Republic of the Philippines

MUNICIPALITY OF SANTA CRUZ

Province of Davao del Sur

EXCERPTS FROM THE MINUTES OF MEETING OF THE PRAISE COMMITTEE CONDUCTED ON

AUGUST 9, 2018 HELD AT THE MMO-CONFERENCE ROOM

COMMITTEE RESOLUTION No. 01-2018

ADOPTION OF AGENCY’S CUSTOMIZED PRAISE SYSTEM GUIDELINES

WHEREAS, Article IX-B, Section 3 of the Philippine Constitution mandates the Civil Service Commission to
adopt measures to promote morale, efficiency, integrity, responsiveness and courtesy in the civil service as
well as to strengthen the merit and rewards system;

WHEREAS, the agency adopted the Program on Awards and Incentives for Service Excellence (PRAISE)
pursuant to CSC Resolution No. 010112 and CSC MC No. 01 s. 2001;

WHEREAS, Executive Order No. 40-2016 was issued for the purpose of enhancing the agency’s Rewards
and Recognition (R&R) System and designation of members of the Program on Rewards and Recognition
for Service Excellence (PRAISE) Committee;

WHEREAS, one of the functions of the Committee is to formulate, adopt and amend internal rules, policies and
procedures to govern the conduct of its activities which shall include the guidelines in evaluating the nominees
and the mechanism for recognizing the awardees;

WHEREAS, Section 4 of the foregoing Executive Order directs the PRAISE Committee to develop a System
Policy Manual which shall consists, among others, the types of awards and incentives; qualifications and
criteria for evaluation; procedure for the nomination, screening and selection process; and
implementation timetable;

WHEREAS, recent development in the Program to Institutionalize Meritocracy and Excellence in Human
Resource Management (PRIME-HRM) of the Civil Service Commission (CSC) dictates the adoption and
customization of policies, systems and practices that our agency must possess in order pass, retain and/or
improve its PRIME-HRM Accreditation Status;

WHEREFORE, on motion of Anita S. Lumanog, and unanimously seconded, the Board RESOLVES, as it is
hereby resolved, to establish and adopt the agency’s customized PRAISE System Guidelines appended hereto.

This Resolution shall take effect immediately upon approval by the Local Chief Executive.

Prepared by: CERTIFIED CORRECT:

OMAR JASON B. MARTEL ANITA S. LUMANOG

Administrative Officer II (HRMO I) Administrative Officer V (HRMO III)
08/09/2018
ATTESTED:

ATTY. ROMULUS G. TANCONTIAN

Acting Municipal Administrator
Chairperson, PRAISE Committee

The undersigned hereby APPROVES this Resolution and shall take effect immediately.

ALEXIS C. ALMENDRAS
Municipal Mayor

08/09/2018
Date

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 PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE
PRAISE SYSTEM GUIDELINES

I. Mandate

Article IX-B, Section 3 of the Philippine Constitution mandates the Civil Service Commission to
adopt measures to promote morale, efficiency, integrity, responsiveness and courtesy in the civil
service as well as to strengthen the merit and rewards system.

Section 35, Book V of Executive Order No. 292, otherwise known as the Administrative Code of
1987 requires the establishment of a government-wide Employee Suggestions and Incentive
Awards System.

In that view, the Civil Service Commission, as the central personnel agency of the government, in
pursuit of its vision of "building human resources for good governance" has adopted several
programs and strategies to maintain, retain and recognize government employees who work
with competence, efficiency and integrity and think with dynamism and dedication for the
people, the organization and the country through the issuance Memorandum Circular No. 48, s.
1992 as revised by Memorandum Circular No. 1, s. 2001 which provides the guidelines and
policies in the establishment and implementation of agency incentive and awards system.

Hence, the Local Government Unit of Santa Cruz adopted and institutionalized the Program on
Awards and Incentives for Service Excellence (PRAISE) duly approved for implementation by the
Civil Service Commission dated December 6, 2001 with the aim of encouraging, recognizing and
reward employees, individually and in groups, for their suggestions, innovative ideas, inventions,
discoveries, superior accomplishments, heroic deeds, exemplary behavior, extraordinary acts or
services in the public interest and other personal efforts which contribute to the efficiency,
economy and improvement in government operations, which lead to organizational
productivity.

