**Employee Recognition**

**Table of Contents**

[Section]{.underline} [Page]{.underline}

1 Purpose 1

2 Background 1

3 Legal Authorities That Govern Employee Recognition 2

4 Coverage 2

5 Responsibilities 2

6 Policy 4

> a Overview 4
>
> b Delegations of Authority 4
>
> c Program Funding 4
>
> d Recommendation and Approval of Recognition 5
>
> e Documentation 6
>
> f Team Recognition 9
>
> g Awards to Private Citizens 9
>
> h Publicity 10
>
> i Employee Recognition Committee 10

[Exhibits]{.underline}

Exhibit I Awards Categories

Exhibit II Maximum Delegation of Authority

Exhibit III Delegation Worksheet

Exhibit IV Justification Outline

**EMPLOYEE RECOGNITION**

**1. PURPOSE**

The Farm Service Agency (FSA) employee recognition program is designed
to fairly and equitably recognize and reward individuals and groups for
excellence in service. The program acknowledges contributions that lead
to achievement of organizational, team, and individual results. Timely
recognition provides a source of motivation for continued excellence.

**2. BACKGROUND**

Consistency is the basic principle of the employee recognition program.
The issuance of awards at all organizational levels must be carried out
with consistent application of the appropriate guidelines and policy.
The following guiding principles promote an effective employee
recognition program:

>  Issuance of employee recognition must be based on consistently
> applied guidelines;
>
>  Approval authorities must be consistently delegated to the lowest
> practical levels;
>
>  Outstanding accomplishments must be consistently recognized in a
> timely manner;
>
>  Approved employee recognition must be consistently publicized to a
> wide audience.

This policy signifies a culture change from annual performance rating
based awards to on-going, contemporary recognition of teams and
individuals for noteworthy contributions and/or achievements.

The basic objective of the Employee Recognition Program is to recognize
individual employees and groups of employee that further the agency=s
guiding principles outlined in its strategic plan:

-   Continue to improve and deliver high quality products and services
    to customers in a professional, consistent, and timely manner.

-   Ensure fair and equal access and participation in our programs.

-   Conduct business with honesty and integrity.

-   Care for and protect the environment and promote responsible
    stewardship of natural resources.

-   Be innovative and resourceful in the procurement and deployment of
    information technology and use available technology effectively.

-   Respect the individual differences and diversity of our workforce.

See 6(e) below for how to write justifications to meet this goal.

**3. LEGAL AUTHORITIES THAT GOVERN EMPLOYEE RECOGNITION**

> **** Chapter 45, Title 5, United States Code (U.S.C.) provides
> authority to establish employee recognition program (5 U.S.C. 4503);
> and Title 5 Code of Federal Regulations (CFR) Part 451.
>
>  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 an
> employee recognition.
>
>  Regulatory requirements for Quality Step Increases are found in 5
> CFR Part 531.
>
>  Regulatory requirements for Senior Executive Service Recognition are
> found in
>
> 5 U.S.C. 5384, 5 U.S.C. 4502 through 4503 and 5 U.S.C. 4507.

**4. COVERAGE**

This program covers all FSA employees. For the purpose of this policy,
FSA CO

employees are included.

Political appointees at the GS-13 level and above (e.g., Executive
Schedule, non-career

Senior Executive Service (SES), Schedule C employees) are excluded.

**5. RESPONSIBILITIES**

[The Administrator, FSA]{.underline} is responsible for:

> \- Ensuring that the program supports the Department\'s mission,
> goals, and objectives
>
> \- Ensuring equity in the distribution of recognition
>
> \- Ensuring that employees are informed of recognition policies and
> procedures
>
> \- Providing periodic training on the effective use of the recognition
> program
>
> \- Conducting annual reviews to ensure the effective use of the
> program
>
> \- Emphasizing the importance of teamwork through recognition of
> groups
>
> \- Incorporating funding for recognition into agency budget planning
>
> 2
>
> \- Emphasizing nonmonetary recognition for specific achievements
>
> \- Ensuring that employee recognition is publicized
>
> \- Delegating recognition program authority and funding to the lowest
> level consistent with the Secretary\'s policies and guidelines
>
> \- Eliminating unnecessary levels of review to ensure timely
> processing of recognition
>
> \- Encouraging innovation for nonmonetary recognition at the local
> level.

