DLAH 1432.01
DLA Awards and Recognition
Handbook
DLA Human Resources Policy
February 2013
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*CLICKING ON THE LINKS BELOW WILL TAKE YOU TO THAT SECTION OF THE
HANDBOOK
DLA AWARDS MENU
MONETARY AWARDS
Sustained Superior Performance (SSP) Award
Quality Step Increase (QSI) Award
Special Act or Service (SAS) Award
SAS Award for Civilian Deployment
DLA Humanitarian Effort Award
On The Spot (OTS) Award
Time Off Award
Invention Award
HONORARY AWARDS
DLA Exceptional Civilian Service Award
DLA Meritorious Civilian Service Award
DLA Superior Civilian Service Award
DLA Distinguished Career Service Award
Federal Career Service Length of Service Emblem
DLA Employee of the Quarter Program Award
DLA Commendable Service Certificate
DLA Certificate of Achievement
Letters of Commendation
Letters of Appreciation
DLA Director’s Award for Organizational Excellence
DLA Director’s Strategic Goals Quarterly Award
DLA RETIREMENT AND OTHER FAREWELL RECOGNITION
THE ANNUAL DLA RECOGNITION PROGRAM AWARDS
Outstanding DLA Personnel of the Year Awards (DLA’s Top Ten)
DLA Awards for Achievement in Equal Employment Opportunity
Outstanding DLA Employee with a Disability
Team Performance Awards
Acquisition Excellence Awards
Employee of the Quarter - Annual Winner
Morale, Welfare, and Recreation Operations Excellence Award
DLA Leader of the Year Awards
DLA Environmental Award
Information Technology Operations Excellence Awards
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DLA HALL OF FAME
DEPARTMENT OF DEFENSE (DOD) AWARDS
Commander-in-Chief’s Annual Award for Installation Excellence
Defense of Freedom Medal
Armed Forces Civilian Service Medal
Global War on Terrorism Medal
DLA AWARDS CALENDAR
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Sustained Superior Performance (SSP) Award
SSPs consist of a monetary award and a Performance Award Certificate.
An award granted under this section may not exceed 10 percent of the employee's annual rate of basic
pay. For an award that is paid as a percentage of basic pay, the rate of basic pay shall be determined
without taking into account any locality-based comparability, special law enforcement adjustment, or
interim geographic adjustment.
SSPs are not appropriate when:
The employee has not performed the same or substantially the same duties for 90 consecutive days;
The employee has received a previous monetary award (except On-the-Spot awards) based in whole
or in part on the contribution currently being recommended for recognition;
Solely prompted by the impending departure of a supervisor or an employee; or
Solely prompted by the fact that the employee is currently at a pay rate subject to legal limitation
(pay cap).
An employee may be granted an SSP only once in a performance period.
Award Eligibility: All Federal Wage System and General Schedule employees. Performance rating
must be at the “fully successful level.” Performance must be significantly above that ordinarily found in
the concerned position and employee must exceed fully successful level for a majority of the elements in
his/her performance plan for this rating period. The high level of performance must cover not less than 90
consecutive days of the same or substantially the same duties. Performance must have been at the same
grade level unless the employee was demoted during this period for reasons other than for cause.
If the SSP is $7,500 or under:
Award Submission: To request a SSP Award, a Request for Personnel Action form (SF-52) or other
vehicle previously approved by the servicing DLA Human Resources Services office (such as an awards
spreadsheet template or performance management awards tool), along with a narrative justification must
be completed. The justification must state how the employee’s performance exceeded the standards for
“fully successful level” performance on more than one-half of the performance elements. Performance
must be significantly above Level 3 ("fully successful" or equivalent) and employee must exceed fully
successful level for a majority of the elements in his/her performance plan for this rating period.
The award package, signed as approved by the appropriate level management official indicated below,
may only be submitted to the requesting activity's DLA Human Resources Services office by an
individual officially designated by the organization’s senior leader. The justification and other supporting
documentation for award must be retained on file by the requesting office.
Award Approved by: The immediate supervisor and an official at least one level above the immediate
supervisor. The director of an organization may sign as both recommending and approving official.
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If the SSP award is $7,501 to $25,000:
Award Submission: The request must be submitted by the heads of the Primary Level Field Activities
(PLFA), or for DLA Headquarters personnel, by the DLA Executive Board members.
The request must include:
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Name of employee
Position title
Grade
Organization
Amount of award, including an explanation of how the amount was determined, is based on
tangible or intangible benefits, explain how the employee saved the organization or Government
money
A copy of the employee’s job description and performance plan
A clear indication of how the contribution goes beyond job responsibilities and must be highly
exceptional.
If the employee changed jobs or was promoted since the contribution, title and grade must be included at
the time the contribution was made.
The request should be forwarded to the DLA Human Resources Policy office for review and to make sure
regulatory guidance is met. DLA Human Resources forwards the request with recommendation to the
DLA Director for approval/disapproval. If approved, DLA Human Resources will forward the package to
the requesting activity's DLA Human Resources Services office for processing. If disapproved, the
package will be sent back to the requesting office.
Award Approved by: The DLA Director must approve cash awards of $7,501 to $25,000. When a
recommended award would grant more than $25,000 to an individual employee, the Office of Personnel
Management (OPM) shall review the recommendation and submit it (if approved) to the President of the
United States for final approval.
RETURN TO MONETARY AWARDS MENU
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Quality Step Increase (QSI) Award
A QSI consists of an extra within-grade increase and a QSI Certificate.
QSIs are not appropriate when:
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The employee is at step 10 of his/her grade
The employee has received a QSI within the preceding 52 consecutive calendar weeks
The employee occupies a Federal Wage System position
The employee is on a temporary promotion
Award Eligibility: QSIs may only be granted to General Schedule employees. The performance rating
must be at the “fully successful level” and the employee must have demonstrated extremely high-level
performance significantly above that ordinarily found in the concerned position, sustained over a period
sufficient to conclude that the level is characteristic of the employee’s performance.
Award Submission: To request a QSI award, a Request for Personnel Action (SF-52) or other vehicle
previously approved by the servicing DLA Human Resources Services office (such as an awards
spreadsheet template or performance management awards tool) along with a narrative justification must
be completed. The justification must state how the employee’s performance exceeded the standards on all
performance elements. This is characterized by high quality performance, significantly above that
expected at the Level 3 ("fully successful" or equivalent), sustained over a period sufficient to conclude
that the level is characteristic of the employee’s performance.
The award package, signed as approved by the appropriate level management official indicated below,
may only be submitted to the requesting activity's DLA Human Resources Services office by an
individual officially designated by the organization’s senior leader. The justification and other supporting
documentation for award must be retained on file by the requesting office.
Award Approval:
• Commanders, senior executive service (SES) directors, or deputy commanders for PLFAs;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DLA MONETARY AWARDS MENU
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Special Act or Service (SAS) Award
For specific non-recurring achievement(s) or a period of exceptional productivity. Examples of
appropriate achievement(s) include the below examples or similar contributions:
Award Eligibility:
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Identifying an innovative solution to an issue outside an employee's planned work assignments but
which benefits the organization as a whole
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Saving significant money for the organization or Government as a whole:
o Using new technologies or methods to greatly improve an organization's (or a Governmentwide) product or service
o Streamlining a process, which helps the organization provide its products and services, or meet
its goals, more effectively
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Directing a team effort with exceptional skill and sensitivity:
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Handling an unforeseen problem with minimal disruption to the overall work assignments
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Maintaining exceptional productivity during a period.
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A non-recurring contribution in the public interest occurring either within or outside of job
responsibilities; a scientific achievement; or an act of heroism
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Completing an absent co-worker's major assignment with exceptional skill and success so that
organizational goals are met
Nominations for SAS awards must be submitted within 60 days of the contribution(s) on which the
nomination is based.
The amount of a SAS award shall be commensurate with the value of the contribution to the Government
and may be based on tangible and/or intangible benefits. Click here to see the Tangible and Intangible
Charts (Determining Award Amounts):
https://dla1.eportal.dla.mil/irj/servlet/prt/portal/prtroot/com.sap.km.cm.docs/ewpAgencyDocumentsPublic
/HQ/J-1/J-1%20HQ%20Public/Program%20Files/awardchart.pdf.
The granting of a SAS does not affect the employee’s eligibility for a SSP unless the SAS was based in
whole or part on the same contribution being recommended for recognition by the SSP, nor does the
receipt of an SSP affect eligibility for a SAS provided the contribution used to support the SSP is not used
either wholly, or in part, as the basis for a SAS.
When the award is for a group, all members of the group may receive equal shares or the total may be
divided in proportion to the individual contributions to the group effort. Only those awards for which
each individual is to receive an amount that exceeds the approval authority of the DLA Executive Board
member require the Director’s final approval.
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If the SAS is $7,500 or under:
Award Submission: To request a SAS award, a Request for Personnel Action form (SF-52) or other
vehicle previously approved by the servicing DLA Human Resources Services office (such as an awards
spreadsheet template or performance management awards tool) along with a narrative justification must
be completed. The justification must describe specifically and factually the contribution and resultant
benefits. When the recommendation is based on measurable tangible benefits, the supporting data must
show how these benefits were computed. Recommendations based on intangible benefits will identify the
value of benefits and extent of application appropriate for achievement to be recognized with an
explanation of the rationale used for approving the award under intangible benefits.
The award package, signed as approved by the appropriate level management official indicated below,
may only be submitted to the requesting activity's DLA Human Resources Services office by an
individual officially designated by the organization’s senior leader. The justification and other supporting
documentation for award must be retained on file by the requesting office.
Award Approved by: The immediate supervisor and an official at least one level above the immediate
supervisor. The director of an organization may sign as both recommending and approving official.
If the SAS award is $7,501 up to $25,000:
Award Submission: The request must be submitted by the heads of the PLFAs or, for DLA
Headquarters employees by the DLA Executive Board members.
The request must include:
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Name of employee
Position title
Grade
Organization
Amount of award, including an explanation of how the amount was determined, whether it is
based on tangible or intangible benefits, and how the employee saved the organization or
Government money
A copy of the employee’s job description and performance plan
A clear indication of how the contribution goes beyond job responsibilities and must be highly
exceptional.
If the employee changed jobs or was promoted since the contribution, the title and grade held at the time
the contribution was made must be included.
The request should be forwarded to the DLA Human Resources Policy office for review and compliance
with regulatory guidance. DLA Human Resources Policy will then forward the request with a
recommendation to the DLA Director for approval/disapproval. If approved, DLA Human Resources will
forward the package to the requesting activity's DLA Human Resources Services office for processing. If
disapproved, the package will be sent back to the requesting office.
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If the SAS is more than $25,000:
Award Approved by: The DLA Director must approve cash awards of $7,501 to $25,000. When a
recommended award proposes a cash award for more than $25,000 to an individual employee, OPM shall
review the recommendation and submit it (if approved) to the President of the United States for final
approval.
RETURN TO DLA MONETARY AWARDS MENU
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SAS Award for Civilian Deployment
As forward deployed representatives of DLA, this award recognizes those DLA employees who
successfully support contingency operations.
Deployment is defined as Request for Forces, Joint Individual Augmentee, and Title 10 tours. Any
deployment orders scheduled less than the typical 179 days will be pro-rated.
Award Eligibility: An employee who is deployed overseas in support of contingency operations with
DLA and makes a contribution shall be awarded a SAS award by their organization.
Award Amounts: $3,500 for a successful 6 month deployment in support of contingency operations –
“Successful” will be defined as fully and consistently meeting the expectations established by the intheater supervisor. Performance is of good quality and the employee produces the expected quantity of
work with normal supervision.
$7,500 for an exceptional 6 month deployment in support of contingency operations – Exceptional is
distinguished by demonstrated initiative; creative problem solving; or consistently produced work of
extraordinary quality and quantity significantly ahead of established schedules or deadlines with very
little supervision. The employee voluntarily completes assignments outside of the scope of their assigned
duties and performs them at a sufficiently high level that does not sacrifice quality, quantity, or timeliness.
Award amounts will be pro-rated for deployments less than 6 months (e.g. for a 3 month deployment, the
amounts listed above would be reduced by ½.)
The deployed employee’s home of record force provider office will be responsible for award submission.
DLA Contingency Support civilian employees are entitled to receive time off upon completion of a
contingency deployment of 90 consecutive days or more. This is to provide time to take care of personal
and professional matters that were deferred while on deployment. Time off after deployment will
normally begin as soon as possible, normally within 72 hours following return to home station. Civilian
employees will be granted 40 hours of time off after deployment in support of DLA or DoD activities.
Award Submission: To request a SAS Award, a standard performance feedback form and narrative
justification must be initiated by the in-theater supervisor (down range). A Request for Personnel Action
(SF-52) or other vehicle previously provided by the servicing DLA Human Resources Services office
(such as a awards spreadsheet template) will be submitted by the force provider. The SF-52 (or
aforementioned transmittal document) will include the performance feedback form provided by the intheater supervisor and a narrative justification.