II. Basic Policies

The Program on Awards and Incentives for Service Excellence (PRAISE) shall cover all employees
in the career and non-career service of this agency. It shall adhere to the principle of providing
awards and incentives to employees, individually or in a group, for valuable and commendable
performance, ideas and behavior.

The PRAISE shall encourage, recognize and reward deserving employees for their praiseworthy
contributions to service efficiency, efficacy and improvement in government operations leading
to organizational productivity by providing monetary or non-monetary awards and incentives.

The PRAISE shall be institutionalized through the creation of a PRAISE Committee. It shall be
responsible for the development, administration, monitoring and evaluation of the awards and
incentives system of the agency.

The PRAISE Committee shall receive, evaluate and approve nominations for AWARDS based on
its established qualifications, criteria and procedures. Likewise, the grant of INCENTIVES shall be
in accordance with existing laws. The CSC-approved Strategic Performance Management System
(SPMS) shall be the basis for performance-based incentives.

Issues relative to awards and incentives shall be brought before the PRAISE Committee which
shall address the same within fifteen (15) days from the date of receipt thereof.

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III. Equal Opportunity Principle (EOP)

There shall be no discrimination in the selection of candidates and conferment of

awards/incentives on account of gender, civil status, disability, religion, ethnicity, or political
affiliation.

IV. PRAISE Committee Composition

The Program on Awards and Recognition for Service Excellence (PRAISE) Committee shall be
composed mainly of the following: (a) Local Chief Executive (LCE) or his authorized
representative as Chairperson; (b) Highest ranking employee in charge of human resource
management of the career service employee directly responsible for personnel management; (c)
Municipal Planning and Development Coordinator; (d) Municipal Budget Officer; (e) Municipal
Treasurer; and (f) Two representatives of the career rank-and-file employee who shall serve for a
period of two years and chosen through a general assembly or any other mode of selection to
be conducted for the purpose or designated by the accredited union (one from the first level
and one from the second level).

The Local Chief Executive (LCE) shall issue the corresponding Executive Order designating its
members thereof. The Human Resource Management Section shall serve as the Committee’s
secretariat.

V. Functions and Responsibilities

The PRAISE Committee shall perform the following functions and responsibilities:

(a) Establish a system of incentives and awards to recognize and motivate employees for
their performance and conduct;

(b) Formulate, adopt and amend internal rules, policies and procedures to govern the
conduct of its activities which shall include the guidelines in evaluating the nominees and
the mechanism for recognizing the awardees;

(c) Determine the forms of awards and incentives to be granted;

(d) Monitor implementation of approved suggestions and ideas through feedback and
reports;

(e) Prepare plans, identify resources and propose budget for the system on an annual
basis;

(f) Develop, produce, distribute a System policy manual and orient the employees on the
same;

(g) Document best practices, innovative ideas and success stories which will serve as
promotional materials to sustain interest and enthusiasm;

(h) Submit an annual report on the awards and incentives system to the CSC on or
before the thirtieth day of January;

(i) Monitor and evaluate the System’s implementation every year and make essential
improvements to ensure its suitability to the LGU; and

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 (j) Address issues relative to awards and incentives within fifteen (15) days from the date
of submission.

(k) Ensure that the agency consistently adheres to the Equal Opportunity Principle (EOP)
espoused by the CSC, i.e. there shall be no discrimination in the selection, screening and
conferment of awards/incentives on account of gender, civil status, disability, religion,
ethnicity, or political affiliation.

VI. Awards

These are recognitions which may be monetary or non-monetary conferred on individual or

group of individuals for ideas, suggestions, inventions, discoveries, superior accomplishments,
exemplary behavior, heroic deeds, extraordinary acts or services in the public interest which
contribute to the efficiency, economy, and improvement in government operations which lead
to organizational productivity.

