The following job aid for supervisors and managers serves as a
checkpoint on what is included in giving awards and the educational and
support resources that are available to them. It highlights the most
likely entry points in the career life of an employee where supervisors
can exercise their recognition management most effectively.
Accountability for giving awards at NASA is everyone's responsibility,
and indicators for knowing that we are doing this well are also
suggested.

+-------+-------------------------+------------------+----------------+
| #     | **Supervisor            | **Edu            | **Showing      |
| ### E | Responsibility**        | cation/Support** | Results**      |
| ntry  |                         |                  |                |
| Point |                         |                  |                |
+-------+-------------------------+------------------+----------------+
| New   | Discuss the agency      | New employees    | **[Respond to  |
| Hire  | vision for giving       | orientation      | program        |
| O     | awards and the          | course provides  | metrics]       |
| rient | supervisory and         | an overview of   | {.underline}** |
| ation | employee                | awards and       | as included on |
|       | **[responsi             | recognition      | NASAPeople     |
|       | bilities]{.underline}** | program to       | website        |
|       | for achieving it        | include quick    |                |
|       |                         | reference guides |                |
|       | Share your personal     | on all award     |                |
|       | strategy for giving     | programs         |                |
|       | awards and the location | (external,       |                |
|       | of any measures you use | agency, center   |                |
|       |                         | and              |                |
|       |                         | organizational)  |                |
+-------+-------------------------+------------------+----------------+
| Pre-P | Review agency           | Human resources  | Share past and |
| erfor | competencies for        | office can       | current        |
| mance | specific job functions  | provide advice   | employee       |
|       | as well as One NASA     | and/or courses   | survey results |
| D     | behaviors and how they  | on developing    |                |
| iscus | would need to be        | performance      |                |
| sions | manifested in you       | based criteria   |                |
|       | specific organizations  | that is job      |                |
|       | to warrant nomination   | specific         |                |
|       | for an award            |                  |                |
|       |                         | Refer to         |                |
|       | Periodically, ask your  | recognition      |                |
|       | employees what          | tools for        |                |
|       | motivates them and how  | obtaining and    |                |
|       | they would like to be   | receiving        |                |
|       | recognized              | feedback         |                |
+-------+-------------------------+------------------+----------------+
| Mid-  | Address any lingering   | Same as above    | Same as above  |
| point | confusion over          |                  |                |
| P     | competencies and        |                  |                |
| erfor | behaviors as they       |                  |                |
| mance | pertain to awards and   |                  |                |
| D     | recognition             |                  |                |
| iscus |                         |                  |                |
| sions |                         |                  |                |
+-------+-------------------------+------------------+----------------+
| E     | Ensure that all         | Use recognition  | Use program    |
| nd-of | individuals and groups  | tools for        | data and       |
| -year | (that is, cultural      | writing          | employee       |
|       | diversity, gender,      | nominations,     | feedback       |
| P     | grade or occupation)    | making award     | (complaint     |
| erfor | are considered for      | selections       | data and       |
| mance | rewards when they meet  | valuating the    | survey         |
| R     | the criteria            | contributions,   | results) to    |
| eview |                         | and              | assess         |
|       | Take the time to write  | obt              | opportunity    |
|       | "winning" nominations   | aining/receiving | for being      |
|       |                         | feedback         | recognized     |
|       | Submit awards as close  |                  |                |
|       | to the time of the      | For some awards, |                |
|       | contribution as         | an assessment of |                |
|       | possible                | the quality of   |                |
|       |                         | previous         |                |
|       | Be ready to clarify     | nominations may  |                |
|       | rationale for a         | be available in  |                |
|       | nomination and any      | writing          |                |
|       | non-selection           |                  |                |
|       | determinations based on |                  |                |
|       | awards and recognition  |                  |                |
|       | policies and manifested |                  |                |
|       | criteria                |                  |                |
+-------+-------------------------+------------------+----------------+

+-------+-------------------------+------------------+----------------+
| #     | **Supervisor            | **Edu            | **Showing      |
| ### E | Responsibility**        | cation/Support** | Results**      |
| ntry  |                         |                  |                |
| Point |                         |                  |                |
+-------+-------------------------+------------------+----------------+
| Prom  | With your management,   | Review agency    | Review         |
| otion | review your             | and local        | organization's |