The award package, signed as approved by the appropriate level management official indicated below,
may only be submitted to the requesting activity's DLA Human Resources Services office by an
individual officially designated by the organization’s senior leader. The justification and other supporting
documentation for award must be retained on file by the requesting office.
Award Approved by: The in-theater supervisor who recommends the award; the regional commander
approves the award. Funding for the award will be provided by the employee’s activity of record.
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Additional information on the submission and approval process can be found at the Standard Operating
Procedures for Civilian Deployment Awards at
https://hqc.dla.mil/humanresources/Documents/Civilian%20Expeditionary%20Workforce/SOP%20for%2
0deployment%20award.pdf.
RETURN TO DLA MONETARY AWARDS MENU
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DLA Humanitarian Effort Award
The DLA Humanitarian Effort Award recognizes the contributions and accomplishments of DLA civilian
employees and military members who directly support peacekeeping or prolonged humanitarian
operations either within the continental United States or outside the continental United States. The award
demonstrates the value DLA places on the service of its workforce and the importance of the Agency’s
contribution in accomplishing the nation’s objectives.
The medal is a bronze disc consisting of the eagle, shield and stars adapted from the DLA emblem, all
encircled by a rope; around the top of the disc are the words “Humanitarian Service,” overall throughout
in base, and issuing from dexter side is a dexter cubit arm vested and cuffed with thumb towards top, and
from the sinister side a sinister cubit arm vested palm up, both holding a food bowl in center base. The
reverse of the medal consists of a compass rose with a slip of oak fructed on either side of the bottom
compass points, in base the words (“For Humanitarian Service”) in three lines; arced over the top in chief
are the words “Defense Logistics Agency.” The medal hangs from a bluebird, flag blue, golden yellow,
purple ribbon. There is a corresponding lapel pin.
Award Eligibility: DLA civilian employees who provide direct support on operations of peacekeeping
or prolonged humanitarian efforts, whether physically located at the event or from an alternate worksite.
Employees must be engaged in direct support for 30 consecutive days (or for the full period when an
operation is of less than 30 days duration).
Direct support is defined as support provided in the area of eligibility or support to the area of eligibility
from an alternative site, including the employee’s office.
The area of eligibility is defined as the location where the man-made or natural disaster took place.
The award will consist of a DLA Humanitarian medal, certificate, cash award (for civilians), and the DLA
Director’s Coin.
Military members are eligible to receive the DoD Humanitarian Service medal, the DLA Director's coin,
and a 4 day liberty pass. In addition, a military member may receive one of the following, based on the
commander’s recommendation:
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Joint Service Achievement Medal;
Joint Service Commendation Medal; or
Defense Meritorious Service Medal
In accordance with DoD 1400.25-M, contractor personnel are not eligible to receive recognition, unless
the contribution is substantially beyond that specified or implied within the terms of the contract, or the
recognition is clearly in the public interest.
The above awards do not preclude civilian employees or military members from receiving the Armed
Forces Civilian Service medal or the Armed Forces Service medal.
No more than one medal may be awarded to any one civilian employee or military member for the same
humanitarian effort.
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The Humanitarian Award may be awarded posthumously and when awarded, may be presented to such
representative of the deceased as may be deemed appropriate by the DLA Director.
The awarding of the DLA Humanitarian medal will not be retroactive but will only be given to employees
who participate in humanitarian efforts after the effective date of the approval award package.
Award Amounts: $2,000 for employees physically located and providing direct support for 30
consecutive days in the area of eligibility (or for the full period when an operation is of less than 30 days
duration);
$1,000 for employees providing direct support of the humanitarian effort in the area of eligibility from an
alternate worksite (this includes employees at their official worksite) for 30 consecutive days (or for the
full period when an operation is of less than 30 days duration);
PLFA Commanders, DLA Headquarters J code Directors, or the DLA Chief of Staff may approve a cash
award up to but not greater than $750 for support provided that does not meet the level of support (i.e.,
filling in for an employee(s) who has been deployed) outlined above.
Award Submission: To request a DLA Humanitarian Effort Award, activity Commanders, J code
Directors, or the DLA Chief of Staff must submit a DLA Form 38 or other vehicle previously approved
by the servicing DLA Human Resources Services office (such as an awards spreadsheet template), along
with a justification, including dates and location of qualifying event. In addition, attach copies of official
orders or a statement signed by the authorizing commander to reflect that eligibility has been met. The
commander’s statement must include the name, inclusive dates, location of qualifying event, how long
they were there, and what support/duties they performed while there. For civilians, submit the award
package to the DLA Human Resources Policy office. Upon approval by the DLA Director the package
for the civilian employee will be forwarded to the servicing DLA Human Resources Services to process
the monetary portion of the award and add to the employee’s electronic official personnel file. For
military members, submit the award package to the DLA Human Resources Services Military Personnel
and Administration office.
Award Approved by: DLA Director.
RETURN TO DLA MONETARY AWARDS MENU
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On-the-Spot (OTS) Award
OTS awards are SAS awards within the range of $50-$475, which may be given by a supervisor for
recognition of exceptional day-to-day worksite accomplishments.
Award Eligibility: Initiating or developing work methods or procedures that improve efficiency rates or
lower unit costs; demonstrating sensitivity and responsive performance that improves relationships or
services with clients or the public; or enabling the mission of a unit to be accomplished during difficult or
austere periods through personal dedication to duty and/or application of innovative solutions to day-today operational problems.
Award Submission: To request an OTS award, a Request for Personnel Action (SF-52) or other vehicle
previously approved by the servicing DLA Human Resources Services office (such as an awards
spreadsheet template) along with a narrative justification must be completed. The justification must
address the reasons for recommending the award.
The award package, signed as approved by the appropriate level management official indicated below,
may only be submitted to the requesting activity's DLA Human Resources Services office by an
individual officially designated by the organization’s senior leader. The justification and other supporting
documentation for award must be retained on file by the requesting office.
Award Approved by: The immediate supervisor and an official at least one level above the immediate
supervisor. The director of an organization may sign as both recommending and approving official for
OTS awards.
RETURN TO DLA MONETARY AWARDS MENU
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Time-Off Award
Award Eligibility: Time-Off awards are given in recognition of superior accomplishment or other
personal effort that contributes to the quality, efficiency, or economy of Government operations.
Time-Off awards are not intended for continuing high-level performance or to replace performance
awards. Employee must demonstrate high-quality accomplishment(s) which contribute to the quality,
efficiency, or economy of Government operations. Time-off awards may be used in combination with
cash or honorary awards. To avoid any perception of impropriety, however, large Time-off awards
should not be combined with substantial cash awards.
Time-Off awards expire 1 year from their effective date.
When team contributions are recognized by the use of Time-Off awards, all members of the team will be
granted time off of the same duration, unless the recognition is for a specific function performed by only
one person.
Time-Off awards may be granted individually or by organization (See submission/approval criteria
below).
Amount of Award: The maximum amount of time off granted to an individual for a single contribution
is 40 hours. The minimum award is 4 hours or one-half workday. One workday equates to the number of
hours scheduled for work for the approved day off. The total amount of time off which may be granted to
an employee in any one leave-year is 80 hours. Awards must be scheduled and used within 1 year of the
effective date.
Time-Off awards may not be transferred. Managers and supervisors must make every effort to ensure that
the employee is able to use the Time-off award before he or she leaves the organization. Time-Off
awards should be scheduled and used so as not to adversely affect organizational productivity or an
employee who is in an annual leave “use or lose” status.
Time-Off awards may not be converted to cash under any circumstances.
NOTE: DLA Contingency Support civilian employees are entitled to receive time off upon completion
of a contingency deployment of 90 consecutive days or more. This is to provide time to take care of
personal and professional matters that were deferred while on deployment. Time off after deployment
will normally begin as soon as possible, normally within 72 hours following return to home station.
Civilian employees will be granted 40 hours of time off after deployment in support of DLA or DoD
activities.
For Individual Time-off Award:
Award Submission: To request a Time-Off award, a Request for Personnel Action form (SF-52) or other
vehicle previously approved by the servicing DLA Human Resources Services office (such as an awards
spreadsheet template) along with a narrative justification must be completed. The justification must state
the employee’s high quality accomplishment(s) which contribute to the quality, efficiency, or economy of
Government operations.
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The award package, signed as approved by the appropriate level management official indicated below,
may only be submitted to the requesting activity's DLA Human Resources Services office by an
individual officially designated by the organization’s senior leader. The justification and other supporting
documentation for award must be retained on file by the requesting office.
Award Approved by: The immediate supervisor and an official at least one level above the immediate
supervisor. The director of an organization may sign as both recommending and approving official.
For Organization Time-off Awards:
Award Submission: All Time-Off awards for an entire unit (J code, directorate, or PLFA), must be
approved by the PLFA commander or J code Director of the requesting activity.
To request an organization Time-Off award, a Request for Personnel Action (SF-52) or other vehicle
previously approved by the servicing DLA Human Resources Services office (such as an awards
spreadsheet template) along with a narrative justification must be completed. The justification must state
the organization/unit’s high quality accomplishment(s) which contribute to the quality, efficiency, or
economy of Government operations.
Once the award package has been approved by the PLFA Commander, J code Director, or the DLA Chief
of Staff, the request for award package and all supporting documentation will be forwarded to the
activity’s servicing DLA Human Resources Services office for processing. The narrative justification and
other supporting documentation for this award must be retained on file by the requesting activity.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFAs;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DLA MONETARY AWARDS MENU
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Invention Award
Invention awards are monetary grants for inventions by civilian or military personnel that are of interest to
DLA and for which patent coverage is sought or granted. A monetary award may be considered if the
invention either (1) contributes to the efficiency, economy, or other improvement in Government
operations; or (2) is in the public interest and is associated with the employee’s official employment.
Even though the making of an invention is considered to be within an employee’s official duties, it is
emphasized that the inventor may be considered for cash and honorary recognition.
The DLA General Counsel makes the determination of rights in inventions, and the determination of
whether the invention will be processed for patenting by DLA.
DLA General Counsel will review contributions for possible patent consideration at the request of the
suggestor or when patent consideration is recommended by the evaluating official.
The disclosure of an invention in a publication, or public use of an invention, or the sale of an article
embodying the invention, for more than 1 year before the filing of a patent application thereon constitutes
a statutory bar to the issuance of a valid United States Letters Patent. Therefore, to protect the interests of
the originator and the Government, it is important that a suggestion or contribution which appears to be
patentable be submitted promptly to allow ample time for patent processing.
Award Eligibility: DLA personnel whose invention disclosures are received by an activity incentive
awards coordinator or committee will be eligible for an initial award of $100 upon advice of DLA
General Counsel that the conditions for the Preparation of Patent Application found in “A Guide to Filing
a Design Patent Application” have been met. They may be considered for an additional award of $300
upon notification that the patent covering the invention has been issued.
If an employee’s application for patent is placed under a secrecy order, he or she will become eligible for
the additional award of $300 when a Notice of Allowability of the application is issued.
When two or more eligible persons are co-inventors, each will receive an initial award of $100. Any
additional award will be divided equally.
When the actual value of the invention can be determined, any additional award may be based on the
savings accruing during the first year after the patent was issued. If the calculation or estimate of benefits
to the Government does not fairly reflect the later year’s benefits, consideration should be given to either
an averaging of actual benefits during several years of use of the invention by the Government or using a
more representative year, e.g., the benefits in the second or third year following use of the invention.
When an additional award is granted, the amount of this award will be reduced by the amount of any
awards granted under the above paragraphs.
Awards under this paragraph are not authorized, if a cash award has been paid for the same contribution
as a suggestion, except that where a suggestion award has totaled less than the amounts payable under this
paragraph, the employee or member may be awarded the difference.
RETURN TO DLA MONETARY AWARDS MENU
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DLA Exceptional Civilian Service Award
This is the highest DLA honorary award. It is granted by the DLA Director to those civilian employees
who have distinguished themselves by exceptional service or contributions of the broadest scope to DLA
or DoD as a whole.
The award consists of a gold and silver medal, a lapel button, and a certificate signed by the DLA
Director.
This award may be granted in conjunction with retirement. When the nomination is based on career
achievements, it is expected that the nominee would have previously received the DLA Meritorious
Civilian Service Award.
Award Eligibility: This award may be granted for contributions such as, but not limited to, the
following:
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Accomplishment of assigned duties in such a manner as to have been clearly exceptional among
all persons who have performed similar duties in a preeminent manner;
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Development or improvement of methods and procedures or inventions which accomplish
extraordinary results in the advancement of DLA, DoD, or Government operations;
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Exhibition of great courage and voluntary risk of personal safety in the face of danger, above and
beyond the call of duty, related to or in the performance of assigned duties, which resulted in
direct benefits to the Government or its personnel; or
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Other exemplary performance related to official employment, comparable to that above, deemed
by the Director, DLA to warrant the Agency’s highest honorary civilian recognition.
Recommendations for this award must be submitted within 60 days of the act, achievement, or period of
service being cited.
