Introduction

State government has thousands of dedicated employees Making a Difference for Delaware every day.  How their contributions are recognized affects how employees feel about their work, their commitment to state and agency goals, and the quality of services provided to the citizens of Delaware.  Making a Difference for Delaware is a campaign to recognize and reward the dedication, talents, and contributions of state employees.
Department and agency managers have a responsibility to ensure that frequent, appropriate, effective recognition is an integral part of agency operations.  Each department should promote employee recognition by developing initiatives to focus attention on the contributions of employees while fostering pride in State service, and promoting excellence and commitment in achieving departmental goals.
These initiatives should provide a variety of recognition opportunities so that as many deserving employees as possible are recognized, while at the same time recognizing those who have demonstrated exemplary performance.
It is important to acknowledge that, though an awards program will provide a framework for employee recognition, departments must also work to create a culture of commitment and excellence.  Departments need to foster and maintain a sense of organizational identity, high standards of performance, continuous improvement, and pride in effort and accomplishment.  Recognition is an integral part of good management and should be incorporated into management training and into accountabilities for managers and supervisors.

Recognition Initiatives
Each department should encourage the development of creative, frequent, effective ways to recognize the contributions of employees.  Everything from a pat on the back or a thank you to department level formal awards should be encouraged.  A department's overall recognition activities should be designed so that all employees are eligible to receive some form of recognition.  Praise and appreciation should be shared regularly, and spontaneously, whenever opportunities arrive.

Award Expenditures

Recognition Events - Allowable Expenditures

• Reasonable cost of food for all employee recognition events.
• Expenditures of $25.00 or less per employee for recognition gifts.

Rewards for individual employees - Allowable Expenditures

• Divisional awards should be less than Departmental awards and Departmental awards should be less than statewide awards.
• Awards or gifts with a value of $25.00 or less.
• Savings bonds of any amount as long as the cash value is reported through the PHRST system for payroll tax deductions.
• Plaques with a value of $50.00 or less.
• Leave with pay in accordance with Merit Rule 5.2.   
• Any allocation of funds or leave with pay for employee recognition must be specified in detail as part of an approved plan.
• Cash, gift certificates, or gift cards are not permitted.

Department Planning
Each department should develop a written plan, including any Division plans, for approval by the Office of Management and Budget.  Plans should include:

• The designation of a recognition coordinator who will coordinate the development of the Agency recognition plan and promote employee recognition activities.  The coordinator is responsible for understanding the mission and goals of the agency, providing vision and guidance to managers, and generating enthusiasm and support from managers as well as from employees in general.  The coordinator serves as the key contact person for employees within the department and be the liaison between the department and the Office of Management and Budget/Human Resource Management.
• Input from all levels of employees in the design of recognition initiatives.
• A clear statement of department commitment to recognition and accountabilities to ensure that supervisors and managers are carrying out their responsibilities.
• A department level award program.
• Periodic review of activities for effectiveness.
• Publication/promotion of all recognition activities.
• Instruction for supervisors in how to provide positive, effective recognition for employees.
• Method for sections to report their activities.

Outside Awards
Departments should not overlook the availability of recognition and awards from private groups and organizations.  Civic groups, professional organizations, non-profit agencies and others often provide recognition for those involved in their activities.

Department Level Awards
Departments are encouraged to develop formal department level award programs (e.g., Employee of the Quarter or Year, Distinguished Service Award, etc.).  In setting up and maintaining an awards program, departments shall:

• Establish an awards selection committee, if the size of the department permits.  The selection committee should be representative of the department and should include employees from a variety of classifications and pay grade ranges.  Committee membership should rotate regularly and consideration should be given to all sections.
• Develop selection criteria and define the nomination process.  Nominations should be encouraged from any employee, for any employee, with each nomination reviewed and verified to ensure the accurateness and appropriateness of the nomination.  If the size and make up of the department warrants, division level or facility awards can also be established and can serve as a first step in selecting those who will then become eligible for the department award.
• Publicize and promote the awards program and award recipients to the fullest extent possible, making use of newsletters, other media, bulletin boards, etc.
• Ensure that all employees are eligible and that no particular employee or group is favored over another.  Equal opportunity to be nominated for and receive awards should be provided to all employees.
• Determine the most appropriate ceremony for recipients.

Submission of Recognition Plans
Agencies shall submit recognition plans electronically by October 15th each year to the Office of Management and Budget Human Resource Management Statewide Recognition Coordinator, Lisa Sipple.  Please send emails to lisa.sipple@state.de.us or call 739-1990.
The purpose of the HRM approval process is to assure consistency among plans, provide technical assistance, and to share information among departments.

For more information contact:
Lisa Sipple
Barratt Bldg., Dover, DE
(302) 739-1990

Making a Difference for Delaware