Missouri National Guard Technician Personnel Regulation 451 Office of the Adjutant General 2302 Militia Drive Jefferson City, MO October 2002

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1 Change 1 Headquarters Missouri National Guard Missouri National Guard Technician Personnel Regulation 451 Office of the Adjutant General 2302 Militia Drive Jefferson City, MO October 2002 MISSOURI NATIONAL GUARD INCENTIVE PROGRAM 1. MONG TPR 451, 1 March 2001, Chapter 5, Paragraph 5-4, Promotion and Awards, is changed as follows: Nominations will not be considered for technicians who have been approved for promotion or who have been promoted (to exclude temporary promotions) or received an SSP or QSI within the last 12 months. 2. MONG TPR 451, 1 March 2001, Chapter 6, Paragraph 6-3, Exclusions, is changed as follows: Who have been approved for a promotion or who have been promoted (to exclude temporary promotions) or received an SSP within the last 12 months. 3. File this change in front of the regulation for reference purposes. /Signed/ DENNIS SHULL Brigadier General, MOARNG The Adjutant General

2 Headquarters Missouri National Guard Missouri National Guard Technician Personnel Regulation 451 Office of the Adjutant General 2302 Militia Drive Jefferson City, MO March 2001 MISSOURI NATIONAL GUARD INCENTIVE AWARDS PROGRAM Summary. This regulation provides information and procedures for rewarding technicians and active guard members for performance and suggestions that improve operations. This regulation is inclusive and supplements TPR 451, National Guard Incentive Awards Program, dated 15 December Applicability. This regulation is applicable to National Guard technicians. Unless otherwise indicated, the term "technician" means both military and competitive technicians. The use of either masculine or feminine pronouns is intended to include both genders. Impact on the Unit Manning System. This regulation does not contain information that affects the Unit Manning System. Internal Control Systems. This regulation is subject to the requirements of AR 11-2 for Army and AFI for Air. All requests are to be maintained IAW AR , The Modern Army Record Keeping System (MARKS) for Army and AFR 4-20V2 for Air. Interim Changes. Interim changes are not official unless they are authenticated by the Human Resources Officer and the Adjutant. Users will destroy interim changes on their expiration dates unless sooner superseded or rescinded. Suggested Improvements. Users of this regulation are invited to send comments and suggested improvements on DA Form 2028, Recommended Changes to Publications and Blank Forms; AF Form 1382, Request for Review of Publication and/or Forms or by memorandum to NGMO-HR, 2302 Militia Drive, Jefferson City, MO JOHN D. HAVENS Major General, MOARNG The Adjutant General This Technician Personnel Regulation 451 supersedes Missouri National Guard Technician Personnel Regulation 451 dated 1 May 1999.

3 MONG TPR March 2001 Chapter 1 - General Information CONTENTS PARAGRAPH PAGE Purpose of Program Award Nomination Program Responsibilities Chapter 2 - Suggestions (All Technicians) Submitting Suggestions Evaluation Procedures Ownership Rights Award Amounts Chapter 3 - Inventions (All Technicians) Submitting Inventions for Recognition Chapter 4 - Special Act or Service Awards (All Technicians) Purpose Submitting Nominations Computation Chapter 5 - Sustained Superior Performance (SSP) (Non-merit Pay Technicians Only) Purpose Submitting SSP Nominations Procedures/Approval Authority Promotion and Awards Amount of Award Chapter 6 - Quality Step Increases (QSI) (Non-merit Pay Technicians Only) Purpose Submitting QSI Nominations Exclusions Procedures/Approval Authority Effective Date

4 1 March 2001 MONG TPR 451 CONTENTS PARAGRAPH PAGE Chapter 7 - On-The-Spot Awards Program Processing Procedures and Policies (All Technicians) Purpose Eligibility Definitions Procedures Chapter 8 - Time Off Awards Program Processing Procedures and Policies (All Technicians) Eligibility Definitions Procedures Chapter 9 - Length of Service Recognition and Certificate of Retirement (All Technicians) Purpose Eligibility Responsibilities Presentation Chapter 10 - Honorary Awards and Other Methods of Recognition (All Technicians) Award for Meritorious Service Other Awards Other Methods of Recognition Chapter 11 - Payment, Program Promotion, Reports and Records Payment of Awards Promotional Materials Appendix A - Determining Award Amounts...20 Appendix B - Scale of Awards Based on Intangible Benefits...21 Appendix C - SF 52 and NGB 32, Request for SSP or QSI...22 Appendix D - SF 52, Request for On the Spot Award...25 Appendix E - SF 52, Request for Time Off Award...27

