@ DSWD PRAGE ‘opin ot ace are ar Cevlpet 2020 PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE (PRAISE) AWARDS GUIDELINES BACKGROUND AND RATIONALE The DSWD Program on Awards and Incentives for Service Excellence (PRAISE) was created under Memorandum Circular No, 3, series of 2003, in compliance with Civil Service Commission (CSC) Resolution No. 010112 and CSC Memorandum Circular No. 01, s. 2001, on the Program on Awards and Incentives for Service Excellence. ‘The DSWD PRAISE is designed to encourage creativity, innovativeness, efficiency, integrity and productivity in the public service by recognizing and rewarding officials and employees, individually or in groups, by providing incentives and rewards for their suggestions, inventions, superior accomplishments and other personal efforts which contribute to program enhancement, efficiency, economy or other improvement in government operations, or for other extraordinary acts or services in the public interest, particularly that which leads to the Department's achievements of its goals and strategic initiatives. DSWD PRAISE since its inception and over the years of execution has been awarding DSWD individuals through the “Best Employee or Individual Awards” of which the 2014 implementation had ten (10) categories. In 2015, as the 10 Individual Award categories underwent further evaluation and enhancement, the Outstanding DSWD Worker as a Public Servant individual award category was created and introduced by the PRAISE National Committee along with the introduction of the group awards namely: Best Budget Utilizer Award for Central and Field Office, Best Convergence Initiative Award and Best Functioning Action Team Award, all within the spirit of honoring the collective efforts of the DSWD in achieving its strategic goals. Geared towards acknowledging the contributions of all depariment employees, including Contract of Service Workers, the 2016 PRAISE Awards awarded individuals and groups not only of Permanent, Casual, and Contractual status, but also included the Contract of Service (COS) workers. The individual award was renamed as Gawad HUWARAN (Mahuhusay, Wasto at Responsableng Lingkod Bayani ng DSWD) adopting the same set of criteria used for the ‘Outstanding DSWD Worker as Public Servant award category. In line with the new thrust and priorities of the Department, a new set of group award categories was introduced namely the Best Crisis Intervention Award, Gawad #DSWDMayMalasakit and Gawad para sa Maagap at Mapagkalingang Serbisyo sa Larangan ng Disaster Response. In an effort to continue recognizing the Agency’s exemplars and teams who have exhibited the DSWD Brand, “DSWD May Malasakit’ and those who have exhibited the DSWD core value, Maagap at Mapagkalingang Serbisyo, the 2017 PRAISE National Committee continued to implement the Gawad HUWARAN and Best Crisis Intervention Unit award categories and introduced new award categories: Best Center, Best Operations Office and Best Support Office. In 2048, the DSWD continued to recognize its officials, employees and teams as partners in serving the public towards positive transformation through the following award categories: Gawad HUWARAN, Best Social Worker, Best Manager, Best Division Chief, Best Technical Staff, and Best Support Staff for the individual awards and Best Center, Best Crisis Intervention Unit, Best Operations Office, Best Support Office and Best Convergence Action Team for the group awards. 2019 marked a year of innovations and refinements on the DSWD PRAISE. New award ‘categories were added namely Best Center Head and Best Knowledge Management (KM) Initiative while previous award categories were revisited and assessment criteria were enhanced. From one year of accomplishment, it was expanded to three years as proof of consistency of outstanding performance and exemplary behavior. Special citations were likewise conferred to include Pusong Magiting, Pusong Tapat sa Pagliingkod, Pusong Mahusay, Pusong Maagap at Mapagkalinga and Pusong Angking Galing, As to the evaluation process, use of calibrated rating tools, posting of the finalists to gather positive and negative Page 1 of 18@pSWD PRAVSE Depwinat of Sat Wa 3 Devlemat feedback and meet-and-greet (final interview) were arranged. Grievance/appeal procedures ‘were also in place. Incentives were also added such as increase in cash prize for the individual winner and a PRAISE souvenir program for all the winners. 2019 also launched the CO PRAISE Awards. For 2020, the PRAISE National Committee is continuing the practice of awarding the best ‘employees and organizational units in the Department despite the COVID-19 pandemic, This is in cognizance of the tunay na malasakit, maagap at mapagkalingang serbisyo sa mamamayan, at patas na pagirato sa komunidad of the Agency's personnel, the Angels in Red Vest. Wl, OBJECTIVES ‘The DSWD PRAISE Awards seek to: 1. Recognize and reward DSWD officials and employees individually or in groups for their: a. Outstanding accomplishments as public servants exhibiting DSWD employees’ core competencies and exemplary ethical behavior, and b. Exemplary performance as groups able to demonstrate a team approach towards the delivery of DSWD's core programs and initiatives. 