og, gene Republi ofthe Philippines 2g% Department of Agriculture ee OFFIOE OF THE SECRETARY IN * ehigtical Rosa, Dilan #700, ve Beson Ol tonnes November 6, 2019 DEPARTMENT ORDER NO._!§ Series of 2019 To 1 All Officials and Employees of the Department of Agriculture Bureaus, Attached Agencies and Regional Field Offices SUBJECT : UNIFIED PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE (DA PRAISE) In line with the Revised Policies on Employee Suggestion and Incentive Awards System (ESIAS) provided under CSC Resolution No. 010112, CSC MC No. 01, s. 2001 and the implementation of the Civil Service Commission's Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM), the DA Department Order No, 2 series 2001 is hereby amended to include the Department's adherence to the Equal Opportunity Principle (EOP) in the implementation of DA Rewards and Recognition System. A mechanism that will oversee the R & R policies and programs to be referred to as the Unified Program on Awards and Incentives for Service Excellence (DA PRAISE). 1. OBJECTIVES A. General To encourage, recognize and reward officials and employees of the Department/ Agency, individually or in groups, for their suggestions, innovative ideas, inventions, discoveries, superior accomplishment, 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 the operation of the Department which lead to organizational productivity. |. Specific 1. To establish a mechanism for identifying, selecting, rewarding and providing incentives to deserving DA officlals/employees at the start of each year; 2. To identify outstanding accomplishment and best practices of officials/employees on a continuing basis;un. mi. Scope 3. To recognize and reward accomplishments and innovations periodically or as the need arises; 4. To provide incentives and interventions to motivate employees who have contributed ideas, suggestions, inventions, discoveries, superior accomplishment and other personal efforts; 5. To encourage creativity and innovativeness for an efficient responsive and progressive public service; 6. To foster among officials and employees of the Department the awareness and desire to maintain or sustain exemplary performance and superior accomplishment 7. To motivate the officials and the employees of the Department to contribute to the national development through increased productivity: 8. To promote a more humane, harmonious, and peaceful working condition in the Department which will contribute to the attainmént of a responsible public service, in general, and the goal of the agency in particulars 9. To enhance the employees’ welfare and productivity. ‘The Program shall apply to all officials and employees in the career and non-career regardless of gender identity, sexual orientation, disabilities, religion and/or indigenous group membership in the career and non-career service of this Department including all its attached Bureaus, Regional Field Offices (RFO’s) and Attached Agencies with the application of equal opportunity principles. However, these offices/agencies are not precluded from establishing their own internal rules and guidelines peculiar to their situations provided these conform with the basic policies enumerated in this unified system, Definitions of Terms AGENCY - refers to the department, its attached agencies, staff bureaus and RFOs, AWARD - recognition which may be monetary or non-monetary conferred on an 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10. ML. efficiency, economy, improvement in the government operations which lead to organizational productivity. il EQUAL opedarunty PRINCIPLE - non discrimination principle which emphasizes that opportunities in employment, advancement, benefits, rewards and recognition shotld be freely available to all employees irrespective of their age, race, gentier or sometimes sexual orientation, disability, religion, political association, ethnic origin ‘or any other individual or group characteristics CAREER - positions ip the civil service characterized by: (1} entrance based on merit and fitness t6 be determined as far practicable by competitive examination, or based on highly technical qualifications; (2) opportunity for advancement to highey career positions: and (3) security of tenure. CONTRIBUTION - any input which can be in the form of an idea or performance (See also Idea Type and Performance Type Contribution}. DISCOVERY - is the uncovering of the something previously existing but found or learned for the first time which will improve public service delivery. IDEA TYPE CONTRIBUTION ~ refers to an idea, a suggestion or an invention or discovery for the injgrovement to effect economy in operation, to increase production and. improve working conditions. INCENTIVE ~ monetary br non-monetary motivation or privilege given to an official or employe for contributions, suggestions, inventions, ideas, satisfactory accomplishment or demonstrations of exemplary behavior based on agreed performance standards and norms of behavior. INVENTION = the ciation of something previously non-existent which will benefit the gorpmamett NOW-CAREER ~ positions expressly declared by law to be In the non-career service; or these whos¢ entrance in the service is characterized by: (1) entrance on bases other than those of the usual test of merit and fitness utilized for the career service: and (2) tenure which is limited to the duration of a particular project for which purpdse employment was made PERFORMANCE TYPE CONTRIBUTION - refers to performance of an extraordinary act or sérvice in the public interest in the connection with, or related to one’s official employment; or outstanding community services or heroic acts tn the publig interest; or sustained work performance for a minimum period of one year which is over and above the normal position requirement of the individual or group,12. EXTRAORDINARY ACT -refers to exceptional service which is beyond or out ofthe regular frciongr duties ofan employee. 