5 MONG TPR March 2001 CHAPTER 1 GENERAL INFORMATION 1-1. PURPOSE OF PROGRAM The MONG Incentive Awards Program is designed to motivate technicians and active military members, to increase productivity and creativity and to achieve greater efficiency, economy and improvement of operations. It provides a method for rewarding those who job performance and ideas are substantially above normal job requirements and performance standards. The Incentive Awards Program will be endorsed and vigorously supported by all levels of management and will be administered entirely on the basis of merit without regard to age, sex, race, color, religion, national origin, marital status or physical or mental handicap AWARD NOMINATION Any employee having direct knowledge of a special act or service resulting in savings and/or benefits to the Missouri National Guard may recommend awards to the appropriate supervisor for submission in accordance with this regulation PROGRAM RESPONSIBILITIES a. The Chief, National Guard Bureau. The Chief, National Guard Bureau is responsible for the overall administration, improvement and evaluation of the National Guard Incentive Awards Program. b. The Adjutant General. The Adjutant General is responsible for (1) assuring compliance with program requirements, (2) establishing a State Incentive Awards Committee, (3) promoting and supporting the Incentive Awards Program and (4) maintaining an adequate budget to assure prompt action on awards and effective promotion and publicity. c. Human Resources Office (HRO). Responsibility is delegated to the HRO for: (1) Administering and publicizing the Incentive Awards Program. (2) Providing advice, assistance and training to supervisors on effective use and participation in the program. (3) Providing training and orientation to all technicians and military members on how they may earn awards. 1

6 1 March 2001 MONG TPR 451 (4) Designating a HRO staff member (excluding clerical staff) as the program manager (Executive Secretary) of the State Incentive Awards Program Committee. (5) Preparing required reports. (6) Providing documentation to the USPFO or Assistant USPFO - Fiscal (Air) for payment of case awards. (7) Assuring that awards are considered when evaluating candidates for selection to vacancies and promotions.. d. Supervisors. Supervisors are responsible for: (1) Providing support for and participating in the Incentive Awards Program. (2) Exercising care in considering award recognition. Although there should be a linkage between performance appraisal and performance recognition, this does not mean awards will be automatic for those whose performance meets the basic eligibility for an incentive award. (3) Determining what type of recognition will best motivate the technician to greater productivity: matching recognition to performance, e.g., granting a within grade increase; selecting for promotion; giving cash awards for special acts; recommending a sustained superior performance (SSP) award, a quality step increase (QSI) or time off award or granting honorary awards, commendations or letters of appreciation. (4) Ensuring that awards for special acts or services are recognized immediately and that all award presentations are conducted in a timely manner. (5) Ensuring that program or operational areas where superior work results may warrant consideration for awards are identified by the normal management review and control processes. e. Program Manager (Employee Relations Specialist). The program manager will: (1) Be a nonvoting member who will assist the Adjutant General in the establishment of the State Incentive Awards Program Committee. (2) Ensure that technicians and active military members are kept informed regarding their participation in the Incentive Awards Program. 2

7 MONG TPR March 2001 (3) Determine requirements for technical evaluations of suggestions and ensure evaluation within prescribed time limits. (4) Refer those suggestions that appear to be inventions for patent investigations. (5) Ensure only suggestions and nominations that meet eligibility requirements are forwarded to the State Incentive Awards Committee. (6) Ensure an exchange of information throughout the National Guard and other federal agencies when adopted suggestions may have wider application. (7) Obtain necessary coordination on nominations for case awards. (8) Arrange for payment and presentation of awards and ensure appropriate publicity. (9) Evaluate the total Incentive Awards Program and develop feedback to management, technicians and active military members. f. State Incentive Awards Program Committee. The scope and level of review of the Committee may be established as necessary in order to effectively manage the Incentive Awards Program. The Committee will consist of a chairperson and an alternate responsible for the overall functioning of the Committee. Other Committee members will be qualified representatives of major functional areas (technician and military) and should, as far as practicable, represent all levels of the workforce, i.e., supervisory and non-supervisory positions and one Army and one Air representative from the labor organization. Responsibilities of the Committee may include the following: (1) Assisting the program manager in planning Incentive Awards Program activities, implementing new program features and providing program promotion to create and maintain interest in the Incentive Awards Program. (2) Reviewing and making recommendations to the Adjutant General on nominations for cash and honorary awards. (3) Assisting the program manager to review suggestions and requests for reconsideration of disapproved suggestions. (4) Evaluating the effectiveness of the program by reviewing technician and military participation, performance awards granted and adopted suggestions to determine whether anticipated savings were realized. 3

