Personnel Management Manual |
U.S. Department of Transportation Federal Highway Administration |
Personnel Management Manual Date: February 10, 2006 Part 1 Personnel Systems & Procedures |
Chart 2
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Administrator's |
Who is Eligible? | Purpose of Award | Type of Recognition | Criteria | Nomination Procedures |
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Superior Achievement |
All employees |
To recognize superior service which has been an inspiration to others, or the exceptional accomplishment of a specific DOT or FHWA program. |
Plaque, medal and lapel rosette |
This is the highest honor award given by the Federal Highway Administrator and nominations should reflect significant contributions in advancing FHWA's Performance Objectives including the Vital Few and the Corporate Management Strategies. If necessary, a panel will be convened to select the best candidates. Nominations for this award are based on a degree of performance which is less than the requirement for the Secretary's Award for Meritorious Achievement, but which far exceeds normal job requirements, such as:
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Each spring the Office of Human Resources will solicit nominations. Special instructions will be included in this memorandum. Nominations should be prepared on Form FHWA-1156 |
Quality Journey Awards |
FHWA Organizations |
To recognize organizational efforts in working toward a total quality environment. |
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Nominations for this award are evaluated based on the organization's demonstrated use of quality management practices in leadership, strategic planning, customer focus, information and analysis, human resource development and management, process management, and results. LEADERSHIP. This item addresses senior management's role in providing leadership and direction in building and improving organizational performance and capabilities. (130 points)
STRATEGIC PLANNING. (80 points)
CUSTOMER FOCUS. This factor addresses the effectiveness of the organization's system to determine customer requirements. (80 points)
INFORMATION AND ANALYSIS. This factor addresses the organization's management of data and information for quality improvement and planning. (80 points)
HUMAN RESOURCE DEVELOPMENT AND MANAGEMENT. This factor examines how the workforce is enabled to develop and utilize its full potential, as a part of the organization's total quality strategy. (110 points)
PROCESS MANAGEMENT. This element is the focal point within the criteria for all key work processes. Included in this category are the central requirements for efficient and effective process management: effective design, prevention orientation, evaluation and continuous improvement, linkage to suppliers, and overall high performance. (120 points)
BUSINESS RESULTS. This factor provides a results focus for all processes and process improvement activities. This element has a dual purpose: superior value of offerings as viewed by customers, and superior organization performance reflected in productivity and effectiveness indicators. (400 points)
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Each spring the Office of Human Resources will solicit nominations. Special instructions will be included in the solicitation memorandum. Nominations should be prepared on white bond paper and bear the signature of the organization's head official. |
Large Crystal Award | |||||
Wooden Plaque | |||||
Framed Certificate | |||||
Heartland Award |
All employees |
The Heartland Award was established in 1995 to honor the memories of those lives lost in the blast at the Murrah Federal Building in Oklahoma City and to recognize the dedication of the survivors. |
Large Crystal Award |
The Administrator may grant this award to an individual employee or to a team whose exceptional service to the public reflects the high level of dedication and determination exemplified by the Oklahoma Division employees.
