Commissioner's Directive

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Policy number and title:

COMMISSIONER'S DIRECTIVE AND GUIDELINES 265 ON THE CSC RECOGNITION PROGRAM

Why was the policy changed?

CSC's awards policy was last updated in 1994, and was no longer in line with practices in other federal departments. Changes were made to update, clarify and reorient the policy from awards to a recognition program that values people for their contributions. The new policy is designed to ensure national consistency for recognition.

What has changed?

The policy establishes a recognition program comprised of formal recognition, informal recognition and career milestones and emphasizes the importance of timely recognition. Authorities, cross-references, definitions and principles have been added.

The Guidelines outline options to recognize employee contributions both formally and informally and for long service. They also outline CSC awards, eligibility and nomination criteria, timelines and process as well as what is awarded and how it is presented. Some awards and their criteria have been modified to reflect current practices.

Other CSC awards and recognition not included in the Recognition Program but managed by individual sectors, as well as external awards are also included in the Guidelines.

Instant awards are replaced by the Extra Mile program, whereby recipients will be recognized with a gift item chosen through i-Boutique. Long Service Recognition has been expanded from 15, 25 and 35 years of service to include 20, 30, 40 and 45 years. Employees retiring after 25 years of service will receive a gift chosen through i-Boutique.

It is important to note that changes to the Long Service Recognition and Retirement Recognition are effective April 1^st, 2008 and are not subject to retroactivity.

The new policy provides increased flexibility to managers to recognize their employees in a timely manner using Certificates of Appreciation and Teamwork Awards.

How was it developed?

The new CD was developed in consultation with representatives from NHQ sectors, each region of CSC, and with managers, bargaining agents and Regional Recognition Coordinators.

Accountabilities?

Roles and responsibilities are clearly articulated in the policy.

Who will be affected by the policy?

Managers and employees at all levels.

Expected cost?

To support the revitalization of the Recognition Program, the increased costs arising from Long Service Recognition and gifts for employees retiring after 25 years of service will continue to be absorbed by budget managers.

Other impacts?

Training for Regional Recognition Coordinators, as well as persons responsible for the program in the institutions, district offices and other sites may be required to have a consistent approach across CSC.

Contact:

Louise Bigras
National Recognition Coordinator
613-947-1439
Bigraslj@csc-scc.gc.ca