MSA/DSA Criteria

To: "Linda D Rann, Human Rsrc Mgmt Spec, Reston, VA" <lrann>,
        "Connie L Smith, Human Resources Spec, Norcross, GA" <clsmith>,
        "Carole A Coburn, HR Management Specialist, Denver, CO" <ccoburn>,
        "Sharon L Doung, Regional Program Analyst, Menlo Park, CA" <sldoung>,
        "Lela K Sandoval, Human Resources Asst., Reston, VA" <lsandova>,
        "Constance D Luckey, Admin. Operations Assist., Norcross, GA" <cdluckey>,
        "Rudolph M Partida Jr., Human Resources Mgmt Assistant, Menlo Park, CA" <rpartida>,
        "AO - All Administrative Officers"<distribution>
cc: "Tera L Sanchez, Student, Reston, VA" <tsanchez>,
        "Charlene T Simpson, Human Res. Mgmt. Specialist, Reston, VA" <ctsimpso>
Subject: MSA/DSA Criteria
Date: Mon, 23 Nov 1998 14:42:53 -0500
From: "Tera L Sanchez, Student, Reston, VA" <tsanchez>


Attached are the criteria for the MSA's and DSA's which were developed 
by a Bureau team.  Please pass this information on to those who will
be writing the awards.  Feel free to contact me if you have any
questions.

Thank You,

Charlene Simpson



DISTINGUSHED SERVICE AWARD (DSA) CHECKLIST

1. Has the employee received a Meritorious Service Award?  If no, the
nomination should be reevaluated for MSA eligibility.

2. What is the basis for the award?  Is it based on quality of
performance with specific examples provided?

3. What distinguishes it from the Meritorious Service Award?

4. Do the accomplishments/contributions meet the spirit and the intent of
a Distinguished Service Award?  Has the employee demonstrated extremely
significant long-term contributions to departmental programs and
missions?

5. What was the impact of the accomplishments/contributions?

6. Scope? Division/office only?
	  Bureau only?
	  Department only?
	  A field of study/research?
	  The general public?
	  More significant than the Meritorious Honor Award?
	  How does scope meet criteria for career accomplishments and
	    exceptional support of the Department's mission?

7. Does it appear that the award is based merely on longevity, years of
performance, or the fact that the employee is leaving or retiring?  If
yes, return to the division/office with an explanation.  This does not
support this level of award.  A more appropriate award should be
considered.

8. How are the accomplishments/contributions deserving of the
Department's highest honorary award?

9. Why do you feel that this nomination typifies a level of excellence
that represents the best of USGS?

10. Do you feel that you could easily defend this nomination to the
Director and Secretary?  If no, return to division/office with an
explanation.  If yes, forward on to Director.



MERITORIOUS SERVICE AWARD (MSA) CHECKLIST

1. What is the basis for the award?  Is it based on the quality of
performance with specific examples provided?

2. Do the accomplishments/contributions meet the spirit and the intent of
an MSA?  Has the employee continued to provide exceptional contributions
to the Department or Bureau's mission?  If no, would another type of
award be appropriate?

3. What was the impact of the accomplishments/contributions?

4. Scope: Division/office only?
	  Bureau only?
	  Department?
	  A field of study/research?
	  The general public?

5. Does it appear that the award is merely based on longevity, years of
performance, or the fact that the employee is leaving or retiring?  If
yes, return to the division/office with an explanation.  This does not
support this level of award.

6. How are the accomplishments/contributions of a superior nature or of
a level of importance deserving of this level of award (i.e.,
exceptional, continuing contributions to departmental or bureau mission
accomplishments; or not yet at the level required of a Distinguished
Service Award)?

7. Why do feel that this award exemplifies a level of excellence that
equates to the second highest honorary award granted by the Department?

8. Do you feel that you could easily defend this nomination to the
Director?  To the Secretary?  If no, reevaluate this nomination.  It
should be returned to the division/office, with an explanation, if not
defendable.


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