Article 29
Employee Awards

Section 29.01

The percentage allocation for the bargaining unit performance awards budget will be no less than the amount allocated to any other pool, e.g., the non-unit, managerial pool (not including the SES pool). The Employer will provide NTEU with the elements of the awards equation as soon as it is known. Information will include the total salary base, the percentage of salaries allocated to the awards pool, and will be provided for each first tier. NTEU will be provided additional information and details in a briefing, if requested. The Employer will notify NTEU throughout the year of any changes in budget administration that affect the awards pools immediately upon a decision about the change. The parties agree to establish and implement the following performance-based awards:

A. Performance-Based Cash Award

This award is available to all employees in the Performance Management System whose annual summary rating-of-record is higher than 2.6, unless the employee has been rated at Level 1 on any critical element. All employees rated at or above this level will be nominated for a Performance-Based Cash Award. The amount of the cash award will be calculated using the following formula:

1. Each employee's summary rating (above the 2.6 threshold) will become that employee's Performance Credit.

2. Each Performance Credit will be multiplied by the employee's grade to determine the employee's Award Points.

3. All award points in the employees' pay pool will be summed and then divided into the amount of funds set aside for Performance-Based Cash Awards to determine the dollar value of each award point.

4. The award points earned by each employee shall be multiplied by the dollar value for each award point to determine an employee's performance award.

5. Performance-based cash awards will be paid to employees no later than 4 months after the end of the official rating year.

B. Time Off Award

This award may be granted without loss of pay or charge to leave subject to the following constraints:

1. Each employee whose summary performance rating is greater than 2.6 but less than 3.5 shall be eligible for a Time-Off Award of 20 hours.

2. Each employee whose summary performance rating is greater than or equal to 3.5 shall be eligible for a Time-Off Award of 40 hours.

3. Each employee who is eligible for a Time-Off Award will be consulted as to his/her preference for either a Time-Off Award or a Performance-Based Cash Award. If the employee expresses a preference for a Time-Off Award, the employee's preference will be given serious consideration. However, if management determines that it cannot give the employee the preferred Time-Off Award, it will notify the employee that he/she will be nominated for the cash award instead.

4. Time-Off Awards must be used within one calendar year of the date that the award is granted. It may not be transferred if an employee transfers to another Federal agency, nor is the award payable in a lump sum if the employee leaves Federal service.

C. Quality Step Increase

Quality step increases are permanent increases in pay. They are granted at management's discretion to reward sustained performance of high quality significantly above that expected at Level 3.5 or higher, and to motivate employees toward increased productivity. The following applies to the granting of Quality Step Increases:

1. Quality Step Increases may be granted only to employees who have permanent or indefinite appointments, whose current rate of pay is less than the maximum for their grade, whose current rating of record is at 3.5 or higher (or equivalent under another system) and who are expected to continue to serve in their current position, or in a similar position at the same grade, at the same level of performance, for the foreseeable future. Decisions on Quality Step Increases will be based on objective criteria. Such criteria shall be published by the Departmental element affected within the first four months of the rating year.

2. Only one Quality Step Increase may be granted to an employee during any 52-calendar-week period.

An employee may not receive more than one of the following for the same performance: a Quality Step Increase, a performance-based award cash award, or a time-off award.

Section 29.02

Employees seeking information regarding incentive awards should telephone or visit the Headquarters personnel office, which will advise them as to available awards for which they may be nominated.

Section 29.03

A list of awards for which employees may be nominated will be distributed annually throughout DOE Headquarters. The awards available to employees are:

A. Performance award - This is a cash award granted for sustained superior performance of regularly assigned duties.

B. Quality step increase - This is awarded for high quality performance of all of the most important functions in the regularly assigned position, demonstrated over an extended period of time, and expected to continue.

C. Superior accomplishment award - This is a monetary or non-monetary award granted for a contribution resulting in tangible and/or intangible benefits to the Government. This is the type of award given for a special act or service.

D. Invention award - Monetary or non-monetary recognition granted for an invention in which the Government holds title or license and that is of benefit to the Department or the public, or for which patent coverage is sought or granted.

E. Suggestion award - An award given for a constructive proposal, submitted in writing, which, if adopted, would directly contribute to economy or efficiency, directly increase the effectiveness of Departmental operations, or result in a significant reduction in paperwork.

Section 29.04

Performance-based cash awards are subject to approval by an official at least one step higher in the chain of command than the management official who proposed the award nomination. A disapproval of an award nomination must be in writing and shall include a detailed explanation for the decision to deny the award. Award nomination disapprovals shall be in accordance with this Agreement and be fair and equitable. An employee may grieve the disapproval of their award nomination as either; 1) violative of this Agreement; or 2) unfair and. NTEU may arbitrate such a grievance, under Article 12 of this Agreement. An employee who receives a written disapproval of their award nomination shall receive two copies. The written disapproval shall contain information concerning the employee's grievance rights as stated above and a statement that one copy may be furnished to NTEU by the employee. The written denial must be provided to the employee no later than 60 days after the end of the rating period.

Section 29.05

The Employer will provide NTEU a quarterly listing of all employees, both bargaining unit and non-bargaining unit, who receive any type of monetary award (e.g., performance, QSI, special act), the basis for the award, and the amount of the award. Upon request, the Employer will provide NTEU with information about the types of acts that led to the award, including any supporting documentation, within 10 days of the request, unless the parties mutually agree to an extension. The Employer will provide NTEU any additional information reasonable and necessary to the processing of a grievance, upon request.