Minnesota Department of Transportation

511 Travel Info

MnDOT Policies

Achievement Award Procedures

For Achievement Award Policy #WF001

Effective Date: September 21, 2020

Print Procedures (pdf)


This document is the technical companion to the Minnesota Department of Transportation’s Achievement Award Policy.


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).


Allocate funds for monetary achievement awards

Each district/office determines budget for monetary achievement awards as part of the fiscal year planning.

Nomination submittal

Any MnDOT employee may nominate an individual for an achievement award to recognize outstanding performance. Nominations can be submitted year-round using the MnDOT Achievement Award Nomination Form and should be made at the completion of the project or work for which the employee is being recognized. Types of outstanding performance considered in the nomination process include:

Types of outstanding performance
  • Team Recognition - Team of employees who have demonstrated outstanding teamwork on a special project or overcome a particular and unusual challenge in carrying out the goals of the office or district.
  • Project Recognition - Employee has done exceptional work on a project that supports agency-wide goals and is outside of normal job parameters.
  • Sustained Performance - Employee has demonstrated consistent, exceptional performance throughout the appraisal period in regard.
  • Individual Performance - Employee has delivered outstanding individual performance; has developed and implemented innovative ideas or creative solutions that result in cost savings, operational efficiency, and/or improvements in service, processes, or productivity.
  • 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.

Nomination review

At any point in the process, the individual conducting the review may request additional information before approving or denying the nomination.

  • Supervisor reviews nomination to ensure that employee has a current performance evaluation on file and has not received discipline within the preceding twelve months.
  • Supervisor approves or denies the nomination. Denial of a nomination must be based on a documentable reason. Supervisors should be mindful of personal bias (whether positive or negative) and not allow that bias to influence their approval or denial of any award.
  • Office Director/District Engineer reviews and approves or denies the nomination.
  • District or CO Human Resources reviews nomination to ensure that the employee has a current performance evaluation on file in the Human Resources Office with a minimum overall ratting of satisfactory/meets expectations and that supervisors who are nominated have no direct reports with a past due performance evaluations.
  • Division Business Manager reviews the nomination for completeness and approves the nomination.
  • The Assistant Commissioner/Chief for the nominator’s area of work reviews and approves the nomination.
  • SLT reviews and confirms the nominations for achievement awards of individuals under the Managerial and Commissioner’s Plans.
  • Division Business Manager distributes to payroll, human resources, and the nominee’s Office Director/District Engineer. The achievement award is funded from the budget of the nominating office/district.
  • Once award is approved, the Office Director/District Engineer notifies the employee of award.
  • Payroll coordinates payment of the award.