Rewards and Recognition

System:

R&R-G-Policy

System Level II R&R-G-S2.1

The Agency’s R&R policies and/or processes are customized to Agency’s requirements, and include specific guidelines in the application of EOP.

Evidences (ER)

ER 1.1 -

System Level III R&R-G-S3.1

The Agency’s R&R policies and processes clearly define link with other core HRM areas (i.e., RSP, L&D and PM).

Evidences (ER)

ER 1.1 -

R&R-G-Structure and Roles

System Level II R&R-G-S2.2

The Agency has an R&R Committee that performs additional functions to address specific R&R needs (e.g., develops customized R&R programs and guidelines).

Evidences (ER)

ER 1.1 -

System Level III R&R-G-S3.2

The Agency has an R&R Committee that collaborates with HRMO, managers/supervisors and other HR bodies in strengthening link between R&R and other core HRM areas.

Evidences (ER)

ER 1.1 -

R&R-G-Review Mechanisms

System Level II R&R-G-S2.3

The Agency tracks the efficiency of R&R processes and uses data to improve system:

• Annual R&R budget utilization vis-à-vis R&R implemented programs

Evidences (ER)

ER 1.1 -

System Level III R&R-G-S3.3

The Agency tracks the effectiveness of R&R processes and uses data to improve system:

• Types of programs that reward performance, innovative ideas and exemplary behavior

• Types of monetary and non-monetary programs

• Timeliness of R&R programs (planned and “on-the-spot”)*

• Demographics (e.g., gender, position, disabilities, etc.) of awardees

Evidences (ER)

ER 1.1 -

R&R-G-Information and Communication (Use of Technology)

System Level II R&R-G-S2.4

The Agency uses a computer-based system to maintain R&R documents.

Evidences (ER)

ER 1.1 -

System Level III R&R-G-S3.4

The Agency maintains Human Resource Information System that shows link between R&R and other core HRM areas (i.e., L&D and PMS).

Evidences (ER)

ER 1.1 -

R&R-G-Information and Communication (Database Content)

System Level II R&R-G-S2.5

The Agency maintains documentation and records on:

• R&R process flow

• System review data on R&R efficiency

• System implementation (e.g., R&R Committee minutes)

Evidences (ER)

ER 1.1 -

System Level III R&R-G-S3.5

The Agency maintains documentation and records on:

• System review data on R&R effectiveness

• R&R policy and process flow showing link to other core HR areas

Evidences (ER)

ER 1.1 -

Practices:

R&R-G-Policy

Practices Level II R&R-G-P2.1

The R&R Committee and managers/supervisors can describe/explain how Agency’s R&R policies and processes meet the Agency’s needs.

Evidences (ER)

ER 1.1 -

Practices Level III R&R-G-P3.1

The top management can describe/explain their involvement in linking the Agency’s R&R policies and processes with other core HRM areas.

Evidences (ER)

ER 1.1 -

R&R-G-Structure and Roles

Practices Level II R&R-G-P2.2

The R&R Committee and managers/supervisors can describe/explain the functions of the committee and how it evaluates to ensure selection of qualified candidates/nominees to the agency’s R&R program.

Evidences (ER)

ER 1.1 -

Practices Level III R&R-G-P3.2

The top management can cite examples of how they have used information generated by other core HRM areas in making R&R decisions (e.g., performance data), or how they have used R&R-generated information in making decisions in other core HRM areas.

Evidences (ER)

ER 1.1 -

R&R-G-Review Mechanisms

Practices Level II R&R-G-P2.3

The R&R Committee and managers/supervisors can describe/explain how the Agency tracks the efficiency of R&R processes, and uses data to improve system.

Evidences (ER)

ER 1.1 -

Practices Level III R&R-G-P3.3

The top management can describe/explain how the Agency tracks the effectiveness of R&R processes, and uses data to improve system.

Evidences (ER)

ER 1.1 -

R&R-G-Information and Communication (Use of Technology)

Practices Level II R&R-G-P2.4

The R&R Committee and managers/supervisors can describe/explain the computer-based system used to maintain R&R data and documents.

Evidences (ER)

ER 1.1 -

Practices Level III R&R-G-P3.4

The top management can explain how the Agency Human Resource Information System links R&R and other core HRM areas.

Evidences (ER)

ER 1.1 -

R&R-G-Information and Communication (Database Content)

Practices Level II R&R-G-P2.5

The R&R Committee and managers/supervisors can describe/explain that the agency maintains documentation and records on:

• R&R process flow

• System review data on R&R efficiency

• System implementation (e.g., PRAISE minutes of meetings deliberations, comparative assessment data, selection criteria, etc.)

Evidences (ER)

ER 1.1 -

Practices Level III R&R-G-P3.5

The top management can describe/explain how they can participate in providing inputs and accessing data in the system.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-G-Policy Review and Formulation

Competencies Level II R&R-G-C1.2

Reviews and refines R&R policies, policy guidelines and/or processes to meet agency requirements and promote equal opportunity principles in collaboration with the R&R Committee, managers/supervisors and top management.

Evidences (ER)

ER 1.1 -

Competencies Level III R&R-G-C3.1

Develops customized R&R policies and/or policy guidelines that clearly define link with other core HRM areas, in collaboration with the R&R Committee, managers/supervisors and top management

Evidences (ER)

ER 1.1 -

L&D-G-System Review

Competencies Level R&R-G-C2.2

Tracks and analyses efficiency of R&R processes and uses data to improve or recommend improvements in R&R policies/policy guidelines and their execution, in collaboration with the R&R Committee, managers/ supervisors and top management.

