1.2 When the nominator and the nominee work in the same division, nominations shall be submitted through their chain of command to the appropriate approval level.

1.2.1 When employees nominate their immediate supervisor, the nomination may by-pass that supervisor in the chain of command.

1.2.2 The Assistant Director shall approve/disapprove nominations for letters of appreciation, length of service, retirement and firearms proficiency.

1.2.3 Nominations for all other recognition awards shall be submitted to the Director's Office for final approval/disapproval by the Director.

1.3 When the nominator and the nominee work in different divisions, nominations shall be submitted through the nominator's chain of command to the Assistant Director, who shall forward approved nominations to the nominee's Assistant Director.

1.3.1 For letters of appreciation, the nominee's Assistant Director shall recommend approval/disapproval and return the nomination to the nominator's Assistant Director, who shall make the final decision.

1.3.2 For all Department recognition awards, the nominee's Assistant Director shall recommend approval/disapproval and submit the nomination to the Director's Office for final approval/disapproval by the Director.

1.3.3 Letters of appreciation shall be written by the nominator or by any person in the nominator's chain of command and shall be signed by the author of the letter or the nominator's Assistant Director.

1.4 Nominations for all recognition awards shall be submitted on an Employee Award Nomination, Form 70501218.

1.5 No one in the supervisory chain of command shall stop, delay or deny a nomination. Each person in the chain may attach a memorandum in support of or against the nomination. The statement shall include:

1.5.1 The nominee's name and title.

1.5.2 The type of award for which the employee is being nominated.

1.5.3 The reason(s) for recommendation (i.e., for or against the nomination).

1.5.4 The name and title of the individual submitting the statement.

1.6 When employees eligible to retire from State service decide on a retirement date, they shall submit written notification of their retirement date to their immediate supervisor. The letter of notification shall be submitted, through the chain of command, to the employee's Assistant Director.

1.1.1 Convene to review Department Award nominations on a quarterly basis.

1.1.2 Recommend approval/disapproval of each nomination to the Director, who shall make the final decision.

1.2 To ensure standardization in the appearance of awards, the style and design of all awards shall be approved by the Employee Awards Board prior to purchase.

1.2 Employees attempting to qualify for a Firearms Proficiency award pin shall shoot with the same style weapon (i.e., caliber, barrel length) that they carry on duty.

1.3 Firearms Proficiency award pins, indicating those qualifying for Expert or Distinguished Expert, shall be forwarded to the institution's Deputy Warden for Operations for confirmation.

1.3.1 Instructors shall verify scores using the score sheet. (See Attachment A, Firearms Proficiency Award Pins.)

1.3.2 Only scores validated by a Firearms Instructor, certified by the Deputy Warden for Operations, shall be accepted.

1.4 The Deputy Warden for Operations shall maintain a list of the names of Firearms Proficiency pin recipients. The list shall be used to verify eligibility for future awards.

1.5 The Deputy Warden for Operations shall review qualifications and determine if the employee has ever previously received a pin.

1.5.1 If the employee has never received a pin in the scoring category under consideration, the Deputy Warden for Operations shall forward the pin to the supervisor of the employee receiving the award.

1.5.2 If an employee qualifies for both an Expert and Distinguished Expert pin during the same qualification period, the higher award shall be issued.

1.5.3 Pins are not distinguished by weapon, but by score.

1.5.3.1 If an employee qualifies for an Expert pin for handgun, then at a later qualification qualifies for Distinguished Expert for handgun, the employee shall receive the Expert pin in the first instance and the Distinguished Expert pin in the second.

1.5.3.2 If, during a subsequent qualification, the employee qualifies for Expert or Distinguished Expert on the rifle, the employee shall not receive a pin for that weapon.

1.6 Wardens, Deputy Wardens and Administrators shall ensure the employee's supervisor presents Firearms Proficiency award pins to their employees.

1.7 An employee shall not wear a Firearms Proficiency award pin when the employee has not qualified within the required time, or has attempted to qualify and scored less than the score required to maintain the Firearms Proficiency award pin previously issued.

1.8 Only one Firearms Proficiency award pin may be worn at a time.

1.1.1 The list shall be generated by the Management Information Services Bureau and shall include each employee's name, date of entry into State service, length of service (i.e., 5, 10, 15 years) and current assignment location.

