The Awards program was initiated by a grant from The McKnight Foundation and is managed and organized by the Center for Ethical Business Cultures (CEBC) in conjunction with WFC Resources, Inc. (then known as Work and Family Connection, Inc.).
The Awards will recognize and honor Minnesota employers who implement programs and practices that create a flexible and supportive workplace, one that helps employees meet family and personal responsibilities as well as business needs.
For 2008, Awards recognizing employers will be conferred in each of five size categories. For each category, judges will identify and honor up to ten employers in each category as “Minnesota Work-Life Champions” one of which will also be honored as Outstanding Minnesota Work-Life Champion for that category.
A special award will be presented this year to one or more employers who have implemented the most "Innovative Work-Life Initiative.” Completing the essay question related to this particular award is optional.
Other employers who have demonstrated their commitment and efforts to implement work-life policies and practices but have not yet achieved the Champions level will be recognized with Work-Life Advocate Awards.
Champions Application Deadline
Thank you for your interest in
the Minnesota Work-Life Champions™ Awards. Please note that the application process is now closed.
Employer Size Categories
Judges will assign applicants to size categories based on the organization’s total worldwide employment base (combined full-time and part-time employees). Contract workers or consultants not on the organization's regular payroll may not be included. Organizations will compete only with other organizations of similar size, based on the total number of employees.
The five size categories are:
Eligibility
To be eligible for the Champions Awards, employers must meet the following criteria:
- Employers must have at least five employees based at a worksite or operation located in the State of Minnesota (the organization’s headquarters does not need to be located in Minnesota). The number of Minnesota employees may include those who travel frequently or work from home or other remote locations, as long as they are based at or report back to the Minnesota worksite.
- Employers may be publicly-traded or privately-held, for-profit or non-profit, public or private sectors.
- To be considered for a Champions Award, the employer must agree to facilitate a brief survey of a small, randomly selected group of their Minnesota-based employees. (This does not apply for the Child-Friendly Award.)
Application Procedure and Timeline
The Champions application process includes the following steps.
August − November 8, 2007
Employer applications are completed and submitted.
- During this period an employer (or designated representative) completes and submits the Minnesota Work-Life Champions Employer Application, which can be found at www.worklifechampions.org/how_to_apply/.
- Nominations: An individual may “nominate” an employer for consideration by filling out the Nomination Form on the Website. The employer will then be contacted and invited to apply. Please note that being “nominated" does not qualify the employer for an award. To be considered, the employer must complete the application process.
Mid-November 2007
Employee Surveys conducted.
- Special Requirement for All Applicants: Employers in each size category will be considered for final awards provided they agree to facilitate a brief survey of a small, representative group of their Minnesota-based employees during mid-November. The employee survey will be provided to the employer by the Awards program managers after receipt of the application and a preliminary review to ensure the application meets eligibility requirements.The Employee Survey may be conducted online through an easy to use web-link and/or in a paper format. The survey questions will cover organizational culture, flexibility and other work-life programs and practices.
December 2007
Final evaluation by Awards Judges
- All information will be evaluated by a panel of judges, who will make their decision based on information provided in the original application and on the results of the employee survey. The Minnesota Work-Life Champions in each size category will have demonstrated to judges that they have implemented a comprehensive work-life strategy across the areas covered by the application and had their commitment to creating a flexible and supportive workplace confirmed through the employee survey. The decision of the judges will be final.
January 30, 2008
Awards Luncheon and Celebration – SAVE THIS DATE ON YOUR CALENDAR
- The 2008 Minnesota Work-Life Champions Awards will be announced at a special luncheon on January 30, 2008 from 11:00 a.m. to 1:30 p.m. at the DoubleTree Hotel in St. Louis Park. More information will follow.
Awards Criteria
Applicants will be evaluated based on their ability to demonstrate that work-life programs and practices are being used successfully to meet both organizational and employee objectives. The Minnesota Work-Life Champions Awards are anchored in a framework similar to that outlined by the National Alliance for Work-Life Progress (AWLP) and based on research that demonstrates the most effective work-life initiatives.
The Minnesota Work-Life Champions Awards defines work-life as those programs, work practices and other initiatives that create a more flexible and supportive work environment, one that enables employees to be more effective in all areas of their lives. They include:
- making the culture more supportive and sending a clear message from leadership about how employees should be treated;
- ensuring that work practices give employees as much flexibility and control as possible over both their work and personal lives – including use of flexible work practices as a business strategy to meet the dual agenda – the needs of both employers and employees;
- promoting and supporting good health for employees and their families;
- offering leave options that allow employees to meet personal responsibilities;
- supporting employees as they care for personal and family obligations; and
- taking an active and supportive role in the community.
The Champions Awards application for employers with 50 or more employees is divided into six primary sections matching the areas identified above plus a seventh essay component as noted below. In addition, applicants may choose to complete an optional essay seeking recognition for an Innovative Work-Life Initiative.
- Organizational Culture and Leadership
- Work Practices and Flexibility
- Health, Wellness and Other Benefits
- Leave Options
- Personal and Family Issues
- Community Involvement
- Essay
- Innovation Essay (Optional)
Note: small employers (5-49 employees) can submit a completed essay-style application.
Complimentary Resources for All Applicants
This year, each employer applying to the Work-Life Champions Awards project will receive by e-mail the following two gifts in PDF format.
- A Work-Life History – Reports on Work-Life Trends
A 197-page history of trends in the workplace from January, 1999 to July, 2006
For 17 years, the internationally recognized consulting and publishing firm, WFC Resources (formerly Work & Family Connection) has been tracking work-life and workplace events. Each month they gather and report the latest news about research, best practices, company experiences and legislation in the monthly Work-Life Newsbrief. And each month in the Trend Report, they analyze the news, providing insight into the relationship between employers and employees. The Trend Report offers in-depth analyses of issues, covers conferences and offers the opinions of experts and workplace practitioners. This 197-page, one-of-a-kind collection of Trend Reports recalls a fascinating, seven-year history of work-life and workplace trends.
- Best Practices for Small Companies
If you're a smaller company wondering how to attract the best and the brightest, this 13-page document is exactly what you've been looking for. WFC Resources has created it to help youtake advantage of your size, rather than be handicapped by it when it comes to being a great place to work. It'sfilled with tips for how a small or midsize company can become an employer of choice, real-life examples of companies that have done it, and a checklist of suggestions for letting your employees know that you know they play a dual role.
Naturally, we encourage all employers to review the "Practices/Resources" section on this website where they will find practical policy and implementation guidelines and tips.
