RPI Best Practice Program 2009
Nomination Form
Deadline for Entries: December 1, 2008
Thank you for taking the initiative to nominate an organization for the Recognition Professionals
International, (RPI - formerly NAER) Best Practice Award. Before completing this nomination
form, please carefully review the RPI Best Practice Standards.
Eligibility and Application Fees
Organizations may self-nominate or be nominated by someone outside the organization.
Please note: A nomination of any organization other than its own must be with the nominee’s
approval. Recognition consultants or resource providers may not nominate client programs that
are available to the marketplace for sale, however a client organization that has put the
consultant’s program into practice and is currently using the consultant’s program is eligible,
even if nominated by the consultant.
Nominees must be willing to share their programs and processes with RPI, be audited and have
the results published. RPI Best Overall Award Recipients must be willing to present their
programs/practices in a one (1) hour presentation at the RPI 2008 Fall Summit, Chicago, Illinois.
The application fee for submission of a nomination is $150.00 for nominees who are RPI
members and $400.00 for nominees who are not RPI members. The non-RPI member
application fee will include a one-year RPI membership. The application fee should be
submitted with this Nomination Form.
Completing the Nomination Form
Part A asks for basic information about your organization.
Part B asks for specific information about your recognition program in the context of the specific
items covered by the Best Practice Standards.
All nominations must be submitted on this Best Practice Nomination Form and must be
accompanied by a program document and/or other relevant materials sufficient to demonstrate
that the program is documented as required by the Standards. These materials must be
submitted via the online form, in an electronic format to Christi@recognition.org or sent
on CD to the below address. Please use pdf or jpeg images and Word programs. Materials
must be submitted to:
Recognition Professionals International (RPI)
1601 North Bond Street, Suite 303
Naperville, IL 60563
To assist our judges, please keep the following two important points in mind:
1. Please give specific examples in the Nomination Form, whenever possible, to
supplement general statements; and
2. Please include specific cross-references in the nomination form to the supporting
documents and supplemental materials.
As you prepare this Nomination Form, please refer to the Best Practice Standards for more
specific guidance on each item
RPI Best Practice 2009
Nomination Form Deadline for Entries: December 1, 2008
Page 2
Part A: General Information
Name of organization: ALLSTATE FINANCIAL
Dept/Division/Section (if applicable):
Address: 3100 SANDERS ROAD
City/State/Zip: NORTHBROOK, IL 60062
1) Number of employees: Approximately 3,400
2) The organization is:
___ non-profit
___ government
_X__ for-profit
3) Industry: INSURANCE/FINANCIAL SERVICES
4) If we choose to study your organization, whom should we contact for more information?
Name: BEVERLY J. EDWARDS
Position: SENIOR MANAGER
Address (if different than above): Same as above
City/State/Zip: Same as above
Phone Number: (847) 402-2725
RPI occasionally transmits information regarding the Best Practice program via electronic
communications (Email).
I authorize the Recognition Professionals International (RPI) to send association Email communications
to my Email Address: Beverly.edwards@allstate.com
RPI occasionally transmits information to its members via FAX communications.
I authorize the Recognition Professionals International (RPI) to send association FAX communications to
my Fax number:
Who referred you to RPI?
How did you hear about RPI? AF’s Executive Sponsor for Recognition
Nominated by:
Name: Beverly Edwards
Organization: Allstate Financial
Address: 3100 Sanders Road
City/State/Zip: Northbrook, IL 60062
Email: Beverly.edwards@allstate.com
Phone: (847) 402-2725
RPI Best Practice 2009
Nomination Form Deadline for Entries: December 1, 2008
Page 3
Part B: Program Information
Please complete each of the specific recognition program elements covered by the seven Best Practice
Standards:
Standard 1.
Standard 2.
Standard 3.
Standard 4.
Standard 5.
Standard 6.
Standard 7.
Recognition Strategy.
Management Responsibility.
Recognition Program Measurement.
Communication Plan.
Recognition Training.
Recognition Events and Celebrations.
Program Change and Flexibility.
All nominations are judged first on Standards 1 and 2, which are the basic elements of a successful
recognition program, and then on Standards 3 through 7, which treat specific program elements in more
detail.
Please respond to each item in the spaces provided below. If necessary, you may create additional space
below the item as needed.
Standard 1. Recognition Strategy.
Describe the organization’s recognition strategy. Include the specific recognition strategy
statement and describe how the recognition strategy links to the overall organizational vision,
mission, and values.
