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Version 2.0 Released by: Corporate HR Date of Release: December 04, 2012
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Reward and Recognition Policy
Version 2.0 Released by: Corporate HR Date of Release: December 04, 2012
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TABLE OF CONTENTS
1) POLICY AIM .............................................................................................................................. 3 2) OBJECTIVES ........................................................................................................................... 3 3) SCOPE .................................................................................................................................... 3 4) PRINCIPLES ............................................................................................................................ 3 5) ELIGIBILTY CRITERIA FOR REWARD & RECOGNITION ........................................................... 4 6) CATEGORIES OF REWARDS ................................................................................................... 4 1. DEPARTMENTAL / INDIVIDUAL LEVEL .............................................................................. 5 a) Thank You note / Certificate of Recognition ................................................................. 5 b) Spot Awards .................................................................................................................. 5 c) Lunch with Divisional Heads / ED .................................................................................. 6 d) Value-able Award………………………………………………………………………………………………………6 2. DIVISIONAL & ORGANIZATIONAL LEVEL .......................................................................... 7 a) Divisional & Organizational Safety Award. ................................................................... 8 b) Divisional & Organizational Customer Service Award ................................................. 9 c) Divisional & Organizational Adarsh Award for the Power Trainee of the year ............ 9 d) Divisional & Organizational Kalpak Award for Power Suggestion .............................. 10 e) Organizational Chetana Award for Best Division on People / HR Practices……..…….. 10 3. PROCESS OF DIVISIONAL EXCELLENCE AWARDS………………………………………………………..11 4. PROCESS OF ORGANIZATIONAL EXCELLENCE AWARDS……………………………………………. 12 7) OTHER GUIDELINES ............................................................................................................. 13
Version 2.0 Released by: Corporate HR Date of Release: December 04, 2012
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We at Tata Power believe that our people are our greatest assets and strategic partners in our journey to achieve organizational objective. In furtherance of our stated philosophy, our Rewards and Recognition Policy (R& R Policy) will help recognize superior performance at work in various spheres.
To motivate and foster a productive work culture to achieve organizational objectives. To encourage employees to excel, take initiative, be creative and realize their latent potential
individually and as part of a team in contributing to the organization.
This Policy applies to any R&R schemes designed and implemented for Tata Power employees. This policy defines the boundary conditions of reward and recognition schemes being implemented in the organization. The approach and process should be consistent with these guidelines. The four basic principles underlining the R&R policy are shown below:
Reward &
Recognition
Policy
Recognize efforts
Reward
appropria
tely
Reward in time Reward fa
irly w
ith
a defin
ed objectiv
e
Policy Aim
Objectives
Scope
Principles
Version 2.0 Released by: Corporate HR Date of Release: December 04, 2012
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At Tata Power, the Reward & Recognition Policy aims at recognizing the contribution/achievements in the following suggested areas: Team building/Team contributions
Exemplary Inter-departmental collaboration
Outstanding performance in achieving departmental / divisional objectives
Encouraging, contributing and participating in quality, innovation and knowledge
management initiatives
Developing/demonstrating cost consciousness
Demonstrating the organizational values SACRED
Significant contribution in Safety, Health and Environment areas
Exemplary customer focus and responsiveness to customer
Contribution to building competencies of other employees
Practices aimed at achieving Sustainability in all aspects
Exemplary contribution in employee engagement, business excellence and community
engagement initiatives
The awards and categories have been divided into following categories:
1. Individual / Departmental Level Awards
2. Divisional & Organizational Level Awards
Eligibility Criteria for Reward & Recognition
Categories and Rewards
Version 2.0 Released by: Corporate HR Date of Release: December 04, 2012
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“Thank you Note” & “Certificate of Recognition”
Purpose: To appreciate any good work done by the employees
To be given by: Immediate Superior / sectional head / HOD
Criteria: Any good work done by employees
Frequency: As and when required
Process: • Immediate Superiors recognize the contribution • The reward will be given on the spot
“Spot Awards (Departmental Level)”
Purpose: To recognize employees on an instantaneous basis and make them feel that their work and ideas are recognized ‘on-the-spot’. This award can be in the form of a Certificate with a memento.
