Employee Appreciation and Recognition Policy
1.
General
This policy is intended to appreciate and recognize an employee, a department and our entire staff for outstanding contributions that further the goals and objectives of
<<name of practice>>. Sincere thanks never grow old. Ongoing, meaningful appreciation and recognition provide an effective, low cost way of raising moral and encouraging higher levels of performance.
2.
Definitions
Recognition - refers to validation through demonstrated appreciation and acknowledgement and, in some cases, to rewards. Recognition covers a range of formal and informal practices in the office that collectively express and reinforce <<name of practice>> values and the way that people work together. There are two types of recognition included in <<name of practice>> employee appreciation and recognition process:
 Informal recognition - refers to everyday issues of trust, self-worth and working relationships with others. Informal recognition is extremely important in fostering appreciation, but is often overlooked. This type of recognition supports an employee's identification with the organization and its mission, and provides a foundation for formal recognition. Informal recognition can be done at the employee level, department level or organizational/practice level.

Formal recognition - refers to structured, scheduled activities <<fill in an example here (for example, the Length of Service Awards,) >> and departmental-level recognition events. The credibility and integrity of formal recognition programs within <<name of practice>> is crucial. Formal recognition can be done at the employee level, department level or organizational/practice level.
3.
Recognition Categories
3.1
Day to Day – (Informal) Managers, supervisors, leadership and staff personally acknowledge an individual for a job well done/contributions to the practice.
3.2
Above and Beyond – (Informal or Formal) Managers, supervisors, leadership and staff acknowledge an individual who has provided exceptional patient service, implemented an innovative or effective improvement, took on extra work, hours, etc., including but not limited to an individual demonstrating exceptional performance.
3.3
Career Milestones/Advancement/Professional Development – (Formal) This recognition involves recognizing employee milestones such as years of service, achievement of professional education (i.e., Certification, Master’s Degree), new position/responsibilities, publication, presentation at professional meeting.
1 | P a g e

3.4
Celebration/Group Events – (Formal) Recognition in this category can include, but is not limited to, acknowledgement and appreciation for successful completion of project, achievement of quality or utilization metrics, practice anniversaries, overall employee appreciation and more.
4.
Implementation
Identification of employee recognition/motivators: Managers, Supervisors and the
Hiring Manager/Office Manager are responsible for learning and identifying how individual employees would like to be appreciated and/or recognized. Managers and
Supervisors are encouraged to:
 Ask new hires about a favorite previous recognition moment during orientation or onboarding

See a team member as a complete person and ask questions to help identify employee motivators
 Get to know staff to be able to use what you know to identify recognition an employee would value
4.1
Day to Day – Managers, supervisors and leadership are responsible to personally acknowledge employee contributions to the practice. This can include verbal or written thanks for a task well done.
4.2
Above and Beyond – Managers, supervisors and leadership are responsible for acknowledging staff member contributions to the practice. Events or employee behaviors leading to “Above and Beyond” recognition may include exemplary teamwork, completion of a special project; employee generated new or improved work procedures, special effort under unique or difficult circumstances. This list provides common examples and is not exhaustive. When a staff member or team demonstrates exceptional work or, dedicates extra effort, appreciation and recognition can come from the employee’s immediate supervisor or if a team or group is involved a team supervisor, Office Manager or Leadership. Appreciation and recognition for work recognized or deemed Above and Beyond, will be discussed at a <<fill in blank, monthly manager meeting, disseminated to practice leadership via e-mail for rapid and timely virtual discussion, other…>. Above and Beyond recognition may take the form <<customize gift certificates; meals; plaques; certificates of appreciation; and items such as a practice logo sweatshirts, caps, or shirts; tickets to sporting or theater events; etc.>>. An employee, employees or staff that have gone above and beyond will receive <<customize this section…here>>.
Recognition will be tracked by the Office Manager on the recognition tracking form.
○ Career Milestones/Advancement – The Office Manager is responsible for acknowledging years of service recognition at each quarterly staff meeting.
Employees who have achieved an annual anniversary during the quarter will be acknowledged and recognized at the staff meeting for years of service to the practice. In addition: o Employees who achieve three years of service will receive <<fill in blank>>. o Employees who achieve five years of service will receive <<fill in blank>>.
2 | P a g e

o Employees who achieve ten years of service will receive <<fill in blank>>. o Employees who achieve fifteen years of service will receive <<fill in blank>>. o Employees who achieve twenty years of service will receive <<fill in blank>>.
4.3
Celebration/Group Events – Once a year on the <<fill in blank, could be date practice opened, could be first day of summer, could be Flag Day, whatever>> practice will host an Employee Appreciation and Recognition Day. Employees will be notified/reminded of this date 90 days in advance. The practice will <<fill in blank here regarding annual activities that will take place, see 100 No Cost or Low Cost
Appreciation and Recognition Ideas attached to this policy>>. The Office Manager is responsible for working with <<leadership, team of staff members>> to execute the celebration.
At least <<fill in a number here i.e. three>> times a year the Office Manager is responsible for working with <<leadership, team of staff members> to implement practice events/celebrations. <<Customize or delete this section based on practice structure…Budget and plans will be presented for approval to practice leadership at fill in blank here i.e. quarterly management meeting>> <<fill in time frame here i.e.
90 days >> in advance for approval.>> These dates will be shared with staff at least
<<fill in a time frame here i.e. one week>> in advance, << see 100 No Cost or Low
Cost Appreciation and Recognition Ideas attached to this policy>>.
Feedback, formal and informal, will be collected by the Office Manager at staff meetings after the events. The Office Manager will share results with staff and leadership at the next meeting and it will used for future planning.
5.
Monitoring
<<Fill in blank here… Supervisors or The Office Manager>> is responsible for ensuring the level of recognition requested and awarded corresponds to the level of accomplishment and to administer recognition in a consistent and timely manner.
The Office Manager will retain a list of all employees and recognitions received throughout the year. The Office Manager will share the employee recognition tracking list with leadership at least annually.
This policy will be reviewed at least every two years by the Office Manager for any changes or updates.
Effective Date:
Approved By:
_______________________________
Signature
________________
Date
3 | P a g e