NASA Awards and Recognition Program

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NASA
Procedural
Requirements

NPR 3451.1B
Effective Date: June 04, 2009
Expiration Date: December 04,
2015

COMPLIANCE IS MANDATORY

NASA Awards and Recognition Program
Responsible Office: Office of Human Capital Management

Table of Contents
Preface
P.1 Purpose
P.2 Applicability
P.3 Authority
P.4 Applicable Documents
P.5 Measurement/Verification
P.6 Cancellation

Chapter 1. Responsibilities
1.1 Administrator
1.2 Deputy Administrator
1.3 Officials-in-Charge of Headquarters Offices
1.4 Assistant Administrator for Human Capital Management
1.5 NASA Center Directors
1.6 Supervisors and Managers
1.7 Executive Director, NASA Shared Services Center (NSSC)
1.8 Center Incentive Awards Program Officers
1.9 Chair, Incentive Awards Board
1.10 NASA Incentive Awards Board

Chapter 2. Awards Based on Performance
2.1 Background
2.2 Performance Award
2.3 Quality Step Increase
2.4 Special Act or Service Award
2.5 On-the-Spot Award
2.6 Time-Off Award
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Chapter 3. Employee Suggestion Program
Chapter 4. Non-monetary Awards
4.1 Definition
4.2 Eligibility
4.3 Restrictions
4.4 Career Service Recognition
4.5 Refreshments at Awards Ceremony

Chapter 5. NASA Honor Awards Program
5.1 Background
5.2 Eligibility
5.3 Description of NASA Honor Awards
5.4 Annual Call for Nominations
5.5 Expert Panels and Evaluation of Nominees
5.6 Out-of-Cycle Agency Honor Awards

Chapter 6. External Awards
Appendix A. Special NASA Awards Programs
Appendix B. Incentive Awards Board Membership

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NPR 3451.1B -- Preface

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Preface
P.1 Purpose
a. NASA is committed and strives to improve the effectiveness and efficiency of Government
operations by recognizing and rewarding its employees for results-based performance and others
who, through contracts and partnerships, support NASA's mission, while utilizing the full authorities
available under the Government Employee's Incentive Awards Act. This NASA Procedural
Requirements (NPR) establishes the responsibilities, procedures, and guidelines for the enactment
and administration of the Agency's awards program, based on individual and group performance
results, that directly support, enhance, and achieve the Agency's mission and strategic goals. It also
emphasizes focus on recognizing cross-functional activities and teamwork across the Agency. In
addition to recognizing its employees with the vast array of Agency and Center-level awards, NASA
nominates its employees for many external awards sponsored by other Government agencies and
private sector organizations.
b. This NPR provides the Agency's award program direction which should be followed in
conjunction with the referenced statutory and regulatory requirements under P.3 Authority. Center
Human Resources Offices should be consulted for further information and guidance.
c. Current Awards Vision states that all NASA Awards are given:
for the RIGHT CONTRIBUTION...advances the Agency's agenda to align values and
performance expectations, provides organizational learning, and strengthens the relationship
between employees and management.
to the RIGHT PERSON... when fully deserved, to those employees who meet clearly understood
criteria and with full explanation of the accomplishment being recognized.
at the RIGHT TIME/EVENT... in an appropriate manner, without undue delay, and of sufficient
value to be meaningful.

P.2 Applicability
a. This NPR is applicable to NASA Headquarters and NASA Centers, including Component
Facilities and Technical and Service Support Centers. Unless otherwise indicated, use of the word
Center(s) in the text of this NPR includes NASA Headquarters and the NASA Shared Services
Center. Any reference to Center Director(s) includes the Executive Director, Office of Headquarters
Operations and the Executive Director, NASA Shared Services Center. This language applies to the
Jet Propulsion Laboratory (JPL), a Federally Funded Research and Development Center (FFRDC),
and other contractors only to the extent specified or referenced in the appropriate contract.
b. The Office of the Inspector General has statutory independence and may create a separate award
and recognition system that more effectively meets its mission requirements.

P.3 Authority
a. 5 U.S.C. Chapter. 43, Performance Appraisal.

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b. 5 U.S.C. Chapter. 45, Incentive Awards.
c. 5 U.S.C. º 5336, Additional Step Increases.
d. 5 U.S.C. º 5384, Performance Awards in the Senior Executive Service.
e. 42 U.S.C. º 2457, The National Aeronautics and Space Act of 1958, as amended.
f. 42 U.S.C. º 2458, The National Aeronautics and Space Act of 1958, as amended.
g. 5 U.S.C. º 9813, The NASA Flexibility Act of 2004.
h. Executive Order No. 11438 (1968), Prescribing Procedures Governing Interdepartmental Cash
Awards to the Members of the Armed Forces.
i. 5 C.F.R. Part 430, Performance Management.
j. 5 C.F.R. Part 451, Awards.
k. 5 C.F.R. Part 531, Quality Step Increases.

P.4 Applicable Documents
a. 14 C.F.R. Part 1240.1, Awards for Scientific and Technical Contributions.
b. 65 Comp. Gen. 738 (1986), Refreshments at Awards Ceremony.
c. NPD 1000.0, NASA Governance and Strategic Management Handbook.
d. NPR 1441.1, NASA Records Retention Schedules.
e. NPD 3000.1, Management of Human Resources.
f. NPR 3430.1, NASA Employee Performance Communication System (EPCS).
g. NPD 3713.2, Federal Equal Opportunity Programs of NASA.
h. NPD 5101.1, Requirements for Legal Review of Procurement Matters.
i. IRS Publication 525 (2008), Taxable and Nontaxable Income.

P.5 Measurements/Verification
Centers shall periodically evaluate their awards process and assess trends to improve NASA's
awards program. The Office of Human Capital Management will cooperate with periodic data
gathering and other evaluation activities.

P.6 Cancellation
NPR 3451.1, dated May 7, 1999.
/S/
Thomas Luedtke
Associate Administrator for
Institutions and Management
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NPR 3451.1B -- Chapter1

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Chapter 1. Responsibilities
1.1 Administrator
1.1.1 The Administrator retains the authority to:
1.1.1.1 Appoint the Chair of the NASA Incentive Awards Board (IAB).
1.1.1.2 Approve Senior Executive Service (SES), Senior Scientific and Technical (ST), and Senior
Level (SL) employee performance bonuses.
1.1.1.3 Hold senior management officials accountable for ensuring that all covered employees
receive timely and complete performance plans and appraisals in accordance with NPR 3430.1.
1.1.1.4 Submit the following to the Office of Personnel Management (OPM) for approval by the
Director of OPM or by the President:
1.1.1.4.1 Individual employee award recommendations over $10,000.
1.1.1.4.2 Recommendations for Presidential Awards.
1.1.1.4.3 Individual employee award recommendations over $25,000 for approval by the President.
1.1.1.5 Submit NASA nominations for external awards when the Agency is asked to provide
Agency-approved nominations or when there is an Agency nomination allocation.

1.2 Deputy Administrator
1.2.1 The Deputy Administrator shall:
1.2.1.1 Provide leadership to the NASA awards program to gain maximum benefit for the
Government through high levels of performance and productivity from individuals and groups of
employees.
1.2.1.2 Approve performance awards that exceed ten percent but not more than twenty percent of a
General Schedule (GS) and Federal Wage System (FWS) employee's annual rate of basic pay
limited to $10,000.

1.3 Officials-in-Charge of Headquarters Offices
(OICs of Headquarters Offices are listed in NPD 1000.3, The NASA Organization.)