Award: Mementos / Gift vouchers upto a value of Rs. 500, approved by HOD, of a level of atleast Work Level MD2 (earlier WL: F2)
Mementos / Gift vouchers upto a value of Rs. 2000, approved by HOD, of a level of atleast Work Level MB2 (earlier WL: D2)
To be given by: Reporting Manager/Sectional Head/HOD
Criteria: Outstanding contribution in day to day work, knowledge sharing, good role model behavior
Frequency: As and when required
Process: •The reporting manager / Sectional Head/ HOD can nominate an employee for getting this reward
•The award shall be given on the spot / in regular departmental meeting.
•The expense for the award will be chargeable to the divisional budget.
INDIVIDUAL/DEPARTMENTAL LEVEL AWARDS
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“Lunch with Divisional Heads/ED”
Purpose: To encourage employees to perform well and keep their morale high by giving them timely recognition from respective Divisional Heads as well as give them the opportunity to present their achievement to Senior Management
To be given by: Divisional Head / Executive Directors
Criteria: Any significant achievement by an employee as verified by the Divisional Head
Frequency: Quarterly / Bi-annually
Process: •The reporting managers shall put forward the nominations to Departmental Heads & Divisional HR
•Departmental Heads along with the Divisional Head will select the winners and lunch will be arranged by Divisional HR with Divisional Heads/ED
“Value-able” Award
Purpose: In order to recognize and promote behaviour in line with the Company’s core values
Award: Mementos / Gift vouchers upto a value of Rs. 500, approved by HOD, of a level of atleast Work Level MD2 (earlier WL: F2)
To be given by: Sectional Head/HOD
Criteria: This award would be given to an employee who best demonstrates exemplary behaviour in line with the core values of the Company (SACRED – Safety, Agility, Care, Respect, Ethics & Diligence)
Frequency: As and when required
Process: •The reporting manager / Sectional Head/ HOD can nominate an employee for getting this reward
•The award shall be given on the spot / in regular departmental meeting.
•The expense for the award will be chargeable to the divisional budget.
Reward and Recognition happening at a departmental level should be updated on the local Notice Boards on a regular basis.
Version 2.0 Released by: Corporate HR Date of Release: December 04, 2012
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Fig 1: Divisional & Organizational level awards
Kalpak Award for
Best Suggestion
‘Adarsh’ Trainee Award
Chetana Award
Best Safety Practice / Initiative
Award
Customer Service Award
Div & Org Level
Awards
DIVISIONAL & ORGANIZATIONAL LEVEL AWARDS
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“Divisional Excellence Awards”
Purpose of the Award:
Divisional Excellence Awards seek to recognize exemplary contributions at the divisional level. This is an award
driven by at the divisional level, the winners of which will be recognized at the Organizational level.
Frequency: Annually
Categories: The various categories under which the Divisional Excellence Award will be given are:
Best Safety Practice / Initiative Award
Divisional Organizational
Purpose: Safety is a key business imperative whose importance cannot be emphasized
any further. The Excellence Award for Best Safety Practice/Initiative is instituted with the aim of recognizing exemplary efforts with respect to
improving and institutionalizing safety.
Award: Mementoes of upto Rs. 1000 +
Recognition certificates to all members involved in the initiative / practice
Trophy + Certificate of Recognition for the Division
To be given by:
Divisional Head Senior Leaders at the Annual Excellence Awards Function
Criteria: As given in Annexure I
Frequency: Annual
Process: As illustrated in Fig 2 As illustrated in Fig 3
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Customer service Award
Divisional Organizational
Purpose: This award seeks to recognize commitment towards superior Customer Service orientation and setting new benchmarks of Customer-centricity.
Award: Mementoes of upto Rs. 1000 + Recognition certificates
Trophy + Certificate of Recognition for the Division
To be given by:
Divisional Head Senior Leaders at the Annual Excellence Awards Function
Criteria: As given in Annexure II
Frequency: Annual
Process: As illustrated in Fig 2 As illustrated in Fig 3
‘Adarsh Award’ For the ‘Power Trainee’ of the year
Divisional Organizational
Purpose: This award is given to a trainee For demonstrating excellence in learning the work from the company
officials. For demonstrating good behavioral qualities and getting well along with
people. For demonstrating ability to apply theoretical concepts to real life
situations at the work place. The performance ratings that the trainee gets.
For participation in various company-wide initiatives.
