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FOREST SERVICE HANDBOOK
Denver, CO
FSH 6109.13 - PERFORMANCE, TRAINING AND AWARDS HANDBOOK
R2 Supplement No. 6109.13-94-1
Effective July 15, 1994
POSTING NOTICE. Supplements to this title are numbered consecutively. Post by document name. Remove entire
document and replace with this supplement. Retain this transmittal as the first page of this document. The last
supplement to this Handbook was Supplement No. 1, 03/88 to Chapter 30.
Page Code
31.11--1
Superseded Sheets
1
Supplements Covered
R2 Supplement No. 1, 03/88
Document Name
6109.13_30
Superseded New
(Number of Pages)
8
Digest:
Updates to electronic format, revises categories for Regional Forester's annual achievement awards. 31.19, adds
coding and instructions for the time off award program.
R2 SUPPLEMENT 6109.13-94-1
EFFECTIVE 7/15/94
ELIZABETH ESTILL
Regional Forester
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FSH 6109.13 - PERFORMANCE, TRAINING AND AWARDS HANDBOOK
R2 SUPPLEMENT. 6109.13-94-1
EFFECTIVE 7/15/94
CHAPTER 30 - INCENTIVE AWARDS
31.11 - Special Acts or Service. Regional Forester's Annual Achievement Award. The Regional Forester shall
annually present Achievement Awards to Region 2 employees in categories listed below. These awards are based on
special individual contributions to job accomplishment and individual effectiveness. Each award includes a
Certificate of Merit signed by the Regional Forester and a cash award. There will normally be one such achievement
award given to an employee in each of the categories each year. In any one year one or more categories may be
omitted.
Award nominations are due annually in RO-HR February 1 for the prior year's achievements.
The purpose of these annual awards is to recognize the truly outstanding people who are helping reinvent the Forest
Service in the Rocky Mountain Region with bold actions.
Awards are presented to individuals who best exemplify characteristics in the following ten categories:
CATALYTIC Forest Service-steers rather than rows; builds and nurtures teams; encourages participation.
COMPETITIVE Forest Service-catalogue shops rather than business as usual; employs, or becomes, the most
efficient and effective provider.
PEOPLE OWNED Forest Service-empowers interest groups and individuals in planning, implementing, and
monitoring.
INNOVATIVE Forest Service-transforms rules to meet customer needs and stewardship objectives.
ENTERPRISING Forest Service-earns rather than spends; finds ways to allow people to contribute to the good
management of their resources and recreational opportunities directly and indirectly.
DECENTRALIZED Forest Service-from hierarchy to teamwork where people are in touch with the social, economic,
and ecological values of the area. Authority, responsibility, and accountability discharged where the "rubber meets
the road."
ANTICIPATORY Forest Service-market oriented and in touch with the public. Prevents rather than cures.
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HOLISTIC Forest Service-incorporates science, social values, and economics into an ecological approach to
management. Disciplines work together to accomplish desired futures.
MULTICULTURAL Forest Service-promotes and exemplifies respect for individuals and a diversified workforce.
SENSITIVE, UNDERSTANDING, AND CARING Forest Service-sensitive to the effects of decisions and actions on
individuals, as well as the natural resources.
Persons other than Forest Supervisors and Directors who wish to nominate someone may do so by submitting their
nomination through their Forest Supervisor or Director. Only nominations signed or co-signed by the Forest
Supervisor or Directors will receive consideration. Forest Supervisors or Directors will clear nominations of persons
not under their supervision with the respective Forest Supervisor or Director before formally making the
nomination. The only exception would be if an employee(s) is nominating a Forest Supervisor or Director. In this
case Employee(s) would contact another member of the Regional Leadership Team and submit their nomination
through him/her. Nominations should be prepared in narrative format showing nominee name, title, grade, series,
and work location. If nomination is made via DG, a separate hard copy should be mailed directly to Human
Resources. Also include information on all awards (including PMRS cash awards, if applicable), recognition, etc.,
received within last two calendar years.
Criteria Factors:
1. Accomplishments are clearly beyond normal job expectation. Include description of the manner and extent
to which normal job expectations are exceeded.
2. Describe the impact of the outstanding performance on the local unit or the impact of the performance
beyond the local area, if applicable. Provide quantitative data if possible.
Stimulating Participation
Publicity - The approving unit shall arrange for appropriate publicity through the Public Affairs Office "R2
Rendezvous" publication. If desired, articles, pictures, and so forth, may be published in local newspapers.
31.19 - Time Off Awards. Employees may be granted time off as an incentive award under 5 U.S.C. 4502(e) and 5
CFR 451, Subpart C. Time off awards are excused absences without charge to leave or loss of pay. These awards
are used to reward superior accomplishments or other personal efforts that contribute to the quality, efficiency, or
economy of Government operations (FPM Letter 451-10 and USDA Personnel Letter 451-12).
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31.19a - Eligibility. All Region 2 temporary, excepted, and permanent employees, except SES employees, are eligible
for time off awards. Senior Community Service Employment Program (SCSEP) enrollees are not eligible.
31.19b - Policy. In determining the amount of time off the supervisor may recommend, it is important to consider
the benefits realized by the organization from the employee's contribution.
a. Examples of employee achievement that might be considered for such an award include:
(1) making a high quality contribution involving a difficult or important project or assignment;
(2) displaying special initiative and skill in completing an assignment or project before the deadline;
(3) using initiative and creativity in making improvements to a project, activity, program, or service;
and/or
(4) ensuring that 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.