13, OUSTANDING ComMUNITY SERUICES-— refers to the improvement of the economic condition of'ajparticular community/place or society at large. | i 14. EXEMPLARY: ‘SERVICE 1 refers to laudable or praiseworthy service. 15. HEROIC ACTS 1 refers to the display of courage or bravery in the performance of one's duty. | | i ‘ 46. ENHANCEMENT OF EMPLOYEES’ WELFARE AND PRODUCTIVITY - refers to improvement of the system and procedures which facilitate the processing or granting of benehits and other incentives. ‘17. SUGGESTION - baea oF proposal which improves work performance, systems and procedures, and economy in operations that will benefit the government, 18, SYSTEM -the aes aylards incentives program for employee | \ Basic Policies i | 1. The DA PRAISE shalt pcre to the principle of providing incentives and awards based on performance, innovative ideas and exemplary behavior and shall not discriminate based on gender identity, sexual orientation, disabilities, religion and/or indigenohis group membership in the implementation of rewards and Incentives program. 2, The DA PRAISE shall give emphasis to the timeliness of giving award or recognition. Aside from conferment of awards during the traditional or planned awarding ceremonies, the spirit of on-the-spot grant of recognition shall be institutionalized. | | 3. The DA PRAISE shall prdvide both monetary and non-monetary awards and incentives to recognize] acknowledge, and reward productive, creative, innovative and ethical behavior of employees through formal and informal mode, i | For this purpose, the Systm shail encourage the grant of non-monetary awards. Monetary awards) shall ihe ‘granted only when the suggestions, inventions, superior accomplishments and other personal efforts result Jn monetary savings which shall not exceed 20% of the savings generated.10. i. 12. At least 5% of the HRD Funds shall be allocated for the PRAISE and incorporated in the Agency's Anfual Procurement Plan (APP) ‘The PRAISE shail Committee in allo! be institutionalized through the creation of a PRAISE fices and attached agencies of the Department of Agriculture. ‘The PRAISE Commfttee shall preferably have the following composition: 61 Head of agen| 6.2 Head of the fl 63 Head of the 64° Highest ranl the career management 65. Two (2) rer shall serve f assembly or or designate {one from th ‘The head of the agen overseeing the System} System's Secretariat. or aisthorized representative who will act as chairperson; nancial unit or equivalent; lanning unit or equivalent; jing employee in-charge of human resource management or service employee directly responsible for personnel and Iresentatives from the career rank-and-file employees who 1 a petiod of the two years and chosen through a general ny other mode of selection to be conducted for the purpose by the registered union in the absence of an accredited union first level and one from the second level)! y or his/her authorized representative shall be responsible in 's operation and the Personnel Division shall serve as the The DA PRAISE Committee) shall ensure that productivity, innovative ideas, suggestions and exe implemented on a cor The DA PRAISE administration, system of the agency, ‘The DA PRAISE Co strategies. DA may| Committee to judicio awards. ‘The DA shall submit (PRAISE) and its subs or Field Office cone necessary, to ensure p} Establishment of a C! awards and other sim submitted by the ;plary behavior can be identified, considered, managed and inuing basis to cover employees at all levels. jommitiee shall_be responsible for the development, jonitoring and valuation of the awards and incentive hmittee! shall establish its own internal procedures and lempioy an external or independent body to assist the PRAISE sly anid objectively implement the system of incentives and Program on Awards and Incentives for Service Excellence quent amendments to the Civil Service Commission Regional ned which shall provide technical assistance, if deemed ‘oper insplementation. IC approved PRAISE shall be the basis for the grant of the lar Incentives.'The Annual PRAISE Report shall be fency to the Civil Service Commission Regional Office 5concerned on or before the thirtieth of January to enable its officials and employees to qualify forljonination to the CSC-sponsored national awards. | Issues relative to awards and incentives shall be brought before the PRAISE Committee which shall alidress the same within fifteen (15) days