Award: Memento / Voucher of Rs. 1000 + Recognition certificate
Trophy + Voucher of Rs. 3000 + Recognition certificate
To be given by:
Divisional Head Senior Leaders at the Annual Excellence Awards Function
Criteria: As given in Annexure III
Frequency: Annual
Process: As illustrated in Fig 2 As illustrated in Fig 3
Version 2.0 Released by: Corporate HR Date of Release: December 04, 2012
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Kalpak Award for the Best suggestion
Departmental / Divisional Organizational
Purpose: To encourage employees to come forth with suggestions that can result in tangible benefits to the Company e.g. cost savings, operational efficiencies, improved work place morale etc. This award may be given to an individual or a team
Award: Spot Awards for suggestions as per the ‘Spot Award’ guidelines
Kalpak award for Best suggestion at a Divisional level – Memento / Voucher of Rs. 2000 + Certificate of Recognition
Trophy + Voucher of Rs. 3000 + Certificate of Recognition
To be given by:
Departmental / Divisional Head for Suggestion Spot Awards
Divisional Head for Kalpak Best Suggestion in a Division
Senior Leaders at the Annual Excellence Awards Function
Criteria: As given in Annexure IV
Frequency: Suggestions can be rewarded through Spot Awards instantly
Kalpak Award for Best suggestion in Division at the annual Divisional Excellence Awards function
Annual
Process: For the spot awards category, good suggestions may be rewarded by the departmental / divisional head directly as per the gifting guidelines given under the ‘Spot Awards’ category
For Kalpak Award for Best suggestion in Division, process as illustrated in Fig 2
As illustrated in Fig 3
“CHETANA AWARD’ for the Best Division on People/HR Practices (at an Org level)”
Organizational
Purpose: This award is instituted with the purpose of encouraging the divisions to achieve high engagement levels, promote volunteerism, participation in
work related activities like QC, 5S etc and ensuring discipline
Award: Trophy + Certificate of Recognition for the Division
To be given by: Senior Leaders at the Annual Excellence Awards Function
Criteria: As given in Annexure V
Frequency: Annual
Process: As illustrated in Fig 3
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Process of Divisional Excellence Awards: Timelines
Fig 2: Process of Divisional Excellence awards
Division level Award committee to be setup by Divisional Head
Committee to evaluate the nominations received and declare winners in each category
The list of winners in each category to be forwarded to Corporate HR for consideration for Organizational Excellence Awards
Improvement of process / policy, if required, to be done by divisional HR in collaboration with Corp HR
Capturing improvement feedback, if any, by divisional HR
Divisional Head to seek nominations as per categories defined in R&R policy from all departments
By Dec every year
By Dec every year
By Dec every year
By Dec every year
On a continuous
basis
On a continuous
basis
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Process of Organizational Excellence awards: Timelines
Fig 3: Process of Organizational Excellence awards
Details of winners of all categories of Organizational Excellence Awards shall find a mention in ‘Enerji Talk’ and Sangam intranet portal
Formation of the Awards committee by Head-HR as a cross-functional team (CFT) for the selection of awardees
The winning entries from the Divisional Excellence Award process to be evaluated by committee
Improvement of process / policy, if required, to be done by Corp HR
Decision on the final awardees by the Committee
Winners to be felicitated on The Annual Awards Night
Capturing improvement feedback, if any, by divisional HR
By Jan every year
By Feb every year
By Feb every year
At the annual Long
Service Award function
On a continuous
basis
On a continuous
basis
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The process of identifying, assessing and awarding should be communicated in advance to all (Principle: Reward fairly with a defined objective). All relevant employees must know the criteria before hand.
The spontaneity of recognition (Principle: Reward in time) is very essential and it
should be as soon as the achievement or desired result is achieved. It is important to understand that behind every award there is recognition. But for
recognizing someone, a reward is not always necessary (Principle: Recognize efforts). It is recommended that recognition is done in the presence of employee’s peers,
colleagues and family. Wherever, the achievement is department specific, it is the responsibility of the Head
of the Department to plan and implement the R&R plan in conjunction with Divisional HR. (Guidance may be sought from Corporate-HR if required).
For all department level individual awards the Head of the Department shall ensure
documentation of the scheme and implementation and measuring effectiveness of the same and shall share the same with Corporate-HR.
Wherever usage of Company brand is involved such as certification or merchandise,
prior clearance from Corporate Communications is required. For any exceptional occurrence or any action in public domain, not covered specifically
by the above guidelines, should be taken in consultation with Corporate HR. Any exception of this policy requires the written approval of the Managing Director of
the Company.
General Guidelines