Award Submission: To request a DLA Exceptional Civilian Service Award, a DLA Form 38, along with
a justification, citation, description of duties, and employment and award history must be completed. The
justification, not exceeding 3 pages, citing examples and details in support of the recommendation;
description of present duties; proposed citation of not more than 90 words; chronological list of career
employment history and chronological list of awards and other significant recognition. The chronological
career employment history and awards and other significant recognition can be requested from your
servicing DLA Human Resources Services Customer Account Manager.
Submit the award package to the DLA Human Resources Policy office.
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Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFAs;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DLA HONORARY AWARDS MENU
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DLA Meritorious Civilian Service Award
This is the second highest DLA honorary recognition for civilian employees.
This award consists of a bronze medal, a lapel button, and a certificate signed by the PLFA commander or
J code director of the requesting activity.
This award may be granted in conjunction with retirement.
Award Eligibility: This award may be granted for services as the following, which are not broad enough
in scope to warrant the DLA Exceptional Civilian Service Award:
•
Accomplishing assigned duties in an exemplary manner, setting a record of individual
achievement, and inspiring others to improve the quality and quantity of their work performance;
•
Exercising unusual initiative in devising new or improved work methods and procedures that
result in substantial savings in manpower, time, space, materials, or other items of expense, or
improving safety or health of employees;
•
Outstanding achievement in improving the morale of workers in an organizational unit with
consequent improvement in work performance;
•
Demonstrating unusual courage or competence in an emergency while performing assigned duties;
or
•
Other outstanding performance relating to official employment, comparable to that above, deemed
by the DLA Director or the head of the PLFA or J code director to be worthy of recognition.
Award Submission: To request a DLA Meritorious Civilian Service Award, a DLA Form 38, along with
a justification, citation, description of duties, and employment and award history must be completed. The
justification, not exceeding 3 pages, citing examples and details in support of the recommendation;
description of present duties; proposed citation of not more than 90 words; chronological list of career
employment history and chronological list of awards and other significant recognition. The chronological
career employment history and awards and other significant recognition can be requested from your
servicing DLA Human Resources Services Customer Account Manager.
Submit the award package to the requesting activity's servicing DLA Human Resources Services Forward
Presence team or servicing DLA Human Resources Services.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFAs;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
20
•
Counsel;
Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DLA HONORARY AWARDS MENU
21
DLA Superior Civilian Service Award
This is the third highest DLA honorary recognition for civilian employees.
The award consists of a bronze medal, a lapel button, and a certificate signed by the director of the
requesting activity.
This award may be granted in conjunction with retirement.
Award Eligibility: This award may be granted for services such as the following, which are not broad in
scope to warrant the DLA Meritorious Civilian Service Award:
•
Significant contributions through consistent high quality performance; or
•
Special acts or achievements with PLFA wide-impact.
Award Submission: To request a DLA Superior Civilian Service Award, a DLA Form 38, along with a
justification, citation, description of duties, and employment and award history must be completed. The
justification, not exceeding 2 pages, citing examples and details of the contribution(s) or assignment(s)
the employee completed; description of present duties; proposed citation of not more than 90 words;
chronological employment records and previous awards and other significant recognition. The
chronological employment records and awards and other significant recognition can be requested from
your servicing DLA Human Resources Services Customer Account Manager.
Submit the award package to the requesting activity's servicing DLA Human Resources Services Forward
Presence team or servicing DLA Human Resources Services.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DLA HONORARY AWARDS MENU
22
DLA Distinguished Career Service Award
This award may be granted to civilian employees upon their retirement in recognition of highly
distinguished service.
This award consists of a bronze medal, a lapel button, and a plaque.
It may be granted in conjunction with:
The DLA Exceptional Civilian Service Award;
The DLA Meritorious Civilian Service Award;
The DLA Superior Civilian Service Award;
The DLA Certificate of Achievement; or
The DLA Commendable Service Certificate
The period of service covered may include both military and civilian service.
Award Eligibility: A record of SSP that has had significant impact on the effective accomplishment of
mission objectives, and received some recognition for superior performance or special achievement.
(Prior receipt of top-level honorary recognition is not a prerequisite for eligibility.)
Award Submission: To request a DLA Distinguished Career Service Award, a DLA Form 38, along
with a justification, citation, description of duties, and employment and award history must be completed.
The justification, not exceeding 2 pages, citing examples and details of noteworthy contributions or
assignments the employee completed; description of present duties; proposed citation of not more than 90
words; chronological employment records and previous awards and other significant recognition. The
chronological employment records and awards and other significant recognition can be requested from
your servicing DLA Human Resources Services Customer Account Manager.
Submit the award package to the requesting activity's servicing DLA Human Resources Services Forward
Presence team or servicing DLA Human Resources Services.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DLA HONORARY AWARDS MENU
23
Federal Career Service Length of Service Emblem
The Federal Career Service Emblem pin, along with the Certificate of Service, is used to recognize long
and faithful service and to stimulate employees’ pride and interest in their organization and the Federal
career service.
The emblem may be awarded in recognition of the completion of 10 years of Federal service and
thereafter for each 5 year period. (i.e. 10, 15, 20, 25, 30, 35, 40, 45, etc).
For the purpose of this award, “Federal service” includes civilian service in departments or agencies of
the Federal Government, service in the municipal Government of the District of Columbia and all
honorable military service as documented on the employee’s DD 214 (Report of Separation from Military
Service), as long as the employee has served 1 year as a DLA civilian employee. In those instances where
there is an overlap of civilian and uniformed service time (instances of terminal leave, active reserve time,
etc.), that time will only be counted once for these purposes.
The DLA Human Resources Services office prepares the certificate and pin for each employee that meets
the above criteria. Certificates will be forwarded to the heads of the PLFAs and the DLA Executive
Board members for signature. The Federal Career Service Emblem pin is included with the certificate
sent forward.
RETURN TO DLA HONORARY AWARDS MENU
24
DLA Employee of the Quarter Program Award
Award Eligibility: All DLA Headquarters and all DLA PLFA civilian employees.
The following categories, established to mirror the structure of the DLA workforce, are designed to
provide equitable competition DLA-wide:
•
•
•
GS/WG/WL 1-6
GS/WG/WL 7-12
GS 13-15/WS
Any or all of the criteria listed below may be used as justification. Other meritorious actions may also be
submitted as justification for an employee's nomination.
•
•
•
•
•
•
Superior performance
Innovative improvement
Humanitarian service
Teamwork with other employees
Responsible for any savings to the Government
Performance of an act or service that reflects positively on DLA
No individual may be selected as Employee of the Quarter more than once in any 12-month period.
As part of the Annual DLA Recognition Program each year, Agency Employee of the Quarter award
winners will automatically be considered for selection as the Agency Employee of the Quarter Annual
Winner.
Award Submission: All nominations must contain the following:
•
•
•
•
•
Full name of the nominee
Position title and grade of nominee
Organization to which the nominee is assigned
Narrative justification
Nominator's name, email address, organization, and telephone number
Nominations must be received in the DLA Human Resources Policy office by 15th of January, April, July,
and October.
Award Nominations Approved by:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
The DLA Recognition and Awards Board reviews the nominations, selects two winners, and recommends
the winners to the DLA Director for approval.
25
RETURN TO DLA HONORARY AWARDS MENU
26
DLA Commendable Service Certificate
Award Eligibility: The DLA Commendable Service Certificate is used to recognize civilian employees
for significant contributions to the efficiency, effectiveness, or economy of operation of the immediate
function to which they are assigned.
Award Submission: Nominations should cover a minimum period of service of 3 months.
Award Submission: To request a DLA Commendable Service Certificate, a DLA Form 38, along with
justification and citation must be completed.
Submit the award package to the requesting activity's servicing DLA Human Resources Services Forward
Presence team or servicing DLA Human Resources Services. Once the certificate has been completed,
the certificate and documentation will be returned to the requesting office. A copy of the documentation
will be filed in the employee’s electronic official personnel folder.
Award Approved by: Managers at the directorate level.
RETURN TO DLA HONORARY AWARDS MENU
27
DLA Certificate of Achievement
Award Eligibility: The Certificate of Achievement is used to recognize civilian employees of DLA for
significant contributions, which warrant official recognition but are not broad enough in scope to merit the
granting of the DLA Superior Civilian Service Award. It may be used to recognize sustained high quality
performance over a period of time or special acts or achievements.
Award Submission: To request a DLA Certificate of Achievement award, a DLA Form 38, along with a
justification and citation must be completed.
Submit the award package to the requesting activity's servicing DLA Human Resources Services Forward
Presence team or servicing DLA Human Resources Services. Once the certificate has been completed,
the certificate and documentation will be returned to the requesting office. A copy of the documentation
will be filed in the employee’s electronic official personnel folder.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DLA HONORARY AWARDS MENU
28
Letters of Commendation
Award Eligibility: Letters of Commendation may be awarded for any above average achievement or
performance or for an act or service, which exceeds the normal expectation, which does not meet the
criteria for monetary or honorary recognition but is sufficiently valuable to warrant official
commendation. Such instances may include, but are not limited to,
•
•
•
•
An adopted suggestion where, because of job responsibility, the employee is not eligible for a cash
award;
Above average work performance while on a specific assignment;
Non-DLA recognition of outstanding accomplishments on DLA programs which reflect credit on
the employee’s contributions; or
Exceptional participation in civic or professional activities related to official employment.
Letters of Commendation should contain a complete and concise description of the work performance,
act, suggestion, or service being recognized.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DLA HONORARY AWARDS MENU
29
Letters of Appreciation
Award Eligibility: Letters of Appreciation may be given at any time to express appreciation to an
employee for work performance, or an act or service, which is above that which normally would be
expected.
They are appropriate for recognizing performance while on special assignment or during short periods
where an unusual work situation or other emergency exists, contributions to civic or professional
activities related to assigned duties such as speaking, participating in conferences, or other leadership
activities, as well as other special employee efforts.
Award Approved by: The immediate supervisor, higher-level supervisor, or any individual having
knowledge of the services rendered.
RETURN TO DLA HONORARY AWARDS MENU
30
The DLA Director’s Award for Organizational Excellence
The DLA Director’s Award for Organizational Excellence is awarded by the DLA Director. The award
consists of a Bronze Eagle with a Director’s Coin.
Award Eligibility: DLA PLFAs, DLA Headquarters J code organizations, DLA General Counsel, DLA
Installation Support, and DLA Headquarters Staff organizations, or other organizational units, groups or
teams may be nominated when their achievements have been of such a high level of excellence that
recognition is warranted. Examples of achievement which may be considered for this award are:
•
•
•
•
•
Exceptional accomplishment of newly assigned mission or function while significantly improving
overall organizational productivity;
Implementation of novel procedures and programs which are replicable DLA-wide;
Achievement of exceptionally ambitious program or performance goals in a timely manner;
Implementation of creative initiatives which significantly improve organizational morale and
quality of life; or
Community recognition for quality community service.
Award Submission: Nominations may be requested by the DLA Director based on personal and
professional assessment of the organization, group, or team, or by the organization itself.
Nominations may be submitted at any time but should be submitted within a reasonable time after
achievement of the goal or objective.
To request a DLA Director’s Award for Organizational Excellence award, a DLA Form 38, along with a
justification and a citation must be completed. The justification, not exceeding 3 pages, shall include
examples and details in support of the recommendation, a proposed citation of not more than 90 words.
Award Approved by: Endorsement through the head of the activity to the DLA Headquarters Executive
Board. The DLA Executive Board will evaluate the nominations and forward their recommendations for
approval to the DLA Director. A copy of the approved award will be provided to the DLA Human
Resources Services office for processing/ordering the bronze eagles.
RETURN TO DLA HONORARY AWARDS MENU
31
Director’s Strategic Goals Quarterly Awards
These awards aim to increase visibility of the Director’s Strategic Goals and five Strategic Focus Areas
(the five “Big Ideas”):
1. Improve Customer Service: Delight Our Customers. Improve total service delivery by 10
percentage points and measure ourselves by customer standards.
2. Decrease Direct Material Costs: Be Smart Buyers of the Right Stuff. Reduce the direct cost of
fuel by 1-3 percent across all fuel products. Reduce total direct material costs by 5 percent
through the use of agile acquisition techniques leveraging commercial supply chains, without
creating redundancy.
3. Decrease Operating Costs: Improve Process and Productivity. Reduce distribution and
transportation costs by 25 percent and achieve 3 percent efficiency gains from personnel,
Automated Data Processing, facility maintenance, and Information Technology.
4. Reduce Inventory: Clean out the Attic. Attack both War Reserves and Operational Inventory
through better leverage of commercial infrastructure agreements; review and adjust strategic
requirements.
5. Achieve Audit Readiness: Prove It. Demonstrate our commitment to transparency and
Accountability. Use audit readiness as a lever to identify and drive future improvement
opportunities.
The award recognizes teams or individuals for contributions towards the Agency’s accomplishment of the
Director’s ambitious agenda to significantly improve performance and dramatically reduce costs. This
includes significant achievement in improving total service delivery; measuring ourselves by customer
standards; reducing the material cost of acquisition through getting better business deals with suppliers;
contributing to inventory management excellence through increasing supply material availability for
customers; finding ways to reduce the costs associated with storage and distribution; achieving or
exceeding milestone goals in getting to audit readiness; and finding ways to reduce the cost of doing
business.
