~lay 1...• simple living - the nominee and his/her family lead modest lives appropriate to their...

RESOLUTION

Republic of the Philippines COMMISSION ON AUDIT

Commonwealth Avenue, Quezon City, Philippines

No. : 2017- 00~ DATE: ~lAY 1 8 017.

SUBJECT: Revised Commission on Audit Program on Awards and Incentives for Service Excellence

. . WHEREAS, the Commission on Audit (COA) wants to encourage and recognize

creativity, innovativeness, efficiency, productivity, integrity, courage, and selflessness in the public service;

WHEREAS, the Commission has adopted COA Resolution No. 2002-007 dated October 3, 2002 establishing the COA Program on Awards and Incentives for Service Excellence (PRAISE);

WHEREAS, the Commission has issued COA Memorandum dated November 21, 2013 prescribing the guidelines in the annual search for outstanding COA officials and employees;

WHEREAS, the Civil Service Commission (CSC), the central personnel agency of the government, had revised and expanded its PRAISE;

WHEREAS, the Commission, in order to promote uniformity and consistency in the implementation of the awards and incentives program, intends to revise and expand the coverage ·of COA PRAISE pursuant to the provisions of Rule X of the Omnibus Rules Implementing Book V of Executive Order No. 292 and pertinent provisions of Republic Act (RA) No. 6713.

NOW THEREFORE, the Commission Proper RE~G VE , as it does hereby RESOLVE, to revise and expand the coverage of the COA P m line with the Revised CSC PRAISE, as follows:

I. OBJECTIVES OF THE COA-PRAISE

1. To recognize and reward COA officials and employees individually or in groups for their:

a. Superior accomplishments/performance, manifested through concrete contributions such as innovative ideas, suggestions, inventions, and discoveries;

b. Exemplary ethical behavior; and c. Heroic acts

2. To motivate employees to excel in their work, pursue their own career development, or expect recognition of their long and dedicated service to the Commission.

of28 r

.::.' ....

H. SCOPE

The program shall apply to all regular employees of the Commission.

Ill DEFINITION OF TERMS

1. A ward - refers to the form of recognition conferred by the Commission on Audit on its employ~es, either for individual or group category for their ideas, suggestions, inventions, discoveries, superior accomplishments/performance, exemplary ethical behavior, and heroic acts.

2. Commission - refers to the Commission on Audit

3. COA PRAISE - refers to the Commission's awards and incentives program for employees.

4. Employees - refers to all COA rank-and-file employees and officials (State Auditor V up to Assistant Conunissioner or its equivalent).

5. Ethical Behavior - refers to an exemplary behavior manifested or exhibited by the employee within or beyond the performance of official duties and responsibilities on the basis of observance of one or more of the eight norms of behavior provided under RA No. 67 13.

6. Heroic A ct- refers to a courageous and selfless action that involves risking one's life and safety for the common good and/or that would benefit others .

7. Incentive - refers to the monetary and non-monetary rewards given to an employee or group of employees for laudable/extraordinary performance or service, pursuance of career development or long and dedicated service to the Commission.

8. Performance - refers to the rendition of an act or service, which may either be work related or non-work related, and has benefited a number of persons in the Commission/government. Said performance shall be over and above the employee's regular functions/targets, in addition to at least Very Satisfactory performance rating or its equivalent for the year.

9. Group - refers to an assemblage of two (2) or more employees of this Commission organized to work together interde.rep.dently and cooperatively towards rendering an extraordinary act or public se~e, ·ch may either be work related or non-work related, and has benefited er of persons in the Commission/government.

IV. AWARDS

1. T YPES OF AWARDS

The Commission shall confer four types of awards on its employees.

1.1 GA WAD KAHUSA YAN (Outstanding Performance)

The Gawad Kahusayan is conferred on a group . of employees with maximum often (10) members for extraordinary performance or service and continuous demonstration of competency and capacity in the execution of _

of28

·~- ....

work. Such competence may be manifested through concrete/documented contributions. such as, an idea, a suggestion, a discovery, an invention. an innovation, or a program that addresses a pressing need, critical gap, or weakness in work and improves service delivery in the Commission/ bureaucracy.

1.1.1 Criteria for Gawad Kahusayan

Category

Impact of performance and achievement

Consistency of performance and achievement

Cost efficiency

Reliability and effectiveness

TOTAL

Definition Percentage

The extent to which the performance and 40% achievement has far-reaching effect; the paradigm shift and new perspective it has caused; the complexity of the invention and discovery; and the doability in terms of executing and implementing the idea, suggestion, invention and discovery.

The degree of consistency of the nominee 30% manifesting a strong desire for outstanding performance m the last two (2) rating periods. Performance of the office may be considered in the evaluation to determine consistency of the individual accomplishments and achievements of nominees.

The extent to which m1mmum amount of resources (people, time, etc.) has been used to achieve the result or output.

The extent to which the perfonnance or service IS consistently manifested to effectively and efficiently address a pressing need for the improvement of service delivery. · 1

15%

15%

100%

1.1.2 Who May Be Nominated

Any CQA Audit Team/Work Group with a maximi.1m of ten (10) members who meet the following qualifications:

a. Have rendered at least one ( 1) year of service to COA pnor to nomination.

b. Have been rated at least Very Satisfactory or its equivalent for the last two (2) consecutive rating periods prior to their nomination.

c. Have not been found guilty of any administrative or criminal offense and have no pending administrative or criminal case at the time of the

of 28

.... J>"

nomination.

d. Should a member of the Audit Team/Work Group be found guilty of administrative or criminal case, only that member shall be disqualified and not the team/group.

1.2 GAWAD KARANGALAN (Honor Award)

The Gawad Karangalan is conferred on each individual corning from three position levels (Level 1: Salary Grade (SG) 1-1 0; Level 2: SG 11-24; and Level 3: SG 25-29), who has been in service for at least five years, for performance of extraordinary act or public service and consistent demonstration of exemplary ethical behavior on the basis of observance of one or more of the eight norms of behavior under RA No. 6713 such as:

•

•

•

•

•

•

Commitment to Public Interest - the nominee always upholds the public interest over personal interest. All government resources and powers of the department, office or agency are employed and used efficiently, effectively, honestly, and economically, particularly in avoiding wastage in public funds and revenues. Concrete proofs must be shown to manifest this norm.