The Allstate Financial (AF) Recognition Program, BRAVO, stands for “Bringing Recognition to
Allstate Financial through Values and Our Shared Vision." BRAVO is designed to support
employees as we build a culture of recognition where saying “thank you” is a day-to-day norm.
The name BRAVO is symbolic of recognition and reflects the primary criteria associated with
our strategy: Recognizing and rewarding employees who display the values and behaviors
identified as essential to our success and are key to achieving operational excellence.
In 2007, the Allstate Corporation introduced “Our Shared Vision”. The Vision is who we are,
what we expect from each other and the essence of the Allstate brand. Our Shared Vision
includes Our Purpose, Strategic Vision, Our Values, Corporate Goal, Our Principles and Our
Operating Priorities. There are seven principles within Our Shared Vision and principle number
six specifically identifies recognition as an area of focus across the entire Allstate Corporation.
Allstate Principle Number Six: Hire carefully, develop and inspire aggressively, manage
respectfully, empower, reward and celebrate people.
To help employees embrace the Allstate Shared Vision, a companion guide was developed
entitled, Reinvent: The Allstate Employee Guide to the Future. Within this book, each principle is
discussed in detail. In reference to principle number six, “Allstate leaders, at all levels of the
company, have a responsibility to help our people be the best they can be. Our employees can
expect Allstate to treat them with respect and provide a supportive, stimulating and rewarding
workplace.”
Further, the Chief Executive Officer of Allstate is cited within Reinvent as stating, “Our Shared
Vision is the roadmap to realizing our full potential. We must live these concepts in everything
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Nomination Form Deadline for Entries: December 1, 2008
Page 4
we do, each day.” As such, the senior most leader within Allstate advocates for recognition as
part of the company culture.
In addition to its inclusion in the Shared Vision, recognition is also highlighted in the Allstate
Partnership which is an annual discussion all employees and managers have to ensure
employees know what is expected of them by the company and what they should expect from
the company. Specifically, the Partnership states, “You (the employee) should expect Allstate to
recognize you for your accomplishments.” The Allstate Partnership promotes working together
to create an environment where every employee can do his or her best so that the company can
do its best. As an output of doing their best, employees should be rewarded and celebrated
appropriately. The Allstate Financial BRAVO program enables us to uphold our commitment to
recognition.
2. Provide examples of how the organization provides a three-dimensional approach to
recognition through the following: (See the Best Practice Standards for definitions.)
Day-To-Day Recognition: Documentation taken from the AF BRAVO Recognition website:
(see Exhibit 3 – Day-to-Day Recognition)
BRAVO Card Program - The BRAVO Card Program makes saying thank you easy! BRAVO
cards enable day-to-day, personal, specific and timely acknowledgement of employees, across
all levels and all areas of responsibility.
Employees simply write and deliver a card to employees or teams seen living any of the values
listed on the back of the card (Our Shared Vision Values). Employees are reminded to cite
specific examples to make the recognition more specific and meaningful to the recipient. After
completing the message on the card, the information on the side tab is filled out. Then the side
tab is torn off at the perforated section and placed in a BRAVO box located within AF’s
designated areas. The sender of the recognition should personally deliver the BRAVO Card to
the recipient along with a BRAVO sticker that says “I received a BRAVO” today. The BRAVO
card giver also receives a sticker that says “I gave a BRAVO today”.
On a quarterly basis, names are drawn to recognize and reward a few individuals in each
location who have received or given recognition. There is no limit on cards or entries. Winners
are recognized and communicated via the BRAVO Recognition website.
*Some locations even hold a quarterly drawing for specified parking spots.
Informal recognition:
Informal recognition covers a wide spectrum of activities and events, which are uniquely defined
and carried out by the various areas of responsibility (AORs) at their discretion. Some examples
of informal recognition programs are listed below:
 Super Job Awards
 “It’s Your Choice” Certificate
 Jeans Days
 Recognition Lunches
 Pie Days
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Nomination Form Deadline for Entries: December 1, 2008
Page 5

Sweet Points
Formal recognition: Documentation taken from the AF BRAVO Recognition website:
BRAVO AWARD PROGRAM (see Exhibit 1 - Formal recognition – AF BRAVO Recognition
Website - BRAVO Award)
Rewarding employees who display the values and principles identified as essential to our
success is key to growing the value of the company for our customers, our associates, our
shareholders, our communities and society.
The BRAVO Award Program consists of the BRAVO Award and the President’s Award.