8 1 March 2001 MONG TPR 451 (5) Consider a supervisor's effective use of the awards program to be a consideration in granting them superior performance awards, letters of commendation or other appropriate recognition. (6) Reviewing program results to assure that all awards are granted equitably and on the basis of merit. (7) Ensuring that all award presentations are conducted in a timely manner. 4

9 MONG TPR March 2001 CHAPTER 2 SUGGESTIONS (ALL TECHNICIANS) 2-1. SUBMITTING SUGGESTIONS Suggestions must be submitted on NGB Form 6 (Army) or AF 1000 (Air) to NGMO-HRT-E before or within 90 days after the date the suggestion is adopted. In the Missouri National Guard a suggestion may be submitted by one or more individuals. The following requirements must be met before recognition will be considered: a. The suggestions must be original. b. The specific area of improvement, the potential workable solution and the benefits must be clearly stated. Sketches, photographs, mockups and other similar methods of illustration may be used to better explain the suggestion EVALUATION PROCEDURES a. NGMO-HRT-E will review the suggestion for completeness and forward to the local office of primary responsibility (OPR) for evaluation. The OPR will recommend approval/disapproval and provide the amount of the award, using the guides in appendices A and B, to the State Incentive Awards Committee. NGB approval is required for awards in excess of $3000. b. All local level approved suggestions will be forwarded by NGMO-HRT-E to NGB for informational purposes and/or approval if in excess of $ OWNERSHIP RIGHTS The suggestor retains ownership of an idea during its evaluation and for one year after the date of the final action (date of approval of an award or written notification of nonadoption). Once a suggestion award is made, the suggestion becomes the exclusive property of the U.S. Government AWARD AMOUNTS Appendices A and B are quick guides for determining possible award amounts. NGB determines the value of the suggestion. 5

10 1 March 2001 MONG TPR 451 CHAPTER 3 INVENTIONS (ALL TECHNICIANS) 3-1. SUBMITTING INVENTIONS FOR RECOGNITION a. Inventions are a new and useful process, machine or other item that may be patentable under the patent laws of the United States. If adopted, inventions submitted as suggestions or in connection with scientific achievements are eligible for cash awards. By law, if an invention is published or used publicly or an article embodying it is sold or is placed on sale more than one year before filing of a patent application in the U.S. Patent and Trademark Office, a U.S. Letters Patent may not be granted. Therefore, to protect the rights of the government and the inventor, any suggestion or other contribution that appears to be an invention must be promptly sent to NGB-HR for review and processing. NGB-HR will forward the suggestion or scientific achievement that incorporates the invention to the Patents Division of the Departments of the Army or the Air Force Judge Advocate General. b. Inventions must be submitted on NGB Form 6 (Army), or AF 1000 (Air) to NGMO- HRT-E. NGMO-HRT-E will review the submission for completeness and forward the recommendation to NGB for evaluation. 6

11 MONG TPR March 2001 CHAPTER 4 SPECIAL ACT OR SERVICE AWARD (ALL TECHNICIANS) 4-1. PURPOSE A special act or service award is a monetary award in recognition of one or all of the following. a. An act of heroism or similar one time special act (for technicians only). b. Service (for technicians only). c. Scientific achievement (for technicians and active military members) SUBMITTING NOMINATIONS Nominations should be submitted on NGB Form 32, Recommendation for Incentive Award or Quality Step Increase, along with SF 52, to NGMO-HRT-E. Nominations must meet the following requirements. a. They must be received in NGMO-HRT-E within 20 days after the act or service. b. How the act or service contributed to the efficiency, economy or improvement to the government or the public's interest must be clearly and completely stated on NGB Form APPROVAL/COMPUTATION Awards will be approved/disapproved and computed (using the guide in appendices A and B) by the State Incentive Awards Committee. 7