1.3.1 The OICs shall:
1.3.1.1 Establish and communicate the annual performance goals for/to their organization prior to
the beginning of the appraisal period.
1.3.1.2 Prior to the end of the appraisal period, communicate their organization's performance in
achieving the annual performance goals and provide guidance to subordinate managers and
supervisors on how the organization's performance is to be considered when assessing the
performance of individual employees.
1.3.1.3 Ensure fairness and consistency in the appraising and rewarding of employees.
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1.3.1.4 Ensure that all covered employees receive timely and complete performance plans and
appraisals.
1.3.1.5 Be responsible for the general policy, direction, operations, and evaluation of their special
awards programs (e.g., Financial Management Award).
1.3.1.6 Ensure that the NASA Automated Awards System (NAAS) is used to capture all awards.

1.4 Assistant Administrator for Human Capital Management
1.4.1 The Assistant Administrator for Human Capital Management is responsible for:
1.4.1.1 The general policy, direction, and evaluation of the NASA awards program and for
reviewing requests for new special NASA awards prior to submission to the IAB for review and to
the IAB Chair for approval.
1.4.1.2 Serving as the Vice Chair of the IAB.

1.5 NASA Center Directors
1.5.1 NASA Center Directors shall:
1.5.1.1 Establish and communicate the annual performance goals for/to their organization prior to
the beginning of the appraisal period.
1.5.1.2 Communicate their organization's performance in achieving the annual performance goals
prior to the end of the appraisal period and provide guidance to subordinate managers and
supervisors on how the organization's performance is to be considered when assessing the
performance of individual employees.
1.5.1.3 Ensure fairness and consistency in the appraising and rewarding of employees.
1.5.1.4 Direct, support, implement, and maintain awards programs in accordance with this NPR,
OPM regulations, and other NASA and Center procedures and guidelines.
1.5.1.5 Approve cash awards for a NASA employee's performance and superior accomplishments
not to exceed $10,000. (This does not apply to SES/ST/SL Rank Awards or SES bonuses.)
1.5.1.6 Ensure that the NAAS is used to capture the submission and approval of all awards.
1.5.1.7 Establish and ensure that the Center's recognition program is administered in accordance with
Agency established policies and regulations.
1.5.1.8 Establish Center-specific procedures for local implementation.

1.6 Supervisors and Managers
1.6.1 Supervisors' and managers' responsibilities to the awards program are shown by their timely
communication of planned goals and objectives to employees, observation of employees'
performance, continuous two-way communication about performance, creating an accountability
culture, and in ensuring fairness and consistency in the appraising and rewarding of their employees.
Supervisors and managers are responsible for actively participating in and supporting NASA awards
programs as follows:
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1.6.1.1 Shall encourage subordinate employees to improve productivity, efficiency, economy, and
effectiveness of Government operations.
1.6.1.2 Shall ensure that all individuals or groups of employees, regardless of grade or occupational
area, are promptly considered for recognition when criteria for awards programs are met.
1.6.1.3 Shall have a general knowledge and understanding of the various awards available to
employees in order to recognize and reward employees in a fair, equitable, and appropriate manner.
1.6.1.4 Shall give first-line supervisors authority to grant time-off awards (TOAs) without further
review or approval for periods not to exceed one workday.
1.6.1.5 Shall ensure that all award nominations, including performance-based cash awards and
TOAs, requiring supervisory/management approval, are linked to the employees contribution and
that the amount and time off accurately reflect the value of the contribution.
1.6.1.6 Shall establish and maintain a work environment that is conducive to the development and
free exchange of ideas. The supervisor is also responsible for reviewing employee ideas and
providing suggesters with input and assistance in refining ideas, if requested, or refer to the
appropriate evaluation authority for evaluation of suggestion.
1.6.1.7 Shall ensure that the NAAS is used to capture all awards.

1.7 Executive Director, NASA Shared Services Center
1.7.1 The Executive Director shall:
1.7.1.1 Administer the NAAS. This includes:
1.7.1.1.1 Working with the user community to:
a. Identify new (or revisions to) system requirements.
b. Establish priorities and release dates.
c. Communicate and provide guidance prior to any new release.
1.7.2 Administer the NASA Honor Awards process.
1.7.3 Maintain a supply of all Agency awards materials (medals, length-of-service pins, standardized
certificates, folders, frames, other memorabilia, and Center awards certificates) to be used for the
Agency and Center Honor Award programs.
1.7.4 Ensure the timely submission of Center certificates and award items.
1.7.5 Maintain and update the Agency Awards Calendar.
1.7.6 Notify the Centers in advance, on a semiannual basis, of the upcoming call for external award
nominations and provide the award criteria, nomination forms, and other pertinent information about
the external awards, and when nominations are due to the sponsoring organization or to the NSSC.
1.7.7 Annually, by June 1, request Centers to provide the number of their on-site and near-site
(within 20 miles) prime and support service contractor workforce employed as of May 30. This data
will be used in determining contractor Agency Honor Award allocations. (Includes contractors
located at Component Facilities and Technical and Service Support Centers.)

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1.8 Center Incentive Awards Program Officers
1.8.1 Center Incentive Awards Program Officers shall:
1.8.1.1 Ensure that Center out-of-cycle requests meet Agency policy.
1.8.1.2 Disposition and approve award nominations submitted into the NAAS.
1.8.1.3 Notify their Center's organizations of upcoming External Awards and apprise organizations
of any updates in a timely manner.
1.8.1.4 Process Center nominations for External Awards when the sponsor's instructions require
Agency-approved nominations or when there is an Agency nomination allocation.
1.8.1.5 Conduct and/or facilitate training for NAAS users at the Centers.
1.8.1.6 Manage NAAS for the Center.
1.8.1.7 Participate in, implement, and manage award policies, procedures, and practices at the
Center.
1.8.1.8 Provide guidance and strategic recommendations to managers on the appropriate use of
incentives and Honor Awards.
1.8.1.9 Coordinate Center-level awards ceremonies.

1.9 Chair, IAB
1.9.1 The Chair is responsible for the following:
1.9.1 1 Shall appoint members of the NASA IAB (Also see 5.5, Expert Panels and Evaluation of
Nominees, for selection of chairs of expert panels).
1.9.1.2 Shall appoint the Chair of the Outstanding Leadership Medal Panel.
1.9.1.3 Shall approve nominations for NASA Honor Awards.
1.9.1.4 Shall approve special NASA-wide awards and recognition programs
(Appendix A).

1.10 NASA IAB
1.10.1 The NASA IAB is responsible for the following:
1.10.1.1 Shall provide advice and recommendations to the Chair, IAB, on broad policy issues and
specific award cases for Agency-wide honorary recognition.
1.10.1.2 May appoint special technical advisors and/or panels comprised of NASA officials,
employees, or non-Government subject experts to advise in the review of nominations for awards.
1.10.1.3 Does not review actions coming under the purview of the Inventions and Contributions
Board (See 14 C.F.R. Part 1240.1, Awards for Scientific and Technical Contributions).
1.10.1.4 The IAB membership is shown in Appendix B.