BRAVO Award
The BRAVO Award program offers a formalized avenue for recognition where recipients are
recognized for delivering results in a manner consistent with our values. Employees are
encouraged to nominate others living the Allstate Values, found in Our Shared Vision, for a
BRAVO Award.
Individuals or teams are eligible to receive this values-based company level award.
Who is eligible to enter
All current full and part-time Allstate Financial employees in the following offices are eligible to
participate in the BRAVO Award program: Jacksonville, Florida; Lincoln, Nebraska; and Buffalo
Grove, South Barrington, Northbrook, and Vernon Hills, Illinois (“Eligible Employees”). This
includes employees in Shared Services who work primarily on Allstate Financial matters, in the
following Departments: Corporate Relations, Enterprise Technology, Facility Services, Human
Resources, Investments, Financial Law and Marketing.
For purposes of the BRAVO Award program, “Allstate Financial” means Allstate Bank, Allstate
Life Insurance Company, Allstate Life Insurance Company of New York, Allstate Workplace
Division and Lincoln Benefit Life Company.
Allstate bonus level leaders and above are eligible to receive BRAVO Awards and President's
Awards, but are not eligible for monetary awards under the BRAVO Award program.
Nomination Criteria
The primary criteria to be considered when nominating individuals or teams for a BRAVO Award
are the Allstate Values and Principles, which are a part of Our Shared Vision. Nominees must
have exhibited one or more of the values and achieved at least one of the principles to be
considered for a BRAVO Award.
How To Nominate
All BRAVO Award nominations must be submitted by completing an on-line nomination form.
The nomination form must be submitted via e-mail to the recognition coordinator in the
nominee’s area of responsibility (AOR). If you are unsure of the nominee's AOR, please ask
your manager. For example, if you are in the Product AOR and nominate someone in AF
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Nomination Form Deadline for Entries: December 1, 2008
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Technology, you would e-mail the completed form to the Technology AOR recognition
coordinator.
Selection Process
The AOR recognition committee has the responsibility of reviewing and rendering a decision on
each nomination. Only nominees with performance rating of “Fair” or above will be considered
for BRAVO Awards. If the nominee is determined ineligible, the nomination is not considered
further. The nominator is informed of the committee’s decision.
For eligible nominees, the AOR recognition committee will review and discuss the nomination to
ensure the specified award criteria are met and make a decision accordingly. Upon approval,
the nominator and the winner’s manager are notified. If the nomination is not approved, the
nominator is notified of the committee’s decision.
Award Presentation
Ceremonies to present the winner’s award vary by AOR. Examples include celebration at the
AOR quarterly communication meeting, division or team meetings. An electronic request is also
submitted to the BRAVO mailbox to post the winners’ names to the BRAVO Recognition
website.
Communication
The BRAVO Award winners are announced to Allstate Financial employees through the
following communication vehicles:


Allstate Financial BRAVO Recognition website (see Exhibit 5 - AF BRAVO Recognition
Website - Look Who's Being Recognized)
AOR-specific, e.g. newsletters, websites, recognition bulletin boards, department meetings
Award
Memento
Monetary Reward

Certificate
Individual: $250 (gross) cash or choice of item with equivalent
value

Award name
plate (blue Team: same as individual with $1,000 cap. If 2-3 team
or silver)
members, cap is $250 each; if 4+, $1,000 is divided equally
between all team members.
President’s Award (see Exhibit 2 - Formal recognition – AF BRAVO Recognition Website –
President’s Award)
The highest form of recognition within Allstate Financial is the President’s Award. Recipients
must have previously received a BRAVO Award. Only individuals are eligible to receive
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Nomination Form Deadline for Entries: December 1, 2008
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President’s Award recognition. Team BRAVO Award recipients are not eligible for the
President’s Award.
Eligibility Criteria
Only nominees who have previously received a BRAVO Award are eligible for the President’s
Award. Potential President’s Award recipients must have demonstrated a minimum of two
Allstate Financial Values and achieved at least two Allstate Financial Principles.
Selection Process
On a quarterly basis, BRAVO Award nominations approved during the current quarter are
forwarded to the Allstate Financial Corporate Recognition Team. The corporate team is made
up of representatives across all Allstate Financial AORs and locations. The team meets to
select the winners for the quarter. Prior to the meeting, each team member reviews the eligible
nominations, which are stored in a shared repository for easy access, and make their selections
based on the specified award criteria. Each team member comes to the meeting prepared to
cast their votes, generally four votes, for their selected nominees.
