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ºÚÁÏÉçÇø encourages the recognition of excellent performance. The Miami P.R.I.D.E. Award, which stands for Performance Resulting In Distinguished Excellence, is a centrally-funded, monetary bonus program for Classified and Unclassified staff. Recognition of achievements and contributions has a considerable impact on employee satisfaction and retention. While not all forms of employee recognition involve compensation, the Miami P.R.I.D.E. Award is one method for supervisors to acknowledge significant achievements.

I. Guidelines

The Miami P.R.I.D.E Award is a monetary award used to reward significant outstanding performance. It is not an adjustment to base salary.

Reasons for awarding a bonus include, but are not limited to:

• Work on a special project;
• Attainment of job-related professional development not covered by a job enrichment program;
• Achieving significant project goals;
• Development of and assistance with implementation of an idea or an initiative which improves a business process or results in cost-savings;
• Exceptional service or outstanding performance as defined by the supervisor.

In order to qualify, an employee must:

• Have a performance evaluation on file in the appropriate personnel office that is less than one year old and have received an overall rating not less than meets standards;
• Be free of any disciplinary action for at least (6) six months;
• A classified employee must have completed his/her probationary period.

Awards may not exceed $1,250 per award and $2,500 in a one-year timeframe.

II. Implementation Procedures

P.R.I.D.E. Award Nominations are reviewed on a quarterly basis by a committee within the Office of the Provost. Nominations are due on the 7th of the following months: September, December, March and June and should be prepared by immediate supervisors and routed for approval through appropriate supervisory channels to the Provost Office. The Reason for the Bonus Request should be persuasive and include specific details in order to ensure that the nominee will successfully compete for the award.

A performance evaluation should not accompany the nomination. If an evaluation is submitted at the same time as the P.R.I.D.E. nomination, in order to following the guidelines, the evaluation should be sent to Academic Personnel Services (unclassified staff) or to Human Resources (classified staff).

The award will be processed via the next available payroll following the committee's decision.

Miami P.R.I.D.E. Awards may not be used in lieu of travel reimbursements, moving expenses, or any other type of reimbursement that should be processed through Accounts Payable. In addition, these payments may not be used as a retention or sign-on bonus, or as a means of addressing internal pay equity problems. All payments are subject to federal, state and local income taxes, but not retirement contributions. If a department is not certain if the circumstances warrant a Miami P.R.I.D.E. Award, Academic Personnel should be contacted for advice.

Initiate a P.R.I.D.E. award request

III. Budget

Central funding is provided for positions supported by general funds (fund code 000000). Bonus payments awarded to an employee in a grant-funded position will be charged to the grant. A department must check with Grants and Contracts prior to submitting a bonus request to the Provost, to ensure that the grant agency allows such a payment to be made. If a grant agency does not allow for a bonus payment, the department may request that central funding be used. This request must be clearly articulated on the nomination form. Bonus payments made to an employee who holds an auxiliary-funded position or a position on a regional campus will be charged back to the auxiliary or appropriate regional campus.