Rescinded [2010-03-24] - Recognition Policy

The purpose of the Outstanding Achievement Award Program (OAA) is to formally recognize sustained and outstanding performance in the Public Service.

Career public servants occupying a full-time position in the Executive group or at the deputy minister level (or equivalent) in organizations to which this policy applies, may be considered for the Outstanding Achievement Award. The candidates should be active in the applicable organizations at the time of their nomination. No one may receive the Outstanding Achievement Award more than once.

The Outstanding Achievement Award represents the highest expression of recognition under the Government of Canada's Recognition Policy. This award consists of a citation signed by the Prime Minister and the Governor General, a gold pin and a Canadian work of art with a maximum value of $10,000 (income tax included).

1. Nominees will have performed in an outstanding manner for at least three years in such Public Service endeavours as science and research, economy and finance, culture, social policy, representation abroad and technical and professional activities. Each nominee's line of endeavour will have culminated in an accomplishment the magnitude, significance and impact of which warrant recognition beyond the organization served.
2. The achievement will be at or near a stage of completion, so that its impact and degree of success can be fully appreciated.
3. Each nominee's performance in relation to the achievement cited should demonstrate the following attributes and abilities:
   • Leadership can be demonstrated by the way in which the nominee has achieved a sustained commitment to modernizing service delivery, building the Public Service as a vibrant national institution adapted to future needs, or enhancing Canadian interests in the global market.
   • Innovation can be found in innovative scientific and technological achievements or management approaches resulting in improved service to Canadians, or in an organization where employees are consulted, empowered, recognized, rewarded and motivated to improve service to Canadians.

1. Notice will be given annually that the Treasury Board of Canada Secretariat will accept nominations (generally one per department) for sustained commitment to excellence in the Public Service.
2. A committee, called the Prime Minister's Advisory Committee on the Outstanding Achievement Award, will be appointed; it will include no less than five members from outside the Public Service.
3. The PM's Advisory Committee on the Outstanding Achievement Award shall:
   • review all eligible nominations received by the Treasury Board of Canada Secretariat;
   • apply the selection criteria;
   • select up to five nominees; and

   • recommend nominations to the Prime Minister for approval.

The payment of awards, presentation expenses, travelling and living expenses incurred by members of the PM's Advisory Committee shall be payable from the Treasury Board of Canada Secretariat funds. The Treasury Board of Canada Secretariat is responsible for making arrangements respecting the manner in which the Outstanding Achievement Award is to be presented. Travel expenses incurred by award recipients to attend the ceremony will be the responsibility of each recipient's department.

The Award of Excellence recognizes exceptional performance by Public Service employees.

Candidates must be recipients of team or individual departmental formal recognition awards¹, granted during the previous calendar year, and, at the time of their nomination, be employed organizations to which this policy applies. Partners from other governments or sectors, who are members of eligible teams, may be granted an Award of Excellence.

The award consists of an inscribed plaque signed by the President of the Treasury Board. It represents one of the highest expressions of official tribute beyond departmental formal recognition awards. Normally, 12 awards are granted, two of which are allocated specifically to small departments and agencies.

The exemplary contribution must reflect at least one of the following:

• work performance at an unusually high level over an extended period of time (normally a minimum of two years);
• the performance of duties under extraordinary circumstances in a manner that constitutes a contribution of unusual merit to the Public Service;
• the successful completion of an assignment by an individual or team, the results of which are of an exceptionally high order of achievement;
• significant accomplishment in the management of financial, material or human resources;
• unique achievement in science, technology, health, environment or resource management;
• innovative and trend-setting initiatives that result in important improvements to operations and/or savings to the government; or
• exceptional contributions in team-building management practices and client relations/service.

1. The Leadership Network will initiate the annual call for nominations.
2. The Leadership Network is responsible for establishing an Awards and Recognition Board (ARB), composed of a chairperson, at least five senior Public Service managers and a union representative. The ARB will review all nominations and make recommendations to the President of the Treasury Board for approval.
3. In keeping with their high stature, the Awards of Excellence are presented by the President of the Treasury Board at a ceremony normally held during National Public Service Week. Recipients are selected by the ARB from the nominees put forward by organizations participating in formal departmental recognition award programs.

The Leadership Network will fund and organize the presentation ceremony. Travel expenses incurred by award recipients to attend the ceremony will be the responsibility of each recipient's department.