Generally, there are four President’s Award winners. However, the corporate team has the
authority to award fewer or more awards based on the results of the voting and group
consensus.
After the President’s Award winners are chosen, the corporate recognition team leader does the
following:
1. Identify team members to notify the award winner’s manager to communicate to their
employee that they’ve won the award and determine the award selection (either cash or
Premier Choice award).
2. Send a summary email to the AF Corporate Recognition Team listing the award
winners, their managers’ names, the team member responsible for contacting the
manager, and the information that is to be relayed to the manager (which encompasses the
timeframe for getting the information back to the team the leader).
3. Send an email to the AF Corporate Recognition Team with voting tally.
4. Complete and submit payment requisition forms for each award winner based on their
award selection.
Award Presentation
See “Communication” directly below.
Communication
The President’s Award winners are announced to Allstate Financial employees through the
following communication vehicles:

Allstate Financial website
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Nomination Form Deadline for Entries: December 1, 2008
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
Allstate Financial BRAVO Recognition website (see Exhibit 2 – Formal Recognition –
President’s Award; Exhibit 5 - AF BRAVO Recognition Website - Look Who's Being
Recognized; Exhibit 6 - President's Award Winner's Video)
Allstate Financial TV monitors
Allstate Financial marquees
AOR-specific, e.g. newsletters, websites, recognition bulletin boards, department meetings



Award
Memento
Monetary Reward

Certificate
Individual: $250 (gross) cash or choice of item with
equivalent value

Award name plate (blue
or silver)


Award name plate (gold);
Letter from President of
Allstate Financial
Framed photo with
Individual only: $1,000 (gross) cash or choice of item
Allstate Financial
President or Officer
with equivalent value
Video on DVD (see
Exhibit 6 - President's
Award Winner's Video)
Copy of nomination



Team: same as individual with $1,000 cap. If 2-3 team
members, cap is $250 each; if 4+, $1,000 is divided
equally between all team members
3. Provide examples of documented procedures for the following:
a) Process for identifying and recognizing day-to-day positive behaviors
Please refer to Question 2 above.
b) Nomination, selection criteria, notification, and tracking procedures
Please refer to Question 2 above.
c) Award selection
Please refer to Question 2 above.
4. Describe the overall recognition program objectives and how they align with the recognition
strategy.
The overall recognition program objectives align with the recognition strategy by providing a
means to reward, recognize and celebrate people for their accomplishments, which are the
commitments to every Allstate employee as documented in Our Shared Vision and the Allstate
Partnership.
 BRAVO Card Program Objectives:
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Nomination Form Deadline for Entries: December 1, 2008
Page 9

a. Make saying thank you easy.
b. Enable day-to-day, personal, specific and timely acknowledgement of
employees, across all levels and all areas of responsibility.
BRAVO Award Program Objective: Offer a formalized avenue to recognize employees for
their accomplishments and for delivering results in a manner consistent with our values.
5. Describe how the organization builds continuous improvement into its recognition programs.
The AF BRAVO recognition program is reviewed on an annual basis to ensure alignment to
strategic initiatives and overall company direction. At the beginning of each year,
subcommittees are formed within the Allstate Financial Corporate Recognition team to
brainstorm ideas to enhance existing programs and suggest new programs. Additionally,
employee feedback is considered and incorporated into the program on an on-going basis and
as appropriate. Employee feedback comes from submissions to the BRAVO mailbox,
recognition team members who share comments and ideas on behalf of their peers, and the
annual company measurement survey.
Standard 2. Management Responsibility.
1. Describe senior management’s role in defining and documenting the organization’s
recognition strategy and policies.
 It is clear to see that senior management is invested in recognizing our employees as
evidenced in the company’s vision and partnership statements. Specific to the recognition
strategy and policies, senior management has allocated human resources who work within
broad parameters to keep recognition alive in Allstate Financial.
2. Describe how senior management has identified and allocated adequate resources to
manage and maintain the recognition program. Describe these general roles and
responsibilities.
 Senior management identified human resources to manage and maintain recognition
programs and events based on several factors:
 Indicated interest in recognition: Senior management understands that implementing
a recognition program requires participation by employees who are motivated to
provide recognition.
 Previous receipt of recognition: Another aspect senior management considers in
identifying resources is their having already experienced the power and value of
recognition. This often comes from having previously received recognition.
 Ability to participate in recognition activities: Senior management understands there
is a time commitment required to participate in recognition.
 In addition to personnel, senior management has identified and allocated adequate financial
resources needed to carry out the recognition programs and events.