from the date of submission. V. Types of Contribution Under the system, any of fhe following types of contributions;shall be entitled to an award: A Idea Type Contribution —this refers to an idea, a suggestion ot an invention for improvement to effect economy in operation, to increase production, improve working condition or service or otherwise benefit the government, Performance Type Contribution - this shall refer to: 1, Performance of an extraordinary act or service in the public interest in connection With or related to, one’s official employment; or 2. Outstanding coinmiunity service or heroic acts in the public interest; or 3, Sustaindd work performance for a minimum period of one year which is over and above the normal position requirements of the individual or group; or 4. Exemplary service and conduct; 5, Enhancement of employees’ welfare and productivity. VL. Types of Awards | A National Awards | il ‘The Department shall participate in the search for deserving employees who ‘may be included in'the screening of candidates for awards given by other goveriamerft agentibs, private entities, NGOs and other award giving bodies such as the: | 1. Presidential Ilingkod Bayan Award - conferred to an individual or group of individuals for exceptional or extraordinary contributions resulting ftdm an idea or performance that had nationwide impact on public interest, security and parimony. The contribution may be a suggestion, innovation, Invention or superior accomplishment. 2. Outstanding Public Official/Employee or Dangal ng Bayan Award ~ granted ta-any public official or employee in government who has demonstrated exemplary service and conduct on the basis of his ora 5. her observance of one or more of the eight (8) norms of behaviour described undbr Republic Act No, 6713 or the Code of Conduct and Ethical Standards for Government Officials and Employees. Civil Service Commission or the PAGASA Award - conferred on a group of individuals or team who has demonstrated outstanding teamwolk and cooperation, which resulted in the successful achleverhent of its goal or has grealy improved working conditions or otherwige beneflted the government in many other ways. | } Other Awards - given by other government agencies, private institutio or NGOs to an individual or team for contribution of an idea or performdnce that directly benefited the government, | Acash award OF P10,000.00 will be granted to national awardees coming fom DA, Bureaus, RFOs and Attached Agencies chargeable against the funds of their respective agencies Department Level Awards \ The Department shall develop and initiate the search for deserving employees who nay be included in the screening of candidates for awards to be given such asl: | i 1 i Outstanding DA Official/Employee Awards - The Department award in various Fategories which shall be given to an individual or group of individuals in recognition of contributions from an idea or performanke resulting in direct benefits to a single department. The PRAISE Committee shall evaluate the nomination for this category and recojnmend to the Head of the Department the most qualified nominees, | i ‘The award shalll consist of a medallion or plaque containing the citation and signathre of the Head of the Department. A cash amount sfezs000 3 for each awardee shail be allocated for the purpose. Best Offitial/Einployee Award - granted to an individual or individuals who exelled among peers in a functional group, position of profession. A cash award of not less than the amount of P15,000.00, as approveti in the Annual Procurement Plan, shall be given to outstanding employees plus a certificate of recognition or other forms of incentives as the committee may decide, e.g, Best Division Chief, Best Secretary, Best Legal Officer, Best Driver, Best Utility and other similar awards, | r !G Best Organizational Unit Award - granted to the top organizational, unit wh the or} ich mby be a section, division or office on the basis of meeting ganization's performance targets and other predetermined criteria such as Practice of Good Housekeeping Practices (5'S) etc. A in the award nua] Procurement Plan plus a plaque of appreciation shall be to the|selected best organizational unit. cash ch ofriot Jess than the amount of P15,000.00 as approved Such other awards which may come in various forms subject to appro | by the Committee, as follows: + Name th be posted in Agency Bulletin Board + News feature in the DA News Letter Agency Level 1 jawardy . “Gantiinpala| gad” Award - given outright to employees comme} dedicat} \ded by clients for their courtesy, promptness, efficiency and on to dy Exemplary Behavior Award- based on the eight norms. of condi 8 provided under RA 6713 (Code of Conduct and Ethical Standal agency s). The awardee will -be automatically jominated by the RAISE Commitee to the Dangal ng Bayan Award. Retirethent Award -This Award shall be given to retirees who have render As a re citation at Jeast fifteen(i5) years of satisfactory government service. ard, plaque of appreciation will be given, the design and of which shall be determined by the awarding office. In addition, awardees shall be given tokens of appreciation such as wrist produc