Each recipient will receive a Director’s Strategic Goals Award certificate and medal, a DLA Director’s
coin, and will be recognized at the DLA Director’s Call on a quarterly basis. In addition, winners will be
profiled in a DLA Today article. All nominations will be posted to the DLA website.
A “team” is defined as any group of people with similar or diverse skills assembled in the workplace to
achieve a common purpose or goal.
Team Size
Small
Medium
Large
Numbers of Team Members Number of Nominees
25 or less
1
26-50
1
51-125
1
Award Eligibility: All DLA employees (military and civilian) are eligible. Five winners will be selected
each quarter.
Award Submission: PLFAs, J code organizations, DLA Installation Support, and DLA Headquarters
Staff organizations should submit nominations to DLA Human Resources with a one page narrative
nomination statement, which must be signed by the nominator/recommending official and reviewer. The
reviewer should be the Chief of Staff (for DLA Installation Support and DLA Headquarters Staff
32
organizations), J code Director, or PLFA Commander. The nomination statement must describe in simple
terms how the individual or team directly contributed to advancing the Big Ideas.
Award Approved By: The DLA Headquarters Recognition and Awards Board will review the
nominations and make recommendations to the DLA Director for approval.
RETURN TO DLA HONORARY AWARDS MENU
33
DLA Retirement and Other Farewell Recognition
Consideration of employee’s preference for public or private settings, decisions regarding official
retirement and other farewell ceremonies will be made on an equitable basis across the workforce, and
will not be based on the grade or rank of the individuals involved.
GIFTS
The Joint Ethics Regulation (DoD 5500.7-R) sets forth DoD policy on gifts. Consult a DLA General
Counsel ethics counselor with all questions regarding these provisions.
Government funds may not be used to purchase gifts; however, private contributions may be used. The
standard rules governing gifts apply. Some examples of “gift” items include flowers, paper weights, and
flags (civilian), as well as “display” items, such as shadow boxes and display cases.
Rules for gift giving from a group:
1. Fellow employees may be solicited for voluntary contributions of nominal amount.
2. The aggregate market value of a group gift, regardless of the number of military and/or civilian
employees contributing (if even one member of the donating group is a subordinate of the
recipient), may not exceed $300.
3. There is no limit on the number of donating groups that may give a retirement gift. However, the
number should be based on common sense and reasonableness. Also, donating groups may not
“pool” their money to buy a gift over the $300 limit. For example, it is not permissible for two
donating groups each with $250 to combine their money and buy a $500 gift.
4. The “nominal amount” of any voluntary contribution that may be solicited from an employee for a
group gift should not exceed $10.
5. An employee may contribute to a group gift and may also give an individual gift, so long as the
giving of both of these gifts is “appropriate to the occasion,” i.e., the total amount spent is
reasonable under the circumstances.
6. The voluntary nature of any contribution must be made clear in any solicitation (i.e., understanding
by each employee that he or she may contribute nothing at all, or in any amount that he or she
desires up to $10). Senior personnel may not pressure subordinates or junior personnel to make
contributions.
7. A voluntary contribution of a nominal amount for refreshments may be solicited as a separate,
voluntary contribution not subject to the $10 limit. For example, it is permissible to solicit $10 for
the retirement gift and an additional $2 to help pay for the cost of refreshments.
8. Contributions cannot be solicited from “prohibited sources” (agency contractors or their
employees). However, unsolicited contractor gifts are permissible. Note that they are subject to
the $20/$50 rule.
A gift certificate may be given, as long as it is not redeemable for cash.
(PLEASE NOTE DOLLAR AMOUNTS OUTLINED ABOVE ARE SUBJECT TO CHANGE.)
34
AWARDS
Government funds may be used to purchase awards. For civilian employees, the awards must be made in
accordance with the Government Employee’s Incentive Awards Act, 5 U.S.C. 4501-4506; and for
military members, 10 U.S.C. 1124 and 1125.
Awards will be presented in either the standard padded folders or Government stock frames. Private
contributions, however, may be used to purchase custom framing, matting, and/or display items from
public sources. The standard rules governing gifts apply.
Flags will be provided to military members retiring from active duty. Flags should be requested through
transition centers.
Official retirement and other farewell ceremonies, inherent in the award process, are permitted. Sponsors
may request “standard package” support for the following:
1. Invitations, programs, and other written materials
2. Photographer to officially document the event
3. Traditional Military Spouse certificates and recognition
The following awards are permitted, if the individual qualifies:
1. DLA Distinguished Career Service Award with bronze medal, lapel button, and plaque.
2. Presidential Letters (Letter of Appreciation) - The White House Greetings office receives and
processes all requests in accordance with long-standing guidelines. Please carefully review the
guidelines below prior to submitting a request. Requests that do not comply with the guidelines or
do not contain sufficient information will not be fulfilled.
Guidelines:
(a) United States Citizens: The White House will send greetings only to United States citizens
for special occasions as outlined below.
(b) Required Information: Please provide the following information when making a request:
o Name of honoree(s)
o Address of honoree(s)
o Form of address (Mr., Mrs., Ms., or Miss)
o Date (month, day, year) of birth, birthday, retirement, wedding, or anniversary
o Requestor's name and daytime phone number
(c) Number of Requests Limited: The number of requests that can be submitted per day is
limited. Institutional requests for multiple greetings must be submitted by fax or mail on
official letterhead with the required information listed above.
(d) When to Expect Your Greeting: For birthdays, retirement, and anniversaries, greetings will
be mailed from the White House approximately 14 days prior to the event. Wedding and
baby's birth greetings will be sent after the event.
(e) Greeting requests can either be made by:
FAX: 202-395-1232
MAIL: The White House
ATTN: Greetings Office
Washington, DC 20502-0039
35
3. Director’s Silver or Gold Letter Plaques: A silver/gold letter is one of the tools that the DLA
Director uses to recognize the professional contributions and service of DLA civilian and military
employees. The letter can honor exceptional professional career accomplishments and
performance as well as specific program achievements.
These letters should be limited to the most deserving individuals whose contributions have had a
highly significant impact on our operations or customer organizations. Individuals should have a
minimum of 30-39 years of service to be eligible for a silver letter and 40 years for a gold letter.
The DLA Director will sign the letter. Final letters should include:
•
•
•
•
•
•
•
Employee’s full name and title
Organization and organization address
Date of retirement
Date of ceremony
Copy of justification/citation
Biography (if available)
Point of contact for the action
Also, the final letters should include a staff summary sheet with an endorsement from
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA
General Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations
(DLA Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal
Employment Opportunity, and Small Business Programs).
The request should be forwarded to the DLA Director’s Executive Secretary. The Executive
Secretary will forward the letter to the engravers.
The Executive Secretary will contact the point of contact for pick-up.
4. Retirement Certificates: The retirement certificate is for all employees that retire. DLA Human
Resources Services will process the retirement certificate.
5. DLA Retirement Plaque: The retirement plaque is for all employees that retire. DLA Human
Resources Services will process the retirement plaque.
6. Certificate of Appreciation for the Spouse: The certificate of appreciation for the spouse will be
prepared by DLA Human Resources Services to be issued to the retiree’s spouse.
7. DoD and Military Service Awards: Check with your servicing DLA Human Resources Services
or DLA Human Resources Services, Military Personnel and Administration office for information
on what awards are available.
36
Retirement and Other Farewell Recognition Ceremony Package Items and Services
Invitations and Programs
• Card stock paper may be of slightly heavier weight than plain paper
• Program maximum size 8 ½ x 11 inches
• Maximum number: up to 100 (in-house); up to 300 via DLA Document Services
• Program layout choices: tri-fold, 8 ½ folded in half (front and back), or ½ page front and back
• Print: Regular
• Background colors: various
• Photographer to officially document the event
• Traditional Military Spouse certificate(s) in Government frame or padded folder
For DLA Director, DLA Vice Director, and DLA Chief of Staff Hosted Events Only
• Printing: raised (for invitations).
• Number of invitations and programs: up to 750.
• Address and/or direction cards, Distinguished Visitor Passes, and VIP parking signs.
• Videotaping
Local Awards: Local awards and awards made pursuant and consistent with the DLA Awards and
Recognition Program and this handbook.
Local award options (or similar in scope and cost) for DLA residents of the DLA Headquarters:
• Frame (16x20) with photo (of one or both) of the DLA Headquarters and Cameron Station, with
engraved plate.
• Frame with a smaller photo of the DLA Headquarters plus space for Commander’s coin/s (if
desired) and engraved plate.
RETURN TO DLA RETIREMENT AND OTHER RECOGNITION
37
The Annual DLA Recognition Program
Each fall, DLA holds the annual DLA Recognition Program ceremony. The ceremony provides a highly
visible means for the DLA Director to recognize DLA’s men and women who exemplify the standard for
excellence set by the Agency. The winners have demonstrated their leadership, hard work, and sense of
commitment in support of DLA’s mission and our nation’s warfighters.
The ceremony is held to honor the winners in the categories below:
•
•
•
•
•
•
•
•
•
•
•
Outstanding DLA Personnel of the Year (Top Ten);
Achievement in Equal Employment Opportunity (EEO) by a Supervisor or Manager and an
Employee;
Achievement in EEO by an Organization;
Outstanding DLA Employee with Disabilities;
Team Performance Award;
Acquisition Excellence Awards;
Employee of the Quarter – Annual Winner;
Morale, Welfare, and Recreation Operations Excellence Award;
DLA Leadership Award; and
DLA Environmental Award
Information Technology Operations Excellence Awards
Award Submissions: Award criteria and submission instructions for each of the awards above is found
under the individual award category.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
38
Ten Outstanding DLA Personnel of the Year Awards
The DLA Top Ten employees are recognized at the DLA Annual Recognition ceremony. This award
provides a highly visible means for the DLA Director to recognize deserving civilian and military
employees with superior performance in every segment of the DLA workforce.
Civilian winners of this award are also eligible to receive a cash award based on a percentage of salary.
(The winner’s activity pays for the cash award.) The amount of the cash award will be 6 percent of the
employee's basic salary and will be paid by the employing activity. Military members will receive
only the engraved plaque because Title 5, United States Code, Chapter 45, provides authority to pay
military personnel for their contributions in the form of suggestions, inventions, or scientific
achievements but not for performance. The nominating office is responsible for completing and
submitting the paperwork for their employee to receive their award.
Award Eligibility: Exemplary performance that is inspirational to others and has contributed
significantly to the effective achievement of DLA’s mission.
Award Submissions: Nominations are solicited from the DLA PLFAs and Executive Board members.
The due dates along with the criteria will be in the nomination call letter. Nominations are to be
forwarded to the DLA Human Resources Policy office.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFAs;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
The DLA Headquarters Recognition and Awards Board reviews the nominations and recommends the
winners to the DLA Director for approval.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
39
DLA Awards for Achievement in Equal Employment Opportunity (EEO)
The award winners are recognized at the DLA Annual Recognition ceremony.
The DLA Awards for Achievement in EEO consists of three separate awards:
Outstanding Achievement in EEO by a DLA Organization;
Achievement in EEO by a Supervisor or Manager; and
Achievement in EEO by an Employee
Outstanding Achievement in EEO by a DLA Organization
Purpose and Intent of the Award: The annual DLA Award for Outstanding Achievement in EEO
recognizes the integration of workforce development, diversity, and demonstrated leadership and
commitment to EEO by a DLA organization. There are three categories for this award. The categories
represent the three distinct organizational levels throughout the DLA enterprise. A winner will be
selected for each category. Nominations must clearly identify which category best describes your
organization. 1
Category One: PLFA
Category Two: Corporate Staff: DLA Installation Support, DLA Human Resources, DLA Logistics
Operations, DLA Strategic Plans and Policy, DLA Information Operations, DLA Acquisition, DLA
Finance, DLA Joint Reserve Forces.
Category Three: Service Activities: DLA Pacific, DLA Europe & Africa, DLA Central, DLA Logistics
Information Services, DLA Document Services, DLA Transaction Services, DLA Strategic Materials,
Joint Contingency Acquisition Support Office, DLA Depots, DLA Disposition Services, and Director’s
staff
Nature of Award: An engraved traveling trophy for winners of each category to be displayed for a year.
Award Consideration Period: July 1 through May 31.
Award Selection Criteria: See award criteria below.
Award Nomination Procedures: Nominations may be submitted in hardcopy or electronic format and
must be submitted under the signature of the commander or Director indicating his/her endorsement of
nomination to:
DLA Equal Employment Opportunity Office
8725 John J. Kingman Road
Suite 1127
Fort Belvoir, Virginia 22060-6221
1
PLFA EEO Offices cannot be nominated for this award. The focus of this award is on workforce development, diversity, and
demonstrated EEO leadership and commitment by a DLA organization.
40
Nominations are to be submitted in the following format:
•
•
•
•
Name of DLA Organization
Category
Address
Point of Contact
Justification: Limited to no more than three typed pages, single space, describing specifically how the
activity meets the award criteria attached. Please include a citation of not more than 100 words.
