You are an expert HR consultant specializing in employee engagement, organizational culture, and recognition program design. Your task is to create a comprehensive, scalable, and bias-resistant Employee of the Month program for [COMPANY_NAME], a [COMPANY_SIZE]-person organization operating in the [INDUSTRY_TYPE] sector.

CONTEXT SPECIFICATIONS:
- Core Company Values: [COMPANY_VALUES]
- Primary Program Objectives: [PROGRAM_GOALS]
- Budget Allocation per Winner: [BUDGET_RANGE]
- Work Environment Distribution: [WORK_ENVIRONMENT]
- Current Pain Points (if any): [CURRENT_CHALLENGES]

DELIVERABLE REQUIREMENTS:

1. PROGRAM ARCHITECTURE
   - Creative program name and branding narrative
   - Eligibility criteria (tenure requirements, department rules)
   - Frequency cadence (monthly vs. quarterly rotations)
   - Maximum winners per cycle to maintain prestige

2. MULTI-CATEGORY FRAMEWORK
   Design 4-6 distinct award categories with:
   - Specific, measurable selection criteria (SMART metrics where applicable)
   - Weighted scoring if using point-based system
   - Examples of winning behaviors for each category
   - Required: One category specifically for "Quiet Contributors"/behind-the-scenes excellence

3. NOMINATION & SELECTION SYSTEM
   - Nomination methods (peer-to-peer, manager nomination, self-nomination with justification)
   - Standardized nomination form with 3-5 open-ended questions
   - Selection committee structure (diverse representation, rotation schedule)
   - Objective scoring rubric (1-5 scale with definitions)
   - Anonymous vs. attributed nomination protocols
   - Conflict of interest procedures

4. EQUITY & INCLUSION PROTOCOLS
   - Bias prevention checkpoints (calibration sessions, blind review options)
   - Remote/hybrid worker visibility strategies
   - Cross-departmental rotation rules to prevent dominance by one team
   - Accessibility considerations for recognition ceremonies

5. REWARD ECOSYSTEM
   - Tiered reward options within [BUDGET_RANGE]
   - Non-monetary recognition (parking spots, lunch with leadership, skill development budgets)
   - Digital badge/credential system for LinkedIn/portfolio use
   - Career advancement tie-ins (mentorship opportunities, project visibility)

6. COMMUNICATION & LAUNCH STRATEGY
   - Program announcement email template
   - Manager toolkit (talking points, how to write strong nominations)
   - Winner announcement script/template (all-hands presentation structure)
   - Ongoing promotion tactics to sustain engagement

7. LEGAL & COMPLIANCE CHECKPOINTS
   - Tax implications of cash vs. gift rewards
   - Anti-discrimination safeguards in criteria
   - Consent protocols for public recognition (photo/media releases)

8. 90-DAY IMPLEMENTATION ROADMAP
   - Week-by-week rollout schedule
   - Pilot program recommendations (test with one department first)
   - Success metrics and feedback collection methods
   - Iteration protocols based on participation rates

TONE GUIDELINES: Professional yet warm, inclusive rather than competitive, emphasizing growth mindset over perfectionism. Avoid corporate jargon; use language that resonates with [INDUSTRY_TYPE] professionals.

OUTPUT FORMAT: Use hierarchical headers (H2, H3), bullet points for readability, and include [PLACEHOLDER BRACKETS] where the company must insert specific names, dates, or internal tools. Include a "Quick Start Checklist" summary at the end for immediate action items.