2. Motivate employees to excel in the performance of their work whether as individuals or as part of a team, as has been espoused by the DSWD as an organization in recent years. ll, AWARD CATEGORIES A. Individual Awards 1. Gawad HUWARAN (Mahuhusay, Wasto at Responsableng Lingkod Bayani ng DSWD) This award is given to a DSWD employee who is able to consistently demonstrate ‘exemplary ethical behavior on the observance of eight (8) norms provided in RA 6713 and render extraordinary work performance or service based on the DSWD’s three (3) core values, thereby significantly contributing and making a positive impact in the workplace and outside the Department. CRITERIA “SCORE 1. Exemplary Ethical Behavior - The extent to which the [25 extraordinary value and/or achievements/contributions of the individual exemplify the eight (8) norms provided under RA 6713: commitment to public interest, professionalism, justness and sincerity, political neutrality, responsiveness to the public, nationalism and patriotism, ‘commitment to democracy, and simple living 2. Quality and Consistency of Behavioral Performance - the | 26 level of consistency to which the nominee has manifested exemplary conduct and noteworthiness of |_ behavioral performance in adherence to the three (3) core values of DSWD (maagap at mapagkalingang serbisyo, serbisyong walang puwang sa Kativalian and patas na pagtrato sa komunidad) 3. Exemplary Work Performance — The degree to which the 25 individual rendered excellent work performance and overall display of competence translated into unique, concrete, verifiable outputs Page 2 of 18DSWD PRA\SE echt Omg 4. Impact of Behavioral Performance — The extent to which 25 extraordinary behavior has created a powerful effect or impact within his/her own workplace, in the DSWD, and/or outside the Department Total 100 2. Best Social Worker ‘This award is given to a DSWD social worker who is able to provide “maagap at may malasakit na serbisyo” to the Agency's service users, such as but not limited to assessment of service user's needs, development of plan to improve service user's wellbeing, research and refer service users to community resources and other government agencies, and evaluation of the services provided to ensure that they are effective; thereby, significantly contributing to the achievement of the organizational outcomes of the Office/Bureau/Service and DSWD. In recognition of the various settings and scope functions, this award has three (3) sub-categories: a. Best Center-Based Social Worker b. Best Community-Based Social Worker c. Best Technical Social Worker “CRITERIA ‘SCORE 7, Exemplary Work Performance — The degiée to which the| 40 individual rendered excellent work performance; it is the overall display of technical competence, translated into concrete, verifiable outputs that contributed to the attainment of the unit and/or office deliverables He Hee 2. Commendable and Unique Contributions — The extent to 30 which the impact, extraordinary value, and/or uniqueness of the achievements/contributions/innovations of the individual made an impact within his/her own workplace, in the DSWD, and/or outside the Department 3. Networking and Advocacy - Abie to establish good linkage | __20 and! coordination with partners extemal to the Department in pursuit of advocating policies, programs, services of DSWD to |_gain support and mutual cooperation 4, Pursuit of Professional and Personal Development - the | 10 commitment to public service that is honest, trustworthy, and with integrity as well as the commitment to create an environment for | leaming and growth, and the ability to master new technical knowledge for oneself and for his/her team members; recognizes own strengths and weaknesses and pursues self-development; is flexible and open to change; deals effectively with pressure, maintaining focus and intensity Total 700 3. Best Manager This award is given to a Head of Bureau/Service/Field Office who is able to effectively plan, execute, oversee and maintain work systems, procedures and policies that enable and encourage the optimum performance of its workforce and other resources, thereby significantly contributing to the achievement of the organizational outcomes of the DSWD. ‘CRITERIA SCORE 7. Exemplary Work Performance — The degree to which the] 30 individual drive excellent work performance for integrity and _service in_a_continuously changing work environment; it is the Page 3 0f 182DSWD PRAYSE epee of Schl Wale evlepane ‘overall display of managerial competence, translated into concrete, verifiable outputs that contributed to the attainment of the unit and/or office deliverables 2. Efficient Management of Resources — The extent to which all | 30, internal and external resources are effectively managed and efficiently allocated and utilized in compliance to established rules and regulations 3. Effective Leadership Qualities - The qualities of a good 20 manager that effectively move toward a common goal and is passionate about people development, who naturally