Evidences (ER)

ER 1.1 -

Competencies Level III R&R-G-C3.2

Tracks and analyses effectiveness of R&R processes and uses data to improve or recommend improvements in R&R policies/policy guidelines and their execution, in collaboration with the R&R Committee, managers/ supervisors and top management.

Evidences (ER)

ER 1.1 -

L&D-G-Use of Technology

Competencies Level R&R-G-C2.3

Uses computer-based records and data management system to maintain R&R documents.

Evidences (ER)

ER 1.1 -

Competencies Level III R&R-G-C3.3

Maintains Human Resource Information System that shows link between R&R and other core HRM areas (i.e., PM and L&D).

Evidences (ER)

ER 1.1 -

L&D-G-Communication

Competencies Level R&R-G-C2.4

Updates everyone in the Agency on R&R policies, processes and programs, and provides system review data on to top management, managers/ supervisors and the R&R Committee.

Evidences (ER)

ER 1.1 -

Competencies Level III R&R-G-C3.4

Develops and implements a communication plan to generate buy-in and engagement of everyone in executing R&R policies, programs and processes.

Evidences (ER)

ER 1.1 -

System:

R&R-P-Planning

System Level II R&R-P-S2.1

The Agency has customized annual R&R plans and programs, which indicates budget for each program/ activity.

Evidences (ER)

ER 1.1 -

System Level III R&R-P-S3.1

The Agency’s R&R plans and programs are linked to other core HRM areas, and the Agency’s mid-term (2-3 years) plan.

Evidences (ER)

ER 1.1 -

System Level II R&R-P-S2.2

The Agency’s R&R programs include planned and “on-the-spot” incentives and recognition (both monetary and non-monetary) for innovative ideas and exemplary behavior of employees.

Evidences (ER)

ER 1.1 -

System Level III R&R-P-S3.2

The Agency has institutionalized non-monetary R&R programs (e.g., flexi-time, professional development, etc.) that encourage and recognize outstanding performance, innovative ideas and exemplary behavior.

Evidences (ER)

ER 1.1 -

Practices:

R&R-P-Planning

Practices Level II R&R-P-P2.1

The R&R Committee and managers/supervisors can describe/explain the Agency’s annual R&R plans and programs.

Evidences (ER)

ER 1.1 -

Practices Level III R&R-P-P3.1

The top management can describe/explain their involvement in developing the Agency’s R&R plans and programs.

Evidences (ER)

ER 1.1 -

Practices Level II R&R-P-P2.2

The R&R Committee and managers/supervisors can cite examples of planned and “on-the-spot” incentives and recognition programs that recognize ideas, suggestions or inventions, and exemplary behavior.

Evidences (ER)

ER 1.1 -

Practices Level III R&R-P-P3.2

The top management can describe/explain their involvement in developing and institutionalizing non-monetary R&R programs to encourage and recognize outstanding performance, innovative ideas and exemplary behavior.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-P-R&R Planning

Competencies Level II R&R-P-C2.1

Develops customized annual R&R plan and programs, which indicates budget for each program/activity, in collaboration with R&R Committee and managers/ supervisors.

Evidences (ER)

ER 1.1 -

Competencies Level III R&R-P-C3.1

Develops R&R plan and programs that are linked to other core HRM areas (e.g., PM) and aligned with Agency’s mid-term (2-3 years) plan, in collaboration with top management, R&R Committee and managers/

supervisors.

Evidences (ER)

ER 1.1 -

Competencies Level II R&R-P-C2.2

Develops scheduled and “on-the-spot” monetary and non-monetary rewards and recognition for innovative ideas and exemplary behavior, in collaboration with R&R Committee and managers/supervisors.

Evidences (ER)

ER 1.1 -

Competencies Level III R&R-P-C3.2

Develops institutionalized non-monetary R&R programs (e.g., flexi-time, professional development, etc.) that encourage and recognize outstanding performance, innovative ideas and exemplary behavior, in collaboration with R&R Committee and managers/supervisors.

Evidences (ER)

ER 1.1 -

System:

R&R-I-R&R Screening and Selection Criteria and Processes

System Level II R&R-I-S2.1

The Agency’s screening and selection criteria and processes for customized R&R programs apply to all employees, consistent with equal opportunity principles.

Evidences (ER)

ER 1.1 -

System Level III R&R-I-S3.1

The Agency’s R&R screening and selection criteria and processes are linked to other core HRM areas (e.g., use of performance data), and/or external sources (e.g., feedback from clients/community).

Evidences (ER)

ER 1.1 -

Practices:

R&R-I-R&R Screening and Selection Criteria and Processes

Practices Level II R&R-I-P2.1

The R&R Committee and managers/supervisors can describe/explain their role in identifying, screening and selecting nominees for rewards and recognition.

Evidences (ER)

ER 1.1 -

Practices Level III R&R-I-P3.1

The top management can describe/explain how they are involved in identifying, screening and selecting employees for rewards and recognition.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-I-Development of R&R Screening and Selection Criteria and Processes

Competencies Level II R&R-I-C2.1

Collaborates with the R&R Committee in developing screening and selection criteria and processes for the Agency’s customized R&R programs.

Evidences (ER)

ER 1.1 -

Competencies Level III R&R-I-C3.1

Develops R&R screening and selection criteria and processes that take into account inputs from other HRM areas and external sources (e.g., feedback from external clients/ community), in collaboration with R&R Committee.

Evidences (ER)

ER 1.1 -