Frequently Asked Questions – Recognition Program

General

  • Is there a budget for Recognition?

    Recognition, like all operations and maintenance expenditures, should be forecasted in your budget. When you are forecasting for your next budget period, include a commitment for Recognition activities. Remember that Recognition expenses are coded against salary and other personnel costs to facilitate tracking of taxation if applicable.

  • What is considered as recognition?

    Recognition should be:

    • linked strategically to the direction and priorities of ESDC and should reinforce the corporate culture and values of the Department
    • given for going over and above job expectations or for taking on additional responsibilities and not only for exceptional results

    In addition:

    • All Recognition Expenses for direct benefits to the employee(s) being recognized are now charged to the applicable salary fund (B001).
    • Hospitality expenses when incurred, are coded under the general ledger account 53811 (Hospitality).
  • Can I give leave or time off to an employee as a form of recognition?

    No. Collective agreements do not allow this practice.

  • Can I accept a gift from a vendor of goods and services?

    No. Managers and staff should be cautious and avoid situations where vendors of goods and services offer gifts to staff for special occasions, such as Christmas or Chanukah.

    This includes vendor gifts from past, current or potential contractors. Gifts may be in gratitude for being awarded contracts with our department or possibly from receiving substantial financial gain at some point. It is clearly not appropriate for departmental staff to benefit in this manner.

    The Code of Values and Ethics for the Public Service provides that the acceptance of gifts, hospitality and other benefits is permissible if they:

    1. are infrequent and of minimal value (low-cost promotional objects, simple meals, souvenirs with no cash value);
    2. arise out of activities or events related to the official duties of the public servant concerned;
    3. are within the normal standards of courtesy, hospitality or protocol; and
    4. do not compromise or appear to compromise in any way the integrity of the public servant concerned or his or her organization.

    All public servants are responsible for ensuring that they comply with this code and that they exemplify, in all their actions and behaviours, the values of public service.

    For more information, please visit the Values and Ethics Website.

  • What are the responsibilities of Branch and Regional Recognition Coordinators?

    A Recognition Program Coordinator must be identified for every Branch or Region. They are responsible for:

    • supporting ADMs or their delegates in promoting the Departmental Recognition Program;
    • promoting recognition activities in their Branch/Region;
    • monitoring the Branch/Region’s recognition activities, providing information in response to ad hoc enquiries, and sending input to the Departmental Recognition Team;
    • providing advice to Branch/Regional managers and employees on the policy and procedures;
    • tracking Branch/Regional employees’ eligibility for Long Service Awards;
    • ordering and coordinating Long Service Awards, Retirement and Instant Awards for the Branch/Region, including for PMB members within their respective Branch/Region;
    • organizing and/or coordinating National Public Service Week activities and keeping employees apprised of activities in their respective Branch/Region; and,
    • supporting Departmental recognition activities such as National Public Service Week, the Deputy Ministers’ Awards of Excellence, ADM Awards of Excellence and external awards, as well as recognition of nominations.
  • What performance indicators will be used to evaluate the Recognition program?

    The Public Service Employee Survey results in matters of recognition, expenditures for instant awards, the number of nominations for external awards, and the coordinators’ annual report are examples of items used to assess the program’s performance.

  • What is the link between learning and recognition?

    In the context of recognition, "learning" does not refer to mandatory training required for the employee to do their job.

    What we actually mean is that some gestures of recognition can contribute to certain forms of learning. For example, we can recognize an employee’s good work or significant contribution to a project with an invitation to attend the presentation of the project to the management committee team. This "special" invitation can be both a form of recognition and a learning opportunity for the employee, going beyond the activities established within a learning plan.

  • Can I recognize an employee retroactively?

    The Recognition Policy came into effect in October 2019, and is not retroactive. Consult the policy for additional information.

Awards Ceremonies

  • I am organizing an award presentation ceremony. Can I serve refreshments after the presentation?

    Yes. We encourage presenters to plan a team gathering to recognize employees who have earned an award, and the Hospitality Policy permits light snacks (but not meals) and refreshments for a recognition ceremony. Presentations should be respectful of diversity and official languages of employees. The light snacks and non-alcoholic beverages at a recognition ceremony/event must be coded as hospitality and the procedures related to Travel, Hospitality, Conference and Event Expenditures (THCEE) form must be filled out. The appropriate approval must be obtained prior to expenses.

  • No. Recognition under the Recognition Program is considered non-monetary. Therefore, an employee cannot be given the cash equivalent of a gift, even if they would like to give the money to charity or contribute to an RRSP.