[Supervisors and Managers]{.underline} are responsible for:

> \- Recognizing employees for specific achievements
>
> \- Ensuring equity in the distribution of recognition
>
> \- Considering input as appropriate from co-workers, customers, or
> other sources such as unions and employee organizations when making
> recognition decisions
>
> \- Recognizing contributions in a timely manner
>
> \- Emphasizing the importance of teamwork through recognition of
> groups
>
> \- Emphasizing nonmonetary recognition for specific achievements
>
> \- Promoting the recognition program by encouraging employee
> participation, arranging for appropriate presentations, and
> periodically publicizing recognition activities
>
> \- Allowing those recognized to choose the type of recognition they
> receive, when choices are possible
>
> \- Reviewing nominations to ensure that recognition is linked to the
> contribution and the amount accurately reflects the value of the
> contribution rather than grade level or other non-merit factors.

[Nominating Officials]{.underline} are responsible for:

> \- Actively seeking out exceptional achievements worthy of recognition
>
> \- Developing employee recognition nominations in a nondiscriminatory
> manner
>
> \- Accurately documenting the exceptional achievements of others and
> insuring the appropriate guidelines are applied to all nominations.

[Designated Approving Officials]{.underline} are responsible for:

> \- Providing support to employees, supervisors, and managers
>
> \- Reviewing employee initiated awards for compliance to stated
> criteria and certifying funds availability.

3

**6. POLICY**

[a. Overview]{.underline}

There are many different types of employee recognition available.
Recognition may be given for a specific outstanding accomplishment such
as a superior contribution on a

short-term assignment or project, an act of heroism, scientific
achievement, major discovery or significant cost savings. The following
types of awards are covered by this policy:

Cash

Certificates B Merit & Appreciation

>  Gift Certificates
>
>  Keepsakes Items
>
>  Letters of Commendation
>
>  Quality Step Increase
>
>  Thank You Cards & Letters
>
>  Time Off
>
>  U.S. Savings Bonds
>
>  Length of Service
>
>  Agency Honor Awards
>
>  Department and Federal Honor Awards
>
>  ExternalAwards

Exhibit I describes each of the recognition categories in detail.

[b. Delegation of Authority for Employee Recognition]{.underline}

Exhibit II, Employee Recognition Maximum Delegation of Authority,
describes the

employee recognition approval limitations, as authorized by USDA.

Further limitation of authority for employee recognition approval is
within the area of

responsibility of State Executive Directors, Division Directors, and
equivalent

positions. Delegating authority and responsibility to the lowest level
is encouraged.

Exhibit III, Employee Recognition Delegation Worksheet, should be used
in

assigning delegations of authority within the appropriate area of
responsibility.

[c. Program Funding]{.underline}

Appropriate levels of funding for agency employee recognition programs
will ensure the

availability of resources critical to the motivation of employees and
recognition of

outstanding accomplishments.

4

[d. Recommendation and Approval of Recognition]{.underline}

All FSA employees should be considered for reward, based on work
accomplishments, without regard to grade level, or other non-merit
factors. Review and approval

requirements are determined by various organizational units within FSA,
as documented in the local Employee Recognition Delegation Worksheet
(Exhibit III).

All employees are delegated authority to develop award nominations
involving co-workers or employees, with the exception of Quality Step
Increases (QSI\'s).

A subordinate may nominate a supervisor or higher level official for an
award. The nomination must be evaluated and approved by an individual
equivalent to, or higher than, the recipient.

4

When determining the type and amount of recognition, information from
telephone contacts and feedback from co-workers can be considered.

