Submission Guidelines PRESENTED BY:

Transcription

1 Submission Guidelines PRESENTED BY:

2 Table of Contents About the Awards... 3 Why Enter?... 3 Key Dates... 3 Award Categories... 3 Conditions of Entry... 3 Judging Process... 5 Announcement of Finalists... 5 Finalist Preparations... 5 Awards Presentation... 5 Recognition of Winners and Finalists... 5 Content for Submission... 6 Further Information... 6 Award Criteria... 7 Core Criteria... 7 Emerging Directions in Organisational Psychology... 8 Leadership Development and Coaching... 8 Organisational Change... 9 Organisational Development... 9 Performance and Capability Development Talent Management Workplace Health, Safety and Wellbeing Entry checklist Page 2

3 About the Awards The Workplace Excellence Awards celebrate exceptional achievement and innovation in the application of psychological principles in the workplace and recognise best practice in organisational psychology. The awards are presented at an annual gala event. They are an initiative of the APS College of Organisational Psychologists. Why Enter? The Workplace Excellence Awards are your opportunity to be recognised nationally by your peers and the wider business community. You can celebrate the unique contribution you or your team have made to organisational success by highlighting the measurable outcomes you have achieved. This is a valuable opportunity to boost your profile as an individual or organisation, and underpin future business development and achievement. Demonstrate the power of psychology, properly applied, and the workplace performance that it unlocks. Key Dates Entries open Monday April 30 th, 2018 Entries close Monday June 25 th, 2018 Judging June to August, 2018 Finalists announced Monday August 27 th, 2018 Award presentation Thursday October 25 th, 2018 Award Categories The APS Workplace Excellence Awards will be presented in the following seven categories: Emerging Directions in Organisational Psychology Leadership Development and Coaching Organisational Change Organisational Development Performance and Capability Development Talent Management Workplace Health, Safety and Wellbeing Conditions of Entry Entry is free of charge. Entries may be made by individuals, groups or organisations. Eligible candidates may be commercial, not-for-profit, non-government, or governmentfunded organisations or individuals who operate a business in Australia. While individuals may make submissions, in most cases awards will be made in the name of the organisation for which they worked. Page 3

4 The workplace program that will be the basis of the submission must have been active at some stage within 18 months of the close of nominations. Entries may be made in more than one category. Entries should clearly identify the category being nominated for. Entrants should make a separate, tailored submission for each category, ensuring that all relevant criteria are addressed. The APS has the right to reject duplicate entries in multiple categories where the criteria are not met. Previous entrants and/or winners are permitted to apply, provided their project has been underway during the specified time period. Previous entrants that have not been recognised as finalists may resubmit their projects, providing that: 1) the submission has been updated for the 2018 awards process, 2) the project has not been recognised as a previous Workplace Excellence Awards finalist or winner, 3) the project has been underway in the 18 months prior to the close of nominations, 4) submissions improve the quality and depth of the information previously submitted and/or reflect significant change or progress made. Judges will be looking for explicit evidence that psychological knowledge and expertise has been applied in the design and implementation of the program or intervention. Entrants should consider making specific reference to the use of registered psychologists where they have been involved in the design, development, implementation and/or evaluation of initiatives. Entries must be authorised by the organisation/s involved (i.e. entrant organisations and partners, if applicable) and proof of this permission must be produced by completing an approval and authorisation form. Entries will be handled in a confidential manner, with judges signing a confidentially agreement. Promotion of the awards will entail a brief description of the project, those involved and the outcomes being made public. Entries should comprise a written entry of up to 2,500 words, plus the approval and authorisation form where required, and supplementary information. Entrants should use the award entry template provided please do not put your submission into your company s own template. Please read the below section on content for submission regarding the content and structure for your submission. The written submission must capture the nature of the project as a comprehensive, standalone item. Supplementary information must be referred to in the written submission in a way that judges can see where this information adds value and depth to evidence the submission. Entrants should take care to provide adequate detail for the judges. Entrants should include a list of references, demonstrating evidence used as the basis for initiatives and/or referred to in the submission. This should be included within the award submission. Entrants may submit up to 10 pages of supplementary information the inclusion of supplementary information is not mandatory. The online submission form only permits for the upload of one file please ensure supplementary information is clearly labelled and merged into one document or PDF file. Entries should be submitted via the How to Enter page on the Workplace Excellence Awards at Please note that it is not possible to save a partially complete submission. Please be prepared with all the information required listed in the entry checklist listed below. Entries must be submitted by June 25 th, Page 4

