top of page
Administrative Policy and Guidelines

 

As of 11 Jan. 2021

​

Section I - General

1-1. Purpose

These guidelines describe policy for the administration of the National Workforce Awards.™

 

1-2. Goals

The National Workforce Awards™ are designed to give organizations a ready and efficient means of providing employees with preeminent recognition for truly outstanding performance that is above other options. National Workforce Awards are not designed to replace existing award programs, but to be a capstone national economic award program that can work in conjunction with existing programs or where no performance award programs exist. 

 

1-3. Terms and Definitions

Special terms used in this policy are defined and explained in the glossary, section IV.

 

1-4. Description

The performance awards of the National Workforce Awards™ are designed to apply to all jobs and positions in nearly all sectors of the workforce. The awards are appropriate for employees in the service, commercial, industrial, non-profit and local government sectors of the economy.

 

The awards consist of handsome certificates, presentation cases with ribbon bars, lapel pins, hat pins and a prestigious style of medal that has been used for hundreds of years to convey respect, honor and appreciation for outstanding performance.

 

The awards are earned by meeting the criteria outlined for each award. The criteria page for each award is located on the website under awards.

 

The National Workforce Awards™ consist of four awards including three performance awards available for individuals or departments to be awarded by their employers and a professional excellence commemorative award for those who create jobs. 

 

The performance awards are designed to recognize different degrees of outstanding job performance that contribute in various ways to an organization’s economic success. The Order of Job Creation award is used to recognize the professional excellence required to create and sustain jobs, which are critical to the health of the U.S. economy.  Each of the three performance awards has been established for a different level of performance as briefly noted in the abbreviated table below.  Detailed descriptions and more specific criteria for each award are found under the Award Criteria button on the Website.

 

National Economic Warfare Medal™                        

Outstanding performance in the form of a demonstrated World-Class Work Ethic for a period of not less than 12 months 

 

National Productivity Cross™                                       

Instances of very outstanding performance significantly exceeding normal standards and expectations

        

National Distinguished Service Star™                       

Highest level of outstanding performance greatly exceeding normal standards and expectations

 

National Order of Job Creation™                                  

Commemorative Award for the creation of gainful employment in the U.S. economy 

​

Section II - Responsibilities

2-1.

Affiliated organizations are licensed to use and administer the National Workforce Awards program in accordance with these standards and guidelines.

             

2-2. 

The National Workforce Awards maintains The National Award Registry, a public website record of the awards received by each recipient and the organization making each award.

 

Section III - Principles and Standards

The following guidelines govern the general administration of the National Workforce Awards.

 

3-1. Basis for Awards

​

A. Performance Awards

 

Outstanding employee performance contributes to the economic strength of their individual employers and by extension to that of the nation as a whole. The economic competitiveness and prosperity of the country are based on the combined efficiency and productive strength of all the organizations that make up the national economy. Each organizations financial and productive strength is in turn based on the workforce performance of each employee. Therefore, it is important to the prosperity of the nation that outstanding performance in the workforce be recognized and celebrated.

 

The sole basis for performance awards is the exceptional level of an employee’s work. Performance awards are special recognition for outstanding job performance that is exceptional and clearly above average, above standards, or above expectations for the position and work assignment involved.

 

Supervisors are generally in the best position to judge an employee's work; therefore performance awards should be authorized on the basis of the immediate supervisor’s recommendation. Performance awards of the National Workforce Awards™ are not entitlements. Time on the job, politically correct motivation, diversity etc. must not be the basis for National Performance Awards.

 

Citations on award certificates describe the level of performance necessary to earn the award and the importance of such performance to the success of the organization and the national economy. At their option, supervisors could make their own brief file memo describing the specific performance for which the award is being made. However, individual performance specifics do not appear on the certificates.

​

B. Commemorative Awards

​

The basis for a commemorative award is the achievement of a significant milestone of professional excellence. Job creation is considered the highest level of business professional excellence because job creation is critical to the economy and vital to the workforce.

​

Commemorative awards differ from performance awards as they are available to those who qualify, and they may be purchased by those eligible to receive them or as a gift for from employees, family or others. Whereas, performance awards must be purchased by management to be awarded to employees of their organizations.

 

3-2. Award Selection General Guidance

The choice of performance awards should be based on the extent to which an employee’s work performance exceeds the normal performance expectations for his or her job.  The extent of the accomplishment, the degree of benefit to the organization, and the level of difficulty involved in exceptional performance are the most important considerations regarding the level of the award.

 

The full range of outstanding performance levels considered possible in each job should serve as the benchmark for comparison.  For instance, an employee should be given the highest award only if the level of his or her performance is in the highest category of accomplishment that might possibly be achieved in the same type of work by others in the organization.

 

For example, one criterion for performance awards is outstanding performance under adverse or difficult circumstances. If an award were being considered for outdoor rescue work based on this particular criterion, the difference between award levels would be the level of adversity or extent of difficulty involved and results achieved.

