Minnesota Department of Transportation

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MnDOT Policies

Achievement Award

MnDOT Policy #WF001
Effective: September 21, 2020

View/print signed policy (PDF)

Achievement Award Procedures

Please go to the MnDOT Org Chart to find specific contact information: Org Chart.

Responsible Senior Officer: Deputy Commissioner/Chief Administrative Officer
Policy Owner: Director, Office of Human Resources
Policy Contact: Labor Relations Manager

Policy statement

The Minnesota Department of Transportation (MnDOT) must, at a minimum, comply with the statewide policy Employee Recognition and Achievement Awards, HR/LR #1420.

MnDOT is committed to recognizing and rewarding the outstanding performance of its employees. One method of recognition is through achievement awards. The following principles have been developed to guide decision-making relating to issuing employee achievement awards:

  • Awards must align with MnDOT’s vision, mission, core values, and Strategic Operating Plan.
  • Awards should be given as close to the actual activity or outstanding performance as possible, be meaningful to the individual, and any public recognition should respect the preferences of the recipients.
  • Awards are not a substitute for a competitive salary plan or supplemental compensation.

Eligibility Criteria

  • Awards may be given for outstanding performance by an employee as described in the Achievement Award Procedures.
  • Awards must conform to requirements contained in statute, collective bargaining agreements, compensation plans, and Minnesota Management and Budget (MMB)’s HR/LR Policy #1420 – Employee Recognition and Achievement Awards.
  • An employee’s appointment type (full-time, part-time, temporary, seasonal, PRO, etc.) does not limit the employee’s eligibility for an achievement award. This includes student workers, graduate engineers, emergency appointments, etc.
  • The employee must have a current performance evaluation on file in the Human Resources Office with a minimum overall rating of satisfactory/meets expectations.
  • An employee who is a supervisor or manager must have completed all performance reviews for direct reports within the preceding twelve months.
  • An employee may only receive one achievement award per fiscal year.
  • The employee must not have been disciplined within the preceding twelve months.

Reason for policy

MnDOT employees are fundamental to achieving organizational goals and in making MnDOT a valued employer. This policy formally recognizes outstanding performance at MnDOT and creates a consistent approach to nomination and issuance of achievement awards.

The statewide policy Employee Recognition and Achievement Awards, HR/LR #1420 requires agencies granting achievement awards to establish a policy setting forth selection criteria and procedures. Policies must be approved by Minnesota Management and Budget (MMB) and the Governor’s Office prior to implementation. Changes to an agency Achievement Award policy must be approved by MMB prior to implementation.

Applicability

All MnDOT employees must comply with MnDOT policies.

Key stakeholders affected by this policy include:

  • Senior Leadership Team
  • Assistant Commissioners/Chiefs
  • Office Directors/District Engineers
  • Human Resources
  • Division Business Managers
  • Managers and Supervisors
  • MnDOT Employees

Definitions

Achievement Award

Monetary award granted to eligible employees who demonstrate outstanding performance.

Eligible Employees

Employees in the Managerial Plan, Commissioner’s Plan, and collective bargaining agreements of American Federation of State, County & Municipal Employees (AFSCME) – MnDOT Supplemental Agreement, Minnesota Association of Professional Employees (MAPE), Minnesota Management Association (MMA), and Minnesota Government Engineer’s Council (MGEC).

Responsibilities

Senior Leadership Team

  • Review and authorize use of achievement awards within the agency.
  • Identify the amount of award based on each collective bargaining agreement or compensation plan.
  • Review and approve the nominations for achievement awards of individuals under the Managerial and Commissioner’s Plans.

Assistant Commissioners/Chiefs

  • Review and approve nominations for respective areas.

Office Directors/District Engineers

  • Allocate money in the budget each fiscal year to use for achievement awards.

Human Resources (District and Central Office)

  • Receive and review nominations for completeness and eligibility requirements.

Division Business Managers

  • Coordinate the achievement award process.
  • Approve and track nominations for achievement awards.
  • Reconcile approved awards to payouts and ensure compliance with approved allocations.
  • Present annual report to SLT.

Managers and Supervisors

  • Approve or deny nominations for achievement awards.

MnDOT Employees

  • Nominate individuals or teams for an award using the MnDOT Achievement Award Nomination Form.

Policy Owner (Director, Office of Human Resources)

  • Review policy every two years, or sooner as necessary, to ensure policy remains up-to-date.
  • Ensure procedures and forms associated with the policy remain current.
  • Work with Policy Coordinator to revise policy and/or confirm its accuracy.
  • Communicate revisions, reviews, and retirements to stakeholders.

Resources and related information

Forms

Processes, Procedures, and Instructions

Resources

History and updates

Adopted

August 8, 2012

Revised

  • First Revision: September 21, 2020 (renumbered #WF001 from #HR001)

Policy review

This policy's next scheduled review is due September 2022.