Length of Service Fast Facts 
Historical Background: The beginning of the Industrial Revolution coincides with the assignment of value to length of service. As the assembly line became the favored method of production, the process was broken down into finer and finer tasks. The generally lower workforce education level and the specialty of each position required a worker to spend significant time on the job to assure quality, consistency and speed of operation. Hence, the value & rationale for recognizing length of service.
Career Achievement:
Length of Service Recognition is one component, albeit a major one, of an organization's opportunity to positively touch their employees throughout their careers. Career Achievement Recognition is a time-based hierarchy of programs focused on key milestones. Programs include:
Welcome/Day 1: Recognition focused on easing the entry of a new hire.
Early Recognition: Recognition at 3 or 6 months (especially in industries with high turn over i.e. Quick Service Restaurant or to mark the end of a "probationary hiring period") and One year and Three Year. Continuum: Recognition at each year of an employee's career. Length of Service: Generally reserved for five-year milestone employment anniversaries i.e. 5, 10, 15, 20, 30 etc years. Quarter Century: A major milestone recognition event at 25 years often with a higher value award selection. Quarter Century recognition may be an entirely separate program or integrated into the Length of Service Program. Retirement: The conclusion of a life's work. An occasion to celebrate. Often Retirement recognition is separate and distinct from Length of Service Programs. Rationale: Length of Service Programs are available at close to 90% of large and medium sized organizations according to the National Association for Employee Recognition (NAER). Service Recognition is a high level, formal, management driven platform symbolically honoring a recurring set of exemplary behaviors, accomplishments and contributions in five year increments that other employees can take pride in and aspire to emulate. Service Recognition assists in identifying high level achievers as role models, mentors and representatives to the business and surrounding community. Service Recognition most often serves as the largest of all employee directed programs in terms of number of awards presented. Program Design
The prototypical Length of Service program celebrates an employee's five-year anniversaries i.e. 5,10,15, 20 etc.. Variations on this theme may include selected milestones only i.e. 10, 25, 35 or a more comprehensive approach beginning at 1 year, 3 year 5 year, etc. At times the 25-year level may be emphasized with an investment increase. Retirement programs may also be included in or be a derivative of the Length of Service program. An awards presentation is almost essential for this type of program. Not only is it a "Best Practice" but also adds to the tax-free eligibility of the program. Program Content: A Service Recognition program must be able to address a diverse population spread across a wide geographic area. In addition to the awards/rewards, a contemporary service recognition program has extensive administrative and communication components. An employee database, print and electronic notification, selection and reminder functionalities are no longer differentiators but expected requirements of a total service recognition program. The Award Selection opportunity is extensive in quantity and scope. Upwards of thirty to sixty awards per anniversary level is not uncommon. Award product selections mirror those found in the largest retail store.
The Category of the Award is significantly recognition orientated with some degree of functionality. The awards are personalized with company logos, individual names, initials, and/or monograms, |