It shall be achieved through a formal nomination guided by the qualifications, criteria and
procedures duly set by the PRAISE Committee, unless otherwise specified.

However, in the absence of nomination, the committee may opt to recommend and endorse
their own list of candidates for the awards subject to the approval of the Local Chief Executive.

A. Qualification

Nominated officials and employees in the individual or group/team category must meet
the following qualifications:

For Agency Level Awards

(a) Have rendered at least one (1) year of continuous government service.
Accomplishments for which nominee is being recognized for should be made on the
preceding year, immediately prior to nomination. Said accomplishments should have
been consistent and continuously carried out by the nominee during the said period.

(b) Have a performance rating of at least Very Satisfactory or its equivalent for two (2)
rating period prior to the nomination.

For National Awards

(a) Have rendered at least three (3) years of continuous government service.
Accomplishments for which nominee is being recognized for should be made within the
last three (3) years, immediately prior to nomination. Said accomplishments should have
been consistent and continuously carried out by the nominee during the said period.

(b) Have a performance rating of at least Very Satisfactory or its equivalent for four (4)
rating periods prior to the nomination.

(c) Any other qualifications that may be prescribed by the award-giving body.

(d) Have not been found guilty of any administrative or criminal offense involving moral
turpitude, or has no pending formal charge at the time of nomination.

(e) A group or team may be nominated even if there are members who fail to meet the
above qualifications. Said members, however, shall be excluded from the grant of award
should the team/group be selected as a recipient.

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B. Types of Award and Criteria for Evaluation

B1. For Agency Level Awards

The following types of Award require a formal Nomination using the prescribed PRAISE
Nomination Form:

(a) Best Employee Awards

Granted to an individual or individuals who excelled among peers in a functional group,
position or profession.
Award/Receivable:
1. Plaque/Certificate of Recognition
2. Monetary Award (subject to approved appropriation)

Classifications/Categories among Peers:

1. Best Employee Award - SG 24 4. Best Employee Award - SG 07-09
2. Best Employee Award - SG 18-22 5. Best Employee Award - SG 01-06
3. Best Employee Award - SG 10-17

Criteria (%) Description

Impact of Achievement
Contribution to Productivity
Timeliness
Consistency of Performance
 The performance has substantial effect on the programs of
30%
the agency.
 Performance results in cost-cutting measures, maximize
use of available office time, manpower and other
resources;
30%
 Performance improves systems and procedures, the
workplace and its working conditions;
 Performance enhances knowledge and skills.
 The performance meets the present demands and needs
15%
of the office and the agency.
 The performance of regular functions/targets is at least
10% very satisfactorily met or accomplished for the last two (2)
rating periods.

(b) Exemplary Behavior Award

Based on the eight norms of conduct as provided under RA 6713 (Code of Conduct and
Ethical Standards).

Award/Receivable:
1. Plaque/Certificate of Recognition
2. Monetary Award (subject to approved appropriation)

Criteria (%) Description

 The level of consistency to which the nominee has
Degree and Consistency of
35% manifested exemplary conduct and noteworthiness of
Behavior
behavioral performance.
 The extent to which the extraordinary act has created a
Impact of Behavior 30%
powerful effect or impact on the organization or public.
 The lowliness or insignificance of the position in relation to
Obscurity of the Position and
10% the degree of performance and extraordinary behavior
Level of Salary
manifested.
Risk of Temptation Inherent  The degree of risk and temptation substantially present in
15%
in the Work the work.
 the cumulative years of service that the nominee has
Years of Service 5%
rendered in the government

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(c) Best Organizational Unit Award
Granted to the top organizational unit which may be a section, division or office on the
basis of meeting organization’s performance targets and other pre-determined criteria.