Professionalism - the employee performs and discharges his/her duties with the highest degree of excellence, professionalism, intelligence, and skill; renders public service with utmost devotion and dedication to duty; and endeavors to discomage wrong perceptions of a government employee as dispenser or peddler of undue patronage.

Justness and Sincerity - refers to services provided to everyone without discrimination, especially the poor and the underprivileged. They shall at all times respect the rights of others, and shall refrain from doing acts contrary to law, good morals, good customs, public policy, public order, public safety, and public interest. They shall not dispense or extend undue favors on account of their office to their relatives whether by consanguinity or affinity, except with respect to appointments of such relatives to positions considered strictly confidential, or as members of their personal staff whose terms are coterminous with theirs.

Political Neutrality - the nominee provides ser · t everyone without ~ discrimination, regardless of party/political affili · or preference.

Responsiveness to the Public - the employee extends prompt, courteous, and adequate service to the public. Unless otherwise provided by law or when required by public interest, the nominee provides information on policies and procedures in clear and understandable language, ensures openness of communication, public consultations, and hearings whenever appropriate, encourages suggestions, simplifies and systematizes policies, rules and procedures, avoids red tape and develops an understanding and appreciation of the ·socio-economic conditions prevailing in the coun~ry especially in depressed areas.

Nationalism and Patriotism - the nominee, at all times, is loyal to the Republic and to the Filipino people, promotes the use of locally-produced goods, resources, and technology, encourages appreciation and pride of

of 28

•'

country and people. He/She endeavors to maintain and defend Philippine sovereignty against foreign intrusion/intervention.

• Commitment to Democracy the nominee commits . himselt/herself to the democratic way of life and values, maintains the principle of public accountability, and manifests by deeds the supremacy of civilian authority over the military. He/She at all times upholds the Constitution and puts loyalty to country above loyalty to persons or party.

• Simple Living - the nominee and his/her family lead modest lives appropriate to their position and income. He/She does not indulge in extravagant or ostentatious display of wealth in any form.

1.2.1 Criteria for Gawad Karangalan

Category Definition Percentage

Quality and The level of consistency to which the 40% consistency of nommee has manifested exemplary behavioral conduct and noteworthiness of performance behavioral performance.

Impact of The extent to which the extraordinary 30% behavioral act has created a powerful effect/ performance impact on the organization or public.

Risk or The degree of risk and temptation 20% temptation substantially present in the work inherent in the work Obscurity of The lowliness or insignificance of the 10% the posit ion position in relation to the degree of

performance and extraordinary norm/s manifested.

TOTAL 100%

1.2.2 Who may be nominated

Any COA rank-and-file employee or COA..~fficial State Auditor V up to Assistant Commissioner or its equivale w. o meets the fo llowing qualifications:

a. He/She must be a regular employee of the Commission for at least five (5) years. For COA official, he/she must be an incumbent of · a managerial position in COA for at least one (1) year prior to nomination.

b. Has been rated at least Very Satisfactory or its equivalent fo r the last two (2) consecutive rating periods prior to their nomination.

c. Has not been found guilty of any administrative or criminal offense and has no pending administrative or criminal case at the time of the nomination.

r of 28

1.3 GAWAD KAGITINGAN (Valor Award)

The Gawad Kagitingan is conferred to an individual employee for performance of a courageous and selfless act involving the risking of one's life and safety for the common good and/or benefit of others, which may be work related or related to public service. Courage may refer to the state of mind which enables one to encounter danger and difficulties with firmness, valor, and boldness, while selflessness refers to the state of mind devoid of self-interest.

This award is not available at Sector/Regional Office level. Each sector and regional office may send their nominees to the Commission PRAISE Committee.

1.3.1 Criteria for Gawad Kagitingan

Category Definition Percent

Impact of The extent to which the act has 40% courageous and powerful/striking effect at the precise moment selfless act of the situation/condition or to which the act

has averted a situation prejudicial to COA's mandate.

Nature/Extent The nature and extent of the danger or loss of 30% of danger/ life, health, career, or personal safety which hazard the employee had to reckon with/face while in involved the situation.

Responsiveness The extent to which prompt and immediate 30% to call action was provided/rendered.

Total 100%


Any COA rank-and-file employee or Croffi ·al (State Auditor V up to Assistant Commissioner or its equi n who meets the following qualifications:

a. Has rendered at least one ( 1) year of service to CO A prior to nomination.

b. Has been rated at least Very Satisfactory or its equivalent for the last two (2) consecutive rating periods prior to their nomination.

c. Has not been found guilty of any administrative or criminal offense and has no pending administrative or criminal case at the time of the nomination.

r of 28

..... --t•

1.4 GAWAD BILANG KATANGI-TANGING PINUNO (Exem p lary Award)

The Gawad Bilang Katangi-tanging Pinuno is conferred 'to an official from State Auditor V or its equivalent (SG 26) up to Assistant Commissioner (SG 29) who demonstrated exemplary leadership and outstanding achievements in his work.

The achievements must be directly attributable to the nominee as exemplified by superior accomplishments, innovative ideas or projects initiated and/or implemented by the nominee singly or in collaboration with other individuals.

This award is not available at Sector/Regional Office level. Each sector and regional office may send their nominees to the Commission PRAISE Committee.

1.4.1 Criteria for Gawad Bilang Katangi-tanging Pinuno

Category

Noteworthiness of Outstanding Achievement/ Performance

Integrity

Cost Efficiency

Reliability and Effectiveness

Consistency of Performance

Definition Percent

The degree of uniqueness and originality of 30% the outstanding achievement or performance has far-reaching effect; resulting to qualitative improvements m the stakeholder's conditions, structures and systems which facilitates its transactions and processes; the paradigm shift and new perspectives it has caused; and the number of persons benefited.

