RD Instruction 2063-B

Table of Contents

Page 1

PART 2063 - EMPLOYEE RELATIONS AND SERVICES

Subpart B - Recognition Program

[Table of Contents]{.underline}

[Sec]{.underline}. [Page]{.underline}

2063.51 Purpose. 1

2063.52 Legal authorities. 1

2063.53 -- 2063.54 \[Reserved\] 1

2063.55 Definitions. 2

2063.56 Coverage. 3

2063.57 Forms and records. 3

\(a\) Recommendation and approval of awards. 3

\(b\) Certificates. 3

\(c\) Career and Service Awards. 3

2063.58 \[Reserved\] 4

2063.59 Responsibilities. 4

\(a\) Under Secretary and Agency Administrators. 4

\(b\) Servicing Human Resources Office. 4

\(c\) Supervisors and managers. 5

\(d\) Approving official. 5

\(e\) Nominating individual. 5

2063.60 \[Reserved\] 6

2063.61 Policy. 6

2063.62 \[Reserved\] 6

2063.63 Delegated approval authority. 7

2063.64 \[Reserved\] 7

2063.65 Recognition categories. 7

> \(a\) Extra Effort Awards. 7
>
> \(b\) Performance Bonus Awards. 10
>
> \(c\) Non-monetary recognition. 11

2063.66 Award recommendations. 11

2063.67 - 2063.100 \[Reserved\]

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RD Instruction 2063-B

Table of Contents

Page 2

EXHIBIT A - How to Determine Amount of Award When Benefits are
Measurable.

EXHIBIT B - How to Determine Amount of Award When Benefits are
Nonmeasurable.

EXHIBIT C - How to Determine Number of Hours for a Time-Off Award.

EXHIBIT D -- What to Put in the Justification.

oOo

RD Instruction 2063-B

PART 2063 - EMPLOYEE RELATIONS AND SERVICES

Subpart B - Recognition Program

§ 2063.51 [Purpose]{.underline}.

This Instruction provides the criteria for granting Monetary and
Nonmonetary Extra Effort Awards and Performance Bonuses. It is to be
used in conjunction with the United States Department of Agriculture\'s
(USDA) \"Guide For Employee Recognition\" which can be found on USDA's
website at <http://www.usda.gov/da/employ/recog.htm>.

\(a\) Employees should have a direct understanding of the links between
performance expectations, the award system and Rural Development's
mission. These links should be communicated to and be understood by
employees, enabling them to focus their work effort on those activities
most important to mission accomplishments. All employees are held
accountable for achieving results that support Rural Development's
strategic plan, goals and objectives.

\(b\) Rural Development's Recognition Program will contribute to the
ability to attract, retain and motivate employees.

\(c\) This Instruction is to be used for all non-bargaining unit and
bargaining unit employees in Rural Development.

§ 2063.52 [Legal authorities]{.underline}.

\(a\) 5 U.S.C. Chapter 45 provides authority to establish an employee
recognition program.

\(b\) 5 U.S.C. Chapter 53 provides regulatory requirements for Quality
Step Increases.

\(c\) The Federal Employees Pay Comparability Act of 1990 (FEPCA),
Public Law 101-509, provides Federal agencies authority to grant
employees time-off from duty, without loss of pay or charge to leave, as
employee recognition awards.

§§ 2063.53 - 2063.54 \[Reserved\]

DISTRIBUTION: W, S, A, L Personnel Employee

Relations and Services

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RD Instruction 2063-B

§ 2063.55 [Definitions]{.underline}.

The following definitions are applicable to the terms used in this
subpart:

[Approving Official]{.underline}. An individual that has been delegated
the authority to review and approve recognition.

[Career Service Award]{.underline}. A certificate or emblem received for
the completion of targeted years of Federal service.

[Extra Effort Award]{.underline}. Can be a monetary or nonmonetary
award, which includes suggestion or invention awards, extra effort
awards, spot awards, time off awards, keepsake awards, incentive, and
referral bonus awards.

[Monetary Award]{.underline}. An award that is based on a particular
accomplishment such as superior contribution on a short-term project.

[Non-monetary Award]{.underline}. A certificate, plaque, citation,
badge, or similar item that has an award or honor connotation.

