from the
Department Heads; respond to all nominees.
Make recommendations to the Board of
Management on the most suitable nominees
for awards on the basis of nominations
submitted by peers, co-workers or supervisors.
Decisions made by the Board of Management
regarding award recipients are final.
Establish budget requirements to support the
purchase of awards and presentation
ceremonies.
Evaluate the effectiveness of the Program and
the supporting administrative procedures and
recommend amendments as deemed
appropriate from time -to -time.
Develop and implement a tracking system and
provide an annual report to the Board of
Management by December 31 of each year
respecting nominations, award recipients by
department, program costs etc.
Establish Sub -Committees, at its discretion, in
the various award categories to provide
support for administering and coordinating
various activities under the Policy.
Forward information, including names of
nominees and categories, for recognition in
Municipal Matters
Promote the Program by encouraging
employee participation, arranging for
appropriate presentations and periodically
publicizing recognition activities.
Maintain all associated records and files.
Page 2 of 2
•
HUR-170-001
APPENDIX 2
Nomination Form
Employee Recognition Award
This Form to be completed by any employee who is nominating a fellow employee for an Employee Recognition Award.
Please forward original to the Department Head for consideration.
'P'art I - to tie completed b nominator
Nominee Department / Division
Title
Select category of nomination
Level I
❑ B.I. (Bright Idea Award)
❑ R.I.C.E (Resourcefulness, Innovativeness, Creativity & Excellence Award)
❑ R.O.A. (Round of Applause Award)
❑ P.R.O (Performance Recognized as Outstanding Award)
Level II
❑ Education / Professional Development ❑ Safety
Level III
❑ Board of Management Award
❑ Long Service Award
❑ Community Service Award ❑ Customer Care Award
❑ Special Award for Outstanding Achievement
Reason for Recognition (include concrete examples utilizing the criteria as identified in Policy HUR170. Attach
• additional pages if necessary).
•
N
ominator (Please Print)
oignature
Date
Ext
ension
Part II — To be completed by the Department Head All Nominations must be forwarded to the Chair, Employee
Recognition Program
Comments
Department Head
Part Ill._:For Committee UseMonly (Level
.2' &3 only)
Chair, Employee Recognition Nrogram
Comments
Approved
❑ Yes
❑ No
Date
Approved
El Yes
El No
Date
For Chair, Employee Recognition Program onl
❑ Personnel File
El Completed
❑ Employee
Newsletter
y
❑ Award Presented
Level I Awards
Awards
Presented
(by Department
Head)
♦--
•
Chair of ERP
Personnel
File
V
Department Head
(reviews to ensure
criteria are met)
Note: Department Head advises
H.R. of employees achieving
Perfect Attendance by January 31
of each year .
Municipal Matters
ERP Committee
(for information)
•
HUR-170-001
APPENDIX 3
LEVEL I AWARDS
•B.I — Bright Idea
•P.R.O - Performance
Recognized as Outstanding
•R.I.C.E — Resourcefulness,
Innovativeness, Creativity &
Excellence
•R.O.A — Round of Applause
•Perfect Attendance
NOMINATOR
(submits Nomination
Form)
LEVEL II AWARDS
•Education / Professional
Development
•Safety
HUR-170-001
APPENDIX 4
Level II& Level III
Awards
Awards Presented
(by Mayor/Council/CAO)
Board of Management
(for endorsement)
ERP Committee
(evaluates nominations &
recommends recipient)
ERP Chair
Department Head
(reviews nomination & provides
initial comments)
Nominator
(submits Nomination Form)
Note: Record of award will be placed in personnel file
& noted in Municipal Matters
Board of
Management Award
(nominations and selection
made by B.O.M.)
LEVEL III AWARDS
•Board of Management
• Community Service
• Customer Care
•Long Service
•Special Award for
Outstanding Team
Achievement