Guidelines for Outstanding Service Award Programs

Units of the University are required to document Outstanding Service Award Programs ("Programs") they might wish to implement. Typical considerations to address include, but are not limited to, the following:

Purpose of the Program

The purpose of the program should be identified; an example might be to recognize and reinforce employee contributions to the department/college.

Selection Criteria

Outstanding Service Awards are given to recognize employees for their performance, examples might be:

  • continued/sustained excellent job performance;
  • contributions to the unit and/or University resulting in, for example increased efficiency, increased quality of service, cost savings, or successful crisis management;
  • significant contribution to a major unit project or operations; and/ or
  • special service to the unit and/or University.


This identifies which employees will be eligible to participate (e.g., fulltime, part-time, bargaining unit).


What form will the award take (e.g., monetary compensation, gift certificate, trophy, plaque)? Note: Some awards are taxable income and/or affect overtime payment requirements.

Selection Process

  • Will employees be nominated or recommended by management of the program?
  • Who is eligible to nominate or recommend employees for the program?
  • What is the time frame for the nomination and selection processes?
  • Is there a selection committee? If so, who will the committee members be?
  • Will there be nomination forms or some other application documentation required?
  • What evaluation process will be established for the program?


  • How will eligible employees be notified of the Outstanding Service Award program?
  • How will recipients be notified?

Review and Update

Units are encouraged to review their Outstanding Service Award programs on a regular basis.

Refer questions to your OHR Human Resources Consultant.