In determining appropriate levels of monetary (except QSI\'s) and
non-monetary recognition, the following criteria must be applied:

**Moderate Contribution Level:** Moderate change or modification of
operating procedures meeting minimum standard for cash award, simple
modification of methods, or limited service to the public, which affect
the functions, mission, or employees of a specific work unit (e.g.,
easing a backlog or completing a project of short duration)

**Recognition**: Certificate, or up to \$500.00, or 1 to 24 hours of
time off.

**Substantial Contribution Level:** Substantial change or modification
of an operating procedure. An important improvement to value of a
product, activity, program, or service to the public, which affect
several divisions, offices, States, or counties

**Recognition**: \$501.00 - \$2,000.00, or 25 to 40 hours of time off

**High Contribution Level:** Major improvement, usually affecting major
problems; major changes in methods, or procedures, which affect all
divisions or field offices

**Recognition**: \$2,001.00 - \$5,000.00

**Exceptional Contribution Level:** Initiation of a new principle or
major program. Superior improvement to the quality of a critical
activity, program, or service to the public, which affect
Department-wide or in the public interest throughout the United States

**Recognition:** \$5,001.00 - \$10,000.00

5

Rating officials are the only authorized persons who may nominate their
employees for QSI\'s. Approval must be obtained as defined in Exhibit
III.

Whenever possible, employees may be allowed to choose the type of
recognition they receive.

[e. Documentation]{.underline}

Nomination and approval of awards must be documented on Form AD-287-2,
\"Recommendation and Approval of Awards\".

All award justifications must detail how the awardee(s) was engaged in
furthering at least one of the agency=s strategic goals. This can be
done by specifically addressing one or more of the outcomes for a goal
and showing how the awardee(s) accomplishments supports achievement of
that outcome:

Goal \# 1. Provide farm income support and natural disaster assistance
to eligible producers, cooperatives, and associations to help improve
the economic stability and viability of the agricultural sector, and to
help ensure the production of an adequate and reasonably priced supply
of food and fiber.

[Outcomes]{.underline}:

1\. Improve economic stability of program participants.

2\. Provide timely and effective services.

3\. Provide timely and effective administrative support services to
agency

program managers and specialists.

Goal \# 2. Assist agricultural producers and landowners achieve a high
level of stewardship of soil, water, air, and wildlife resources on
America=s farmland and ranches while protecting the human and natural
environment.

[Outcomes]{.underline}:

4\. Reduce soil erosion.

5\. Reduce sedimentation in streams and lakes.

6\. Improve water quality.

6

7\. Establish wildlife habitat.

8\. Restore farmland damaged by natural disasters.

9\. Protect public health by reducing groundwater contamination.

10\. Provide timely and effective administrative support services to
agency

program managers and specialists.

Goal \# 3. Assist eligible individuals and families in becoming
successful farmers and ranchers.

[Outcomes]{.underline}:

11\. Improve economic viability of farmers and ranchers.

12\. Reduce losses in direct loan programs.

13\. Timely response to loan making and servicing requests.

14\. Maximum financial and technical assistance to underserved groups to

aid them in establishing and maintaining profitable farming

operations.

15\. Provide timely and effective administrative support services to
agency

program managers and specialists.

Goal \# 4. Improve the effectiveness and efficiency of FSA=s commodity
acquisition, procurement, storage, and distribution activities to
support domestic and international food assistance programs and
administer the U. S. Warehouse Act.

[Outcomes]{.underline}:

16\. Increase the self-sufficiency of USWA examination operations.

17\. Purchase high quality commodities.

18\. Deliver the highest possible level of customer service.

19\. Provide timely and effective administrative support services to
agency

program managers and specialists.

7

Goal \# 5. Provide effective management, program, and administrative
support services, and information technology processes.

[Outcomes]{.underline}:

20\. Improve customer service delivery to program managers, customers,

and the public.

21\. Improve organizational performance and productivity of financial

management systems and reporting, procurement, informational

technology investments, and human resource services.

22\. Provide timely and effective administrative support services to

agency executives, program managers, and the general public.

23\. Provide timely and effective administrative support services to
agency

program managers and specialists.

Goal \# 6. To ensure equal access and treatment in program delivery and
employment, provide a diverse workforce free of discrimination, and
ensure equal opportunity for minority, women-owned, and small
disadvantaged businesses.

[Outcomes]{.underline}:

15\. Reduce under-representation of women, minority groups, and

disabled in Agency employment, occupational categories, and grade

levels.

16\. Deliver Agency programs in full compliance with applicable civil

rights laws, and Departmental goals, policies, and procedures.

17\. Meet or exceed Departmentally established goals for acquisition of

products and services from minority, women-owned, and small

disadvantaged businesses.

