![](media/image1.png){width="0.6361111111111111in"
height="0.44305555555555554in"}

TO: All FAS Employees

FROM: A. Ellen Terpstra

Administrator

SUBJECT: The Foreign Agricultural Service (FAS) 2004 Honorary Awards
Program

The Honorary Awards Program is an important tool in creating a workplace
where the extra efforts shown by individuals and teams are given due
recognition. Last year, after a six-month review, the FAS Honorary
Awards Program was revised to better reflect the strategic goals and
objectives of the agency while making the recognition more meaningful to
all employees. The number of award categories has been reduced from nine
to seven and guidelines have been developed in an effort to limit the
total number of recipients per award.

The attachments (Exhibits A‑G) outline the FAS 2004 Honorary Awards
Program procedures.

Nominations for Honorary Awards are due **to Stephen Crisp, Human
Resources Division (HRD) by** **Friday, November 26, 2004**.
**Electronic submissions are encouraged. All nominations must be
submitted in accordance with the instructions in Exhibit G and must be
cleared through the appropriate Deputy Administrator or the Associate
Administrator. Nominations that do not meet the requirements of Exhibit
G will be returned.**

If you require additional information or clarification on any aspect of
the FAS Honorary Awards Program, please contact Stephen Crisp at
418‑8975 or Cheryl Fuller at 418‑8973.

Attachments

> **THE FAS 2004 HONORARY AWARDS PROGRAM**

1\. **[PURPOSE]{.underline}:** To announce the FAS 2004 Honorary Awards
Program to all employees. The program will recognize Federal career
service and outstanding work accomplishments of FAS employees.

2\. **[NOMINATION DUE DATE]{.underline}:** **All nominations must be
submitted in accordance with the instructions in Exhibit G and must go
through one of the Deputy Administrators to reach Stephen Crisp, HRD by
Friday, November 26, 2004. Electronic nominations are encouraged.**

3\. **[MANAGEMENT/SUPERVISORY REVIEW]{.underline}**: Employee
recognition is an integral part of supervision and management in FAS. It
is used to reward employee initiative and resourcefulness and to
recognize employees who consistently respond to the needs of the agency.
It is important that supervisors and managers conduct periodic reviews
to identify those employees whose contributions are worthy of
recognition. Employees performing beyond position requirements are the
key to making FAS programs more effective. Supervisors and managers have
a major responsibility to ensure effective use of the recognition
program by recommending awards appropriate to the employees\'
accomplishments.

4\. **[ELIGIBILITY GUIDELINES]{.underline}**

> **[Employee Recognition Documentation]{.underline}**: Exhibits A
> through F are descriptions of the various award categories included in
> the Honorary Awards Program. The employee\'s most recent performance
> appraisal may be attached to the nomination to support the nomination.
>
> **[Multiple Awards]{.underline}**: Employees may receive more than one
> type of honorary award, as long as the basis for each award is
> different.
>
> **[Overseas Post Awards Reports]{.underline}:** Nominations for FAS
> employees overseas will be considered at the same time, as will the
> nominations for Washington assigned employees. Foreign Service
> Nationals (FSNs) and Personal Services Contract (PSC) employees may be
> recognized in the FAS Honorary Awards Program (except that PSC=s may
> not receive length of service awards). All Heads of Post will submit
> an annual awards report, via fax, to Angela Jackson, HRD, at (202)
> 418‑9019, listing all awards granted during 2004, for inclusion in the
> 2004 Awards Booklet. This report should be sent to HRD by November 26,
> 2004. Please include the following information in your report:

\- Full name of Recipient (please identify last name)

\- Grade, Title, and Gender

\- Type/Title of award and amount (if any)

\- Citation or Certificate Narration

> Length of service award recipients for this year (Calendar Year 2004)
> and the upcoming year should be included in this report.