One 5X7 inch color photograph depicting some aspect of the organization’s support of the EEO program
or a generic view of the organization must be submitted to the DLA Equal Employment Opportunity upon
notification of selection. The photo must be in either JPEG or TIFF format. Please note this photograph
will be used in the award program booklet.
Selection Process: An awards board will be selected and convened by DLA Equal Employment
Opportunity. The board will consist of diverse representation and include employees and management
officials across the DLA enterprise.
Organizations are encouraged to contact their servicing EEO office for statistical data and other relevant
information that would assist in preparing their nomination packages.
To access DLA’s submission of the Annual MD 715 Report and servicing EEO personnel visit DLA
Equal Employment Opportunity’s website.
Achievement in EEO by an Organization Award Criterion
The focus of this award supports DLA’s Strategic Plan Goal 3: Workforce Development (WD): Foster a
diverse workforce and supporting culture to deliver sustained mission excellence and five of the six
essential elements of a model EEO Program identified by the United States Equal Employment
Opportunity Commission.
Award Nomination packages should address accomplishments, results, notable progress, or improvement
above and beyond the mission requirements of your servicing EEO office.
DLA’s Strategic Plan, Goal 3: Workforce Development (WD): Foster a diverse workforce and
supporting culture to deliver sustained mission excellence.
Address one of the following WD Strategies: Describe accomplishments, results, notable progress, or
improvements above and beyond the mission requirements of your servicing EEO Office.
•
WD-A: Attaining a diverse workforce. “It is imperative for DLA’s workforce to reflect the
diversity in our society, since that is a recognized source of talent and strength. By working to
attain a diverse workforce through specific director’s initiatives, we will strengthen our ability to
deliver on our commitments. Diversity will enable us to leverage different perspectives and
concepts and move DLA forward.”
41
•
WD-B: Attaining and sustaining a sound Enterprise culture. “Our culture must provide an
environment where the workforce is able to excel and shape effective change in the Agency. A
warfighter support-focused culture will ensure a quality, safe, and secure environment that
encourages employees to best support the DLA mission. We will focus on feedback from employee
assessments to make needed changes to achieve the desired culture.”
•
WD-C: Attaining a comprehensive talent management program to assure a highperforming workforce. “Recognizing the increasing rigors of our mission tempo, we will
strengthen our workforce planning and development strategies. This strategy provides framework
designed to integrate multiple human capital programs into a cohesive approach that sustains a
long-term view of Agency mission requirements. It encompasses three focus areas: workforce
planning, strategic recruitment, and training and development.”
Address a minimum of one bullet in at least three of the five essential elements of a model EEO
program listed below. Describe accomplishments, results, notable progress, or improvement above and
beyond the mission requirements of your servicing EEO Office.
Essential Element One: Demonstrated Commitment from Agency Leadership. (Please provide
specific examples.)
•
The Commander or Director issued an annual EEO policy statement that endorses the DLA
Director’s annual EEO policy letter that describes his or her position against employment
discrimination and harassment.
•
The Commander or Director ensured sufficient staffing to assist in the operation of the EEO
program by approving the appointment of and providing funding for the specialized training of
collateral-duty EEO personnel including EEO Counselors and Special Emphasis Program
Planning Committee Members.
•
The Commander or Director ensured resources are available for EEO observance planning
committee members when required.
•
Leadership ensured new and existing supervisors received regular EEO training.
•
Facilitated the establishment of Ad Hoc initiatives - Diversity Councils or Accessibility Boards –
which embraced and/or complemented EEO-related committees and planning and executed
feasible recommendations from these councils or boards.
Essential Element Two: Integration of EEO into the Agency’s Strategic Mission. (Please provide
specific examples.)
•
The EEO Manager is consulted on critical workplace decisions.
•
Supervisors and managers (junior and senior) consult EEO staff members on personnel decisions
that have EEO ramifications.
•
The EEO Manager is a participating member in meetings where critical personnel decisions
regarding management and the deployment of human resources are made.
42
Essential Element Three: Management and Program Accountability. (Please provide specific
examples.)
•
Leadership hired, trained, and developed supervisors and managers who have effective
managerial, communication, and interpersonal skills, which enabled them to supervise and manage
effectively in a culturally diverse workplace and resolve workplace disputes.
•
Leadership ensured managers and supervisors’ successful performance contingent, in part, on
efforts to achieve a workplace free of workplace dissatisfaction and discrimination.
Essential Element Four: Proactive Prevention of Unlawful Discrimination. (Please provide specific
examples.)
•
Leadership took specific positive steps to eliminate barriers that impede equality of opportunity in
the workplace that contributed to identifiable changes in the work environment.
•
Leadership participated in community relations or outreach initiatives that demonstrated DLA is
an equal opportunity employer.
•
Leadership capitalized on internal and external recruitment initiatives and effectively used special
appointing authorities (i.e., Schedule A) in an effort to increase workplace diversity.
•
Leadership made significant progress or achievement in eliminating the low participation rate of at
least one of the following groups:
o
o
o
o
Individuals with disabilities and targeted disabilities.
Hispanics in all career fields and grade levels.
Women overall, but particularly in high grade positions.
African Americans in top positions.
Essential Element Five: Efficiency. (Please provide specific examples.)
•
Demonstrated commitment to encouraging and ensuring supervisors and managers used
Alternative Dispute Resolution (ADR) (usually this means mediation) to resolve workplace
disputes and complaints at the earliest possible stage.
•
Decreased the number of workplace disputes and EEO complaints being filed within the
organization by developing supervisors and managers’ early intervention skills.
Achievement in EEO by a Supervisor or Manager
Purpose and Intent of the Award: This annual DLA Award for Achievement in EEO recognizes the
integration of workforce development, diversity, and demonstrated leadership and commitment to EEO by
a supervisor or manager within his/her sphere of influence.
Nature of Award: The award will consist of a suitably engraved plaque or trophy and a cash award of
$2,500. The cash award is the responsibility of the nominating activity. Please note: Military members
43
will receive only the engraved plaque or trophy due to applicable restrictions against cash awards for
performance. The nominating office is responsible for completing and submitting the paperwork for their
employee to receive their award.
Award Eligibility: Any DLA supervisor or manager (civilian or military) regardless of grade, rank and
occupation employed by or assigned to DLA during the award consideration period may be nominated. 2
Award Consideration Period: July 1 through May 31.
Award Selection Criteria: See award criteria below.
Award Nomination Process: Each DLA activity may propose one nominee for consideration to receive
this award.
Nominations are to be submitted in the following format:
•
Name of Nominee
•
Civilian Occupational Series and Grade or Military Grade/Rank and Primary Military
Occupational Specialty
•
Position Title
•
Organization
•
Activity
•
Organization’s Location
•
Name, Title, and Office Telephone Number of Immediate Supervisor
•
Length of Service with DLA
•
Total Length of Federal Service: Civilian and Military
•
Description of Duties During Award Consideration Period Not to Exceed 50 Words
•
Awards/Honors Received During the Last 3 Years
•
Other Significant Achievements/Recognition/Awards in Non-Government Organizations
(Example: Civic, Fraternal, Technical, Professional Organizations, Etc.)
•
Justification: not more than two pages in length, describing specifically how the nominee
meets the award selection criteria
2
PLEASE NOTE: Full-time DLA EEO personnel cannot be nominated for this award. They may, however, be nominated
for the Ten Outstanding DLA Personnel of the Year Award for their excellence in performance.
44
•
Citation: not to exceed 100 words
One 5X7 professional photograph of the nominee, with his/her name on the back of the photo, must be
submitted with the nomination package along with a JPEG version of the photo. If the nominee is
selected for the award, the photo will be used for the award ceremony brochure.
The nomination will not be considered complete without a memorandum of endorsement on letterhead
signed by the commander or director of the activity or directorate.
The complete nomination package may be submitted to:
DLA Equal Employment Opportunity Office
8725 John J. Kingman Road
Suite 1127
Fort Belvoir, Virginia 22060-6221
Achievement in EEO by a Supervisor or Manager Award Criteria
Describe what the DLA supervisor or manager has achieved in the narrative using examples of
accomplishment and initiative in support of:
DLA’s Strategic Plan, Goal 3: Workforce Development (WD): Foster a diverse workforce and
supporting culture to deliver sustained mission excellence.
EEO Leadership and Commitment.
DLA’s Strategic Plan, Goal 3: Workforce Development (WD): Foster a diverse workforce and
supporting culture to deliver sustained mission excellence.
Address one of the following WD Strategies:
WD-A: Describe accomplishments and initiatives toward attaining a diverse workforce: “It is
imperative for DLA’s workforce to reflect the diversity in our society, since that is a recognized source of
talent and strength. By working to attain a diverse workforce through specific director’s initiatives, we
will strengthen our ability to deliver on our commitments. Diversity will enable us to leverage different
perspectives and concepts and move DLA forward.”
WD-B: Describe accomplishments and initiatives in attaining and sustaining a sound Enterprise
culture: “Our culture must provide an environment where the workforce is able to excel and shape
effective change in the Agency. A warfighter support-focused culture will ensure a quality, safe, and
secure environment that encourages employees to best support the DLA mission. We will focus on
feedback from employee assessments to make needed changes to achieve the desired culture.”
WD-C: Describe accomplishments and initiatives in establishing a comprehensive talent
management program to assure a high-performing workforce: “Recognizing the increasing rigors of
our mission tempo, we will strengthen our workforce planning and development strategies. This strategy
provides framework designed to integrate multiple human capital programs into a cohesive approach that
45
sustains a long-term view of Agency mission requirements. It encompasses three focus areas: workforce
planning, strategic recruitment, and training and development.”
EEO leadership and commitment. Address at least one bullet in two of the following EEO
standards of excellence:
Standard One: Integrated EEO into Mission Accomplishment:
•
Identified and utilized innovative and/or creative methods that accomplished work while
supporting overall inclusiveness and harmony in the workforce.
•
Allocated staff and/or fiscal resources in support of EEO and workforce diversity programs.
•
Participated in proactive EEO programming or initiatives or special emphasis events.
Standard Two: Encouraged Use of Career Development Opportunities:
•
Assisted colleagues or staff or both to develop new skills and competencies by encouraging them
to attempt more difficult tasks, try new approaches, or volunteer to assume additional duties.
•
Influenced colleagues or employees or both to pursue developmental opportunities and/or
provided support for those opportunities.
•
Developed colleagues or employees or both through motivation, mentoring, coaching, or
instructions.
Standard Three: Increased Workforce Diversity:
•
Identified and eliminated conditions and non-merit factors that contributed to barriers to equal
employment opportunities and a representative workforce. Minorities, women, and/or people with
disabilities are represented or have grown in representation at levels in the workforce where there
were low participation rates and/or encouraged subordinate supervisors (if any) to do the same.
•
Participated indirectly or directly in the identification and recruitment for vacancies in positions
with low participation rates for minorities, women, and people with disabilities and/or encouraged
subordinate supervisors (if any) to do the same.
•
Ensured open, transparent, and objective merit selection factors were used in selections and/or
ensured subordinate supervisors (if any) did the same.
•
Participated in recruiting events designed to diversify the application pools for DLA positions.
Standard Four: Prevented and Eliminated Unlawful Discrimination:
•
Reviewed allegations and complaints of discrimination in his/her organization for patterns and
initiated corrective actions as appropriate.
46
•
Ensured required EEO-related employee training was completed and/or encouraged subordinate
supervisors (if any) to do the same.
•
Encouraged the use of ADR processes to resolve workplace disputes and EEO complaints and
ensured subordinate supervisors (if any) did the same.
Standard Five: Identified Opportunities to Resolve Workplace Dispute and Complaints:
•
Successfully resolved allegations of discrimination and workplace dissatisfactions at the lowest
level and/or supported/guided subordinate supervisors to do the same.
•
Used ADR to resolve allegations of discrimination and workplace dissatisfactions whenever
appropriate.
Achievement in EEO by an Employee
Purpose and Intent of the Award: This annual DLA Award for Achievement in EEO recognizes the
integration of workforce development, diversity, and demonstrated leadership and commitment to EEO by
an employee within his/her sphere of influence.
Nature of Award: The award will consist of a suitably engraved plaque or trophy and a cash award of
$2,500. The cash award is the responsibility of the nominating activity. Please note: Military members
will receive only the engraved plaque or trophy due to applicable restrictions against cash awards for
performance. The nominating office is responsible for completing and submitting the paperwork for their
employee to receive their award.
Award Eligibility: Any DLA employee (civilian or military) regardless of grade, rank, and occupation
employed by or assigned to DLA during the award consideration period may be nominated. 3
Award Consideration Period: July 1 through May 31.
Award Selection Criteria: See award criteria below.
Award Nomination Procedures: Each DLA activity may propose one nominee for consideration to
receive this award.
Nominations are to be submitted in the following format:
•
Name of Nominee
•
Civilian Occupational Series and Grade or Military Grade/Rank and Primary Military
Occupational Specialty
•
Position Title
3
PLEASE NOTE: Full-time DLA EEO personnel cannot be nominated for this award. They may, however, be nominated
for the Ten Outstanding DLA Personnel of the Year Award for their excellence in performance.