[Performance Bonus Award]{.underline}. A Lump Sum Bonus or Quality Step
Increase based upon an employee's rating of record.

[Recommending Individual]{.underline}. Can be any Rural Development
employee or supervisor.

[Reviewing Official]{.underline}. The designated incentive awards
coordinator who reviews recommendations for awards for conformance with
applicable incentive awards program standards and criteria.

[Suggestion Award]{.underline}. A constructive idea, derived from any
source by one or more employees that is submitted in writing to an
immediate supervisor or an incentive award coordinator.

§ 2063.55 [Coverage]{.underline}.

Coverage of this program is clarified as follows:

\(a\) This program covers all employees in Rural Development. Exceptions
from coverage are listed below.

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RD Instruction 2063-B

§ 2063.55 (Con.)

\(b\) [Exceptions]{.underline}.

\(1\) The Secretary's Chief of Staff must approve all awards for
political appointees. Any awards that might be granted must be based on
substantial work achievements that go well beyond the performance of
routine duties.

\(2\) Non-career Senior Executive Service employees, and Schedule C
employees at GS-13, 14, and 15 levels will not be eligible for USDA
performance-based awards.

\(3\) Non-career Senior Executive Service employees, and Schedule C
employees at GS-13, 14, and 15 levels will not be eligible for USDA
extra effort awards unless an exception to this policy is specifically
approved by the Secretary's Chief of Staff.

\(4\) Schedule C appointees at the GS-12 level and below are eligible
for case-by-case considerations to receive monetary and non-monetary
performance-based awards. All such awards, including cash,
quality-step-increases, and time off, are subject to the approval
process as outlined in this Instruction.

\(5\) During Presidential election periods (June 1 in a calendar year in
which the popular election of the President occurs, and ending on
January 20 following the date of such election), no non-career appointee
at any grade level is eligible to receive either a monetary or a
non-monetary award. (Title 5, USC, Part III, Subpart C, Chapter 45,
Subchapter 1, Section 4508.)

§ 2063.57 [Forms and records]{.underline}.

\(a\) [Recommendation and approval of awards]{.underline}. All
categories of recognition must be documented with form AD-287-2,
"Recommendation & Approval of Awards."

\(b\) Certificates. Non-monetary recognition which include Forms RD\
263-5, \"Certificate for Outstanding Accomplishment,\" RD 263-4,
\"Certificate of Merit,\" and RD 263-3, \"Certificate of Appreciation."

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RD Instruction 2063-B

§ 2063.57 (Con.)

\(c\) Career Service Awards. Certificates include forms AD-68, "Length
of Service Certificate," and AD-69, "Certificate of Merit." Emblems for
Career Service Awards may be ordered on Form RD 2024-9, \"Request for
Forms, Supplies, Equipment or Services.\"

§ 2063.58 \[Reserved\]

§ 2063.59 [Responsibilities]{.underline}.

The following guidelines are applicable to the Under Secretary, Agency
Administrators, Servicing Human Resources Offices, Supervisors and
Managers, Recommending Individual, and Approving Officials.

\(a\) [Under Secretary and Agency Administrators]{.underline}. The Under
Secretary and Agency Administrators are responsible for:

\(1\) Ensuring that the program supports mission, goals and objectives
of USDA and Rural Development.

\(2\) Ensuring equity in the distribution of recognition.

\(3\) Ensuring that employees are informed of recognition policies and
procedures.

\(4\) Incorporating funding for recognition into agency budget planning.

\(5\) Delegating recognition program authority and funding to the lowest
level consistent with the Secretary's policies and guidelines.

\(b\) [Servicing Human Resources Office]{.underline}. The Servicing
Human Resources Offices are responsible for:

\(1\) Providing technical and operational support and advice.

\(2\) Ensuring that employee recognition program is administered in a
manner consistent with applicable laws, rules, and regulations.

\(3\) Processing personnel actions related to recognition.

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RD Instruction 2063-B

§ 2063.59(b) (Con.)

\(4\) Ensuring that employee recognition records are maintained in the
Servicing Human Resources Office.

\(5\) Providing training on the employee recognition program.