Award/Receivable:
1. Plaque/Certificate of Recognition
2. Monetary Award (subject to approved appropriation)

Criteria (%) Description

*Points (%) Accomplishment
Actual Accomplishment 45 150 % and Above
based on Priorities given by 40 125%-149%
40%*
Top Management/ 35 100%-124%
Performance Targets 30 75%-100%
25 74% and Below
 Ability to monitor its financial performance;
 Ability to secure funds from other sources whenever there
Financial Management 10%
is an urgent need;
 Untouched funds shall be basis for deduction of points.
 Punctuality of Staff
 Attendance of Staff
Compliance to Regulations 20%  Attendance in Flag Ceremonies
 Wearing of Uniforms/Proper Office Attire and IDs
 Other agency rules and policies
 No record of complaints at Grievance Committee
Good Relations with Others 15%  No record of quarrel or dispute within or outside its office
 Not a source stress to other offices
Innovations, Strategies and  Improvement to service efficiency and effectiveness as
15%
Initiatives commitment to Good Governance

(d) Cost Economy Measure Award

Granted to an employee or team whose contributions such as ideas, suggestions,
inventions, discoveries or performance of functions result in savings in terms of man-hours
and cost or otherwise benefit the LGU and government as a whole. The monetary award
shall not exceed 20% of the monetary savings generated from the contribution.

Award/Receivable:
1. Plaque/Certificate of Recognition
2. Monetary Award (subject to approved appropriation)

Criteria (%) Description

Impact to Office  The measure has substantial effect resulting to better
40%
Operations/Service Delivery service delivery at a lower operational cost.
Relevance to Other Office  The degree of which the measure is applicable to other
30%
Operations offices/work unit.
 The measure is doable, practical and can be replicated by
Feasibility 20%
other offices.
 The measure is a result of one’s innovativeness and
Originality/Uniqueness 10%
resourceful which has not been practiced/observed before.

The following types of Award no longer require a formal Nomination:

(e) PRAISE Award (Individual)

The Committee shall recommend through a formal Resolution, subject to the approval of
the LCE after due validation, employee(s) who have received award and recognition in
the performance of their official function conferred by reputable provincial, regional or
national-level award giving bodies from both public and private sector;

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 Award/Receivable:
1. Plaque/Certificate of Recognition
2. Monetary Award (subject to approved appropriation)

(f) PRAISE Award (Work Unit)

The Committee shall recommend through a formal Resolution, subject to the approval of
the LCE after due validation, office(s)/work unit(s) which have received award and
recognition in the performance of their official function conferred by reputable
provincial, regional or national-level award giving bodies from both public and private
sector;

Award/Receivable:
1. Plaque/Certificate of Recognition
2. Monetary Award (subject to approved appropriation)

(g) Gantimpala Agad Award

Given outright to employees commended by clients for their acts of heroism or services
that are above and beyond the call of duty. The Committee shall validate its veracity
prior to the conferment of award.
.
Award/Receivable:
1. Plaque/Certificate of Recognition
2. Monetary Award (subject to approved appropriation)

(h) Service Award

Conferred to retirees whether under optional or compulsory retirement schemes held
during a fitting ceremony on or before the date of their retirement regardless of years
rendered. It shall be incorporated to the Salamat-Mabuhay Program under the Human
Resource Development Program (HRDP).

Award/Receivable:
1. Plaque/Certificate of Recognition
2. Monetary Award (subject to approved appropriation)
3. Wristwatch

B2. For National Awards

The following types of Award no longer require a formal Nomination:

(a) Presidential Lingkod Bayan

Conferred on an individual for consistent, dedicated performance exemplifying the best
in any profession or occupation resulting in the successful implementation of an idea or
performance, which is of significant effect to the public or principally affects national
interest, security and patrimony.

a.1 Noteworthiness of Outstanding Performance/Contribution(s) – The degree of

uniqueness and originality of outstanding performance or contribution(s).

a.2 Impact of Performance/Achievement – The extent to which the idea, suggestion,

innovation or invention is being used, whether it has far-reaching effect; the number of
persons benefited; the paradigm shift it has caused and the amount of money saved.

a.3 Reliability and Effectiveness – The extent to which the innovation/idea has effectively
and efficiently addressed a pressing need/improved service delivery.

