1. DeKalb County Human Resources Department
Employee
Rewards Program

3. This document is not a contract, either expressed or implied, and
the information within represents guidelines only. DeKalb
County Government reserves the right to modify, amend or
change any section(s) at any time. Every attempt will be made to
inform employees of any changes as they occur. However, it is
the employee’s responsibility to stay abreast of all County
policies, procedures and programs.
Reminder: Suggestions in this guidebook are not required and
may be implemented at the discretion of your department
head or designee.

4. Preface
This guidebook provides an Employee Rewards Program which
incentivizes employees of DeKalb County Government. The primary
objectives of the program are to:
- Systematically link rewards with exceptional performance and positive
behaviors
- Achieve a superior service delivery system that is timely, professional,
and courteous
- Encourage employees at all levels to consistently exceed customer
expectations
- Maintain the highest standards as we work together to meet the needs
of our internal and external customers
- Create a culture of recognition reinforcing employees who are
committed to their work, mission, and the strategic priorities of the
organization, so they feel valued
- Increase morale, productivity, engagement, and retention
Ultimately this program creates, through a combination of monetary and
non-monetary rewards, a system which motivates employees to provide
superior services to citizens and stakeholders of DeKalb County.
As every employee of the County serves DeKalb citizens, either directly
or indirectly, this guidebook may be used to acknowledge the superior
contributions of employees.

5. Table of Contents
Section 1. Monetary Rewards
I. PURPOSE..................................................................................... 1
II. AWARD CATEGORIES. ............................................................. 1
A. Merit Increases (Pay-for-Performance)................................. 1
B. Performance Incentive Payment........................................... 2
1. Conditions .................................................................. 3
2. Criteria........................................................................ 4
3. Selection Process........................................................ 4
4. Orientation.................................................................. 5
5. Award Payments ........................................................ 5
C. Monetary Spot Awards........................................................... 7
1. Award Amounts ......................................................... 7
2. Criteria........................................................................ 8
3. Selection Process........................................................ 9
Section 2. Non-monetary Rewards
I. PURPOSE..................................................................................... 10
II. AWARD CATEGORIES ............................................................. 10
A. Non-monetary Spot Awards............................................... .10
1. Criteria...................................................................... 11
2. Selection Process...................................................... 12
B. Quarterly Awards................................................................ 12
1. Criteria...................................................................... 13
2. Selection Process...................................................... 14
C. Annual Awards..................................................................... 14
1. Criteria...................................................................... 15
2. Selection Process...................................................... 16
3. Submission Procedures............................................. 16

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Section 1.
Monetary Rewards
I. PURPOSE
Monetary rewards are tangible incentives used to recognize
employees on a job well done. Such rewards reduce turnover,
boost morale and loyalty, increase retention, and drive daily
employee performance linked to the County’s strategic goals.
II. AWARD CATEGORIES
There are three monetary categories associated with this
program – Merit Increases, Performance Incentive Payments
and Spot Awards. A brief overview of the merit increase
process is highlighted in paragraph A. The Performance
Incentive Payment and Spot Awards are provided according to
the criteria outlined in paragraphs B and C.
A. Merit Increases (Pay-for-Performance)
Merit Increases are part of a pay-for-performance plan and
used to reward performance of all employees who meet or
exceed expectations outlined by the employee’s
performance management plan. Each fiscal year, the
administration will determine if merit increases will be
awarded and the value of the increase based on available
resources.
The employee’s overall performance rating shall be used
to determine if a merit increase will be recommended and
the percentage of the recommended increase. For an
overall performance rating of “Far Exceeds Standards,”
“Exceeds Standards,” and “Meets Standards,” the amount
of merit increase for each rating shall be determined by the
budget allocated for merit increases. For an overall

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performance rating of “Marginal Standards” and “Below
Standards,” no merit increase will be processed and
employees will be placed on a Performance Improvement
Plan or may be subject to termination.
In accordance with DeKalb County Code Section 20-41,
“A salary increase shall not be considered as an automatic
and routine right due an employee.” All salary increases
shall be based upon quality and quantity of work as
reflected by the performance appraisal.
B. Performance Incentive Payment
A Performance Incentive Payment is a form of additional
compensation paid to employees or teams that exceed
expectations in any of the following three ways:
Exceptional Knowledge and Skills Enhancement;
Exemplary Customer Service; and Innovative Service or
Process Improvement.
This incentive payment is compensation beyond normal
wages and may be awarded after the appraisal period,
when budgetary constraints restrict the authorization of
merit increases. It is awarded to a select number of
individuals or teams for extraordinary performance or
distinguished activity during a specific period of time.
Performance incentive payments are subject to County
funding and, when applicable, in accordance with grant
regulations. The award timeframe will be the same for all
employees and must be within the first month after the
preceding quarter.
The intent of this program is to:

