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IS&T Human Resources (IST-HR) Team
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Reward and Recognition ProgramSpotlighting Excellence in IS&T
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In October 2005, the IS&T HR team began to review the existing IS&T Reward and Recognition program in order to revitalize it and develop a more comprehensive program for incorporating reward and recognition into the workplace. The Key Contact for IS&T's program is Joan G. Fusco, HR Consultant, who can be reached at ist-rr@mit.edu. |
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Spotlight Awards
The IS&T Spotlight Awards are generally up to $25. This award may be awarded to anyone by anyone, working with your IS&T Key Contact and your nominee’s manager or supervisor. Such awards may be used to recognize, for example, a team member who volunteered to step out of their normal job with a significant creative idea that was implemented, or a person who resolved a complex problem with a customer that left the customer very satisfied. This award also includes treating a team to some type of team recognition (e.g., lunch, memento). |
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Infinite Mile Awards
The IS&T Infinite Mile Awards are the highest recognition from IS&T, which include a special recognition cash award of up to $1000 (including taxes) for an individual, or up to $2000 (including taxes) for a team. Anyone may nominate an IS&T individual or team. These awards are presented at an annual event in the Spring.
MIT Excellence Awards
The MIT Excellence Awards acknowledge the extraordinary efforts made by members of our community toward fulfilling the goals, values, and mission of the Institute.
IS&T's MIT Excellence Award Recipients
Criteria for All Awards
Communication
- Fosters the flow of information throughout IS&T and the MIT community
- Engages clients and colleagues in a dialog about IT needs and priorities
- Increases the visibility and benefits of IT services
- Promotes the identity of IS&T as an effective service organization
Service Orientation
- Maintains a consistently high quality of service to IS&T clients including colleagues, faculty, staff, students, and alumni.
- Strives to understand the community that he/she is serving and anticipates clients’ needs and potential issues.
- Motivates others to be aware of clients’ needs.
- Builds community bridges.
Technological Leadership and Innovation
- Develops an extensive knowledge of technology, understands the system requirements for MIT architecture, and knows the impact of new applications, tools and systems on MIT and its departments.
- Takes a proactive and innovative approach to finding IT solutions to business and workplace challenges.
- Initiates new processes, refines existing processes, and increases efficiency.
Collaboration
- Builds relationships and works well with other members of the team, department and across MIT to improve the way work gets done.
- Understands the goals of the project/activity and works with others to find solutions.
- Shares information and helps to produce a successful outcome.
Fiscal Responsibility and Financial Management
- Manages budgets while also fulfilling client needs for services.
- Identifies redundancies, and streamlines and implements process improvements.
- Negotiates better prices for IS&T and Institute purchases.
Excellence in Project Execution and Management
- Understands and executes the principles of project management.
- Is realistic about what can and cannot be done.
- Delivers a project within budget and on time.
- Facilitates meetings and keeps everyone informed of the team’s/project’s progress.
Personnel Development
- Guides and encourages colleagues to fulfill their career goals and help them pursue new areas of interest.
- Provides advice and resources regarding training or other areas of development.
- Acts as a mentor and positive role model to other employees.
- Shares knowledge about areas of common interest, e.g., local professional activities, meetings, conferences, etc.
Guidelines
- The significance of the behavior/outcome being recognized must be considered in the context of the person's
job level. (e.g., a Support Staff Grade 4 may be recognized for something that would not be recognized if the
person were Admin. Staff Level.)
- The demonstrated behavior is a 'role model' for others in IS&T (e.g., it is consistent with IS&T expected
competencies) and is aligned with IS&T business objectives.
- Any IS&T staff member may nominate someone for Rewards and Recognition according to the criteria outlined. Awards may be given to deserving individuals or teams within IS&T or from another department within the Institute. Although outside contractors and consultants may be included, the process is different. Please contact a member of the Competency Group for assistance.