18\. Establish baselines and additional metrics for measurement of the

Agency=s progress in meeting its civil rights and equal opportunity

goals.

When the value of the award is \$500 or less, or time off awards of 10
hours or less, only a

brief description of the accomplishment is necessary.

8

For awards greater than \$500, or time off awards greater than 10 hours,
Exhibit IV outlines helpful hints for preparing a justification.

Nominating and approving officials are responsible for insuring that
dual recognition for the same accomplishment does not occur. However,
the combination of two awards (e.g., a plaque may be given in
conjunction with a cash award) cannot exceed the total value of the
approved award.

[f. Team Recognition]{.underline}

Employees working as a team may be recognized when team contributions
and results exceed expectations. In addition to the guidelines and
delegations of authority, the following guidelines apply to teams:

>  Team recognition may be issued only when a strong interdependence
> exists among team member tasks and team outcomes;
>
>  Clear goals for the team was established in advance of team
> performance and evaluation of accomplishments;
>
>  Team recognition must be distributed to individual team members
> equitably (i.e., based on individual performance within the team)
> rather than equally (i.e., all team members receive equal amounts).

Teams of interagency employees may be nominated for employee
recognition.

Recognition requiring a higher level approval must be jointly reviewed
and approved by

appropriate personnel from each agency included in the nomination. Team
members that

are private citizens may be included in the team award; however, they
may only receive

keepsakes, letters of commendation, certificates of appreciation, or
thank you

letters/cards.

[g. Awards to Private Citizens]{.underline}

Private citizens who contribute to the mission of FSA or to USDA\'s
mission as a whole

may receive recognition for those efforts. Volunteers, state agency
employees, and other

mission-related partners are eligible on the same basis as other private
citizens.

Private citizens may receive thank you letters/notes, letters of
commendation, or

keepsakes. They are not eligible to receive other types of recognition.

9

[h. Publicity]{.underline}

Publicizing exceptional accomplishments establishes performance
benchmarks for the workforce and promotes accountability in the
utilization of agency resources.

Public recognition and communication of exceptional individual and team
contributions is encouraged. If public recognition is chosen, the
communication should describe the contribution and the award issued.

Local newspapers and similar sources may be contacted when the award is
significant enough to warrant this level of recognition.

[i. Employee Recognition Committee]{.underline}

The State Executive Directors and office heads may consider establishing
an Employee Recognition Committee. Membership of this committee should
include a diverse cross-section of employees, including Union
representation in locations with Bargaining Units.

Following are examples of the roles of the Committee:

>  Ensuring that employee recognition is based on consistently applied
> guidelines;
>
>  Ensuring nondiscriminatory employee recognition distribution;
>
>  Ensuring recognition is issued in a timely manner.

The committee should not be used for routine approval of individual or
team award nominations. However, to support employee involvement in the
employee recognition decision process, the Committee may be used as a
source of input for high-level or large dollar value nominations.

10

**Exhibit I. Award Categories**

[Cash Awards]{.underline}

All FSA employees, Federal and CO, are eligible to receive cash awards.

Cash awards may range from \$50 to \$10,000, depending on the
contribution level. Whenever possible, cash awards less than \$500 will
be issued immediately and taxes will be added to the award amount.

[Certificates, Letters of Commendation, and Thank You Notes]{.underline}

All FSA employees are eligible to receive Certificates of Appreciation,
Certificates of

Merit, Letters of Commendation, and Thank You Notes. Certificates of
Appreciation or

Certificates of Merit may also be awarded to non-FSA individuals and
organizations

All employees are encouraged to write letters of thanks, appreciation,
and commendation

for individuals when they believe a contribution to be significant. When
a contribution

warrants additional recognition, a letter of commendation from a higher
organizational

level may be requested.

[Keepsakes]{.underline}

All FSA employees, Federal and CO, are eligible to receive keepsakes.
Private citizens who contribute to the mission of USDA or the Federal
government as a whole may also receive keepsakes. State agencies, and
other mission-related partners are eligible on the same basis as other
private citizens. When appropriate, concurrence from the non-FSA
employer should be gained prior to issuing recognition. Keepsake items
emphasize symbolic recognition of significant contributions and public
recognition. Items presented as honorary awards must meet all the
following criteria:

 Be something that the recipient could reasonably be expected to value,
but

not something that conveys a sense of monetary value;

 Have a lasting trophy value;

 Clearly symbolize the employer-employee relationship in some fashion;

 Take an appropriate form to be purchased with public funds and to be
use

in the public sector.