 

The Economic Warfare Medal would be given only in recognition of a World-Class Work Ethic over a period of at least twelve months as defined in the performance criteria for that award. A World-Class Work Ethic is defined as an average outstanding rating of 9 or higher on the ten components (23 traits) of a World-Class Work Ethic.

 

There are three levels of national performance awards based on broad levels of outstanding performance in any job: the highest possible category of outstanding performance, a middle level of outstanding performance; and a  level of outstanding performance based on an excellent work ethic.

 

In a nutshell, performance must be outstanding, very outstanding or extremely outstanding. Outstanding performance due to a World-Class work ethic would generally merit an Economic Warfare Medal. Very outstanding performance could merit a National Productivity Cross and extremely outstanding performance might merit a Distinguished Service Star.

 

Employees are not competing with one another; they are vying to excel based on the standards of performance for the job they are in. Outstanding leadership, like other outstanding performance, is a basis for performance awards for those in positions of leadership.

 

3-3. Eligibility and Scope

Employees in all positions, with an opportunity to excel in the performance of their work, are eligible for National Workforce Performance Awards.

 

The awards are available for employees in all types of jobs, positions and levels of employment. A custodian who overcomes a major challenge by quickly completing a very difficult and important cleaning project with inadequate resources is eligible for the same award as technicians, paraprofessionals, professionals or managers whose performance exceeds expectations to a corresponding degree in their own jobs. 

 

Awards should not be based on the level of an employee’s position, but rather on the relative level of an employee’s performance compared to the normal and reasonably expected levels of performance for their position and job description.

 

3-4. Ordering Awards

Orders for National Workforce Awards are made by those designated to do so by their organizations. Supervisors should be under no obligation what so ever to award employees for any reason other than their own conviction that an employee’s performance is deserving of an award based on the established performance criteria.

 

To be most effective, awards should be submitted as soon as possible after the performance being recognized. 

 

3-5. Award Frequency

It is estimated that each year, on average, 10% to 15% of a typical organization’s employees perform at a level worthy of special recognition. Supervisors and managers must maintain the integrity of their award programs by avoiding over or under use of the awards. The value of an awards program is diminished if it is based on inflated justifications or awards that are given too frequently.  Awards also lose their value if they are unreasonably difficult to attain.

 

The following benchmarks are provided to help illustrate a likely range of award rates for the performance awards of the National Workforce Awards.  They illustrate an approximate percentage of employees in an average work group that might earn the awards each year under normal circumstances. These benchmarks should not be interpreted as requirements, restrictions, or limitations since individuals, circumstances and opportunities to excel vary greatly among workgroups.

 

National Distinguished Service Star……….….up to 2% of an organization’s employees per year

National Productivity Cross ………………….....5 to 10% of total employees per year

National Economic Warfare Medal…...............10 to 15% of total employees per year

 

Departmental awards should be made whenever a department, as a unit, renders an outstanding degree of performance using the same standards.

 

3-6. Approvals

Organizations establish the approval process for their awards. 

 

3-7. Authorization

Approved award orders are emailed to the National Workforce Awards where an award certificate will be issued. The certificate will have the National Workforce Awards seal indicating official authorization. The award certificates with appropriate medals, ribbons and devices will be sent to the affiliate member’s designated location.

 

3-8. Character of Service

National Workforce Awards are not authorized for presentation to recipients whose conduct is of such a dishonorable, disreputable or illegal nature that presentation of the award would discredit the award and the organization making the award.

 

3-9. Revocation of Awards

A National Workforce Award will be revoked if it is determined that the award was authorized and conferred under false pretenses.

 

3-10. Duplication of Awards

Only one individual award will be authorized for an employee for the same instance of outstanding performance in the same period of time. However, an employee may be awarded an individual performance award for a specific role in a department’s performance that also results in a departmental award for his or her department.  Also, the continuation of activity recognized by one award is not acceptable as the basis for a second award unless the  degree of performance is increased to the next level.

 

3-11. Subsequent Awards

For each instance in which an individual receives an award for a second, or subsequent time, (for different reasons and activities) the recipient will receive a 1/8-inch star device or oak leaf cluster device to be fitted on the medal drape and ribbon bar of the subsequent medal to denote the additional award.  Multiple subsequent awards are recognized by the number and color of devices attached to the ribbons. The protocol chart in the appendix of this policy provides the details for subsequent award devices.

 

3-12. Posthumous Awards

Award orders for deceased individuals should indicate that the award would be made posthumously.  The presentation may be made to the primary next of kin in accordance with their desires.  For the purposes of this policy, the primary next of kin are, in order of suggested precedence, surviving spouse, eldest surviving child, father or mother, eldest brother or sister, or eldest grandchild.

 

3-13. Presentation of Awards

Certificates suitable for presentation, and medal sets will be provided in suitable presentation boxes. The presentation of awards should be conducted in an atmosphere of appropriate formality with a measure of dignity befitting the occasion and the level of the award. Awards should be presented in a location, free from distractions and interruptions.

 

Presentation of National Workforce Awards should be made jointly by the direct supervisor and, if possible, the next level manager or higher-level management. Medal recipients should be given an opportunity to invite family and friends should they desire to do so.