12 1 March 2001 MONG TPR 451 CHAPTER 5 SUSTAINED SUPERIOR PERFORMANCE (SSP) (NON-MERIT PAY TECHNICIANS ONLY) 5-1. PURPOSE An SSP is a monetary award for technicians in recognition of significant superior performance of duties and responsibilities, which clearly exceed the technician's position description SUBMITTING SSP NOMINATIONS Nominations will be submitted to NGMO-HRT-E on NGB Form 32, Recommendation for Incentive Award or Quality Step Increase, and will include the technician's current performance appraisal, performance standards and SF 52 (Appendix C). Nominations must meet the following requirements. a. Technicians must have a rating of fully successful on their current performance appraisal. b. The period of service to be recognized must be for at least six continuous months in the same job and grade level, unless the technician was demoted during the period for reasons other than cause. The period of service to be recognized must be within the dates covered by the supporting performance appraisal. c. Nominations must be received in NGMO-HRT-E within 90 days after the effective date on the technician's appraisal PROCEDURES/APPROVAL AUTHORITY a. NGMO-HRT-E will review the nominations to ensure eligibility requirements. If all eligibility requirements are met, NGMO-HRT-E will forward the nomination to the State Incentive Awards Committee. If eligibility requirements are not met, the award recommendation will be returned through supervisory channels to the nominating official with an explanation. b. If an award is returned because the appraisal period is outside the 90-day time frame, a new appraisal and NGB Form 32 must be submitted. New performance appraisals require a minimum of 120 days. The NGB Form 32, part 2 block (period) must reflect the original appraisal period plus the additional 120 days. 8

13 MONG TPR March 2001 c. The State Incentive Awards Committee will forward its recommendations to the Adjutant General who will review the nominations and grant final approval/disapproval. If disapproved, it will be returned through supervisory channels to the nominating official with an explanation. Disapproved nominations may require a six-month waiting period PROMOTION AND AWARDS Nominations will not be considered for technicians who have been approved for promotion or who have been promoted or received an SSP or QSI within the last 12 months AMOUNT OF AWARD The award amount will be determined by the supervisor and will not exceed five percent of base salary. 9

14 1 March 2001 MONG TPR 451 CHAPTER 6 QUALITY STEP INCREASE (QSI) (NON-MERIT PAY TECHNICIANS ONLY) 6-1. PURPOSE Nominations for a Quality Step Increase (QSI) should be used for recognition of technicians whose service has significantly exceeded high quality job performance. A QSI is not to be repeated on a "purely automatic basis." Deserving recognition must be the deciding factor SUBMITTING QSI NOMINATIONS Nominations for a QSI will be submitted to NGMO-HRT-E on NGB Form 32 along with the technician's current performance appraisal, performance standards and SF 52 (Appendix C). The nominations must meet the following requirements: a. Technicians must have a rating of fully successful on their current performance appraisal. b. The period of service to be recognized must be 12 months in the same job. c. Performance must be expected to continue at the same level. d. Nominations must be received in NGMO-HRT-E within 90 days after the effective date on the technician's appraisal EXCLUSIONS Nominations will not be considered for technicians: a. Who have been approved for a promotion or who have been promoted or received an SSP within the last 12 months. b. Who have received a QSI within the last 36 months. c. When the QSI is based in whole or in part upon a specific act or any period of service that served as the basis for a previous cash award, excluding special act and on-the-spot awards. d. If the 12 month period of service to be recognized includes an excess of 30 days of extended absence. 10

15 MONG TPR March PROCEDURES/APPROVAL AUTHORITY a. NGMO-HRT-E will review the nominations to ensure eligibility requirements. If all eligibility requirements are met, NGMO-HRT-E will forward the nomination to the State Incentive Awards Committee. If eligibility requirements are not met, the award recommendation will be returned through supervisory channels to the nominating official with an explanation. b. The State Incentive Awards Committee will forward its recommendations to the Adjutant General who will review the nominations and grant final approval/disapproval. If disapproved, it will be returned through supervisory channels to the nominating official with an explanation. Disapproved nominations may require a six-month waiting period. c. If an award is returned because the appraisal period is outside the 90-day time frame, a new appraisal and NGB Form 32 must be submitted. New performance appraisals require a minimum of 120 days. The NGB Form 32, part 2, block (period) must reflect the original appraisal period plus the additional 120 days. d. The State Incentive Awards Committee will forward its recommendations to the Adjutant General who will review the nominations and grant final approval/disapproval. If disapproved, it will be returned through supervisory channels to the nominating official with an explanation. Disapproved nominations may require a six-month waiting period EFFECTIVE DATE The effective date of a QSI will be the next regular pay period following the date the award is approved. 11