1.1.2 Employees who are eligible to receive a length of service award for 25 or more years shall receive their award during the next scheduled Administrative Meeting. This shall include employees who become eligible up to and including the month prior to the Meeting.

1.2 Each Assistant Director (or designee) shall:

1.2.1 Examine the list of proposed length of service award recipients and consult with employees, if necessary.

1.2.2 Make any required additions, deletions, or modifications.

1.2.3 Forward a final list to the Assistant Director for Human Resources/Development by the end of April, July, October and January.

1.2.4 Reimburse the Human Resources/Development Division for the cost of the pins for employees in that Assistant Director's division.

1.3 The Assistant Director for Human Resources/Development shall:

1.3.1 Order a length of service pin for each approved recipient.

1.3.2 Distribute the length of service pins for 5, 10 and 15 years of service to the appropriate Assistant Director.

1.3.3 Forward the length of service pins for 20 or more years of service to the Director's Office for presentation by the Director.

1.4 Employees who were previously awarded a length of service pin and lost the pin may submit a memorandum to the Assistant Director for Human Resources/Development to request a replacement.

1.4.1 The memorandum shall include verification by the employee's Personnel Liaison or the Personnel Services Bureau that the employee had served the length of service stated in the memorandum.

1.4.2 The employee shall submit a replacement pin charge in accordance with the current price of the pin. (The current pin price may be obtained by contacting the Executive Staff Assistant for Human Resources/Development.)

1.2 The Personnel Services Bureau Administrator shall forward the retirement certificate to the appropriate Assistant Director for presentation to the employee.

1.1.1 Valor.

1.1.2 Life Saving.

1.1.3 Meritorious Service.

1.1.4 Community Service.

1.1.5 Unit Citation.

1.1.6 Length of Service pins for 20 or more years.

1.2 The Director shall present the Employee of the Year awards at the spring Administrators meeting.

1.3.1 Letters of Appreciation.

1.3.2 Certificates of Commendation.

1.3.3 Length of Service pins for 5, 10 and 15 years.

1.3.4 Retirement Certificates.

1.4 Wardens, Deputy Wardens and Administrators shall ensure that supervisors present Firearms Proficiency awards to their employees.

1.1.1 Suggestions on the following subjects are not eligible for awards:

1.1.1.1 Personal grievances.

1.1.1.2 Matters that are contrary to sound business practices or administrative principles.

1.1.1.3 Classification and pay of positions.

1.1.1.4 Duplicates of other suggestions under consideration during the past year.

1.1.1.5 Matters that are the result of contracted audits, studies, surveys, reviews or research.

1.1.1.6 The enforcement of existing rules, statutes or written instructions.

1.1.1.7 Equipment systems, procedures or forms that have been in use for ninety days or less, or which are under warranty.

1.1.1.8 Recommendations for the use or purchase of a specific product brand.

1.1.1.9 Suggestions for which an award has been given or is a similar application of an award-winning idea.

1.1.1.10 Suggestions reporting conditions for which a work order would normally be issued.

1.1.2 A Department employee who submits a suggestion retains the right to any award during the period the idea is being evaluated plus an additional period of twelve months from the date of notification that the suggestion was rejected.

1.1.2.1 The employee may extend the eligibility period beyond twelve months by submitting a new application. The new application shall identify the original suggestion by control number, and shall specifically request the extension of eligibility.

1.1.2.2 Failure of the employee to resubmit the suggestion shall result in an automatic lapse of award eligibility at the end of twelve months.

1.1.3 Former employees who submitted a suggestion during their employment with the Department shall retain the right to an award for that suggestion for a period of twelve months from the date the suggestion was submitted.

1.2 Application - Employees shall present their suggestion by submitting an Employee Suggestion Program (ESP) Application, Form 70501214, to the ESP Review Committee through the Human Resources/Development Division, Planning Bureau.

1.3 Confidentiality - The identity of an employee submitting suggestions shall not be revealed, other than for award purposes, unless the employee gives permission to do so on the ESP Application.

1.4 Determination of Cost Savings - The employee submitting the suggestion shall determine the anticipated cost savings of the suggestion, using the guidelines presented in Attachment B to categorize cost savings. The employee shall provide documentation of how cost savings were determined.

1.4.1 The ESP Coordinator shall review the documentation, and shall verify calculations when requested to do so by the ESP Coordinator.