fatch, ting, necklace with pendant and bag of agricultural in thé amount not exceeding P20,000.00. “Maagap” Award Category Monetary Reward dance 5,000.00 + PLAQUE Ten (10) awardees j will be selected atte! and Flag Re ing/Retreat Ceremony ~ Perfect | P5,000.00 + PLAQUE dance to Flag Raising Ceremony ag Retreat Ceremony Ten (10) awardees of will be selected5. Such other awards which the Agency may decide to give such as: + |News features in agency newsletters + | Local Travel worth 30,000.00 | ‘ Guidelines for various categories of award are stipulated under Section X hereof. VII, Types of Incentives: ‘The Department shall continuously search, screen and reward deserving employees ta motivate them to improve the quality of their performance and install excellence in. public service. As such the following types of incentives shall be regularly awarded: | 1. Loyalty Award-| granted to an employee who has served ‘continuously and satisfactorily the agency for at least ten (10) lyears.’ The recipient shall be-entitled to cash award of P1,000.)0)per year. Succeeding awards shall be given every five (5) years thereafter. Aside from cash award and plaque, a lap emblem/loyalty_pin/pendant/ring inthe amount not lexceeditg P10,000.00 shail be given. |toyears = 10,000.00 } |15 years - 5,000.00 } 110,000 20 years - 5,000.00 (25 years - 5,000.00 180 years - 5,000.00 (35 years - $,000.00 15,000 40 years : 5,000.00 45. years - 5,000.00 jOther tokens such as watches, necklace with pendant, ring and tthe like fot exceeding the amount of P15,000.00 may also be given to those employees who have rendered twenty five (25) to forty (45) years of service, subject to the approval of the (Committed and funds availability. ! 2, Personnel Dévelopment Award- This award shall be given to fficials and employees of the Department of Agriculture who have finished Bachelors, Masteral or Doctoral Degrees through their on personal expenses, The award shall be: 10,0000 for Bachetor’s Degree | 15,0000 for Masterai Degree Poooe po for Doctoral Degreez Gr ‘Awartling shall be done during the DA Anniversary Celebration. Ler oservee Incentive - given to an official/émployee who has| rendered at least three (3) years of continuous satisfactory seryice in| the same position, The salary adjustment, shall be incorporated: pursuant to Circular No, 2 s. 2012 issued jointly by the Civil Service Commission and Department of Budget and Management under Item No. 6 thereof. Performance-Based Bonus- given to. oofficlals/employee in accordance! with their contribution to the accomplishment of the Department's overall targets and commitments to motivate higher performance and greater accountability. This incentive shall follow relevant existing guidelines. Other incentives which the DA PRAISE Committee may recommend on fhe. basis of special achievements, innovative approaches to assignments, exemplary service to the public and recognition by an outside group of a particular achievement. VIII. Forms of Awards ahd incentives ih Compensatory ‘Time -Off- granted to an employee who has worked beyond his/her regular hours without overtime pay. esiplace: | | work arrangement allowed for qualified employees who produce outpnt/result and accomplishment outside of the workplace. Guidelines on Item No, 10.2 under Section X ~Guidelines/Criteria. | ave demonstrated responsibihty, initiative and capacity to “Salu'Salo” Together - meal hosted by superiors or supervisors for employees who have made significant contributions. il 1X. PRAISE Contmittee | a (PR admitister the system, It shall be composed of the following: Composition, E) Committee is hereby created In this Department/Agency to The ‘3 Progrhm on Awards and Incentives for Service and Excellence 10DA CENTRAL PRAISE COMMITTEE +| DA Sectétary or authorized representative (Undersecretary or equivalent positions) +| Head of the Financtal Unit or equivalent +| Head of Planning Office or Unit or equivalent +| Highest ranking employee in-charge of human resource management or career service employee directly responsible for Hersonnel management and +| Two (2) representatives and two (2) alternate representatives from the career rank-and-file employees (first! level and second level) to be designated by the accredited employees association/union, B. Responsibilities ‘The IA PRAISE Committee shal! be responsible for the development, admipistration, monitoring and evaluation of the awards and incentive system of the department. As such, the Committee shall meet periofically th perform the following tasks: L 2 3. 