16 1 March 2001 MONG TPR 451 CHAPTER 7 ON-THE-SPOT AWARDS PROGRAM PROCESSING PROCEDURES AND POLICIES (ALL TECHNICIANS) 7-1. PURPOSE The On-the-Spot award is designed to recognize, through an immediate cash award system, employees who perform quality service in an exceptional manner. This program is not intended to replace any part of the Incentive Awards Program and the receipt of an on-the-spot award does not preclude an employee from also being considered for any other award ELIGIBILITY a. Employees covered by 5 CFR, part 451 are eligible to receive on-the-spot awards. The award nomination should occur within two weeks after the occurrence of the achievement being recognized, whenever possible. b. The award is designed to recognize quickly one-time and short-term efforts by employees that result in service of an exceptionally high quality or quantity, either within or outside the employee's organization. Examples include situations where employees produce exceptionally high quality work under tight deadlines, perform added or emergency assignments in addition to their regular duties, demonstrate exceptional courtesy or responsiveness in dealing with clients or colleagues or exercise extraordinary initiative or creativity in addressing a critical need or difficult problem DEFINITIONS a. On-the-Spot Award. Monetary award granted an employee for an act or acts performed by an employee above and beyond the call of duty or an act or acts demonstrating special significance for providing high quality service. b. Award Coordinator. State Incentive Awards Program Coordinator PROCEDURES a. Pre-determination of Funds Availability. Supervisors should ensure there are funds available prior to nomination. D). (1) Air: Submit SF 52 through supervisory channels to the base commander (Appendix 12

17 MONG TPR March 2001 (2) Army: Submit SF 52 through supervisory channels to NGMO-HRT-E (Appendix D). b. Determine Eligibility. A supervisor may nominate any deserving employee who personally performs high quality service to colleagues or clients either within or outside the employee's organizational unit. Managers outside the employee's chain of command or organization may also nominate an employee for an award through the employee's supervisor. Employees should be nominated no more than two weeks after the occurrence of the achievement being recognized whenever possible. c. Nomination of an Award Recipient. The supervisor completes a SF 52, Request for Personnel Action and then forwards the form to the next level supervisor for approval. A statement supporting the award will be placed in Part D - Remarks by Requesting Office, of the SF 52. d. Approval of the Nomination of an Award Recipient. After the second line supervisor approves the award, the SF 52 will be forwarded to NGMO-HRT-E for processing of a SF 50, Personnel Action. e. Presentation of the Award. Presentation of on-the-spot awards may take place in any manner determined to be appropriate. 13

18 1 March 2001 MONG TPR 451 CHAPTER 8 TIME OFF AWARDS PROGRAM PROCESSING PROCEDURES AND POLICIES (ALL TECHNICIANS) Section 201 of the Federal Employees Pay Comparability Act of 1990 (FEPCA) authorizes federal agencies to grant time off as an incentive award. The Assistance Secretary of Defense issued implementing instructions effective 12 June ELIGIBILITY All technicians, including those covered by the Performance Management and Recognition System are eligible for the Award. Time off awards may be granted without loss of pay or charge to leave in recognition of superior accomplishment or other personal effort that contributes to the quality, efficiency or economy of government operations. Time off awards shall not be granted to create the effect of a holiday or treated as administrative excusals or leave. They shall not be granted in conjunction with a military "down" or "training" day or the like which would grant the entire civilian employee population, or a majority of the civilian population, a time off award to be used on a specified day. Examples of employee achievement that might be considered for time off awards include but are not limited to: a. Making a high quality contribution involving a difficult or important project or assignment. b. Displaying special initiative and skill in completing an assignment or project before the deadline. c. Using initiative and creativity in making improvements in a product, activity, program or service. d. Ensuring the mission of the unit is accomplished during a difficult period by successfully completing additional work or a project assignment while maintaining the employee's own workload DEFINITIONS a. Time Off Award. An excused absence granted to employees without charge to leave or loss of pay for recognition of a special act/service or other personal effort that contributes to the quality, efficiency or economy of government operations. The act/service may or may not be within the technician's normal job requirements. 14

