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by Keri Bunstock

Employee Recognition is a vital part of any organization. High employee morale is important to productivity and reduces turnover. The State of Nebraska recognizes that, in order to have the best workplace possible, an Employee Recognition strategy is important.

Are there statutes or rules governing Employee Recognition? Yes!

First, we have Statute 81-1307:

Director of Personnel; duties

7. Employee Recognition Program: The director shall administer an employee recognition program for state employees.

The program shall serve as the authorized program for honoring state employees for dedicated and quality service to the government of the State of Nebraska.

There are three major components of the current Employee Recognition Program. First we have the "Governor's Awards." These awards are the mugs, clocks, etc., that are given to employees during the statewide ceremonies during October. Statute 81-1354.05 established a revolving fund to pay for this program. Expenses are charged back to the agencies, with costs estimated to be about $12 – $13, per employee. (This includes the awards, receptions, and related administrative costs.) Second, is the Suggestion System. While technically a part of the program, it is administered separately, so I will not go into detail. (Although it might be an idea for a future IIF.) Finally, there are the Agency Recognition Programs.

From the Personnel Rules and Regulations:

001 Recognition Programs.

With the approval of the DAS State Personnel Director, agencies may implement Employee Recognition programs…:

Section 001 lists four categories of awards, with specific limitations on each:

Years of Service
Educational or Certification
Achievement recognition programs
Suggestion system

To insure fairness and proper budgeting of Employee Recognition expenditures, a committee formed in 1999, with members from the Auditor's Office, DAS Accounting, and DAS State Personnel, to develop a set of guidelines for agency plans. Again, the allowable awards are quite modest, but must come out of the agency budget. Limits on food expenditures are $3.00 per person for receptions, a $15.00 dinner for an Employee or Manager of the Year (only for honoree and guest), and a $25.00 dinner for a retiree (again, honoree and guest only). Others attending dinners must pay out of pocket. The Director of State Personnel must approve for these expenditures in advance. Of course, agencies are always free to host potluck, food days, or the like that are not paid for with state funds.

If your agency would like to develop or revise your Agency Recognition Plan, DAS State Personnel would be happy to work with you. Sample plans and criteria are available, along with some low-cost or no-cost ideas to help with employee morale. You can contact State Personnel at 402-471-2075 or by email for more information.

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by Kate Morris and Dianne Scott

Paid interns are handled several different ways. They can be paid through SOS. If this option is used, then the payment is done through an object account for SOS, or through an expense account.

Interns can also be paid as “agency” temps and set up with their own address book number, etc. This would be done through a PSL account.

Under certain circumstances, interns can also be paid on a contractual basis, through expense accounts. Some interns are paid directly by the institution and agencies are billed through a contractual agreement. In other words, the agencies contract directly with the University.

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by Vicki Logan

Agencies must determine which candidates require background checks based on the position applied for, and not the individual applicant. It may not be necessary to conduct background checks for all positions; the hiring agency makes that determination based on their past experiences and what they feel would be a best practice for their agency.

During the interview process, inform the applicants that a background check will be performed and have them sign a release informing them of the type of check, or checks, that will be done.

To initiate a criminal background check for persons convicted of a crime in Nebraska, contact the Nebraska State Patrol. Their website provides detailed information on how to request a criminal history check. There is a cost of $10 per criminal history report, with the results provided in as many as 10 days.

Hiring agencies may make a conditional offer of employment, based on the outcome of the criminal history check, or wait until the results of the background check are obtained before making a job offer. Again, it is the hiring agency’s discretion on when and how to proceed with an offer. State Personnel is happy to assist an agency in developing processes and decisions surrounding background checks.

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by Shannon Moncure

We are working with SCC to provide CEUs to participants of SuperVision. This process should be complete within the next month (by the end of November).

In order to provide CEUs, SCC needs evidence of expertise of those providing training or education, as well as content information and something resembling a lesson plan or agenda. As these change for each IIF meeting, we are not yet sure if we could offer CEUs for the IIF. However, once the process is complete for SuperVision CEUs, our plan is to request CEUs for the IIF and see what kinds of support we will need to provide to the SCC board. Stay tuned for more information as this effort progresses.

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by Lindsey Miller

Currently, we do not have any HR/Payroll training scheduled. I am working on recruiting trainers and organizing the format for the class(es). In the meantime, I would recommend navigating to the NIS Training Manuals and browsing through the Human Resources and Payroll documentation.

When training becomes available, a Flash memo will be sent to the HR/Payroll contacts. If you are interested in adding your name to the NIS Flash Contact list for HR/Payroll, please let me know via email.