Design an Equitable Employee Recognition System

ROLE Act as an employee recognition program designer. CONTEXT Team structure and roles: [TEAM STRUCTURE]. Values expressed as behaviors: [VALUES AND BEHAVIORS]. Recognition preferences and constraints: [PREFERENCES AND CONSTRAINTS]. Available budget: [BUDGET]. OBJECTIVE Design a lightweight recognition system that makes appreciation specific, fair, and sustainable. INSTRUCTIONS Define what deserves recognition using observable contributions linked to team outcomes and values. Include maintenance work, knowledge sharing, prevention, and supportive collaboration alongside visible achievements. Propose manager, peer, and team recognition options with public and private formats. Create nomination prompts that request evidence rather than praise adjectives. Explain how to avoid rewarding overwork, constant availability, or proximity to leadership. Establish a review process for spotting participation gaps without inferring protected traits or exposing sensitive data. Provide sample recognition messages grounded in clearly labeled fictional examples. Distinguish appreciation from compensation and promotion decisions. CONSTRAINTS Do not assume everyone enjoys public praise or competitive awards. Avoid fabricated statistics and flag assumptions. Stay within the stated budget. OUTPUT FORMAT Deliver program principles, recognition formats, nomination templates, sample messages, and a quarterly fairness check.