**BONNEVILLE POWER ADMINISTRATION**

**HUMAN CAPITAL MANAGEMENT**

**Portland, Oregon**

**PERSONNEL LETTER NO. 451-1 (Revised) DATE: February 5, 2008**

**SUBJECT: BPA Recognition System**

**PURPOSE**[]{#__RefHeading___Toc191271699 .anchor}

This Personnel Letter -

-   Describes Bonneville Power Administration (BPA) policy and
    procedures regarding recognition of organizational and employee
    accomplishments.

-   Supersedes PL 451-1 (Revised) dated January 9, 2007.

**POLICY SUMMARY**[]{#__RefHeading___Toc191271700 .anchor}

The Recognition policy provides guidance on management responsibilities
and the various types of awards that can be given to all employees of
BPA. The policy also includes specific dollar amounts and limitations
for each type of award under the recognition system. Recognition is
given to employees solely on the basis of organizational or individual
accomplishments and is not to be used for any other purpose. This
revised policy reflects changes that became effective with BPA's FY 2008
recognition program.

Table of Contents

[PURPOSE 1](#__RefHeading___Toc191271699)

[POLICY SUMMARY 1](#__RefHeading___Toc191271700)

[I. RESPONSIBILITIES 3](#__RefHeading___Toc191271701)

[II. GUIDANCE 5](#__RefHeading___Toc191271702)

[III. TRAINING/ORIENTATION 6](#__RefHeading___Toc191271703)

[IV. RECOGNITION SYSTEM ELEMENTS 6](#__RefHeading___Toc191271704)

[V. FUNDING 7](#__RefHeading___Toc191271705)

[VI. RECOGNITION COUNCIL 8](#__RefHeading___Toc191271706)

[VII. DOCUMENTATION REQUIREMENTS 8](#__RefHeading___Toc191271707)

[VIII. RECOGNITION CELEBRATIONS AND LIGHT REFRESHMENTS/CASUAL MEALS
8](#__RefHeading___Toc191271708)

[IX. RECOGNITION PROGRAMS 10](#__RefHeading___Toc191271709)

[X. REFERENCES 27](#__RefHeading___Toc191271710)

[APPENDIX A: TABLE 1 - Funding Amounts for Pools in FY 2007
29](#__RefHeading___Toc191271711)

[APPENDIX A: TABLE 2 - Funding Amounts for Pools in FY 2009 and Beyond
29](#__RefHeading___Toc191271712)

[APPENDIX A: TABLE 3 - List of Award Types and Various Expenses
30](#__RefHeading___Toc191271713)

[APPENDIX A: TABLE 4 - List of Organizations Whose Executives and
Managers have Delegaated Authority to Manage Administration of BPA\'s
Recognition System 32](#__RefHeading___Toc191271714)

[APPENDIX B: Length of Service and Career Recognition Available for
Employees 33](#__RefHeading___Toc191271715)

[APPENDIX C: List of Difficult-to-Fill Positions/Jobs Qualifying for
Employee Referral Program 34](#__RefHeading___Toc191271716)

**I. RESPONSIBILITIES**[]{#__RefHeading___Toc191271701 .anchor}

> **A. The Chief Executive Officer (CEO)/Administrator:**
>
> 1\. Approves all Administrator's Excellence Awards.
>
> 2\. Approves funding for BPA's recognition system.

B.  **The Deputy Administrator or Chief Operating Officer:**

> 1\. Approves BPA Success Share targets, as decided by key Executive
> Board members, including the Chief Financial Officer.
>
> 2\. Determines whether BPA Success Share targets were met and whether
> the criteria specified in this Personnel Letter (PL) are satisfied in
> order to give any payout. Approves Success Share celebrations that are
> coordinated by Public Affairs.
>
> 3\. Assists the CEO in reviewing recommended Administrator's
> Excellence Awards, including arranging for the Recognition Council to
> evaluate nominations and make recommendations.
>
> **C. Executives and Managers with delegated authority to manage
> administration of BPA's recognition system (see list of organizations
> in Appendix A, Table 3):**
>
> 1\. Monitor the operation of recognition plans throughout their
> organizations to ensure their effectiveness according to this PL.
>
> 2\. Ensure that employees are informed in writing of how the
> recognition system will be administered in their organizations (e.g.,
> informing employees of Organizational Team Share targets, whether the
> organization will use Organizational Honorary recognition, etc.).
>
> 3\. Approve Organizational Team Share targets (following consultation
> with the Chief Operating Officer) and ensure that such targets are
> consistent with the requirements of this PL.
>
> 4\. Determine whether Organizational Team Share targets were met
> (following consultation with the Chief Operating Officer) and confirm
> any payout.
>
> 5\. Ensure that the amount(s) of their Individual/Group Results
> funding pool(s) are calculated according to the provisions of this PL.
>
> 6\. Ensure that expenditures are monitored and do not exceed the
> amounts of applicable funding pools, and ensure that the annual limit
> on individual monetary recognition is not exceeded.
>
> 7\. Ensure that adequate records are kept, with respect to any use of
> their Individual/Group Results fund to provide gift certificates or
> gift cards, to document the identity of recipients.
>
> 8\. Approve final amounts of performance awards when they serve as
> "performance award pool managers." (see paragraph IX.C.4.).
>
> 9\. Ensure that informal recognition items (including expenses for
> light refreshments and casual meals) are of nominal value, appropriate
> for public use consistent with the wise spending of public funds, and
> consistent with the provisions of this PL.
>
> 10\. Ensure that adequate funds are budgeted to cover all
> recognition-related expenses that are charged to their organizations'
> accounts.
>
> 11\. Ensure that necessary ledger correction information is provided,
> as needed, to Finance in order to charge award costs to a nominating
> organization according to the provisions in this PL (see section
> II.G.).
>
> **D. The Chief Human Capital Officer (CHCO):**
>
> 1\. Develops and issues BPA's recognition policy, and provides advice
> to management on the provisions of this PL.
>
> 2\. Evaluates the effectiveness of BPA's recognition policy and its
> administration by others, as needed, and follows through with
> appropriate action to address significant problems.
>
> 3\. Organizes the annual Administrator's Excellence Awards ceremony.
>
> 4\. Obtains BPA Honorary Awards and Career Service materials for use
> by organizations.
>
> 5\. Initiates qualifying Employee Referral Program awards.
>
> **E. The BPA Recognition Council:**
>
> 1\. Reviews the overall effectiveness of BPA's Recognition System and
> provides recommendations to the CHCO for needed changes or areas of
> increased emphasis.
>
> 2\. Evaluates nominations for the Administrator's Excellence Awards
> and recommends employee selections to the CEO.
>
> **F. Managers:**
>
> 1\. Approve awards, or recommend employees for awards, according to
> the procedures in this PL, which vary for different types of awards.
>
> 2\. Grant informal recognition to employees according to procedures in
> this PL and any applicable operating instructions from their
> organizations.
>
> 3\. Strive to continuously express appreciation to employees for their
> accomplishments in order to reinforce a recognition-rich culture.
>
> 4\. Ensure that the purchase and intended use of any light
> refreshments or casual meals for recognition-related celebrations are
> in accordance with the provisions of this PL and any applicable
> operating instructions from their organizations.
>
> **G. Employees:**
>
> 1\. Recommend other employees for awards, according to the procedures
> in this PL that permit such recommendations for certain types of
> awards.
>
> 2\. Grant informal recognition to other employees according to the
> procedures in this PL and any applicable operating instructions from
> their organizations.

3.  Strive to continuously express appreciation to employees for their
    accomplishments in order to reinforce a recognition-rich culture.

**II. GUIDANCE**[]{#__RefHeading___Toc191271702 .anchor}

A.  **Basis for Recognition**: Recognition is given to employees solely
    on the basis of organizational or individual accomplishments and is
    not to be used for any other purpose (for instance, to address
    salary or wage levels that are believed to be below market levels,
    as a retention tool to encourage an employee to remain employed at
    BPA or remain in a specific position, etc.). Funds are used only for
    recognition of BPA employees and not for contractor employees. For
    example, recognition funds authorized by this PL are not to be used
    to provide gift certificates or gift cards to contractor employees.
    Also, funding for recognition celebrations that include food or
    beverages must be planned on the basis of the number of employees
    (BFTE) that are expected to attend and cannot be augmented to
    account for contractor employees who may attend.

B.  **Recognition Culture:** Separate from the system elements described
    in this PL, the environment in which these tools are used is equally
    important to the operation of a successful recognition system.
    Specifically, it is essential to have a recognition-rich culture.
    This means that managers, as well as all employees, must strive to
    continuously express appreciation to employees for their
    accomplishments. This extends not only to significant
    accomplishments that are formally recognized with a monetary or
    non-monetary award, but also for noteworthy efforts and other
    successful achievements (e.g., completing difficult assignments,
    resolving complex problems, filling in for absent employees, etc.).

C.  **BPA Annual Limit on Sum of All Monetary Awards by an Employee:**
    There is a \$10,000 limit on individual monetary recognition per
    fiscal year per employee. This applies to the sum of all types of
    monetary recognition except as noted in Appendix A, Table 2.
    Organizations are responsible for monitoring awards given to ensure
    this limit is not exceeded.

D.  **Regulatory Limit on Monetary Amount of Single Award:** Any single
    monetary award for an employee that is more than \$10,000 shall be
    forwarded to OPM in accordance with OPM regulations.

E.  **Duplicate Awards:** An employee may not receive more than one
    award for the same contribution. For example, if an employee is
    given a performance award but also received an On-the-Spot or
    Special Act award earlier for performance related to the employee's
    performance standards, the value of the earlier award must be taken
    into account in determining the amount of the subsequent award.

F.  **Method of Payment for Monetary Awards:** Payment of all types of
    monetary recognition in this PL for current employees shall be
    processed in conjunction with employees' salary/wage earnings
    payments.

    **G. Accounting:** Except for Employee Referral Program awards, all
    awards are charged to the recipient's organization. However, a
    limited number of ledger corrections are permitted in those cases
    where both the nominating organization and the recipient's
    organization determine that it is more appropriate for the cost of
    the award to be charged to the nominating organization. Such
    corrections generally should not exceed 1 percent of all awards
    processed at BPA, but exceptions can be approved by Tier I
    executives and managers or their designees. When such corrections
    are desired, organizations will provide the necessary information to
    Finance and shall take such steps as are necessary to avoid sending
    corrections at the end of the fiscal year.

**III. TRAINING/ORIENTATION**[]{#__RefHeading___Toc191271703 .anchor}

A.  **Managers:** Recognition System training is mandatory for all
    managers. New managers will receive training as part of their
    attendance at new managers training in order to facilitate their
    understanding of the various system elements and their underlying
    philosophy. Existing managers will receive annual refresher training
    in the form of workshops, recognition fairs, self-study or on-line
    training. The focus of such training may include a review of the
    system's elements, any report of the BPA Recognition Council's
    assessment regarding the previous fiscal year's results, and any
    resulting special emphasis directed at improving the effective use
    of BPA's Recognition System.

