This performance recognition system is designed to:
1. Reward excellence by giving points for achieving KPIs.
2. Encourage improvement by providing feedback for negative performance.
3. Identify high performers for career growth opportunities.
4. Address under performance through structured penalties.
Employees are assessed annually based on points earned across their department KPIs. Recognition tiers are:
1. Tier 1: 15 points – Good performance, recognition certificate.
2. Tier 2: 20 points – Very good performance, bonus or award.
3. Tier 3: 25+ points – Exceptional performance, bonus, award, and priority for promotions. Each department should have only one employee at this level.
Important:
Employees earning less than 10 points in a year will be subject to a penalty scheme, which may include warnings,
training requirements, or exclusion from benefits program or as per management consideration.
Mistakes must be documented with evidence and reviewed by a neutral committee to prevent unfair deductions. Each deduction must include a
corrective plan, not just a penalty.
Key Performance Indicator
In work, a KPI (Key Performance Indicator) is a measurable value showing how effectively a company, team, or individual is meeting strategic business objectives, acting as a quantifiable benchmark for success, guiding decisions, and aligning daily tasks with broader goals. KPIs transform abstract goals into concrete targets, helping everyone track progress and understand if strategies are working, from high-level financial health (revenue) to departmental specifics (sales leads) or personal tasks (project completion).
Employee Performance Recognition
About the System
Introduction
To build a high-performing, motivated, and collaborative workplace, Tivoli Group is implementing a structured Employee Performance Recognition System. This system is designed to acknowledge individual achievements, encourage innovation, strengthen teamwork, and ensure consistent quality across all departments.
The program follows a 15-point annual model, where employees earn points through outstanding performance, valuable ideas, effective communication, collaboration, and technical & behavioral competency. At the same time, poor performance and behaviors, avoidable mistakes, etc will result in point deductions and penalties.
Purpose
The purpose of this program is to motivate employees, enhance productivity, and recognize top performers across all departments. By linking points to key performance indicators (KPIs), employees receive transparent, measurable feedback that reflects their contribution to the company’s success. This system will be integrated into the yearly performance appraisal, ensuring that recognition and accountability are part of career progression.
Performance Recognition at 15 Points
When employees reach 15 points, they receive:
Tier 1 Recognition (Base Reward)
- Certificate of Excellence
- Public appreciation in quarterly meeting
- Gift vouchers or company merchandise
Tier 3 (25+ points – “Star Performer”)
- Featured in company news board
- Opportunity to lead a small project
- Exclusive training program paid by company
Why This Works for Tivoli Group
Motivates high performance: The system rewards initiative, teamwork, and excellence.
Reduces mistakes naturally: Penalties encourage employees to be more careful without creating fear because they can always earn points back.
Fair and transparent: Clear rules avoid personal bias. Everyone understands how to earn and lose points.
Encourages collaboration: Team behavior and cross-department help are directly rewarded.
Balanced: Positive achievements matter more than mistakes; this keeps morale high.
How the System Works
The Employee Performance Recognition System is built around a simple and transparent points model. Throughout the year, each employee earns points for positive contributions and loses points for avoidable mistakes. When an employee reaches 15 points, they qualify for formal recognition and rewards. The process is designed to motivate high performance, encourage responsibility, and support personal growth.
1. Earning Points
Employees gain points by demonstrating excellence in key areas that are essential to our company’s success:
- Achievement: Meeting or exceeding targets, completing major tasks, or delivering high-quality results.
- Ideas & Innovation: Proposing solutions that save time, reduce costs, improve workflow, or enhance product quality.
- Collaboration & Teamwork: Helping colleagues, supporting other departments, and contributing to group success.
- Communication: Maintaining clear, timely, and professional communication with coworkers, clients, and management.
- Technical Competencies: Improving skills, producing accurate technical work, and participating in training programs.
Each positive action earns between 1–3 points depending on its impact.
2. Losing Points
To encourage responsibility and reduce recurring issues, the system includes point deductions for mistakes. These are constructive, not corrective, and always accompanied by guidance for improvement.
- Minor Mistakes (–1 point): Small errors such as missed deadlines or avoidable communication problems.
- Moderate Mistakes (–4 points): Errors that interrupt workflow or cause rework for other departments.
- Major Mistakes (–8 points): Issues that cause customer dissatisfaction or financial impact. These cases include a review and coaching session.
All deductions must be supported by evidence and reviewed by management to ensure fairness.
3. Monthly Review and Transparency
Every month, managers review points based on employee actions and documented performance. Employees receive a monthly update on their progress, so they always know where they stand. This ensures transparency and helps employees adjust their performance proactively.
4. Recognition at 15 Points
Once an employee reaches 15 points, they are officially recognized for their contribution. Rewards may include:
- Appreciation certificate
- Public acknowledgment
- Gift vouchers or company merchandise
Employees who continue performing and reach higher tiers (20+ or 25+ points) earn additional rewards such as paid time off, special training opportunities, or bonuses.
5. Purpose and Impact
The system works because it focuses more on positive reinforcement than penalties.
It motivates employees to perform better, encourages accountability, reduces mistakes, and creates a culture of improvement.
By rewarding dedication and good work habits, we promote a stronger, more collaborative, and more responsible workforce