8. 3
 Authorize a one-time per year performance incentive
payment for an individual or team
 Assist managers in identifying high-performing
employees
1. Conditions
Exceptional Knowledge and Skills Enhancement
 Received professional degree or
certification in an area related to job
performance
 Achieved a noteworthy goal or completed a
project early and/or under budget
 Implemented an idea which resulted in
significant added value to the department or
County
 Performed in a way that brought
recognition to the County or department,
such as increasing public trust or enhancing
the County or department image
Exemplary Customer Service
 Far exceeded performance in all
OneDeKalb customer service standards
 Exceeded standard turnaround time on a
work task so a customer could achieve a
critical need
 Followed through with a customer request
that was outside the normal scope of job
duties

9. 4
 Solved a significant customer service
problem
Innovative Service or Process Improvement
 Improved methods and procedures with
increased efficiency, cost savings or
reduced waste to the County
 Created systems that significantly reduced
exposure to industrial injuries and vehicular
accidents
 Improved safety, health or working
conditions, including eliminating hazards
and reducing lost-time hours
 Developed a program or process that
resulted in reporting more accurate results
and more efficient task completion
2. Criteria
An award recipient must be a non-temporary DeKalb
County Government employee with at least 12 months
of service and a current “Meets Standards” or above
performance evaluation. The recipient must also be an
active employee at the time of award and remain active
for a minimum of 90 calendar days. Performance
incentives will be divided and paid over two pay
periods. Employees who voluntarily separate within
the 90 day period must repay the full amount of
incentive received. Additionally, recipients must be at
pay grade 33 or below.

10. 5
3. Selection Process
Each department will establish and publish, in
advance, the specific criteria and examples of
performance unique to the department that may allow
an employee to be eligible for consideration of a
performance incentive payment. The number of
awards granted will be based on available resources.
The department head will confer with the senior
management team on the recommendations for
individual or team incentive payments. The final
decision will be made by the department head based on
supporting documentation.
4. Orientation
The success of the program is dependent upon
management’s support and employee acceptance.
Thus, a mini-orientation program will be developed for
employees. All operational procedures and behavioral
standards will be shared. These materials will serve to
publicize the program and reinforce behaviors that
serve to achieve organizational goals.
5. Award Payments
Funding for performance incentive payments must be
authorized annually. The Finance Department will
determine the amount of funds available for award
payments, and in conjunction with the Human
Resources Department, determine the allocation
amount for each department.

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There are three (3) types of incentive award payments:
Individual Performance, Team and Education Awards.
Individuals and teams receiving performance incentive
award payments must meet the specified program
eligibility criteria on page 4.
The maximum performance incentive payment, in any
combination, may not exceed $2000 per individual, per
year. Individual performance incentives will vary
based on the recipient’s performance evaluation rating.
All team awards will be $500 for each member. A
“team” is defined by the appointing authority and must
be of reasonable size. The award payments which may
be paid to an individual or to a team are as follows:
Individual Performance Awards
Far Exceed $2000
Exceed Standards $1500
Meets Standards $1000
Team Awards (per individual) $500
Education Awards are intended to encourage career development
and life long learning, and may be granted under the following
conditions:
 All education awards must
be deemed “job related” by
department head.

12. 7
 Diplomas and college degrees must be from institutions
accredited by agencies recognized by the U.S. Department
of Education or Council for Higher Education
Accreditation (CHEA).
 National certification must be granted by nationally
recognized certifying bodies approved by the department.
This does not include attendance at classes to maintain
current certifications nor programs that grant certificates
of completion.
Education Awards
Graduate Degrees $1,500
Undergraduate Degrees $1,250
G.E.D. $1,000
Professional Accreditation/Licenses $500
National Certifications $500
Employees eligible for and/or receiving salary increases due to
certification, licensure, or educational attainment are not eligible
to receive education awards.
Special Note: Monetary awards are not guaranteed. Individual
performance achievements, team participation, and/or attainment
of educational or professional advancements only make you
eligible for consideration of monetary awards.
C. Monetary Spot Awards
Monetary Spot Awards provide immediate recognition to
employees who make an extra effort (one time or short
term) to perform job duties in an exemplary manner;