5 Please expect an electronic auto-acknowledgement to indicate your entry has been received. Judging Process The judging panel comprises representatives from the APS College of Organisational Psychologists and leading industry figures. The judging panel will individually assess applications before selecting finalists for each category and ultimately determining a winner in all categories where they deem a suitably qualified project has been nominated. All judges will sign a confidentiality agreement. Announcement of Finalists Finalists will be informed in June and the full list of finalists will be promoted in the following places: The Workplace Excellence Awards website REACH, the monthly newsletter of the APS College of Organisational Psychologists APS Matters, the Australian Psychological Society member newsletter Social media Finalist Preparations Finalists will be contacted following the announcement of their status. For the purposes of the awards presentation event and promotion, including the video, finalists will need to provide: Relevant company logos or branding Any high-quality photographs, videos, audio recordings or other materials that illustrate the project Potentially, a short interview about their entry Awards Presentation All finalists are invited to attend the Workplace Excellence Awards gala presentation. If recognised as finalists, entrants should plan to have at least one delegate or representative in attendance at the event to receive the award. This is a formal event, which will also be open to the public. The event will be held in Melbourne on October 25 th Tickets may be purchased via the Workplace Excellence Awards website following the announcement of finalists. Winners will receive a trophy and certificate, and finalists a certificate. Recognition of Winners and Finalists Following the event, winners will be announced on the Workplace Excellence Awards website, as well as APS newsletters and publications. Winners and finalists will be granted an exclusive award winner's seal for their use. Contact the Workplace Excellence Awards team after the awards presentation to obtain this artwork and the terms and conditions associated with its use. Page 5

6 Content for Submission Entries will be judged based on the written submission provided, but entrants do have the opportunity to provide supporting material. This information should include no more than 10 pages of content (examples include evaluation data, survey results, references/testimonials, annotated bibliographies of references, brochures, flyers, course outlines etc.). Supplementary information must be referred to in the body of the submission; entrants might consider referencing these as appendices. Entrants are required to write to the preferred submission structure for the Awards by completing their submission using the template provided. The below table outlines the structure and word limit for each section. Please note that entries will be handled in a confidential manner, with a brief description of the project and those involved being used for promotional purposes only. Submission Content The issue (400 word limit) The intervention (800 word limit) The outcome of the intervention in terms of the issue (800 word limit) How the key outcomes contributed value to the organisation ( 500 word limit) Description Outline the workplace challenges or opportunities that the organisation is trying to address. Submissions should clearly demonstrate how issues were identified and/or diagnosed. Provide details of the intervention, particularly related to what the intervention is designed to achieve to address the issues. Specific information about how it is different or innovative is important. The intervention should be clearly linked to psychological theory and principles, with a strong, scientific evidence-base. Provide details of the outcomes of the intervention and how it addresses the workplace challenges outlined. Demonstrate strong evidence of the effectiveness of the intervention, again utilising empirical evidence, benchmarking, evaluation data etc. Identify the success of the intervention as well as any short-term or long-term benefits that will lead to organisational improvement. Further Information For further information on submitting an application for the APS Workplace Excellence Awards, please contact WorkplaceAwards@psychology.org.au. Page 6