5\. **[Award Categories]{.underline}**: FAS has seven awards to
recognize the special achievements of employees. These awards are the
agency\'s most prestigious. Nominations are ranked by the FAS Employee
Recognition Committee and submitted for approval to the FAS
Administrator. These awards do not include a monetary award. Award
categories include:

> a\. [The Civil Rights Award]{.underline}: The FAS Multi-Year
> Affirmative Employment Program Plan gives significant emphasis to
> recognition of employee accomplishment in civil rights. Supervisors
> and managers are required to carefully review employee accomplishments
> in civil rights and to recommend appropriate awards. (Exhibit A)

b.  [The Administrative Support Award]{.underline}: For employees in the
    administrative support, program assistant and clerical support
    series or employees whose principle duties and responsibilities are
    administrative support in nature. This includes FSNs employees whose
    principle duties and responsibilities are administrative support in
    nature. (Exhibit B)

c.  [The International Honor Award]{.underline}: Recognizes
    representatives of other government agencies, universities, and the
    private sector who made significant contributions to agency
    strategic objectives. (Exhibit C)

d.  [Supervisory/Managerial Award]{.underline}: Recognizes supervisors
    and managers at all organizational levels whose accomplishments and
    performance are judged as the most outstanding and who demonstrate
    the greatest combination of skills in managing both people and
    activities through interactive team building. (Exhibit D)

e.  [Team Award]{.underline}: Recognizes the efforts and contribution of
    a defined work unit, including overseas posts. (Exhibit E)

f.  [Strategic Objectives Award]{.underline}: Recognizes the
    contribution of individuals or teams to the agency strategic
    objectives of expanding international marketing opportunities and
    international economic development and trade capacity building.
    (Exhibit F)

g.  [Administrator\'s Award:]{.underline} In addition to the above
    awards, the Administrator has available the Administrator\'s Special
    Award, which she may present at her discretion.

6\. **[LENGTH OF SERVICE AWARDS]{.underline}**: Employees completing 10,
20, 30, 35, 40, and 50 years of Federal service, projected through
December 31, 2004, are eligible to receive a Length of Service Award.
This information is automatically computed for employees patrolled
through the National Finance Center (NFC). For employees not patrolled
through the NFC, please submit the information (employee name and years
of service) to Stephen Crisp at fax (202) 418-9118. If you do not wish
to have a Length of Service award published in the FAS Awards Booklet,
and/or do not wish to receive a certificate or award item, please
contact Mr. Crisp at (202) 418-8975.

7\. **[EMPLOYEE RECOGNITION PROGRAM ASSISTANCE]{.underline}**: The Human
Resources Division, Performance Management Benefits and Awards Branch,
provides Employee Recognition Program advice and guidance to managers,
supervisors, and employees. Please contact Stephen Crisp at 418-8975 or
Cheryl Fuller at 418-8973, FAX 418-9118 should you need further details
or information.

> **EXHIBIT A**

**CIVIL RIGHTS AWARD**

**DESCRIPTION:** An honorary award granted annually to FAS employee(s)
at all organizational levels recognizing the valuable contributions and
commitments made in the support of the USDA\'s and FAS\' civil rights
objectives. It is recommended that this award be limited to two
recipients. Any team recognized should be limited to ten employees.
Exceptions to these limits are possible but should be based on strong
justification.

**REQUIRED LEVEL**

**OF PERFORMANCE:** The employee\'s most recent performance appraisal
must support the conclusion that performance, as described, clearly
exceeds the \"Fully Successful\" level.

**CRITERIA:** Outstanding accomplishment of objectives beyond normal
expectations in activities such as:

> ! Involvement or participation in professional organization, task
> groups or committees, and programs directly affecting the recruitment,
> training, and advancement of women, minorities, and persons with
> disabilities in USDA and/or FAS.
>
> ! Active involvement in expanding, promoting, or enforcing the legal
> status and civil rights of employees.
>
> ! Personal involvement with social issues impacting women, minorities,
> and persons with disabilities.
>
> ! Establishment of a positive work environment regarding equality in
> the office. Improves the opportunities or strengthens the performance
> of employees by facilitating the development of projects or programs
> which improve the quality of work life.
>
> ! Planning or supporting special interest programs and activities,
> which would enrich cultural understanding of diverse groups by
> attending and encouraging participation of employees. Demonstrated
> intolerance of inappropriate comments or presentations in the
> workplace.
>
> **EXHIBIT A-2**

**BENEFITS TO**

**EMPLOYEE:** Provides public recognition to the employee\'s
accomplishment and contribution to the support of USDA and FAS missions,
thus providing additional recognition and preserving credibility of the
awards program.