Keepsakes can include such items as paperweights, key chains, clocks,
plaques, jackets,

T-shirts, coffee mugs, pen and pencil sets, etc. Presenters of awards
should be

particularly sensitive to public perceptions that could arise from
granting expensive,

keepsake items. Offices are cautioned not to give \"personal gifts\" to
employees.

Keepsake awards should normally meet the following criteria:

>  be of an honorary nature;
>
>  be able to be worn, displayed, or used in the recipients work
> environment;
>
> and
>
>  include the Department or FSA seal or logo. The Department or
>
> agency name, or logo, should be clearly visible on the keepsake and
> must
>
> be permanently affixed. A peel-off sticker showing the agency name or
>
> logo is not adequate.

No more than \$250 may be spent on any one item. The cost of customizing
the item must be included in the total cost.

[Quality Step Increases]{.underline}

General Schedule (GS) and CO employees may receive one Quality Step
Increase (QSI) in a 52-week period. Wage Grade (WG) employees are not
eligible for QSIs.

A QSI Award is an additional within-grade increase granted for high
quality performance

of assigned duties and responsibilities sustained over a period of time.
The

recommending supervisor must prepare a justification that specifically
describes:

-   the actual result(s) achieved and its linkage to established
    targets;

-   how the employee substantially exceeded the generic performance
    standards (include a copy of the performance plan) and any specific,
    expected work results, communicated to the employee by the
    supervisor; and

-   how the employee=s performance has been sustained at such a high
    level throughout the performance appraisal period.

The supervisor must also certify that the high level of accomplishments
is expected to

continue.

QSI=s are not appropriate when it is known an employee is in step 10 of
the pay range or

when it is known that the employee is about to receive a promotion or
vacate a position

within 60 days. A QSI may be appropriate if the employee is moving to a
similar

position at the same grade level and performance is expected to continue
at the same level

of effectiveness.

Since QSI=s are in addition to within grade increases, an employee who
receives a quality

increase does not start a new waiting period to meet the time
requirements for a regular

within grade increase. The time the employee served in the previous pay
step (before the

QSI was effective) will count toward the total waiting period for the
next within grade

increase.

When the QSI places the employee into a step at which the waiting period
becomes

longer (e.g., at step 4 the waiting period becomes 104 weeks, and at
step 7 the waiting

period becomes 156 weeks), the waiting period for the next within-grade
increase is

extended by 52 weeks; however, the employee receives the benefit of the
QSI during this

period.

[Time Off Awards]{.underline}

All FSA employees, except Senior Executive Service employees, are
eligible for time off

awards. Private employees are not eligible for time-off awards.

A full-time employee may be granted up to 80 hours of time off during a
leave year. A part-time employee or an employee with an uncommon tour of
duty may be granted up to the average number of hours worked in a pay
period or the employee\'s scheduled tour of duty. Awards are in
full-hour increments.

The amount of time off that can be granted for a single contribution is
one-half the

maximum that may be granted during the leave year.

A time off award must be scheduled and used within 1 year after the
effective date of the

award; any unused time off is forfeited. The award is effective the
first full pay period

following approval. Before using any time off, the supervisor must
concur with the

requested dates.

A time off award will not convert to a cash payment under any
circumstances.

[Length of Service Awards]{.underline}

Length of Service Awards are given to recognize an employee\'s Federal
and CO service. Employees should be recognized with the presentation of
a certificate and a keepsake award. Employees should be recognized at 5
years of service and each 5-year increment thereafter. In computing
eligibility, employees shall receive credit for total Federal and CO
service, including civilian and all honorable military service.

State Executive Directors should work together to insure that length of
service awards are

applied consistently within their area of responsibility. Recognition
should be timely, as

close to the anniversary date as possible.