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NPR 3451.1B -- Chapter2

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Chapter 2. Awards Based on Performance
2.1 Background
2.1.1 In addition to an annual performance award, an employee may be rewarded with a Special Act
or Service Award or a TOA in recognition of a specific achievement or contribution.
2.1.2 When an award is approved for an employee of another NASA Center, the nominating Center
shall make arrangements to transfer funds to the employee's home Center to cover the award
(including the employer's portion of the payroll taxes). If the administrative costs of transferring
funds would exceed the amount of the award, the employee's home Center shall absorb the award
cost and pay the award. Administrative costs must be clearly stated. This would also apply to
another Federal agency giving a NASA employee an award.
2.1.3 When processing monetary or TOAs in NAAS, at least two individuals (one being the Center
Awards Officer) must be included in the nomination/approval process to provide the necessary
checks and balances.

2.2 Performance Award
2.2.1 Definition
A performance award is a lump-sum cash and/or TOA based on a rating of record of Fully
Successful or higher. Refer to NPR 3430.1, Employees Performance Communication System,
Chapter 5, subparagraph 5.8, Award Eligibility, for further requirements regarding performance
awards.
2.2.2 Eligibility
2.2.2.1 An employee in a GS or FWS position with a rating of record of Fully Successful or higher
on the last day of the appraisal period is eligible for a performance award.
2.2.2.2 An employee who serves less than the full appraisal period under a performance plan (i.e., a
new employee or a current employee who was on extended sick leave or leave without pay) may
receive a reduced, prorated award.
2.2.2.3 Members of the SES are eligible for performance awards in accordance with
NPR 3435.1, NASA Performance Management Plan for the Senior Executive Service.
2.2.3 Requirements
2.2.3.1 The amount of the award must be linked to an employee's performance and be based upon
the summary performance rating level.
2.2.3.2 An employee may be rewarded with cash, time off, or a combination of cash and time off.
An employee with a higher performance summary rating level (e.g., Distinguished) must receive a
greater monetary performance award (including combined monetary and time off), based on a
percentage of salary, than an employee with a lower performance summary rating level (e.g.,
Accomplished).
2.2.3.3 The narrative summary that documents the overall performance of the employee shall serve
as justification for a performance award.
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2.2.3.4 When granting an award paid as a percentage of basic pay, the rate of basic pay used must
include any applicable locality payment.
2.2.4 Restrictions
2.2.4.1 Only one performance award may be granted based on any one rating of record.
2.2.4.2 A maximum of ten percent of basic pay may be awarded under usual circumstances. In the
case of unusual outstanding performance, awards over ten percent and up to 20 percent of basic pay
must be approved by the Administrator (e.g., for outstanding leadership in a significant,
high-visibility, project/program).
2.2.4.3 An award over $10,000, regardless of the percentage, must be submitted through the Office
of Human Capital Management to be forwarded to the Office of Personnel Management for
approval.
2.2.4.4 Awards in excess of $25,000, regardless of the percentage, require Presidential approval.
2.2.4.5 The Internal Revenue Service has ruled that a cash award is part of an employee's wages;
therefore, taxes will be withheld from the award payment.
2.2.4.6 Any performance award must be submitted and approved through the NAAS.

2.3 Quality Step Increase (QSI)
2.3.1 Definition
2.3.1.1 A QSI is a faster-than-normal within-grade increase (WGI) to an employee's rate of basic
pay given in recognition of and to reward an employee for sustained performance of high quality.
2.3.1.2 A QSI maybe granted to an employee who has received a rating of record of Distinguished.
2.3.1.3 A QSI produces higher, long-term costs to the Agency than other types of awards and shall
be considered the highest monetary performance award an employee can receive.
2.3.2 Eligibility
2.3.2.1 A QSI is not required, but may be granted to a GS employee who receives a performance
summary rating of Distinguished in accordance with 5 C.F.R. º 531.504.
2.3.2.2. Career SES members and FWS employees are not eligible to receive a QSI.
2.3.3 Requirements
2.3.3.1 A QSI must be effected within 120 calendar days following the end of the appraisal period.
No QSI may be effected more than 120 days after the end of the appraisal period on which the
Distinguished rating was based.
2.3.3.2 A QSI does not affect the timing of an employee's next regular WGI unless the QSI places
the employee in step 4 or step 7 of his or her grade. In these cases, the waiting period is extended an
additional 52 weeks.
2.3.3.3 A QSI may be granted as long as the employee has not received a QSI during the past 52
weeks.
2.3.3.4 A QSI may be granted as long as the employee has not reached the maximum step of his/her
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grade.
2.3.3.5 When a QSI is granted, no other award (monetary, i.e., lump-sum cash, and/or nonmonetary,
i.e., time-off) shall be given in conjunction with a QSI.
2.3.3.6 QSI awards must be submitted and approved through the NAAS.
2.3.3.7 Unlike other awards, QSI awards must be processed as a personnel action in order to affect
the award.

2.4 Special Act or Service Award
2.4.1 Definition
A Special Act or Service Award is a lump-sum cash award given in recognition of a specific
accomplishment and to reward an employee's performance that has exceeded expectations as a
one-time occurrence (e.g., significant contribution in support of a program and/or project).
2.4.2 Eligibility
2.4.2.1 All civil service employees, individually or as a group, are eligible to receive a Special Act
or Service Award.
2.4.2.2 Special Act or Service Awards are not based upon an employee's performance rating of
record or a particular appraisal period.
2.4.2.3 An individual or group, a former employee, an employee of another Government agency, or
the estate of a deceased employee is eligible for a Special Act or Service Award, provided the
achievement took place while the person was a Government employee.
2.4.2.4 A Special Act or Service Award may be granted to members of the Armed Forces, but only
in accordance with regulations prescribed by the Department of Defense.
2.4.3 Requirements
2.4.3.1 A Special Act or Service Award must be supported by written justification other than what
is documented in the employee's most recent rating of record.
2.4.3.2 Approval at a management level higher than the individual who recommended the award is
required.
2.4.3.3 Approval is required for an SES employee by the Center Director for an award not
exceeding $10,000.
2.4.3.4 Approval is required for a GS and FWS employee by the Center Director for an award of
$7,500-$10,000.
2.4.3.5 Special Act or Service Award nominations are to be submitted and approved through the
NAAS.

2.5 On-the-Spot Award (OTS)
2.5.1 Definition
A kind of special act or service award that may be monetary or non-monetary involving minimal
paperwork and approval time in order to provide immediate recognition for employees who perform
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short-term quality acts or service in an exceptional manner that otherwise might go unrecognized.
Examples include:
a. Performing high-quality work under tight deadlines.
b. Performing emergency tasks in addition to regular duties.
c. Exercising extraordinary initiative or creativity in addressing a critical need or difficult problem.
2.5.2 Eligibility
2.5.2.1 An employee in a GS or FWS position is eligible to receive an OTS Award.
2.5.2.2 A customer, peer, or supervisor may recommend an employee for an OTS Award, but it is
the responsibility of the supervisor or manager of the employee to approve the award (monetary or
non-monetary).
2.5.2.3 Career and non-career SES members are not eligible to receive an OTS Award.
2.5.3 Requirements
2.5.3.1 An OTS Award must be supported by a written justification other than the employee's most
recent rating of record.
2.5.3.2 OTS Award nominations shall be submitted and approved through the NAAS.

