Human Resources
Rewards and Recognition
The Power of Employee Recognition
At Central Washington University, our vision is to be a model learning community of equity and belonging, and that starts with how we support and recognize our employees. Recognition is more than an occasional gesture—it is a fundamental way we nurture culturally sustaining practices, foster meaningful relationships, and uphold our mission of expanding access and success for all. When employees feel valued, heard, and appreciated, they are more engaged, connected, and fulfilled in their roles. A culture of recognition strengthens the authentic relationships that define our community and reinforces our commitment to mutual respect, responsibility, and reciprocity.
Simple Ways to Show Appreciation
Supervisors play a key role in fostering this culture by integrating recognition into daily interactions. Small but meaningful actions—such as personalized thank-you notes, public acknowledgments, and thoughtful rewards—help create an environment where employees thrive. Ensuring that both in-person and remote employees feel valued strengthens team cohesion and reinforces our shared commitment to stewardship. Recognition doesn’t require a large budget; what matters most is genuine appreciation and frequent acknowledgment.
As part of our values of engagement, belonging, and stewardship, we encourage managers to use the tools available to recognize employee excellence and bolster engagement. By doing so, we cultivate a workplace where employees feel supported, motivated, and committed to advancing our mission.
"The deepest principle of human nature is the craving to be appreciated." - William James, 19th Century American Philosopher.
Guidelines, Forms, and Templates
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Guiding Principles of Recognition
Guidance on Funding for Rewards & Recognition
Most university budgets can be used for employee rewards and recognition, following the authority granted by RCW 41.60.150, which allows recognition for accomplishments such as outstanding achievements, safety performance, longevity, and public service.
Recognition awards must not exceed $200 in value per award, including gifts and light refreshments. Alcohol purchases are not permitted. Standard documentation is required, including the purpose of the award, recipient details, and written approval from the appointing authority.
There are several approved methods for purchasing recognition items:
- Off-campus vendors – Work with Purchasing Services and provide required documentation, including a price quote.
- PCard purchases – Approved by the Director of Contracts, Purchasing & Surplus Inventory, but cash equivalents (e.g., gift cards) are not allowed. Recipient signatures are required upon receipt of the award.
- Wildcat Shop – Awards, including gift cards, can be purchased using a department charge form.
- Petty Cash Reimbursement – Allowed for pre-purchased items with personal funds; requires additional documentation, including an itemized receipt and petty cash form.
For grant/contract-funded positions, supervisors must coordinate with Heather Harrell, Post Awards Manager, Financial Services, to determine if indirect or Facilities & Administration funds can be used, as most grants do not allow recognition expenses. Budget usage for recognition varies, so departments must ensure compliance with RCW 41.60.150 and WAC 292-110-010. Additional guidance is available through the Washington State Executive Ethics Board.
- Formal Recognition
- Informal Recognition
Online Resources
- American Greetings Cards (Once on the site, click the magnifying glass at the top and type "free" in the Search box.)
- Employee Recognition Ideas and Opportunities
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