| to    | responsibilities for    | policies as they | patterns for   |
|       | awards and recognition; | relate to awards | giving awards  |
| Super | and, be knowledgeable   | and recognition  | and respond to |
| visor | of your options for     |                  | key areas of   |
| or    | giving awards and       | Awards and       | strengths or   |
| Ma    | recognition             | performance      | concerns       |
| nager |                         | management       |                |
|       | Discuss with your       | specialists      |                |
| Pos   | subordinate supervisors | provide awards   |                |
| ition | what data and criteria  | program module   |                |
|       | you use, and how you    | in basic         |                |
|       | plan to use them, in    | supervisory      |                |
|       | evaluating their        | training         |                |
|       | recognition management  |                  |                |
|       | practices               |                  |                |
+-------+-------------------------+------------------+----------------+
| A     | Make recognition part   | Incentive Awards | Relate         |
| wards | of your program         | Program          | organizational |
| Cerem | management and          | Coordinator or   | performance    |
| onies | communication roles     | Training Officer | success        |
|       |                         | can provide      | statements and |
| and   | When giving awards,     | stories and      | stories        |
| Pre   | communicate to your     | brief            |                |
| senta | staff who and why that  | descriptions of  | Use program    |
| tions | person is receiving the | each category of | data and       |
|       | award                   | awards prior to  | employee       |
|       |                         | announcements    | feedback       |
|       | Ensure that all         | and              | (complaint     |
|       | individuals and groups  | presentations    | data and       |
|       | (that is, cultural      |                  | survey         |
|       | diversity, gender,      |                  | results) to    |
|       | grade or occupation)    |                  | assess         |
|       | are considered for      |                  | opportunity    |
|       | rewards when they meet  |                  | for being      |
|       | the criteria            |                  | recognized     |
+-------+-------------------------+------------------+----------------+
| Indiv | In collaboration with   | Training Officer | Periodically,  |
| idual | your management,        | can help         | the human      |
| D     | prepare your training   | identify         | resources      |
| evelo | plan for developing     | specific agency  | office may     |
| pment | human management skills | and center       | conduct focus  |
| Plan  | in the area of awards   | courses and      | groups with    |
|       | and recognition         | books on         | front-line     |
|       |                         | supervisory      | supervisors to |
|       |                         | responsibilities | identify best  |
|       |                         |                  | practices and  |
|       |                         |                  | support needs  |
|       |                         |                  | in their role  |
|       |                         |                  | for giving     |
|       |                         |                  | recognition    |
|       |                         |                  | and praise     |
+-------+-------------------------+------------------+----------------+
| Pr    | Make recognition part   | A resource tool  | Teams can      |
| oject | of your program         | (**[TeamMate     | benchmark      |
| T     | management and          | s]{.underline}** | their          |
| eam's | communication roles     | survey and       | Teammates      |
| R     |                         | facilitation) to | scores and     |
| ecogn | Ask your employees what | assess and       | develop        |
| ition | motivates them          | improve a team's | improvement    |
|       |                         | recognition      | action plans   |
| Prac  | Provide organizational  | practices is     |                |
| tices | learning around         | offered through  |                |
|       | recognition management  | the NASA Academy |                |
|       | practices               | of Program and   |                |
|       |                         | Project          |                |
|       |                         | Leadership       |                |
+-------+-------------------------+------------------+----------------+
| Mark  | Invite your incentive   | Refer to the     | Incorporate    |
| eting | awards program          | awards vision    | poi            |
|       | coordinator to present  | statement        | nts-of-service |
| S     | information on awards   |                  | survey results |
| alons | and recognition         | Use quick        | where          |
|       | programs at Division    | reference guides | appropriate    |
|       | Chief or Executive      | and Awards and   |                |
|       | Committee and/or other  | recognition      | Periodically,  |
|       | All-Hands employee      | website on       | agency may     |
|       | meetings                | various          | submit/receive |
|       |                         | external, agency | recognition    |
|       | Ensure your college     | and center award | for its people |
|       | recruiters provide      | programs and     | management     |
|       | information about       | services         | practices (for |
|       | giving recognition at   |                  | instance, the  |
|       | NASA as part of         |                  | President's    |
|       | organizational brand    |                  | Quality Award  |
|       | material                |                  | for Human      |
|       |                         |                  | Capital        |
|       |                         |                  | Management)    |
+-------+-------------------------+------------------+----------------+