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especially those efforts that might otherwise not be
recognized.
1. Award Amounts
Spot Awards may be granted in amounts ranging from
$25 - $200. The amount of the award should be
determined by the recommending official based on the
value of the contribution. In determining the amount
of the Spot Award, it is important to consider the
benefits realized by the organization from the
contribution.
2. Criteria
To receive a monetary spot award, the recipient must
be a DeKalb County Government employee.
Examples of employee contributions that may be
considered are:
 Producing exceptionally high quality work
under tight deadlines
 Performing extra assignments in addition to
regular duties (excluding those on Acting
Status or Interim Status)
 Delivering superior customer service
 Exercising extraordinary initiative or creativity
in resolving a critical need or difficult problem
 Providing exceptional work on a one-time
special project
 Identifying cost savings that are quantifiable
 Being the first to successfully complete key
departmental initiatives
 Finding a creative/innovative solution to a
problem
 Demonstrating exceptional leadership

14. 9
3. Selection Process
Monetary Spot Awards will be given at the discretion
of the department’s supervisor or manager to reward
meritorious behavior, notable accomplishments or
special achievements as they occur. Each department
will establish and publish, in advance, the specific
criteria and examples of performance unique to the
department that may allow an employee to be eligible
for consideration of a monetary spot award.
Allocations of funds for Monetary Awards are made
by the Office of the Chief Executive Officer and
Finance, annually or quarterly, based on available
funding, and in accordance with grant regulations.
Each department is responsible for ensuring the
effective use of funds allocated for awards throughout
the year.
Restrictions
An employee under this program may receive a
maximum of $400 in Spot Awards during any given
fiscal year.

15. 10
DRAFT
Section 2.
Non-monetary Rewards
I. PURPOSE
Non-monetary Rewards are “congratulations” to employees
for a job done well. Verbally recognizing employees’ work
and acknowledging contributions can often be effective in
motivating employees. Money is not the only factor that
incentivizes employees to improve performance.
This award recognizes individuals who have consistently
demonstrated exceptional service and follow-through, going
beyond what is required in performing their duties. This
program is a way for managers to highlight outstanding
employees who embody the standards of excellence
established by DeKalb County Government. The Human
Resources & Merit System Department will be responsible for
soliciting sponsorships and for allocating available resources.
II. AWARD CATEGORIES
There are three categories associated with this program: Non-
monetary Spot Awards, Quarterly Awards, and Annual
Awards. Managers and supervisors may use Quarterly
Awards, like Spot Awards, at their discretion to acknowledge
and reinforce positive work behaviors of employees.
Eligibility should be determined using the criteria outlined in
each section of this document.
A. Non-monetary Spot Awards
A Spot Award is an immediate recognition to incentivize
employees for exceptional performance beyond the
prescribed expectations of the job. These awards are given
for a one-time achievement, after the event. Spot Awards

16. 11
acknowledge and demonstrate immediate and spontaneous
appreciation for the contributions of individuals. The
supervisor or manager who observed an employee doing
something right will pin the employee on-the-spot with a
DeKalb County Spot Award. The award will state, “Top
Performer!”
Award recipients may choose one of the following items
in recognition of the achievement:
 Sleep-in-Late one day pass (use any time; must
comply with standard call-in procedures)
 Leave 30 minutes early for three days (Once per
quarter with department head approval)
 Two-hours off (Once per quarter with department head
approval)
 Free car wash (depends on availability)
(Note: Avoid banking time, use immediately, at department
head’s discretion)
The following are contingent on available resources:
 Lunch-on-Us
 Potted plant
 Personalized note cards
 Pair of movie tickets
 Gas card/MARTA card
 Gift card
 Lunch with department director
 Free shoe shine
 Morning donuts/bagels and coffee or juice

17. 12
1. Criteria
To receive a Non-monetary spot award, the recipient must
be a DeKalb County Government employee who has
demonstrated one or more of the criteria below:
 Going beyond what is required in performing
duties
 Demonstrating exceptional follow-through in
responding to customer issues
2. Selection Process
Each department will establish and publish, in
advance, the specific criteria and examples of
performance unique to their department that may
allow an employee to be eligible for consideration of
a non-monetary spot award. The number of awards
granted will be based on available resources. Non-
monetary Spot Award recipients may also be eligible
for other Non-monetary and Monetary awards.
B. Quarterly Awards
Quarterly Awards recognize top performers at the
department level who excel and demonstrate sustained
performance over a period of time.
In addition to the possibility of being featured on DCTV,
award recipients may choose items such as those below:
 VIP parking for one week
 Start one hour later or leave one hour early for one
week
 Four-hours off (with department head approval)