Manifests unwavering conviction to uphold 20% moral ethics and highest standards in all aspects of personal and professional life; maintains living standards reasonable within visible means; and has never indulged m extravagant or ostentatious display of wealth in any form.

The extent to which the minimum of 15% resources (people, time, ~~ra~een used to achieve the result or ou_Q l-V The extent to which the achievement or 15% projects/outputs has meaningfully addressed a pressing need and/or shepherd/improved office performance.

The degree of consistency of the nominee 10% manifesting a strong desire and working for outstanding performance based on historical

of28

. ... '!'I '

Category Definition Percent

work record.

Results-Driven Consistently maintains an exceptional 10% record for achieving important results with meaningful impact on stakeholders.

Total 100%


Any COA official (State Auditor V up to Assistant Commissioner or its equivalent) who meets the following qualifications:

a. Has rendered at least one (1) year of service to COA prior to nomination.

b. He/She must be an incumbent of a managerial position in COA for at least one (1) year prior to nomination.

c. Has been rated at least Very Satisfactory or its equivalent for the last two (2) consecutive rating periods prior to his/her nomination.

d. Has not been fOLmd guilty of any administrative or criminal offense and has no pending administrative or criminal case at the time of the nomination.

2. FORMS OF AWARDS

2.1 Monetary reward

Amount Level

Individual Group

Sector/Regional Office ~5,000.00 Pl2,500.00

Commission-wide ~25,000.00 P150,000 .00

2.2 Awardees shall receive plaques of recognition.

2.3 The awardee/s shall be provided by the Professional and Institutional Development Sector (PIDS) with appropriate professional/career development intervention to further enhance fhe'ir ompetencies.

2.4 The awardee/s may be given other forms of re as approved by the COA Chairperson; upon the recommendation of t e Commission PRAISE Committee.

3. PROCEDURES FOR THE GRANT OF A WARDS

3.1 PUBLICATION/POSTING OF ACCEPTANCE OF NOMINATION

The Commission PRAISE Secretariat, m Sector/Regional Office PRAISE Secretariats,

of28

coordination with the shall publish/post the _

~~

..

acceptance of nomination for the different awards under the COA PRAISE in the COA website and in at least five (5) conspicuous places in the Central/Regional Offices. Written notices shall also be serit to all Sectors/ Offices, which in turn shall disseminate the notices to employees under their jurisdiction. The notice shall include the qualification and documentary requirements relative to the nomination, and the deadline for submission of nominations.

3.2 NOMINATION

Any of the following persons may nominate employees (individuals/groups/ teams) for the different awards under the COA PRAISE:

3.2.1 The supervisor of the nominee;

3.2.2 Their co-workers; or

3.2.3 A private person, a group, or an organization.

3.2.4 Any member of the Commission Proper may nominate any rank-andfile employee or COA official to any of the awards.

3.2.5 Any aggrieved employee or group of employees who was/were not nominated for award or incentive may nominate himself/herself/themselves to the Sector/Regional Office PRAISE Committee, who will accordingly consider and evaluate his/her/their documents.

Accomplishments/Achievements from prior years shall be considered for the nomination. Provided, the accomplishments/achievements have not yet been considered in previous nomination.

An employee/official or group of employees/officials can only be nominated to one type of award in a given year.

3.3 STEPS lN TI-J..E NOMINATION AND SELECTION OF CAND1DATES

3.3.1

3.3.2

3.3.3

3.3.4

All nominations from the National Capital Region/Central Office shall be submitted to the PRAISE Committee of the Sector where the nominee is assigned, while nominations from the regions shall be submitted to the Regional Office PRAISE Committee.

The respective Sector/Regional' Office PRAISE Committees shall screen the qualifications of t~~~ee/group of nominees and the completeness of support~ng doc~,(~~: specified under this ~esolution.

The respective Sector/Regional Office PRAISE Committees shall select deserving nominees and publish/post the shortlist in conspicuous places in the Sector/Regional Office and COA website for two weeks.

The respective Sector/Regional Office PRAISE Committees, after deliberation on protests, if any, shall select the winners for each type of award for the Sector/Regional Office Level. The winners shall automatically be the Sector's/Regional Office's nominee to the COAwide search .

( Page9of28

3.3.5 Nominations of deserving employees for Gawad Kagitingan and Gawad Bilang Katangi-tanging Pinuno awards shall be sent to the

. Commission PRAISE Secretariat.

3.3.6 The Commission PRAISE Secretariat shall consolidate all nominations from the Sector/Regional Office PRAISE Committees and prepare the long list of qualified nominees for submission to the Commission PRAISE Committee.

3.3.7 The Commission PRAISE Committee shall evaluate the nominations from both the Sectors and the Regional Offices, as well as the nominees for Gawad Kagitingan and Gawad Bilang Katangi-tanging Pinuno, and prepares the shortlist of qualified nominees as semifinalists. The shortlist contains the names of qualified nominees who obtained an over-all average of 90% in the criteria set for each type of award, if any, otherv.rise, the shortlist shall contain the top three nominees for each type of award.

3.3.8 A member of the Commission PRAISE Committee, together with a member of the PRAISE Secretariat and Human Resource Management Office (HRMO) Sub-Committee on Evaluation of Nominees, shall conduct background investigation/performance validation for shortlisted nominees. The Commission PRAISE Committee shall convene for the final selection of nominees after the consoliQ.ation of results of the background investigation/performance validation and shall submit the final list to the COA Chairperson, together with the Office Memorandum for approval.

3.4 SCHEDULE FOR THE SUBMISSION/EVALUATION OF NOMINATIONS AND APPEALS/PROTEST

Activity Responsible Deadline/ Person/ Period

Committee a. Dissemination of invitation to the PRAISE 2M week of

Sectors/Regional Offices s~~t?Y November (Precedin~ year)

b . Submission of nominations from NWl)~~ting 1st week of the Sector/Regional Offices to the perso group December respective Sector/Regional Office (preceding year) PRAISE Committees

c. Posting, screening, and selection Sector/ 3rd week of of winners at the Sector/Regional Regional December .' Office revel. The screerung Office (preceding year) process includes the deliberation PRAISE on protests, if any. Committee

d. Consolidation of all CO A-wide Commission 4th week of nominations, initial evaluation of PRAISE December the qualifications of nominees and Secretariat (preceding year) preparation of the shortlist of qualified nominees for submission to the Commission

of28

..