B.  **Employees:** The Recognition System will be presented as part of
    New Employee Orientation. In addition, various material and notices
    will be distributed or publicized periodically informing employees
    of any significant changes or developments.

**IV. RECOGNITION SYSTEM ELEMENTS**[]{#__RefHeading___Toc191271704
.anchor}

> BPA's Recognition System consists of numerous elements, some of which
> are managed centrally for all of BPA, while others are administered at
> the organizational level. Each executive and manager with delegated
> authority to manage administration of BPA's recognition system will
> ensure that employees are informed in writing of how the recognition
> system will be administered in their organizations, including
> identification of Organizational Team Share targets. The table below
> lists each element of BPA's recognition system and describes
> [general]{.underline} coverage/eligibility for each element.

+-----------------------------+----------------------------------------+
| **Element**                 | **General Coverage/Eligibility^a^**    |
+-----------------------------+----------------------------------------+
| 1\. BPA Success Share       | ### All employees                      |
+-----------------------------+----------------------------------------+
| 2\. Organizational Team     | All employees                          |
| Share                       |                                        |
+-----------------------------+----------------------------------------+
| 3\. On-The-Spot             | All employees                          |
+-----------------------------+----------------------------------------+
| 4\. Time Off                | All employees                          |
+-----------------------------+----------------------------------------+
| 5\. Individual/Group        | All employees                          |
| Results (other than         |                                        |
| Performance Awards)         |                                        |
+-----------------------------+----------------------------------------+
| 6\. Performance Awards      | All employees                          |
+-----------------------------+----------------------------------------+
| 7\. Safe Driver             | Employees in professional driver       |
|                             | positions only                         |
+-----------------------------+----------------------------------------+
| 8\. Safe Flyer              | Employees in professional pilot        |
|                             | positions only                         |
+-----------------------------+----------------------------------------+
| 9\. Safe Worker Recognition | Employees in positions designated in   |
| Program                     | Safety/                                |
|                             |                                        |
|                             | Health Program Handbook                |
+-----------------------------+----------------------------------------+
| 10\. System Dispatchers'    | Employees in Dispatcher                |
|                             | classifications                        |
| Safety Award Program        |                                        |
+-----------------------------+----------------------------------------+
| 11\. Employee Referral      | All employees except those in Human    |
|                             | Capital Management directly involved   |
| Program                     | in recruiting/hiring processes,        |
|                             | including support employees            |
+-----------------------------+----------------------------------------+
| **Element**                 | **General Coverage/Eligibility^a^**    |
+-----------------------------+----------------------------------------+
| 12\. DOE/BPA Honorary       | All employees                          |
|                             |                                        |
| Recognition                 |                                        |
+-----------------------------+----------------------------------------+
| 13\. BPA Informal           | All employees                          |
|                             |                                        |
| Recognition                 |                                        |
+-----------------------------+----------------------------------------+
| 14\. Organizational         | All employees if used                  |
|                             |                                        |
| Honorary Recognition        |                                        |
+-----------------------------+----------------------------------------+
| 15\. Organizational         | All employees                          |
|                             |                                        |
| Informal Recognition        |                                        |
+-----------------------------+----------------------------------------+

**V. FUNDING**[]{#__RefHeading___Toc191271705 .anchor}

> **A. Funding Pools:** There are three separate funding pools: BPA
> Success Share, Organizational Team Share, and Individual/Group
> Results. Fund amounts for each pool are listed in Appendix A, Table 1.
> (Note: As described in paragraph V.B.3., Performance Awards funding
> pools are calculated and administered separately for annual managers
> versus all other employees due to their coverage under different
> performance appraisal systems.) Appendix A, Table 2, lists various
> types of expenses related to every element of BPA's Recognition System
> and notes which of the funding pools they are charged against. (Note,
> however, that there are some expenses \[e.g., Employee Referral
> Program, Administrator's Excellence Awards Program, etc.\] that are
> funded separately and are not charged against any of the three funds
> listed below.)
>
> \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> **^a^** See specific descriptions elsewhere in this PL, which may
> include some further eligibility restrictions (e.g., minimum service
> requirements to receive BPA Success Share and Organizational Team
> Share).
>
> **B. Uniform Method for Calculating Dollar Amounts for Funding
> Pools:** The following process will be followed for determining the
> dollar amounts for each pool.

1.  **BPA Success Share:** The amount per FTE is listed in Appendix A,
    Table 1 and applies to all organizations.

2.  **Organizational Team Share:** The amount per FTE is listed in
    Appendix A, Table 1 and applies to all organizations.

3.  **Individual/Group Results:** Appendix A, Table 1, contains the
    authorized amount of the funding pool, expressed as a percentage of
    an organization's base payroll, including locality pay, projected
    for the fiscal year. Each executive or manager with delegated
    authority to manage administration of BPA's recognition system will
    determine the respective, projected base payroll for the year,
    taking into account projected FTE and the prorated value of expected
    adjustments to General Schedule and negotiated pay rates that are
    used centrally by Finance for budget and other purposes. Note: Table
    1 in Appendix A requires that the amount of the funding pool must be
    further allocated between performance awards (75 percent) versus all
    other expenses (25 percent) charged against this funding pool. In
    addition, the portion allocated for performance awards must be
    calculated and administered separately for annual managers versus
    all other employees (see paragraph IX.C.4.b. for more information).

**VI. RECOGNITION COUNCIL**[]{#__RefHeading___Toc191271706 .anchor}

> The CHCO establishes the BPA Recognition Council, which is made up of
> representatives throughout BPA. The Council will review the overall
> effectiveness of BPA's Recognition System and issue recommendations
> (to the CHCO) for needed changes or areas of increased emphasis. The
> Council will meet at least quarterly. In addition, the Council is used
> to evaluate nominations for Administrator's Excellence Awards and to
> recommend selections to the CEO.

**VII. DOCUMENTATION REQUIREMENTS**[]{#__RefHeading___Toc191271707
.anchor}

> The Human Resources Management Information System (HRmis) is used to
> initiate monetary and time-off award nominations. Employees other than
> managers may make informal recommendations for such awards to the
> intended recipient's manager. (Additional documentation, procedures,
> and instructions may apply to specific elements of BPA's Recognition
> System and are contained in the sections of this PL describing such
> elements.) HRmis will initiate the action and the SF-50 (Notice of
> Personnel Action), but will not generate a certificate for the
> recipient. A certificate may be prepared, as appropriate, for
> presentation to the recipient (see e-form BPA F3450.11e to generate a
> certificate).

**VIII. RECOGNITION CELEBRATIONS AND LIGHT REFRESHMENTS/CASUAL
MEALS**[]{#__RefHeading___Toc191271708 .anchor}

A.  **Celebrations:**

    1.  Public Affairs is responsible for organizing any BPA-wide
        recognition celebration in conjunction with any BPA Success
        Share payout.

    2.  Organizations are permitted to conduct and fund appropriate
        celebrations in conjunction with recognition-related events,
        subject to the rules below and any applicable operating
        instructions from their organizations.

    3.  Human Capital Management is responsible for organizing the
        annual Administrator's Excellence Awards ceremony.

B.  **Light Refreshments/Casual Meals:**

    1.  Each BPA organization whose executive or manager has delegated
        authority to manage administration of BPA's recognition system
        (see list of organizations in Appendix A, Table 3) has
        discretion as to whether to authorize use of recognition funds
        for celebrations and light refreshments/casual meals. Light
        refreshments and casual meals may be provided for celebrations
        that are expressly for the purpose of recognizing and
        celebrating employee and/or group accomplishments. The authority
        for such expenditures for recognition-related events comes from
        5 U.S.C., Chapter 45, Incentive Awards. Examples of appropriate
        events include the BPA-wide events mentioned in the preceding
        paragraph, as well as other accomplishments/events such as
        Organizational Team Share celebrations, completion of
        significant projects and work efforts, local community service
        projects sanctioned by BPA, and other comparable achievements.
        (See paragraph IX.F./G. regarding safety award celebrations.)
        Farewell celebrations, holiday gatherings and other similar
        get-together activities are not considered appropriate events
        for providing light refreshments or casual meals.

        2\. The rules listed in this Section apply to providing and
        funding light refreshments and casual meals for
        recognition-related events. **Purchasers and authorizing
        officials are cautioned that violation of these rules is not
        permitted and might constitute misconduct.** (*Note: These rules
        do not pertain to provision and funding of refreshments or meals
        for any purpose or event that is not recognition-related, such
        as BPA-sponsored conferences and similar events when attendees
        are in a travel status. The authority for such expenditures is
        distinct from that for recognition-related events and is
        overseen by BPA's Office of the Chief Financial Officer.)*

> 3\. **Definitions:** Light refreshments are incidental refreshments
> that include but are not limited to items such as doughnuts, bagels,
> fruit, pretzels, cookies, chips, and muffins. Beverages may include
> coffee, tea, milk, juice, and soft drinks. Casual meals include such
> items as pizza, sandwiches, or barbeques, but do not include meals
> that the public would consider to be excessive or extravagant.
> Alcoholic beverages may not be provided under any circumstance, nor
> can such beverages be brought onto BPA owned or leased property under
> any circumstance.
>
> 4\. **Cost Limits:** In addition to meeting the definition of light
> refreshments or casual meals listed above, there is a \$10 limit per
> person, per event (including gratuity, if applicable, and any
> preparation/serving cost). Hence, food at celebrations must meet both
> criteria. Non-casual meals that cost less than \$10 per person are not
> authorized. Incidental refreshments or casual meals that exceed an
> average of \$10 per person are also not authorized.
>
> 5\. **Location:** Light refreshments or casual meals should be
> provided on
>
> BPA-owned or leased premises whenever possible. Off-site locations may
> be used as a last resort only if there are no appropriate on-site
> locations. There are two concerns: stewardship of resources and public
> perception. Thus, even no-cost locations, for example, parks in close
> proximity to the work site, should be used only as a last resort.
>
> 6\. **Procedures for Obtaining Approval to Offer Light
> Refreshments/Casual Meals and Other Documentation:** Consistent with
> any operating instructions from their organization, the appropriate
> manager must approve the purchase of light refreshments or casual
> meals for celebrations using BPA F. 2200.01e. Such approval must be
> received in advance of any expenditure or financial obligation and be
> noted on related procurement and disbursement documents. (If a
> Purchase Card is used, the original BPA F.2200.01e must be attached to
> the Cardholder's monthly bank statement.) Note: The Chief Certifying
> Officer does not review or approve BPA F.2200.01e for recognition
> celebrations. The Chief Certifying Officer does need to approve the
> form for all non-recognition events.