impacts and motivates the people and the lives around them; those who are making a difference with outstanding people management which includes implementation of programs that promote staff welfare, and the extent to which the individual was able to manifest good interpersonal relationships with co-workers and external partners to establish collective accountability for results; and leveraged on this relationship in order to advance/ deliver the requirements of the unitoffice 4. Networking and Advocacy — The degree to which pariners/| 10 stakeholders are maintained, developed, or strengthened to accomplish tasks and achieve organizational objectives and in pursuit of advocating policies, programs, services of DSWD to gain information, assistance and support, synergies, and mutual cooperation %. Commendable and Unique Contributions — The extent to] 10 which the impact, extraordinary value, and/or uniqueness of the achievements/contributions/innovations of the individual made an impact within his/her own workplace, in the DSWD, and/or outside Department : y 100 4. Best Center Head This award is given to recognize center head who is able to plan and execute an efficient and effective management of the overall operation of the center or residential care facility that includes the administrative functions, supervision of personnel and achievement of optimum rehabilitation, healing, recovery and developmental goals concerns and management of cases of clients towards optimum rehabilitation. ~ CRITERIA = SCORE 7, Exemplary Work Performance — The degree to which the] 40 individual rendered excellent work performance; it is the overall display of technical and/or supervisory competence, translated into concrete, verifiable outputs that contributed to the attainment of the center's work goals/tasks _ 2. Resourcefulness and Innovativeness — The degree of | 30 effectively managing strengths, opportunities, weaknesses, and threats of the Center as well as introduction of new/enhanced systems that contributed to the efficiency, effectiveness, and administration of the service 3. Networking and Advocacy — The degree to which|~ 20 partners/stakeholders are maintained and or developed to accomplish tasks and achieve organizational objectives and in pursuit of advocating policies, programs, services of DSWD to | gain support and mutual cooperation 4, Pursuit of Professional and Personal Development - the | 10 commitment to public service that is honest, trustworthy, and with integrity as well as the commitment to continual leaming and the | Page 4 of 18S@ DSWD PRA\SE ‘Shoeinet of Saal Waly an Deslomet ability to master new technical knowledge for oneself and for | histher team members; recognizes own strengths and weaknesses and pursues self-development, is flexible and open to change; deals effectively with pressure, maintaining focus and intensity Total 100 §. Best Division Chief This award is given to the head of a division or those in acting capacity who is able to effectively collaborate with the upper management and employees in overseeing and maintaining work systems, procedures and policies that enable and encourage the ‘optimum performance of its workforce and other resources, thereby significantly contributing to the achievement of the organizational outcomes of the Office/BureawService and DSWD. CRITERIA ‘SCORE 7. Exemplary Work Performance — The dagree to which the| 40 individual rendered excellent work performance; it is the overall display of technical and/or supervisory competence, translated rifiable outputs that contributed to the attainment mandate _—_ 2. Effective Leadership Qualities — The degree of effectively| 20 engaging and inspiring those they lead toward a common goal and is passionate about people development, who naturally impacts and motivates the people and the lives around them; those who are making a difference with outstanding people management which includes implementation of programs that promote staff welfare, and the extent to which the individual was able to manifest good interpersonal relationships with co-workers and external partners; leveraged on this relationship in order to advance/ deliver the requirements of the unitioffice 7 3. Technical Competence - the in-depth knowledge of work to| 20 deliver excelient results that are accurate, timely, with quality, and consistent with DSWD mandates whilst being able to facilitate change and innovation, plan and organize activities/tasks in a strategic and systematic manner, and employ problem-solving and decision-making skils to resolve issues or concerns / 4. Collaborating and Networking - the degree of establishing 10 and maintaining working arrangements with intemal and external partners (individuals or groups) which have interest in or have an impact on the completion of work assignments or success of | DSWD programs involving negotiating for resources, deliverables, timelines and balancing the needs of all stakeholders 5. Pursuit of Professional and Personal Growth - the| 10 ‘commitment to public service that is honest, trustworthy, and with integrity as well as the commitment to create an environment