Activity Responsible Deadline/ Person/ Period

Committee PRAISE Committee, as well as background investigation.

e. Evaluation by the COA PRAISE Commission 1st week of Committee. PRAISE January (current

Committee/ year) Secretariat

f. Publishing/Posting of the shortlist PRAISE 2nu week of m the COA website and m Secretariat February (current conspicuous places in the Central/ year) Regional Offices.

g. Filing of a written protest on the Protestant Within five (5) list of qualified nominees before working days the Commission PRAISE from the date of Secretariat. publication/

posting of the list of qualified nommees

h. Action on the protest. Commission Within five (5) PRAISE working days Committee from receipt of

the protest

1. Submission of appeal in writing Protestant Within five (5) to the COA Chairperson working days

from the receipt of the decision

J. Action/Decision on the Office of the Within five (5) appeal/protest Chairperson working days

(CHO) from receipt thereof

k. Conduct of background Commission 2nu week of investigation through the cross-

p~ March (current reg1on scheme as well as Sec ia year) submission of validation/ background investigation reports to the Commission PRAISE Committee

1. Submission to the COA Commission Last week of Chairperson of the final list of PRAISE March (current awardees to be conferred with the Committee year) award.

m. Approval of the final list of COA 2nu week of April awardees to be conferred with the Chairperson (current year) award.

Nominations received by the PRAISE Secretariat after the prescribed deadline shall no longer be included in the evaluation. Likewise, nominations with

Page ll of28

incomplete documentary requirements shall not be included in the ~valuation process. ·

3.5 DOCUMENTS TO BE SUBMITTED

a. Properly accomplished nomination form duly signed by the nominee/s. Information required must be complete as this will be the same form that will be provided to the Commission PRAISE Committee.

b. Personal Data Sheet of the nominee/s with passport size (1 1/2" x 1 1/2 ") photo (no computer print-out or photocopy) taken within the last six (6) months with name tag.

c. Certification issued by the Internal Affairs Office, CHO that the nominee has no pending administrative or criminal case against him/her, and/or has not been found guilty of any administrative or criminal offense during the period of five (5) years from the time of nomination.

d. Latest Statement of Assets, Liabilities, and Networth (SALN) certified by the authorized COA official (for Gawad Karangalan).

e. Justification of the nomination (use PRAISE Forms # 2, 3, 4, or 5). Concrete proof such as clippings, pictures, and other documents must be submitted to support the nomination.

f. Performance Rating sheets for the last two (2) rating periods prior to nomination.

g. Certification or copy of the Minutes of Deliberation on the selection of wipners from the Sector/Regional Office PRAISE Committee. (Additional requirement of CO A-wide search).

Documents shall be prepared in eight (8) copies [original and seven (7) authenticated copies] and shall be submitted by mail or personal delivery.

3.6 RECOGNITION OF THE ACCOMPLISHMENTS OF NOMINEES WHO WERE NOT SHORTLISTED

For Sector/Regional Office level search nominees who were included in the shortlist and found qualified for any type of award but were not selected as winner, a Letter of Appreciation and Rei:'ogniti n signed by the Sector Head/Regional Director shall be given to ea o · ee.

For Commission-wide search employees wlio were nominated and found qualified for any type of award but did not make it to the Commission-wide shortlist, a Letter of Appreciation and Recognition signed by the COA Chairperson shall be given to each nominee by the Head of Office/Regional Director in a fitting ceremony.

V. INCENTIVES

1. TYPES OF INCENTIVES

1.1 LOYALTY MILESTONE INCENTIVE

An incentive given to an employee who has served the Commission for at least forty ( 40) years.

r of28

1.1.1 Qualit1cations

The employees must meet the following requirements:

a. Have c~ompleted at least forty ( 40) years of service to the Conunission at the time of nomination.

The grant of said incentive shall start on the 40th year of service with the Commission and the succeeding five-year period thereafter. However, for transferees, services rendered in other government agencies prior to January 1, 2002 shall not be considered for purposes of granting the loyalty award (CSC Memorandum Circular No. 06, s. 2002).

Employees who incurred an aggregate of not more than two. hundred (200) days authorized vacation leave without pay within the forty ( 40) years period shall be considered as having rendered continuous service.

Employees who incurred an aggregate of not more than twenty-five (25) days authorized vacation leave without pay within the succeeding five-year period may qualify for the forty-fifth year milestone loyalty award.

If the employee incurred more than two hundred (200) days vacation leave without pay within the forty-year period or incurred more than twenty-five (25) days vacation leave without pay within the succeeding five-year period, the grant of loyalty incentive will only be delayed for the equivalent number of days that the employee was on leave without pay.

b. Have been rated at least Very Satisfactory or its equivalent for the last two (1) consecutive rating periods prior to their nomination.

c. Have not been found guilty of any ad.rninistrative or criminal offense and have no pending administrative or criminal case during the period of five (5) years prior to the nomination.

1.1.2 Form of Incentive

Employees who have served the CO~ for forty (40) and forty-five (45) years as of May 8 of the preceding y t ay 7 of the current year shall be given a certificate and an a 10nal gift on top of the cash incentive pursuant to COA Circular o. 2013-003A dated · September 18, 2013, subject to the availability offunds.

1.2 MOST PRODUCTIVE RETIREE INCENTIVE

This lS an incentive given to a retired employee who has remained productive and contributed greatly in the community.

1.2.1 Qualifications

The employee must meet the following requirements: of28 (

..

a. Has rendered at least ten (1 0) years of service in COA.

b. Has been retired from COA service at least fiv~ (5) years before the nomination.

c. Still living at the time of nomination.

d. Has rendered any of the following:

(i) Outstanding service to the community giving honor or prestige to the community; or

(ii) Humanitarian service to a person or group of persons resulting in the improvement of their lives, or conditions of the lives of the beneficiaries, such as recognition from the community or barangay and other similar circumstances; or

(iii) Continuing commitment for professional achievement or sharing of knowledge and expertise contributing to the enhancem~nt of audit service and the prestige and credibility of COA as an institution.