IX. **RECOGNITION PROGRAMS**[]{#__RefHeading___Toc191271709 .anchor}

> **A. BPA Success Share:** The BPA Success Share Program is based on
> agency accomplishment of one or more pre-designated targets
> established each fiscal year. When paid, Success Share benefits will
> be shared with all eligible employees.
>
> 1\. **General:**
>
> a\. All eligible BPA hourly and annual employees share equally. The
> maximum amount of funds available for payout is listed in Appendix A,
> Table 1.
>
> b\. The content and number of BPA Success Share targets may vary from
> year to year. They are determined each fiscal year through a process
> led by the Strategic Planning organization. The process includes
> consideration of input from bargaining units. The Deputy Administrator
> or Chief Operating Officer, in consultation with key Executive Board
> members, as appropriate, approves final BPA Success Share targets.
>
> c\. Targets that relate to results of employee surveys may not be
> established for Success Share.
>
> d\. Progress toward accomplishment of targets will be assessed
> periodically and reported to the workplace during the year.
>
> e\. An Agency-wide, BPA-funded celebration may be held each year
> concurrent with any payout. If there is no payout for a given year, a
> celebration will not be sponsored. Field organizations may participate
> in this centrally funded event if they hold a celebration at the same
> time (or very close in time), provided such celebrations are
> coordinated with Public Affairs staff.
>
> 2\. **Eligibility:** All BPA hourly and annual employees with "Meets
> Expectations" or higher performance ratings, including those who
> retire during the year, will be eligible, provided they work the
> minimum number of hours during the fiscal year as shown below. The
> following categories of employees will [not]{.underline} be eligible.
>
> a\. Employees in a pay status with BPA less than 320 hours during the
> fiscal year, based on the HRmis Time and Labor reports.
>
> b\. Employees who separate from BPA prior to the end of the last full
> pay period in the fiscal year (this does not apply to retirees), as
> well as any employee who is involuntarily separated for cause after
> that date but prior to the actual effective date of the BPA Success
> Share pay-out.
>
> 3\. **Pro-Rated Amounts:** The total payout will be divided equally
> among all eligible employees who were in a pay status during the
> fiscal year at BPA for at least 1,760 hours. All other eligible
> employees who were in a pay status for less than 1,760 hours during
> the fiscal year at BPA will have their share amounts pro-rated based
> on the number of hours they were in a pay status (i.e., the number of
> hours in a pay status at BPA divided by 1,760). HRmis Time and Labor
> reports will be used to apply these rules ("pay status" hours are
> regular time worked, annual leave, sick leave, holiday time, excused
> absence, military leave, and "continuation of pay" time under FECA).
> The minimum payout to any eligible employee will be \$50. Any payout
> amount less than \$50 will be rounded up to \$50.
>
> 4\. **Determination of Amount of Payout:**
>
> a\. The Deputy Administrator or Chief Operating Officer will determine
> which BPA Success Share targets were met and whether the other
> criteria in this PL that give a payout were met. Aside from applying
> the "performance" requirements reflected in the targets to determine
> any scheduled payout amount (see paragraph IX.A.4.b. below), the
> following rules apply to the determination as to whether financial
> resources are available to support any scheduled payout amount.
>
> (1). No payout will occur if BPA does not make its scheduled annual
> payment to the Department of the Treasury.
>
> (2). No payout will occur if BPA does not finish the year with
> positive net revenue of at least \$5 million. Positive net revenue is
> defined as occurring when BPA's net revenue (exclusive of any
> adjustments due to refinancing of Energy Northwest debt and the
> Financial Account Standard 133 mark-to-market adjustment for
> derivatives) is positive for the fiscal year, regardless of
> improvements that may have been made in financial performance from
> start-of-year expectations.

b.  All targets are weighted equally. Each BPA Success Share target may
    identify a range of results, provided that the lower end reflects
    high performance and the upper end reflects extraordinary
    performance. Each BPA Success Share target that is achieved (i.e.,
    at least the lower end of the target range is met) will result in a
    fractional payout, provided that any threshold requirement that is
    established for any payout is met (see preceding paragraph). If the
    results are at the upper end of the range, full payout for that
    target will occur. If the results are at the lower end of the range,
    one-half of the "full" payout amounts for that target will be paid.
    If the results fall between the lower and upper ends of the range,
    an appropriate proportional payout will be paid. See the example
    below. Payouts will be included in wage/salary payments, normally in
    mid-November. Payout is made through the accrual process using funds
    from the fiscal year of achievement.

> Example, using four targets[:]{.underline}

  ------------ -------------- ----------------- --------------------------
  **Target**   **% Possible** **Achieved?**     **Payout %**

  1            25%            Yes, upper end    25%

  2            25%            Yes, lower end    12.5%

  3            25%            No                0%

  4            25%            Yes, lower end    12.5%

  **BPA                                         **50% of maximum payout**
  Success                                       
  Share Actual                                  
  Payout**                                      
  ------------ -------------- ----------------- --------------------------

> **B. Organizational Team Share:** Each BPA organization whose
> executive or manager has delegated authority to manage administration
> of BPA's recognition system (see list of organizations in Appendix A,
> Table 3) will be responsible for administering its Organizational Team
> Share award process as described below. The maximum amount of funds
> available for payout is listed in Appendix A, Table 1.
>
> 1\. **Content of Targets:**

a.  The executive or manager of the organization with delegated
    authority to manage administration of BPA's recognition system is
    responsible for approving the organizational targets after
    consulting with the Chief Operating Officer).

b.  All targets must reflect an organization's contribution to the
    achievement of BPA Success Share targets. Where there is a direct
    connection between an organization's responsibilities and a BPA
    Success Share target, the Organizational Team Share targets
    [must]{.underline} address such "direct contributors" to the
    achievement of the BPA Success Share target. In addition,
    Organizational Team Share targets [may]{.underline} also include
    those that indirectly contribute to the achievement of the BPA
    Success Share target. See examples below.

> (1). For example, BPA Success Share targets that are financial in
> nature should be addressed at the organizational level by means of
> establishing a Team Share target that both: (1) measures the financial
> performance of that organization alone; and (2) does so in a manner
> that directly contributes to the achievement of the corresponding
> Success Share target.
>
> (2). An example of an indirect target might include the extent to
> which a major piece of software is brought on line successfully and,
> therefore, indirectly contributes to a BPA Success Share target that
> relates to *improving efficiency or effectiveness of BPA operations.*

c.  Collectively, an organization's Team Share targets should enable
    each employee in the organization to relate his or her own
    performance efforts to the accomplishment of one or more of the
    targets.

> 2\. **Determination of Amount of Payout:** No payout will occur if BPA
> does not make its scheduled annual payment to the Department of the
> Treasury. The executive or manager of the organization with delegated
> authority to manage administration of BPA's recognition system is
> responsible for determining which targets were met and whether a
> payout is given (following consultation with the Chief Operating
> Officer). The method for determining fractional payouts is the same as
> that used for BPA Success Share. Payouts will be included in
> wage/salary payments, normally no later than December. Payout is made
> through the accrual process using funds from the fiscal year of
> achievement.
>
> 3\. **Eligibility:** Eligibility rules are identical to those
> established for BPA Success Share (see paragraph IX.A.2).
>
> 4\. **Pro-Rated Amounts:** The rules for pro-rating individual amounts
> are identical to those established for BPA Success Share (see
> paragraph IX.A.3.).
>
> **C. Individual/Group Results Awards:** There are four awards under
> this category as described directly below. Each executive or manager
> with delegated authority to manage the administration of BPA's
> recognition system must provide for the use of each of these awards.
> The four awards are On--the-Spot, Time-Off, Special Act, and
> Performance Awards. These four awards, along with expenses for
> Organizational Honorary Recognition, Organizational Informal
> Recognition, and Celebrations and Light Refreshments, which are
> described elsewhere in this PL, are all charged against an
> organization's Individual/Group Results fund. The amount of funds
> available to organizations is listed in Appendix A, Table 1.
>
> 1\. **On-the-Spot (OTS):**
>
> a\. **Purpose:** This award recognizes a noteworthy contribution
> accomplished over a short period of time. This program may also be
> used as a vehicle for organization team or group awards, within OTS
> parameters. Any BPA team or individual employee is eligible. Awards
> will be presented as soon as possible after the accomplishment.
>
> b\. **Limits:** The minimum amount of each award is \$50 and the
> maximum is \$100 for an employee. There is no limit for a team as long
> as the individual team members do not receive more than the \$100
> maximum. An employee may not receive another award later based on this
> same accomplishment, unless the subsequent award is reduced by the
> amount of the OTS. There is no limit to the number of awards an
> employee may receive.
>
> c\. **Approval:** The immediate manager is the approving official for
> OTS awards. If the nominator is not the immediate manager, the
> nominator must recommend the award to the manager.
>
> 2\. **Time-Off:**
>
> a\. This award is for employee achievements that contribute to the
> quality, efficiency, or economy of operations.
>
> b\. Time-off awards are non-monetary by definition. They are not
> reflected in the recipient's pay.
>
> c\. **Amounts of Awards:** Time-Off awards are [given]{.underline} in
> whole-hour increments. The maximum Time-Off award for a full-time
> employee for a single instance of recognition is the greater of: (1) 8
> hours; or (2) the number of regularly scheduled non-overtime hours in
> the employee's typical daily work schedule (i.e., 9 hours for
> employees on a 5-4-9 compressed schedules, 10 hours for employees on a
> 4-10 compressed schedules, and 12 hours for employees on 12-hour shift
> compressed schedules). These amounts are prorated for a part-time
> employee (e.g., a maximum of 4 hours for a part-time employee whose
> regularly scheduled non-overtime hours are 20 per week). The benefits
> realized from the employee's contribution should be considered in
> determining the amount of the Time-Off award.
>
> d\. **Fiscal Year Limit:** An employee may not receive more than two
> Time-Off awards per fiscal year and may not receive more than 16 hours
> per fiscal year.
>
> e\. **Approvals:** The immediate manager may approve the award,
> subject to any operating instructions from his or her organization.
>
> f\. **Scheduling and Use:** Time-Off awards must be used within 26 pay
> periods from the date given. In order to reinforce the connection
> between the accomplishment being recognized and the Time-Off award,
> the manager is encouraged to approve use of the time off as soon as
> possible after the award is received. Time-Off awards may be taken in
> half-hour increments. A Time-Off award shall not convert to a cash
> payment under any circumstances.
>
> g\. **Transfer between Agencies:** BPA will honor a Time-Off award
> that has not yet been used by an employee who is hired from another
> Federal agency. BPA employees transferring to another Federal agency
> are encouraged to use Time-Off hours prior to leaving BPA, as the new
> agency has discretion as to whether to honor any unused Time-Off
> award.
>
> 3\. **Special Act:**
>
> a\. **Purpose:** This award may be given to an employee or a group of
> employees for continued achievement of work results that support
> business goals, and are significantly above and beyond expectations.
> This may include one-time achievements such as a special project that
> is not addressed in an employee's performance plan. It may also
> include an achievement that is addressed in an employee's performance
> plan. If an award is used to recognize an accomplishment that is
> reflected in an employee's performance plan, then any subsequent
> performance award must take the prior award into account in
> determining the amount of the performance award.
>
> b\. **Limits:** The minimum amount of each award is \$50 and the
> maximum is \$1,000, whether it is an individual award or a group
> award. There is no limit to the number of Special Act Awards an
> employee may receive.
>
> c\. **Approvals:** This award requires approval by the recipient's
> manager and second-level manager.
>
> 4\. **Performance Awards:**
>
> a\. **Separate Provisions (Including Funding Pools) for Annual
> Managers Versus Other Employees.**
>
> (1). The provisions for performance awards below differ in some
> respects for annual managers versus all other employees. For example,
> funds for performance awards are calculated and administered
> separately for annual managers whose performance ratings are derived
> from the appraisal system in PL No. 430-2 as opposed to all other
> employees whose performance ratings are derived from the appraisal
> system in PL No. 430-1. Another example is that the two groups have
> different eligibility rules for performance awards due to the results
> of agreements reached with BPA's bargaining units.
>
> (2). The sole determinant for deciding whether an employee is
> considered to be covered by provisions applicable to annual managers
> versus provisions applicable to all other employees is the performance
> system under which the employee receives an annual rating of record.
> Specifically, if the rating is received under the provisions of the
> appraisal system described in PL No. 430-2, then the employee is
> covered by the provisions applicable to annual managers and is
> included in that pool. If the rating is received under the provisions
> of the appraisal system described in PL No. 430-1, then the employee
> is covered by the provisions applicable to all other employees and is
> included in that pool. Refer to the examples below:

-   **Example No. 1:** If an employee covered by the appraisal program
    in PL No. 430-1 was reassigned or promoted into a position covered
    by the appraisal program in PL No. 430-2 on or before July 1, the
    employee would receive a rating of record under the latter appraisal
    program. This rating would occur after a minimum 90-day appraisal
    period was completed (defined as 90 days under a performance plan
    under the same Rating Official, which is established under the
    provisions of PL No. 430-2).

-   **Example No. 2:** If the same employee in Example No. 1 was
    reassigned or promoted in the same manner on August 1, the
    employee's rating of record would occur under the provisions of PL
    No. 430-1 (see Section IV. in PL No. 430-2) by the Rating Official
    of the position the employee was in prior to August 1.

> b\. **Amount of Funds:** The amount of funds available can be
> determined by referring to Appendix A, Table 1. Seventy-five (75)
> percent of the Individual/Group Results fund is reserved solely for
> use for performance awards. Importantly, this percentage allocation is
> calculated and administered separately for annual managers versus
> other employees. Therefore, 75 percent of the Individual/Group Results
> fund for each organization listed in Appendix A, Table 3, that is
> attributable to the projected base payroll for annual managers is
> available for performance awards for managers. Similarly, 75 percent
> of the Individual/Group Results fund for each organization listed in
> Appendix A, Table 3, that is attributable to the projected base
> payroll for all other employees is available for performance awards
> for all other employees.
>
> c\. **Organizational Separation of Funding Pools:**
>
> (1). Performance Award pools are based on organizational location. See
> Appendix A, Table 3, which lists each BPA organization whose executive
> or manager has delegated authority to manage administration of
> performance awards. Annual managers are in one of four pools: Internal
> Business Services, all other Corporate organizations, Power Services,
> and Transmission Services. For all other employees, note that within
> Corporate there are pools for some employees at lower organizational
> levels, and note that the Senior VPs for Transmission Services and
> Power Services have the authority to further delegate this
> responsibility to lower-tier organizations. Annual managers are
> treated differently in this regard and lumped together to a greater
> extent because of the smaller number of such employees.
>
> (2). The sole determinant for deciding which pool an employee is in is
> the position upon which the employee's annual rating of record is
> based.
>
> d\. **Eligibility for Performance Awards:**
>
> (1). **For annual managers**, performance awards are mandatory for
> those who receive a Significantly Exceeds Expectation rating of record
> (regardless of whether they receive a Quality Step Increase), and are
> discretionary for those who receive a Meets Expectations rating of
> record.
>
> (2). **For all other employees**, performance awards are mandatory for
> those who receive a Significantly Exceeds Expectations rating of
> record if they do not receive a Quality Step Increase, and are
> discretionary for those rated at that level if they do receive a
> Quality Step Increase. Performance awards are discretionary for
> employees who receive a Meets Expectations rating of record, provided
> that the employee was rated Significantly Exceeds Expectations on at
> least 50 percent of all critical elements and no element (critical or
> non-critical) was rated below the Meets Expectations level.
>
> e\. **Performance Award Scales:**
>
> (1). Two BPA-wide Performance Awards scales are developed each year by
> Human Capital Management staff for use: One is established for use for
> all annual managers regardless of their pool, and one is established
> for use for all other employees regardless of their pool. These two
> separate scales are used because of the differing appraisal periods
> used for annual managers versus all other employees. Unless the rating
> distribution between these two groups of employees varies
> significantly, the intent would be to use a similar scale for both
> groups.
>
> (2). The Performance Awards scales are developed after all (or nearly
> all) ratings are completed, typically in November for annual managers
> and in December for all other employees. This enables the scales to be
> sensitive to the potential impact of the actual rating distributions
> produced in each of the pools in relation to the amount of funding
> available.
>
> (3). The scales are expressed as "percentage of base pay" award
> amounts. All Performance Awards must be expressed as a percentage of
> the recipient's base pay, including locality pay, as required by OPM
> regulations. Also, as required by OPM regulations, the amount of a
> Performance Award for an employee whose rate of basic pay includes a
> retained rate of pay under 5 CFR, Part 536, must be expressed as a
> percentage of the maximum payable rate for the employee's grade level.
>
> (4). The scales contain a range of percentage amounts in order to
> provide flexibility to pool managers to distinguish individual award
> amounts based on differences in performance levels and other
> merit-based factors.
>
> (5). "Other merit-based factors" include: relative difficulty of
> performance standards; proportion of the annual appraisal period that
> ratings were based on; whether a Quality Step Increase (QSI) will be
> given; and whether an employee received a monetary award earlier in
> the year for an accomplishment that is addressed in the employee's
> performance plan.
>
> (6). The annual Performance Awards scales are approved through a group
> discussion of pool managers, led by the Chief Operating Officer, which
> also includes discussion of a consistent approach to administering the
> scale.
>
> (7). For illustrative purposes, a sample Performance Awards scale is
> listed below:

+----------------------------------------------+-----------------------+
| **SAMPLE PERFORMANCE AWARDS SCALE**          |                       |
+----------------------------------------------+-----------------------+
| **Assumptions:**                             |                       |
|                                              |                       |
| **1. Funding for Individual/Group Results    |                       |
| Awards = 1.0% of Base Pay**                  |                       |
|                                              |                       |
| **2. Funding for Performance Awards = 0.75%  |                       |
| (75 Percent of 1.0%)**                       |                       |
|                                              |                       |
| **3. Rating Distribution = Significantly     |                       |
| Exceeds Expectations (20%) and**             |                       |
|                                              |                       |
| **Meets Expectations (80%)**                 |                       |
+----------------------------------------------+-----------------------+
| **Summary Rating**                           | **Awards Scale**      |
+----------------------------------------------+-----------------------+
| Significantly Exceeds Expectations (With No  | 1.5% -- 3.0%          |
| QSI)                                         |                       |
+----------------------------------------------+-----------------------+
| Significantly Exceeds Expectations (With     | 0.75% - 1.5%          |
| QSI)                                         |                       |
+----------------------------------------------+-----------------------+
| Meets Expectations                           | 0.75% - 1.5%          |
+----------------------------------------------+-----------------------+

> f\. **Individual Performance Award Determinations and Processing:**
>
> (1). Using the Performance Awards scale, each pool manager solicits
> recommended award amounts from organizational managers, using
> procedures that the pool manager deems appropriate.
>
> (2). Upon receipt of all recommended Performance Award amounts, the
> pool manager makes final decisions on individual award amounts,
> subject to the "proportional" requirement in paragraph IX.C.4.g.
>
> (3). In approving final Performance Award amounts, the pool manager is
> responsible for ensuring that the designated funding amount for
> Performance Awards is not exceeded. If any delayed ratings are
> anticipated (due to extended appraisal periods), this should be taken
> into account.
>
> (4). In approving final Performance Award amounts, pool managers
> should remember that these awards count against the individual,
> fiscal-year limit cited in paragraph V.C. in the body of this PL.
>
> (5). Approved Performance Award amounts are processed in the same
> manner as other Individual/Group Results awards (e.g., input into
> HRmis). Performance Awards for annual managers and all other employees
> are paid out simultaneously and should be processed no later than the
> end of January following the performance period. These expected
> timelines do not apply to potential recipients who have not yet
> received a rating of record because of the need to extend the
> appraisal period in accordance with the provisions of the performance
> appraisal system.
>
> (6). Each pool manager must maintain certain data on all Performance
> Awards to be available for post-award evaluation purposes. Human
> Capital Management staff will provide a format for entering the
> information on a spreadsheet and the pool manager will provide the
> requested data. At a minimum, the data for each Performance Award will
> include employee name, summary rating level, total points assigned on
> the rating (in the case of annual managers), the award amount received
> (expressed as a percentage of the recipient's base pay, including
> locality pay), and whether the recipient has received (or will
> receive) a Quality Step Increase based on the same summary rating.
>
> (7). Payouts will be included in wage/salary payments, normally by the
> end of the calendar year unless an award is given to an employee whose
> performance appraisal period was extended in accordance with the
> provisions of the governing performance appraisal system. Payout is
> made through the accrual process using funds from the prior fiscal
> year.
>
> g\. **Required Proportional Payout By Summary Rating Level:** Within
> each pool, the average Performance Award amount (expressed as a
> percentage of the recipient's base pay) for those who receive a
> Significantly Exceeds Expectations rating must be at least double the
> corresponding average award amount for those rated Meets Expectations.
> In making Performance Award amount decisions and ensuring compliance
> with this requirement, award amounts for employees who receive
> Significantly Exceeds Expectations ratings, and are given (or will be
> given) Quality Step Increases on the basis of those ratings, are not
> included.
>
> **D. Safe Driver:** BPA employees in the "professional driver"
> category qualify for monetary special achievement awards based upon
> receipt of award certificates from the National Safety Council for
> each 5-year period without a preventable accident.
>
> 1\. **Amounts of Awards:** These awards are \$250 for a 5-year
> certificate, \$500 for a 10-year certificate, \$750 for a 15-year
> certificate, \$1,000 for a 20-year certificate, \$1,250 for a 25-year
> certificate, and \$1,500 for a 30-year certificate.
>
> 2\. **Approvals:** A memo generated by the BPA Safety Office and
> addressed to the manager serves as the justification for the award.
> The manager sends the memo to the appropriate administrative staff for
> review and preparation of an award nomination**.** Concurring
> signatures are obtained from the appropriate Tier II Manager.
>
> **E. Safe Flyer**: BPA employees in the "professional pilot" category
> in Aircraft Services qualify for monetary special achievement awards
> under procedures maintained by the BPA Safety Office for each 5-year
> period without a preventable accident.
>
> 1\. **Amounts of Awards:** These awards are \$250 for a 5-year
> certificate, \$500 for a 10-year certificate, \$750 for a 15-year
> certificate, \$1,000 for a 20-year certificate, \$1,250 for a 25-year
> certificate, and \$1,500 for a 30-year certificate.
>
> 2\. **Approvals:** An award nomination is generated by Aircraft
> Services. Concurring signatures are obtained from the Tier II Manager.