2.6 Time-Off Award (TOA)
2.6.1 Definition
A TOA is an award that takes the form of paid time off from work, without charge to leave, for
performance as reflected in the most recent rating of record or for a specific accomplishment and to
reward an employee’s performance that has exceeded expectations as a one-time occurrence.
2.6.2 Eligibility
Any Federal civilian employee may receive a TOA, either as an individual or member of a group.
Volunteers, contract employees, and members of the military services may not receive TOAs. See
2.6.4.6 for Presidential appointees and 2.6.5 for astronauts.
2.6.3 Requirements
2.6.3.1 A customer, peer, or supervisor may recommend an employee for a TOA, but only the
immediate supervisor or manager of the employee may grant the TOA.
2.6.3.2 Supervisors and managers may recommend an award across organizational boundaries when
an employee has made contributions outside his/her parent organization; however, only the
employee's immediate supervisor can actually grant the award, since this action impacts salary
dollars.
2.6.3.3 TOAs may be granted in amounts of eight to 80 hours for a single contribution and up to a
total of 80 hours of time off during a leave year for a full-time employee.
2.6.3.4 TOAs shall be used to recognize a variety of employee contributions. Primarily, it is
intended to recognize employee(s)' contribution(s) of a specific accomplishment or to reward an
employee's performance that has exceeded expectations as a one-time, non-recurring nature. It may
also be used to recognize a continuous improvement of a process, product, program, or service.
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Types of contributions an employee must make in order to be eligible for a TOA:
a. Making a high-quality contribution involving a difficult or important project or assignment.
b. Producing an exceptionally high-quality product under a tight deadline.
c. Displaying special initiative and skill in completing a quality assignment or project significantly
ahead of the deadline while maintaining quality and other task requirements.
d. Performing an added or emergency assignment in addition to regular duties.
e. Using initiative and creativity in making improvements in a product, activity, program, or service.
f. Providing outstanding customer service to clients or colleagues that is highly responsive,
courteous, respectful, and exceeds expectations.
g. Exercising initiative by taking action to plan, perform, and follow through with a task that benefits
his/her office without prompting or direction from others.
h. Independently taking action to promote a safe working environment.
i. Sustaining a high level of performance for an extended period as reflected, for example, in a rating
of record.
2.6.3.5 A TOA should be presented as soon as possible after the completion of the act or service for
which the nomination is made.
2.6.3.6 TOA award nominations shall be submitted and approved through the NAAS.
2.6.4 Restrictions
2.6.4.1 If illness occurs during time-off leave, sick leave may be granted for the period of
incapacitation.
2.6.4.2 The following are examples in which a TOA may not be an appropriate incentive: (Please
consult with your Human Resources Office for guidance.)
a. The employee has been awarded a total of 80 hours of time off within the current leave year.
b. The employee has use-or-lose and/or restored leave, annually.
c. The employee will not be able to use the TOA due to project commitments.
d. There are problems with the employee's attendance and leave, i.e., leave abuse, failure to follow
leave procedures, or unexcused or unauthorized absence.
e. TOAs are not to be a substitute form of compensation for overtime work that should be directly
compensated through paid overtime or compensatory time off.
2.6.4.3 Under no circumstances will a TOA be converted into a cash payment upon separation from
Federal service.
2.6.4.4 A TOA will be available for use after the number of hours awarded appear on the Leave and
Earnings Statement.
2.6.4.5 Presidential appointees with Senate confirmation, non-career appointees in SES positions,
and Schedule C appointees may not receive a TOA during Presidential election periods, which is
any period beginning June 1 in a calendar year in which the popular election of a President occurs
and ending on January 20 following the date of such election. At all other times, these individuals
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are not prohibited from receiving TOAs.
2.6.4.6 A TOA should be taken within a reasonable time period, usually 12 months of the date of the
award. The employee should be encouraged and permitted to use the incentive in a timely manner.
2.6.4.7 TOAs are not transferable from one Federal Agency to another, but they shall be transferable
from one NASA Center to another. To avoid the loss of a TOA, the employee should be encouraged
and allowed to use the incentive before transferring to another Federal agency.
2.6.4.8 Since a TOA is not annual leave, TOA balances cannot be transferred to approved leave
recipients under the Voluntary Leave Transfer Program.
2.6.4.9 While there is no specific restriction on the maximum value of combined time off and
monetary awards for Special Act or Service Awards, Centers shall remain sensitive to the
perceptions that could arise from combining large TOAs with substantial cash awards, particularly in
the case of statutory limits, such as the $10,000 limitation placed on individual awards. The
combined cash value should be an amount appropriate for the accomplishment.
2.6.4.10 Centers shall establish the level of management approval for granting more than four
workdays off.
2.6.4.11 All TOA nominations are to be submitted and approved through the NAAS.
2.6.5 The following pertains to TOAs for civilian astronauts:
2.6.5.1 The Director of Flight Crew Operations at the Johnson Space Center is delegated the
authority to approve TOAs for civilian astronauts returning from spaceflight missions.
2.6.5.2 Up to eight hours time off may be granted for each weekend day and Federal holiday that the
crewmember was in space, up to a maximum of 160 hours.
2.6.5.3 No more than one TOA may be granted within a 12-month period.
2.6.5.4 TOAs may not be converted to cash and must be taken within 12 months of the date of the
award.
2.6.5.5 TOAs must be properly documented in advance.
2.6.5.6 All TOA nominations for civilian astronauts are to be submitted and approved through the
NAAS.

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NPR 3451.1B -- Chapter3

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Chapter 3. Employee Suggestion Program
3.1 Employees are eligible for awards and recognition in response to adopted suggestions made in
accordance with the Government Employee's Incentive Awards Act, Title III of Public Law 763,
enacted September 1, 1954.
3.2 The law established a Government-wide program encouraging all employees to improve the
efficiency and economy of Government operations.
3.3 A suggestion is a constructive proposal that results in a saving or an improvement to the Federal
Government and/or NASA. It poses a solution to a problem, a solution to a potential problem, or an
opportunity to effect change.
3.4 Any Government employee or group of employees and contractors may submit a suggestion.
3.5 A former Government employee or the estate of a deceased employee may submit a suggestion,
provided the suggestion was based on knowledge gained while the individual was a Government
employee.
3.6 Contractor employees are ineligible for cash awards under the NASA Employee Suggestion
Program; however, if a team contains a contractor employee, that team member shall receive a
certificate and no cash award.
3.7 A cash award may be awarded to members of the Armed Forces but only in accordance with
regulations prescribed by the Department of Defense.
3.8 A suggestion, whether adopted as submitted, or in part, that directly contributes to the economy
or efficiency or directly increases effectiveness of Government operations, qualifies for a
non-monetary recognition, time-off, or monetary recognition, depending on the potential savings or
profitability of the idea.
3.9 The suggestion can be outside the suggester's job responsibilities or, if within their job
responsibilities, so superior that it warrants special recognition.
3.10 The suggestion must be submitted in writing either before adoption or within a specified time
thereafter to the Center's Suggestion Program.
3.11 The amount of the award must be in proportion to the benefits realized by the Government.
3.12 If a cash award is deemed appropriate, the amount can range from $25 to $25,000.
3.12.1 Award should not exceed recipient's annual salary.
Benefit

Award

Up to $10,000

10 percent of the benefits

$10,001 - $100,000

$1,000 for the first $10,000
in benefits, plus three
percent of benefits over
$10,000

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NPR 3451.1B -- Chapter3

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$3,700 for the first $100,000
in benefits plus .005 of
benefits over $100,000.