1.2.2 Form of Incentive

The awardee shall receive a cash prize of Pl5,000.00, together with a citation from the Commission.

1.3 CAREER DEVELOPMENT INCENTIVE

An incentive given to employees who-excelled in their field of study.

1.3.1 Types of Career Development Incentive

A. Academic Excellence Incentive

An incentive given to employees who have completed doctorate or master's degree relevant to COA functions as evaluated by the PRAISE Committee or bachelor's degree, whether at their own expense and time or on scholarship, shall be granted the incentive provided they graduated with honors from colleges and universities identified by the Commission on Higher Education as Centers of Development/Excellence. The term "~it · hon " should be construed as summa cum laude, magna cu , and cum laude, or their equivalent.

The degree obtained must have been completed within the period specified below:

Degree Obtained Period

Completion of Doctorate.Degree Within three (3) years

Completion of Master's Degree Within three (3) years

Completion of Bachelor's degree for Within four ( 4) those who have already completed two years

of28

/h

·.:

l2) years studies in college

Completion of Bachelor's degree for Within six (6) those who need four (4) years college years studies to complete a decree/course

B. Performance in Licensure Examinations

An incentive given to employees who placed in the top ten ( 1 0) of the Bar or Board Examinations.


The employee must meet the following requirements:

a. Has rendered at least two (2) years of service in COA.

b. Has obtained Very Satisfactory performance rating or its equivalent for the last two (2) rating periods in the COA prior to the date of nomination.

c. Has no pending administrative or criminal case at the time of the nomination and has not been found guilty of any administrative or criminal offense during the period ofthe grant.

1.3.3 Form of Grant

Incentive l Amount

Academic Excellence Incentive I ,PS,OOO.OO Performance in Licensure Examinations J ,PlO,OOO.OO

A plaque of recognition shall be given to the awardee.

The claims for Career Development In cent\ ve .shall be made within one (1) year from graduation (Academic E~e e Incentive) or after the publication of examination res (Performance in Licensure Examinations).

1.4 INCENTIVE FOR AN AUDIT TEAM WITH OUTSTANDING AUDIT REPORT

The incentive under this cat~gory is conferred to an a)ldit team/group whose audit reports/findings became the main basis of a final and executory decision in calendar year 2014 onwards, of adjudicating bodies or the Office of the Ombudsman on a criminal or administrative case against accountable or liable employees.


All members of the audit team/group must meet the following requirements: ,

( Poge I 5 of 28

.,

a. Have actively participated and contributed to the results of the audit as certified by the Supervising Auditor and ALldit Team Leader.

b. At the time of nomination, should have no pending or not found guilty of any administrative or criminal offense.

c. Must still be in the service at the time of nomination.

1.4.2 Reports which may be nominated

a. For reports that became the main basis of a final judgment issued from January 1; 2014 to October 31, 2015, nomination must be submitted on or before the first week of December, 2015.

b. For reports that became the main basis of a final judgment issued from November 1, 2015 to October 31 ,2016, nomination shall be submitted on or before first week of December, 2016. For succeeding years, the same period shall be observed. Those that will not be able to make it to the cut-off shall be considered in the following year.

1.4.3 Criteria

Evaluation shall be made using the following criteria:

a. Impact. The extent to which the audit report has far-reaching effect, the paradigm shift and new perspective it has caused, creative and innovative methods applied by the audit team resulting in the audit discovery, and the doability in terms of executing and implementing the audit recommendation.

b. Magnitude. The extent of recovery/restitution of disallowed amount.

1.4.4 Form of Grant

a. The monetary award to be given to the top five (5) audit team shall be P20,000.00 per team.

b. Awardees shall receive plaques ofrecognition. \

c. The awardees may be given preference i~n foreian assignments like trainings, audit of foreign-based govern t gencies, or audit of international organizations.

e. The awardees may be given other forms of incentives as approved by the COA Chairperson upon the recoinmendation of the Commission PRAISE Committee.

2. PROCEDURES FOR THE GRANT OF INCENTIVES

2.1 NOMINATION

The concerned employees or their supervisors, the Administration, Training and Finance Services (A TFS) of the Regional Office and the HRMO shall

of28 r

...

inform the Sector/Regional Office PR.i\ISE Committee of the employees/retirees who are entitled to the different incentives.

For nominees from Cluster and Support Offices in the Central Office, the recommendations and needed documents to prove that the nominee is qualified for incentives shall be submitted to the Sector PRAISE Committee. For nominees from Regional Offices, the said documents shall be submitted to their respective Regional Office PRAISE Committees for consolidation and initial evaluation.

For incentive given to an employee or audit team/group with outstanding audit report, the Auditor, Audit Team Leader, Director, or other concerned officials ofthe Commission, shall inform the appropriate PRAISE Committee about the decisions of the adjudicating or quasi-adjudicating bodies which used their audit reports as bases for conviction or dismissal from the service of erring public officials/employees.

2.2 EVALUATION

2.2.1 For Loyalty Incentive

a. The HRMO shall determine the list of qualified central and regional employees entitled to receive the incentive, which shall include verification of vacation leave without pay.

b. Commission PRAISE Committee shall prepare the final list of loyalty awardees, together with the accompanying resolution and budgetary requirement, and submit it to the COA Chairperson for approval.

2.2.2 For Career Development Incentives

a. The Sector and Regional Office PRAISE Committees, in coordination with HRMO/ AFTS, shall evaluate the qualifications of nominees. The qualified nominees shall be endorsed to the Commission PRAISE Committee.

b. The Commission PRAISE Committe~t, after consolidation, shall submit the names of qualified nominees ~~OA Chairperson for approval. u ·r

2.2.3 For Incentive Given To An Employee Or A Group With Outstanding Audit Report and Most Productive Retiree

a. The Sector and Regional Office PRAISE Committees, in coordination with Cluster/Regional Director, shall evaluate the qualifications of nominees.

b. The appropriate PRAISE Secretariat shall validate the same with the adjudicating/quasi-adjudicating body concerned or the beneficiary/community, and forward the same to the Commission PRAISE Committee if fmmd qualified.

c. The Commission PRAISE Committee shall, after validation and consolidation, submit the names of qualified nominees to the COA

of 28

(

..