F.  **Safe Worker Recognition Program:** Employees with routine
    on-the-job exposure to multiple risk activities, as described in the
    Safety and Health Program Handbook, qualify for non-monetary
    recognition and milestone awards, as described below.

> **1. Non-Monetary Recognition:** Employees receive annually a \$25
> credit for each quarter of accident-free service. The certificates may
> be redeemed for authorized merchandise. They cannot be exchanged for
> cash. Specific information is provided in the BPA Safety and Health
> Program Handbook, Section D, Chapter 1. Light refreshments or casual
> meals may be offered in connection with safety award celebrations. The
> procurement and provision of such items must be consistent with
> Section XI. of this PL unless an authority other than the Incentive
> Awards Act is used, in which case any requirements established by the
> Office of the Chief Financial Officer must be met.
>
> 2\. **Milestone Awards: Employees with accident-free service receive
> milestone awards, as described below after each consecutive five-year
> period of such service.**
>
> a\. 5^th^ year: Belt buckle, watch or \$100 (employee's choice)
>
> b\. 10^th^ year: Belt buckle, watch or \$175 (employee's choice)
>
> c\. 15^th^ year: Belt buckle, watch or \$250 (employee's choice)
>
> d\. 20^th^ year: \$1,000
>
> e\. 25^th^ year: \$1,250
>
> f\. 30^th^ year: \$1,500
>
> g\. 35^th^ year: \$2,000
>
> Note: Cash amounts are subject to tax and deductions.
>
> **G. System Dispatchers' Safety Award Program:** Eligible employees
> who demonstrate enhanced safe work practices qualify for non-monetary
> recognition. Annually, they may receive a \$25 credit for each quarter
> of accident-free service. The certificates may be redeemed for
> authorized merchandise. They cannot be exchanged for cash. Specific
> information is provided in the BPA Safety and Health Program Handbook,
> Section D, Chapter 3. Light refreshments or casual meals may be
> offered in connection with safety award celebrations. The procurement
> and provision of such items must be consistent with Section XI. in
> this PL unless an authority other than the Incentive Awards Act is
> used, in which case any requirements established by the Office of the
> Chief Financial Officer must be met.
>
> **H. Employee Referral Program (ERP):**

1.  **Criteria:** This program enhances recruitment for
    difficult-to-fill jobs/positions by providing an opportunity to
    provide monetary awards to employees who refer outside applicants
    for designated positions. BPA employees, other than employees in
    Human Capital Management, who are directly involved in recruiting
    and hiring processes (including support employees) and employees who
    refer an applicant who is a relative^\*^ of the referring employee,
    are eligible to receive a monetary award for referring applicants
    for the difficult-to-fill positions/jobs identified in Appendix B.

> *^\*^ "Relative" means an individual who is related to the referring
> employee as a husband, wife, father, mother, son, daughter, brother,
> half-brother, sister, half-sister, grandfather, grandmother, grandson,
> granddaughter, uncle, aunt, first cousin, nephew, or niece, as well as
> step-relatives and in-law relatives corresponding to the previously
> listed terms.*
>
> 2\. **Award Amounts:** Employees are eligible for a total cash award
> of \$1,000: \$300 for referral and hiring, and \$700 [if]{.underline}
> the referred applicant/employee remains with BPA for 1 year.
>
> 3\. **Procedures:** BPA vacancy announcements indicate eligibility for
> the ERP. An eligible employee can obtain Form BPA F 3330.01e, Employee
> Referral Program, from the BPA Employment web site. The employee and
> applicant complete the form and submit it to Human Capital Management,
> Employee Referral Program. In the event that more than one employee
> refers the same applicant, the referral that Human Capital Management
> received first will be the one eligible for an award. Human Capital
> Management arranges for the award to be processed after first
> verifying eligibility. The referring employee's eligibility to receive
> the award is not impacted by his/her retirement prior to the referred
> employee's completion of 1 year of employment.