1.4.2 The Business Manager of the division or subdivision that implements each suggestion shall track the actual cost savings of that suggestion for no less than twelve months, and submit quarterly reports to the ESP Coordinator.

1.4.3 The ESP Coordinator shall submit a quarterly report of all suggestions implemented during the previous twelve months to the ESP Review Committee, the Director and all Assistant Directors.

1.5 Review Committee

1.5.1 The ESP Review Committee shall:

1.5.1.1 Establish guidelines, as necessary, for conducting business in accordance with this Order.

1.5.1.2 Establish a numbering and tracking system for suggestions.

1.5.1.3 Determine the eligibility of unusual or borderline suggestions.

1.5.1.4 Evaluate suggestions.

1.5.1.5 Determine the validity of suggestions.

1.5.1.6 Categorize the impact of suggestions.

1.5.1.7 Determine which award, if any, the participating employee shall receive.

1.5.1.8 Recommend awards of exceptional impact to the Director for his approval.

1.5.2 All appointments to the ESP Review Committee shall be approved by the Director. Appointments shall be made on a rotating basis for 12 months. (See Attachment C, ESP - Review Committee.)

1.5.3 Chairperson - The role of the chairperson shall be to schedule, organize and conduct quarterly meetings of the ESP Review Committee.

1.5.3.1 An Assistant Director, appointed by the Director, shall serve as chairperson of the ESP Review Committee. The appointment shall rotate every 12 months until all Assistant Directors have served a term in this office.

1.5.4 ESP Coordinator - The Planning Bureau Administrator shall serve as the ESP Coordinator, which is a non-voting position on the Review Committee that provides staff support in the daily operation of the program. The ESP Coordinator shall operate an ESP office between quarterly meetings to perform the following activities:

1.5.4.1 Check suggestions submitted for completeness and accuracy.

1.5.4.2 Coordinate the field review of each suggestion.

1.5.4.3 Verify the cost savings of suggestions, as applicable.

1.5.4.4 Develop a summary of each suggestion, including field test results.

1.5.4.5 Maintain correspondence with participating employees.

1.5.4.6 Process award recommendations, and notify employees' supervisors when they win an award.

1.5.4.7 Coordinate award ceremonies.

1.5.4.8 Transmit approved suggestions to the appropriate Assistant Director for implementation.

1.5.4.9 Report annual cumulative savings generated by employee suggestions.

1.5.4.10 Generate publicity and marketing materials that promote the ESP program throughout the Department.

1.6 Evaluation - The ESP Coordinator shall forward the suggestion to the appropriate administrator for evaluation. If the employee requested anonymity, the name shall not be disclosed to the evaluator.

1.6.1 That administrator shall assign one or more technically qualified employee(s) to evaluate each suggestion submitted.

1.6.1.1 These evaluations shall be completed within 21 days of receipt.

1.6.1.2 If the evaluation requires additional review time, the administrator shall notify the ESP Coordinator.

1.6.1.3 Recommendations for adoption or rejection shall be signed by the administrator and forwarded to the ESP Review Committee for disposition.

1.6.2 After receipt of the signed evaluation, the ESP Coordinator shall:

1.6.2.1 Review the evaluation for completeness and correctness.

1.6.2.2 Verify, at least on a sample basis, the detailed cost savings of suggestions recommended for adoption.

1.6.2.3 Summarize the recommendations and present them to the ESP Review Committee for evaluation.

1.6.3 The ESP Review Committee may request subdivisions to conduct a test of a suggestion.

1.6.3.1 If funds are available or if there is no budgetary impact on the subdivision, tests shall be conducted in cooperation with the ESP Coordinator, who shall report the results of the study to the ESP Review Committee.

1.6.3.2 During the test period, the subdivision shall track appropriate cost or savings to allow the Review Committee to evaluate merits of the suggestion.

1.6.4 The ESP Coordinator, following the guidelines set by the ESP Review Committee, shall determine the evaluation process that shall be used to assess the cost-effectiveness or intangible benefits of a suggestion.

1.6.5 The ESP Coordinator shall notify employees of the disposition of their suggestions.

1.6.6 The ESP Review Committee shall act on suggestions within ninety days of submission by one of the following:

1.6.6.1 Referring the suggestion for evaluation.

1.6.6.2 Referring the suggestion for a test.

1.6.6.3 Denying the application.

1.6.7 The decision of the ESP Review Committee shall be communicated directly to the participating employee by the ESP Coordinator.

