Can we set custom criteria for point allocation in R&R...

Empuls gives program administrators complete control over how points are allocated within any R&R program. Rather than a fixed model, HR and People teams can define the specific criteria under which employees earn points — ensuring every reward ties directly back to what the organisation values most.

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Defining your own allocation rules

When setting up a recognition program in Empuls, administrators specify the rules that govern point awards. These include eligibility conditions (who can give and receive points), the categories under which awards fall (peer-to-peer, manager-to-employee, milestone-based), and the point values attached to each category. Every rule is configured once and applied consistently across the program, removing ambiguity from the process.

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Aligning points with company values and performance milestones

Empuls lets you map point categories directly to your organisation’s core values or OKR framework. For example, a company can create a “Customer First” award worth 500 points that any manager can grant when an employee demonstrates exceptional client focus. Separately, a “Quarterly Goal Achiever” award can be configured to trigger automatically when a performance milestone is logged in an integrated HRMS such as SAP SuccessFactors or Darwinbox. This keeps recognition grounded in real performance data rather than subjective impressions.

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Configurable workflows for transparency

Once criteria are defined, Empuls embeds them into automated recognition workflows. A nomination submitted through Slack or Microsoft Teams routes through the pre-set rules — checking eligibility, validating the category, and assigning the correct point value — before the award is finalised. This workflow logic ensures point allocation remains consistent regardless of who initiates the recognition, building trust across the organisation.

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Adapting criteria over time

R&R strategies evolve, and Empuls is built to evolve with them. Administrators can update allocation criteria at any time without disrupting ongoing programs. New value pillars can be added mid-year, point thresholds can be adjusted for seasonal campaigns, and eligibility rules can be refined as the organisation restructures. Every change is logged, supporting the audit trail requirements of organisations operating under compliance frameworks such as ISO 27001 or SOC 2 Type II. Point allocation in Empuls is not a fixed system — it is a configurable layer of your recognition strategy, designed to reflect what good performance looks like in your specific organisation. Learn more: Empuls Help Centre — R&R program