General roles are defined as follows:
Corporate Recognition Team Leader:
 Program Management – time commitment: 3 hours monthly
 Ensures ongoing recognition programs are carried out as designed
 Leads discussions on new recognition program ideas; works with team and
Executive Sponsor to decide on new programs to implement for the year
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






Ensures and encourages all team members to actively participate in recognition
programs
Team Meetings – time commitment: 6 hours monthly
 Schedules bi-weekly meeting appointment for the year
 Reserves meeting room for the year
 Creates meeting agenda and distributes to team prior to meeting
 Facilitates team meeting
 Captures meeting minutes, action items (including owners and due dates) and
distributes to the team
Communications – time commitment: 2 hours quarterly
 Informs Executive Sponsor of all recognition programs and events
 Reviews and approves all communications sent to AF or posted to the BRAVO
website; obtains Executive Sponsor approval as needed
 Communicates (via email or face-to-face) recognition program updates and metrics
to the AF Executive Committee
Reporting – time commitment: 4 hours quarterly
 Creates quarterly report providing updates on recognition programs, metrics and
expenses
Expense Management – time commitment: 4 hours in January to prepare & obtain annual
budget plan approval; 1 hour monthly
 Prepares annual budget plan and submits to Finance representative for approval
 Approves all expenditures; submits to expense representative for payment
 Tracks actual expenditures and tracks against the budget plan
Performance Management - time commitment: approx 1.5 hours each annually (varies
based on the number of team members)
 At the end of the year, prepare a narrative describing the team members’
contributions based on the documented performance standards
Recognition Program(s) - time commitment: varies depending on subcommittee
 Actively participates in recognition program(s) and events. Program Manager is
expected to participate on one or more subcommittees responsible for carrying out
recognition programs.
Corporate Recognition Team Member:
 Team Meetings – time commitment: 2 hours monthly
 Attends and actively participates in bi-weekly team meetings
 Recognition Program(s) - time commitment: varies depending on subcommittee
 Actively participates in recognition program(s) and events. Each team member is
expected to participate on one or more subcommittees responsible for carrying out
recognition programs.
“Area of Responsibility” (AOR) Recognition Team Leader
 Program Delivery – time commitment: 2 hours weekly
 Receive and process Area of Responsibility-level recognition nominations
 Manage the recognition process through to delivery completion of the award
 Participate in the quarterly review of received nominations for corporate level
recognition
 Team Meetings – time commitment: 2 hours monthly
 Attends bi-weekly meetings throughout the year
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Nomination Form Deadline for Entries: December 1, 2008
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


 Participates in team meetings
Communications – time commitment: 2 hours quarterly
 Leads and/or participates in on-going Area Of Responsibility communications (via,
Leadership meetings, communication meetings, email or other face-to-face)
Expense Management – time commitment: 1 hour monthly
 Receives confirmation of annual budget plan
 Approves all expenditures; submits to expense representative for payment
 Tracks actual expenditures and tracks against the budget plan
Recognition Program(s) - time commitment: varies depending on subcommittee
 Actively participates in recognition program(s) and events. AOR Recognition Team
Leader is expected to participate on one or more subcommittees responsible for
carrying out recognition programs
 Actively participate in special recognition events and programs as they are
conducted, e.g. Allstate’s Sugar Bowl recognition promotion.
“Area of Responsibility” Recognition Team Member
 Program Delivery – time commitment 2 hours weekly
 Receive and review recognition nominations from within the AOR
 Provide input and feedback regarding the recognition program based on feedback
provided to them as members of the committee
3. Give examples on how recognition is part of management reviews and agendas. Describe
how senior management holds managers responsible for constructively participating in
recognition.





Each quarter, Allstate Financial senior management produces a measurement dashboard
containing Key Performance Indicators
Management sets and manages the annual budget for recognition program activities
Periodic presentations are given to AF Executive Committee (via email or face-to-face).
These presentations provide recognition program updates and metrics.
Within an Area of Responsibility, each company-level award given is first sent to
management for their awareness.
Within Allstate Financial, managers are considered leaders within the company. As leaders,
they are assigned Organizational Success Factors.
4. Describe how senior management supports the recognition program, communicates their
support to all employees, and is personally involved in the program.
In addition to aligning recognition to the corporate vision and allocating human and financial
resources to carry out recognition programs, senior management support and involvement
includes the following:
 Including employee recognition results for the quarter in the AOR Quarterly Communication
Meeting (QCM)
 Recognizing employees who have received corporate level awards over the last quarter.