1.6.8 If the suggestion is rejected, notifications shall specify the reason for the rejection.

1.7 Appeals - When the ESP Review Committee rejects a suggestion, the employee may submit additional information to appeal that decision.

1.7.1 The ESP Review Committee shall review the supplemental information and render a final decision concerning the appeal.

1.7.2 Appeals shall be submitted within ninety days of the date of the letter advising the employee of the rejection of the suggestion.

1.8 Awards - Only employees whose suggestions have been implemented shall be eligible for an award. When the ESP Review Committee decides that a suggestion has merit and shall be implemented, an award that reflects the category and level of impact shall be given to the employee.

1.8.1 Awards shall be made quarterly. The four categories of awards are:

1.8.1.1 Efficiency - Suggestions that save time or use of personnel.

1.8.1.2 Economy - Suggestions that save money.

1.8.1.3 Safety and Risk Reduction - Suggestions that prevent injury or protect the Department from civil action.

1.8.1.4 Security - Suggestions that prevent potential escapes or otherwise protect the institutions and the public.

1.8.2 The impact determination of the ESP Review Committee shall be final. The three levels of impact are:

1.8.2.1 Minimal - Tangible savings of up to $499, or intangible impact on a unit, institution or bureau.

1.8.2.2 Moderate - Tangible savings of $500 to $4,999, or intangible impact on a division.

1.8.2.3 Exceptional - Tangible savings of $5,000 or more, or intangible impact on more than one division, or the entire Department.

1.8.3 Awards shall consist of:

1.8.3.1 Certificates for suggestions of minimal impact.

1.8.3.2 Plaques for suggestions of moderate impact.

1.8.3.3 Custom plaques and tag pins for suggestions of exceptional impact.

1.8.4 There shall be no limit placed on the number of awards given in each category or level of impact.

1.8.5 Employees desiring to have their suggestions submitted to the Governor's Merit Award Program shall mark the appropriate box on their ESP application.

1.8.5.1 When implementation of the suggestion can be verified, those suggestions that meet the eligibility criteria shall be submitted to the Governor's Merit Award Program on behalf of the employee.

1.8.5.2 An award from the Governor's Merit Award Program does not disqualify an employee from receiving an ESP award.

1.9 Implementation - The ESP Coordinator shall transmit all suggestions that have been approved for implementation by the ESP Review Committee to the Assistant Director(s) of the division(s) in which the suggestion is to be implemented.

1.9.1 The Assistant Director(s) shall ensure that:

1.9.1.1 Each suggestion is implemented by the appropriate subdivision within sixty calendar days if funds are available or not needed to implement the suggestion.

1.9.1.2 The Business Manager of the division or subdivision establishes an effective method of tracking the cost savings of the suggestion and reports that information to the ESP Coordinator quarterly for the next 12 months.

1.9.1.3 Impacts other than cost savings are reported quarterly by appropriate staff.

1.9.1.4 The ESP Review Committee is advised when suggestions cannot be implemented because of lack of funds.

1.9.2 All approved suggestions shall remain in effect for at least six months, unless the Assistant Director determines that a suggestion:

1.9.2.1 Creates a security, safety or legal risk to the Department.

1.9.2.2 Demonstrates additional costs rather than cost savings to the Department.

1.9.2.3 Has been superseded by a more beneficial procedure.

1.9.2.4 Requires start-up capital that is outside of the division's budgetary limitations.

1.9.3 When a suggestion is implemented before it has been formally submitted, the employee shall:

1.9.3.1 Submit a completed ESP application within ninety days of the implementation to be eligible for an award.

1.9.3.2 Supplement the ESP application with a written statement from the employee's supervisor stating that the employee generated the original idea.

1.9.3.3 Establish a mechanism to track actual cost savings beginning with the date of implementation.

1.9.4 Whenever a suggestion is implemented in a different form than was originally suggested, the employee who originated the suggestion shall still be eligible for an award so long as it can be verified that it was the employee's suggestion that initiated the change.

1.10 Documentation/Reporting - In addition to documentation and reporting requirements established throughout this Order, the following are also required:

1.10.1 The ESP Coordinator shall forward copies of award notices to employees' supervisors for inclusion in the Employee Performance Appraisal System (EPAS) file.

1.10.1.1 Supervisors shall consider ESP awards when employees are evaluated. Awards shall enhance good performance ratings. Awards shall not, however, compensate for inadequate performance.

