Date issued: 01/11/2015
Preamble
The Government of Saskatchewan (GoS) is committed to positive recognition of employees as a way to create a motivating, engaging and productive work environment so that we can continuously improve service to the citizens of Saskatchewan.
Purpose
Of employee recognition is to:
- show employees they are valued and appreciated;
- positively influence employee engagement;
- encourage high performance;
- reinforce Executive government's vision and values; and
- support the achievement of ministry and GoS goals.
Objectives
Of the Employee Recognition policy:
- ensure employee recognition activities are established across Executive government and within ministries;
- raise awareness of Executive government's commitment to employee recognition;
- provide clear expectations and guidance to ministries and employees regarding employee recognition activities in Executive government; and
- establish roles and responsibilities of the Public Service Commission (PSC), Protocol Office, permanent heads, employee recognition ambassadors, managers and employees.
Definitions
Deputy Minister's Award*
A ministry employee recognition program that recognizes an employee or team for their contributions, efforts, achievements and/or behaviours.
For the purposes of this policy, Deputy Minister's Award must include:
- clear purpose;
- at least one award that is based on demonstration of Executive government's core values and/or achievement of business results;
- established selection criteria; and
- transparent nomination and selection process.
*Note: Specific name of the award to be determined by the permanent head.
Employee Recognition
Positive acknowledgement of an individual's or group's commitment, contribution, effort, achievement and/or behaviour that supports the organization's goals and values. Employee recognition covers a range of activities in the workplace that encourages employees to feel appreciated, valued and motivated.
Employee Recognition Activities:
Established practices and/or programs at the corporate and ministry levels to foster employee appreciation.
Practices
Informal, unstructured day-to-day acts of appreciation given in a timely, sincere and specific manner to positively acknowledge employees or groups. Informal employee recognition activities must align with this policy. Examples of practices include: assigning employees to tasks and projects they strive for, sending thank you cards and establishing office bulletin boards for employees to display photos and meaningful memos.
Programs
Formal, structured, scheduled and standardized acts of appreciation to positively acknowledge employees or groups. Formal employee recognition activities must align with this policy. Examples of programs include: Premier’s Award for Excellence in the Public Service, Deputy Minister’s Award and Long Service Recognition.
Note: For the purposes of this policy, employee recognition activities do not include:
- events, gatherings and actions that do not have a recognition component and are solely social in nature; and
- in-range salary adjustments, salary supplements, salary structure adjustments, or any other monetary compensation that is allocated on a performance basis or under the terms of collective bargaining agreements.
Employee-to-employee
Informal employee recognition activities that allow peers, co-workers, managers and employees to positively acknowledge each other within a ministry and/or across ministries.
Levels of Application:
Employee recognition activities and policies are developed, administered and/or implemented at the corporate or ministry level.
Corporate
Includes:
- cross-government employee recognition policies and programs developed centrally and implemented centrally or by the ministry (see Appendix A)
Ministry
Includes:
- corporate policies and programs implemented by the ministry; and
- employee recognition activities developed and implemented by the ministry.
Principles of Employee Recognition
Employee recognition activities are:
- aligned with and reinforce Executive government's vision and values and the achievement of ministry and GoS goals;
- accessible to all employees;
- applied fairly, consistently and in a timely manner;
- meaningful and tailored to an individual employee or group;
- well communicated and delivered;
- inclusive and respectful of workplace diversity;
- built on transparent processes and procedures; and
- compliant with Executive government's financial practices.
Roles and Responsibilities
Public Service Commission (PSC)
Is responsible for:
- developing and implementing corporate employee recognition policies and programs;
- developing employee recognition guidelines for ministries;
- developing and providing tools, advice and assistance to ministries on the application of this policy;
- developing effectiveness criteria to evaluate corporate and ministry employee recognition activities; and
- monitoring effectiveness and consistent application of this policy and reporting as required.
Protocol Office
Is responsible for:
- Developing, and implementing the Premier's Award for Excellence in the Public Service.
Permanent heads
Are responsible for:
- Ensuring this policy is implemented within their ministry;
- Promoting and fostering a culture that supports and encourages employees to participate in the corporate and ministry employee recognition activities;
- Designating a senior official within their ministry to be the employee recognition ambassador to ensure clear ownership for employee recognition activities within their ministry;
- Holding employee recognition ambassadors and managers accountable for carrying out their responsibilities related to implementing this policy; and
- Establishing a Deputy Minister's Award program within their ministry.
Employee recognition ambassadors
Are responsible for:
- Implementing this policy in their ministries;
- Developing, implementing and communicating ministry employee recognition programs, including a Deputy Minister's Award;
- Developing, implementing and communicating ministry employee recognition practices;
- Promoting and fostering a culture that supports and encourages employees to participate in the corporate and ministry employee recognition activities;
- Developing and providing tools, advice and assistance to employees on the application of ministry employee recognition activities;
- Developing ministry effectiveness criteria to evaluate, monitor and report internally on ministry employee recognition activities as required; and
- Evaluating, monitoring and reporting the effectiveness of ministry employee recognition activities to the PSC as required.
Managers
Are responsible for:
- Demonstrating leadership by supporting and encouraging employees to participate in ministry employee recognition activities;
- Promoting and fostering a culture of employee-to-employee recognition; and
- Reporting on ministry employee recognition activities to their employee recognition ambassador as required.
Employees
Are responsible for:
- Participating in employee recognition activities; and
- Fostering a culture of employee-to-employee recognition
Application
This policy applies to employees of Executive government, including individuals hired as employees under contract.
Authorities
The Public Service Act, 1998, and Regulations, 1999
The Freedom of Information and Protection of Privacy Act
Income Tax Act, 1985 (see Rules for gifts and awards http://www.cra-arc.gc.ca/tx/bsnss/tpcs/pyrll/bnfts/gfts/plcy-eng.html)
Financial Administration Manual, Section: Treasury Board's General Management Policies:
Long Service Recognition #4315
Retirement Expenses #4320
Superior Performance Recognition #4325
Related Policies
Employee Recognition (Long Service) Policy, Human Resource Manual, PS 808-1
Employee Recognition (Retirement) Policy, Human Resource Manual, PS 808-2
Employee Recognition (Superior Performance) Policy, Human Resource Manual, PS 808-3
Policy Inquiries
For inquiries, please contact the Human Resource Service Centre.
Appendices
Appendix A: Corporate Employee Recognition Policies and Programs.