> Documents the employee\'s support of the civil rights objectives of
> USDA and FAS.
>
> Employee is motivated to repeat high-quality performance to earn
> further recognition.

**NOMINATION**

**PROCEDURES:** Submit nomination (see Exhibit G) and performance
appraisal form through required supervisory channels to one of the
Deputy Administrators or the Associate Administrator.

> **EXHIBIT B**

**ADMINISTRATIVE SUPPORT EXCELLENCE AWARD**

**DESCRIPTION:** An honorary award granted annually to employees in the
administrative support series or employees whose principal duties and
responsibilities are administrative support in nature. It is recommended
that this award be limited to two recipients. Any team recognized should
be limited to ten employees. Exceptions to these limits are possible but
should be based on strong justification.

**REQUIRED LEVEL**

**OF PERFORMANCE:** The employee\'s most recent performance appraisal
must support the conclusion that performance, as described, clearly
exceeds the \"Fully Successful\" level.

**CRITERIA:** Employee has demonstrated high-quality performance of the
technical responsibilities for his or her position and at a level that
has substantially exceeded the performance standards of the position.

**BENEFITS TO**

**EMPLOYEE:** Provides public recognition to the employee\'s
accomplishment and contribution to the support of the FAS mission, thus
providing additional recognition and preserving credibility of the
awards program.

> Employee is motivated to repeat high-quality performance to earn
> further recognition.

**NOMINATION**

**PROCEDURE:** Submit nomination (see Exhibit G) and performance
appraisal form through required supervisory channels to one of the
Deputy Administrators or the Associate Administrator.

**EXHIBIT C**

**INTERNATIONAL HONOR AWARD**

**DESCRIPTION:** An honorary award granted annually to representatives
of other U.S. government agencies, universities, and the private sector
who have contributed significantly to FAS' strategic objectives. It is
recommended that this award be limited to two recipients. Any team
recognized should be limited to ten employees. Exceptions to these
limits are possible but should be based on strong justification.

**CRITERIA:** Individuals or team from outside of FAS. Consideration
should be given to employees from organizations that contribute
significantly to FAS' goals and objectives. .

**NOMINATION**

**PROCEDURES:** Submit nomination (see Exhibit G) and performance
appraisal form through required supervisory channels to one of the
Deputy Administrators or the Associate Administrator.

> **EXHIBIT D**

**SUPERVISORY/MANAGERIAL AWARD**

**DESCRIPTION:** An honorary award granted annually to FAS supervisors
and managers at the GS/GM-15 and below and equivalent Foreign Service
level in all organizational levels whose accomplishments and performance
are judged as the most outstanding, and who demonstrate the greatest
combination of skills in managing both people and activities through
interactive team building. It is recommended that this award be limited
to two recipients. Any team recognized should be limited to ten
employees. Exceptions to these limits are possible but should be based
on strong justification.

**REQUIRED**

**LEVEL OF**

**PERFORMANCE:** The employee\'s most recent performance appraisal must
support the conclusion that performance, as described, clearly exceeds
the \"Fully Successful\" level.

**CRITERIA:** ! Employee has effectively demonstrated skill in human
resource management, including the recruitment, selection, promotion,
delegation and reassignment to fully utilize the skills of all employees
on an impartial basis, and uses appropriate rewards and corrective
action in employee management.