3.13 A suggester is an employee who submits an idea for improvement, either individually or as a
member of a group. All NASA employees are potential suggesters under this program.
3.14 Suggestion Program Coordinators are responsible for the administration and promotion of the
NASA Suggestion Program within their Centers. Coordinators receive and process suggestions,
monitor the evaluation process, facilitate award recommendations, promote the program, and
educate employees on the Suggestion Program.
3.15 Suggestion Evaluators are responsible for reviewing and analyzing employees' ideas,
determining the feasibility of adoption, and in some instances, making final decisions on adoption.
3.16 Evaluation procedures may include any or all of the following positions:
a. Individual Evaluator--an individual assigned to review suggestions and determine the feasibility
of implementation. This person is usually a supervisor or manager in the area(s) impacted by the
suggestion or is responsible for implementation.
b. Evaluation Team--a group of persons assigned by the Center to review suggestions, determine the
feasibility of implementation, and/or make final decisions on adoption.
c. Subject-Matter Expert--a person with a specific expertise related to the suggestion being
evaluated. This person could be called upon by the evaluator or evaluation team to provide technical
input and otherwise assist with the evaluation of the suggestion.
3.17 Comments made by the evaluator shall be thorough, understandable, and non-offensive because
they form the basis for the reply to the suggester and are provided as an attachment to that reply.
3.18 Suggestions can result in tangible dollar savings, a higher-quality product, or make it easier to
get work done. Implemented suggestions also result in process improvement that saves the
Government time and/or money and may include:
a. Reduction in the cost of operations or service.
b. Elimination of unnecessary operation or service.
c. Improvement in the quality of operations or service.
d. Development of new tools, equipment, processes, or procedures to accomplish the preceding
purposes.
e. Improved employee morale.
3.19 The suggestion need not be new or original and shall result from the suggester's previous work,
experience, research, or education.
3.20 The suggestion shall clearly define what is proposed, explain why the suggester feels the idea
would improve effectiveness or efficiency of Government operations, outline how the suggester
proposes that the idea be implemented, and include estimated savings (including the formula used to
estimate the savings) to be realized.
3.21 Suggestions approved for adoption within the originating Center and determined to merit
consideration at other NASA Centers, as well as other agencies or departments of the Federal
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Government, are the responsibility of the originating Center.
3.21.1 The originating Center is responsible for identifying other organizations that may benefit
from the suggestion and should coordinate directly with the appropriate NASA organizations or
Centers or other Federal Government agencies to coordinate the efforts for implementation.
3.22 Suggestions approved for adoption with tangible benefits exceeding the amount authorized for
payment within a Center should be forwarded to the NASA Headquarters Workforce Management
and Development Division for appropriate coordination and approval.

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NPR 3451.1B -- Chapter4

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Chapter 4. Non-monetary Awards
4.1 Definition
Non-monetary recognition can take on many forms including a letter of appreciation, letter of
commendation, honorary medals and certificates, career service recognition awards, and TOAs.

4.2 Eligibility
4.2.1 Supervisors may grant these awards to employees for specific instances of contributions or
achievements that warrant special recognition.
4.2.2 Contractors, academia, industry partners, and other stakeholders may be eligible for certain
NASA Honor Awards and Center awards programs. Consideration must be given to avoid
preempting the authority of Federal contracting officers and contractor management.
4.2.3 In general, appropriated funds may not be spent on awards for contractors or contractor
employees. Exceptions to this general rule must be coordinated through the Office of Chief Counsel
at the Centers or the Office of General Counsel at NASA Headquarters.

4.3 Restrictions
Non-monetary awards are permitted during a Presidential election period (any period beginning June
1 in a calendar year in which the popular election of a President occurs and ending on January 20
following the date of such election) provided that the form of the non-monetary award avoids the
appearance of replacing a bonus. As non-monetary awards may take on a wide variety of forms
with a wide variance, both in terms of direct costs and the appearance of such value, recognition by
non-monetary awards should create the inherent impression of symbolic value (an honor being
bestowed) rather than monetary worth (cash value).

4.4 Career Service Recognition
4.4.1 A career service recognition award and certificate are presented to all civil service employees
as an emblem upon completion of each five years of service.
4.4.2 Certificates of service, appropriate emblems, and appropriate length of service mementoes for
35 years and above, are presented for each five-year interval thereafter.
4.4.3 Employees with 40 years or more of Federal service are eligible to receive certificates from
the Administrator.
4.4.4 Employees with 60 years or more of Federal service are eligible to receive a letter from the
President. This must be requested through the Center Incentive Awards Program Officer.
4.4.5 Eligibility for these awards is based on the total years of Federal service (including all
honorable military service) to calculate the total service.

4.5 Awards Ceremony
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The Government Employees Incentive Awards Act specifically authorizes agencies to “incur
necessary expense(s) for the honorary recognition” of employees who meet the statutory criteria of
Title 5 U.S.C. § 4503, Agency Awards. An agency head may expend funds for food at an awards
ceremony if it is determined that light refreshments will “materially enhance” the effectiveness of the
ceremony.

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NPR 3451.1B -- Chapter5

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Chapter 5. NASA Honor Awards Program
5.1 Background
Agency Honor Awards are NASA's most prestigious honor awards. They are approved by the Chair
of the IAB and presented to a number of carefully selected individuals and groups of individuals,
both Government and non-Government, who have distinguished themselves by making outstanding
contributions to the Agency's mission. Recognition should be extended to deserving candidates from
NASA's total workforce. Incumbents of all occupational groups and all grade levels are eligible in
accordance with the individual award criteria.

5.2 Eligibility
5.2.1 Jet Propulsion Laboratory employees are eligible for Government employee awards under the
NASA Honor Awards Program.
5.2.2 Individuals working for NASA under the Intergovernmental Personnel Act (IPA) are treated as
employees and are eligible for Agency Honor Awards.
5.2.3 NASA employees and employees of other Federal agencies may be nominated for the
following awards:
a. Distinguished Service Medal.
b. Outstanding Leadership Medal.
c. Exceptional Achievement Medal.
d. Exceptional Service Medal.
e. Exceptional Scientific Achievement Medal.
f. Exceptional Engineering Achievement Medal.
g. Equal Employment Opportunity Medal.
h. Exceptional Bravery Medal.
i. Exceptional Technology Achievement Medal.
j. Exceptional Administrative Achievement Medal.
k. Space Flight Medal.
l. Group Achievement Award.
m. Certificate of Appreciation.
5.2.4 Non-Government personnel may be nominated for the following awards:
a. Distinguished Public Service Medal.
b. Exceptional Scientific Achievement Medal.
c. Exceptional Technology Achievement Medal.
d. Exceptional Engineering Achievement Medal.
e. Exceptional Public Service Medal.
f. Equal Employment Opportunity Medal.
g. Exceptional Bravery Medal.
h. Public Service Group Achievement Award.
i. Group Achievement Award.
j. Certificate of Appreciation.