Also, upon request, senior management participates in recognition events, e.g. cake serving at
AF’s 50th Anniversary Celebration and attendance at the semi-annual Milestone Anniversary
Luncheon.
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5. Describe how senior management periodically reviews the recognition programs to
determine effectiveness.
On an annual basis, the recognition budget is reviewed for appropriate funding. On a quarterly
basis, recognition metrics are reviewed and evaluated, as well as, status on recognition
programs and events, accomplishments for the past quarter and plans for the remaining
quarters. Also on an annual basis, Allstate’s corporate wide assessment of employee perception
of recognition (referred to as “QLMS survey”) measures employee satisfaction with recognition.
Standard 3. Recognition Program Measurement.
1. Describe how your recognition program results are linked to recognition strategy and
program objectives and then measured for effectiveness. The measures should be statistically
valid and substantive in nature. (Examples could be nominations per communications dollar,
level of participation in programs, productivity increase per recognition dollar, and employee
feedback through surveys, etc.) Be sure to include at least one year of data.
As stated in Standard 1 of this entry, the AF BRAVO Recognition Program directly supports the
Allstate Shared Vision and Allstate Partnership. For specific objectives, please refer to Standard
4 above.
Quality Leadership Measurement System (QLMS) Annual Employee Survey
Survey Question: Other than pay, I’m recognized for my accomplishments.
2007 Total Company: 79%
2007 Allstate Financial: 68%
2006 Allstate Financial: 69%
BRAVO Card Program
Year
BRAVO Cards Given
% increase
2005
6,519
n/a
2006
8,669
33%
2007
9,383
8%
2008 (through Q3)
7,769
n/a
BRAVO Award Program
Year
BRAVO Awards
2007
129
2008 (through Q3)
144
President’s Award Program
Year
President’s Award
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Nominations
2007
34
2008 (through Q3)
64
2. Describe how the organization documents employee and manager participation in
recognition programs and include at least one year of participation data.
Please refer to program tracking charts above. Allstate Financial does not differentiate between
manager and employee participation in programs as AF leadership believes recognition should
be given by employees at all levels to employees at all levels.
3. Describe employee and manager satisfaction ratings with the organization’s recognition
programs. Explain how employee satisfaction was measured. Include at least one year of
data and/or a summary report.
Please refer to QLMS data provided above.
Standard 4. Communication Plan.
1. Describe the organization’s overall strategic recognition communication plan, its goals and
programs. Include specific information about branding, methods, frequency and content of
communications.
Overall Strategic Recognition Communication Plan/Goals
Goal: To provide ongoing awareness communications and recognition education to Allstate
Financial employees regarding the BRAVO (Bringing Recognition to Allstate Financial through
Values and Our Shared Vision) Recognition Program on a daily, monthly and quarterly basis.
BRAVO communications help to recognize those employees who display the values and
behaviors identified as essential to our success.
Branding/Methods/Frequency/Content of Communications
The BRAVO program is designed to support employees as they build a culture of recognition
where saying “thank you” is a day-to-day norm.
BRAVO Logo – updated in 2007…recognized throughout Allstate Financial as the “symbol” for
recognition.
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BRAVO card – The BRAVO Card program makes it easy to recognize employees across all
areas of responsibility on a daily basis and encourages peer-to-peer recognition.
The BRAVO Card program makes saying thank you easy! BRAVO cards enable day-to-day,
personal, specific and timely acknowledgement of employees, across all levels and all areas of
responsibility.
BRAVO Award/BRAVO Team Award - Winners are recognized and communicated via the
BRAVO Recognition website, local AOR meetings and newsletters.
President’s Award – The quarterly President's Award winners will be announced to all Allstate
Financial employees via The eXchange (The Allstate Financial resource for Allstate Financial
news), and videos featuring each winner are present on the BRAVO home page where one can
click on a photo to read the winner nominations. (see Exhibit 4 - President's Award Winner's
Video)
2. Describe any tools or media used to communicate the recognition program (examples
include internet and intranet, presentation or trainings, bulletin boards, posters, video, CD, email, literature, telephony, etc.)
