When supervisors consider ways to recognize the outstanding performance of their

employees or departments using National Workforce Awards, the following general

guidelines should be applied along with the more specific criteria for each award.

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1. Consider the limits or range of possible performance in a job and the extent of

the employee’s performance that is above the norm for the job. Consider the

three awards available and which best fits the employee’s superior performance.
 

2. Performance must be outstanding, very outstanding or extremely outstanding to

merit a National Workforce Award.
 

   • Outstanding performance based on a World-Class work ethic may merit an Economic

Warfare Medal.
   • Very outstanding performance could merit a National Productivity Cross.
   • Extremely outstanding performance might merit a Distinguished Service Star.
 

3. Consider the increase in revenue, the decrease in expense or the improvement in quality resulting from an employee’s exceptional performance as compared to the expected performance in that or similar positions.
 

4. Consider that National Workforce Awards are available for employees at all levels of an organization. A custodian who does much more than expected should be eligible for the same level award as a VP who does much more than expected.

For example, if the VP finds a way to save 1% of his or her department’s budget, and anyone in any other position finds a way to save 1% of their department’s budget the level of award should be the same even though the actual dollar amount saved might be much higher in the VP’s case because of a larger budget.
 

5. Individuals or departments are not awarded multiple awards for the same incidence of outstanding performance, but only the highest award that applies.
 

6. Performance awards must be earned by all who receive them through outstanding performance. They must not be awarded to everyone in turn or in the name of equality or for years of service.

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To learn more about Administrative Policy and Guidelines click here.

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