The Town of Osoyoos is about to approve a new employee recognition program for longtime employees as well as implement a progressive discipline policy designed to reflect the values of the community and develop a positive corporate culture.
During last week’s committee of the whole meeting, members of Town of Osoyoos council endorsed a program that will recognize and award longtime employees.
Barry Romanko, the town’s chief administrative officer, told members of council how the town’s 2014 Business Plan provides direction to review and develop operating policies that are contemporary and develop a positive corporate culture.
“A long term trend in human resource and organizational development is the implementation of a service recognition program policy,” said Romanko.
Employees play an integral role in contributing to the success of an organization and community in so many ways, he said.
“An effective recognition solution can help you acknowledge, motivate and reward the people who make a difference in our organization,” he said. “Currently, no employee recognition program is in place for the Town of Osoyoos.
As of the beginning of 2014, the town has two employees with 30-plus years of experience, three with between 20-29 years, nine with between 10 and 19 years, another nine with six to nine years of service and eight with more than five years of service.
Employee service awards will normally be presented to employees in December of each year, usually at the staff Christmas party, but may be presented at other times under special circumstances, said Romanko.
The plan is to provide a service pin for those with five years of service, a service pin and gift certificate of $100 for those with 10 years of service, a service pin and gift certificate of $150 for those with 15 years of service, service pin and gift certificate of $200 for those with 20 years of service and service pin and gift certificate of $250 and memento of recognition every five years after that, he said.
This policy will only take affect after council approves it and no awards will be granted retroactively, he said.
Coun. Michael Ryan said almost all municipalities in Canada have a similar program and it’s time the town adopted one.
“I like the idea very much,” he said.
Ryan said he likes the idea of handing out gift certificates rather than cash to longtime employees.
Coun. Sue McKortoff agreed saying gift certificates will be spent locally to support local businesses.
Coun. C. J. Rhodes said it’s very impressive that the municipality has employed so many longtime town employees and their years of dedication and hard work deserve to be recognized.
“To have two employees with more than 30 years with the town is impressive,” he said.
Having a progressive discipline policy is another management tool used by most municipalities in Canada, said Romanko.
“Progressive discipline is an employee disciplinary system that provides a graduated range of responses to employee performance or conduct problems,” he said. “Disciplinary measures range from mild to severe, depending on the nature and frequency of the problem.
“All employee disciplinary processes are based on the principle that the employer’s disciplinary response should be appropriate and proportionate to the employee’s conduct.”
One of the biggest benefits of this kind of policy is it helps employees get back on track and allows managers to intervene and correct employee behaviour at the first sign of trouble, he said.
It also enhances communication between managers and employees, helps managers achieve higher performance and productivity from employees, improves employee morale and retention by demonstrating there are rewards for good performance and consequences for poor performance and avoids expensive replacement costs, he said.
It also will help ensure consistency and fairness in dealing with employee problems and lays the groundwork for fair and legally defensible employment termination for employees who can’t or won’t improve their performance, he said.
“If you don’t intervene, the employee may not know that his or her behaviour or actions are unacceptable,” said Romanko. “Not only will you have lost an opportunity to help the employee improve, but your company will continue to suffer the consequences of the employee’s problem, which could result in reduced productivity and profits, quality control problems, lost opportunities or customers, low employee morale and high turnover.”
Progressive discipline requires the town to let employees know what is expected of them and allows managers to be fair, consistent and objective in imposing discipline, include employees in the process and document actions and decisions properly, he said.
To correct unwanted behaviour, unless the behaviour is considered severe, progressive discipline will include a verbal awareness of concern at the first stage.
A letter of expectation, a written warning and final written warning with possible formal suspension would follow this.
The policy will include provisions for various attendance, conduct, health and safety and performance violations.
Mayor Stu Wells said it’s about time the town adopted an official disciplinary policy for town employees.
“I consider this to be a good management tool,” he said.
The policy also ensures that employees can’t be terminated without just cause and after an extended disciplinary process is respected and followed.
Council is expected to pass the new employee recognition and staff progressive disciplinary policies in the next few weeks.
It’s expected the new disciplinary policy will be put into effect immediately after council approval.
KEITH LACEY
Osoyoos Times
