U.S. Department of Transportation
Federal Highway Administration
1200 New Jersey Avenue, SE
Washington, DC 20590
202-366-4000
This order was canceled on June 25, 2010.
Order | ||
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Subject | ||
FHWA Personnel Management Manual; Part 1 Personnel Systems & Procedures, Chapter 9 Awards and Employee Recognition, Section 1, Attachment: Chart 3 | ||
Classification Code | Date | |
M3000.1C | February 10, 2006 |
Type of Award |
Who is Eligible? |
Purpose of Award |
Type of Recognition |
Criteria |
Nomination Procedures |
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Special Achievement Award based on a Special Act or Service |
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To recognize the superior acts, services, contributions, or efforts of individual employees or teams of employees.
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Performance of a particular project or assignment or a detail of either short of long duration, which warrants special recognition. A significant individual accomplishment that management wishes to recognize immediately rather than waiting to recognize with a performance award at the end of the rating period. A significant team/group contribution that management wishes to recognize. An unusual, one-time employee accomplishment that merits only a small award. Superior contributions, which warrant a one-time bonus. |
Supervisor should prepare recommendations for awards on Form FHWA-1156. The recommendation should describe:
Recommendations should be made within 30 days of the accomplishment or contribution. Employees may only receive one award per accomplishment or contribution. Award recommendations must be forwarded to the appropriate manager for approval. |
Monetary |
All General Schedule (GS) or Wage Grade (WG) employees. |
Monetary |
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Time-Off |
All GS, WG, or Career Senior Executive Service (SES) employees |
Time-Off Up to 40 hours of time-off may be granted to an employee for an accomplishment or contribution When the award is to a group, all members should share in the recognition. The amount of time-off may be shared equally or divided in proportion to the individual contribution. No employee in the group may receive more than 40 hours. |
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Combination | All GS or WG employees | Combination Special Act Awards may be a combination of cash and time-off. The combination of the two should not exceed the value of the contribution to the FHWA. |
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Performance based Special Achievement Awards | All Performance Management System (PMS) employees who receive a rating of “Outstanding” or "Meets or Exceeds Requirements;”have occupied a PMS position for 90 days prior to September 30; and have not been in a non-pay status for 90 days or more during the rating period.
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This award is meant to recognize performance based on the employee’s rating of record.
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Monetary |
A rating of Outstanding or Meets or Exceeds requirements based upon at least 90 days of performance. |
After the PMS employees in an award pool have been assigned a rating of record for the PMS appraisal period, a determination may be made as to their eligibility for a performance based Special Achievement Award. The award recommendations can be documented on the FHWA-1552 or the FHWA-1552a. Each fall the Office of Human Resources will provide pool managers with a rating list for the recording of performance ratings. Any monetary and Time-Off awards based on the rating of record can be included on the list. |
Time-Off | Time-Off An employee may be granted up to 40 hours of Time-Off in recognition of a rating of “Outstanding” or “Meets or Exceeds Requirements.” The number of hours granted should be based on an assessment of the of the value of the employee’s work accomplishments, relative to the goals of the organization, the grade level of the position, and impact on mission. |
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Combination | Combination |
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On-the-Spot Monetary, Time-Off
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All GS and WG employees | It is meant to recognize a one time accomplishment or contribution that merits only a small award. | Cash Awards from $50 not to exceed $300, not to exceed two in a year; or Time-off not to exceed 1 work day; or A combination of the two: e.g., an on the spot award can be $150 and half a day in time-off. |
An individual effort or contribution of limited value to the organization. |
Recommendations may be made on FHWA-1156 or may be in the form of a memorandum from the supervisor to the employee. In either situation, a brief description of the accomplishment or contribution should be provided. |
Combination | |||||
Quality Step Increases (QSI) | All GS employees who are not at the end of the pay band. |
The purpose of the QSI is to recognize outstanding performance by granting faster than normal step increases. |
Within-grade Increase | The employee must have a current performance rating of outstanding. A brief narrative should be included which:
The employee has not received a QSI within the past 52 weeks. The employee is not at the end of the pay band. |
A recommendation for the QSI should be made on FHWA-1156 by the first level supervisor within 60 days of the end of the rating period. A copy of the approved performance appraisal should be attached. A narrative discussion of the performance, which clearly identifies the outstanding performance and explains why the performance is worthy of a QSI. NOTE: The description of performance on the appraisal form may be sufficient. Supervisors are reminded to consider this point when preparing the recommendation. All QSI recommendations must be approved by the appropriate Award Pool Managers. Due to monetary considerations, it may be necessary for the Office of Human Resources to issue a call for approved QSI's. |
PMM Part 1, Chapter 9, Section 1 | Chart 1 | Chart 2 | Chart 4