Communication Tools/Media:
The BRAVO Recognition website – The Intranet (see Exhibits 1- 6)
Allstate Financial BRAVO Recognition e-mailbox – Source of all leadership communications,
in addition to a variety of BRAVO specific communications, to Allstate Financial employees via
e-mail. Examples include:
 BRAVO Card Drive
 Employee Appreciation Day
 Semi-annual Milestone Anniversary Luncheon information
Allstate Financial Executive Committee Meeting – Periodic presentation of recognition
metrics and recognition awareness of current activities provided to the Allstate Financial
Executive Committee by AF Corporate Recognition Team Leader and Executive Sponsor.
Bi-weekly Allstate Financial Corporate Recognition Team Meeting – Agenda and meeting
minutes maintained and shared with Allstate Financial Corporate Recognition team members.
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Recognition Expo for Leaders – Recognition education training for leaders provided at all
locations at least once a year. Literature on BRAVO program in addition to recognition tools and
tips provided to attendees.
Communication Center Bulletin Board Posters – Recognition event awareness such as
BRAVO program and other special events posted at all Allstate Financial locations including:
Vernon Hills, IL; Jacksonville, FL; Northbrook, IL and two in Lincoln, Nebraska.
BRAVO Card box inserts – Promotional collateral posted at BRAVO card stub drop-off boxes.
Standard 5. Recognition Training.
1. Describe the organization’s overall recognition training strategy for managers and employees
and its role in the organization’s recognition strategy. Describe how the organization has
committed resources to the training. Include examples of training curriculum, literature,
materials, videos, etc.
Allstate Financial leverages a variety of different training vehicles to educate employees about
recognition. In addition to the recognition tips/topics/instructions available to all employees on
the AF BRAVO Recognition website, Allstate Financial is committed to continuous promotion of
recognition as a key part of the company culture. For example, in late 2006, all employees
learned about recognition via a video produced in-house entitled “Recognition Rejuvenator”.
Further, formal training to managers was delivered via a presentation to inform managers of the
importance of recognition and the myths and truths of recognition and to explain the options
available to them for recognition within Allstate Financial. The presentation was supplemented
with handouts which included a Recognition Rating Test, 25 Ways to Say “Thank You”, 21
Ways to Say “Well Done”, Tell us about you!, the Allstate Financial Values and Principles of
Operational Excellence, Quotes for Recognition and BRAVO cards.
2. Give examples on how the recognition training has met its objectives, how it has been
effective, and the results achieved.
Standard 6. Recognition Events and Celebrations.
1. Describe the process for celebration, event planning, and/or award ceremonies to recognize
employees.
Primary recognition of a BRAVO Award winner happens at the AOR level. The winner’s
manager and the nominator are encouraged to plan a department celebration of their choice
(i.e., food, balloons, etc.) to surprise the award winner with a BRAVO nameplate, a certificate
and a copy of the nomination. The celebration can be a stand-up meeting or incorporated into a
regular department meeting. Some areas list all quarterly winners in an email and distribute the
email message to wide audience. Other areas also include full nominations as a regular feature
RPI Best Practice 2009
Nomination Form Deadline for Entries: December 1, 2008
Page 16
in weekly all-employee e-newsletters. Quarterly President’s Award winners are featured in
individual videos on the BRAVO Recognition website; an employee communication announces
the winners and links everyone to the site to view the recognition video.
In addition to BRAVO and President’s Award celebrations, AF sponsors supported desktop
deliveries of memorabilia with the BRAVO program logo and messages such as “You Are
Appreciated” or “Thanks for All You Do”. Further, the Corporate Recognition team has held
lunch-hour promotions of the BRAVO program.
2. Describe how the organization has assigned responsibility for event planning and
implementation.
The Area of Responsibility Recognition Committee Member is responsible for working with the
BRAVO Award winner’s manager and nominator to ensure the winner is celebrated and
recognized within their area in a timely fashion after award approval. The same is true for the
President’s Award winners. Managers and nominators are equipped with the recognition items
that go with each award.
3. Describe how the events demonstrate creativity, management involvement, and include any
event documentation – including photos, newsletter stories, etc.
Managers are involved in the celebration planning as they know best how their employee would
like to be recognized and can ensure the recognition is consistent for all winners in their area.
Managers are encouraged to buy a “Congrats” helium balloon to present with the award
materials. In one location, the manager submits a “congratulations” note from the department to
include in the weekly e-newsletter going to all employees. Here is a sample:
CONTACT CENTER LEADERSHIP TEAM
We congratulate Susie Queue on recently receiving a BRAVO recognition award! Susie worked over
the last year to deliver the new 100% Call Recording project. This project is helping us obtain
actionable insights into our calls to improve the caller and employee experience.
Standard 7. Program Change and Flexibility.