4 5 6 2. Establish'4 system of incentives and awards to recognize and mtivate employees for their performance and conduct; i Farmulate, adopt and amend internal rules, policies and prdcedures to govern the conduct of its activities which shall Inf the guidelines in evaluating the nominees and the mechanisin for recognizing the awardees; Determine the forms of awards and incentives to be granted; Mqnitor implementation of approved suggestions and. ideas thyough feedback and reports; Prepare plans, identify resources and propose budget for the sytem on annual basis; Defelop, produce, and distribute a System Policy Manual and orfent the employees on the same; \ Dopament best practices, innovative ideas and success stories vwhfch-will Serve as promotional materials to sustain interest and enthusiasm un8, Submitdn annital report on the awards and incentives system to the Civil Service Commission on or before the thirtieth day of January: 9, Monitor and evaluate the system’s implementation every year and ‘make esbential improvements to ensure its suitability to the department and 10. Address issues relative to awards and incentives within fifteen (15) dayss from the date of submission. Regional Field Offices/Attached Agencies/Bureaus A PRAISE Committee shell be established to screen and recommend eligible candidates for natjonal and DA Awards and may likewise grant informal awards based on the CSC_- approved DA PRAISE, The Committee shall be composed of the following: | : Regional Didector/Executive Director/Bureau Director : Division Chips . : Highest BRNO : ‘Two (2) representatives from the career rank-and-file employees who shall serve for a period of two (2) years and chosen through a general assembly ot any other mode of selection to be conducted for the purpose or designated by the registered union in the absence of an accredited pinion (one from the first level and one from the second level) : . Planning Officer . Accountant or Budget Officer €. _ Selection Procedures | ‘The procedures of nomination for any National/Department Award, except those conferred by other goverment agencies or NGOs motu proprio, are as follows: + The immediate supervisor or any person/s or associations including those from the private sector, shall make the nomination to the DA PRAISE Committee; + ‘The Committee shall screen the nominations and evaluate the justificatior| éontained therein folowing an identified set of criteria; + ‘The Committee shall submit its recommendation to the Secretary for consideration and approval Only recipients of National Awards such as Lingkod Bayan, Dangal ng Bayan and PAGASA Award shall be considéred for automatic promotion fo the next vacant higher f 2GUIDELINES FOR VARIOUS CATEGORIES OF AWARDS i b DA Program| on Awards and Incentives for Service Excellence (PRAISE)position, if any, provided they thet the minimum requirements for the same subject to deliberation and assessment of the Human Resource Merit Promotion and Selection Board (HRMPSB). Records of awards as well as letters of commendation’ shall be kept in the official's /employee’s 201 file. Officials and employees for any award incentive must: + Have been ¢mployed with the DA for at least one (1) year at the time of the nomination or granting: of any award/incentive; + Have been jrated at least Very Satisfactory for two (2) appraisal periods immediately preceding the nomination or granting of any award/incentive; + Have not bden fouph guilty of any criminal or administrative offense or does not have aly pending administrative or criminal case involving graft and corrupt pragtices. | | X — GUIDELINES/cRITERIA 10.1 CATEGORIES OF AWARD | 10.1.4. OUTSTANDING DA OFFICIAL/ EMPLOYEE AWARD Given in recognition of an|“extra-drdinary achievement” i.e. successfully implemented an idea that contributed to the efficiency and improvement of individual, department's productivity or improverént in operations or in the welfare of co-employees. ‘CRITERIA | t fil 7 impact of Ferformance/Achieveryeht : ‘The extent to which the idea, | | | i suggestion, Innovation of invention is being used and its result: the | number of persons who benefited; 4 the paradigm shift thas caused and The extent to which the snnovation/idea has effectively | | addressed pressing needs/improved | | service delivery. i the atnount of money saved | Reliability and Effectiveness 104.8. BEST orricr,tempuovee AWARD. t Granted to an individual of individuals who excelled among peers in a functional group, position or profession. (eg Best Division Chief, Best Secretary/Clerk, Best Driver, Best Utility, Best Agriculturist and other dimiflar awards) 3SCOPE Third Level Positions -\ for Salary Grade 27 to 31, who provide leadership to supervisors and staff and are atcowntable for the performance and resuits of the divisions under them. Functions include is development of departmental plans, organizational priorities, control resources antipolicy formulation in the area of responsibility. There shall bea maximum of fiye (5) awardees for this level. Second Level Positions: for Salary Grade 25 to 10 involved in managing employees and are accountable for the perldrmance and results of a team, There shall bea maximum. of five (5) awardees for this level. First Level Positions- for Salary Grade 9-1 who are responsible for performing clerical or administrative support tasks. Their job is prescrited and completed under the close supervision or under clearly defined procedures. There shal! be a maximum of five (5) awardees for this level. qt \ i 10.1.C, BEST ORGANIZATIONAL, UNIT AWARD Granted to the top organizational anit of DA which may be a section, division, office or implementing Team, Group working on the Da’s key/priority programs /projects/ activities, on the basis of meeting the organtzation’s performance targets and other pre- determined criteria, | ‘The Winner in