GSA Employee Performance Recognition System

Number: 9451.2A HRM
Status: Active
Signature Date: 11/06/2025
Expiration Date: 11/30/2028

Full Directive [PDF - 588 KB]

Purpose

This Order issues and transmits the Employee Performance Recognition System (EPRS). This Order provides (1) policy guidance and procedures for linking recognition with employee appraisals, (2) guidance on recognizing employees for achievement of organizational goals and measures; and (3) other types of monetary, non-monetary and time-off awards. 

Background

This Order provides a systematic approach for recognizing employee accomplishments.   

Applicability

  1. This Order outlines a method to effectively recognize employee accomplishments for achieving organizational and individual performance goals.
  2. EPRS is a critical component of GSA’s overall performance management process. This Order contains policies and procedures for operating the award and recognition program for applicable employees within GSA.  

This Order applies to all GSA employees with the exception of the following:

  1. The Office of Inspector General (OIG), given its independence under the Inspector General Reform Act of 2008 (5 U.S.C. §§ 401-424).
  2. The Civilian Board of Contract Appeals, due to its independent authorities.
  3. Executive Schedule appointees.
  4. Senior Executive Service (SES) members are not eligible for time-off in lieu of monetary awards.
  5. Senior Executive Service (SES) members individual performance awards and presidential rank awards are excluded from this Order.
  6. Senior Leader (SL) and Scientific or Professional (ST) members individual performance awards are excluded from this Order.
  7. Administration policy may also limit recognition eligibility for certain noncareer members of the SES and those employees in an excepted service position of a confidential or policy-determining character under Schedule C of subpart C of part 213 of Title 5 of the Code of Federal Regulations (CFR). OHRM is available to provide administration of policy.
  8. Monetary awards may not be granted under this authority to certain employees during a Presidential election period beginning on June 1 in a calendar year in which the popular election of the President occurs, and ending on January 20. This includes employees who are: 
              a.  In a SES position and are not a career appointee; or 
              b.  In an excepted service position of a confidential or policy-determining character under Schedule C of subpart C of part 213 of Title 5 of the Code of Federal Regulations (CFR).
  9. GSA has no authority to grant any type of monetary or time off award to GSA contractors or contract employees. Contractors or contract employees may receive Certificates of Appreciation.

Cancellation

HRM 9451.2, GSA Associate (Employee) Performance Recognition System, is canceled.

Summary of Changes

  1. Individual performance awards for Senior Leader (SL), Scientific or Professional (ST) and Senior Executive Service (SES) members, and Presidential Rank Awards for SES are excluded from this Order.
  2. Revised and added Appendix A and B to reflect current business practices, award caps and approvals: Added a 120 hour cap for time off awards and 20% regulatory cap for individual performance awards in a fiscal year. Removed the performance award caps for level 4 up to 4% and level 5 up to 6%. Added the Administrator may authorize performance awards exceeding 10% up to 20% of an employee’s annual rate of basic pay.
  3. Removes specific budgetary caps and permits GSA to allocate a budget for awards for each fiscal year with concurrence from the Office of the Chief Financial Officer.
  4. Removed the minimum requirement of two Level 5 ratings for quality step increase (QSI) and allows a QSI to be awarded at any time during the performance cycle, regardless of other cash or time off performance awards.
  5. Added award issuances are either cash or time off, but not a combination of both due to their difference in value, cost and productivity.
  6. Removed proration of award amounts.
  7. The former Associate (Employee) Performance Recognition System (APRS) is renamed the Employee Performance Recognition System (EPRS).
  8. Updated award documentation requirements.
  9. Appendix D. Definitions updated and new terms added.

Roles and Responsibilities

EPRS is to be implemented with the following roles and responsibilities:

  1. The Administrator.  The Administrator is responsible for:
    1. Setting policy direction for performance management in GSA including EPRS;
    2. Setting the maximum payable rates for awards; and
    3. Delegating approval authority for appropriate awards.
  2. Heads of Services and Staff Offices (HSSOs).  HSSOs are responsible for:
    1. Oversight of the awards program and awards given by approving officials within their Service or Staff Office;
    2. Ensuring that periodic reviews are performed of awards given in their organizations;
    3. Ensuring that awards granted to employees in their organizations are in compliance with this Order;
    4. Ensuring that Service, and Staff Office award programs established locally comply with the standards and dollar limits set forth in this Order;
    5. Approving or delegating the approval of awards paid from funds within their control;
    6. Approving the Commendable Service Award and the Head of Service or Staff Office Exceptional Service Award within their Service or Staff Office;
    7. Delegating approval authority for appropriate awards to supervisors and management officials;
    8. Recommending employees for the Administrator’s Distinguished Service Award, Administrator’s Meritorious Service Award, Administrator’s Excellence in Performance Award, Administrator’s Exceptional Service Award, and for monetary awards that exceed their delegated authority; and
    9. Approving Quality Step Increases (QSI) for employees within their area of responsibility.
  3. Office of the Chief Financial Officer (OCFO).  OCFO is responsible for:
    1. Issuing budgetary advice and guidance on awards;
    2. Serving as approver for appropriate awards and use of GSA funds for non-monetary awards; and
    3. Managing GSA’s award budget.
  4. The Office of Human Resources Management (OHRM).  OHRM is responsible for:
    1. Developing and overseeing the policy and implementation of the performance recognition system;
    2. Approving exceptions to this policy;
    3. Advising the Administrator on awards submitted for his or her approval;
    4. Providing technical assistance and advice to HSSOs on the appropriate use of awards;
    5. Providing advice and guidance to employees on this policy;
    6. Participating in the development and implementation of a monitoring and evaluation program to measure awards program effectiveness;
    7. Reviewing award justification and serving as final approver for appropriate awards prior to processing;
    8. Executing an accountability review of this Order to ensure organizations meet the requirements of this Order. The Accountability Review should be completed according to the standards as directed by the Office of Personnel Management. The review of this Order should also include a review of the Employee Performance Plan and Appraisal System Order and
    9. Vetting Nominees for the Administrator Honor Awards. 
  5. Office of Administrative Services (OAS).  OAS approves the purchase of tangible items for non-monetary recognition.
  6. Office of the General Counsel (OGC).  OGC is responsible for:
  7. Determining whether the acceptance of the external award is in compliance with applicable statutes and regulations; and
  8. Provides to OHRM applicable information that may be cause for the Administrator to decline the award for a nominee that’s mentioned in a case or matter handled by OGC.
  9. Office of Civil Rights (OCR).  OCR is responsible for:
  10. Provides to OHRM applicable information on EEO complaints that may be cause for the Administrator to decline the award for a nominee that’s mentioned in a case or matter handled by OCR.
  11. Managers and Supervisors.  Managers and supervisors, in accordance with the criteria and procedures in this policy and the GSA Delegations of Authority Manual are responsible for:
  12. Approving monetary, time off and honor awards in accordance with this Order and nominating employees for quality step increases (QSI); for such approvals and nominations must provide adequate written justification for the award and the amount, and be appropriately documented;
  13. When awards are presented before an audience of employees it should be with those who have regular and frequent work related association with the recipient of the award; and
  14. Management determines the type of award that will be issued to each employee based on eligibility and business needs. Management should also take into consideration the employee’s preference when determining the type of award that will be issued.  
Print Page
Last updated: Nov 24, 2025
Top