Purpose:

The PRIDE program is designed to provide Healthcare Midwest (HCMW) with clearly defined reward and recognition initiatives, processes and tools to foster a culture of excellence in customer satisfaction, employee performance and engagement, and operational processes.

General Guidelines

1. Supervisors are responsible for effectively rewarding and recognizing employees for their attitudes and/or behaviors that contribute to the success of HCMW; such attitudes and/or behaviors are specified in each employee’s Job Performance Standards.
2. Reward and recognition efforts as outlined in this policy are separate from and in addition to salaries, wages and/or performance bonuses.
3. Rewards are taxable when value of the total rewards received in a calendar year exceeds $25.
4. Employees who are currently on any form of active discipline and/or have received any form of discipline within six months from the date of achievement are ineligible for any form of monetary or non-monetary rewards.
5. HCMW has established the following corporate initiatives which are administered through the online rewards platform: Service Excellence Award, Perfect Attendance Award, Recruitment Reward and Years of Service recognition.
   1. The details of each initiative’s purpose, process, eligibility criteria, etc. are outlined on the online reward system, in this policy and/or in the respective initiative’s policy.
   2. Corporate initiatives will be evaluated annually by Human Resources (HR); new and/or additional initiatives may be proposed based on the strategic goals of HCMW.
   3. The Executive Leadership Team must approve additions and/or changes to the corporate reward and recognition initiatives.
6. Departmental initiatives may be established at any time by the department supervisor and may be administered through the online rewards platform.
   1. The supervisor is required to develop a proposal, outlining the goals, criteria and budget for the initiative and submit to HR for initial approval.
   2. The supervising Director, and Physician or Administrator, as applicable, must approve final proposal.


Recognition Treasure Chest
7. Each department is responsible for utilizing a ‘recognition treasure chest’ which contains a variety of nominal tools for employee recognition.
   1. The nature of the tools is defined by the department.
   2. The quantity of items in the treasure chest and corresponding budget is determined by the quantity of employees in the department.
   3. The department is responsible for:
      1. securing and maintaining the physical container to use as the treasure chest
      2. documenting the utilization per the Treasure Chest Utilization Form and reporting quarterly to HR
      3. re-supplying the necessary tools as needed
   4. The treasure chest is to be kept in a secure location and only accessed by the department supervisor.


Hero-Gram
8. Supervisors, physicians and employees are encouraged to use the Hero-Gram tool recognizing special contributions between co-workers and/or departments.
   1. The request forms are located in each department and should be submitted to the nominating employee’s supervisor for approval and processing.
   2. The supervisor will prepare the Hero-Gram on the appropriate certificate and distribute to the nominee’s supervisor.
   3. The nominee’s supervisor will recognize the recipient at the next staff meeting and distribute the certificate.
   4. Members of Leadership will be presented with Hero-Grams during the monthly Leadership meeting.
   5. Hero-Gram certificates may be posted at the employee’s work station with approval from his/her supervisor.


Online-Rewards Points Platform
9. The PRIDE program is administered through the Online-Rewards web-based points platform at http://hcmw.online-rewards.com.
10. HCMW reserves the right to discontinue and/or change the program at any time with or without prior notice.
11. Upon separation from Healthcare Midwest, an employee’s points balance will be forfeited.
12. Points may only be used to redeem merchandise from the online catalog; only under mitigating circumstances are points redeemable for cash.
13. An employee’s points may not be transferred to another employee.
14. HCMW may modify the merchandise available in the online catalog at any time and without notice.
15. Merchandise is subject to availability and substitutions may be made based on availability or market conditions.
16. Merchandise redeemed under the program is subject to applicable federal, state and/or local taxes. Payment of taxes resulting from these awards is the sole responsibility of the participating employee and not HCMW. HCMW will report earnings under this program in accordance with federal, state and local regulations.
17. Merchandise redeemed under the program is subject to shipping and handling charges. The shipping and handling charges are included in the point value associated with each item in the online catalog and are represented in the overall value of the item.
18. The online rewards website is housed and operated by Online-Rewards on behalf of HCMW. The information collected on this website will be used by HCMW in connection with the HCMW program. Online-Rewards will not provide employee information to non-HCMW entities without first obtaining approval to do so.
19. All textual, graphical, and other content appearing on this World Wide Web site, unless otherwise noted, are the property of HCMW.