this category may be nominated to the Presidential Lingkod Bayan Award of CSC's PAGASA Award - Group Category, provided that group members does not exceed ten (10). i Based on the Civil Service Commission's Guid -s for the Search for Outstanding Public Officials and Employees, the term group” shall refer to the following: ‘Two or more individuals bound bya common objective, a task force, a technical group or a special working team, formed/ereated/organized formally or informally to undertake certain projects/programs, Maximum membership for both _ Presidential Lingkod Bayan and Civil Service (Commission or PAGASA. Awards group/team shall not exceed 10 employees, Y ‘The group/team should have demonstrated teamwork/camaraderie shown by constant communication, coordination, cooperation, and cohesiveness among its members. Each group/team member should have verifiable/actual contribution in the attainment of the group /team's accomplishment | 104.D. _It may also be granted to the offices, service, units who applies the Good Housekeeping Practices (53). uuCRITERIA 5S EVALUATION SHEET: 5S Principle POOR | FAIR EXCELLENT 1. SORT (SERI) Alot of Unnecessary items | Unnecessary things Take out unnecessary things | are disposed but | not found atany time unnecessary items | are at the not right away Si dispose workplace 2. SYSTEMATIZE | Employee often Necessary things | Necessary things are (SEITON) spend tmelooking | are arranged but | always arranged in Arrange necessary | for necessary, | not in systematic | order for quick use items in good things order (not easy to order for use __|_| retrieve and use) 3. SWEEP (SEISO) | Workplace aswell | Workplace and | Workplace and Clean your’ asthe thachines | machines are | equipment/machines workplace are dirty and | partially cleaned. | are completely completely untidy. Many | | (Center and | cleared. Area is free things are |_| Surface only) of dust scattered aroun 4, SANITIZE Noattehtion is © | Workplace is tidy| Dust and dirt are (SEIKETSU) given to keep | but not completely | completely shut out Maintain high workplace neat | clean, standard of and tidy. | housekeeping i I ‘5. SELF- ‘No work discipline. | People follow | Prepares for work. DISCIPLINE People dowhat | rules. But just to | Comes early to check (SHITSUKE) they like. | start work on time, | equipment/machine Do things, without enough | condition. Cleans simultaneously, i preparation for | work “area before without being told | ‘work. and after work. orordered. i DOCUMENTARY REQUIREMENTS * Office Performance Commitment’Review (OPCR) for Category A For §$ Compliant division, setvice, unit and offices: + Photos/Plctures of the Office Lay out for Category B ‘There shall only be one organiizatiorial unit awardee per year per category. 510.LE. GANTIMPALA AGAD AWARD Given outright to empl efficiency and dedication CRITERIA ‘Any DA clients will be th the said award and must the award. A maximum o| 10.1.8, EXEMPLARY CRITERIA ‘The criteria in the select yyees Commended by’ clients for thelr courtesy, promptness, duty. one to Submit nomination letter to the DA PRAISE Committee for e supported by justification detailing why he/she is deserving of five (8) awardees each year BEHAVIOR AWARD pr of the candidate shall be based on the observance of behavior described under the RA 6/713 otherwise known as Code of Conduct and Ethical Standards for Government Officials aad Employees such as: Commitment to Pul Professionalism Justness and Since1 Political Neutrality| Responsiveness to Nationalism and Ps Simple Living ‘The awardee will be auto: ng Bayan Award, Nominations shall be du] ete, 10:1.G MAAGAP AWARI 10.14. SUB-CATEGI 10. This award shall be give regulations pertaining to in/time-out for recording, CRITERIA, The PRAISE Secretariat Coterminous Employees f¢ 2. Perfect Att lic Interest ity 1e Public {riotisms Commitment to Defnocracy atically nominated by the DA PRAISE Comtnittee to the Dangal ly supported with facts/proofs , video presentation, write-ups, RY fndance to permanent DA employees who observed office rules and office attendance, using biometric machine in his/her time- f attendance purposes. ill review, all the Dally Time Records of DA Permanent and the entire year or equivalent of twelve (12) months. Whoever i itesurtaced with the highest number bt months in compliance with items a ta e shall qualify as. nominees for the year. ( a, Have no absenceslexcept for five (5) days Mandatory Leave and three (3) days Special Leave Privileges. b. Did not incur tardinéss and under time ¢, Blank entries in DTR should be supported with Special Order, Memorandum, Notice of Meeting, Travel Order, Certificate of Appearance, etc. a. Have no outstanding cash advance during his/her nomination e. Has not received any form of reprimand for non-compliance of office rales and regulations | An employee who is out for official business shall be considered to have rendered a full day's work, as long as it is authorized by his/her immediate supervisor and supported by an approved Travel Order, Certif date of Appearance, Notice of Meeting, Memorandum, ete. Only official business will be at to be considered as present dun ted as reason stated in the locator Slip for the