19 MONG TPR March 2001 b. Award Amount. An employee may be granted an award of from one to 40 hours time off from duty for any single contribution, but no more than 80 hours during any one leave year. A time off award does not convert to cash under any circumstances. c. Scheduling. Time off must be scheduled and used within one year from date award is granted. When physical incapacitation for duty occurs during a period of time off, the employee may be granted sick leave for the period of incapacitation. d. Award Coordinator. State Incentive Awards Program Coordinator PROCEDURES a. First line supervisor will determine eligibility based on the above criteria. Consideration should be given to the benefits realized by the government from the employee's contribution. b. Nomination of Award Recipient. Supervisor will complete a SF 52, Request for Personnel Action (Appendix E), and forward the form to the next level supervisor for approval. A brief statement of justification will be placed on the SF 52 in Part D - Remarks by Requesting Office. For awards of eight hours or less, only approval of first level supervisor is required. First and second level supervisors must sign any awards of nine hours or more. c. Approval of the Nomination of an Award Recipient. After the second line supervisor approves the award, the SF 52 will be forwarded to NGMO-HRT-E for processing of a SF 50, Personnel Action. d. Presentation of the Award. Presentation of time off awards may take place in any manner determined to be appropriate. 15

20 1 March 2001 MONG TPR 451 CHAPTER 9 LENGTH OF SERVICE RECOGNITION AND CERTIFICATE OF RETIREMENT (ALL TECHNICIANS) 9-1. PURPOSE a. Length of service emblems and certificates (NGB Form 52) will be awarded to all National Guard technicians as recognition for long and faithful federal service with the National Guard and other government agencies. b. National Guard technicians retiring from Federal service will be presented with a certificate of retirement (NGB Form 999) signed by the Adjutant General or designated official ELIGIBILITY Technicians become eligible for recognition when they complete 10 years of creditable Federal service. Creditable service includes all service used in establishing the technician's service computation date. This award may be presented in five-year increments up to and including 50 years RESPONSIBILITIES The HRO is responsible for administering the service recognition program. The HRO determines technician eligibility, prepares certificates for the Adjutant General's signature and determines types of presentation ceremonies PRESENTATION a. Length of service award should be presented as soon as the technician attains eligibility. However, the presentation may be set within a reasonable period after the date of eligibility in order to arrange presentation ceremonies. Benefits to technician morale from such recognition depend to a great degree upon the pride and respect with which the awards are presented, received and worn. In order to foster these ideals, care should be taken to ensure that maximum publicity is given to presentation ceremonies. Commanders and/or supervisors should present the emblems and certificates. b. Certificate of retirement should be presented in an appropriate ceremony. 16

21 MONG TPR March 2001 CHAPTER 10 HONORARY AWARDS AND OTHER METHODS OF RECOGNITION (ALL TECHNICIANS) AWARD FOR MERITORIOUS SERVICE a. National Guard technicians who distinguish themselves by exceptional meritorious achievement or service may be recommended for the National Guard Bureau Award for Meritorious Civilian Service. b. Eligibility. Eligibility is determined by measuring contributions against the levels of service, defined in subparagraphs (1) - (3), or achievement, defined in subparagraph (4), below. Retirement, separation or long period of service will not be used as a basis for this award. (1) Accomplishing supervisory or non-supervisory duties in an outstanding manner, setting a record of achievement and inspiring others to improve quality and quantity of work. (2) Exercising unusual initiative in devising new and improved work methods and procedures that resulted in a substantial savings in manpower, time, space, materials or other items of expense or in improving safety or health of technicians. (3) Obtaining outstanding results in improving the morale of workers in an organizational unit with consequent improvement in work performance. (4) Exhibiting unusual bravery, courage or competence in an emergency while performing assigned duties, resulting in direct benefit to the government or its personnel. c. Period Covered. Except for nominations for achievement, the period of service covered must be a minimum of one year. d. Submission. Nominations must be submitted within six months of the service or achievement. Nominations must contain specific examples of the technician's accomplishments and the benefits derived in sufficient detail to be easily understood. Nominations and a proposed citation will be submitted to NGB-HR on NGB Form 32 in four copies OTHER AWARDS a. Presidential-level and DoD honorary awards must be submitted through NGB-HR. Presidential level awards consist of the President's Award for Distinguished Federal Civilian 17