for leaming and growth and the ability to master new technical knowledge for oneself and for his/her team members; recognizes ‘own strengths and weaknesses and pursues self-development; is flexible and open to change; deals effectively with pressure, maintaining focus and intensity Total 100 Page 5 of 18‘DSWD PRA(SE Depateatof Soil le one Desennent 6. Best Technical Staff This award is given to a technical staff/officer who is able to effectively use his/her knowledge, skills and attitude in collaborating with officials/employees in delivering exemplar output through comprehensive and completed staff work, thereby significantly contributing to the achievement of the organizational outcomes of the Office/Bureau/Service and DSWD. CRITERIA SCORE 1. Exemplary Work Performance - The degree to which the| 40 individual rendered excellent work performance; it is the overall display of technical competence, translated into concrete, verifiable outputs that contributed to the attainment of the unit | and/or office deliverables . Commendable and Unique Contributions — The extent to 20 which the extraordinary value and/or uniqueness of the achievements/contributions of the individual made an impact within hisfher own workplace, in the DSWD, and/or outside the | Department 3. Hamessing Interpersonal Relationships to deliver work | 20 Fesults - The extent to which the individual was able to manifest | good interpersonal relationships with co-workers, external partners and clients/public; leveraged on this relationship in order to advance/ deliver the requirements of the unitloffice 4, Pursuit of Professional and Personal Development — the | _20 commitment to public service that is honest, trustworthy, and with integrity as well as the commitment to commitment to create an environment for learning and growth, and the ability to master new technical knowledge for oneself and for his/her team members; recognizes own strengths and weaknesses and pursues seff-development, is flexible and open to change; deals effectively with pressure, maintaining focus and intensity Total 100 7. Best Administrative Staff This award is given to an administrative staff who is able to effectively provide administrative support through a variety of tasks related to organization and ‘communication to ensure the efficient operations of the Office/Bureaw/Service and Dswo. CRITERIA ‘SCORE 1. Exemplary Work Performance — The degree to which the | 40 individual rendered excellent work performance: it is the overall | display of administrative support competence, translated into | concrete, verifiable outputs that contributed to the attainment of the unit and/or office deliverables 2. Commendable and Unique Contributions — The extent to 30 which the extraordinary value and/or uniqueness of the achievements/contributions of the individual made an impact within his/her own workplace, and/or outside his/her unit/office 3. Hamessing Interpersonal Relationships to deliver work | 20 results — The extent to which the individual was able to manifest good interpersonal relationships with co-workers and extemal partners; leveraged on this relationship in order to advance/ deliver the requirements of the unitloffice ‘4. Pursuit of Professional and Personal Development — the 10 commitment to public service that is honest, trustworthy, and with integrity as well as the commitment to create an environment for Page 6 of 18eae $ DSWD PRA(SE mot focal Meine a evant [Teaming and growth, and the ability to master new technical knowledge for oneself and for his/her team members; recognizes ‘own strengths and weaknesses and pursues self-development, is flexible and open to change; deals effectively with pressure, maintaining focus and intensity Total 400 B. Group Awards 1. Best Operations Office This award is given to recognize frontline offices/services/divisions/units, except the Crisis Intervention Units and center facilities, that are able to significantly contribute in the formulation, implementation, and coordination of social welfare and development policies and programs thereby ensuring that the organizational ‘outcomes are achieved by the Department. CRITERIA ‘SCORE 1. Exemplary contribution to the achievement of DSWD’s organizational outcomes -The degree to which the collective work performance of the unit contributed to the achievement of any of the DSWD's Organizational Outcomes: ‘* Well-being of poor families improved ‘© Rights of the poor and vulnerable sectors promoted and protected | © Immediate elie! and early recovery of disaster It victims/survivors ensured ‘* Continuing compliance of social welfare and development (SWD) agencies to standards in the delivery of social welfare services ensured © Delivery of SWD programs by local government units (LGUs), through local social welfare and development offices (LSWDOs), improved 40 2, Partnership Building and/or Internal and External Relations = refers to collaboration initiatives of the office, partnership established that contributed to the achievement of their goals, and satisfaction of their stakeholders '3. Good Practice - refers to the set of exemplary practices