Reward and Recognition
Informal Recognition
Visit the Reward and Recognition guide to learn about programs, dates, and deadlines.
To support supervisor efforts to recognize team member work anniversaries, the Faculty and Staff Engagement, Reward and Recognition team oversees a work anniversary recognition program. The program will focus on two forms of recognition:
- Yearly work anniversaries will be recognized by Human Resources with individual appreciation emails and a video message for all faculty, classified staff, and wage employees.
- 1- and 3-year milestones in Mason and/or state service will be recognized with a certificate from Human Resources. This initiative includes full-time classified staff, A/P faculty, and I/R faculty.
- 5-year milestones (5, 10, 15, etc. years of service) will continue to be recognized during University Green and Gold days. This initiative includes full-time classified staff, A/P faculty, and I/R faculty.
Gift cards are a great way to say thank you and recognize the great performance of a Mason employee, colleague, or supervisor. Human Resources will cover up to $125 in gift cards per department each fiscal year. This equates to 5 x $25 gift cards for I/R faculty, classified staff, A/P faculty and non-student wage, or 12 x $10 student wage gift cards. Those requesting beyond $125 in one fiscal year will be asked to cover the cost of the gift cards via Journal Voucher. All gift cards are subject to payroll taxes. Payroll tax files are submitted on a quarterly basis.
To view available gift cards and make a gift card request, please log in to myMasonHR, select the 'Rewards and Recognition: Gift Cards' menu item, choose the gift card you're interested in, and complete the online form.
- Note: Before submitting a gift card request, connect to the VPN to access MyMasonHR.
After you submit your request for an electronic gift card, we will email you the gift card claim code(s) to share with the recipient(s).
After you submit your request for a physical gift card, you will receive an email when your card(s) is ready for pick up from the HR office in Merten Hall. Please bring your George Mason ID for pickup verification. If you would like to receive your physical gift cards via inter-office mail, please email awards@gmu.edu and indicate the appropriate mailstop.
- Disclaimer: The requestor assumes all responsibility for the gift card once HR sends through inter-office mail. Please note that there is a possibility that the card may get lost in the mail delivery; if so, the gift cards will not be replaced, unless the requestor agrees to cover the cost of a replacement via journal voucher.
Please note that requests are typically fulfilled the week after they are submitted through the MyMasonHR portal. If you would like to receive your requested item(s) on an earlier date, please notify awards@gmu.edu.
If you have any questions, please contact Faculty and Staff Engagement's Reward and Recognition Team at awards@gmu.edu.
Mason Flair are informal, non-monetary items that recognize and reward faculty and staff contributions. These often include Mason-branded items.
Please note that Human Resources will cover the cost of five (5) Mason Flair items per department per fiscal year. Departments requesting beyond five items in a fiscal year will be asked to cover the cost of the gift cards via Journal Voucher.
To see the current inventory of Mason Flair, please log in to myMasonHR, select the 'Mason Flair' menu item, choose the flair you're interested in, and complete the online form. You will receive an email when your Mason Flair is ready for pick up. You will receive an email when your Mason Flair is ready for pick up from the HR office in Merten Hall. Please bring your George Mason ID for pickup verification.
- Note: Before submitting a Mason Flair request, connect to the VPN to access MyMasonHR.
Please note that requests are usually fulfilled the week after they are submitted through the MyMasonHR portal. If you would like to receive your requested item(s) on an earlier date, please notify awards@gmu.edu.
If you have any questions, please contact Faculty and Staff Engagement's Reward and Recognition Team at awards@gmu.edu.
Impact Awards are designed to acknowledge employees (classified staff, A/P faculty, and non-student wage) who are doing exceptional work that goes above and beyond the scope of their usual job duties, making outstanding contributions with significant positive impacts on their unit, and advancing the university's mission in line with strategic initiatives.