22 1 March 2001 MONG TPR 451 Service, the Presidential Medal of Freedom, the Presidential Citizens Medal and the National Security Medal. DoD awards consist of the DoD Distinguished Civilian Service Award and the Secretary of Defense Meritorious Civilian Service Award. b. Eligibility and criteria are not available at this time and will be published at a later date OTHER METHODS OF RECOGNITION Letters of appreciation or commendation may be granted by supervisors for specific instances of above-standard performance or work achievements by an individual technician or a group of technicians that warrant special recognition but do not meet the criteria for a special type award (i.e., an adopted suggestion that did not meet the eligibility requirement for a cash award). 18

23 MONG TPR March 2001 CHAPTER 11 PAYMENT, PROGRAM PROMOTION, REPORTS AND RECORDS PAYMENT OF AWARDS a. All cash awards, whether to technicians or active military members of the National Guard, will be financed from federal funds locally available within the State. b. All monetary awards will be paid at the earliest practicable date after the adoption of a suggestion or the approval of any other cash award. The movement of personnel, after recommendation of an award that requires higher echelon approval, does not change the financial responsibility of the recommending organization for payment of the full award. The finance office at the losing installation will forward the check for the cash award to the technician's new installation for presentation. c. Cash awards are considered obligations that must be met, except where the granting of an award would cause an over obligation on the State. d. Cash awards are treated as additional income; therefore, taxes will be withheld in accordance with established regulations. e. Regardless of the reason for separation from employment, an unpaid cash award will be treated as an amount due and will be processed in accordance with established regulations PROMOTIONAL MATERIALS Maximum use will be made of all forms of promotional media and materials in order to create and maintain interest in the National Guard Incentive Awards Program. DISTRIBUTION A & D /S/ JOHN D. HAVENS Major General, MOARNG The Adjutant General 19

24 1 March 2001 MONG TPR 451 APPENDIX A. DETERMINING AWARD AMOUNTS Estimated First Year Benefits to Government Amount of Award Up to $10, percent of benefits $10,001 - $100, $1,000 for the first $10,000 plus 3 percent of benefits over $10,000 $100,001 or more... $3,700 for the first $100,000 plus.5 percent of benefits over $100,000 Quick Guide for Calculating Awards Based on Tangible Benefits Benefits Award Benefits Award Benefits Award Benefits Award Benefits Award Up to $10,000 11,000 12,000 13,000 14,000 15,000 16,000 17,000 18,000 19,000 20,000 21,000 22,000 23,000 24,000 25,000 26,000 27,000 28,000 29,000 30,000 31,000 32,000 33,000 34,000 35,000 36,000 37,000 38,000 39,000 40,000 41,000 42,000 43,000 44,000 45,000 46,000 47,000 10% 1,030 1,060 1,090 1,120 1,150 1,180 1,210 1,240 1,270 1,300 1,330 1,360 1,390 1,420 1,450 1,480 1,510 1,540 1,570 1,600 1,630 1,660 1,690 1,720 1,750 1,780 1,810 1,840 1,870 1,900 1,930 1,960 1,990 2,020 2,050 2,080 2,110 48,000 49,000 50,000 51,000 52,000 53,000 54,000 55,000 56,000 57,000 58,000 59,000 60,000 61,000 62,000 63,000 64,000 65,000 66,000 67,000 68,000 69,000 70,000 71,000 72,000 73,000 74,000 75,000 76,000 77,000 78,000 79,000 80,000 81,000 82,000 83,000 84,000 85,000 2,140 2,170 2,200 2,230 2,260 2,290 2,320 2,350 2,380 2,410 2,440 2,470 2,500 2,530 2,560 2,590 2,620 2,650 2,680 2,710 2,740 2,770 2,800 2,830 2,860 2,890 2,920 2,950 2,980 3,010 3,040 3,070 3,100 3,130 3,160 3,190 3,220 3,250 86,000 87,000 88,000 89,000 90,000 91,000 92,000 93,000 94,000 95,000 96,000 97, , , , , , , , , , , , , , , , , , , , , , , , , ,000 3,280 3,310 3,340 3,370 3,400 3,430 3,460 3,490 3,520 3,550 3,580 3,610 3,640 3,670 3,700 3,705 3,710 3,715 3,720 3,725 3,730 3,735 3,740 3,745 3,750 3,755 3,760 3, ,775 3,780 3,785 3,790 3,795 3,800 3,825 3,850 3, , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , ,000 1,000,000 1,050,000 1,100,000 1,150,000 3,900 3,925 3,950 3,975 4,000 4,025 4,050 4,075 4,100 4,125 4,150 4,175 4,200 4,325 4,450 4,575 4,700 4,825 4,950 5,075 5,200 5,325 5,450 5,575 5,700 5,950 6,200 6,450 6,700 6,950 7,200 7,450 7,700 7,950 8,200 8,450 8,700 8,950 1,200,000 1,250,000 1,300,000 1,350,000 1,400,000 1,500,000 1,600,000 1,700,000 1,800,000 1,900,000 2,000,000 2,100,000 2,200,000 2,300,000 2,400,000 2,500,000 2,600,000 2,700,000 2,800,000 2,900,000 3,000,000 3,100,000 3,200,000 3,300,000 3,400,000 3,500,000 3,600,000 3,700,000 3,800,000 3,900,000 4,000,000 4,100,000 4,200,000 4,300,000 4,360,000 9,200 9,450 9,700 9,950 *10,200 10,700 11,200 11,700 12,200 12,700 13,200 13,700 14,200 14,700 15,200 15,700 16,200 16,700 17,200 17,700 18,200 18,700 19,200 19,700 20,200 20,700 21,200 21,700 22,200 22,700 23,200 23,700 24,200 24,700 **25,000 * Awards over $10,000 require the approval of the Office of Personnel Management. ** Maximum award authorized by the Office of Personnel Management. A presidential award of up to $10,000 may be paid in addition to the $25,