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a.4 Consistency of Performance – The degree of consistency of the individual or the
group nominee as manifested by consistent outstanding performance based on
historical data/work record.

(b) Outstanding Public Officials and Employees or the Dangal ng Bayan Award
Granted to any public official or employee in government who has demonstrated
exemplary service and conduct on the basis of his or her observance of one or more of
the eight (8) norms of behavior described under Republic Act No. 6713 of the Code of
Conduct and Ethical Standards for Government Officials and Employees.

b.1 Quality and Consistency of Behavioral Performance – The level of consistency to

which the nominee has manifested exemplary conduct and noteworthiness of behavioral
performance.

b.2 Impact of Behavioral Performance – The extent to which the extraordinary act has
created a powerful effect or impact on the organization or public.

b.3 Risk or Temptation Inherent in the Work – The degree of risk and temptation
substantially present in the work.

b.4 Obscurity of the Position – The lowliness or insignificance of the position in relation
to the degree of performance and extraordinary norm/s manifested.

b.5 Years of Service – the cumulative years of service that the nominee has rendered in
the government vis-à-vis his/her accomplishments.

Other similar circumstances or considerations in favor of the nominee, as may be

determined by the members of the Committee on Award for Dangal ng Bayan.

(c) Civil Service Commission Pagasa Awards

Conferred on a group of individuals or team who has demonstrated outstanding
teamwork and cooperation, which resulted in the successful achievement of its goal or
has greatly improved public service delivery, economy in operation, improved working
conditions or otherwise benefited the government in many other ways.

(c.1) Noteworthiness of Outstanding Performance/Contribution(s) – The degree of

uniqueness and originality of outstanding performance or contribution(s).

(c.2) Impact of Performance/Achievement – The extent to which the idea, suggestion,

innovation or invention is being used, whether it has far-reaching effect; the number of
persons benefited; the paradigm shift it has caused and the amount of money saved.

(c.3) Reliability and Effectiveness – The extent to which the innovation/idea has
effectively and efficiently addressed a pressing need/improved service delivery.

(c.4) Consistency of Performance – The degree of consistency of the individual or the

group nominee as manifested by consistent outstanding performance based on
historical data/work record.

(c.5) Demonstrated Teamwork, Cooperation, Camaraderie and Cohesiveness (For Group

Category) – The extent the group members motivate and support each other or the
degree to which group members positively influence each other.

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C. Procedures

1. Who May Nominate

(a) An employee belonging in the career and non-career service or an organizational

unit/group may be nominated by anyone of the following unless otherwise specified:

1. Immediate Supervisor
2. Colleague/Subordinate
3. Any other employee in the agency
4. A private person or group

(b) A nominator can only nominate one (1) nominee in a given year.

2. Limitation on Nomination

Although there are several award categories, an employee or group shall be nominated
to only ONE (1) national or agency level award category in a year. The PRAISE Committee
shall review and evaluate the nomination and may have the option to reclassify the
nomination based on the appropriate award category.

3. Documentary Requirements

For Agency Level Awards

(a) Nominations must be made on the prescribed PRAISE Nomination Form together
with the following supporting documents:

1. Endorsement by the head of office/immediate supervisor of the nominee(s)

2. Filled-up Personal Data Sheet (PDS) of the nominee(s)

3. Certification from the Municipal Legal Officer or Administrative Officer that the
nominee(s) has not been found guilty of any administrative or criminal offense,
and that he has no pending formal charge at the time of nomination.

4. Supporting documents such as the accomplished Individual/Office

Performance Commitment and Review (IPCR/OPCR) of the previous rating period
and other pertinent documents as may be requested by the committee.

5. Two (2) copies of 2 X 2 photo of the nominee(s)

(b) No nominations shall be considered without the required supporting documents.

For National Awards

(a) Nominations must be made on Nomination Forms prescribed by the respective

award- giving body.

(b) The PRAISE Committee, which is responsible for certifying, approving and endorsing
nominations for national level awards as warranted, may provide assistance and
information to nominators/nominees regarding the documentary requirements.