of Functional Unit in adherence to DSWD AO 5 series of 2016 or the Good Practice Documentation guidelines 30 Total 100, 2. Best Support Office This award is given to recognize offices/services/divisions/units that are able to provide administrative support and logistical requirements, and/or other technical services to support operations in @ proactive and results-oriented manner in the efficient and effective delivery of social welfare and development programs to clients and intermediaries. CRITERIA SCORE 1. Exemplary Administrative/Support Services Delivered - Provided outstanding administrative/support services that contributed to the efficiency of DSWD programs, projects and services which includes enhanced unit processes or systems and improved quality of work assigned; demonstrated efforts to expand unit responsibilities with significant improvement in the delivery of administrative support services 40 Page 7 of 18DSWD PRA(SE ‘Bepmiount of Sos Welle ant Borseprent 2. Teamwork - refers to the Group effon or teamwork] 30 | demonstrated by the human resources of the unitfoffice in delivering excellent results through the overall display of technical and/or managerial competence of the members of the team, translated into concrete, verifiable outputs that contributed to the attainment of the unit andlor office deliverables 3. Good Practice - refers to the set of exemplary practices of/ 30 ‘| Functional Unit in adherence to DSWD AO 5 series of 2016 or the | Good Practice Documentation guidelines | Total 7100 3. Best Crisis Intervention Unit This award shall be given to recognize the delivery of timely and appropriate integrated services such as direct financial and material assistance and benefits to the DSWD's service users. He CRITERIA 7 ‘SCORE 1. Efficiency of Service Provision refers to the ability ofthe CIU| 25 to address and satisfy clients’ needs. It includes the ratio of | psychosocial services rendered by Social Workers over total clients served, the timely release of assistance, and capacity development program for staff 2. Crisis Intervention Monitoring System (CriMS) installed | 15 and operational in the CIU - able to update the CriMS for the covered period of evaluation 3. Standard Reporting System is established, observed, | __15 complied, completed and timely submission of reportorial requirements - submitted complete, timely and accurate set of | reports using the prescribed reporting templates (statistical, | financial, narrative) fee 4, Budget Utilization refers to the ullization of funds based on| 15 the annual accomplishment of CIU Field Offices vis-a-vis its approved fund allocation and monthly disbursement plan 5. Physical Structure (office, waiting area, comfort rooms) 16 | 6. Good practices refers to the set of exemplary practices of 15 Functional Unit in adherence to DSWD AO 5 series of 2016 or the Good Practice Documentation guidelines Total 700 4. Best Center This award is given to an exemplary center that provides holistic interventions geared towards client's healing, rehabilitation, restoration of social functioning and empowerment by mobilizing and utilizing resources efficiently and effectively. CRITERIA ‘SCORE 1. Administration and Organization - The Center has clear| 15 statement of VMG and policies with functional organizational management structure; with efficient financial and material resource management and human resource management and development (2. Program Management - Clear written program plan is| 20 implemented in accordance with the DSWD policies and procedures. Monitoring and evaluation is in place and conducted ‘on regular basis 3. Case Management - Ensure the provision of holistic case | 35 Management process in accordance to set standards towards Page 8 of 18DSWD valor Dept ot ei Mare pt ete restoration of client's social functioning and reintegration to family and/or community ‘4. Helping Strategies/Services/ interventions - Provision of any| 18 oF a combination of services that contribute to the attainment of the helping goals for the residents/clients through the following: psychosocial care, home life, educational services, medical health and dental services, altemative family care, _ spiritual enhancement, legal/paralegal assistance, reintegration with family and/or community, socio-cultural _and recreation, livelihood, vocation skills/entrepreneurial training, and character building session 5. Physical Structure and Safety - Physical faciity is designed | 18 to promote the well-being of the residents and the staff. It conforms to the basic safety standards and program requirements for the day-to-day operation and implementation of the center's j-psograme end senvlces 2-H ttc ee eee eee eeee ere eee ee eevee Total 100 5. Best Convergence Action Team This award recognizes the Provincial/City/Municipal Action Teams (P/C/MATs) who demonstrated exemplary performance in promoting convergence among DSWD programs and external stakeholders at the local level to address the needs of the ‘community or poor households, CRITERIA SCORE . Contribution to the Achievement of DSWD’s Organizational | 40 ‘Outcome on Improvement