\(c\) [Supervisors and managers]{.underline}. Supervisors and managers
are responsible for:

\(1\) Recognizing employees for specific achievements.

\(2\) Ensuring equity in the distribution of recognition.

\(3\) Considering input as appropriate from co-workers, customers, or
other sources such as unions and employee organizations when making
recognition decisions.

\(4\) Recognizing contributions in a timely manner.

\(5\) Emphasizing the importance of teamwork through recognition of
groups.

\(6\) Allowing those recognized to choose the type of recognition, when
appropriate.

\(7\) Reviewing nominations to ensure that recognition is linked to the
organizational goals and objectives.

\(d\) [Approving officials]{.underline}. Approving officials are
responsible for:

\(1\) Providing support to employees, supervisors, and managers.

\(2\) Reviewing employee initiated awards for compliance to stated
criteria and certifying funds availability.

\(e\) [Nominating individuals]{.underline}. Recommending individuals are
responsible for:

\(1\) Actively seeking out exceptional achievements worthy of
recognition.

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RD Instruction 2063-B

§ 2063.59(e) (Con.)

\(2\) Developing employee recognition nominations in a nondiscriminatory
manner.

\(3\) Accurately documenting the exceptional achievements of nominees
and ensuring the appropriate guidelines are applied to all nominations.

§ 2063.60 \[Reserved\]

§ 2063.61 [Policy]{.underline}.

It is the policy of Rural Development to recognize outstanding
performance, teamwork, cost-efficiency, empowerment of employees,
workforce diversity, and effective customer service. The purpose of the
Recognition Program is to improve Government efficiency, economy, and
effectiveness by motivating employees to increase productivity and
creativity by rewarding their efforts.

\(a\) The 10 principles of the Recognition Program are:

\(1\) Link recognition to Rural Development's strategic plan, goals, and
objectives;

\(2\) Ensure equity in the distribution of recognition;

\(3\) Give recognition for specific achievements that produce positive
results;

\(4\) Involve coworkers and customers in recognition decisions;

\(5\) Give recognition in a timely manner;

\(6\) Emphasize group recognition;

\(7\) Emphasize non-monetary recognition;

\(8\) Give employees a choice of the type of recognition they receive,
when appropriate, once you determine the value of the award;

\(9\) Hold simple, local presentation ceremonies; and

\(10\) Publicize recognition distribution of awards within the agency.

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RD Instruction 2063-B

§ 2063.62 \[Reserved\]

§ 2063.63 [Delegated approval authority]{.underline}.

Delegated approval authorities for granting Monetary and Non-monetary
Extra Effort Awards and Performance Bonuses.

\(a\) The Approving Official for any award can be any official in the
agency at a higher level than the Recommending Individual. EXCEPTION:
Time-Off Awards (one type of Non-monetary Extra Effort Award) of up to
one workday do not require higher level approval. They simply require
the written concurrence of the receiving employee\'s supervisor.

\(b\) Approval authority ceilings for Monetary Extra Effort Awards and
Lump Sum Performance Bonuses are as follows:

\(1\) President of the United States \$ 25,001 and above

\(2\) Office of Personnel Management \$ 25,000

\(3\) Secretary of Agriculture \$ 10,000

\(4\) Under Secretary/Deputy Under Secretary/ \$ 5,500

Administrator/Deputy Administrator for

Operations and Management

\(5\) Assistant or Deputy Administrator/

Staff Director/State Director \$ 2,500

\(6\) All other Approving Officials \$ 500

§ 2063.64 \[Reserved\]

§ 2063.65 [Recognition categories]{.underline}.

There are three types of recognition categories: Extra Effort Awards,
Performance Bonus Awards, and Non-monetary recognition.

\(a\) [Extra Effort Awards]{.underline}. This type of award is
appropriate when the employee performed a one-time job, service, or
special project in a manner that was substantially beyond expectations.
Extra effort awards can be either monetary or non-monetary. Some
examples of this might include overcoming exceptional job difficulties
or exceeding records of production without a reduction in quality. Extra
Effort Awards include:

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RD Instruction 2063-B

§ 2063.65(a) (Con.)