4. Selection of Candidates

(a) The nominator shall submit the accomplished Nomination Form together with the
required supporting documents to the PRAISE Committee through the Secretariat.

9
 (b) The Committee shall evaluate the qualifications of all nominees, review all the
submitted documents and, if necessary, conducts its own investigation to determine the
veracity of the proofs and justifications submitted.

(c) For conferment of awards that no longer requires a nomination, the Committee shall
validate its veracity.

(d) Accordingly, the Committee shall select and recommend the final candidates to the
Local Chief Executive (LCE) for approval.

5. Approval and Awarding Rites

(a) The PRAISE Committee shall submit to the LCE the names of the candidates relative
to the awards they are nominated for.

(b) The LCE shall review and approve the recommendations and confers the awards in
fitting ceremonies such as during the Philippine Civil Service Anniversary celebration.

(c) The LCE, upon further recommendation of the Committee, shall endorse any agency
level awardees for National Awards.

VI. Incentives

These are monetary or non-monetary motivations or privileges given to an official or employee

for contributions, suggestions, inventions, ideas, satisfactory accomplishment or demonstration
of exemplary behavior based on agreed performance standards and norms of behavior.

Incentives shall be granted to deserving officials and employees in accordance with existing
laws, regulations and pertinent government issuances. Furthermore, the agency’s approved
Performance Management System (PMS) shall be the basis for grants of any performance-based
incentives.

A. Guidelines

The grant of incentives other than those authorized under Salary Standardization Law
and any increase in the existing and authorized rates thereof, other than what is
provided, shall not be allowed.

1. Loyalty Incentive

This is an incentive to be given in milestone years to reward an employee’s loyalty to

government service with at least satisfactory performance. This shall be in lieu of the
Loyalty Award.1

2. Anniversary Bonus

This is a one-time incentive to be given to employees on the occasion of their agencies’

milestone anniversaries, to recognize the employees’ participative efforts in and
contributions to the agencies’ continuing and/or viable existence.1

1
Congress Joint Resolution No. 4, (2009), Joint Resolution Authorizing the President of the Philippines to Modify the
Compensation and Position Classification System of Civilian Personnel and the Base Pay Schedule of Military and
Uniformed Personnel in the Government, and for Other Purposes
10
 3. Productivity Enhancement Incentive (PEI)

The Productivity Enhancement Incentive (PEl) shall continually be granted across-the-

board, in accordance with the guidelines to be issued by the Department of Budget and
Management.2

4. Step Increment Incentive

An employee may progress from Step 1 to Step 8 of the salary grade allocation of
his/her position in recognition of meritorious performance based on a Performance
Management System approved by the CSC and/or through length of service, in
accordance with the rules and regulations to be promulgated jointly by the DBM and the
CSC.3

4.a Due to Meritorious Performance

Two (2) Step Increments may be granted to a qualified official or employee who
has attained two (2) ratings of “Outstanding” during the two (2) rating periods
within a calendar year.

One (1) Step Increment may be granted to a qualified official or employee who
has attained one (1) rating of “Outstanding” and one (1) rating of “Very
Satisfactory”, or two (2) ratings of “Very Satisfactory”, during the two (2) rating
periods within a calendar year.

Such performance ratings shall be based on the Strategic Performance

Management System (SPMS) approved by the Civil Service Commission (CSC).

The maximum number of employees that may be granted with this incentive in
any given year shall be limited to five percent (5%) of all incumbent officials and
employees which shall be determined by the PMT.

4.b Due to Length of Service

One (1) Step Increment shall be granted to a qualified personnel for every three
(3) years of continuous satisfactory service in the present position.

An official or employee authorized to be granted Longevity Pay under an existing

law is not eligible for the grant of this incentive.

The PMT shall be also responsible in determining the officials and employees
who may be granted by this type of incentive.

