Purpose

The purpose of this article is to help administrators understand the different configuration settings that will help govern an employee recognition badge program.

Badge Levels & Default Values

In order to access the Badge Settings page, click on Settings > Badges.

Badge Levels

• Executive - this is a badge reserved to be given by members of the leadership team.
• Manager - this is a badge reserved to be given by managers and or team leads.
• Peer - this is a badge normally available to be given by all in the organization and is normally aligned with the core values of the company.

Default Values

Default values are attached to the badge value and they govern 2 rules:

• Badge default value - When you create a badge and assign it the default value, the default value will be the value configured on the settings page.  Ex. In the image below if you create a peer badge and assign it the default value the peer badge will be worth 100 Crewhu bucks.
• Badge Minimum Value - A badge level can never be valued at less than its default value.  Ex.  From the configuration in the image below a peer badge could not be valued at less than 100 Crewhu bucks, a manager badge could not be valued at less than 500 Crewhu Bucks, and an Executive badge cannot be valued at less than 1000 Crewhu bucks.
  
  

Badge Permissions and Allowance 

1. Profiles - Badge permissions and allowances are set by profile.  The default profiles are:

• Admin- generally reserved for the leadership team
• Manager - generally reserved for location and/or team managers
• Employee - generally reserved for your Crew that are not managers or part of the leadership team

Note:
You can create customized profiles by going to Settings > Profiles

2. Max Level - Defines the highest level badge to which the profile has access. Highest to lowest order is as follows: Executive, Manager, Peer.

Example 1: In the screenshot above the "Max Level" for the Admin profile is "Executive" which will give the Admin access to all badges (Executive, Manager, Peer).

Example 2: In the screenshot above the "Max Level" for the Employee profile is "Employee" which will give the "Employee" access to give only the Peer badges (Executive, Manager, Peer).

Note:
Max level only governs what a user can give.  Users can receive all badges independent of their max level.

3. Bucks - We refer to our point system as Crewhu bucks because we thought that was cool :) Bucks are based on a penny point system (or the equivalent in other currencies).  So, 100 Crewhu bucks is equivalent to $1.00.  If "Bucks" is checked the profile will be able to award bucks associated with the badge.  If unchecked the profile can still award badges but there will be no Crewhu bucks attached to the badge.

Best Practice:
Create a value-based badge system where badges are worth Crewhu Bucks and all profiles have an allowance.  We will talk about allowance next.

4. Allowance - It's a budget that is based on a profile.  The allowance governs how much a profile can award in a month.

Allowance rules:

• By default, the allowance is based on a month and always starts on every month's 1st and is zeroed on the last day of the month. It is also possible to choose the allowance per week.
• The allowance does not roll over. If a user does not use all their allowance they will lose it;
• Allowance can be customized by profile depending on your employee recognition budget.

Best Practice
Set a weekly allowance to make sure that your employees are engaged and recognizing their peers at least once a week.

Defaults:  Admin 30,000 Crewhu Bucks ($300), Manager 10,000 Crewhu bucks ($100), Employee 2,500 Crewhu Bucks ($25).

5. Scope - Defines to whom the profile will be able to award badges.

Best practice:
All profiles to award badges to the entire Company. After all, you are all on the same team. As we say at Crewhu, "Everyone is part of the Crew."  The feedback that we get from our most engaged client members is that this process breaks down silos and creates a culture of interdepartmental collaboration which is huge for company growth.