I.  **BPA Honorary Recognition:**

> 1\. **Career Appreciation Plaque and/or Letter:**
>
> BPA recognizes **employees for their accomplishments and service to
> BPA and the federal government when they retire. Recognition varies
> according to years of service.** BPA also may recognize employees for
> their accomplishments and service to BPA and the federal government
> when they resign. BPA may recognize retiring and resigning employees
> posthumously. See Appendix B for specifics.
>
> 2\. **Career Service Emblems:** Employees receive BPA honorary items
> to commemorate 5, 10, 15, 20, 25, 30, 35, 40, 45, or more years of
> Government service (SCD-Leave).
>
> 3\. **Distinguished Career Service Award:** This is the highest level
> of recognition of career service to the Government given upon
> retirement by the CEO. It is not linked to other BPA awards and is not
> intended to be given in lieu of other honor awards. It consists of a
> plaque signed by the CEO.
>
> a\. **Criteria:** Any employee is eligible with a minimum of 20 years
> of creditable service (SCD-Leave) that includes superior career
> achievements as recognized by two or more of the following criteria:
> Presidential or agency incentive awards, performance appraisals at the
> highest rating level when assigned under a system other than a
> pass/fail system, quality step increases, or other appropriate
> evidence. Commendations or certificates of appreciation are not
> equivalent evidence for this purpose.
>
> b\. **Procedures:** The employee's immediate manager initiates an
> award nomination, along with a justification (not to exceed 2 pages)
> and citation (not to exceed 25 words). Concurrence/approval signatures
> through the Vice President level are obtained. The nomination is then
> forwarded to the Deputy Administrator or Chief Operating Officer who
> may call together an ad hoc committee and make a recommendation to the
> CEO. The CEO approves the award for all BPA employees, and the DOE
> Executive Resources Board approves the award for SES employees. Once
> approved, Human Capital Management obtains the appropriate plaque for
> the organization.
>
> 4\. **Administrator's Excellence Awards (BPA Honor Awards):** BPA
> honors employees and others annually in the Administrator's Excellence
> Awards ceremony, usually held in early spring. There is no minimum or
> maximum number of recipients per award category for any of the honor
> awards listed below. Usually, there are one or two recipients per
> category, although, some years there may be no recipient in one or
> more categories. A call memo is issued to all BPA employees annually,
> announcing the deadline for nominations for award consideration that
> nomination cycle. However, employees, including managers, may initiate
> nominations at any time by completing and submitting the
> Administrator's Excellence Awards package to Human Capital Management
> for consideration for recipient recognition at the annual
> Administrator's Excellence Awards ceremony. The package is available
> electronically on the BPA Today Intranet home page (Quick Links
> /Administrator's Excellence Awards). Employees without ready access to
> a computer may submit a nomination in hard copy (BPA F 3450.13).
> Nominations received after the published deadline for the current
> fiscal year will be considered in the next Administrator's Excellence
> Awards nomination cycle. Human Capital Management coordinates the
> nomination process and the ceremony. The BPA Recognition Council
> evaluates the nominations and recommends award recipients to the CEO,
> who makes final selections. After selections are finalized, all
> nominees receive a copy of their nomination narrative. Nominees not
> selected also receive a letter from the CEO, Deputy Administrator or
> COO. Human Capital Management obtains the appropriate award
> presentation materials for all recipients.
>
> a\. **BPA Meritorious Service Award:** This award is the highest BPA
> honor award. It consists of an award piece and a certificate signed by
> the CEO. It is given to recognize employees for extended (**at least
> 10 years** of BPA service) **extraordinary** service and achievements.
> Any BPA employee is eligible, regardless of grade. Groups are not
> eligible for this award.
>
> Nominations in this category may be considered for the BPA Exceptional
> Service Award, also. Contributions must meet one of the following
> criteria:
>
> (1). Extraordinary contributions to BPA's mission accomplishment,
> through excellence in chosen field (i.e., engineering technology,
> sales, marketing, transmission operations, energy conservation,
> renewable resources development, other professional fields,
> administrative and analytical specialties, hourly occupations, and
> technical and clerical support occupations); or
>
> (2). Other extraordinary contributions to BPA's mission through:
> unusual initiative, innovation, outstanding customer/client service,
> enhanced BPA relationship(s) with constituents or customers,
> management and supervisory skills, devotion to duty, advancement of
> equal employment opportunity, improvement of worker health or safety,
> or dramatic cost-savings or cost-avoidance for BPA or the region.
>
> b\. **BPA Exceptional Service Award:** The award is the second highest
> BPA honor award. It consists of an award piece and a certificate
> signed by the CEO. It is given to recognize employees for **superior**
> service and achievement extending over **two or more years of BPA
> service**. (In compelling circumstances, special service characterized
> by extraordinary achievement throughout a complex series of events
> covering at least one year may also be recognized.) Any BPA employee
> is eligible, regardless of grade level. Groups are not eligible for
> this award. The basic criteria are the same as for the BPA Meritorious
> Service Award (paragraphs IX.I.4.a.(1). and (2). above). The
> difference between the two awards is a matter of degree and time. Both
> represent the recognition of significant achievements and
> contributions.
>
> c\. **BPA Award for Exemplary or Courageous Act:** This award honors
> any BPA employee who contributes significantly to an effort to save a
> life, even if the effort was not successful. The effort must be
> directed to saving the life of a person who was not a member of the
> employee's immediate family. Groups are eligible for this award. It
> consists of an award piece and a certificate signed by the CEO.
>
> d\. **BPA Eugene C. Starr Award for Technical Achievement:** This
> award commemorates Eugene C. Starr's many contributions to BPA and the
> electric utility industry at the regional, national, and international
> level. It also commemorates his role as teacher and mentor to many
> individuals who made significant contributions to the utility industry
> in engineering, scientific, and industrial technology fields of
> endeavor. Groups are not eligible for this award. It consists of the
> Eugene C. Starr award piece and a certificate signed by the CEO.
> Current and recent (separated in the last year) employees of BPA,
> utilities, and educational institutions in the Pacific Northwest are
> eligible. Individuals must be, or recently have been, practicing in
> the engineering, scientific, and industrial technology areas.
> Contributions must meet all of the following criteria:
>
> (1). Original and innovative contributions to the advancement of the
> electric utility industry in the Pacific Northwest. Examples of
> contributions include utility planning and operations, generation and
> grid enhancements, efficiencies of electrical energy use, or
> mitigation of environmental, fish and wildlife effects. *(Nominations
> should summarize and describe contributions, focusing on recent
> achievements and their impact on the industry, including relevant
> publication and patent information.)*
>
> (2). Exemplary participation in professional and technical societies,
> as evidenced by leadership, technical committee assignments, peer
> recognition, awards, and honors.
>
> (3). Exemplary contributions to the academic community and/or
> participation in civic and community activities. *(Nominations should
> provide examples of courses/seminars taught, papers given, volunteer
> activities, etc.*)
>
> e\. **BPA Award for Achievement in Environmental Protection:** This
> award recognizes individuals who make a significant contribution to
> the enhancement or protection of the environment. Groups are not
> eligible for this award. This award is not intended to recognize
> Agency-level initiatives or programs designed by external contractors.
> It may recognize an employee's contributions outside of BPA. It
> consists of an award piece and a certificate signed by the CEO. The
> accomplishment must meet one of the following criteria:
>
> (1). Original and innovative contribution to minimize or eliminate
> release of any pollutant that may cause environmental damage;
>
> (2). Protection or conservation of natural resources such as ground
> water, rivers, lakes, wetlands, coastal zones, wildlife habitat,
> wilderness, and recreation areas;
>
> (3). Waste reduction and/or promotion of use of recycled materials;
>
> (4). Improvements in energy efficiency or the generation or use of
> renewable energy sources;
>
> (5). Improvements in environmental impact analysis, risk assessment,
> or mitigation identification;
>
> (6). Participation in community environmental activities as evidenced
> by leadership assignments, peer recognition, publications, or honors;
> or
>
> (7). Raising public and/or agency awareness of environmental issues
> and what can be done to improve environmental quality.
>
> f\. **BPA Award for Achievement in Equal Employment
> Opportunity/Diversity:** This award recognizes individuals who make a
> significant contribution to the advancement of Equal Opportunity or
> the broader area of Diversity. This award is not intended to recognize
> Agency-level initiatives or programs designed by external contractors.
> Groups are not eligible for this award. The award consists of an award
> piece and a certificate signed by the CEO. The contribution must be in
> at least one of the following areas:
>
> (1). Providing employment opportunities to under-represented
> individuals seeking employment.
>
> (2). Assisting Federal employees to achieve their highest potential
> and productivity through promotional opportunities.
>
> (3). Creating/sustaining, steadfastly, a productive, efficient, and
> inclusive diverse work force, representative of the community at
> large, and fostering an environment facilitating individual
> contributions, accountability, and commitment to the success of others
> and the organization.
>
> g\. **BPA Award for Achievement in Employee Development:** This award
> recognizes performance managers and employees, who demonstrate
> outstanding results in the development of individual employees or
> groups. This award is not intended to recognize Agency-level
> initiatives or programs designed by external contractors. Groups are
> not eligible for this award. It consists of an award piece and
> certificate signed by the CEO. Examples of qualifying accomplishments
> may include but are not limited to:
>
> (1). Providing significant developmental opportunities through
> details, cross training, or assignments;
>
> (2). Mentoring and/or coaching;
>
> (3). Creating and achieving Occupational Development Plans, Individual
> Development Plans, or other development tools. Strong, sustained
> sponsorship and demonstrated accountability for follow-through on a
> major employee development initiative. Innovative and successful ways
> of championing, encouraging, and recognizing development;
>
> (4). Transfer of knowledge achievements supporting succession plans,
> retention plans, or other means of preserving institutional knowledge
> of functions, fields, or utility or political relationships; or
>
> (5). Partnerships across organization lines to support employee
> development.
>
> h\. **BPA Award for Technology Innovation**: This award recognizes
> individuals who demonstrate innovation in BPA's technical operations
> and systems. The award is not intended to recognize Agency-level
> initiatives or programs designed by external contractors. Groups are
> not eligible for this award. It consists of an award piece and
> certificate signed by the CEO. Examples of qualifying accomplishments
> may include but are not limited to:
>
> (1). Developing a new technology innovation with exceptional potential
> to benefit BPA and its stakeholders;
>
> (2). Creating revolutionary breakthroughs and changes, for instance,
> creative application to a technical situation beyond standard
> methodology or practice; or
>
> (3). Developing and providing a technical solution to a problem or new
> idea to improve BPA's technical operations and systems.
>
> []{.mark}
>
> If changes are evolutionary or incremental, the individual is not
> eligible for this award, but may be eligible in a general service
> category, such as Exceptional Service or Unsung Hero.
>
> i\. **BPA Unsung Hero Award:** This award recognizes individuals who
> make steadfast contributions to organization success through
> consistent effort and positive attitude. They perform functions that
> are essential yet are not high profile or visibility. Their
> contributions may result in considerable cost-savings or
> cost-avoidance through streamlining processes, efficiencies,
> cost-effective approaches to operations, or fiscal prudence. The award
> consists of an award piece and a certificate signed by the CEO. To be
> eligible, the employee must meet all of the following criteria:
>
> (1). Long-term service -- at least 10 or more years with BPA;
>
> (2). Perform functions that are essential;
>
> (3). Have low visibility, i.e., not generally high profile functions
> or projects;
>
> (4). Contributions are consistently dependable, credible, and
> accurate;
>
> (5). Demonstrated high motivation and team orientation; and
>
> (6). Positive reflection in organization morale and environment.
>
> j\. **BPA Award for Exceptional Public Service:** This award is given
> to private citizens, to officially commend them for contributions (not
> in a paid consultant or contractor role), who have advanced some of
> the same purposes that BPA serves in the Pacific Northwest. Groups are
> not eligible for this award. The award consists of an award piece and
> a certificate signed by the CEO. Contributions may include, but are
> not limited to:
>
> (1). Assisting in the development or delivery of policies or programs
> that have advanced or aided the BPA mission;
>
> (2). Enhancing BPA's public image and credibility; or
>
> (3). Assisting in the improvement of BPA programs or operations.
>
> k\. **BPA Special Service Award:** This award is given to consultants
> and contractors, who have provided extraordinary service for BPA.
> Groups are not eligible for this award. It consists of an award piece
> and a certificate signed by the CEO. Contributions may include, but
> are not limited to:
>
> (1). Going the extra mile, consistently; or
>
> (2). Creating additional value (beyond contract expectations).
>
> l\. **BPA Award for Community Outreach:** This award recognizes
> volunteer contributions having significant positive impact on the
> community. The impact on the community may be significant because of
> long-term services or because of short-term extraordinary
> accomplishments that can be reasonably expected to reap long-term
> results. Although some of this community outreach may be performed in
> the work environment, the majority of this service must be performed
> off-duty, as a volunteer. (This award is not intended to recognize
> performance of community work for which individuals are compensated.)
> Groups are not eligible for this award.
>
> Examples of such positive community outreach may include, but are not
> limited to:
>
> (1). Crisis hot line counseling;
>
> (2). Work improving quality of life;
>
> (3). Meal preparation or delivery;
>
> (4). Home construction (e.g., Habitat for Humanity)
>
> (5). Charity events and/or drives;
>
> (6). Participation in mentoring programs (e.g. Big Brothers/Big
> Sisters); or
>
> (7). Participation in civic, academic, historical or cultural boards
> or activities.
>
> **J. BPA Informal Recognition:**

1.  Informal recognition can be an effective tool to promote a culture
    of recognition. BPA-wide informal recognition may be used, provided
    that the recognition is of nominal value, which should not exceed
    \$50 per recipient for any single accomplishment, regardless of
    whether a single item or multiple items is/are given, and is
    appropriate for public use consistent with wise spending of public
    funds. Informal recognition may include items such as theater
    tickets, balloons and gift certificates. Managers are eligible to
    receive informal recognition items from employees. Ethics rules
    exclude anything the government pays for from the definition of a
    gift. BPA purchases the informal recognition items; therefore they
    are not considered a gift between employees. However, if gift
    certificates are used, the presentation information must be
    available in the agency's centralized database. Gift certificates
    are subject to standard supplemental tax and deductions on
    recipients' pay, effective January 1, 2007, which Payroll handles
    quarterly as follows:

    a.  1^st^ quarter, October through December \-- deductions are taken
        in January.

    b.  2^nd^ quarter, January through March \-- deductions are taken in
        April

    c.  3^rd^ quarter, April through June \-- deductions are taken in
        July, and

    d.  4^th^ quarter, July through September \-- deductions are taken
        in October.

> 2\. **People-to-People Awards:** The primary mechanism used for BPA
> Informal Recognition is referred to as the People-to-People award.
> This award is designed to give employees the ability to recognize any
> other BPA employees without any managerial approvals, regardless of
> the organizational unit(s) in which the recipient and grantor are
> employed. Early each fiscal year each BPA employee is given an
> identical number of electronic gift certificates that can be given to
> recognize another employee's effort or accomplishment, and to
> reinforce behaviors reflecting BPA's core values: Trustworthy
> Stewardship, Collaborative Relationships and Operational Excellence.
> The recipient then redeems the \$50 e-certificate, selecting a gift
> card from participating merchants. (Employees in organizations without
> ready access to PCs may receive hard copy certificates to present to
> recipients. Designated proxies administer the presentation and
> redemption of hard copy certificates.) New hires during the fiscal
> year receive People-to-People awards; the number received will be
> pro-rated by the quarter of their hiring start dates. People-to-People
> awards are subject to tax and deductions, as noted in Section IX.J.1.
>
> **K. Organizational Honorary Recognition:** At their own discretion,
> executives and managers with delegated authority to manage
> administration of BPA's recognition system may establish honor awards
> specific to their organization's mission and objectives. These awards
> are in addition to the BPA honorary awards (i.e., the Administrator's
> Excellence Awards). Criteria, nominations, selections, and acquisition
> of honorary items such as plaques will be handled by the applicable
> organization, but should conform to the general guidance provided in
> this PL. The recognition must be of nominal value (not to exceed \$50
> per recipient for any single accomplishment, regardless of whether a
> single item or multiple items is/are given). Examples of honorary
> items may include certificates (but not gift certificates as they have
> a monetary value), pins, medals, plaques, badges, corsages,
> boutonnieres, jackets, T-shirts, hats, mugs, and other items that have
> the BPA logo, insignia, or other inscription to clearly indicate their
> purpose as employee recognition materials. Two or more such items may
> be given as long as the total cost does not exceed \$50 (and provided
> that all items have a BPA logo, insignia, or other inscription to
> denote their purpose as recognition materials). In addition, the
> following rules apply:
>
> 1\. BPA award titles may not be used in organization awards.
>
> 2\. BPA and organization honor awards may not be given for the same
> contribution.
>
> 3\. In general, honorary items are to have lasting trophy value if
> practical, symbolize the employee-employer relationship if possible,
> be appropriate for public use and be consistent with appropriate
> expenditure of public funds, and be something the recipient will
> value, but the items must not convey a sense of monetary value of
> their own.

L.  **Organizational Informal Recognition:** Executives and managers
    with delegated authority to manage administration of BPA's
    recognition system shall use one or more forms of informal
    recognition, which can be an effective tool to promote a culture of
    recognition. Such recognition must be of nominal value (not to
    exceed \$50 per recipient for any single accomplishment, regardless
    of whether a single item or multiple items is/are given) and
    appropriate for public use consistent with wise spending of public
    funds. Informal recognition may include items such as theater
    tickets, balloons and gift certificates.. Programs may be designed
    that give employees the ability to recognize other employees without
    any managerial approvals. Managers are eligible to receive reward
    certificates and other informal recognition items from employees.
    Ethics rules exclude anything the government pays for from the
    definition of a gift. BPA purchases the certificates and other
    informal recognition items; therefore, they are not considered a
    gift between employees. However, if gift certificates are used, the
    presentation information must be available in the agency's
    centralized database. Gift certificates are subject to tax and
    deductions, as noted in Section IX.J.1.