5. Collective Negotiation Agreement (CNA) Incentive

This may be granted to both management and rank-and-file employees of agencies with
approved and successfully implemented CNAs in recognition of their efforts in
accomplishing performance targets at lesser cost, in attaining more efficient and viable
operations through cost-cutting measures and systems improvement.4

2
Executive Order No. 80 (2012), Directing the Adoption of a Performance-Based Incentive System for Government Employees
3
CSC-DBM Joint Circular No. 1 (2012), Rules and Regulations on the Grant of Step Increment/s Due to Meritorious
Performance and Step Increment Due to Length of Service
4
DBM Guidelines on the Grant of Collective Negotiation Agreement (CNA) Incentive
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 6. Performance-Based Bonus (PBB)

This is an incentive given to eligible government employees and agencies to intensify

public accountability, heighten transparency, foster stronger fiscal discipline, and provide
more efficient government processes subject to the guidelines issued jointly by DILG and
DBM5.

7. PRAISE Incentives

These are incentives that the Committee recommends to be given to an individual or to

groups on the basis of special achievements, innovative approaches to assignments,
exemplary service to the public and recognition by an outside institution of a particular
achievement subject to pertinent civil service laws, policies and regulations.

VII. R&R Process Flow

The PRAISE Committee shall apply the following process flow in the conduct of its evaluation
and screening process, to wit:

5
DILG-DBM Joint Memorandum Circular, Guidelines on the Grant of Performance-Based Bonus for LGUs
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 Annex A

Republic of the Philippines PRAISE Form-1

Province of Davao del Sur
MUNICIPALITY OF SANTA CRUZ

PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE (PRAISE)

NOMINATION FORM
Date: _____________________________

1. NOMINEE/GROUP ________________________________________________________________________________________

2. POSITION __________________________________________________________________________________________________

3. OFFICE _____________________________________________________________________________________________________
(Agency/Department/Division/Section)

4. NOMINATED FOR __________________________________________________________________________________________

(Name of Award)

5. BRIEF DESCRIPTION ________________________________________________________________________________________

________________________________________________________________________________________________________________

________________________________________________________________________________________________________________

5. PROOF/DOCUMENTS ATTACHED __________________________________________________________________________

________________________________________________________________________________________________________________

________________________________________________________________________________________________________________

___________________________________________
NOMINATOR
(Signature Over Printed Name)

POSITION: _______________________________

OFFICE: __________________________________

PRE-EVALUATION

FINDINGS: __________________________________________________________________________________________

______________________________________________________________________________________________________

___________________________________________
PRE-EVALUATOR
(Signature Over Printed Name)

DATE: ____________________

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Annex B

Suggested Timeframe

For Awards that go through Nomination process for the Agency Level Awards is suggested
to be done in accordance to the following schedule. For National Awards, refer to the
respective guidelines of the award giving bodies such as the Honor and Awards Program (HAP)
of the Civil Service Commission (CSC).

MONTH/DATE ACTIVITY IMPLEMENTOR

January-March Information dissemination: PRAISE Committee
 Inform the employees regarding PRAISE.
 Encourage employees to participate with the program by
nominating deserving officials and employees.
 Provide the public with informational materials regarding the
qualification, criteria and procedures of the system.

March
Last Wednesday of Conduct of Periodic Meeting: PRAISE Committee
the Month  Planning and discussion
April-May Submission of nomination with all supporting documents Nominator

Initial Evaluation PRAISE Secretariat

June
First Week Dissemination of submitted nominations and supporting PRAISE Secretariat
documents to the Committee members

Second-Third Week Screening and Evaluation of nominations Committee

Conduct of Investigation (if necessary) Members

Last Wednesday of Conduct of Periodic Meeting:

the Month  Final Evaluation of nominations and supporting documents PRAISE Committee
 Selection of candidates to be recommended and endorsed to
the Local Chief Executive (LCE) for the awards
July Submission of Recommendation to the LCE PRAISE Secretariat

Approval of the recommended candidates for awards LCE

August Special Meeting: PRAISE Committee
 Planning for the Awarding Ceremony
September
CS Anniversary Awarding Ceremony PRAISE Committee
Celebration

Last Wednesday of Conduct of periodic meeting: PRAISE Committee

the Month  Post-Evaluation of the awarding conducted

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