\(1\) Employee Suggestion or Invention Award:

\(i\) A constructive proposal that results in a saving or improvement to
the Federal Government and/or USDA and Rural Development.

\(ii\) A constructive proposal that poses a solution to a problem, a
solution to a potential problem, or an opportunity to effect change.

\(2\) Monetary or Non-monetary Extra Effort Awards:

\(i\) Monetary Extra Effort Awards are given for a particular
accomplishment such as superior contribution on a short-term assignment
or project.

\(ii\) Non-monetary Extra Effort Awards are given for a specific
outstanding accomplishment such as superior contribution on a short-term
project, an act of heroism, or significant cost savings.

\(3\) Referral Bonus Award:

> \(i\) A Referral Bonus Award may be given to an employee who brings
> new talent to the agency by referring persons who are subsequently
> selected and successfully employed for an otherwise hard to fill
> position.
>
> \(ii\) An employee may not receive more than \$1,000 or 20 hours of
> time-off.

\(4\) Spot Award:

\(i\) Employee performed extra efforts that warrant small recognition.
Some examples of this might include: One-time noteworthy achievements
which may not meet the criteria for other types of awards (e.g., Savings
Bond or Combined Federal Campaign coordinators), accomplishments in
small special projects of a short duration, and volunteering for an
extra or emergency assignment while maintaining own workload.

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RD Instruction 2063-B

§ 2063.65(a)(4) (Con.)

\(ii\) An employee may not receive more than \$500 for one Spot Award,
but (deleted the word "Employees") may receive more than one Spot Award
within a one-year period.

\(iii\) Spot Awards will be issued immediately to the employee. The cost
of taxes for a spot award are:

> \(A\) Approximately 58% more than the base dollar amount for an
> employee under the Federal Employees Retirement System.
>
> \(B\) Approximately 44% more for an employee under the Civil Service
> Retirement System.

\(5\) Time-Off Award:

\(i\) Time-Off Awards may be granted to an employee for up to 80 hours
per leave year.

\(ii\) Each single Time-Off Award may not exceed 40 hours.

\(iii\) Time-Off Awards must be used within 26 pay periods after the
effective date of the award. Any unused time-off will be forfeited.

\(iv\) Time-Off Awards granted must be proportionate to the value of the
contribution being recognized.

\(v\) The scheduling of the Time-Off Award will be coordinated between
the employee and his/her supervisor.

\(vi\) Time-Off Awards are not transferable when an employee separates.

\(vii\) Time-Off Awards will not convert to a cash payment under any
circumstances.

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RD Instruction 2063-B

§ 2063.65(a) (Con.)

\(6\) Keepsake Award:

\(i\) The employee performed a specific task which does not warrant
recognition at a higher level. Some examples of this might include
Savings Bond or Combined Federal Campaign coordinators or
accomplishments in small special projects of a short duration.

\(ii\) Keepsake items emphasize symbolic recognition of significant
contributions and public recognition. Keepsakes can include such items
as paperweights, key chains, clocks, plaques, jackets, T-shirts, coffee
mugs, pen and pencil sets, etc. Keepsake Awards should normally meet the
following criteria:

\(A\) Be of honorary nature;

\(B\) Be able to be worn, displayed, or used in the recipient's work
environment; and

\(C\) At a minimum, include the USDA seal or logo.

\(iii\) Items presented as honorary or Keepsake Awards must meet all the
following criteria:

\(A\) Be something that the recipient could reasonably be expected to
value, but not something that conveys a sense of monetary value;

\(B\) Have a lasting trophy value;

\(C\) Symbolize the Rural Development -- recipient relationship in some
fashion;

\(D\) Take the appropriate form to be purchased with public funds and be
used in the public sector.

\(iv\) No more than \$250 may be spent on any one \"keepsake\" (\$100 or
less for accomplishments of minimal value and up to \$250 for
honorary/major accomplishments).

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RD Instruction 2063-B

§ 2063.65 (Con.)

\(b\) [Performance Bonus Awards]{.underline}. Performance Bonus Awards
are based upon an employee\'s rating of record (which is the performance
appraisal required at the end of the rating period).