5.3 Description of NASA Honor Awards
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5.3 Description of NASA Honor Awards
5.3.1 Distinguished Service Medal (DSM)--Is awarded to any individual in the Federal service who,
by distinguished service, ability, or courage has personally made a contribution representing
substantial progress to the NASA mission in the interest of the United States. The contribution must
have been so extraordinary that other forms of recognition by NASA would be inadequate. This is
the highest honor that NASA confers.
5.3.2 Distinguished Public Service Medal (DPSM)--Is awarded to any individual who is not an
employee of the Federal Government or was not a Government employee during the period in which
the service was performed. The award is granted only to individuals whose distinguished
accomplishments contributed substantially to the NASA mission. The contribution must have been
so extraordinary that other forms of recognition by NASA would be inadequate. This is the highest
honor that NASA confers on a non-Government individual.
5.3.3 Outstanding Leadership Medal (OLM)--Is awarded for notably outstanding leadership that
affects technical or administrative programs of NASA at an organizational, directorate, Agency,
Government, or industry level. It is awarded for the sustained contributions of a leader's
effectiveness in advancing the Agency's quality result and building the organization's capacity for
future performance while exemplifying NASA values in the work environment. The criteria are as
follows:
a. Demonstrated excellence in leadership performance.
b. Consistent and exemplary behavior that models NASA's core values and promotes these values
within the Agency.
c. Complexity of effort in terms of projects, organizations, or a wide range of personnel.
d. Innovative approaches used in the conception, design, or execution of projects, programs,
initiatives, and activities.
e. Impact and importance of work achievements to NASA's missions and the image that is created
by the individual's contributions and efforts.
5.3.4 Exceptional Achievement Medal (EAM)--Is awarded to any individual in the Federal service
for a significant, specific accomplishment or substantial improvement in operations, efficiency,
service, financial savings, science, or technology which contributes to NASA's mission. The criteria
are as follows:
a. Work-related achievements yielding high-quality results and/or substantial improvement that
support NASA's mission or organizational accomplishment.
b. Innovative approaches used in the conception, design, or execution of the individual's work.
c. Impact and importance of the individual's achievement to the NASA Mission Directorate's,
Center's, or organizational component's goals and image.
5.3.5 Exceptional Service Medal (ESM)--Is awarded for significant, sustained performance
characterized by unusual initiative or creative ability that clearly demonstrates substantial
improvements or contributions in engineering, aeronautics, spaceflight, administration, support, or
space-related endeavors that contribute to NASA's mission. The criteria are as follows:
a. Excellence and recognition of achievement that has set a benchmark for which others may strive.
b. An innovative approach used in the conception, design, or execution of the Agency's projects,
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b. An innovative approach used in the conception, design, or execution of the Agency's projects,
programs, initiatives, and activities.
c. Impact and importance of the individual's service to NASA's mission and image.
5.3.6 Exceptional Scientific Achievement Medal (ESAM)--Is awarded to both Government and
non-Government individuals for an unusually significant scientific contribution toward achieving
NASA's mission. This award may be given for individual efforts that have resulted in a contribution
of fundamental importance in this field or have significantly enhanced the understanding of this
field. The criteria are as follows:
a. Accomplishments are far above others in quality or excellence--a rare, outstanding, clearly
superior achievement.
b. This is a prestigious scientific award for specific, concrete scientific achievement(s). (More credit
will be given for recent contribution(s), except in unusual circumstances where a contribution was
overlooked at the time it occurred.)
5.3.7 Exceptional Engineering Achievement Medal (EEAM)--Is awarded to both Government and
non-Government individuals for unusually significant engineering contributions toward achieving
NASA's mission. This award may be given for individual efforts or application of engineering
principles/methods that have resulted in contributions of fundamental importance in this field or
have significantly enhanced the understanding of this field. The criteria are as follows:
a. Accomplishments are far above others in quality, scope, and impact.
b. Accomplishments are explicit, demonstrate results, and are perceived as outstanding or significant
by peers and impacted targeted groups. (More credit will be given for recent contribution(s) except
in unusual circumstances wherein a contribution was overlooked at the time it occurred.)
5.3.8 Equal Employment Opportunity Medal (EEOM)--Is awarded to both Government and
non-Government individuals for outstanding achievement and material contribution to the goals of
NASA's Equal Employment Opportunity Programs either within the Government or within
community organizations or groups. The criteria are as follows:
a. Accomplishments are clearly superior in quality, scope, and impact.
b. Accomplishments are explicit, demonstrate results, and are perceived as outstanding or significant
by peers and impacted target groups. (More credit will be given for recent contribution(s) except in
unusual circumstances wherein a contribution was overlooked at the time it occurred.)
5.3.9 Exceptional Technology Achievement Medal (ETAM)--Is awarded to both Government and
non-Government individuals for technology contributions achieved in one of the following areas:
a. Early technology development significantly contributing to NASA's mission.
b. Exemplary collaborative effort in achieving significant technology transfer.
c. Exceptional utilization of a NASA-developed technology resulting in a significant commercial
application.
5.3.10 Exceptional Administrative Achievement Medal (EAAM)--Is awarded to any individual in
the Federal service (NASA Classification 500 Group clerical/assistant and related support positions
only) for a significant, specific accomplishment or contribution characterized by unusual initiative
or creativity that clearly demonstrates a substantial improvement in administrative support
contributing to NASA's mission. The criteria are as follows:
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a. Exceptional initiative in carrying out office/program support activities that resulted in improved
processes and operations.
b. Development and improvement of administrative support methods and processes that resulted in
substantial benefit to the office or program.
c. Notable competence and resourcefulness in accomplishing and improving office/program
processes and operations.
5.3.11 Exceptional Bravery Medal (EBM--Is awarded to both Government and non-Government
individuals for exemplary and courageous handling of an emergency by an individual who,
independent of personal danger, has acted to prevent the loss of human life and/or Government
property.
5.3.12 Exceptional Public Service Medal (EPSM)--Is awarded to any individual who was not a
Government employee during the period in which the service was performed. The award is given for
exceptional contributions to NASA's mission.
5.3.13 Space Flight Medal (SFM)--Is awarded to Space Transportation System (STS) flight
crewmembers (civil and military astronauts, mission specialists, payload specialists, and civilians) to
recognize individual participation in an STS flight mission. The medal is granted for participation in
initial flight. The NASA Space Flight Cluster is awarded for subsequent flight(s).
5.3.14 Group Achievement Award (GAA)--Is awarded to either a group of Government employees
or a group comprised of both Government and non-Government personnel for an outstanding
accomplishment through the coordination of many individual efforts which have contributed
substantially to NASA's mission, with explicit consideration given to: (1) the quality of results and
the level of impact on NASA's programs or operations; (2) effective management of cost and
schedule; (3) customer satisfaction; (4) team growth and capacity for future contribution; and (5)
additional credit for development of innovative approaches, use of and contributions to
lessons-learned data banks, and/or success in responding to unforeseen crises.
5.3.15 Public Service Group Achievement Award (PSGAA)--Is awarded to a group of
non-Government personnel for an outstanding accomplishment while participating in a significant
program or project that has contributed substantially to NASA's mission, with explicit consideration
given to: (1) the quality of results and the level of impact on NASA's programs or operations; (2)
effective management of cost and schedule; (3) customer satisfaction; and (4) additional credit for
development of innovative approaches and/or success in responding to unforeseen crises.
5.3.16 Certificate of Appreciation (COA)--Is awarded to both Government and non-government
individuals in recognition of outstanding accomplishment which has contributed substantially to
NASA's mission.