Awards
| Award Level/Amount | Duration of Exceptional Work | Criteria for Consideration | Funding By |
|---|---|---|---|
| Bronze: Up to $200 | 3-4 weeks | Recognizing employees who contribute to a positive work environment and demonstrate commitment to George Mason values through: • Fostering an inclusive and welcoming culture by uplifting colleagues • Delivering outstanding service with professionalism and care • Encouraging teamwork and supporting the success of others • Providing guidance, mentorship, and constructive feedback • Delivering outstanding work or achieving excellence on a project or task • Completing a project beyond the scope of usual job responsibilities • Providing outstanding service or support to others • Effectively managing growth or change in unit or department • Investing in the growth of others through mentorship • Suggesting or developing a new process, workflow, or method that increases efficiency or maximizes resources | Central Account or Department |
| Silver: $250 – $500 | 1-3 months | Recognizing employees who take initiative to improve operations, strengthen teamwork, or enhance the effectiveness of their unit through: • Demonstrating leadership in fostering a collaborative and innovative work culture • Identifying opportunities to improve efficiency, productivity, or cost savings • Implementing creative solutions that contribute to George Mason’s operational success • Taking on a significant project outside the scope of usual job responsibilities or providing critical support when the unit is short-staffed • Enhancing unit well-being by supporting colleagues during busy times, fostering collaboration, and boosting morale through empathy and problem-solving | Department |
| Gold: $550 – $750 | 3-6 months | Recognizing employees who create lasting improvements or elevate the university's reputation through: • Strengthening departmental effectiveness in ways that are replicable or scalable • Contributing to initiatives that enhance George Mason’s visibility and influence • Developing programs, processes, or efficiencies that benefit multiple areas • Leading initiatives that promote inclusion, collaboration, or operational excellence • Taking on a significant project outside the scope of usual job responsibilities or providing critical support when the unit is short-staffed • Elevating the well-being and reputation of the unit through impactful work that brings recognition and distinction within the George Mason community • Developing processes, programs, or efficiencies that are replicated in other departments | Department |
| Platinum: $800 – $1000 | 6-12 months | Recognizing employees whose contributions lead to significant institutional impact by: • Strengthening partnerships or outreach efforts that benefit faculty, staff, or students • Driving initiatives that lead to transformational change within the university • Contributing work that enhances George Mason’s regional, national, or global reputation • Taking on a significant project outside the scope of usual job responsibilities or providing critical support when the unit is short-staffed • Elevating the well-being and reputation of George Mason through impactful work that brings recognition and distinction to the university • Collaborating with external groups to support and enhance the well-being of faculty, staff, or students • Developing processes, programs, or efficiencies that are implemented at the university- level | Department |
Eligibility, Funding, and Pay
- Administrative/professional faculty, classified staff and non-student wage employees are eligible to receive impact awards.
- Departments can request that HR pay for impact awards at the Bronze level only. Departments are responsible for paying impact awards at the Silver, Gold and Platinum levels.
- The payout date of an Impact Award is based on the recipient's pay schedule (bi-weekly or semi-monthly). All impact awards will be directly deposited into the employee’s bank account.
- All impact awards are subject to federal and state taxes and cannot be grossed up to cover the taxes.
- Employees who have received temporary pay for the project or duties described in the nomination are not eligible for impact awards at any level.
- Employees are eligible to receive one impact award, at each level, per fiscal year.
The Form and Approvals
- Impact award nominations must be submitted via the Impact Award Dynamic Form nomination. (See also: Directions for Filling out the Impact Award Nomination Form)
- In Dynamic Forms, submitters will enter the name and email address of the nominee’s supervisor and the Dean/Vice President to whom their unit/department reports. If the award submitter is also the supervisor, the supervisor will enter their own name in the supervisor section.
- Award requests prepared by a Dean or VP require Provost, EVP, or Chief of Staff approval.
- Up to 10 nominees can be entered on the form, allowing for mass approval as the form moves through the workflow.
- Nominators must provide a detailed justification for the award nomination(s). This justification should describe the work that is above and beyond the scope of the employee’s job and any details, such as length of project, and the impact the employee’s work has had on their department, Mason and/or the community. Use specific examples and measurable outcomes that demonstrate why the employee should receive this award. Customer testimonials or excerpts from emails are welcomed if they add merit to the written justification.
- Following submission and final signature by the submitter, the form will move to the supervisor for approval. Following supervisor approval, the Dean or VP will review and provide a final signature if approved. (Provost, EVP, or Chief of Staff approvals are only needed when forms are submitted by a Dean or VP).
- Upon final workflow signatures, the Impact Award will be routed to HR for final review and approval.
- Upon HR approval, a notification will automatically be sent to the individual who submitted the form, who will be responsible for ensuring the recipient is informed of their approved award. Submitters are encouraged to use resources in the Recognition and Appreciation Toolkit to inform the faculty or staff member of the impact award and refer to the Tips for Sharing Meaningful Recognition guide.
The Acknowledgement of Extraordinary Contribution Form recognizes consistent, exceptional work that significantly impacts the unit or institution's performance to advance the mission of the university. Such a high level of performance is easily recognized by others as a combination of situation and performance allowing for extraordinary results. A classified employee must have this form on file to receive an overall "Outstanding" rating on the annual performance evaluation. The form must be submitted via Dynamic Forms.
See also: Directions for Filling out the Acknowledgement of Extraordinary Contribution Form
Questions about this requirement can be submitted to leaps@gmu.edu.
Recognition leave can be awarded to employees who have done exceptional work above and beyond the scope of their usual job duties. Recognition leave is open to classified employees and administrative/professional faculty.
