Recommendations on Pay and Incentives

RS Assessment/Implementation Committee

Resource Services staff should create a page with links to information about all existing pay and incentives programs at the state level. The existence and location of this page should be publicized within Resource Services to allow all staff to be aware of what statewide incentives are available for outstanding performance, and what the selection criteria are for receiving those awards

Result: Vote, accepted 10 to 1. A page containing this information and other information regarding employment was created by Phek Su, and will be posted as UF Library Personnel Information on the RSD homepage

Update: The UF Library Personnel Information web page contains a section on Awards Program.

Resource Services could come up with monthly and yearly awards, given to winners in each section for outstanding performance. The suggested monthly awards included use of a departmental parking space, coffee cups or plaques, a certain number of free meals at Gator Dining, use of the Wellness Center, and movie passes at the Reitz Union. The Pay/Incentives Group made progress on ascertaining the current availability of such awards. The suggested yearly awards included extra travel money, first choice on new equipment, and extra OPS money allocations

Result: Vote, rejected 7 to 3 for the following reasons:

It is a good idea but difficult to maintain and would cause further morale problems

It demoralizes those who perceive themselves—rightly or wrongly—just as good as the rewardee, thereby exacerbating the morale problem

It fosters unhealthy competition among staff, and stratifies us according to rewardees/nonrewardees

It is a good idea but is inappropriate for the Department to do this, it should be a library-level initiative

It will destroy the atmosphere of collegiality which the entire library is striving to achieve

Resource Services should handle the distribution of these awards by establishing open and objective guidelines for determining who gets them. Performance standards, including a measure for quality of work, would allow supervisors to evaluate their workers more objectively and would make the evaluation process clearer to those supervised. It is recommended that the standards be at least moderately challenging and that it be possible to change the standards with time, lest they become obsolete, perhaps because of the changing nature of work or advances in technology

We suggest that a standing Pay and Incentives Committee be created of staff members interested in coordinating this effort with other efforts in Resource Services that may be addressing related issues and to administer the awards

Return to Assessment Implementation Group

Prepared by: Tim Hartigan, April 24, 2001
Last Updated: September 17, 2001


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