5.4 Annual Call for Nominations
5.4.1 An annual call for nominations will be released to all Center Directors and Officials-in-Charge
of Headquarters Offices in July.
5.4.2 Nominations will be submitted to the NSSC through the NAAS during the period beginning
October 1 through November 1 each year. All nominations must be received by the NSSC no later
than November 1.
5.4.3 Numerical Allocations
a. For determining allocations, Center Incentive Awards Officers will inform the NSSC by June 1 of
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a. For determining allocations, Center Incentive Awards Officers will inform the NSSC by June 1 of
the number of on-site and near-site contractor workforce as of May 30. For Centers where the
contractor workforce baseline is less than 2,000, a maximum of two noncivil service medals are
allocated.
b. The civil service workforce is the number of on-duty employees (includes part-time and full-time
permanent, terms, and interns; excludes employees on LWOP, student and temporary appointments).
c. The contractor workforce is comprised of each Center's on-site and near-site prime and support
service contractor workforce (within 20 miles). Contractor workforce located outside the 20-mile
radius also includes the Wallops Flight Facility, the NASA Independent Verification & Validation
Facility, and the Goddard Institute for Space Studies.
d. A Center's numerical allocation will be downwardly adjusted to reflect any out-of-cycle medals
awarded during the period October 1 through September 30 (see out-of-cycle Honor Awards process
at 5.6).
e. Using the workforce strength and contractor workforce data as of May 30, the NSSC will
determine and inform the Centers of their numerical allocations for DSMs, DPSMs, ESMs, EAMs,
and EPSMs by July 1.
5.4.4 Numerical guidelines will be determined as follows:
a. For civil service nominations: 1.5 percent of the permanent and term civil service population.
b. For contractor nominations: 0.1 percent of the full-time, on-site and near-site, prime and support
service contractor workforce.
c. All fractions are rounded to the nearest whole number.
d. Centers have the discretion to use civil service allocations for non-civil service nominations and
vice versa.
e. Centers will not submit nominations in excess of their numerical allocations for covered medals.

5.5 Expert Panels and Evaluation of Nominees
5.5.1 Expert Panels and the evaluation of nominations for OLMs, ESAMs, EEAMs, ETAMs,
EAAMs, and EEOMs apply to the Agency-level evaluation process. These nominations will be
reviewed by a panel of experts in their category to determine which of the nominees'
accomplishments are sufficiently significant to warrant receipt of the respective medal.
5.5.2 The NSSC will coordinate the selection of the Chairs of the Expert Panels and receive their
proposed nominations through the NAAS.
5.5.2.1 The Chair of the IAB names the Chair of the OLM Panel.
5.5.2.2 The Associate Administrator for the Science Mission Directorate names the Chairs of the
ESAM and ETAM Panels.
5.5.2.3 The Chief Engineer names the Chair of the EEAM Panel.
5.5.2.4 The Executive Director for the Office of Headquarters Operations names the Chair of the
EAAM Panel.
5.5.2.5 The Assistant Administrator for Diversity and Equal Opportunity names the Chair of the
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EEOM Panel.
5.5.3 Panel Membership
5.5.3.1 The Chairs of the Expert Panels will select their Panel's members from NASA and/or other
Government employees. With the exception of the OLM Panel, the size of the panel is at the
discretion of the Chair.
5.5.4 OLM Panel
5.5.4.1 The OLM Panel will include those Center Directors and Associate Administrators of Mission
Directorates who are not members of the IAB.
5.5.4.2 The Chair of the OLM Panel is named by the Chair of the IAB.
Center OLM Panel Representation - Center Director
(or designee)
2009

2010

2011

2012

GRC

MSFC

HQ

ARC

JSC

JPL*

GSFC

KSC

MSFC

HQ

ARC

SSC

JPL*

GSFC

KSC

LaRC

HQ

ARC

SSC

DFRC

Mission Directorate OLM Panel Representation - Associate Administrator
(or designee)
SOMD

SOMD

SMD

ESMD

ESMD

ARMD

SMD
ARMD

5.5.5 Evaluation of Nominees
5.5.5.1 The criteria used to evaluate nominees is also used to describe the medals listed in paragraph
5.3. The Chairs of the Panels will direct their panel members on how to apply the medal criteria.
5.5.5.2 The Chair of the Panels will record the reasons why any nominee is not recommended for
receipt of the medal. These reasons will be recorded in NAAS and shared with the nominating
Center.
5.5.5.3 There is no reclama process for nominees rejected by an expert panel.
5.5.5.4 Centers may, at their discretion, nominate a nominee rejected by a panel for a medal covered
by an allocation, provided their allocation ceiling is not exceeded or, if exceeded, they withdraw
another nomination in order to stay within their allocation.
5.5.5.5 The NSSC will set the deadline for any adjustments to nominations covered by allocations.
5.5.5.6 Chairs of Expert Panels will not recommend nominees for other medals.

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5.6 Out-Of-Cycle Agency Honor Awards
5.6.1 Requests for NASA Honor Awards outside the annual call for nominations will be rare and
based on extraordinary circumstances that warrant an out-of-cycle review.
5.6.2 All requests must include a detailed explanation and justification of the reasons why the honor
award must be presented outside the annual cycle. A situation created by an individual retiring,
resigning, or otherwise not being available for the ceremony is not, under most circumstances,
adequate justification for an out-of-cycle review.
5.6.3 All requests must be signed by the Center Director or Official-in-Charge of a Headquarters
Office and be approved by the Chair of the IAB.
5.6.4 All Distinguished Service Medals, Distinguished Public Service Medals, Exceptional Service
Medals, Exceptional Achievement Medals, and Exceptional Public Service Medals awarded
out-of-cycle during the fiscal year will be deducted from the Center's or Headquarters' numerical
allocation for that award year (see paragraph 5.4.3.d). Center and Headquarters Incentive Awards
Officers will monitor and account for all approved out-of-cycle awards and reduce their annual
Honor Awards submission by that number.
5.6.5 Requests for Outstanding Leadership Medals, Exceptional Scientific Achievement Medals,
Exceptional Engineering Achievement Medals, Exceptional Technology Achievement Medals,
Equal Employment Opportunity Medals, and Exceptional Administrative Achievement Medals will
not be reviewed by an expert panel as they are during the annual Honor Awards process. Therefore,
a request for one of these medals must be based on such clearly exceptional accomplishments
related to the award criteria that a panel review is unnecessary.
5.6.6 Center Incentive Awards Program Officers will personally review all requests for out-of-cycle
awards from their Center or Headquarters and certify that all of the requirements in this guidance
have been met. This review and certification may not be redelegated.
5.6.7 The OHCM will review all requests for out-of-cycle awards for compliance with this guidance
and then forward, with a recommendation, to the Chair of the IAB for decision and approval.
5.6.8 If approved, the Center Incentive Awards Program Officer will submit, when appropriate, and
approve the nomination in the NAAS.
5.6.9 After successful completion of a Shuttle or Expedition flights mission, a written request from
the Director of Human Resources of the Johnson Space Center may request out-of-cycle awards to
the OHCM for the Shuttle and International Space Station crewmembers and Lead Flight Directors.
A Decision Memorandum dated November 22, 2006, signed by the Deputy Administrator,
preapproves this request. The Center Incentive Awards Program Officer will submit and approve the
nomination in the NAAS.
*A Federally Funded Research and Development Center

NPR 3451.1B -- Chapter5

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NPR 3451.1B -- Chapter6

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Chapter 6. External Awards
6.1 Various governmental organizations, together with a number of professional societies and
similar organizations, give honorary and monetary awards for outstanding achievement and
professional excellence. Typical of the many organizations that give awards for accomplishments in
space-related efforts are the American Institute of Aeronautics and Astronautics, the American
Astronautical Society, the American Society of Mechanical Engineers, and the National Air and
Space Museum Trophy.
6.2 NSSC maintains the calendar for external awards and notifies the Centers, on a semi annual
basis, of the upcoming call for nominations, the criteria, and when they are due to the sponsoring
organization or to the NSSC. It is not a requirement that such nominations be submitted through the
Center Incentive Awards Program Officers or the NSSC; however a courtesy copy of such
nominations should be provided to the Center Incentive Awards Program Officers for informational
purposes to senior management.
6.3 Any NASA employee may nominate someone for an external award when the nominating
procedures, established by the award sponsor, permit nominations from the general public. These
nominations will be submitted directly from the nominating employee to the sponsoring
organization.
6.4 When the award nominating criteria specifically request an Agency-approved nomination or
otherwise restrict the number of Agency or organizational nominations, award nominations will be
solicited at the Center level according to prevailing Center practices and forwarded through the
NSSC to Headquarters for review and approval by the Administrator or designee.
6.5 The Standards of Ethical Conduct For Employees of the Executive Branch, 5 C.F.R. Part. 2635,
apply to all NASA civil servants and must be considered prior to the acceptance of any award given
by a non-Federal entity. A written approval from an ethics counselor in the NASA Office of
General Counsel or in a Center’s Chief Counsel’s office is required prior to the acceptance of an
honorary degree, non-monetary awards with a market value in excess of $200, or any award of cash
or an investment interest.
6.6 Agency employees who are required to file a financial disclosure must note the acceptance of
any gift valued over the Office of Government Ethics’ threshold on their annual financial disclosure
form.