(b) 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 time off during the leave year, up to the average number of hours of work in the employee's bi-weekly scheduled tour
of duty.
c. The amount of time off that can be granted for a single contribution is one-half of the maximum that
may be granted during the leave year that is, 40 hours for a full-time employee.
d. Except as provided in paragraph e., time off award recommendations must be reviewed and approved
by someone at a higher level than the supervisor recommending the award.
e. To promote timely recognition of an employee's contribution, a supervisor may grant a time off
incentive award without further review for periods that do not exceed employee's normal workday
(maximum of 10 hours).
f. A time off award must be supported by a written justification if the contribution exceeds the moderate
benefits (1 workday).
g. The amount of time off should be comparable to the employee's contribution, effort, or tangible or
intangible results. to determine the number of hours of time off for a single contribution, use the
"Intangible Benefits Award Scale" in FSH 6109.13, chapter 30. See exhibit 01 with the appropriate hours
by category having been added to this scale.
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31.19c - Scheduling and Use. A time off award must be scheduled and used within 1 year after the effective date of
the award. The award is effective on the first pay period following approval. The supervisor must agree with the
specific date(s) when the employee would like to use the time off.
When physical incapacitation for duty occurs during a period of time off granted as an award, a supervisor may
grant sick leave for the period of incapacitation.
A time off award will not convert to a cash payment under any circumstances. Also, the award may not be
transferred with the employee to another agency or donated to a recipient on the Voluntary Leave Transfer
Program. Any unused time at the end of one year, or at time of termination, or retirement will be forfeited.
31.19d - Documentation. Form AD-287-2 (1/92), "Recommendation & Approval of Awards" will be used to
recommend and approve time off awards.
31.19e - Processing. The original of Form AD-287-2 will be attached to the Time and Attendance Worksheet for the
pay period the award is given. The unit timekeeper will enter the Time Off Awards Information on the screen
(Nature of action and legal authority 872/Time-Off Award and V3E/5 U.S.C. 4502(e) producing a Standard Form 50,
"Notification of Personnel Action."
The first copy of the AD-287-2 will be filed in the employee's Official Personnel Folder.
The Forest/RO Awards Coordinator will retain the second copy.
The third copy is for Unit Timekeeper.
The employee will receive the fourth copy of the form.
In the pay period the time off award is used, the unit timekeeper will record the amount of time off on the time and
attendance report, using Transaction Code 66. Timekeeper will record "Time Off Award Hours,
Date" in remarks block and forward copy of time and attendance report with AD-287-2 attached to Forest/RO
Awards Coordinator. It is the employee and supervisor's responsibility to ensure that the employee has not exceeded
the number of hours the employee was awarded.
The Regional Awards Coordinator must submit an annual Time Off Award Report which includes the number of
hours granted; number of hours used and forfeited; and grade level of the employee receiving each award. Exhibit
02, Time Off Awards Log, will be used by Unit Awards Coordinators to submit this information annually to the
Regional Awards Coordinator.
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31.19b - Exhibit 01
Scale 2 - intangible Benefits Award Scale
VALUE OF BENEFIT
EXTENT OF APPLICATION
LIMITED
EXTENDED
Affects functions, mission, Affects functions, mission,
or personnel of a single
or personnel of one
Ranger District, Job Corps National Forest or
Center or Research Work comparable Research or
Unit; or a Regional Office; State and private and
or Washington Office staff such units in the
unit.
Washington Office.
Affects a small area of
science or technology
NUMBER
OF HOURS
BROAD
Affects functions, mission,
or personnel of one or
more Regions, S&PF
Area, or more than one
Station.
GENERAL 1/
Affects functions, mission,
or personnel Forest
Service-wide or is in the
public Interest throughout
the Nation.
Affects an important area Affects a broad area of
of science or technology. science or technology.
Moderate Value
1 to 10
Change or modification of
an operating principle or
procedure with limited
impact or use.
$25 - $125
$125 - $325
$325 - $650
$650 - $1,300
$125 - $325
$325 - $650
$650 - $1,300
$1,300 - $3,150
Substantial Value
11 to 20 Substantial change or
modification of
procedures. An important
improvement to the value
of a product, activity,
program, or service to the
public.
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31.19b - Exhibit 01--Continued
Scale 2 - Intangible Benefits Award Scale
NUMBER
OF HOURS
High Value
21 to 30 Complete revision of a
basic principle or
procedure; a highly
significant improvement to
the value of a product or
service.
$325 - $650
$650 - $1,300
$1,300 - $3,150
$3,150 - $6,300 2/
$650 - $1,300
$1,300 - $3,150
$3,150 - $6,300
$6,200 - $10,000 3/
Exceptional Value
31 to 40 Initiation of a new principle
or major procedure; a
superior improvement to
the quality of a critical
product, activity, program,
or the public.
1/ Whenever general application is claimed, this must be approved by the Washington Office.
2/ Cash awards in excess of $5,000 must be approved by the Washington Office.
3/ An award of more than $10,000, up to $25,000, may be granted with the approval of the Office of personnel management. An
award above $25,000 may be granted with the approval of the President. Such swards should normally not exceed $50,000.
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31.19c - Exhibit 02
TIME OFF AWARDS LOG
EMPLOYEE NAME
GRADE
DATE
HOURS
AWARDED AWARDED
HOURS
USED
HOURS
FORFEITED
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