\(1\) A Performance Bonus Award should be considered when:

\(i\) The employee has received a "Fully Successful" or better
performance rating for the period covered by the recommendation and no
elements are rated equal to \"Does Not Meet\";

\(ii\) The observed performance covered a period of at least six months;
and

\(iii\) The employee has not received a Performance Bonus Award within
the past 52 weeks.

\(iv\) The effective date of the previous Performance Bonus Award must
be used in determining the 52-week period, not the ending date of the
rating cycle. (2) A Quality Step Increase (QSI) should be considered
when:

\(i\) The employee has received an "Outstanding" summary performance
rating for the period covered by the recommendation;

\(ii\) The observed performance covered a period of at least 6 months
and it is likely that this performance will continue in the future.

\(iii\) The employee has not received a QSI or Performance Bonus Award
within the past 52 weeks.

\(iv\) The ending date of the rating cycle is not an applicable factor.

\(v\) The effective date of the previous QSI or Lump Sum Bonus must be
used in determining the 52-week period.

\(vi\) A QSI is not in the best interest of the employee if it is
unlikely that the employee will be in the same grade for a period of at
least an additional 6 months.

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RD Instruction 2063-B

§ 2063.66 (Con.)

\(c\) [Non-monetary recognition]{.underline}.

\(1\) [Certificates]{.underline}. Certificates are considered a form of
non-monetary recognition. Forms RD 263-5, RD 263-4, and RD 263-3 are
included in this category but other appropriate certificates may also be
used.

\(2\) [Career Service Awards]{.underline}. Certificates (Forms AD-68 and
AD-69) and emblems for Career Service Awards may be ordered on Form RD
2024-9.

§ 2063.66 [Award recommendations]{.underline}.

\(a\) An individual Monetary Extra Effort Award is appropriate when the
employee performed a one-time job, service, or special project in a
manner that was substantially beyond expectations. Some examples of this
might include overcoming exceptional job difficulties or exceeding
records of production without a reduction in quality.

\(1\) Using Form AD-287-2, complete Blocks 1 through 7 and 11 through
15. The Recommending Individual signs in Block 20.

\(2\) The Approving Official (any agency official at a higher level than
the Recommending Individual) signs in Block 22.

\(3\) The recommended amount for an Extra Effort award should be based
on the benefits to the Government (see Exhibits A and B), not on the
employee\'s salary.

\(4\) Attach a written justification (see Exhibit D). No written
justification is necessary for a Spot Award or a Keepsake Award.

\(b\) A team/group Monetary Extra Effort Award is appropriate when two
or more employees were involved in a task or project which meets the
criteria for the Individual Monetary Extra Effort Award.

\(1\) Using Form AD-287-2, complete Blocks 1, 2 (name of team/group, not
any individual), 7, and 11 through 15.

\(2\) The Recommending Individual signs in Block 20.

\(3\) The Approving Official (any agency official at a higher level than
the Recommending Individual) signs in Block 22.

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RD Instruction 2063-B

§ 2063.66(b) (Con.)

\(4\) Attach a list of employees in the group, giving all the
information requested by Blocks 2 through 6 of Form AD-287-2 and the
amount recommended for each individual.

\(5\) The recommended amount for a Team/Group Monetary Extra Effort
award should be based on the benefits to the Government of the
team/group as a whole, (see Exhibits A and B), not on any of the
employee's salary.

\(c\) A Referral Bonus Award is appropriate when an employee brings new
talent to the agency in a hard to fill position.

> \(1\) Using Form AD-287-2, complete Blocks 1 through 7 and 11 through
> 15. The Recommending Individual signs in Block 20.
>
> \(2\) The Approving Official (any agency official at a higher level
> than the Recommending Individual) signs in Block 22.
>
> \(3\) The recommended amount for a Referral Bonus Award should be
> based on the benefits to the Government (see Exhibits A and B), not on
> the employee's salary.

\(4\) A Referral Bonus Award can be any amount up to \$1000 or 20 hours
time off.

\(d\) A Spot Award is appropriate when an employee performed a specific
task which does not warrant recognition at the Extra Effort level.

\(1\) Using Form AD-287-2, complete Blocks 1 through 7 and 11 through
15. The Recommending Individual signs in Block 20.

\(2\) The Approving Official (any agency official at a higher level than
the Recommending Individual) signs in Block 22.

