Awards and Recognition
PCFOs are responsible for coordinating CFC award and recognition programs, working in consultation with the LFCC and CFC Loaned Executives. Certain criteria (discussed ' below) apply to the scope of the program, eligibility for the award, and cost of the award.
CFC regulations require that awards be of nominal value. This requirement is not just a CFC requirement, but is also a requirement of the Office of Government Ethics. Federal employees are not authorized to receive gifts and awards, other than those of nominal value. Generally, awards of nominal value are also considered to be minimal for personal tax liability. This principle also applies to any award that is to be presented to recognize an agency's CFC performance. The value is determined either by the cost of manufacturing the award or its fair market value.
It is not permissible, to give cash awards in any amount to Federal employees for soliciting funds for CFC. Cash incentive awards are intended to recognize employees for special acts or services related to official employment that contribute to the efficiency, economy or other improvement of government operations. While employees who volunteer to support CFC activities and events are highly regarded by the organizations and individuals who benefit from the campaign, their efforts should be recognized in a non-monetary acknowledgement. Giving to CFC is a personal choice, so recognition to Federal employees who solicit their co-workers must be based on exceptional efforts by the volunteer, not on the amount raised or the participation rate.
No Federal employee or Federal agency may receive an award or either recognition from an individual charity or federation for CFC performance. This does not preclude a Federal agency or employee from receiving recognition for humanitarian activities performed outside of the workplace that might include volunteer work at a CFC charity.
It is important to reward and recognize campaign successes. Traditionally, we measure success in three ways: dollars raised, percent participation, and percent payroll deduction. An award structure should stimulate and motivate agencies to conduct results-oriented campaigns in these three dimensions. It is also important to recognize accounts that exceed the average gift and accounts that exceed the increase in goal over the previous year. Other awards that target leadership giving or well-run campaigns can also be established.
The following is an example of an award structure that recognizes and rewards results-oriented campaign successes:
Eagle Share Potential Award - dividing the actual dollars raised by the Eagle Share potential [0.006 X Average Salary X Number of Employees] results in a percent of the Share potential achieved. Certificates will be awarded to agencies at the following levels:
Eagle Club Award- to be eligible for this award, agencies must achieve at least the campaign average for percent payroll deduction. Eagle statues and stars will be awarded for participation rates [total givers divided by total employees] as follows:
Gold Star 85% participation Silver Star 75-85% participation
Traveling Chair Award can be given to agencies that run a model campaign defined as follows:
- Executive level endorsement
- Organized labor involvement
- Goal setting based on Eagle Share potential
- Organization and training of volunteers
- Employee briefings and 100% ask
- Publicity, education. fun
- Thank you program
Loaned Executives can make nominations, and the Chair can award plaques in the following categories:
- Agencies with fewer than 1 00 employees
- Agencies with between 1 00 and 350 employees
- Agencies with greater than 350 employees
Accounts achieving greater than the average dollar gift and accounts raising dollars greater than the increase in goal over the previous year will be recognized by having their names listed in rank order in the CFC Awards Program.