> ! Employee implements an active Civil Rights program within the work
> unit and demonstrates concern for the career development of staff in
> accomplishing assignments, as well as the pursuit of individual career
> goals.
>
> ! Employee participates regularly in various individual development
> efforts to enhance performance and to increase knowledge of current
> issues affecting the role of the Federal Manager.
>
> ! Employee demonstrates effective guidance and direction of activities
> with clear goals and objectives communicated to staff principals; and
> accomplishment of assignments was timely, resulting in superior
> performance.

**APPROPRIATE**

**USE:** When supervisors/managers have performed substantially beyond
expectations in all the award criteria, as listed.

**BENEFITS**

**TO EMPLOYEE:** Documents the employee\'s skill in supervision and
management that contributes to career advancement potential. Provides
public recognition to the support of the workforce, thus providing
additional recognition and preserving credibility of the awards program.

Employee is motivated to repeat high-quality performance to earn further
recognition.

**NOMINATION**

**PROCEDURE:** Submit nomination (see Exhibit G) and performance
appraisal form through required supervisory channels to one of the
Deputy Administrators or the Associate Administrator.

**EXHIBIT E**

### TEAM AWARD

**DESCRIPTION:** An honorary award granted annually to a specific
recognized FAS work unit or overseas post for their efforts as a team in
contributing to FAS' goals and objectives. The team must be a recognized
work unit within the agency and all employees within that group should
be included as it is the "team" that is being recognized and not the
efforts of any one individual.

> It is recommended that this award be limited to two recipients. Any
> team recognized should be limited to ten employees. Exceptions to
> these limits are possible but should be based on strong justification.

**CRITERIA:** Outstanding accomplishments of objectives beyond normal
expectations.

**BENEFITS TO**

**EMPLOYEE:** Provides public recognition to the team's accomplishments
and contribution to the support of FAS' mission goals and objectives.
Employees are motivated to repeat high-quality performances to earn
further recognition.

# NOMINATION

**PROCEDURE:** Submit nomination (see Exhibit G) and through required
supervisory channels to one of the Deputy Administrators or the
Associate Administrator.

EXHIBIT F

## STRATEGIC OBJECTIVE AWARD

**DESCRIPTION:** An honorary award granted annually to a specific FAS
work unit or

overseas post for their efforts as a team in contributing to FAS' goals
and objectives. It is recommended that this award be limited to two
recipients. Any team recognized should be limited to ten employees.
Exceptions to these limits are possible but should be based on strong
justification.

**CRITERIA:** Outstanding accomplishments of objectives beyond normal
expectations.

**BENEFITS TO**

**EMPLOYEE:** Provides public recognition to the individual's
accomplishments and contribution to the support of FAS' mission goals
and objectives. Employees are motivated to repeat high-quality
performances to earn further recognition.

# NOMINATION

**PROCEDURE:** Submit nomination (see Exhibit G) and through required
supervisory channels to one of the Deputy Administrators or the
Associate Administrator.

> **EXHIBIT G**

**CHECKLIST FOR COMPLETION OF HONORARY AWARD NOMINATIONS**

Nominations must include:

1.  The category of award the nomination is for.

2.  The following information on the individual being nominated:

```{=html}
<!-- -->
```
a.  name

b.  position title

c.  organization (Deputy Administrator, Division)

d.  telephone number

e.  fax number

f.  mailing address

If the nomination is for a group, include the above information for all
group members.

Names should be written so as to match the way the individual would like
their name to

appear in the booklet and on the certificate.

3.  A narrative justification to support the award nomination, including
    what was done, what

time period was covered (beginning and ending dates), and why it was
significant to the

agency.

4.  A citation exactly as you wish it to appear on the certificate.
    Please ensure that the citation

does not exceed 25 words and is appropriate for public recognition.

5.  Signature and title of recommending individual and appropriate
    Deputy/Associate Administrator.

6.  Electronic submissions are encouraged. Emails should be forwarded by
    the Deputy Administrators to <Stephen_Crisp@wdc.fsa.usda.gov>