Staff Recognition Policy - solent.nhs.uk

1 Staff Recognition Policy Page 1 of 12 Version 3 Staff Recognition Policy Please be aware that this printed version of the Policy may NOT be the latest version. Staff are reminded that they should always refer to the Intranet for the latest version. Purpose of Agreement This purpose of this Policy is to develop a culture where everyone feels valued for the work they do and are recognised for the contribution they make to Solent NHS Trust s objectives. document Type x Policy SOP Guideline Reference Number Solent NHST/ Policy /HR 50 Version Version 3 Name of Approving Committees/Groups Assurance Group, JCC, Policy & NHSLA Group Operational Date 1st April 2014 document Review Date 1st April 2016 document Sponsor (Name & Job Title) Julie Pennycook, Director of Human Resources & Organisational Development document Manager (Name & Job Title)

2 Sarah Martin, Associate Director of Human Resources document developed in consultation with Staff Side, Workforce Sub-Committee, TMT Intranet Location HR Policies Website Location Keywords (for website/intranet uploading) Staff Recognition , Retirement, Long Service, VIP, Academic Recognition Staff Recognition Policy Page 2 of 12 Version 3 Review Log Include details of when the document was last reviewed. Version Number Review Date Name of reviewer Ratification Process Reason for amendments 3 06/02/14 T King JCC, Policy Group Policy re-write 3 18/08/15 T King Changes to rewards for Staff with 25 and 40 years NHS service to include extra day annual leave for one year only.

3 3 09/12/15 T King HR to verify employee s length of service for claiming 50 towards retirement celebration. Staff Recognition Policy Page 3 of 12 Version 3 SOLENT NHS TRUST Staff Recognition Policy Table of Contents Paragraph number Name Page number 1 Introduction 5 2 Purpose 5 3 Scope & definition 5 4 Organisational Culture 5 5 Informal Recognition 6 6 Formal Recognition 6 Performance Excellence and Appraisal tool 6 121 Meetings 6 VIP Awards 6 Education, training and Development Recognition 7 Long Service 7 Retirement 8 7 Key Responsibilities 8 Employees 8 Managers 8 Human Resources 8 8 Training 9 9 Equality and Diversity and Mental Capacity Act 9 10 Success Criteria Monitoring Effectiveness 9 11 Review 9 12 References and Links to other documents 9 Staff Recognition Policy Page 4 of 12 Version 3 Appendices A Retirement Gift 10 B Flow chart for Long Service Recognition Procedure 11 C Equality Impact Assessment 12 Staff Recognition Policy Page 5 of 12

4 Version 3 SOLENT NHS TRUST Staff REWARD AND Recognition Policy 1. INTRODUCTION Solent NHS Trust is committed to attracting, developing and retaining the highest quality Staff . Vital to pursing this aim is the Recognition of employees for exceptional performance, attitude and achievements. This Policy encourages such Recognition of individuals and teams through a range of formal and informal mechanisms.. 2. PURPOSE The purpose of our Staff Recognition Policy is to support the development of a culture whereby everyone feels valued for the work they do and are recognised for the contribution they make.

5 Our aim is to ensure that our people feel recognised for things such as:- * Going the extra mile and for their discretionary effort * High levels of customer care * Clinical Excellence * Living our core values * Effective leadership * Exemplary attendance * Long service * For adding value, influencing changes in practice or for innovation * Education, Training and Development * High levels of performance 3. SCOPE & DEFINITIONS This document applies to all directly employed Staff within Solent NHS Trust. Length of service for those Staff who have transferred into the Trust under the Transfer of Undertaking (TUPE) Regulations will be taken into account for the purposes of applying this Policy .

6 This Policy does not apply to Zero Hours (Bank) workers, students, agency Staff , volunteers, contractors, those on honorary contracts and people not directly paid through the Trust s payroll. 4. ORGANISATIONAL CULTURE Organisational culture is about shared values and beliefs about what is important, what behaviours are appropriate and simply about what it feels like to work here . Culture influences how we feel about working for an organisation and Solent is committed to creating a culture whereby Staff are enabled to feel valued, involved and proud (VIP).

7 We recognise that excellent customer service and the highest quality of patient care is delivered through a high quality and engaged workforce Staff Recognition Policy Page 6 of 12 Version 3 who feel valued for their contribution Managers play a crucial role in recognising Staff for the work they do whether that is informally on a day to day basis or formally through organisational initiatives. 5. INFORMAL Recognition The most effective means of acknowledging the work of others and letting them know that their contribution is valued remains that of informal and immediate Recognition .

8 This may take the form of * a personal verbal thank you * sending an email or a personal note to the individual. * or making a point at team meetings to share team and individual achievements. The options are plentiful and rarely cost anything other than a little effort, which will mean much to the recipient. 6. FORMAL Recognition Performance Excellence and Appraisal Tool The Performance Appraisal and 1:1 framework enables a formal Recognition of achievements in the annual appraisal meeting. The appraisal discussion values individual contribution in terms of how individuals have achieved through their leadership and behaviour, but also what has been achieved as far as deliverables.

9 The Personal Development Plan detailing any training, education or development which has been agreed for the individual also acts as a commitment to the progression and development of the individual throughout their career and in their job role. The annual appraisal meeting is underpinned by regular 1:1 meetings and Clinical Supervision for clinical Staff . 121 Meetings The1:1 meeting offers regular and protected time for the individual with their line manager. This time enables Recognition of what has been achieved, and also any support that is required.

10 It also provides an opportunity to discuss health and wellbeing, work/life balance and this in turn embeds a culture of valuing people. VIP Awards The Staff Recognition event is named VIP Valued, Involved & Proud. This event seeks to recognise individual and teams for outstanding contribution The Executive Team will determine the scope of the categories to reflect the organisation s aims of the current financial year. Therefore the categories may vary from year to year. The categories will be advertised through various communication methods such as the intranet, email, Staff News, Staff & Members magazine and through line management.