1.10.2 The SD/T Bureau Administrator shall ensure that the role of ESP suggestions is included in:

1.10.2.1 EPAS Supervisory Training.

1.10.2.2 New Employee Orientation.

1.10.3 Each year the ESP Coordinator shall forward a report to the Director that includes:

1.10.3.1 An update on ESP.

1.10.3.2 A list of individuals who have served on the ESP Review Committee.

1.10.3.3 An overview of award-winning suggestions and their impact.

1.10.3.4 An analysis of the cost savings and other benefits to the Department.

1.10.3.5 Quantitative goals and objectives for the next year.

1.11 Special Suggestion Campaigns - At the Director's request, employees shall be periodically encouraged to participate in Department-wide suggestion campaigns on specific topics, e.g., budget items that need to be reduced, processes that need to be streamlined, or problems that need to be solved.

1.11.1 The ESP Coordinator shall notify all employees of any special suggestion campaigns by pay envelope inserts.

1.11.2 The Director shall select the award-winning suggestions.

1.11.3 Employees receiving awards from special suggestion campaigns shall be featured in news articles in the Department's newsletter, Directions.

1.12 Invention and Publication Rights - If a suggestion results in a patentable invention, a non-patentable invention or a publication, the State of Arizona shall own the rights to the invention or publication and any associated monetary reward, royalty or right of sale.

1.1 Assistant Directors shall forward a list of recipients of Letters of Appreciation from within their division.

1.2 The SD/T Bureau Administrator shall forward a list of recipients of Firearms Proficiency Awards.

FORMS LIST

70501214, Employee Suggestion Program (ESP) Application

70501218, Employee Award Nomination

• Valor - Presented to an employee for a conspicuous on-duty act of heroism that involves a conscious risk of life. This act shall be of such grave nature that performance of the act is clearly above and beyond the call of duty.

• Lifesaving - Presented to an employee for an on-duty act that results in the saving or preservation of a human life in which the rescued person would have died without the employee's direct action. The act for which the employee is being nominated shall be clearly above and beyond the normal requirements of the employee's position. The lifesaving efforts do not have to put the rescuing employee at personal risk. Supporting documentation such as medical reports and information reports shall be attached to the award nomination.

• Meritorious Service - Presented to an employee for performance of duty greatly exceeding the normal demands of the Department.  The employee's job performance demonstrates an exceptional degree of good judgment, initiative and competence, and the employee's performance is clearly above and beyond the normal requirements of the position.

• Community Service - Presented to an employee for an off-duty act that involves heroism in the face of danger, preservation of another's life, or other significant acts of selflessness in support of community peace and public welfare, which reflects positively upon the Department. Supporting documentation such as medical reports and police reports shall be attached to the award nomination.

• Certificate of Commendation - Presented to an employee for achievement/performance beyond what is expected or required, that is equaled by few, and that contributes directly to the accomplishment of the Department's mission.

• Employee of the Year - An annual award presented at the spring quarterly Administrators meeting, in recognition of exceptional job performance during the preceding year. Employees who continually perform their duties in a manner that surpasses the expected standards of professional conduct are eligible for recognition in the following categories:

• Correctional Officer - Security (CO I, CO II).

• Correctional Officer - Programs (CO III).

• Parole Officer (PO I, PO II, PO III).

• Supervisor (Sergeants, Lieutenants, Captains, Majors, Investigative Supervisors, Parole Supervisors, Correctional Officer IVs and any other individuals in supervisory positions).

• Administrator (Executive Staff members, Wardens, Deputy Wardens, Administrators and Bureau Administrators).

• Support Staff (Employees not included in any other category).

• Unit Citation - A quarterly award presented to a Departmental unit or group of employees in recognition of an outstanding accomplishment and/or for facilitating the achievement of organizational goals and objectives. Nominations shall be based upon, but not limited to, the following criteria:

• Measurable outstanding performance of the group relevant to the achievement of stated organizational goals and objectives.

• Special assignments that have been completed that required team work and an esprit de corps.

• Development of programs or written instructions that provide a noteworthy increase in efficiency and effectiveness in operations.

• Exhibition of exemplary service or contribution to the operation of the Department.

• Involvement in special community service projects unrelated to job performance, that was outstanding and brought credit to the Department.