47
•
Organization
•
Activity
•
Organization’s Location
•
Name, Title, and Office Telephone Number of Immediate Supervisor
•
Length of Service with DLA
•
Total Length of Federal Service: Civilian and Military
•
Description of Duties During Award Consideration Period Not to Exceed 50 Words
•
Awards/Honors Received During the Last 3 Years
•
Other Significant Achievements/Recognition/Awards in Non-Government Organizations
(Example: Civic, Fraternal, Technical, Professional Organizations, Etc.)
•
Justification: not more than two pages in length, describing specifically how the nominee
meets the award selection criteria
•
Citation not to exceed 100 words
One 5X7 professional photograph of the nominee, with his/her name on the back of the photo, must be
submitted with the nomination package along with a JPEG version of the photo. If the nominee is
selected for the award, the photo will be used for the award ceremony brochure.
The nomination will not be considered complete without a memorandum of endorsement on letterhead
signed by the Commander or Director of the activity or directorate.
The complete nomination package may be submitted to:
DLA Equal Employment Opportunity Office
8725 John J. Kingman Road
Suite 1127
Fort Belvoir, Virginia 22060-6221
Achievement in EEO by an Employee
Award Criteria: Describe what the DLA employee has achieved in the narrative using examples of
accomplishment and initiative in support of:
•
DLA’s Strategic Plan, Goal 3: Workforce Development (WD): Foster a diverse workforce and
supporting culture to deliver sustained mission excellence.
•
EEO Leadership and Commitment.
48
DLA’s Strategic Plan, Goal 3: Workforce Development (WD): Foster a diverse workforce and
supporting culture to deliver sustained mission excellence.
Address one of the following WD Strategies:
•
WD-A: Describe accomplishments and initiatives toward attaining a diverse workforce: “It
is imperative for DLA’s workforce to reflect the diversity in our society, since that is a recognized
source of talent and strength. By working to attain a diverse workforce through specific director’s
initiatives, we will strengthen our ability to deliver on our commitments. Diversity will enable us
to leverage different perspectives and concepts and move DLA forward.”
•
WD-B: Describe accomplishments and initiatives in attaining and sustaining a sound
Enterprise culture: “Our culture must provide an environment where the workforce is able to
excel and shape effective change in the Agency. A warfighter support-focused culture will ensure
a quality, safe, and secure environment that encourages employees to best support the DLA
mission. We will focus on feedback from employee assessments to make needed changes to
achieve the desired culture.”
•
WD-C: Describe accomplishments and initiatives in establishing a comprehensive talent
management program to assure a high-performing workforce: “Recognizing the increasing
rigors of our mission tempo, we will strengthen our workforce planning and development
strategies. This strategy provides framework designed to integrate multiple human capital
programs into a cohesive approach that sustains a long-term view of Agency mission
requirements. It encompasses three focus areas: workforce planning, strategic recruitment, and
training and development.”
EEO leadership and commitment. Address at least one bullet in two of the following EEO
standards of excellence:
Standard One: Integrated EEO into Mission Accomplishment:
•
Identified and utilized innovative and/or creative methods that accomplished work while
supporting overall inclusiveness and harmony in the workforce.
•
Allocated staff and/or fiscal resources in support of EEO and workforce diversity programs.
•
Participated in proactive EEO programming or initiatives or special emphasis events.
Standard Two: Encouraged Use of Career Development Opportunities:
•
Assisted colleagues or staff or both to develop new skills and competencies by encouraging them
to attempt more difficult tasks, try new approaches, or volunteer to assume additional duties.
•
Influenced colleagues or employees or both to pursue developmental opportunities and/or
provided support for those opportunities.
•
Developed colleagues or employees or both through motivation, mentoring, coaching, or
instructions.
49
Standard Three: Increased Workforce Diversity:
•
Identified and eliminated conditions and non-merit factors that contributed to barriers to equal
employment opportunities and a representative workforce. Minorities, women, and/or people with
disabilities are represented or have grown in representation at levels in the workforce where there
were low participation rates and/or encouraged subordinate supervisors (if any) to do the same.
•
Participated indirectly or directly in the identification and recruitment for vacancies in positions
with low participation rates for minorities, women, and people with disabilities and/or encouraged
subordinate supervisors (if any) to do the same.
•
Ensured open, transparent, and objective merit selection factors were used in selections and/or
ensured subordinate supervisors (if any) did the same.
•
Participated in recruiting events designed to diversify the applicant pools for DLA positions.
Standard Four: Prevented and Eliminated Unlawful Discrimination:
•
Reviewed allegations and complaints of discrimination in his/her organization for patterns and
initiated corrective actions as appropriate.
•
Ensured required EEO-related employee training was completed and/or encouraged subordinate
supervisors (if any) to do the same.
•
Encouraged the use of ADR processes to resolve workplace disputes and EEO complaints and
ensured subordinate supervisors (if any) did the same.
Standard Five: Identified Opportunities to Resolve Workplace Disputes and Complaints:
•
•
Successfully resolved allegations of discrimination and workplace dissatisfactions at the lowest
level and/or supported/guided subordinate supervisors to do the same.
Used ADR to resolve allegations of discrimination and workplace dissatisfactions whenever
appropriate.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
50
Outstanding DLA Employee with a Disability
The award winner is recognized at the DLA Annual Recognition ceremony.
To recognize the employee who has demonstrated job performance that clearly exceeds the requirements
in spite of severely limiting physical and/or mental factors, and exhibits abilities and initiative to
overcome his/her disability.
The award will consist of a trophy and a cash award of $2,500 paid by the nominating activity. The
nominating office is responsible for completing and submitting the paperwork for their employee to
receive their award.
Award Eligibility: Eligible nominees include appropriated and non-appropriated funded employees of
DLA and foreign nationals employed overseas by DLA. Previous winners of this award may not be renominated until at least 10 years have passed.
Award Criteria: Must have demonstrated job performance that clearly exceeds the requirements in spite
of severely limiting physical and/or mental factors, and exhibits abilities and initiative to overcome
his/her disability.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
DLA will select one award winner from nominations received and will forward the DLA nominee to the
DoD Office of Diversity Management and Equal Opportunity for recognition along with other DoD
Outstanding Employees with a Disability.
If selected, the winner will be notified and is expected to attend the Annual DoD Disability Awards
ceremony and Annual DoD Disability Forum held in early December in conjunction with the Annual
Conference on Perspective of Employment of People with Disabilities in Bethesda, Maryland. The
winner’s organization is responsible for paying related per diem and travel costs.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
51
Team Performance Award
The award winners are recognized at the DLA Annual Recognition ceremony.
The purpose of the DLA Team Performance Award is to increase visibility of organizational goals,
advance the use of teamwork in the work environment, and motivate all DLA employees to improve the
level of team performance.
The team award consists of a suitably engraved trophy or plaque for the team. Winning team members
are each presented with a certificate signed by the DLA Director and a medallion/lapel pin (or other form
of award to be determined at the time of presentation).
Award Eligibility: This award recognizes any team in DLA which has improved organizational
performance by using structured improvement methods and/or advanced the principles of teaming and
teamwork in the work environment. Any formally chartered, permanent, or ad hoc team in DLA is
eligible to be nominated for this award. Individuals and organizational groups not structured as teams are
ineligible to be nominated for this award, although they may be eligible for other group awards. A “team”
is defined as any group of people with similar or diverse skills assembled in the workplace to achieve a
common purpose or goal.
For achievements that were based on measurable savings to the organization, cash awards may also be
presented as determined appropriate by the DLA Headquarters Recognition and Awards Board. The
amount of cash awards will be determined by referring to the guidance provided and will be equally
shared by all members of the team. Any team nomination which claims monetary savings as the result of
their achievement will attach substantiating documentation to the nomination. Reported savings should
be reflected in budgetary planning for the affected organizational element for the following fiscal year.
The team must have successfully completed its project or mission at the time of the nomination.
Award Submission: Nominations are solicited from the DLA PLFAs and Executive Board members.
The due dates, along with the criteria, will be in the nomination call letter. Nominations are to be
forwarded to the DLA Human Resources Policy office.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
The DLA Headquarters Recognition and Awards Board reviews the nominations and recommends the
winners to the DLA Director for approval.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
52
Acquisition Excellence Awards
The award winners are recognized at the DLA Annual Recognition ceremony.
For Team Awards, the award will consist of a certificate and lapel pin for team members, and a trophy
for the team leader. For individual awards, the cash award will consist of 6 percent of the employee's
basic salary and will be paid using the Agency Defense Acquisition Working Fund. DLA Acquisition
will process the cash award.
The Acquisition Excellence Awards were created to recognize the contributions made across the broad
spectrum of acquisition functions. DLA will select an award recipient for the following individual and
team award categories (only one winner per award):
Individual and team eligible awards:
•
•
Excellence in Pre-Award Contracting
Excellence in Contract Administration
Individual only eligible awards:
•
•
•
Excellence in Pricing
Excellence in Procurement Analysis
Excellence in Acquisition Management
Award Eligibility: The eligibility against which nominations will be evaluated is listed below:
Excellence in Pre-Award Contracting: Recognizes the efforts of a pre-award military or civilian
contracting officer, contract specialist, or team whose efforts made a significant impact on the agency’s
ability to support the military services.
Excellence in Contract Administration: Recognizes the efforts of a post-award military or civilian
contracting officer, contract specialist, or team who exemplifies success in contract administration.
Excellence in Pricing: Recognizes efforts of a military or civilian contracting officer, contract specialist,
contract cost/price analyst, or procurement analyst who demonstrates success in contract pricing.
Excellence in Procurement Analysis: Recognizes the efforts of a military or civilian procurement
analyst, industrial specialist or Agency employee in any other acquisition-related position who makes a
direct contribution to mission success through staff work (to include automated system support).
Excellence in Acquisition Management: Recognizes the efforts of a military or civilian
leader/supervisor/manager within the DLA acquisition community who exemplifies excellence in
acquisition management.
Award Submission: Nominations are solicited from the DLA PLFA and Executive Board members.
The due dates along with the criteria will be in the nomination call letter. Nominations are to be
forwarded to DLA Acquisition.
53
Award Approved By: Each buying activity (DLA Headquarters or PLFA) may only submit one
nomination in each category, regardless of supply chain. Nominations must be approved by the Head of
the Contracting Activity or, in the absence of such, the commander or director as appropriate.
The DLA Headquarters Recognition and Awards Board reviews the nominations and recommends the
winners to the DLA Director for approval.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
54
DLA Employee of the Quarter Program – Annual Winner
The award winner is recognized at the DLA Annual Recognition ceremony.
To recognize the individual winner of the quarterly DLA competition for the employee whose exemplary
performance; improvements for the agency; humanitarian service; teamwork with other employees;
savings to the Government; and performance of an act or service that reflects positively on DLA that
merited him or her further recognition at the agency level.
Award Eligibility: All DLA Headquarter and PLFA civilian winners of the DLA Employee of the
Quarter award from the fourth quarter of the previous fiscal year to the third quarter of the current fiscal
year.
Award Submission: Award packages from the fourth quarter of the previous fiscal year to the third
quarter of the current fiscal year winners are on file in the DLA Human Resources Policy office and will
be used to forward to the Awards Board for review/approval.
The DLA Headquarter Recognition and Awards Board reviews the nominations and recommends the
winner to the DLA Director for approval.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
55
Morale, Welfare, and Recreation (MWR) Operations Excellence Awards
The award winners are recognized at the DLA Annual Recognition ceremony.
Award Eligibility: All agency employees working in MWR programs and/or facilities are eligible for
nomination. The award provides higher-level recognition of agency employees for MWR programs,
and/or facilities. There are five awards categories:
•
•
•
•
•
Customer Service;
Outstanding Employee;
Facility Excellence;
Innovation Excellence; and
Operations Excellence
Award Submissions: Nominations may include examples of achievement:
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Contributions to operations;
Innovative ideas to improve programs;
Community service to enhance quality of life;
Service above and beyond mission accomplishment;
Submission of customer comment cards or letters/emails received by the activity or employee;
Contributions to the MWR in the community (to include services at child/youth services;
recreation/fitness centers; bowling; and golf operations);
Increased sales/decreased operating costs;
Improved profit;
Increased customer/membership base;
Improved catering and special events;
Initiative to upgrade food programs;
Achieved targets in the strategic business plan (e.g., child/youth services; recreation/fitness;
information, ticketing, and registration; bowling; and golf operations);
Improved product quality;
Proposed innovative and imaginative solutions to operational problems; innovative service
member or family programs; creative marketing and promotional initiatives; and
Improved/upgraded equipment and/or services for the community in indoor/outdoor activities;
more convenient service areas in facilities, etc.
Nominations are submitted to the Staff Director, DLA Headquarters MWR office. A DLA Installation
Awards Review Panel reviews nominations and the names of recommended award winner(s) are
forwarded to the DLA Installation Support Director for approval.
