One of the most powerful ways you can achieve great outcomes is by recognising your staff. You can do this through our new three tiered reward and recognition program. This program offers quick and easy daily recognition, manager level achievement awards and University-level excellence awards.
Reward and Recognition Framework
A reward and recognition framework has been developed based on feedback from staff around the forms of recognition that are most meaningful to them.
Importance of recognising staff
Recognising staff underpins our ethos 'yindyamarra winhanganha' and our culture. It reinforces behaviours that demonstrate we are living Charles Sturt's values and celebrates the achievements and contribution our people are making.
Recognising staff works hand in hand with our capability framework and our Employee Development and Review Scheme. It also fosters staff engagement and commitment to the University. This ultimately strengthens the University and helps us achieve our mission. At the team level, recognising staff helps build team morale and improve team culture, making your workplace more positive and productive.
Reward and recognition program
RED, the reward and recognition program, provides for 3 tiers of recognition.
Appreciation can be formally expressed through:
- a Charles Sturt Values nomination for a monthly voucher draw
- celebrating service, valuing commitment and dedication through recognising service milestones.
As a manager, we encourage you to recognise and reward high performance. The benefits of doing this include:
- Instantly reinforcing and encouraging performance feedback by showcasing those in your team that go above and beyond.
- Providing you with the autonomy to recognise people in your team that make strong and positive contributions to group objectives and the broader vision for the University.
Charles Sturt Excellence Awards
These awards recognise outstanding contributions to Charles Sturt's Ethos, Values and Strategy. They are formal awards given to people who demonstrate exceptional achievements and contributions. These awards are acknowledged annually by senior leaders at Foundation Day across all campuses.
Professional/General positions are classified according to position descriptors. These descriptors are governed in the Professional/General Staff Job Classification process written into the Enterprise Agreement.
When a role changes
A staff member's role may change over time for various reasons. This may result in them working at a higher level than their current position description and contract. If this happens, the Job Classification Process allows for the reclassification of a role.
Managers should remain aware of the level their staff are working at and ensure it aligns with their approved job description. Where a position has changed and the staff member is working at a higher level, job reclassification should be considered. This ensures staff are being appropriately recognised for the work they do.
There is a formal process in place for all academic staff to apply for promotion. Academic promotion recognises the achievement of staff in creating knowledge, promoting learning and providing service and leadership to the University and wider community. The process is governed by the Academic Staff Promotion Policy and Procedure.
As a manager, you should remain aware of the performance of academic staff and identify those that should be considered for promotion. You play a significant role in their application process, providing advice, organising mentors, nominating referees and endorsing your staff member's application.