Employees

Our staff recognition scheme #YourPartAwards allows line managers and colleagues to nominate a colleague who has gone that extra mile in playing their part towards achieving what we have committed to within our Corporate Plan.

It sounds simple but saying thank you (and encouraging managers and colleagues to do the same) can be the most effective way to recognise hard work.

A recent study found that 70 percent of employees said they’d feel better about themselves and their efforts if their manager thanked them more regularly.

Has one of your colleagues gone over and above in playing their part? Then why not say thank you by nominating them for a recognition award.

Nomination period 

Dates for the next nomination period will be provided as soon as these have been confirmed.

How the scheme works

• Complete the #YourPartAwards Nomination Form following the guidance below. Examples of completed nomination forms are also available to help you.
• Your nominee will receive a #YourPartAwards nomination congratulations card.
• The #YourPartAwards panel will meet quarterly, review all of the nominations and choose a winner for that quarter.
• The winner will be notified and awarded a £100 (net) cash award in their next or following month’s salary (date of payment will be subject to payroll cut off dates).

How to make your nomination

We have tried to keep the process as simple as possible for you with three easy steps.

Step one - reasons for your nomination

Identify the reasons you want to nominate a colleague, such as they:

• have played their part and completed/contributed to a specific piece of work
• have worked positively with the community
• regularly go above and beyond the requirements of their role

Step two - the competency framework

Decide which competency from the framework below best applies to your nomination. The framework is to help the #YourPartAwards Panel make fair comparisons between nominations by assessing them against agreed criteria. You can choose between 1-3 competencies.

You can also refer to the Competency Behaviours Framework, which includes examples of positive behaviours and key activities for each competency.

An example of the competency framework is below:

Great service

• establishing customer needs and building customer knowledge
• delivering service that demonstrate integrity and respect for all
• using feedback to resolve complaints and improve service outcomes/processes
• managing/deploying (shared) resources efficiently to deliver the service without conflict

Change

• working with clear objectives/outcomes that support SBC priorities and values
• recognising successful outcomes, learning from mistakes using a continuous collaborative improvement cycle
• implementing and supporting change projects using recognised project principles
• working to understand and assess future customer and service needs

Working together

• contributes positively to the team priorities and ethos
• working collaboratively to ensure team priorities are met through problem solving and continuous improvement
• establishes positive working relationships and understanding of others
• planning and organising to ensure workload is managed and priorities for public service commitments are delivered on time

Diversity

• understands how the equality duty applies to own area of work, treats all customers and contacts with respect, and is aware of how own perspectives and behaviour can impact on colleagues and service users
• ensures the diverse needs of our staff, customers and communities are understood and met

Communication

• communicates clearly, adapts style and terminology to audience
• listens and clarifies understanding, asks questions to clarify key points, perspectives, and issues and asks questions
• contributes constructively to discussions, shares relevant information
• articulates and presents information accurately, clearly and with purpose

Performance

• manages own/team role to support the delivery of SBC priorities
• understands and contributes constructively to own/team role strengths and development needs
• takes ownership of own/team development, behaviour, capability
• contributes constructively to the team ethos, seeking/offering constructive feedback for problem solving and continuous improvement

Step three

Complete the #YourPartAwards Nomination Form to submit your nomination.

More information

If you have any queries, email awards@scotborders.gov.uk

We hope you will take the opportunity to recognise your colleagues who have been playing their part to make the Scottish Borders a great place to live and work by saying thank you and nominating them for the #YourPartAwards.