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NPR 3451.1B -- AppendixA

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Appendix A. Special NASA Awards Programs
Award
Program

Purpose

Applicability Responsibilities Administered

NASA Financial
Management
Award

Recognizes
innovative and
effective financial
management
techniques,
procedures, and
policies that aid in
the improvement
of
Government-wide
financial
management
functions.

NASA
Procurement
Award Program

Recognizes
All NASA
outstanding
Centers
procurement in ten
categories?specific
performance of
individuals and
Centers.

Acquisition
Improvement
Awards

Rewards NASA
All NASA
individuals and
Centers
groups for
creating and
implementing
improved results
on individual
contracts, or
innovative
changes in
contracting
processes that save
resources and
enhance mission
attainment.

NASA Small
Recognizes four
Business
categories of
Advocates Awards outstanding
contributions to
NASA’s
achievements in
small business
programs (one
NPR 3451.1B -- AppendixA

All NASA
Office of the
Centers, with Chief Financial
the exception Officer
of HQ Office
of the Chief
Financial
Officer
employees.

All NASA
Centers

Form Of
Recognition

Annual Call
Letter

Monetary
award

Office of
Procurement

Annual Call
Letter

Plaque or
certificate

Office of
Procurement

NPD 3451.5

Monetary or
certificate

Office of Small
Business
Programs

Annual Call
Letter

Trophy and/or
Certificate
accompanied
by a cash
award

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NPR 3451.1B -- AppendixA

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award in each
category).
Space Flight
Awareness (SFA)
Employee
Motivation and
Recognition
Program
- SFA Honoree
- SFA Team
- SFA Silver
Snoopy
- SFA Flight
Safety
- SFA Leadership
- SFA Supplier

Recognizes
exemplary
performance and
significant
achievements
leading to safe,
cost-effective
program
modifications that
increase
reliability,
efficiency, and
performance to
ensure mission
success and
human safety.

All NASA
Centers,
supporting
Government
agencies,
private
industry, and
international
organizations
supporting
human
spaceflight
programs

Space
Operations
Mission
Directorate

Call Letter
(details are
contained in
SFA
brochure and
are available
from SFA
Program
Manager)

Various
awards and
motivational
materials

Military Awards
and Decorations to
Military Personnel
Assigned to
NASA

Recognizes
individual military
personnel, on
detail to NASA,
based on a heroic,
meritorious, or
extraordinary act,
achievement, or
service.

All NASA
Centers

Office of
External
Relations, in
coordination
with the
Department of
Defense

NPD 3280.8

Military
awards and
decorations

Quality and Safety Recognizes
Achievement
Government and
Recognition Award contractor
employees at
NASA who have
displayed or
exhibited
exemplary
performance in
contributing to
quality products
and services in
safety and mission
assurance-related
activities.

All NASA
Centers

Office of
Safety and
Mission
Assurance

Annual Call
Letter

Award Plaque
Cash Award

George M. Low
Award
NASA’s Quality
and Excellence
Award

All NASA
Mission
Directorates
and Centers
nominate
select
contractors to

Office of
Safety and
Mission
Assurance

Annual Call
Letter

Trophy

NPR 3451.1B -- AppendixA

Recognizes
NASA’s prime
and subcontractors
for outstanding
performance in the
categories of large
and small

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NPR 3451.1B -- AppendixA

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business, product,
and service
organizations.

be evaluated
for the Award

External Awards
Program

Recognizes the
exemplary
accomplishments
of NASA
employees by
participating in
recognition
programs
sponsored by
organizations
external to NASA.

All NASA
Centers

Office of
Human Capital
Management

Solicitations
from external
organizations
issued
through
quarterly call
e-mails from
NSSC

Varies by
sponsoring
organizations

Congressional
Space Medal of
Honor

Authorizes the
Astronauts
President to
recognize, in the
name of Congress,
an astronaut who,
in the performance
of his/her duties,
has distinguished
himself/herself by
exceptionally
meritorious efforts
and contributions
to the welfare of
the Nation and
humanity.

Office of
Human Capital
Management

As occasion
deems
appropriate.

Congressional
Space Medal
of Honor

Blue Marble
Award

Recognizes
individuals and
groups in three
categories:
- NASA
Environmental
Quality Award for
programs,
projects, or
processes such as
Greening the
Government
initiatives,
environmental,
management,
sustainability,
cultural resources,
remediation, or
environmental
education.

Office of
Institutions and
Management,
Environmental
Management
Division

Biannual Call Blue Marble
Letter
Trophy

NPR 3451.1B -- AppendixA

All NASA
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- The NASA
Excellence in
Energy and Water
Management
Award recognizes
initiatives in
energy efficiency,
water
conservation, or
renewable energy
use.
- NASA’s
Director’s
Environmental &
Energy Award
recognizes
exceptional
leadership or
professionalism in
implementing
NASA’s mission
and vision while
understanding and
protecting the
home planet.
Awards for
Scientific and
Technical
ContributionsInventor of the
Year
- Software of the
Year
- Board Awards

NPR 3451.1B -- AppendixA

Provides monetary All NASA
recognition for
Centers
scientific and
technical
inventions and
contributions to
NASA that have
significant value
in the conduct of
aeronautical and
space activities
(applies whether
or not patentable).

NASA
Inventions and
Contributions
Board

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14 CFR
1240.1

Cash

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NPR 3451.1B -- AppendixB

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Appendix B. Incentive Awards Board
Membership
The Chair.
The Vice Chair is the Assistant Administrator, Office of Human Capital Management.
Members include the following:
Six Center Directors (or designees)
2009

2010

2011

2012

GSFC

GRC

GRC

GRC

ARC

JSC

JSC

JSC

KSC

KSC

MSFC

MSFC

SSC

SSC

JPL*

JPL*

LaRC

LaRC

LaRC

GSFC

DFRC

DFRC

DFRC

HQ

Associate Administrators (or designee) of two Mission Directorates
SOMD

SMD

SMD

SOMD

ESMD

ARMD

ARMD

ESMD

Chief, Safety and Mission Assurance.
Assistant Administrator, Office of Diversity and Equal Opportunity.
Executive Secretary - Director, Workforce Management and Development Division, OHCM (nonvoting).
Additional members may be appointed on an ad hoc basis at the Chair's discretion to augment the
IAB composition.
*A Federally Funded Research and Development Center

NPR 3451.1B -- AppendixB

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