| Amount of Recognition Leave | Duration of Exceptional Work | Criteria for Consideration |
|---|---|---|
| 2 hours | 1 day | • Receiving positive feedback or a specific compliment from a customer or colleague • Assisting with an immediate need or time-sensitive task • Supporting team efforts by stepping in to assist a colleague with a task • Demonstrating flexibility or adaptability in response to a short-term challenge |
| 4 hours | 2+ days | • Assisting with or independently doing a task beyond the scope of usual job responsibilities • Doing exemplary work or a commendable job on a short-term project or activity • Providing excellent service or demonstrating exceptional support during a busy or high-stakes period • Receiving positive feedback or a specific compliment from a customer or colleague |
| *1 day (8 hours) | 1-2 weeks | • Delivering outstanding work or achieving excellence on a project or task • Effectively managing growth or change in unit or department • Providing excellent service or support to others • Providing guidance, mentorship, feedback and/or encouragement to colleagues • Suggesting or implementing a small-scale enhancement that positively impacts workflow or morale |
| *2 days (16 hours) | 3-4 weeks | • Delivering outstanding work or achieving excellence on a project or task • Completing a project beyond the scope of usual job responsibilities • Providing outstanding service or support to others • Effectively managing growth or change in unit or department • Investing in the growth of others through mentorship • Suggesting or developing a new process, workflow, or method that increases efficiency or maximizes resources |
| 3 days (24 hours) | 1-3 months | • Taking on a significant project outside of regular responsibilities or providing critical support when the unit is short-staffed • Enhancing unit well-being by supporting colleagues during busy times, fostering collaboration, and boosting morale through empathy and problem-solving • Consistently acting as a team player and encouraging teamwork in others • Effectively managing growth or change in unit or department • Acting with initiative and creativity to solve a problem or create an efficiency that positively impacts the unit • Leading or assisting with an initiative that significantly improves operations, productivity, or team morale |
| 4 days (32 hours) | 3-6 months | • Taking on a significant project outside the scope of usual job responsibilities or providing critical support when the unit is short-staffed • Elevating the well-being and reputation of the unit through impactful work that brings recognition and distinction within the George Mason community • Developing processes, programs, or efficiencies that are replicated in other departments |
| 5 days (40 hours) | 6-12 months | • Taking on a significant project outside the scope of usual job responsibilities or providing critical support when the unit is short-staffed • Elevating the well-being and reputation of George Mason through impactful work that brings recognition and distinction to the university • Collaborating with external groups to support and enhance the well-being of faculty, staff, or students • Developing processes, programs, or efficiencies that are implemented at the university level |
*Recognition leave is pro-rated accordingly for part-time employees.
Eligibility and Awarding
- Administrative/Professional faculty and classified employees are eligible to receive recognition leave.
- Up to 40 hours of recognition leave can be awarded to full-time employees per calendar year (subject to approvals). Recognition leave is pro-rated for part-time employees according to their full-time equivalent (FTE).
- Recognition leave expires in one year and may be paid out prior to expiration or at termination per state policy 1.15.
The Form and Approvals
- Recognition leave nominations must be submitted via Dynamic Forms.
- Form submitters will enter the name and email address of the nominee’s supervisor and the Dean or Vice President to whom their unit/department reports.
- Award requests prepared by a Vice President (VP) or Dean require Provost, Executive Vice President (EVP), or Chief of Staff approval.
- Up to 10 nominees can be entered on the same form, allowing for mass approval as the form moves through the workflow.
- Nominators must provide a detailed justification for the award nomination(s). This justification should describe the work that is above and beyond the scope of the employee’s job and any supporting details, such as length of project and impact on or benefit to the George Mason community. Use specific examples and measurable outcomes that demonstrate why the employee should receive this award. Customer testimonials or excerpts from emails are welcomed if they add merit to the written justification.
- Once submitted, the form will require approval from the nominee's supervisor. Following supervisor approval, the Dean or VP will review and provide a final signature if approved. (Provost, EVP, or Chief of Staff approvals are only needed when forms are submitted by a Dean or VP).
- Upon final signatures, the form will be routed to HR for final review and approval.
- Upon HR approval, a notification will automatically be sent to the individual who submitted the form, who will be responsible for ensuring the recipient is informed of their approved award. Submitters are encouraged to use resources in the Recognition and Appreciation Toolkit to inform the faculty or staff member of the impact award and refer to our Tips for Sharing Meaningful Recognition.
Student wage, graduate assistants, and work study employees are eligible to receive Mason Flair and student employee gift cards.
To view available items and submit a request, please log in to myMasonHR, select the appropriate Reward and Recognition menu item ('Mason Flair' or 'Student Recognition'), and complete the online form. You will receive an email when your item is ready.
- Note: Due to state regulations and tax rules, the gift card options for student employees are different than the gift card options available to faculty, staff, and non-student wage employees.
Please note that requests are typically fulfilled the week after they are submitted through the MyMasonHR portal. If you would like to receive your requested item(s) on an earlier date, please notify awards@gmu.edu.
If you have any questions, please contact Faculty and Staff Engagement's Reward and Recognition Team at awards@gmu.edu.
The Presidential Citation is a non-competitive award intended to recognize those who perform an exceptional deed that may or may not be related to their normal duties.
The recipient of the award must have rendered a service or performed a deed at either personal or potential sacrifice that was motivated by good citizenship or a sense of public responsibility. Examples include: rendering immediate first aid to an injured or seriously ill person; taking action to preclude the substantial loss of money or prestige to the University.
The nominator, supervisor, and head of the unit in which the nominee works must sign the nomination form. The nomination must include a one page description of the action for which the employee is being nominated.