25 MONG TPR March 2001 APPENDIX B. SCALE OF AWARDS BASED ON INTANGIBLE BENEFITS Value of Benefit MODERATE VALUE - Change or modification of an operating principle or procedure which has moderate value sufficient to meet the minimum standard for a cash award: an improvement of rather limited value of a product, activity, program or service to the public. SUBSTANTIAL VALUE - Substantial change or modification of an operating principle or procedure: an important improvement to the value of a product, activity, program or service to the public. HIGH VALUE - Complete revision of a basic principle or procedure: a highly significant improvement to the value of a product, major activity or program or service to the public. EXCEPTIONAL VALUE - Initiation of a new principle or major procedure: a superior improvement to the quality of a critical product, activity, program or service to the public. Extent of Application Limited Extended Broad General Affects functions, mission or personnel of several offices, facilities or installations. Affects functions, mission or personnel of one office, facility, installation or an organizational element of a headquarters Affects a small area of science or technology. Affects an important area of science or technology. Affects functions, mission or personnel of an entire regional area of command. May be applicable to all of an independent agency or a large bureau. Affects a broad area of science or technology. Affects functions, mission or personnel of several regional areas or commands or an entire department or large independent agency, or is in the public interest throughout the nation or beyond. $25 - $100 $100 - $250 $250 - $500 $500 - $1,000 $100 - $250 $250 - $500 $500 - $1,000 $1,000 - $2,500 $250 - $500 $500 - $1,000 $1, $2,500 $2,500 - $5,000 $500 - $1,000 $1,000 - $2,500 $2,500 - $5,000 $5,000 - $10,000 21

26 1 March 2001 MONG TPR 451 APPENDIX C SF 52 PAGE 1, REQUEST FOR SSP OR QSI 22

27 MONG TPR March 2001 APPENDIX C SF 52 PAGE 2, REQUEST FOR SSP OR QSI 23

28 1 March 2001 MONG TPR 451 APPENDIX C NGB 32, REQUEST FOR SSP OR QSI 24

29 MONG TPR March 2001 APPENDIX D SF 52 - PAGE 1, REQUEST FOR ON THE SPOT AWARD 25

30 1 March 2001 MONG TPR 451 APPENDIX D SF 52 - PAGE 2, REQUEST FOR ON THE SPOT AWARD 26

31 MONG TPR March 2001 APPENDIX E SF 52 - PAGE 1, REQUEST FOR TIME-OFF AWARD 27

32 1 March 2001 MONG TPR 451 APPENDIX E SF 52 - PAGE 2, REQUEST FOR TIME-OFF AWARD 28