> **M. Innovations Program:** Refer to PL No. 451-2 for information
> regarding BPA's Innovations Program, which is designed to encourage
> submission of employee ideas to improve BPA operations and efficiency.
> If an employee's idea is approved for implementation, the employee's
> manager is encouraged to provide verbal or written recognition within
> the organization (e.g., announcement of the employee's idea within the
> organization). In addition, the manager may provide recognition with a
> monetary value by means of an On-the-Spot award, a Time-Off award, or
> a form of informal recognition authorized in the employee's
> organization, for instance, a gift certificate of up to \$50 in value.
> If used, the presentation information must be available in the
> agency's centralized database and the amounts are subject to tax and
> deductions, as noted in Section IX.J.1.).

X.  **REFERENCES**[]{#__RefHeading___Toc191271710 .anchor}

-   5 U.S.C., Chapter 45, Incentive Awards

-   5 CFR, Part 451, Awards

-   BPA Manual Chapter 400/430, Performance Appraisal

-   BPA Manual Chapter 400/451, BPA Recognition System

-   Personnel Letter No. 430-1, Performance Appraisal

-   Personnel Letter No. 430-2, Performance Appraisal Program for
    Managers

-   Personnel Letter No. 451-2, Bonneville Power Administration (BPA)
    Innovations Program

-   Safety and Health Program Handbook, Section D

J. Cleve Brooks

Chief Human Capital Officer

**APPENDIX A**

**TABLE 1 -- FUNDING AMOUNTS FOR POOLS IN FY
2008**[]{#__RefHeading___Toc191271711 .anchor}

+-------------------+--------------------------------------------------+
| **Pool**          | **Funding**                                      |
+-------------------+--------------------------------------------------+
| **Agency Success  | Maximum payout is equal to \$360 per FTE         |
| Share^a^**        |                                                  |
+-------------------+--------------------------------------------------+
| **Organizational  | Maximum payout is equal to \$720 per FTE         |
| Team Share^a^**   |                                                  |
+-------------------+--------------------------------------------------+
| **Individual/**   | 1.25% of projected base payroll (including       |
|                   | locality pay) for the fiscal year                |
| **Group           |                                                  |
| Awards^a,b^**     |                                                  |
+-------------------+--------------------------------------------------+

**TABLE 2 -- FUNDING AMOUNTS FOR POOLS IN FY 2009 AND
BEYOND**[]{#__RefHeading___Toc191271712 .anchor}

+---------------+--------------------------+---------------------------+
|               | FY09                     | FY10 and Beyond           |
+---------------+--------------------------+---------------------------+
| **Agency      | Maximum payout is equal  | Maximum payout is equal   |
| Success       | to \$375 per FTE         | to \$400 per FTE          |
| Share^a^**    |                          |                           |
+---------------+--------------------------+---------------------------+
| **O           | Maximum payout is equal  | Maximum payout is equal   |
| rganizational | to \$750 per FTE         | to \$800 per FTE          |
| Team          |                          |                           |
| Share^a^**    |                          |                           |
+---------------+--------------------------+---------------------------+
| **            | 1.25% of projected base  | 1.25% of projected base   |
| Individual/** | payroll (including       | payroll (including        |
|               | locality pay) for the    | locality pay) for the     |
| **Group       | fiscal year              | fiscal year               |
| Awards^a,b^** |                          |                           |
+---------------+--------------------------+---------------------------+

*^**a**^ If BPA does not make its scheduled annual payment to the
Department of the Treasury, there can be no payout for either BPA
Success Share or Organizational Team Share. In addition, there can be no
payout for BPA Success Share unless BPA has positive net revenues as
defined in Section IX.A.4. (Note: Funding for the Individual/Group
Results pool is not affected by these preceding criteria.) For all three
funding pools, the Administrator retains sole authority and discretion
to determine if expenditures are prudent in light of BPA's financial
condition and may choose to discontinue their use in the event of*

*serious financial difficulties at BPA.)*

*^**b**^ For each organization listed separately in Table 3 below, this
amount must be further allocated between performance awards (75%) versus
all other expenses (25%) charged against this funding pool. In addition,
the portion allocated for performance awards must be calculated and
administered separately (see paragraph IX.C.4.b.) for annual managers
(whose performance ratings are derived from the appraisal system in
Personnel Letter No. 430-2) versus all other employees (whose
performance ratings are derived from the appraisal system in Personnel
Letter No. 430-1).*

**APPENDIX A**

**TABLE 3 -- LIST OF AWARD TYPES AND VARIOUS EXPENSES AND THEIR
CORRESPONDING BUDGET SOURCES, AND WHETHER AWARD AMOUNTS COUNT AGAINST
INDIVIDUAL MONETARY AWARD ANNUAL LIMIT**[]{#__RefHeading___Toc191271713
.anchor}

+----------------------+-----------+----------------------------------+
| **Item**             | **Subject | **Fund/Budget Against Which      |
|                      | to        | Expenses Are Charged**           |
|                      | I         |                                  |
|                      | ndividual |                                  |
|                      | Limit?**  |                                  |
+----------------------+-----------+----------------------------------+
| BPA Success Share    | ### Yes   | [Funding Pool]{.underline}: BPA  |
|                      |           | Success Share                    |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| Organizational Team  | Yes       | [Funding Pool]{.underline}:      |
| Share                |           | Organizational Team Share        |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| Gift Certificates    | Yes       | [Funding Pool]{.underline}:      |
|                      |           | Individual /Group Results        |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| On-the-Spot          | Yes       | [Funding Pool]{.underline}:      |
|                      |           | Individual /Group Results        |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| Time-Off             | Yes       | [Funding Pool]{.underline}:      |
|                      | (hours    | Individual/Group Results         |
|                      | off X     |                                  |
|                      | basic pay | [Budget]{.underline}: Each       |
|                      | = cost)   | organization                     |
+----------------------+-----------+----------------------------------+
| Special Act awards   | Yes       | [Funding Pool]{.underline}:      |
| for                  |           | Individual/Group Results         |
| individuals/groups   |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| Performance Awards   | Yes       | [Funding Pool]{.underline}:      |
|                      |           | Individual/Group Results         |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| Safe Driver          | Yes       | [Funding Pool]{.underline}: Not  |
|                      |           | applicable                       |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+

+----------------------+-----------+----------------------------------+
| **Item**             | **Subject | **Fund/Budget Against Which      |
|                      | to        | Expenses Are Charged**           |
|                      | I         |                                  |
|                      | ndividual |                                  |
|                      | Limit?**  |                                  |
+----------------------+-----------+----------------------------------+
| Safe Flyer           | Yes       | [Funding Pool]{.underline}: Not  |
|                      |           | applicable                       |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| Safe Worker          | No        | [Funding Pool]{.underline}: Not  |
| Recognition Program  |           | applicable                       |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| System Dispatchers'  | No        | [Funding Pool]{.underline}: Not  |
| Safety Award Program |           | applicable                       |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| Employee Referral    | Yes       | [Funding Pool]{.underline}: Not  |
|                      |           | applicable                       |
| Program              |           |                                  |
|                      |           | [Budget]{.underline}:            |
|                      |           | Organization with the vacancy    |
+----------------------+-----------+----------------------------------+
| BPA Honorary         | No        | [Funding Pool]{.underline}: Not  |
|                      |           | applicable                       |
| Recognition          |           |                                  |
|                      |           | [Budget]{.underline}: Human      |
|                      |           | Capital Management               |
+----------------------+-----------+----------------------------------+
| Administrator's      | No        | [Funding Pool]{.underline}: Not  |
| Excellence           |           | applicable                       |
|                      |           |                                  |
| Awards Ceremony      |           | [Budget]{.underline}: Human      |
|                      |           | Capital Management               |
+----------------------+-----------+----------------------------------+
| BPA Informal         | No        | [Funding Pool]{.underline}: Not  |
| Recognition          |           | applicable                       |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Office of  |
|                      |           | the COO                          |
+----------------------+-----------+----------------------------------+
| Organizational       | No        | [Funding Pool]{.underline}:      |
| Honorary Recognition |           | Individual/Group Results         |
| (except for career   |           |                                  |
| service plaques/     |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
| commemorative items) |           |                                  |
+----------------------+-----------+----------------------------------+
| Career Service       | No        | [Funding Pool]{.underline}: Not  |
| Plaques/             |           | applicable                       |
|                      |           |                                  |
| Commemorative Items) |           | [Budget]{.underline}: Human      |
|                      |           | Capital Management               |
+----------------------+-----------+----------------------------------+
| Organizational       | No        | [Funding Pool]{.underline}:      |
| Informal Recognition |           | Individual/Group Results         |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| Organizational       | No        | [Funding Pool]{.underline}:      |
| Celebrations/Light   |           | Individual/Group Results         |
| Refreshments/Casual  |           |                                  |
| Meals                |           | [Budget]{.underline}: Each       |
|                      |           | organization                     |
+----------------------+-----------+----------------------------------+
| Innovations Program  | No        | [Funding Pool]{.underline}: Not  |
| Expenses             |           | applicable                       |
|                      |           |                                  |
|                      |           | [Budget]{.underline}: Human      |
|                      |           | Capital Management               |
+----------------------+-----------+----------------------------------+

**APPENDIX A**

**TABLE 4 -- LIST OF ORGANIZATIONS WHOSE EXECUTIVES**

**AND MANAGERS HAVE DELEGATED AUTHORITY TO**

**MANAGE ADMINISTRATION OF BPA'S RECOGNITION
SYSTEM**[]{#__RefHeading___Toc191271714 .anchor}

[Notes]{.underline}

1\. The table below lists the organizations that have delegated
authority to manage administration of various parts of BPA's recognition
system. This authority is vested in the most senior executive or manager
in such organizations. Note that in some cases, the Senior VPs for Power
Services and Transmission Services have the authority to further
delegate this responsibility to lower-tier organizations.

2\. With respect to Performance Awards, the delegations reflect that
annual managers are combined at a higher organizational level because of
the smaller number of such employees.

