Defence

Results through People

A job well done

By Alanna Henderson

Secretary of Defence, Ric Smith, recently presented DSTO scientists Owen Williams (left) and Paul Amey (right) with a Secretary's Achievement Award.

We all know how good it feels when our hard work is recognised by colleagues or supervisors. It's not just the personal praise that warms the cockles of our hearts - it's knowing that our contribution to the organisation is valued. This is a great motivator that, in turn, leads to consistently improved performance. As recruitment and retention are factors critical to Defence's strategic direction, it is worth considering what we can do in the workplace to make our colleagues feel rewarded for their hard work.

The concept of rewards and recognition, as expressed in Defence's Strategy Map, the Defence Employees' Certified Agreement and the Supervisor's Handbook, is integral to the way we do business. Defence has a host of rewards for staff who perform above and beyond the call of duty. As well as formal awards and commendations, there are many more informal ways to recognise exceptional performance.

In addition to the Australian System of Honours and Awards (comprising the Order of Australia, Public Service Medal, Conspicuous Service Decorations and Australian Bravery Decorations), Defence has a range of formal awards that recognise exceptional performance. First among these is the Secretary's Award for Achievement, which this year was awarded to the Defence Science and Technology Organisation's Paul Amey and Dr Owen Williams, for their outstanding work in surveillance and weapons systems technologies. Commendations are also awarded to outstanding performers, while Australia Day Medallions reward noteworthy contributions over a longer period of time. Nominations for these awards are made at Group level and are administered through the Directorate of Honours and Awards in Defence Personnel Executive (DPE). Other whole-of- Defence level awards include the Defence Safety Awards, which are an initiative of the OH&S Committee and awarded annually to people who go above and beyond the call of duty in maintaining safety in Defence.

Defence's performance management policies give individual supervisors, branch heads and groups the flexibility to create their own ways of recognising performance. In DPE, for example, individuals or teams who demonstrate an outstanding commitment to advancing DPE's goals are rewarded at group level with the Head Defence Personnel Executive Award, which consists of a plaque, framed certificate, and non-monetary prize worth up to $200 for individuals and $400 for teams. At branch level, staff are eligible for the Defence Personnel Executive Awards that are presented at branch-wide events and publicised through DPE's internal communications tools.

Corporate Services and Infrastructure Group has a four-tiered suite of awards that celebrate different aspects of its core business. The CSIG Customer Service Award is the result of nominations from CSIG's clients, while the CSIG Peer Recognition Award is awarded to staff who have demonstrated outstanding service in the eyes of their colleagues.

As well as group, division or branch-level awards, there are a number of things you could do in the workplace to express appreciation for a job well done. As a public-sector organisation, Defence tends to use non-monetary ways to recognise exceptional performance. These could include Employee of the Month awards, 'celebration walls' in the workplace that commemorate the achievements of the branch or section, and sponsoring learning and development opportunities that staff members are keen to undertake.

More informal methods could include rewarding a team with a celebratory morning tea, or additional time off in lieu after the completion of a tough project. There are plenty of ways to publicise achievements using internal communication tools such as Service newspapers, Group websites or this magazine. Low-cost rewards such as book or movie vouchers can also be appropriate ways of rewarding teams or individuals.

Rewards and recognition in the public sector are a hot topic overseas. In Canada, the Public Service Agency of British Columbia has created a database of 'Recognition Best Practices' that include appreciation trees, Friday Fan Mail and creating space in meeting minutes to record 'milestones achieved.' Singapore has set itself the 'Enterprise Challenge' to promote creativity and innovation in the public sector. Staff who have made an outstanding contribution to the enterprise agenda are presented with awards at an annual whole-of-government public service convention. Many other countries are starting to recognise that rewarding exceptional performance helps to align individual and organisational values.

Often, the simplest acts of recognition are the best. Written thanks for a job well done, or positive feedback that highlights the person's contribution to Defence's goals, can do wonders for motivation levels. Sometimes just a simple "thank you" can do the trick. It makes the individual feel like a valued part of Defence - and when people feel valued, there's nothing they can't achieve.

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