employee the blank entry in his/her DTR. Eligible employees for this award jare those occupying the position of Division Chief below. Ama 1um of ten (10) awardees each year will be selected, DOCUMENTS REQUIRED, | + Certified True Copy of Dally Time Records + Certified True Copy of Travel Order, Certificate of Appearance Special Order, Memorandym, ete, + Cortification from the Abpounting Division that the nominee has no outstanding Cash Advance t 10.163 Perfect Attendance to Flag Raising & Flag Retreat Ceremony CRITERIA | Employees with the most number of months attending the flag raising/retreat ceremonies shall qualify as nominees for this category. Inability to attend due to urgent travel, meeting, seminars, etc may be considered subject to submission of proof of attendance to the said meetings supported by the following documents: Notice of Meeting i Approved Travel Order Special Order | Memorandum il Certificate of Appearance | Locator Slip v7Only official business will be accepted ag reason stated in the locator slip for the employee to be considered as present during the Wlank entry in his/her DTR. Eligible employees for this award are those occupying the position of Division Chief below. Evaluation will be based on the submitted attendance sheet after the flag raising/retreat ceremony to the Personnel Division, Employees who were awarded! for these ¢ategories for five (5) consecutive times shall be considered as hall of famer and shall be included after five years for nomination. DOCUMENTS REQUIRED ||| + Certified True Copy of DTRs + Certified True Copy of Attendanice Sheet for’ flag raising/retreat ceremony * Other attachments sudh as cphrficate of appearance, special order, memorandum, ete. i ‘A maximum of ten (10) awardees each year will be selected. In excess of the allocated twenty 2) awardees, process of elimination will apply subject to further evaluation, {3 ‘The awarding shall be dohe duting the, month of the founding aniniversary of the Department of Agriculture whic {son une of every year. 10.2 PLEXIPLACE | { Definition | Flexiplace, also Inown as flexible Workplace refers to paid employment performed away from the office, either at home of at a satellite worksite. Designed as an alternative to the traditional work environment. | | As one of the form of rewards/in¢entives for the deserving employee who was chosen as ‘one of the awardees of Program on Awards and Incentives for Services Excellence (PRAISE), the following pide ake hereby established: 10.2.4 Appropriate positions for flexiplace Since, flexiplace work drrangbnenit is performed away from the! office, there is no supervisor-subordinate f relatiohship in the actual performance of job in this kind of work arrangement. As such : | ; a. This form| of reward shall be granted to awardees preferably holding supervisoy positions b. The nature of wark assignment will also be considered for this type of incentive ike, confirmation of loans on line, editing of communication letters, researcher, statistician, etc. 1 18¢. ‘The awardee|shall submit his/her accomplishment and/or output outright via e-mail/faxcimile| especially those documents that need immediate actions | 4. Flexiplace will be for a short period only as indicated in the Flexiplace Agreement Form (Annex "A") working {for examplé the employee's performance declines or the participation interferes with organizational needs), he/she has the right to end the awardee’s engagement to flexiplace work arrangement 10.2.8. Qualifications of Awardee to Qualify for Flexiplace Work Arrangement a, The awardee has demonstrated motivation, independence, and dependability in accomplishing work assignments; | e. If the immediate ne believes the flexiplace arrangement is not b. The awardee! can déal with less frequent face-to-face contact with others; c. The awardee has gagd time-management skills; d. The awardee's overs! performance evaluations are fully Successful or higher; | i e. The awardee has clearly defined performance standards; f The awardee has received supervisory approval for flexi-work arrangement g. ‘The awardee has satisfied adequate home work station requirements, including the availability of equipment and provisions for protecting the confidentiality of dat ‘Type of job that cdn be performed outside the office | a. Work activities are portable and can be performed as effectively outside the office; Job tasks are easily huantispble or primarily project oriented; c. Anessential component of job responsibility consists of reading and/or processing tasks; | Se 4. Contact with other employges and customers is predictable; ©, The awardee's off-dite work should not adversely affect the performance of other employees or puta burden on staff remaining in the office. £ Security and confidentiality of data can be adequately assured; and Most work handled is not idasctfied: | 1 19»10.2.D Availability of Equipment: The following equipment should be available at home to beable to carry out the expected outputs: | Internet connection Telephone connection Desktop computer or Laptop computer Fax Machine 10.2.E, Roles of Immediate Supervisor 10. 1. 