Award Approved By:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
56
The winner is recommended to the DLA Director for approval.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
57
DLA Leader of the Year Awards
The DLA Leader of the Year Award winners are recognized at the DLA Annual Recognition ceremony.
Award Eligibility: Civilian and military employees. This award recognizes outstanding performance in
the DLA Leadership Competencies. There are four leadership levels:
Level 1 (Non-Supervisor Employees)
Level 2 (Lead Team/Projects)
Level 3 (New Civilian Supervisors who must satisfy a probationary period)
Level 4 (Experienced Leaders-Managers and Supervisors past probationary period)
There is one winner per Level.
Each award winner will receive: Trophy, Monetary award not to exceed $1,000, and a 1 year subscription
to Harvard Business Review. The DLA Human Resources Policy Office will provide the DLA Human
Resources Services, DLA Training Office with the names and organizations of the winners, so they can
process the award and subscription.
Award Submissions: Nominations are solicited from the DLA PLFAs and Executive Board members.
The due dates along with the criteria will be in the nomination call letter. Nominations are submitted to
the DLA Human Resources, Human Capital Program Development office.
Award Approved By: The DLA Headquarters Recognition and Awards Board reviews the nominations
and recommends the winner to the DLA Director for approval.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
58
DLA Environmental Award
The DLA Environmental Award winner is recognized at the DLA Annual Recognition ceremony.
All qualified nominations for either the Secretary of Defense Environmental Award or the
Closing the Circle Award programs are eligible for nomination for the DLA Environmental Award. For
more information on the criteria and nomination procedures, please contact the DLA Installation Support,
DLA Environmental Quality Office.
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
59
Information Technology Operations Excellence Awards
Nominations may be submitted for each category. Submissions must be complete in order to be accepted.
In accordance with DoD 1400.25-M (http://www.dtic.mil/whs/directives/corres/pdf/1400.25_SC451.pdf),
contractor personnel are not eligible to receive recognition unless the contribution is substantially beyond
that specified or implied within the terms of the contract or the recognition is clearly in the public interest.
Purpose and Intent of the Award: To recognize information technology professionals who have
demonstrated the highest degree of proficiency, integrity, and dedication in executing a core competency
of the Agency in carrying out its critical mission of providing support to our Nation’s warfighters. In
order to acknowledge achievements across the broad spectrum of information technology functions, the
Information Technology Operation Excellence Awards are presented in the following categories:
•
•
•
•
Information Technology Program Manager of the Year
Information Assurance Professional of the Year
Information Technology Person of the Year
Information Technology Team of the Year
The above categories, established to mirror the structure of the Federal workforce, are designed to provide
equitable competition DLA-wide.
Nature of the Award: The team award will consist of a certificate and lapel pin for team members and a
trophy for the team leader. For individual awards, there is a cash award of 6 percent of the employee’s
basic salary which will be paid by the nominating J code or PFLA.
Award Eligibility: Any DLA information technology professional (military and civilian) and any
formally chartered, permanent, or ad hoc team in DLA is eligible to be nominated for this award.
•
“Team” is defined as any group of people with similar or diverse skills assembled in the
workplace to achieve a common purpose or goal.
•
The “common purpose or goal” towards which the team is working/has worked must be
documented by some form of written charter, mission statement, or other mandate supported or
sponsored by management to effect an improvement in the performance of the organization or to
solve a problem.
•
Simply being a member of a team does not automatically qualify an individual to be recognized as
part of that team or the performance improvement effort. Active participation in the actual
performance improvement effort itself is mandatory for receipt of any of the forms of recognition
given to DLA Team Performance Award recipients. For example, if all members of a permanent
organization team were not actually a part of the structured improvement efforts, then the
nomination should specify some sort of ad hoc team, or part thereof, as the nominee rather than
the entire organizational team.
•
The team must have successfully completed an information technology project or mission at the
time of the nomination. A project is considered successfully completed even if it is not
implemented, provided it has been so recognized by its chartering official. Nominations may be
60
based on one performance improvement action and need not be a series of actions, strategies, or
initiatives.
Award Types:
1. Individual Awards:
(a) Information Technology Program Manager of the Year
(b) Information Assurance Professional of the Year
(c) Information Technology Person of the Year
2. Team Awards:
Information Technology Team of the Year
Team Size
Small
Medium
Large
Number of Team Members
25 or less
26-50
51-125
Number of Nominees
1
1
1
Award Consideration Period: A minimum of 1 calendar year during January 2012 through December
2012.
Award Selection Criteria: The criteria against which nominations will be evaluated are listed below.
(a) Information Technology Program Manager of the Year: This award recognizes an
individual, military or civilian, who meets the following criteria:
• Proactive in identifying a need or corrective action to improve a system
• Is extremely creative in finding solutions to systemic issues
• Supports and promotes effective project management practices
• Represents information technology at a department or higher level
• Demonstrates effective leadership ability
(b) Information Assurance Person of the Year: This award recognizes a person, military or
civilian, who has made significant strides in the following criteria:
• Effectively secures the network
• Develops security policy that is meaningful and measurable for the Agency
• Effectively manages information assurance vulnerability
• Minimizes risk through account management and actively closing inactive accounts
• Conforms to the Agency’s core values
• Demonstrates efficient and effective incident handling management measures
• Completes thorough certification and accreditation packages for systems
• Develops Enterprise security efficiencies in compliance with the DLA Director’s guidance
(c) Information Technology Person of the Year: This award recognizes an individual, military
or civilian, who meets all of the following criteria:
• Effectively manages information technology systems
• Maintains a positive attitude
• Strives for a "win/win" solution for all concerned
• Deals constructively with conflict
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•
•
•
•
•
•
Is considered a role model or mentor to other employees
Contributes effectively to information technology goals and objectives
Goes above and beyond to meet information technology goals and objectives
Consistently achieves high quality results
Identifies and implements changes that improve operational efficiency or effectiveness
Is a good team member
(d) Information Technology Team of the Year: Recognizes a team whose efforts made a
significant impact on the Agency’s ability to support the Military Services and the Agency.
Nominations should focus on the following criteria:
•
•
•
•
•
•
Including, but not limited to new innovations in technology to enhance data flow for operations
Development in technologies to improve the safety and productivity of systems or applications
Technological innovations for the tracking and maintenance of information systems
Success in improving traffic flow and identification and tracking of issues with a short turnaround
time for solutions
Timeliness in delivery of established completion goals
Worked cohesively as a team to bring product to completion.
Award Nomination Procedures: Each J code or PFLA may submit one nomination in each category.
All nominations must be approved by the Commander or Director of the nominating activity or
directorate.
Nominations should be submitted in Microsoft Word, using the attached template format, and must
include a citation of not more than 100 words. One 5x7 photograph must be submitted with the
nomination package. Please make sure the nominee’s name is on the photograph. The photo must be in
either JPEG or TIFF format.
All nominations will be reviewed by the DLA Headquarters Awards and Recognition Board.
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Nomination
for
Information Technology Operations Excellence Awards
Individual Performance Award
Award Category:
Individual’s Name:
Supervisor’s Name:
Parent Organizatoin (Primary Level Field Activity or Headquarters Executive Board Area):
Organizational Code and Mailing Address:
Point of Contact for Additional Information:
Office Symbol/Phone Number:
Nominating Official:
Date:
Reviewing Official:
Date:
Supporting Justification Should be Provided on Separate Sheets
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Nomination
for
Information Technology Operations Excellence Awards
DLA Team Performance Award
Team Name:
Team Owner:
Parent Organization (Primary Level Field Activitiy or Headquarters Executive Board Area):
Organizational Code and Mailing Address:
Point of Contact for Additional Information:
Number of Team Members:
Team Members’ Names
Office Symbol/Phone Number
Nominating Official:
Date:
Reviewing Official:
Date:
Supporting Justification Should Be Provided on Separate Sheets
RETURN TO ANNUAL DLA RECOGNITION AWARDS MENU
64
DLA Hall of Fame
Recognizes and honors former members of the DLA Community who have made significant and enduring
contributions to the Agency.
The event includes a pre-reception, induction ceremony, and post-reception hosted by the DLA Director.
Inductees are presented with a Hall of Fame Medallion and Hall of Fame Plaque/Shadowbox.
Award Eligibility: All former DLA military and civilian personnel regardless of rank/grade. Nominees
must have separated from DLA for a minimum of 3 years and have no reasonable prospects for future
employment or assignment with DLA.
The nominee must be eligible at the time nominations are due (i.e., by the time the nomination window
closes.) See Nomination Call Memorandum for due date.
Nominees will be evaluated on their contributions and exceptional devotion to duty, efficiency, economy,
and other improvements in DLA’s operations that are significantly broad in scope.
Award Submissions: Nominations are solicited from the DLA PLFAs, Executive Board members, and
former DLA military and civilian employees. The due date will be in the nomination call letter.
Guidelines and nomination package information is provided on the following pages. Completed
nomination packages are submitted to the DLA Human Resources Policy office.
Award Approved By
• Commanders, SES directors, and deputy commanders for PLFAs;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DLA HALL OF FAME MENU
65
DLA Hall of Fame Guidelines
Eligibility: Membership in the DLA Hall of Fame is open to all former DLA military and civilian
personnel regardless of rank/grade. Nominees must have separated from DLA for a minimum of 3 years
and have no reasonable prospects for future employment or assignment with DLA.
The nominee must be eligible at the time nominations are due (i.e., by the time the nomination window
closes.) See Nomination Call Memorandum for due date.
Admission Criteria: Nominees will be evaluated on their contributions and exceptional devotion to
duty, efficiency, economy, or other improvements in DLA’s operations that are significantly broad in
scope.
Nominations: Nominations may be submitted by current or former DLA employees.
Sponsorship/endorsement by the J code Director and/or the PLFA commander/deputy is required to
facilitate the preparation and justification of nominations.
Hall of Fame nomination packages have Personally Identifiable Information. If the nomination
package is sent electronically, it MUST be sent encrypted. If you do not have the means for
encryption, the nomination package should be sent via the United States postal service.
A nomination package should have general information on the nominee and submitting employee
(nomination package components are outlined on the following page).
Induction: Selectees (or their next of kin if deceased) will be notified in writing and invited to attend the
ceremony. The ceremony will be held at the DLA Headquarters. Selectees will receive a medallion and
plaque commemorating their induction.
Hall of Fame Display: A prominent display honoring inductees will be maintained at DLA Headquarters
complex.
RETURN TO DLA HALL OF FAME MENU
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DLA Hall of Fame Nomination Package Information
Nominee’s Name
Career Service in DLA Narrative
 Provide the nominee’s former organization, position title, and inclusive dates of service.
 The narrative should include the individual’s significant enduring contributions (not to exceed two
pages). (If the nomination is justified on contributions in more than one position or assignment, list
each).
 Supporting information, to include statements from current or former officials, published articles,
manuals, reports, and other forms of documentation to support the narrative.
 A proposed citation (one paragraph).
 A portrait-style photograph of the nominee (official portrait, 5” X 7” preferred).
Nominee’s Current Address (If deceased, provide the data for surviving spouse or next of kin.)
 Name
 Relationship to Nominee
 Current Address
 Telephone Number (to include Area Code)
Nominator’s Information
 Name
 Organization
 Telephone Number (to include Area Code)
Hall of Fame nomination packages have Personally Identifiable Information. If the nomination package
is sent electronically, it MUST be sent encrypted. If you do not have the means for encryption, the
nomination package should be sent via the United States postal service.
RETURN TO DLA HALL OF FAME MENU
67
Commander-in-Chief’s (CINC) Annual Award for Installation Excellence
Award Eligibility: A model installation that has made innovative efforts to provide exceptional mission
support and enhance the well-being of the community may be recognized by the President of the United
States through the CINC Annual Award for Installation Excellence. The award consists of a large trophy
with the presidential seal, the CINC’s Flag for Excellence, and a congratulatory letter signed by the
President of the United States.
The most recent winner may not compete for 1 year.
Award Submission: Heads of PLFA will forward nominations to DLA Installation Support no later than
the suspense date in the annual announcement. The announcement will contain requirements with respect
to format and contents of nominations.
Although specific nomination format and contents will be announced each year, the following is provided
as general guidance for planning purposes. DLA nominations should focus on:
•
•
•
•
How the organization’s work and support structure enable and encourage all employees to
contribute effectively to achieve the organization’s performance and culture objectives;
How the organization maintains a work environment and work climate that supports the wellbeing, satisfaction, and motivation of employees;
The efforts of the command to develop the full potential of the workforce and its efforts to use
rewards and incentives to recognize individuals; and
How all levels of senior management create and sustain a clear and visible quality value system,
along with a supporting management system, to guide all activities of the installation.
Award Approved by: All field commands are eligible and encouraged to compete for this award. The
heads of the PLFA and/or DLA Executive Board members approve the nominations. The DLA
Recognition and Awards Board will review and recommend winner to the DLA Director for approval.
RETURN TO DOD AWARDS MENU
68
Defense of Freedom Medal
The Defense of Freedom Medal was unveiled by Secretary of Defense Donald Rumsfeld in the
DoD news release #463-01, dated September 27, 2001.