Employees should have a choice in selecting keepsake items. The
estimated value will be consistent with the following chart:

> [Years of Service]{.underline} [Dollar Value]{.underline}
>
> 5 \$25 B 50
>
> 10 \$51 B 75
>
> 15 \$76 B 100
>
> 20 \$101 B 125
>
> 25 \$126 B 150
>
> 30 \$151 B 200
>
> 35+ \$201 B 250

Presentation of the certificate and keepsake award may be in front of
the employee\'s work group.

[FSA Administrator=s Honor Awards]{.underline}

FSA Administrator=s Honor Awards provide recognition to FSA employees
and our partners. Administrator=s honor awards are the most prestigious
recognition that can be granted by FSA for career accomplishments,
exceptional support of FSA=s mission, or for heroism.

[Department Honor Awards]{.underline}

Departmental Honor Awards provide recognition to employees of the
Department and our partners. Honor awards are the most prestigious
recognition that can be granted by the Department for career
accomplishments, exceptional support of the departmental mission, or for
heroism.

[Other Federal and External Honor Awards]{.underline}

These awards are sponsored by other federal agencies or organizations or
are co-sponsored with the Department. These awards may include, but are
not limited to, the GEICO Public Service Award, the Roger W. Jones
Award, the William T. Pecora Award, and the WISE (Women in Science and
Engineering) Award. The Department will disseminate award criteria
including the sponsor, the due dates, and other pertinent information,
through Agency Human Resources Management Divisions, when awards are
announced.

**Exhibit II. Employee Recognition Maximum Delegation of Authority**

This chart describes approval limitations as authorized by USDA. State
Executive Directors and office heads, or equivalent, should use Exhibit
III to define the delegations within their area of responsibilities.

**EMPLOYEE RECOGNITION PROGRAM RECOGNITION CATEGORY MAXIMUM AUTHORITY
ALLOWED BY USDA POLICY**

[Cash]{.underline} \$500 Nomination and Approval by Designated Approving
Official (No higher level review is required.)

\$501 - \$10,000 Approval with One Higher Level of Review

[Quality Step Increase]{.underline} Approval with One Higher Level of
Review

[Thank-you Card or]{.underline} Nomination and Approval by All Employees

[Letter & Certificates]{.underline} (No higher level review required.)

[Keepsake Items]{.underline} (\$250 max) Nomination and Approval by All
Employees

(No higher level review required.)

[U.S. Savings Bonds]{.underline} Nomination and Approval by All
Employees

\$250 Purchase Amount (No higher level review required.)

[Gift Certificates]{.underline} (\$100 max) Nomination and Approval by
All Employees

(No higher level review required.)

[Time-Off]{.underline} 10 Hours\* Nomination and Approval by a Manager
or Supervisor

(No higher level review Required.)

> 40 Hours\* Approval with One Higher Level of Review

\* Further limitations apply to part-time and intermittent employees.

**Exhibit III. Employee Recognition Delegation Worksheet**

This is to be used by State Executive Directors and office heads, or
equivalent, to define delegations within their area of responsibility

**RECOGNITION CATEGORY** **APPROVAL LEVEL REQUIRED**\*

Cash \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Gift Certificates \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Keepsake Items \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Quality Step Increase \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Thank You Cards, Letters, and/or Certificates
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Time -Off \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

U.S. Savings Bonds \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

\*At a minimum designated approving officials must be identified by
title.

Effective Date:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Area of Coverage:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Signature (Authorized Official):
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

**Exhibit IV. Justification Outline**

Following is step-by-step outline that describes the sections and
verbage to justify an award.

During the period of (give time of performance), (give name of
individual or group),

(give explanation of accomplishment).

This exceeded expectations as identified in the current performance plan
by:

> Improving quality.
>
> Timely completion of the project.
>
> Increasing productivity.
>
> Overcoming adverse obstacles or working under unusual circumstances.
>
> Using unusual creativity.
>
> Saving the Government time and/or money.
>
> Increasing program effectiveness.

As a result:

> Project acceptance.
>
> Savings in time, money, and/or material.
>
> More efficiency.
>
> Effectiveness.
>
> Technological advancement.
>
> Productivity increase.
>
> Improved levels of cooperation that will result in . . .

Therefore, we propose an award of (amount/hours).