She had worried that only large departments could take advantage of the monetary component and the paid time off. However, departments ranging in size from five Employees to one thousand Employees have developed programs with monetary and paid time off components. Overall, feedback to the Recognition Policy has been very positive. Most groups see the Policy as a guideline or resource to assist them in setting parameters for developing their programs, rather than limitations. From what she had heard, the Policy has had a very positive effect across campus.
Issues requiring clarification include record retention requirements for nomination forms.
This is currently three years, though she and Human Resources were working on a reduced retention and disposition schedule so that departments would need to retain forms for only one year. In response to another question, Patti said that Employees must complete their probationary period before becoming eligible for an award. Most clarification was needed concerning how departmental recognition programs are tied to the Chancellor's Award and the Governor's Award programs. Many departments are concerned that winners of their departmental award programs must be nominated for the Chancellor's Awards, which is not the case. Departmental winners must be considered for nomination but do not have to be nominated.