\(3\) The recommended amount for a Spot Award should be based on the
benefits to the Government (see Exhibits A and B), not on the
employee\'s salary.

\(4\) A Spot Award can be any amount between \$50 and \$500, in \$50
increments.

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RD Instruction 2063-B

§ 2063.66(d) (Con.)

\(5\) Spot Awards will be issued immediately and the National Finance
Center will automatically add taxes to the award amount. Because of
taxes, the cost of a spot award is approximately 58% more than the base
dollar amount for an employee under the Federal Employees Retirement
System and approximately 44% more for an employee under the Civil
Service Retirement System.

\(6\) No additional written justification is necessary.

\(e\) A Time-Off Award is appropriate when the employee performed a
one-time job, service, or special project in a manner that was
substantially beyond expectations. Some examples of this might include
overcoming exceptional job difficulties or exceeding records of
production without a reduction in quality. When giving a Time-Off Award
remember the following:

\(1\) Using Form AD-287-2, complete Blocks 1 through 7 and 11 through
15. The Recommending Individual signs in Block 20.

\(2\) The Approving Official (any agency official at a higher level than
the Recommending Individual) signs in Block 22.

\(3\) The Recommending Individual can also sign as the Approving
Official where the benefits do not exceed the Small/Moderate level (see
Exhibit C).

\(4\) A written justification (see Exhibit D) is only required if the
benefits exceed the Small/Moderate level (see Exhibit C).

\(5\) A Time-Off Award must be scheduled and used within 1 year after
the effective date of the award; any unused Time-Off Award is forfeited.
The award is effective the first full pay period following approval.
Before using any Time-Off Awards, the supervisor must concur with the
requested dates.

\(f\) A Team/Group Time-Off Award is appropriate when two or more
employees performed a one-time job, service, or special project in a
manner that was substantially beyond expectations.

\(1\) Using Form AD-287-2, complete Blocks 1 through 7 and 11 through
15. The Recommending Individual signs in Block 20.

## 14

##  

## RD Instruction 2063-B

§ 2063.66(f) (Con.)

\(2\) The Approving Official (any agency official at a higher level than
the Recommending Individual) signs in Block 22.

\(3\) The Recommending Individual can also sign as the Approving
Official where the benefits do not exceed the Small/Moderate level (see
Exhibit C).

> \(4\) A written justification (see Exhibit D) is only required if the
> benefits exceed the Small/Moderate level (see Exhibit C).

\(g\) Keepsake Awards are appropriate when the employee performed a task
deserving of a small form of recognition.

\(1\) Using Form AD-287-2, complete Blocks 1 through 7 and 11 through
15.

\(2\) The Recommending Individual signs in Block 20.

\(3\) The Approving Official (any agency official at a higher level than
the Recommending Individual) signs in Block 22.

\(4\) The recommended value of the \"Keepsake\" should be based on the
benefits to the Government (see Exhibits A and B), not on the
employees\' salary.

\(5\) No more than \$250 can be spent on any one \"keepsake\" (\$100 or
less for accomplishments of minimal value and up to \$250 for
honorary/major accomplishments).

\(6\) No additional written justification is necessary.

\(h\) A Performance Bonus Award is appropriate when the employee has
received a Fully Successful or better performance rating for the period
covered by the recommendation and no elements are rated "Does Not Meet."

\(1\) Using Form AD-287-2, complete Blocks 1 through 7, 11, 16, and 19.

\(2\) The Recommending Individual signs in Block 20.

\(3\) The Approving Official (any agency official at a higher level than
the Recommending Individual) signs in Block 22.

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RD Instruction 2063-B

§ 2063.66(h) (Con.)

\(4\) The recommended amount for a Lump Sum Bonus should be based on the
benefits to the Government (see Exhibits A and B), not on the
employee\'s salary.

\(5\) As justification, attach:

\(i\) A copy of the performance appraisal for the period covered by the
recommendation; and

\(ii\) A written justification (see Exhibit D).

\(h\) A Quality Step Increase is appropriate when the employee has
received an Outstanding Performance rating for the period covered by the
recommendation.

\(1\) Using Form AD-287-2, complete Blocks 1 through 7, 11, and 16.