 

The person making the presentation should ask the recipient to stand beside him or her while the presenter explains the value and importance of their contribution to the organization. The presenter should then read aloud the award citation on the certificate. After reading the citation the presenter should congratulate him or her and present them with the award certificate and the medal.  Medal sets should be presented in their presentation cases with the lids open.

 

The purpose of the presentation ceremony is to convey to the recipient a full measure of recognition and sincere appreciation for a job well done.  It is recommended that there be no mandatory requirement for attendance by co-workers unless the award is presented at an annual awards ceremony or as part of other group recognition programs involving mandatory attendance for other purposes. 

 

3-14. Wear and Display

Full size medals serve as enduring symbols of appreciation that are appropriate for display, but not for wear. They can be displayed in their presentation boxes, or wall mounted in shadow boxes or display cases with other mementos of the recipient’s career.  The ribbon bars, lapel pins and hat pins are suitable for wear on all manner of hats, clothing, purses etc. Ribbon bars are suitable for wear in rows of three, in order of precedence, over the left or right shirt pockets or in similar locations on work attire. Multiple ribbon mounting bars are available for wear of multiple ribbon bars.

 

3-15. Order of Precedence

Ribbons bars of the National Workforce Awards™ worn on work uniforms should be placed in order of precedence. Those worn over pockets or in the chest area are arranged from the wearer’s right to left, in the order of precedence listed below. Medals and ribbons are placed on display without regard to the order of precedence. Hat pins and lapel pins are worn without regard to precedence.

 

Order of Precedence: Workforce Recognition Series ™

 

  1. National Distinguished Service Star

  2. National Productivity Cross

  3. National Economic Warfare Medal

  4. National Order of Job Creation

 

Section IV - Glossary of Terms and Definitions

Award - Recognition given to individuals or departments for certain levels of workforce performance or achievement; awards consist of certificates, commendation medals, ribbon bars, lapel pins and hat pins (miniature medals).

 

Award criteria - The acceptable basis for which an award will be authorized; the standard of performance or achievement to be met to qualify for an award.

 

Device - A very small figure in the shape of a star, oak leaf cluster or other symbols of accomplishment that are attached to a ribbon bar or ribbon drape to denote additional information about the award. 

 

Distinguished service - A level of praiseworthy performance of the highest caliber, which exceeds all other levels of outstanding performance.  It is considered to be the highest level of performance.

 

Exception request - A written or e-mail request with reasons to justify an exception to normal policy

 

Lapel pins - Miniature colored enamel replicas of the metal part of a medal without its ribbon drape. Lapel pins are included with the medal sets and are worn as lapel pins or on hats, purses or other articles of clothing.

 

Hatpins - Miniature colored enamel replicas of medals that include the ribbon drape. Hatpins are included with the medal sets and are worn on hats, other articles of clothing, gear straps, etc.

 

Merit - Demonstrated performance or achievement of exceptional value to an organization that is deserving of esteem, honor and recognition.

 

Meritorious Service - A very outstanding level of praiseworthy performance that significantly exceeds ordinary or routine performance and is well above normal expectations for the job or position involved. Meritorious performance is the level of outstanding performance that might Merit a National Productivity Cross.

 

Performance Medal -The term performance medal is a generic term describing all medals awarded for outstanding performance. It should not be awarded on the basis of anything other than performance. Performance medals are distinctively designed marks of honor used to recognize outstanding performance. They are composed of elements of metal and ribbon and serve as tangible, enduring evidence of recognition and appreciation. National Workforce Award performance medals include the National Economic Warfare Medal, the National Productivity Cross and the National Distinguished Service Star.

 

Minimum Interval - The Minimum Interval is the minimum time period before an individual is again eligible to receive the same award (for different reasons). It varies by award with at least 12 months between Economic Warfare Medals; 18 months between National Productivity Crosses and 24 months between Distinguished Service Stars.

 

National Workforce Award Registry™ - An electronic database of award recipient’s names and the names of the organizations making the awards. It is maintained on a website as a tribute to those who have earned National Workforce Awards. The award registry can be used to verify that awards were indeed made to those claiming to have received them.

 

Outstanding Performance - A general term, encompassing all levels of performance that exceed the normal, ordinary or routine; three levels of outstanding performance include from lowest to highest:

World-Class Work Ethic performance - outstanding performance

Meritorious performance - very outstanding performance

Distinguished performance - extremely outstanding performance

 

Ribbon bar - A one and 3/8 inch by 3/8-inch ribbon on a metal slide bar with attachment clutches.  The ribbon colors are distinctive to the awards they represent. They are designed for wear on uniforms or for other display, as tangible representations of awards. They are included in the medal sets.

 

Ribbon drape - The ribbon element of a medal from which the metal element is suspended.

 

Senior position of responsibility - Job title, which by virtue of the position held, carries a high degree of the responsibility for the successful operation of an organization, or of a major component, division or area of a larger organization.

 

Notes:

General considerations in the selection of awards appropriate to performance are: the extent, impact or degree of benefit from the employee’s actions including the number of people to benefit and the limits or range of possible performance available in a job.

bottom of page