1. Describe the regular process to review and evaluate recognition program elements and
change them as needed to promote the organization’s goals and values.
Between December and January, the Corporate Recognition team performs a high level review
of current programs to determine what continues/discontinues and generate ideas for new
programs/events for the upcoming year. As events occur, program evaluations are conducted
by the respective program subcommittee responsible for hosting the event. The intent of the
evaluation is to discuss and document what worked/didn’t work and identify lessons learned.
The program evaluation has proven to be very beneficial through application of lessons learned
to improve events. Other subcommittees regularly take advantage of the lessons learned and
apply as appropriate.
2.
Describe how the organization has adjusted recognition to meet the diverse needs of
individuals and teams. Please describe the process, any significant changes that have been
made, the reasons for the changes, and how the changes have affected the programs.
RPI Best Practice 2009
Nomination Form Deadline for Entries: December 1, 2008
Page 17
Allstate Financial’s diversity in workforce locations has created a need to make recognition
“tools” available to all employees in Illinois, Nebraska, Florida, at home, etc. The BRAVO e-mail
box and recognition team members, who represent all the Allstate Financial Areas of
Responsibility, are the primary sources for gathering valuable employee feedback. The
feedback received via the BRAVO email box are given directly to recognition team members is
discussed during bi-weekly recognition team meetings and consensus is reached on how to
respond/act on feedback. One example of incorporating employee feedback follows…
The BRAVO Card Program began with using a physical card to give recognition. Positive
feedback received on the physical card included such statements as “consistent way to
recognize”, “BRAVO cards can be displayed”, “it’s visible”. Feedback for improving the BRAVO
card program centered on the ability to give a BRAVO card to a team, more visibility for the
person(s) being recognized and the need to provide timely BRAVO card thank yous to
employees in other locations and remote workers. To address this feedback, two solutions were
made available to employees: 1) a soft copy BRAVO card was created that can be emailed and
2) the BRAVO logo was made available via the recognition website to download for recognition
purposes. A third solution to address the improvement feedback is a web-based BRAVO card,
which is currently in development and will be launched in first quarter 2009. The outcome of
implementing these suggestions is an increase in employee recognition. By providing easy and
multiple ways to give day-to-day recognition, people are using the recognition tools. On the
downside, the number of BRAVO “cards” given via email is not captured in the recognition
metrics. The team considered this drawback and quickly came to the conclusion that providing
solutions to employee feedback would increase recognition, which was more important than the
ability to track the number of cards given. With the web-based BRAVO card to be launched
early 2009, there is a built-in counter which will resolve the tracking issue.
Is there additional information about the recognition program that would be helpful for us to
consider?
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Nomination Deadline:
Completed Nomination Forms with application fee must be postmarked by December 1, 2008:
RPI Best Practice Committee
1601 N. Bond Street, Suite 303
Naperville, IL 60563
Christi@recognition.org
If you have any questions about the Best Practice Program or the nomination process,
please contact RPI Headquarters at 630-369-7783 or Christi@recognition.org.
RPI Best Practice 2009
Nomination Form Deadline for Entries: December 1, 2008
Page 18
RPI Best Practice 2009
Nomination Form Deadline for Entries: December 1, 2008
Page 19
2007 RPI Best Practice Application Fee Form
Company Name: ALLSTATE FINANCIAL
Address: 3100 SANDERS ROAD
City, State, Zip Code: NORTHBROOK, IL 60062
Contact Name: BEVERLY J. EDWARDS
Telephone: 847-402-2725
Fax: 847-402-5081
Email: Beverly.edwards@allstate.com
RPI 2008 Best Practice Application Fee
Check the appropriate fee box.
RPI Member Company
$ 150.00 
Non-Member Applicant (Includes 1 year RPI membership)
$ 400.00 √
 Check enclosed
PAYMENT METHOD Total Payment: $400
√ Charge $400
to
 MasterCard
 Visa
 American Express.  Discover Card
Credit Card #
Expiration Date_________
Signature
Please make check payable to RPI (U.S. dollars) or pay by credit card
RETURN Mail THIS PAYMENT FORM with Best Practice Application TO:
RPI
1601 NORTH BOND STREET, SUITE 303
NAPERVILLE, IL 60563
Payments or contributions to RPI are not deductible as charitable contributions for Federal Income Tax
purposes. Payments may be deductible as a business expense to the extent allowable by law. If in doubt,
please consult your attorney and/or tax advisor.
Thank you for your support of Recognition Professionals International (RPI)