\(2\) The Recommending Individual signs in Block 20.

\(3\) The Approving Official (any agency official at a higher level than
the Recommending Individual) signs in Block 22.

\(4\) As justification, attach:

\(i\) A copy of the performance appraisal for the period covered by the
recommendation; and

\(ii\) A written justification (this may be the written justification
required with all ratings of Outstanding, or something prepared
specifically for the award recommendation). (See Exhibit D).

\(iii\) A QSI recommendation should be given within 30 to 90 days after
a performance rating cycle.

§§ 2063.67- 2063.100 \[Reserved\]

oOo

16

## RD Instruction 2063-B

Exhibit A

**How to Determine Amount of Award**

**When Benefits are Measurable**

[Measurable Benefits Scale]{.underline}

Benefit Award

\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--

Up to \$10,000 10 percent of the benefits.

\$10,001 - \$100,000 \$1,000 for the first \$10,000 in benefits, plus 3
percent of benefits over \$10,000.

\$100,001 or more \$3,700 for the first \$10,000 in benefits, plus .005
of benefits over \$100,000. Award amount should not exceed recipient\'s
annual salary.

All recognition for individuals or team/group members exceeding \$5,500
per person requires approval from the appropriate Under or Assistant
Secretary or Staff Director. The Secretary of Agriculture approves all
awards for Senior Executive Service employees and awards in excess of
\$5,500 and not greater than \$10,000. Awards in excess of \$10,000 per
individual must be approved by the Office of Personnel Management.
Awards in excess of \$25,000 require Presidential approval.

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RD Instruction 2063-B

Exhibit B

**How to Determine Amount of Award**

**When Benefits are Non-measurable**

[Non-measurable Benefits Scale]{.underline}

Value Application

of

Benefits

Limited Broad General

\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--

Impacts the Impacts the Impact the

public interest public interest public interest

or a specific or several or more than

small work unit regional areas, one agency, or

to as large as or an entire the entire

a Division agency Department

\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--

Small/

Moderate \$50 - \$325 \$326 - \$650 \$651 - \$1,300

Moderate/

Substantial \$325 - \$650 \$651 - \$1,300 \$1,301 - \$3,150

Substantial/

Extended \$1,000 - \$2,500 \$2,501 - \$5,500 \$5,501 - \$10,000

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RD Instruction 2063-B

Exhibit C

**How to Determine Number of Hours for a Time Off Award**

Value of Employee\'s Hours to be Awarded

Contribution

\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\-\--

**Small/Moderate** **1 - 10** hours

Contributions that helped to

ease a backlog or completing

a special project that benefited

primarily the employee\'s home office.

**Moderate/Substantial** **11 - 40** hours

Contributions that helped an

entire Division, Staff, region,

or other large geographic area.

NOTE: An employee may not be granted more than 80 hours in a leave year.

Senior Executive Service employees are not eligible for Time Off Awards.

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RD Instruction 2063-B

Exhibit D

**What To Put in the Justification**

1\. Describe what the employee(s) did. The written justification must
link to the mission area's strategic plan by clearly stating how the
employee(s) contributed to the mission area achieving its **mission,
goals, and objectives.**

2\. Describe in what ways the employee\'s contribution exceeded the
expected level. Areas to look at include:

\- Improving quality.

\- Timely completion of a project.

\- Increasing productivity - overcoming adverse obstacles or working -
under unusual circumstances.

\- Using unusual creativity.

\- Saving the Government time and/or money.

\- Increasing program effectiveness.

3\. Describe what the results of the employee\'s contribution were.
Areas to look at include:

\- Project acceptance.

\- Savings in time, money and/or materials.

\- Increased efficiency.

\- Technological advancement.

\- Productivity increase.

\- Improved levels of cooperation.

4\. Propose the award recommendation (amount/hours) which has been
calculated using the (measurable benefits/nonmeasurable
benefits/time-off scales.)

\- If based on measurable benefits, the expected benefit to the
organization is (put amount here)

\- If based on nonmeasurable benefits, the APPLICATION is (insert here),
and the VALUE of BENEFITS is (put amount here)

oOo

(01-30-09) PN 426