The following scale is a guide which departments/agencies may use in determining the number of nominations they may submit.

⁽¹⁾ Departmental formal recognition awards are those granted at the highest level within a department, (e.g., Deputy Minister's Achievement Award, Minister's Award of Excellence, Deputy Minister's Commendation Award, Appreciation Award, Diversity Leadership Award, etc.)

The Head of the Public Service Award recognizes employees who best exemplify the work of public servants in meeting the challenges outlined in the Clerk of the Privy Council's Annual Report to the Prime Minister on the Public Service of Canada.

The award is open to individuals or teams employed at the time of their nomination by the institutions and portions of the Public Service listed in Schedule 1, Parts I and II, of the Public Service Staff Relations Act. Partners from other governments or sectors, who are members of eligible teams, may be granted an Award.

There will be a maximum of 20 awards per year. The award consists of a trophy and a certificate signed by the Clerk of the Privy Council.

The criteria reflect the current priorities of the Head of the Public Service. These priorities are identified in the Clerk of Privy Council's Annual Report to the Prime Minister on the Public Service of Canada.

1. The Treasury Board of Canada Secretariat (TBS) will initiate the annual call for nominations. An advisory committee, appointed by the Clerk of the Privy Council, consisting of no less than five members, will review all eligible nominations presented by individuals and make recommendations to the Clerk of the Privy Council.
2. The Chief Human Resources Officer has the authority to put in place appropriate mechanisms to facilitate and support the work of the advisory committee.
3. Organizing the presentation of The Head of the Public Service Award is the responsibility of the Treasury Board of Canada Secretariat.

The payment of awards and presentation expenses will be paid by TBS. Travel expenses for award recipients to attend the ceremony will be the responsibility of each recipient's department.

To provide the applicable federal government institutions with the authority and flexibility to implement recognition practices and activities in support of their objectives, culture and Public Service values.

1. Spontaneous recognition is generally done on a day-to-day basis, and involves words of praise or gratitude. It is simple and frequent and lays the foundation for effective recognition practices.
2. Structured recognition generally involves the presentation of a letter or certificate of appreciation, often accompanied by a monetary or non-monetary award, to celebrate particular efforts or achievements. Subject to the preferences of the recipient, and dependent on the nature of the recognition, the award ceremony may be somewhat informal (a staff meeting), or formal (an event attended by senior officials of the organization and the recipient's family members).
3. Departments may implement recognition practices and activities tailored to their specific needs, within the following parameters:
   • Departmental formal recognition awards (e.g., meritorious performance, cost-saving initiatives) should not exceed $5,000 for individuals and $10,000 for groups (amounts include income tax).
   • All employees of participating organizations are eligible to receive recognition awards. Employees participating in performance pay plans are not eligible for cash awards but may receive non-monetary recognition.
   • Departmental informal recognition awards, e.g., special or instant awards, are non-monetary and should not exceed $500 in value for individuals and $1,000 for groups (amounts include income tax).
   • Partners from other governments or sectors, who are members of eligible teams, may be granted a departmental formal award that is non-monetary.

1. Recognition is a good human resources practice strategically linked with the organization's direction and priorities, and used to shape the organization's culture and values through positive reinforcement of desired practices, actions and results.
2. Employees at all levels should be encouraged to participate in designing recognition practices and activities.
3. Recognition should be meaningful and should respect the preferences of the recipients.
4. Recognition should be given for a job well done and for additional responsibilities assumed and not solely for exceptional results.
5. Recognition activities should involve clients and partners.
6. Recognition should be fair, transparent and timely.

Deputy heads or their delegates may grant departmental recognition awards pursuant to these guidelines.

The Long Service Award Program enables management to extend formal recognition to employees for long service.

Recipients of long service awards must be employed by the participating institutions. Awards are granted to employees, including locally engaged employees abroad, part-time or seasonal employees who have attained the required number of years of service, regardless of any breaks in service.

1. An employee is eligible for a long service award following:
   • 15 years of federal public service,
   • 25 years of federal public service;
   • 35 years of federal public service.
2. An employee with a minimum of 10 years of federal service may receive a retirement certificate.
3. Other memorabilia may be granted at the department's discretion to recognize additional career milestones.

Participating organizations are responsible for the purchase and presentation of awards.