Chairperson for approval.

2.3 APPROVAL/GRANT OF INCENTIVES

a. The HRMO shall inform the Heads of Offices of the approval of the grant of incentive of their employees.

b. The grant of incentives covered by this Resolution shall be given only during the COA Anniversary, including incentives for qualified employees who have to leave the Commission prior to the celebration of the COA Anniversary.

Vl. COMPOSITION OF THE COA PRAISE COMMITTEE

Each Sector, Executive Office, and Regional Office must constitute its own PRAISE Committee. Regional Office PRAISE Committees shall consider all teams under the technical and administrative supervision of the Regional Director in their respective committees.

1. The Commission PRAISE Committee

Chairperson

Vice-Chairperson :

Members

Secretariat

An offlcial to be designated by the COA Chairperson

Representative from the Office ofthe Commissioner I, upon recommendation from the Commissioner

Five (5) officials to be designated by the COA Chairperson upon recommendation of the respective Heads of Offices (One representative each from the Office of the Chairperson, Office of the Commissioner II, Legal Services Sector (LSS), Planning, Finance and Management Sector (P FMS), and HRN!O)

One (1) representative, duly •recommended by the Philippine Government AuditNds~ice Employee Association (PhilGASEA) Q r HRMO

2. The Sector PRAISE Committee

Chairperson

Members

Secretariat

Assistant Commissioner

All Cluster/Office Directors under the sector

The Sector Secretariat shall be designated by the Sector Head.

3. The Regional Office PRAISE Committee

Chairperson

Members

Regional Director

Assistant Regional Director

of28 r

All Service Chiefs/Supervising Auditors One representative each for Levels rand II, duly recommended by the PhilGASEA Regional Chapter

Secretariat ATFS

If the Committee Chairperson is the nominee, the COA Chairperson shall issue an Office Order designating a replacement who will act as Committee Chairperson for that year.

Each Sector/Region shall immediately submi~ to the Commission PRAISE Committee, through the Commission PRAISE Secretariat, the officials/employees constituting their respective PRAISE Committees. In the event that any official/member of the PRAISE Committee is reassigned/replaced at any time, the concerned Sector/Regional Office PRAISE Committee shall submit to the Commission PRAISE Committee the name/s of the replacement.

Committee members/representatives must have an alternate in case they are being nominated for special awards and/or in the absence of the regular members.

An alternate to the principal member shall attend the meeting and have the right to vote in the following cases: (1) when the principal member has personal connection to any of the parties being nominated which may affect his/her independence/impartiality. In any case, the member should refrain from participating in the deliberation; and (2) during official travel, sickness and other reasons of the principal member.

The alternate Chairperson of the Commission and Sector PRAISE Committees shall be designated by the COA Chairperson, while the alternate Chairperson of the Regional Office PRAISE Committee shall be designated by the Assistant Commissioner ofthe Local Government Sector (LGS).

The alternate members to represent the LSS and HR..\10 in the absence of the principals, shall be designated by their respective Assistant Commissioners.

In case the Chairperson or a Member of the Reui · a personal connection to any of the parties inv his/her independence/impru1iality, the alternate C Assistant Commissioner of the LGS while the designate the alternate member.

al ' fice PRAISE Committee has m the protest which may affect

· erson shall be designated by the Regional Director concerned shall

The principal and alternate representatives of Levels I and II employees shall be rankand-file employees who shall be designated by the PhilGASEA, the recognized employees' union.

VII. KEY PLAYERS A..ND RESPONSIBILITIES

1. COA Chairperson

1.1 Primarily responsible and accountable for the establishment and implementation of the COA PRAISE program.

of28 r --------------------------------------------------------------------------

1.2 Selects/Confirms the awardee/s for all awards or incentives.

1.3 Selects the nominees for the Honor Awards, Lingkod Sayan, Pag-asa and Dangal ng Bayan among the awardees for submission to the CSC.

1.4 Approves the grant of monetary and non-monetary awards and incentives and the allocation and release of funds for expenses relative to COA PRAISE activities.

1.5 Decides on appeals from the decision of Commission PRAISE Committee on protests.

2. The Commission PRAISE Committee

2.1 Initiates, formulates, and enhances the guidelines for the selection of employees for the different awards and incentives and/or recommends additional forms of awards and incentives to the COA Chairperson.

2.2 Screens, evaluates and recommends to the COA Chairperson nominees for the different COA-wide awards and incentives specified in the COA PRAISE.

2.3 Evaluates the implementation of the COA PRAISE and submits a report on the operation of the PRAISE program to the COA Chairperson for submission to the esc, as may be required.

2.4 Evaluates and decides appeals/protests of nominees.

3. The Sector/Regional Office PRAISE Committee

3.1 Conducts the initial screening and evaluates the list of nominees assigned in their respective sectors/regions for the different awards and incentives.

3.2 Decides on protests and selects winners at the Sector/Regional Office level for the different awards and incentives specified in the COA PRAISE and recommends the said winners as the Sector/Regional Office nominee for the COA-wide search.

3.3 Facilitates processing of documents relative to the travel of the awardees to the Central Office (for regional awardees).

3.4 Submits to HRMO critical incidence relative to the implementation of these guidelines for policy enhancement/modification.

3.5 Performs such other functions as may be deemedrY·

4. The Commission PRAISE Secretariat

4.1 Prepares plans, identifies resources, and proposes budget for the implementation of the PRAISE on an annual basis.

4.2 Disseminates invitation to Heads of Offices officially announcing the commencement of the period. of nomination to the different awards.

