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FHWA Order M3000.1C

Order
Subject
FHWA Personnel Management Manual; Part 1: Personnel Systems & Procedures, Chapter 9 Awards and Employee Recognition, Section 2, Attachment 3 Tangible Awards Scale
Classification Code Date
M3000.1C February 10, 2006  

Attachment 3: Tangible Awards Scale

A cash award may be granted for an employee suggestion that exceeds job requirements and results in tangible benefits having a value of $250 or more. The amount of such award shall not be less than $25 and shall normally be based on a reasonable estimate of net monetary benefits for the first full year of operation following the suggestion.

The amount of the award is determined in accordance with the table and other provisions described below, unless, for special reasons, a different amount is justified. If so, reasons must be documented to support the action taken.

TANGIBLE BENEFITS GUIDE

Tangible Benefits Amount of Award
Estimated First Year Benefits to the Government Amount of Award
Up to $10,000 10% of estimated benefits
$10,000 to $100,000 $1,000 for the first $10,000 plus 3% of estimated benefits over $10,000
$100,001 or more $3,700 for the first $100,000 plus .5% of estimated benefits over $100,000

INTANGIBLE BENEFITS GUIDE
Awards Scale for Intangible Benefits

Value of Benefit Limited Extended Broad General
Moderate $25-100 $100-150 $ 150-200 $ 200-400
Substantial $75-125 $125-200 $ 200-400 $ 400-1000
High $125-250 $250-400 $400-1000 $1000-2500
Exceptional $250-400 $400-1000 $1000-2500 $2500-5000

The amount of a cash award based on non-measurable benefits shall be determined on the basis of its value or benefit to Federal government operations after full consideration of such factors as extent of application, significance of the suggestion, and importance of the programs affected. However, the minimum cash award of $25 will not be granted unless the suggestion compares favorably with those receiving the minimum cash award for tangible benefits. Every effort must be made to estimate tangible savings.

Definition of Terms

  1. Moderate Value. An employee suggestion that results in intangible benefits of moderate importance, when considered in relation to the overall operation to which it pertains, such as a minor improvement to an FHWA form or publication, a minor change in procedure.

  2. Substantial Value. An employee suggestion that results in intangible benefits and has an effect on the overall operations to which it pertains, such as a major improvement in a form or procedure which increases efficiency.

  3. High Value. An employee suggestion that results in intangible benefits and has a significant effect on the overall operations to which it pertains or contributes to better relations with or greatly improved service to the public. Examples are complete revisions of a form or procedure, development of a new form or procedure that greatly increases efficiency, or a proposal for solving an important operational problem.

  4. Exceptional Value. An employee suggestion that results in intangible benefits of extraordinary significance having an exceptional value to the operation to which it pertains. Examples are a proposal for a streamlined procedure that would promote efficiency to a far greater degree than is normally achievable, or a suggestion that solves several problems that are interrelated and results in highly improved operations.

  5. Limited Application. An employee suggestion that affects operations in one organizational segment of an FHWA office.

  6. Extended Application. An employee suggestion that affects operations of several organizational segments or FHWA offices.

  7. Broad Application. An employee suggestion that is applicable to all of Washington Headquarters or to several field offices, or is in the public interest in many areas. May be applicable to all field offices. Useful agency-wide.

  8. General Application. An employee suggestion that is applicable throughout several Federal Agencies or departments or in the public interest throughout the Nation.

PMM Chapter 9 Section 2  |  Attachment 1  |  Attachment 2

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