+-----------+-----------+------------------+-------+------------------+
| **Org     | **Level   |                  |       |                  |
| anization | to Which  |                  |       |                  |
| Routing** | Authority |                  |       |                  |
|           | Is        |                  |       |                  |
|           | De        |                  |       |                  |
|           | legated** |                  |       |                  |
+-----------+-----------+------------------+-------+------------------+
|           | **Admin   | **Administration | *     |                  |
|           | istration | of               | *Admi |                  |
|           | of        | Individual/Group | nistr |                  |
|           | Organ     | Results Fund     | ation |                  |
|           | izational | (Other Than      | of    |                  |
|           | Team      | Performance      | Per   |                  |
|           | Share**   | Awards)**        | forma |                  |
|           |           |                  | nce** |                  |
|           |           |                  |       |                  |
|           |           |                  | **A   |                  |
|           |           |                  | wards |                  |
|           |           |                  | Pool  |                  |
|           |           |                  | Fu    |                  |
|           |           |                  | nds** |                  |
+-----------+-----------+------------------+-------+------------------+
|           |           |                  | **A   | **All Other**    |
|           |           |                  | nnual |                  |
|           |           |                  | Manag | **Employees**    |
|           |           |                  | ers** |                  |
+-----------+-----------+------------------+-------+------------------+
| All J+N   | J+N       | J+N              | J+N   | J+N              |
+-----------+-----------+------------------+-------+------------------+
| All KE    | KE        | KE               | D     | KE               |
|           |           |                  | /K^1^ |                  |
+-----------+-----------+------------------+-------+------------------+
| All KL    | KL        | KL               | D     | KL               |
|           |           |                  | /K^1^ |                  |
+-----------+-----------+------------------+-------+------------------+
| All       | D/K^1^    | D/K              | D     | D/K^1^           |
| G         |           |                  | /K^1^ |                  |
| overnance |           |                  |       |                  |
| orga      |           |                  |       |                  |
| nizations |           |                  |       |                  |
| (A, D, F, |           |                  |       |                  |
| G, L, and |           |                  |       |                  |
| all K     |           |                  |       |                  |
| except KE |           |                  |       |                  |
| and KL)   |           |                  |       |                  |
+-----------+-----------+------------------+-------+------------------+
| All PS    | PS        | PS (may be       | PS    | PS (may be       |
|           |           | delegated to     |       | delegated to     |
|           |           | Tier II)         |       | Tier II)         |
+-----------+-----------+------------------+-------+------------------+
| All TS    | TS        | TS (may be       | TS    | TS (may be       |
|           |           | delegated to     |       | delegated to     |
|           |           | Tier III in TF;  |       | Tier III in TF;  |
|           |           | otherwise, may   |       | otherwise, may   |
|           |           | be delegated to  |       | be delegated to  |
|           |           | Tier II)         |       | Tier II)         |
+-----------+-----------+------------------+-------+------------------+

^1^ With respect to the Performance Awards pool for annual managers, the
Deputy Administrator and Chief Operating Officer jointly manage pool
funds for all governance organizations. With respect to both
Organizational Team Share and the Performance Awards pool for employees
other than annual managers, the Deputy Administrator and Chief Operating
officer jointly manage such funds for all governance organizations
except KE and KL. In jointly managing all such pools, they collaborate
with all managers who report to them.

**LENGTH OF SERVICE AND CAREER RECOGNITION**

**AVAILABLE FOR EMPLOYEES**[]{#__RefHeading___Toc191271715 .anchor}

+----+-----+------+-------+-------+------+-----+---------+---------+
| *  | **  |      | **    |       |      |     |         | *       |
| *F | DUR |      | RETIR |       |      |     |         | *RESIGN |
| ed | ING |      | EMENT |       |      |     |         | ATION** |
| er | CA  |      | HON   |       |      |     |         |         |
| al | REE |      | ORARY |       |      |     |         |         |
| S  | R** |      | REC   |       |      |     |         |         |
| er |     |      | OGNIT |       |      |     |         |         |
| vi |     |      | ION** |       |      |     |         |         |
| ce |     |      |       |       |      |     |         |         |
| ** |     |      |       |       |      |     |         |         |
+----+-----+------+-------+-------+------+-----+---------+---------+
|    | **  | *    | **L   |       | **Ca | **S | *       |         |
|    | Len | *DOE | etter |       | reer | erv | *Distin |         |
|    | gth | Exc  | of    |       | Appr | ice | guished |         |
|    | of  | epti | Appr  |       | ecia | C   | Career  |         |
|    | Ser | onal | eciat |       | tion | ert | Service |         |
|    | vic | Ser  | ion** |       | Pl   | ifi | P       |         |
|    | e** | vice |       |       | aque | cat | laque** |         |
|    |     | Plaq | **Hi  |       | [or] | e** |         |         |
|    | **  | ue** | ghlig |       | {.un |     | Highest |         |
|    | Gif |      | hting |       | derl |     | level   |         |
|    | t** | Ackn | Key   |       | ine} |     | of      |         |
|    | and | owle | Contr |       | Gi   |     | career  |         |
|    |     | dges | ibuti |       | ft** |     | service |         |
|    | **  | e    | ons** |       |      |     | reco    |         |
|    | Fra | xtra |       |       |      |     | gnition |         |
|    | med | ordi | *Per  |       |      |     |         |         |
|    | C   | nary | sonal |       |      |     |         |         |
|    | ert | c    | ized; |       |      |     |         |         |
|    | ifi | ontr | not a |       |      |     |         |         |
|    | cat | ibut | recit |       |      |     |         |         |
|    | e** | ions | ation |       |      |     |         |         |
|    |     |      | of    |       |      |     |         |         |
|    |     |      | posi  |       |      |     |         |         |
|    |     |      | tions |       |      |     |         |         |
|    |     |      | held  |       |      |     |         |         |
|    |     |      | d     |       |      |     |         |         |
|    |     |      | uring |       |      |     |         |         |
|    |     |      | Fe    |       |      |     |         |         |
|    |     |      | deral |       |      |     |         |         |
|    |     |      | ca    |       |      |     |         |         |
|    |     |      | reer. |       |      |     |         |         |
|    |     |      | Emplo |       |      |     |         |         |
|    |     |      | yee's |       |      |     |         |         |
|    |     |      | org   |       |      |     |         |         |
|    |     |      | prepa |       |      |     |         |         |
|    |     |      | res.* |       |      |     |         |         |
+----+-----+------+-------+-------+------+-----+---------+---------+
|    |     |      | **VP  | **CEO |      |     |         |         |
|    |     |      | S     | S     |      |     |         |         |
|    |     |      | ignat | ignat |      |     |         |         |
|    |     |      | ure** | ure** |      |     |         |         |
+----+-----+------+-------+-------+------+-----+---------+---------+
| ** | **N | **   | **    | *     | **   | *   | **NO**  | **YES** |
| Le | O** | NO** | YES** | *NO** | NO** | *YE |         |         |
| ss |     |      |       |       |      | S** |         | Letter  |
| th |     |      | L     | Not   |      |     |         | of      |
| an |     |      | etter | req   |      |     |         | appre   |
| ** |     |      | is    | uired |      |     |         | ciation |
|    |     |      | 0pt   |       |      |     |         | signed  |
| *  |     |      | ional |       |      |     |         | by VP   |
| *5 |     |      |       |       |      |     |         |         |
| y  |     |      |       |       |      |     |         | *Op     |
| ea |     |      |       |       |      |     |         | tional* |
| rs |     |      |       |       |      |     |         |         |
| ** |     |      |       |       |      |     |         |         |
+----+-----+------+-------+-------+------+-----+---------+---------+
| *  | *   | **   | **    | *     | **   | *   | **NO**  | **YES** |
| *5 | *YE | NO** | YES** | *NO** | NO** | *YE |         |         |
| y  | S** |      |       |       |      | S** |         | Letter  |
| ea |     |      | L     | Not   |      |     |         | of      |
| rs |     |      | etter | req   |      |     |         | appre   |
| up |     |      | is    | uired |      |     |         | ciation |
| to |     |      | opt   |       |      |     |         | signed  |
| 10 |     |      | ional |       |      |     |         | by VP   |
| y  |     |      |       |       |      |     |         |         |
| ea |     |      |       |       |      |     |         | *Op     |
| rs |     |      |       |       |      |     |         | tional* |
| ** |     |      |       |       |      |     |         |         |
+----+-----+------+-------+-------+------+-----+---------+---------+
| ** | *   | **Y  | **    | *     | **Y  | *   | **NO**  | **YES** |
| 10 | *YE | ES** | YES** | *NO** | ES** | *YE |         |         |
| y  | S** |      |       |       |      | S** |         | Letter  |
| ea |     | Requ | L     | Not   |      |     |         | of      |
| rs | At  | ires | etter | req   |      |     |         | appre   |
| up | 5   | CEO, | is    | uired |      |     |         | ciation |
| to | y   |      | r     |       |      |     |         | signed  |
| 20 | ear | De   | ecomm |       |      |     |         | by VP   |
| y  | i   | puty | ended |       |      |     |         | *Op     |
| ea | nte | A    |       |       |      |     |         | tional* |
| rs | rva | dmin |       |       |      |     |         |         |
| ** | ls: | istr |       |       |      |     |         |         |
|    |     | ator |       |       |      |     |         |         |
|    | 20, | or   |       |       |      |     |         |         |
|    | 25, | COO  |       |       |      |     |         |         |
|    | 30, | appr |       |       |      |     |         |         |
|    | 35, | oval |       |       |      |     |         |         |
|    | 40, |      |       |       |      |     |         |         |
|    | 45  |      |       |       |      |     |         |         |
+----+-----+------+-------+-------+------+-----+---------+---------+
| ** |     |      | **    | **    | **Y  | *   | **YES** | **YES** |
| 20 |     |      | YES** | YES** | ES** | *YE |         |         |
| y  |     |      |       |       |      | S** | Manager | Framed  |
| ea |     |      | L     | Mand  |      |     | ini     | cert    |
| rs |     |      | etter | atory |      | Fra | tiates, | ificate |
| or |     |      | is    |       |      | med | VP      | signed  |
| mo |     |      | opt   |       |      | ce  | a       | by CEO; |
| re |     |      | ional |       |      | rti | pproves |         |
| ** |     |      |       |       |      | fic | Deputy  | Letter  |
|    |     |      | (VP   |       |      | ate | Admini  | of      |
|    |     |      | may   |       |      | sig | strator | appre   |
|    |     |      | sign  |       |      | ned | and/or  | ciation |
|    |     |      | CEO's |       |      | by  | COO     | signed  |
|    |     |      | Le    |       |      | CEO | rec     | by VP   |
|    |     |      | tter, |       |      |     | ommends | and/or  |
|    |     |      | also) |       |      |     | to CEO. | CEO     |
|    |     |      |       |       |      |     |         |         |
|    |     |      |       |       |      |     | CEO     | *Op     |
|    |     |      |       |       |      |     | b       | tional* |
|    |     |      |       |       |      |     | estows. |         |
+----+-----+------+-------+-------+------+-----+---------+---------+

> *Human Capital Management coordinates LOS and Retirement gift
> processes.*
>
> *HCM also funds and automatically provides framed certificates signed
> by CEO.*

**APPENDIX C**

**LIST OF DIFFICULT-TO-FILL POSITIONS/JOBS QUALIFYING**

**FOR EMPLOYEE REFERRAL PROGRAM**[]{#__RefHeading___Toc191271716
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Substation Operator

PSC/SPC Craftsman

System Dispatcher

Lineman