7 Award Criteria All submissions will be evaluated by the judging panel with consideration for a set of common, core criteria and a set of unique criteria specific to each category. Core Criteria Entrants are encouraged to carefully consider the following four common criteria regarding all submissions. Criterion Innovation in design and application Utilisation of psychological knowledge Impact on the organisation Sustainability Description Demonstration of creativity, thought leadership and innovation in designing an intervention for the purpose of achieving a specific outcome. Entrants should highlight anything that is new, different or cutting edge in the way interventions are implemented. Demonstration of use of psychological knowledge, referencing models, theories and principles that have a solid evidence-base. Submissions should include a reference list within the supporting materials. Demonstration of individual, team and/or organisational benefits derived from the intervention, shown through evaluations, testimonials/references, publications or other such evidence of the acceptance and adoption of the intervention. Benefits may be demonstrated to one or more organisation. Demonstration of how the intervention will be sustained through embedding strategies, and with consideration for issues such as ongoing budget and resourcing. The judges will be looking for sophistication in the way theory and practice are integrated in a workplace or organisational setting. Entrants should consider highlighting the process skills commonly used by psychologists in areas such as research, diagnosis, psychometric assessment, analysis, design, development, facilitation, implementation, and evaluation. Entrants should also considering highlighting the following in all submissions: Any barriers encountered during implementation and how they were managed How buy-in was secured to implement interventions Project timeframes How the intervention has been integrated with organisational strategy, policy and/or practices In the following sections, definitions and criteria specific to each award category are outlined. Any submissions submitted for multiple categories should ensure they cover all criteria relevant to the categories being submitted for. The Workplace Excellence Awards steering committee reserves the right to reallocate the submission to a different award category if it is felt that the submission is at the standard required but not submitted in a category that best fits the intervention or project. Page 7

8 Emerging Directions in Organisational Psychology The APS Workplace Excellence Award for Emerging Directions in Organisational Psychology aims to celebrate excellence in the application of psychology in new and exciting areas of subspecialities in organisational psychology. This Award is intended to recognise initiatives that do not directly fit into other categories. Demonstration of thought leadership, influence and impact with the intention of using psychology to create new, different and novel organisational interventions Demonstration of uptake, buy-in and acceptance of implementation amongst internal and/or external stakeholders Examples of topics/practice areas that may be encompassed within this category include: User experience Behavioural economics Artificial intelligence and other uses of contemporary technology Responses to the ageing workforce Cyber psychology Virtual workplaces New innovations in traditional areas of practice Leadership Development and Coaching The APS Workplace Excellence Award in Leadership Development and Coaching aims to celebrate excellence in the application of psychology to improve individual, team and organisational outcomes through effective interventions to improve leadership performance. Demonstrated improvements in the performance, effectiveness, satisfaction, engagement and/or wellbeing of participating leaders Demonstrated organisational benefits to culture and organisational performance resulting from improved leadership outcomes, particularly in those areas of the organisation led by participating leaders Examples of projects encompassed within this category: Leadership development programs and initiatives Leadership succession planning Leadership capability frameworks, assessment and development A coaching process with a single client Coaching programs implemented for leaders across an organisation Development and implementation of mentoring or peer support programs for leaders Page 8

9 Organisational Change The APS Workplace Excellence Award in Organisational Change aims to celebrate excellence in change initiatives which demonstrate best practice in the planning, design, implementation and management of organisational changes. Demonstrated engagement of the workforce/stakeholders in the change process with evidence of commitment to and engagement with change Demonstrated management of adverse workforce impacts, as evidenced through commitment, adoption, low levels of conflict, increased change capability and/or positive outcomes Examples of projects encompassed within this category: Restructures, mergers and acquisitions Implementation of change management frameworks Implementation of new processes, systems and/or technology Programs designed to enhance organisational change capability Culture change interventions Organisational Development The APS Workplace Excellence Award in Organisational Development aims to celebrate excellence in the application of psychology to strategic projects that seek to develop, advance and improve organisations at the enterprise level. Achievement of improved productivity, performance, efficiency, effectiveness and/or organisational outcomes Demonstrated consideration and integration of strategy with all aspects of the organisational system, including structures, processes, operations and the workforce Examples of projects encompassed within this category: Business transformation projects (beyond change management) that include organisational design and realignment, and the alignment of systems, processes and people to the achievement of strategic organisational objectives Organisational design Organisational culture and climate improvement projects Strategies to improve organisational performance and effectiveness Workforce development plans and strategies Page 9

