UPG Team Members

The Uteam Storefront contains UVA Health merchandise used to recognize team members quickly and easily for their behavior consistent with our organizational values. Team members are awarded point cards by department managers across the Medical Center. Merchandise can be requested by team members or by managers.

How It Works For Team Members

When you receive a point card, you may redeem the value for merchandise in the URewards Exchange or you may redeem directly in the Hospital cafeterias, Higher Grounds, and Medical Center gift shop.

When using the Exchange website, select your merchandise and follow the prompts to confirm your order is placed. Deliveries are made within two weeks.

How It Works For Managers

Each Medical Center department manager is given two 5-point cards for every worked full-time employee. Managers are asked to use the Manager Storefront to replenish their point cards as needed.

The ASPIRE Bonus Program is designed to reward team members for exemplary performance while demonstrating our Core Values of Accountability, Stewardship, Professionalism, Integrity, Respect and Equity.

• Accountability: Acknowledging and assuming responsibility for where we have succeeded and failed in terms of our actions, divisions, policies, and results.
• Stewardship: Managing our resources and commitment to continual improvement and learning responsibly and carefully while acknowledging shortcomings or problems in our quest.
• Professionalism: Approaching all that we do, in a collaborative way, to deliver excellent care through the lens of helpfulness, positivity, kindness and competency.
• Integrity Being honest, open, and fair through our behaviors, attitude, and treatment of others.
• Respect: Valuing everyone through our compassionate and caring ways.
• Equity: Fostering an environment of belonging that promotes justice, equity, diversity, inclusion, and unity throughout the organization and within the communities we serve.

*All bonuses are subject to applicable State and Federal Tax guidelines.

Eligibility:

All Medical Center team members who meet the following conditions are eligible for the ASPIRE Bonus Program.

Please note: Physicians, managers, directors or above are not eligible for this bonus program.

• Team member is employed as of January 1, 2022.
• Team member is employed and on the active, regular status payroll (i.e., not temporary, occasional or on contract) on the date on which payments are made.
• Team member exhibits exemplary performance over and above expected performance standards for his/her position in support of our core values and is not on disciplinary action.
• Team member has received earned wages or salary during the period for which the payment is awarded.
• Team members on paid or unpaid leave of absence are not eligible to receive a bonus until they return to active employment status.

Updates effective January 1, 2022:

Effective January 1, 2022, the UVA Medical Center ASPIRE bonus program was updated to reflect leadership’s commitment to team members and further leverage its investment of $30 million dollars to improve compensation programs to better reward, attract, and retain our most valuable asset – our people.

The new ASPIRE bonus program introduces the following changes/enhancements:

• Each individual bonus can now be awarded up to $2,500.
• Individuals can earn a maximum of either $5,000 or 10% of the base salary amount (whichever is greater) per year.
• ASPIRE nominations and awards must come from an individual’s own department.
• Managers initiate the bonus as a one-time payment in Workday using the comments field to explain the reason for the bonus (no more forms are needed).
• Workday will alert managers if the total of all bonuses for an individual surpasses the new yearly maximum.
• The manager’s direct supervisor will review and approve. Chief’s no longer need to approve.
• Managers and leaders will be able to easily run reports in Workday detailing department/service line payment activity.
• Managers should use the following rubric to determine the proper bonus amount:

Levels:

$250 - $750: Recognizes effort beyond normal performance expectations of the job. Example: Team member might exercise initiative by developing a new approach to a task or might put forth extra effort permitting early completion of a project assignment.

$750 - &1,500: Recognizes efficient or resourceful effort expended by the team member. Example: Team member takes the initiative to develop and follow through on a difficult task not specifically required but which results in an immediate benefit to the project, or the team member completes an important and somewhat difficult assignment in an exemplary manner or takes extra steps to resolve a difficult situation.

$1,500 - $2,500: Recognizes exceptional contributions of team member. Example: Team member may apply original concepts to an unstructured, non-routine assignment, or performs outstandingly in a crisis. This level is appropriate to recognize a team member’s effort that clearly can be called “going above and beyond.”