Recognition and Awards

Applicability

1. This policy applies to all UNDP staff members governed by the United Nations Staff

Regulations and Staff Rules and non-staff governed by the Service Contract, Special

Service Agreement and United Nations Volunteers.

Description of Process

2. The Recognition and Awards Policy supports and promotes an organizational culture

that recognizes staff members and other personnel who, in the daily performance of

their work, make a difference in advancing the mission, goals and values of UNDP.

Fostering a culture of recognition will have a positive impact on workforce motivation,

retention and staff morale, help create role models and communicate high performance

standards throughout the organization.

3. The UNDP Recognition and Awards policy is not an entitlement. It is complement to the

performance management system.

Culture of Recognition

4. UNDP is committed to fostering a culture of recognition across the organization. A

culture of recognition is one that encourages and empowers an individual to recognize

or acknowledge colleagues and co-workers for their achievements, work ethic or

positive behaviour as part of one’s normal work life.

Recognition in the Office

5. Every UNDP office is expected to nurture an environment where individuals are made to
feel their work is important and their good performance is appreciated on an ongoing

basis. Managers, supervisors and team leaders are especially encouraged to recognize

and show appreciation for staff members and co-workers who make a positive

contribution to the accomplishments and to the quality of work life of the team, unit,

office or wider UNDP/United Nations community.

6. A culture of recognition cannot be conceived solely around a single annual office event

or ceremony. Rather, it must be fully reflected in the day-to-day interactions among

colleagues. All members of the office workforce – managers, supervisors, team leaders

and team members, colleagues and co-workers, irrespective of contractual status-are

encouraged in their day-to-day work to recognize and acknowledge the positive

contributions of each other.

Giving Recognition

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7. To give it meaning, recognition should normally be conveyed immediately, or as close to

the achievement or behaviour being recognized as possible; be honest and sincere; be

personal to the individual or team; and be specific and clear as to what is being

recognized.

8. Recognition may be given in a variety of ways, taking into account the nature, level and

circumstances of the achievement or conduct being recognized, preferences and

sensitivities of the individual or team members concerned and its appropriateness to

the culture of the office. Offices are challenged to find unique and creative ways to

instill recognition with special meaning for intended recipient(s).

9. Some common examples of ongoing recognition include a verbal “thank you” given in
person or through the email; acknowledgement at a meeting or during a “walk around”

by management; a note of appreciation from a senior manager; posting the

accomplishment on a website or in a newsletter; a celebratory breakfast or lunch; taking

a staff member to a meeting with government counterparts or to see a senior

government official; participation in a special learning event or opportunity, including a

mission or workshop.

10. Tangible items may also be given as a form of ongoing recognition. Such items should be

non-cash only. Their value should be moderate and reasonable. Monetary rewards and

other forms of performance-based compensation are covered by other policies within

the overall rewards and recognition scheme. Awards that affect benefits or entitlements

established under UN Staff Rules and/or UNDP policies, including vacation or special

leave, are also not permitted.

Categories of Recognition

11. The suggested categories of recognition include the following, (flexibility should be

exercised on the number and type of award categories):

a) Client service – Recognizes an individual or team/unit in the office that in the

past year has provided outstanding service to a client.

b) Ideas in action – Recognizes an individual or team/unit in the office that in the

past year has brought together innovative ideas and effective implementation

leading to better performance.

c) Leadership – Recognizes an individual in the office who in the past year, through

their qualities in leadership, has inspired, motivated colleagues to advance the

mission and live by the values of the organization.

d) Winning spirit – Recognizes an individual or team whose positive attitude to

their work and relations with colleagues in the past year has helped create an

upbeat, friendly and successful work environment.

e) Outstanding achievement – Recognizes an individual or team/unit in the office

for outstanding achievement in the past year.

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