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USA Operations Centers Special Achievement Award (SAA) May 2017
As this policy is reviewed, please note the following State/Area for which exceptions exist:
Not Applicable
Specific details on each exception may be found within the General Information section of this text.
This policy covers procedures for granting Special Achievement Awards.
The primary objective of the Special Achievement Award is to provide management with a flexible cash recognition program. This will be used to reward an employee or a work unit/employee group who has made a truly exceptional contribution to their department, division, or Joyner. The award is for unique achievement and can be granted at any time with prior approval.
This program is exclusive of annual merit reviews, and other types of salary increase which cover performance over a set period of time. It addresses special situations or accomplishments where additional immediate recognition is warranted.
Outstanding performance well beyond the scope of normal job responsibilities.
A contribution or implementation of an idea (which is not considered a normal part of the employee's job responsibilities) that provides a clear and significant economic benefit to the company.
Outstanding performance in meeting an especially critical need (that is not typically part of the employee's job responsibilities) completed under especially tight deadlines or under otherwise unusually demanding conditions.
The contribution of time and/or personal effort so significant that it is clearly above and beyond what could reasonably be expected in the position.
Characteristics NOT qualifying for a Special Achievement Award include:
Superior or excellent performance in on-going job duties or routine responsibilities. Performance in normal job activities should be recognized as part of the annual merit review process.
Hours worked in excess of the standard workweek.
Disaster Duty participation
Attendance
Company-sponsored or volunteer activities
As a substitute for merit increases for employees at range maximum
As a replacement for special salary or equity adjustments
As a payment method for non-discretionary incentives and/or bonuses, including programs that provide monetary awards for achieving goals based on specific or pre-defined measures or milestones.
Payroll Processing Special Achievement Awards are treated as taxable income to the recipient. By "grossing up" the award, Joyner is paying the applicable taxes on behalf of the employee so that he or she will receive the total award amount given.
Special Achievement Awards will be distributed using the same method of processing as the employee’s bi-weekly pay (i.e. direct deposit or paper check), but not on the same timing as the bi-weekly pay. If the direct deposit method is not used, the check is forwarded from Finance to the nominating Department for presentation to the recipient. Please note that the award recipient may see this bonus via View Paycheck when the payment processing is complete. This will appear when the award is direct deposited and when a paper check is requested. Paper checks may take 5-9 days to arrive by mail once this form is sent for payment processing.
Not Applicable
Any management employee with supervisory responsibilities may nominate an individual or team by completing the Special Achievement Award form. The nomination should be made soon after the completion of the contribution or accomplishment. The nomination and approval process is as follows:
The supervisor completes the Special Achievement Award Form located in Joyner Forms providing the following:
A brief, description of the accomplishment or contribution
The date or time frame of the contribution or event
The economic value of the contribution (cost savings, productivity, improvement, etc.) if applicable and ascertainable
A recommended award amount (the amount is actually determined by the designated Executive or their designee)
The supervisor forwards the completed form to the appropriate levels of management for further review and approval, maintaining a copy of the form in the employee's drop file. If not approved, the form should be returned to the supervisor for review and subsequent destruction.
Note: If a supervisor/manager is requesting an award for an employee who does not directly report to them, they should contact the employee’s supervisor prior to submitting the SAA form to inform them their employee will be receiving an award.
Once approved by the appropriate levels of management, the form is forwarded to the designated Executive or their designee (as determined by the department) to approve the award amount. If the award does not receive final approval, it should be returned to the submitting department for review and subsequent destruction.
Upon final approval, the form should be forwarded to Financial Services for payment processing.
Special Achievement Awards can range from a minimum of $250 to a maximum of $3,000 per individual. Awards may be made in amounts anywhere between the minimum and maximum limits.
Leaders should coordinate with their department secretary to have the Special Achievement Award certificate as recognition of the employees' contribution created.