4.3 Coordinates and facilitates PRAISE meetings.

4.4 Consolidates nomination documents coming from both the Sector and Regional Office PRAISE Committees.

of28 r

· ~

4.5 Reviews all nominations based on the qualifications and criteria prescribed in this Resofution and prepares the shortlist of nominees recommended by the Sector and Regional Office PRAISE Committees for further evaluation/ recommendation of the Commission PRAISE Committee.

4.6 Informs nominees that they will be subjected to a validation process and that unsigned nomination forms will not be accepted.

4.7 Publishes/Posts in the COA website and in conspicuous places the names of nominees qualified for the different awards ..

4.8 Maintains records of deliberations and all reference documents used in the evaluation of candidates, which shall be ·made available upon written request from other concerned employees/entities.

4.9 Documents best practices, innovative ideas, and success stories on PRAISE ·implementations. Prepares a report on the operation of the PRAISE program for submission to the COA Chairperson and the CSC as may be required.

4.10 Performs such other functions as may be deemed necessary.

5. The Sector/Regional Office PRAISE Secretariat

5.1 Disseminates invitation to Heads of Offices officially announcing the commencement of the period of nomination to the different awards.

5.2 Coordinates and facilitates PRA.ISE meetings.

5.3

5.4

5.5

5.6

5.7

5.8

5.9

Consolidates nomination documents coming from nominators for nominees assigned in the Sector/Regional Offices.

Conducts initial evaluation of all nominations based on the qualifications and criteria prescribed in this Resolution and prepares the shortlist of qualified nominees for further evaluation of the Sector/Regional Office PRAISE Committee.

Informs nominees that they will be subjected to a validation process and that unsigned nomination forms will not be accepted.

Publishes/Posts in COA website and in conspicuous places the names of nominees qualified for the different awards.

Prepares the Letter of Appreciation for SeE. /R onal Office search nominees who were included in the shortlist found qualified for any type of award but were not nominated for the o ission-wide search for signature of the Sector Head/Regional Director who shall confer the awards to the nominees.

Maintains records of deliberations and all reference documents used in the evaluation of candidates, which shall be made available upon written request from other concerned employees/entities.

Performs such other functions as may be deemed necessary ..

VIII. DISQUALIFICATIONS

Automatic disqualification from nomination shall be effected in any of the following circumstances:

( Page 2 1 of28

.:

L Non-submission or late submission ofthe requirements to the appropriate PRAISE Committee as mentioned in the procedures for the grant of awards under Item IV.3 ofthis Resolution; or

2. Any misrepresentation of information made in the nomination fom1 and documents submitted.

IX. APPEALS AND PROTESTS

1. The Sector/Regional Office/Commission PRAISE Committee shall decide on appeals/requests for reconsideration relative to the grant of awards in their respective jurisdictions.

2. Any employee who is dissatisfied with the outcome or result of the evaluation by the PRAISE Committee or who has personal knowledge why a nominee should not win the award shall:

2.1 File a written protest with the appropriate PRAISE Committee within five (5) working days from the date of publication/posting of the list of qualified nominees. The Committee shall decide on the matter within il.ve (5) working days from receipt of the protest.

The Appeal/Protest shall have the following contents:

a. The full name and office/contact information of the protestant (aggrieved party/nominator) and/or the protestee (nominee or recommendee); and

b. The facts constituting the grounds for the appeal/protest or requests for reconsideration.

2.2 In the event of an adverse decision by the Committee, the employee or the nominators may appeal in writing to the COA Chairperson, through the Commission PRAISE Committee, within five (5) working days from the receipt of the decision. The CHO shall decide the aforesaid request within five (5) days from receipt thereof. The decision of the COA Chairperson shall be final.

3. An appeal and/or a protest may be withdrawn by the protestant anytime as a matter of right. The withdrawal of the appeal/protest shall terminate the protest case.

4. Appeals filed beyond the prescribed period shall no longer be entertained. \ '

5. In case of favorable decision, the same should indicate whepthe otestant shall be automatically nominated to the COA-wide search and/o omination of the protestee shall be considered withdrawn.

X. CONFERMENT OF A W ARDEES

Awardee/s shall be invited to the Central Office for the conferment of awards during the · COA Alllliversary in the first week of May.

XI. INCULCATING CULTURE OF EXCELLENCE

The Commission recognizes the importance of maintaining a culture of excellence among its ranks and one way of inculcating this attitude into its workforce is through periodic reminder or mind-setting. "

r:ge22of28 t-

Aw::udees shall be given opportunities to encourage more employees to excel in their own line of work as well as to inculcate in the ranks ethical behavior ·such as Commitment to Pubric Service, Nationalism· and Patriotism, Professionalism, Responsiveness to the Public, Justness and Sincerity, Commitment to Democracy, Political Neutrality, and Simple living.

A video presentation of the testimonies/inspirational/motivational talks of the awardees sharing their experiences and accomplishments worthy of imitation shall be part of the Orientation Seminar being conducted by the PIDS for new recruits. Production of materials may be done in coordination with the Public Information Office, CHO. The same materials shall also be used by PIDS in the regular conduct of briefmg, orientation or personality/professional development seminars for its employees (rank-and-file, supervisory and managerial level).

XII. FUNDING

The Commission PRAISE Committee shall, at the beginning of each year, submit to the PFMS, the funding requirement estimates for the PRAISE program.

All expenses relative to COA PRAISE activities shall be charged against the appropriate funds of the Commission.

The Central Office shoulders the cash awards, including plaques or tokens, and other expenses incurred for the evaluation and the awarding ceremony.

The Regional Offices shall bear the expenses for the background investigation and the incidental expenses such as roundtrip ticket and per diems of their awardees. The PFMS shall transfer the necessary fund to the regional offices.

XIII. REPEALING CLAUSE

All issuances of this Commission on COA PRAISE which are inconsistent with this resolution are deemed repealed and/or superseded.

XIII. EFFECTIVITY

The Revised COA PRAISE shall take effect immediately.

Quezon City, Nlay /g, 20 17.

Jo'MhL ) c~li:!~ Commissioner

of28

..