10 Performance and Capability Development The APS Workplace Excellence Award in Performance and Capability Development aims to celebrate excellence in the application of psychology to develop the knowledge, skills, abilities, attitudes and performance of employees. Demonstrated use of learning processes, methodologies, performance frameworks, systems and/or technology to achieve improved performance outcomes Demonstrated application of the knowledge, skills, abilities and attitudes addressed through programs by participants, such as evidence of learning transfer, post-program performance improvements and/or organisational benefits and impacts Examples of projects encompassed within this category: Learning and development programs Development and implementation of performance development systems, capability frameworks and associated programs Use of innovative learning strategies to target diverse workforces Employee individual and group coaching programs Team development programs, particularly aimed at improving team dynamics and group performance Mentoring programs Peer support and buddy programs Talent Management The APS Workplace Excellence Award in Talent Management aims to celebrate excellence in the application of psychology to improve organisational outcomes through sufficient planning, acquisition and management of human capital. Demonstration of strategies employed to systematically manage all or parts of the employee lifecycle, using contemporary approaches to attract, select, on-board, develop, inspire, motivate and retain Demonstrated benefit of utilising psychometrics and other psychological tools and resources to assess and develop employees Examples of projects encompassed within this category: Attraction and selection strategies Identification of future human capital needs and strategic workforce planning Transition of employees through employment lifecycle Reward and recognition programs Retention programs Talent identification and development, such as high potential programs Assessment and development centres Page 10

11 Workplace Health, Safety and Wellbeing The APS Workplace Excellence Award in Workplace Health, Safety and Wellbeing aims to celebrate outstanding strategies and initiatives promoting the health, safety and wellbeing of employees in the workplace. Demonstrated utilisation of diagnostic and/or risk assessment strategies to determine organisational needs Demonstrated improvement in the physical and/or psychological health, safety and wellbeing of the workforce Examples of projects encompassed within this category: Education and awareness campaigns designed to change health and safety behaviours Safety leadership and culture programs Mental health at work strategies Design of systems and environments to promote health, safety and wellbeing Implementation of holistic models that address areas such as human factors, ergonomics and psychosocial safety Page 11

12 Entry checklist Category: Please select the category from those listed that you wish your submission to be evaluated against. Entrant Information: the organisation/s, group/s or individuals involved. Please ensure all relevant people, groups and organisations are specified, especially where the work is undertaken for a client organisation. Project name: the name of the program, intervention or project. Nominated contact: the person who will be handling the administration and logistics of the application throughout the award process. , phone and address are required. Project summary: a statement of up to 200 words in plain English summarising the initiative, the challenge it addressed and the outcome. This should be an easy-to-understand summary which is suitable for a mainstream audience. Entry: a report of up to 2,500 words (in doc or PDF form) detailing the program and intervention. Submissions should be able to stand alone in outlining the intervention without reliance on supplementary information. Submissions are required to be completed using the award submission template (including use of graphics, pictures, tables etc.), and should clearly outline the following information: The issue The intervention The outcome of the intervention in terms of the issue How the key outcomes contributed value to the organisation Supporting documents: Entrants may, if desired, include optional supporting documents, such as testimonials, brochures, and references to publications or conference presentations etc., by uploading on the How to Enter page or including as links in an appendix to the entry submission. Please note that if these documents are not appropriately contextualised within the main submission, they may not be considered. Supporting information should be limited to 10 pages. Authorisation form: For all entrant organisations to demonstrate sufficient approval has been provided. Page 12