3 10. + Supportive of the concept and willing to attempt to work through any problems or obstacles that may occur; + Comfortable with evaluatiiig work performance in a manner compatible with flexiplace conditions—that is, measuring performance by results and without direct observation; and i + Effective communicators and able to clearly define tasks and expectations. 2.F Documentary Requirements IPCR for the last two ratiag period Approval of the immediate supervisor for lexiptace work arrangement Work Agreement 2G Submission of Accomplishment Report For purposes of monitdriing the effectiveness of the Flexiplace working scheme, Accomplishment Report as a result of the Flexiplace arrangement should be submitted to the Head of Agency duly certified by the immediate ‘supervisor. REQUIRED NOMINATION DOCUMENTS (GENERAL) Nomination Form | Nominee’s updated CSC Form 212 or Personal Data Sheet with passport size (4.5cm x 3.5cm) photo talten within the last six (6) months prior to the nomination Copy of Statement of Assets, Liabilities and Net Worth (SALN) ofthe individual nominee for the year prior to the nomination certified true copy of the highest ranking Administrative Officer (AO) or authorized officer of the employing agency Updated service record, duly certified by the Agency's. Human Resource Management | Proof of evidence of|' outstanding accomplishments like photos, videos, clippings, ete. | 20xID XIN. xiv. xv. QUALIFICATION REQDIREMENTS OF NOMINEES (GENERAL) Have rendered at. least three (3) years continuous government service Atleast attained Very heey rating fortwo (2) rating periods prior to. the nomination CESB Rating for two @ rating periods prior to the nomination (for officials) Have not been found guilty of ny administrative or criminal offense involving moral turpitude at the time ofmemination Funding | ‘The Departinent shall llocatblat least 5% ofthe HRD funds fr the PRAISE and incorporate the samme in its Anmual Procurement Plan | Note: All monetary awards are subject to the availability of finds and the usual] accounting and auditing | rules and regulations. Repealing Clause | All previous issuances ofthis Department in conflict with this Order are hereby repealed accordlingly. | Bffectivity | ‘This Unified DA praige shall take effect upon approval by the Civil Service Commission or its duty authorized representative Commitment | i I hereby commit to implement and abide by the provisions of this DA UNIFIED PRAISE vane shall, be the basis for the grant of awards and incentives, i The annual PRAISE) Report shali be submitted to the Civil Service Commission not later than January 30 of the succeeding year to enable our employees to qualify for owpinelipn to the CSC sponsored national awards. i Owes. : WILLIAM D. DAR, Ph.t Diep Hi Secretary Date | tian uh Insane coe oe aCSC ACTION: Thave evalu, provisions of CSC the hbrein agency PRAISE and found it to be in accordance with the ries of 2001 and may now be implemented.|. NOMINATION FORM | R&R Form 1 ~ Outstanding DA Offictal/Employee Award 4181/2" x2" (passport size) NAME OF NOMINEE: || _____________ GENDER: __ POSITION: SG: PLACE OF ASSIGNMENT : NO. OF YEARS IN SERVICE: LEVEL OF POSITION: (Please check) a Third Level Second Level |G First Level CONTACT NUMBER: .| EMAIL ADDRES: SIGNATURE: i NAMEOFNOMINATOR: GENDER SG: POSITION: PLACE OF ASSIGNMEN. NO. OF YEARS IN SERVICE: LEVEL OF POSITION: (Please check) 1 I 0 Third Level 1 o Second Level |G FirstLevel CONTACT NUMBER: E-MAIL ADDRES: SIGNATURE: NARRATIVE REPORT OF OUTSTANDING ACHIEVEMENTS/ACCOMPLISHMENTS OF THE NOMINEE: | } DA rogran on Awards and incentive for Service Excelence (PRAISE)NOMINATION FORM R&R Form 3-A ~ Best Organizational Unit Award (Performance/Accomplishment Based) " NAME OF DIVISION/UNIT/SERVICE/OFFICE: td HEAD OF DIVISION /UNTG/SERVICE/OFFICE NO. PERSONNEL; He NAMES OF PERSONNEL: | 1 PosrvN, 2 POSITION: Positions, : —_ a posinion: ee _ possirion:. ri é pet POSITION: POSITION: & position: 3. Postion: 10, uf POSITION: wot POSITION: 42 OO posirion: POSITION: i position: OSITION: 16 i POSITION: NAME OF NOMINATOR: SIGNATURE: |} DATI TA Pmerhin np Awaris and Inaentive or Service erlience| NOMINATION FORM R&R Porm 3-B ~ Best raantfatidnal Unit Award - Good House Keeping | Practices (58) | it Category ‘NAME OF bimsion anirr/sekvice OFFICE: HEAD OF DISON/IN/ Se /omnCS [ee NO. PERSONNEL: | NAMES OF PERSONNE! L | POSITION: 2. POSITION: 3 { POSITION: POSITION: 5. position: : oh POSITION: 2 rosin 8. POSITION: & POSITION:. 10. POSITION: 11. POSITION: 12, ju POSITION: 13, i PosrTion: 14, | i POSITION: eerie enemies 5. Li posirion, 16. Position: cewesinw-wvdiommnnmsfcunts aes i | REMARKS: Li ll O-*— } Da Program on awards and Inkentives for Service Excellence (PRAISE) |NOMINATION FORM R&R Form 4 ~ Gantimpalé Agad Award NAME OF NOMINEE: __ GENDER: POSITION: L st PLACE OF ASSIGNMENT : _| NNO. OF YEARS IN SERVICE: ‘LEVEL OF POSITION: (Please check) | : O Third Level | G Second Level i GO First Level CONTACT NUMBER: _ E-MAIL ADDRES: SIGNATURE: | POSITION: SG: OFFICE/BUSINESS NaH i ADDRESS: Third Level 0 Second Level i U First Level CONTACT NUMBER: E-MAIL ADDRES: SIGNATURE: ais REASONS FOR COMMENDING THE NOMINEE FOR GANTIMPALA AGAD AWARD: } DA Programa on Awards and Incentives for Service Bxcelience (PRAISE)