PRAISE FORM #1

NOMINATION FORM

Nomination for: (Put a ~ mark in the box where the nominee is being considered)

0 1. Gawad Kahusayan 0 2. Gawad Karangalan 0 3. Gawad Kagitingau 0 4. Gawad Bilang Katangi

tanging Pin uno

Nominee/Group Nominee: - - ---- - ---- - - --- --- - - - - --

(use extra sheet for the names of group members and respective positions)

No. of team members [n case of group category: ___ _ _ _____ _ _ _ ___ _

Level Pos[tion: 0 F[rst Level 0 Second Level D Third Level

Telephone/Cellphone Numbers:---- - - - - --- ---- - - - - - - -

Present Assignment: ------ -------- - - ------ --- --Performance Ratings (January-December CY __) J-J __ _ J-D

---:

Residence Address: -------- - - - - ------ - --------

Nominator: --- - - ------ - - ---- - - ---- - - - - - - - - -Position : ---- - ----------- Signature: __________ _ ___

Agency: _______ ______ _ _ ___ _ _ ___________ ___

Agency Address: ____ _ _ ____ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

Office/Regional Office Head: - ---- - - -------- - - -------Position: _ _ _____ _ ____ __ Signature: _____ _ _ _ _ _ _ _ _ _

Headof DepartmenVAgency: _____ _ _ ____ _ _ ____ ______ _

(in case nominated to the Honor Awards)

Position: _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ Signature: ___ _ _ ______ _

BASES/REASONS FOR THE NOMINATION

of 28

~

PRAISE FORM #2

GAWAD KAHUSAYAN

Team Nominee: Position Agency/Offi ce Division/Unit For group nominee, no. of team members: Agency Address:

Sign ificant Achievement/s for the Last One Year lmpacl of Accomplishments Other Information

(Descrirtion of the Project/Work Accomplished/Strategies/ (Indicate the extraordinary performance or service and ' Activiti es Done/ Problems Encountered) continuous demonstration of competency and capacity in

the execution of work.) !

Major Awards/Citations Received:

Membership in Organizations:

Description of the Nominee:

- As a Person ..

~-- As a Worker

\ - As a Family Member

.. - As a Citizen -

CERTIFICATION

We attest to all the facts contained herein and authorize the use of these information for publication. We understand that the Commission PRAISE Committee wi ll -validate the accuracy ofthe information contained in this form and we grant our consent to the conduct of background investigation.

Printed Name and Signature: - ------ - ------ -Nominee Nominator

of28

Sector/Regional Office PRAISE Committee Chair

r

.

~

PRArSE FORM #3

GAWAD KARANGALAN

Name of Nominee Position Agency/Office Division/Unit Agency Address: For individual nominee, length of service in the position: Jn Government:

Exempla t·y Behavior/Conduct Displayed for fhe Last Impact of Accomplishments Other ln fot·mation One Yea •·

(Describe the extent to which the extraordinary (Describe nominee's <'.l.dherence to one or more of the following actfbehavior has created a powerful effect/ impact on the eight (8) norms of behaviors: Commitment to Public Interest, organization or public . Justify why the norms displayed Professionalism, Justness and Sincerity, Political Neutrality, may be considered exemplary or outstanding.) Responsiveness to the Public, Nationalism and Patriotism,

Comm itrnent to Democracy and Simple Living. Ci te

ci rcumsta1~~ov!ng such norms, risks involved and

problems~ red)

Major Awards/Citations Received: .

MembershiQ in Organizations:

Descrigtion of the Nominee:

- As a Person ..

- As a Worker

. As a Family Member

- As a Citizen

CERTJFJCATION

We attest to all the facts contained herein and authorize the use of these inform ation for publi cation. We understand that the Commi ssion PRAISE Committee will validate the accuracy of the information contained in this form and we grant our consent to the conduct of background investigation.

Printed Name and Signature:---------------Nominee Nominator

of28

CentraVRegional Office PRAISE Committee Chair

r

, ..

~

PRAISE FORM #4

GA WAD KAGITINGAN

Name ofNominee/Team Nominee: Position Agency/Office Division/Unit For group nominee, no. of team members: Agency Address: For individual nominee, length of service in the position: In Government:

Exempla ry Behavior/Conduct Displayed for the Last Impact of Accomplishments Other Information One Year

(Indicate courageous and selfless acti on done that (Description of the Project/Work Accomplished/Strategies/ involved risking own life and safety for the common

Activities Done/ Problems Encountered) good and/or that benefi ted others.) ~

~ Mruor Awards/Citations Received:

Membership in Organizations:


- As a Person

- As a Worker

- As a Family Member

- As a Citizen -- -- -

CE RTIFlC A TTON

We attest to all the facts contained herein and authorize the use of these in formation for publ ication. We understand that the Commission PRA ISE Committee will va lidate the accuracy of the information contained in this form and we grant our consent to the conduct of background investigation.

Printed Name and Signature: ----- -----.,.-::-------Nominee Nominator

of28

Central/Regional Office PRAlSE Committee Chair

r

~

PRAISE FORM #5

GAWAD BILANG KATANGT-TANGJNG PJNUNO

Name ofNominee/Team Nominee: Position Agency/Offi ce Division/Unit Agency Address: For individual nominee, length of service in the position: Jn Government:

Exemplar·y Behavior/Conduct Displayed for the Last Impact of Accomplishments Other Tnf01·mation One Year

(fndicate the exempla1y leadership demonstrated by the ' i (Description of the Project/Work Accomplished/Strategies/ official and the outstanding achievements in his/her work

Acti~"!'wbl<m< Enconnl«<d) that are directly attributable to him/her.)

Major Awards/Citations Received:

MembershiQ in Organizations:


- As a Person

- As a Worker

- As a Family Member

- As a Citizen ---- -~- ------- - ----- -- -

CERTIFJCA TJON

We attest to all the fa~ts contained herein and authorize the use of these information for publication. We understand that the Commission PRAISE Committee will val idate the accuracy of the information contained in this fonn and we grant our consent to the conduct of background investigation.

Printed Name and Signature:~~~~~~~~~~~~~-Nomi nee Nominator

of 28

Central/Regional Office PRAISE

Committee Chair

(

-~