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Strive for Excellence Awards: a. Customer Service |
Teams, groups, or individuals | Salutes a commitment to customer service and products that exemplifies FHWA’s vision, mission, values, and goals. | National: Crystal Award Local: Crystal Paperweights |
Customer Satisfaction. (120 points)
Quality Improvement Efforts. (240 points)
Employee Commitment to Customer Service. (60 points) Describe proactive efforts to anticipate or prevent future problems. |
The Office of Human Resources will issue a memo soliciting nominations for these awards. The memo will contain in-depth information concerning nominating procedures. Nominations should be submitted on FHWA Form -1156. |
b. Team | Teams, groups or individuals |
Honors the spirit of partnership and teamwork between FHWA and its partners to accomplish the organization's goals. |
Same as above |
Team Organization. (125 points)
Team Process and Actions. (125 points) Describe the methods and tools used to determine the current level of customer satisfaction; methods and tools used to identify and prioritize improvement, changes, and/or processes; actions taken to gain cooperation and support of customers, suppliers, stakeholders, and/or process owners; process actions deployed and their effectiveness, feasibility and cost benefits, plus any modeling, and/or benchmarking; and action plan or action register development, and implementation and deployment process and results. Team Results. (125 points) Provide evidence of measured output or outcome results and accomplishments, value added and quality improvement, and within budget and schedule; customer satisfaction that team's activity and performance led to improved results; and that results met/achieved organization's goals and/or objectives. Team Follow-up and Corrective Actions. (125 points) Provide evidence of team actions to integrate, communicate and monitor the deployment or outcomes and outputs; methods and actions to ensure process, systems, or products continue to meet or accomplish the continuous improvement objectives; identification of additional deficiencies and opportunities for improvement or productivity outputs; measured team assessment and performance and evidence that team process and the results were compared and found superior over more traditional business processes; and actions taken to disseminate/share information and results for purposes of learning and understanding, and any evidence that other teams and organizations benefited from the shared information. |
Same as above |
c. Innovation | Teams, groups or individuals | Recognizes a suggestion, special act or initiative that has substantially impacted quality and productivity in the FHWA. | Same as above | Identity of Improvement Opportunity. (125 points) Describe the organization's role and mission; the problem in terms of waste, inefficiency, rework, and costs using the former method of implementation or of the gap between current performance and desired performance; methods and tools used to identify improvement opportunity; and methods and tools used to identify current level of customer satisfaction. Process Action. (90 points) Describe the actions taken to accomplish the improvement; explain what makes the improvement or accomplishment unique; and describe methods and tools used to insure the improvement or accomplishment is aligned with organizational goals and objectives. Results. (180 points) Describe results; explain how the innovation rectified the problem; provide evidence that innovation led to savings of time, money, and person power; and describe how results met the organization's mission, goals, and objectives. Follow-up (Extra Credit). (100 Points) Describe the efforts to ensure that improvements are integrated and communicated to other concerned or interested organizations; efforts to integrate improvements into daily activities; and efforts to disseminate success story. |
Same as above |
Partnership in Excellence Award | Groups or teams comprised of FHWA employees and employees from other DOT modes or State DOT's. |
This award recognizes grassroots activities and contributions toward achieving DOT's Strategic Goals. This award can be the first tier of a two-tiered recognition effort. Groups honored with this award can be later considered for the Strive for Excellence Award. |
Paperweights |
The groups or teams should be comprised of no less than 3 people and at least one of the members of the team must be an employee of another DOT mode. The team's accomplishments must be directly related to one of DOT's Strategic Goals: Safety, Mobility, Economic Growth and Trade, Human and Natural Environment, and National Security. |
The FHWA-1156 can be submitted by the team's leader or by the manager for whom the team is working. The nomination can be approved at the local level. Copies of approved nominations should be forwarded to the Washington Headquarters Office of Human Resources for record keeping purposes and to servicing human resource offices for inclusion in the Employee Performance Folder. |
Excellence in Leadership Awards | All employees | Leadership is at the very core of the FHWA's future. These awards are designed to honor the contributions that employees are making to the FHWA Mission of "Enhancing Mobility Through Innovation, Leadership and Public Service." | An engraved marble statue |
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The FHWA Leadership Award | Individual FHWA Employees | Leadership can be found throughout all levels of the organization. This is consistent with FHWA's philosophy that "leadership is everyone's business." The FHWA Leadership Award honors those employees in all grade levels who have taken leadership roles in advancing FHWA's goals and mission. | Same as above | ||
The Richard D. Morgan Leadership Development Award | FHWA managers and supervisors | This award is designed to honor those team leaders, managers and supervisors who, as leaders, are nurturing and supporting the development of their employees to ensure a future cadre of FHWA organizational leaders. | An engraved marble clock | There will be no solicitation for this award. The Administrator will select the recipient. |
PMM Part 1, Chapter 9, Section 1 | Chart 1 | Chart 3 | Chart 4