Employee Rewards & Recognition (R&R Policy):

Last updated: September 24, 2026

The Rewards and Recognition (R&R) Policy of Pinnacle Infotech Solutions is designed to motivate and acknowledge the exceptional efforts of our employees in various functions and capacities, whose individual or team performances significantly contribute to the company's overall objectives and business performances.

The R&R scheme is revamped, and the recognition program is renamed “STAR AWARDS,” introducing a variety of awards tailored to the significance of the contributions.

A. OBJECTIVE:

  • The scheme is designed to provide a continuum of opportunities: ▪ To encourage a performance-driven culture.

  • To recognize the outstanding contribution/effort by an individual/team based on their contributions.

  • To motivate employees towards achieving success, fostering a culture of mutual respect, and building a positive work environment.

B. SCOPE & ELIGIBILITY:

The scope aims to cover all employees across all PIS employees. It is conducted bi-annually.

The R&R Framework is designed to recognize and acknowledge the performance of the employees at:

  • Business Excellence

  • People and Culture

C. REWARD CATEGORIES AND DEFINITIONS:

The winning Reward is a one-time monetary award along with a certificate for significant outstanding performance in areas identified and defined. Every reward category is specified along with the nomination criteria and validation checks for final selection. (Refer to the annexure- R&R matrix)

The R&R matrix provides information regarding the target groups/individuals (achievers), the qualifying criteria, and the reward quantum.

D. OPERATIVE GUIDELINES:

I) Nomination Process:

  • Individuals or Managers from all departments and functions can nominate themselves or their team members through the Web Portal (BPMS Portal R&R section).

  • Nomination can be in not more than two categories.

  • Supporting Documents must be furnished against each Award Category for proper validation.

  • The nominations must be submitted in the BPMS portal, which will be enabled across locations. The announcement for nomination will follow through.

II) Validation and Evaluation:

All nominations are validated by the designated departments according to the applicable qualifying criteria. The final filtered/shortlisted list of awardees is presented to the Evaluation Committee (Jury Members), and the final names are selected.

III) Guiding Principles:

  • The R&R policy will be guided in its design and implementation by the following principles:

  • The policy reinforces individual accountability and contribution to PIS’ achievements and results.

  • Consistent and meaningful evaluation processes drive the policy to determine the transparency of relevant and specific rewards and sanctions.

  • The policy focuses on formal recognition and reward measures. It will neither specify nor abolish other informal ways of appreciation and encouraging good behavior and results (such as regularly providing relevant and timely feedback, Appreciation Cards, etc.).

  • The policy will be fair and transparent. HR will maintain the confidentiality of the nominations and announce the results to the nominees who will be present at the R&R ceremony to receive the awards.

  • In case of any absence of awardees during the R&R program event, the award will not be entertained after the ceremony. Both the certificates and the prizemoney will be forfeited in such circumstances.

IV) Award Distribution:

  • The list of winners in each reward category is handed over to the Accounts Department after the program.

  • The prize (award) money is credited to the account of the respective winners in each category.

E. POWER TO AMEND:

HR / Management reserves the right to change or discontinue any/all provision(s) of this directive, including but not limited to the entitlement and procedure, at any point in time. This policy is subject to periodic review and amendments to align with the company's evolving goals and objectives.

In the event of confusion or opinions of a diverse nature concerning the interpretation of one or any part of the Star Awards program, including its implementation, the opinion provided by HR head / Management will be considered final and conclusive.