• Division Awards

• Letter of Appreciation - Presented to an employee who has performed an exceptional act/service or who continually performs required duties in an exceptional manner.

• Length of Service - Presented to employees, in five-year increments, (i.e., 5, 10, 15) for length of time in State service.

• Retirement Certificate - Presented to employees upon retirement from State service.

• Firearms Proficiency - Presented to participating staff who attain specified levels of shooting proficiency. Types of Firearms Proficiency awards are:

• Distinguished Expert - The employee must score 250 points with a service revolver or 150 points with a service rifle.

• Expert - The employee must score 240-249 points with a service revolver or 144-149 points with a service rifle.

EMPLOYEE AWARDS BOARD - A five member body, appointed by the Director, that reviews Department Award nominations and makes recommendations to the Director. The Board consists of the following:

• The Employee Relations Officer, who shall act as the board's chairperson.

• A Deputy Warden.

• A Correctional Lieutenant.

• An Administrative Employee.

• A Health Services Employee.

INTANGIBLE - Suggestions for which the monetary value cannot be precisely determined and which involve improvements in work conditions, changes in procedures, revisions of forms, or improvement of employee morale, health or safety.

SUBDIVISION - Any of the organizational units of the Department, such as Division, Bureau, Unit, Institution, etc.

SUGGESTION - A written original idea proposed by a Department employee, or group of employees, and submitted to the ESP Review Committee, that clearly suggests a specific method to accomplish one or more of the following:

• Perform any job or procedure better, quicker, easier, more safely or at less cost.

• Handle an additional workload with the same staff.

• Produce a more efficient operation with better control.

• Increase security.

• Improve the quality of work.

• Reduce risk to the Department.

TANGIBLE - Suggestions for which the monetary value can be precisely determined.

FIREARMS PROFICIENCY AWARD PINS

Staff Development/Training Bureau Administrator: As a result of the indicated firearms qualification scores, these employees are authorized to receive the designated Firearms Proficiency award pin.

All firearms qualification scores have been verified:

                                                                
Training Manager

DETERMINATION OF COST SAVINGS

Employees submitting suggestions shall determine the anticipated cost savings of their suggestions using the guidelines contained within this attachment. Keeping track of the individual and cumulative savings generated by employee suggestions is valuable because:

Potential and actual savings are used to quantify the impact of individual suggestions.

Line item budget reductions are an important management tool for future planning.

Cumulative savings document cost-effective actions that have been taken during the operating year that enhance appropriation requests.

Cost-reduction data measure the overall success of the program and evaluate the degree of participation that has been demonstrated by each subdivision.

Generally-accepted accounting principles shall be used to determine the savings resulting from the implementation of employee suggestions. Although suggestions may require various approaches to determine financial impact, the following list may be useful in identifying relevant cost elements:

Personal Services

Direct labor cost (when specific data are not available, the midpoint of the applicable salary ranges shall be used).

Fringe benefits (when applicable).

Overtime (when applicable).

Management and administrative costs.

Equipment or Capital Costs

These costs shall be written off over the life of the equipment.

The first year's depreciation shall be considered as implementation cost, e.g., $10,000 equipment cost with a five year expected life will equal a $2,000 implementation cost.

The costs of capital equipment shall be amortized, or spread over the useful life of the equipment, or a period specified by the Administrative Services Division, Management and Budget Bureau. Indirect or administrative costs of implementation shall be amortized over a three-year period.

Energy or Fuel Costs

Materials - Raw material or purchased parts comprising a major component of the activity under investigation.

Supplies - Items used to perform the work, e.g., forms, office products, tools.

ATTACHMENT B

DEPARTMENT ORDER 506

PAGE 2 OF 2

Financial Elements

Interest, savings or expenses.

Inflation considerations.

Net savings, or the estimated first-year net cost-avoidance or reduction resulting from implementation of a suggestion.

Miscellaneous Costs

Additional or reduced space requirements.

Training efforts.

Communications (e.g., telephone, mail).

Safety and security.

Contractual arrangements (e.g., rentals, leases, purchased services).

Transportation costs.

Maintenance and repairs.

Inventory levels.

Downtime for equipment.

EMPLOYEE SUGGESTION PROGRAM

REVIEW COMMITTEE

(1) ESP Committee Chairperson.

(2) The Business Manager and Warden from the same institution shall not serve on the Review Committee.

(3) ESP Coordinator; Non-Voting Committee Member.