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 Lunch with department head
 Birthday off (provided operation is not adversely
impacted)
 Extended lunch period (for 1 week)
The following are contingent on available resources:
 Gas card
 Sam’s Club/Costco’s/BJ’s membership (based on
availability)
 DeKalb recreation fitness facility registration (3
months)
 Merchant gift card
 YMCA pass (up to 3 months)
 Auto detailing (depends on availability)
1. Criteria
To receive a Non-monetary quarterly award, the
recipient must be a DeKalb County Government
employee who has demonstrated one or more of the
criteria below for a sustained period of time and/or
with significant impact, to be eligible for these awards:
 Enhancing customer service delivery and
proactively providing solutions
 Demonstrating exceptional teamwork or
leadership skills
 Proposing innovative ideas, technology, or
processes that save the County money or
improve operational efficiency

19. 14
2. Selection Process
The selection process will be established and managed
by each department. Additionally, employees should
be recognized within the first month after the
preceding quarter. The number of awards granted will
be based on available resources. Quarterly Award
recipients may also be eligible for the OneDeKalb
Serves-Excellence in Customer Service Annual Award.
C. Annual Awards
The annual awards honor select employees for excellence
in customer service and coincide with National County
Government Month. The annual awards are based on
excellence in customer service and employees are
recognized in a luncheon sponsored by the CEO and the
Human Resources Department. Nominees may have been
recognized in the Spot Award or Quarterly Award process,
but it is not a pre-requisite for the Annual Awards
Program.
Photographs of the honorees, along with a summary of
accomplishments, will appear in a program booklet and be
broadcast on the intranet as well as DCTV. Recipients
will receive the following items in recognition of their
achievement:
 CEO OneDeKalb Serves-Excellence in
Customer Service Award
The following gifts are contingent on sponsor support:
 Gas card
 Gift bag

20. 15
 Day-off-work certificate
 Designated premium parking spot for one
month (where feasible)
Honorees will participate in a drawing for items such as the
following (based upon sponsor support):
 Six Flags tickets
 Premier dining for 2 at a local restaurant
 Water park passes
 Spa treatment
 1 Year Sam’s Club/Costco/BJ’s membership
 Weekend stay at local luxury hotel
 Weekend stay at a resort
1. Criteria
Regular status employees (FT/PT) with a current
“meets standard” or above performance evaluation in
the recognition time period, and who have
demonstrated the following, will be eligible for these
awards:
 Performed an extraordinary customer service deed
 Solved a significant customer service problem
 Followed through with a significant customer
request that was outside the normal scope of
work/job duties
 Consistently exceeded customer expectations on
service delivery or resolution of issues(s)
 Recommended or implemented an enhancement
which significantly improved customer service

21. 16
HR will communicate the nomination period to employees and the
public and provide the nomination form.
2. Selection Process
Employees may self nominate, be nominated by co-
workers, supervisors, or citizens. No more than 1% of
department employees shall be recognized (minimum
of 1 per department). Employee nomination forms
should be sent to the respective department head.
Citizen nominations should be sent to HR for
appropriate distribution.
HR recommends that the department head establish a
committee of 5 or 7 members with representation from
each of the following: non-supervisory, first-line
supervisor and manager. The review committee will
determine if the nominee meets the criteria, the merit
of the nomination, and vote on nominees to be referred
to department head. The department head will review
the committee’s recommendations, make the final
determination and forward the nominee(s) to HR for
the recognition award. (Employees cannot be selected
two consecutive years.)
3. Submission Procedures
Submissions must be sent electronically to Human
Resources on the approved form by the deadline
published for that year.

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CUSTOMER SERVICE STANDARDS
Courtesy
Accountability
Knowledgeable
Timely Service
Cultural Sensitivity
Empowerment
Teamwork
Clear Communications

23. 18

24. 19
DRAFT
DeKalb County Government
INTERIM CHIEF EXECUTIVE OFFICER
Lee May
Board of Commissioners
Commissioner Elaine C. Boyer, District 1
Commissioner Jeff Rader, District 2
Commissioner Larry Johnson, District 3
Commissioner Sharon Barnes-Sutton, District 4
Commissioner Lee May, District 5
Kathie Gannon, District 6
Stan Watson, District 7
Your comments and/or suggestions on enhancing this Monetary and
Non-monetary Rewards Program are welcome. Please call the
Department of Human Resources at 404-371-2332 or email
dkcenter@dekalbcountyga.gov.
Quality is everyone’s responsibility. - W. Edwards
Published 10/23/13 by Human Resources Department
Benita Ransom, HR & Merit System Director