Central Pierce Fire and Rescue's employee recognition program has indicated that its members are the single most significant factor in the success of its mission. Success, however, is not defined as manipulation for increased outputs, but as fostering creativity and innovation in order to develop a learning organization that is ready to meet change. A recognition and rewards system is one method to institutionalize this commitment and remove the fear of failure by acknowledging the contributions and efforts of people that promote the organization's mission. CPFR has two recognition programs in place to acknowledge the accomplishments of their members that strive to bring organizational success. These programs consist of a commendation letter and an employee-of-the-quarter award. Both have been in effect for over three years with dismal or declining participation.The efficacy of a recognition program is measured in the value of the incentives to the organization's employees. Neither of these programs have been assessed as to their effectiveness in helping CPFR fulfill its vision; therefore, evaluative methodology was utilized to determine the perceived value of these current recognition methods by its members and to identify factors that could improve satisfaction of the recognition and reward system. This was accomplished by answering the following questions: 1. Do members of CPFR desire recognition for their contributions to the organization? 2. Have the two current methods adequately distinquished those members that have made valuable contributions toward CPFR's vision and goals? 3. What is the perceived value of the current honor of these programs in the organization? 4.What methods of recognition would offer the highest satisfaction to current CPFR members? Questions relevant to the research were incorporated into a district climate survey that was administered to all active members with CPFR by Northwest Training Group, Tacoma, WA. The data was compiled and paralleled with an extensive literature review to gain information on the perceived value of the current programs, effects of the programs, and to identify other methods of recognition that would bring satisfaction to the membership. The results indicated that members within CPFR stongly indicated a desire for acknowledgement of their professional achievements. While there was support for the two current programs, several factors were identified as deficiencies, such as limited opportunties for recognition, lack of team recognition, favoritism, and unknown criteria for the reward.The methods of recognition most preferred were increased opportunites for growth and special training, followed by recognition received from one's immediate supervisor, and recognition among peers. It is the recommendation of this research that CPFR expand its current recognition program to increase opportunities of acknowledgement for consistent efforts, heroic efforts, special projects, career milestones, teamwork, and creativity. Improvements to the program should stress personalized, timely rewards and recognition methods, presentation of recognition among peers, linkage of the achievement to the organization's goals and mission, increased use of symbolism and power rewards, and forming of a committee, which represents the diversity in the organization, to continuously monitor and update the recognition system.