Award Eligibility: Honors DoD civilian employees injured or killed in the line of duty, and is the
civilian equivalent of the military’s Purple Heart. The first recipients were those civilians injured or
killed as a result of the terrorist attack on the Pentagon on September 11, 2001.
The medal itself consists of a golden circle framing a bald eagle holding a shield which exemplifies the
principles of freedom and the defense of those freedoms upon which our nation is founded. The reverse
of the medal is inscribed with "On Behalf of a Grateful Nation" with a space for the recipient's name to be
inscribed. The laurel wreath represents honor and high achievement. The ribbon is the red, white, and
blue. The red stripes commemorate valor and sacrifice. The wide blue stripe represents strength. The
white stripes symbolize liberty as represented in our national flag. The number of red stripes represents
the four terrorist attacks using hijacked airplanes and the single blue stripe represents the terrorist attack
on the Pentagon on September 11, 2001.
Award Submission: To request a Defense of Freedom Medal, a DLA Form 38, along with a
justification, travel orders, or a statement signed by the authorizing commander must be completed.
Please make sure information on inclusive dates and location of qualifying service is on the form. In
addition, please attach copies of official orders or a statement signed by the authorizing commander may
be used to reflect eligibility has been met. Submit the award package to the DLA Human Resources
Policy office.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DOD AWARDS MENU
69
Armed Forces Civilian Service Medal (AFCSM)
The AFCSM recognizes the contributions and accomplishments of the DoD civilian workforce directly
supporting the armed forces, whose members are engaged in designated military operations of
peacekeeping or prolonged humanitarian nature. The medal symbolizes the importance DoD places on
the service of its civilian workforce to military operations and the value of its contribution in
accomplishing the nation’s objectives.
The medal is bronze, bearing on the obverse a demi-torch (as on the Statue of Liberty) on a burst of rays
encircled at the top by a scroll inscribed “Supporting Freedom” and all enclosed by a laurel wreath. On
the reverse, three crossed arrows point up with the inscription “Armed Forces Civilian Service Medal.”
The medal is suspended from a ribbon of green, medium blue, and gold. There is a corresponding lapel
pin.
Award Eligibility: May be awarded to civilian employees of DoD who, after June 1, 1992, participated
in direct support of a United States military operation for which military personnel have been awarded the
Armed Forces Service Medal (AFSM). The AFCSM may be awarded only for a military operation
approved for award of the AFSM for military personnel.
Employees must be engaged in direct support for 30 consecutive days in the area of eligibility (or for the
full period when an operation is of less than 30 days duration) in a military operation awarded the AFSM
or for 60 non-consecutive days in an AFSM operation provided this support involves the employee
entering the area(s) of eligibility. “Direct support” is defined as services provided to participating military
activities or armed forces in a military operation awarded the AFSM only if the employee actually enters
the designated area of eligibility.
The areas(s) of eligibility are the same as designated for approved AFSM military operations, i.e., 1) the
foreign territory on which military troops have actually landed or are present and specifically deployed for
the operation; 2) adjacent water areas in which ships are operating, patrolling, or providing direct support
of the operation; and 3) the air space above and adjacent to the area in which operations are being
conducted.
The AFCSM is a “theater” award and is authorized for all civilian employees who meet the eligibility
requirements as described above. Award of the AFCSM does not preclude granting of other awards if the
employee’s contribution to the designated operation is so significant or extraordinary as to merit
additional recognition.
The medal may be awarded only to civilian employees of DoD and merely for operations authorized the
AFSM for military personnel. No more than one medal may be awarded to any one civilian employee.
Participation in subsequent military operations may be acknowledged with a certificate and/or a 3/16 inch
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bronze star. A contribution to or support of an AFSM military operation by employees assigned to
remotely located activities, e.g., outside the areas of eligibility, is not justification for award of the
AFCSM. Such performance or contribution, if merited, may be acknowledged by other appropriate
recognition.
The AFCSM may be awarded posthumously and, when awarded, may be presented to such representative
of the deceased as may be deemed appropriate by the head of the component concerned.
Award Submission: To request an AFCSM, a DLA Form 38, along with a justification, travel orders, or
a statement signed by the authorizing commander must be completed. Please make sure information on
inclusive dates and location of qualifying service is on the form. In addition, please attach copies of
official orders or a statement signed by the authorizing commander may be used to reflect eligibility has
been met. Submit the award package to the DLA Human Resources Policy office.
Award Approved by:
• Commanders, or SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DOD AWARDS MENU
71
Global War on Terrorism Medal
To recognize the contributions and accomplishments of the civilian workforce of DoD in directly
supporting the armed forces, whose members are engaged in operations to combat terrorism in all forms
throughout the world. The medal symbolizes the importance DoD places on the service of its civilian
workforce to military operations and the value of its contribution in accomplishing the Nation’s
objectives.
The medal is bronze, bearing on the obverse a statue of freedom representing the ultimate goal of
operations in support of the Global War on Terrorism. The laurel branches symbolize honor and
achievement. The five stars allude to the military services, and the triangle, which is the traditional
symbol of civilian service, denotes support. The spears enclose and defend “Freedom” and allude to
support for military service. On the reverse, the disc represents a globe, with arrowheads suggesting that
danger and terrorism may develop anywhere. The polestar is an ancient symbol of navigation denoting
direction, preparation, and planning. The medal is suspended from a ribbon of medium blue, gold, black
and red, white, and blue. The medium blue is associated with DoD. Gold represents excellence and
achievement. Black and red symbolize the threat and danger of terrorism. Red, white, and blue, our
national colors, are for patriotism and the love of freedom.
Award Eligibility: This medal may be awarded to civilian employees of DoD who, on or after
September 11, 2001, participate abroad in direct support of a United States military Global War on
Terrorism operation in a location defined as a combat zone. The Global War on Terrorism medal criteria
is aligned as closely as practicable with that of the Global War on Terrorism Expeditionary Medal
awarded to members of the armed forces. Personnel who work (or whose duty station) is located in the
United States are not eligible for this medal.
Employees must be engaged in direct support for 30 consecutive days in a combat zone in an area of
eligibility (or for the full period when an operation is of less than 30 days duration) in a military operation
awarded the Global War on Terrorism Expeditionary medal or for 60 non-consecutive days in a combat
zone provided this support involves the employee entering the area(s) of eligibility or, regardless of time,
be killed or medically evacuated from the area of eligibility while providing direct support in the
designated operation.
The areas(s) of eligibility are the same as designated for approved Global War on Terrorism
Expeditionary Medal military operations, i.e., 1) the foreign territory on which military troops have
actually landed or are present and specifically deployed for the operation; 2) adjacent water areas in which
ships are operating, patrolling, or providing direct support of the operation; and 3) the air space above and
adjacent to the area in which operations are being conducted.
Qualifying Operations: Significant United States military activities awarded the Global War on
Terrorism Expeditionary Medal for military personnel. The Global War on Terrorism Medal is a
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“theater” award and is authorized for all civilian employees who meet the eligibility requirements as
described above.
Direct support is defined as services provided to participating military activities or armed forces in a
military operation awarded the Global War on Terrorism Expeditionary Medal only if the employee
actually enters the designated area of eligibility.
Civilian employee is an individual meeting the definition of “employee” under Title 5, United States
Code, section 2105, and who would be eligible for awards under DoD 1400.25-M, Subchapter 451,
“Awards,” including employees of non-appropriated fund activities.
The medal may be awarded only to civilian employees of DoD and only for operations awarded the
Global War on Terrorism Expeditionary Medal for military personnel. The medal may not be awarded to
contractor personnel. The medal may be awarded only once to a civilian employee for service to a Global
War on Terrorism military operation. An employee may not be awarded both the Global War on
Terrorism Medal and the Armed Forces Civilian Service Medal for the same operation. A contribution to
or support of a Global War on Terrorism military operation by employees assigned to remotely located
activities, e.g., outside the areas of eligibility, is not justification for award of the Global War on
Terrorism Medal. Such performance or contribution, if merited, may be acknowledged by other
appropriate recognition.
The Global War on Terrorism Medal may be awarded posthumously and, when awarded, may be
presented to such representative of the deceased as may be deemed appropriate by the head of the
component concerned.
Award Submission: To request a Global War on Terrorism Medal, a DLA Form 38, along with a
justification, travel orders, or statement signed by the authorizing commander must be completed. Please
make sure information on inclusive dates and location of qualifying service is on the form. In addition,
please attach copies of official orders or a statement signed by the authorizing commander may be used to
reflect eligibility has been met. Submit the award package to the DLA Human Resources Policy office.
Award Approved by:
• Commanders, SES directors, or deputy commanders for PLFA;
• SES or general/flag officers for DLA Headquarters J code organizations and DLA General
Counsel;
• Chief of Staff for DLA Installation Support and DLA Headquarters staff organizations (DLA
Strategic Communications, DLA Intelligence, DLA Legislative Affairs, Equal Employment
Opportunity, and Small Business Programs).
RETURN TO DOD AWARDS MENU
73
Awards Calendar
DLA personnel may be nominated for a number of awards sponsored by private organizations and other
governmental bodies. The awards are granted on a highly selective basis and in some cases include both
monetary and honorary recognition. The sponsoring bodies annually announce procedures and criteria
which are to be followed. Nominations will be solicited by the DLA Human Resources Policy office
upon receipt of announcements from the award sponsors. The DLA Awards Calendar contains a list of
current awards.
2012 DLA AWARDS CALENDAR
This calendar is provided for information and planning purposes only. This calendar identifies awards
sponsored by OPM, DoD, DLA, and the private sector. Many of these awards are subject
matter/organization specific so they are not monitored by DLA Human Resources.
All nomination call dates are the most current dates at the time the calendar was prepared and are subject
to change. Additional information to include criteria and eligibility can be found by clicking on the name
of the award.
The below continuous award can be submitted at any time.
Armed Forces Civilian Service
Global War on Terrorism Medal
Defense of Freedom Medal
DLA Humanitarian Effort Award
DLA Exceptional Civilian Service Medal
DLA Meritorious Civilian Service Medal
DLA Superior Civilian Service Medal
Cold War Certificates
Office of the Secretary of Defense Medal of Valor
Month
JANUARY
FEBRUARY
Award
DLA Employee of the Quarter
Director’s Strategic Goals Award
Donald L. Scantlebury Memorial Award for
Distinguished Leadership in Financial
Management
DoD Value Engineering Achievement Award
President’s Quality Award
Arthur Flemming Awards
Commander in Chief’s Annual Award for
Installation Excellence
Comptroller Financial Management Awards
DoD Environmental Awards
E.R. Dick Alley Career Achievement Awards
Frances Perkins Vanguard Award
DLA Hall of Fame
Office of Primary Interest
DLA Human Resources
DLA Human Resources
DLA Finance
DLA Human Resources
DLA Human Resources
DLA Human Resources
DLA Installation Support
DLA Finance
DLA Installation Support
DLA Small Business
DLA Small Business
DLA Human Resources
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Month
MARCH
APRIL
MAY
JUNE
JULY
AUGUST
SEPTEMBER
OCTOBER
NOVEMBER
DECEMBER
Award
DLA Award for Professionalism in the DLA
Small Business Program
DLA Award for Excellence in Assisting Small
Business, Small Disadvantaged Business and
Women-Owned Small Business
Federal Asian/Pacific American Council
Meritorious Service Awards
Competitive DoD Distinguished Civilian Service
Award
Eugene G. Fubini Award for Outstanding
Contributions to the DoD in an Advisory
Capacity
Service to America Awards
DLA Employee of the Quarter Award
Director’s Strategic Goals Award
DLA Audit Excellence Award
DoD Fire and Emergency Service Awards
Program
DoD Fire Fighter of the Year
DoD Fire Fighter Heroism Award
GSA Achievement Awards for Real Property
Innovation
Secretary of Defense Community Drug
Awareness Award
Fulcrum Shield Award for Excellence in Youth
Anti-Drug Program
DoD and DLA Outstanding Employee with
Disabilities
DLA Annual Employee Recognition
DLA Employee of the Quarter
Director’s Strategic Goals Award
David Packard Excellence in Acquisition Award
NO AWARDS
DLA Black Engineer of the Year
DLA Business Alliance Awards
DLA Employee of the Quarter Award
Director’s Strategic Goals Award
DoD Packaging Awards
NO AWARDS
Roger W. Jones Awards for Executive
Innovations in American Government Award
Office of Primary Interest
DLA Small Business
DLA Small Business
DLA Equal Employment Office
DLA Human Resources
DLA Human Resources
DLA Human Resources
DLA Human Resources
DLA Human Resources
DLA Office of Inspector General
DLA Installation Support
DLA Installation Support
DLA Installation Support
DLA Human Resources
DLA Human Resources
DLA Human Resources
DLA Equal Employment
Opportunity
DLA Human Resources
DLA Human Resources
DLA Human Resources
DLA Acquisition
DLA Equal Employment Office
DLA Small Business
DLA Human Resources
DLA Human Resources
DLA Logistics Operations
DLA Human Resources
DLA Installation Support
RETURN TO DLA AWARDS CALENDAR MENU
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