of Well-Being — refers to the number of completed group/community projects that servediresponded to the needs of Pantawid Pamilya beneficiaries 2. Accessing and Generation of External Resources - Amount | 20 ‘of extemal resources (in-cash/in-kind) from other govemment and/or non-government organization generated(estimated) 3. Establishment of Partnership with External Stakeholders - 20 Number of active partner stakeholders from other government and/or non-government organizations (excluding LGUs) established 4. Establishment of Functional Provincial/City/Municipal inter | 20 ‘Agency Committee - Number of P/MIAC meetings conducted, and number of resolutions/ agreements passed resolved | (proposal activity’ issue/ concem) resolved by the P/MIAC. Total 700 C. Innovation Awards 1. Best Knowledge Management (KM) Initiative This award recognizes the Central Office OBS/Field Office with outstanding KM initiative that enhances the institutional capacity of the Department as a learning ‘organization thereby providing an environment for continuing innovation, leaming, benchmarking and knowledge sharing with its intemal and external stakeholders. 7 CRITERIA ‘SCORE 7. Responsiveness — the practice that contributes to achieving| 30 target/s or milestones and addresses organizational outcomes of the Department 2. Innovativeness — refers to the practice that challenges or| 20 reinvents the usual way of doing things 3. Sustainability and Replicability — mechanisms are in place 20 Page 9 of 18DSWD PRAYSE Depa of Sc Wale and vlan Tor sustaining and replicating the practice; all stages of implementation are well documented with complete and up-to- date information E HEE 4, Monitoring and Evaluation Mechanism — inclides reporting 15 and conduct of evaluation activities to determine the extent to which the initiative brings impact . Documentation — includes the distilation of Key knowledge 15 and transforming it into a knowledge product for easy access of potential users | Total ane 7 100 2. Gender and Development Laudable Efforts and Notable Schemes (GADLENS) This award recognizes the outstanding achievement and/or performance of DSWD Central Office Offices, Bureaus and Services and Field Offices in mainstreaming gender and employing a GAD perspective in all their policies, strategies, Mechanisms, programs, projects, activities, and services. CRITERIA ‘SCORE 7, Issuance, inlegration, updating, and continuous enhancement | 25 of GAD policies 2. Establishment of the Gender Focal Point System, GAD pool of | __25 advocates/ champions, and capability development activities 3, Development and integration of GAD mechanisms, structures, and systems eee Ee 4, Promotion and replication of a model GAD-responsive initiative | 25 (projects, activities, and/or programs (PAP)) and/or innovation Total Hee 100 3. Best Social Amelioration Program (SAP) Implementation This award recognizes the outstanding achievement and/or performance of DSWD Field Offices in ensuring the delivery of social protection and social amelioration programs projects, and services adaptive to the current pandemic context to mitigate the effects on health, economic, social, physical and psychosocial well- being of the most vulnerable sectors. sii _____ CRITERIA ot SCORE | 7, Innovation to the SAP implementation i.e introduction of new 30 methods, mechanisms, structures and systems that will lead for the efficient and effective implementation of SAP. 2. Efficient and timely distribution of the SAP to include 20 responsiveness to stakeholders queries and grievances __ ne 3, Networking and collaboration efforts with LGGUs and other 20 stakeholders oe i [4. Establishment of the SAP TWG and functional teams 15 |S. Adherence to SAP mechanisms, structures, and systems 15. Total 100 D. Special Citations 1, Gawad Kalihim This is a special citation conferred upon individual's who have displayed extraordinary efforts and service amidst the response for the ongoing COVID-19 pandemic whilst demonstrating the agency's core values. The Gawad Kalihim shall Page 10 of 18DSWD PRAYSE ‘Sapurinart of Sor Waar snd Dnstpret be selected directly by the Undersigned, in his capacity as Secretary and Chairperson of the PRAISE National Committee. 2. Pusong Magiting This is a special citation conferred upon an individual who has rendered an outstanding service to a person, group of persons, or a community in pursuance of the program and services of the Department or the goverment as a whole, at the tisk of his/her own life and beyond the call of duty, resutting in the safety of life and/or property. Nominations should be formalized within 12 months from the time of death, sickness, or injury of the DSWD official or employee as the case may be. 3. Pusong Tapat sa Pagl kod This is a special recognition conferred upon those DSWD officials and employees who mandatorily retired/retiring and whose contributions made a significant impact ‘on the organizational outcomes of the Department. 4. Pusong Mahusay This is a special citation conferred upon Offices/Bureaus/ Services at the Central Office and Field Offices whose efforts in establishing and maintaining its Quality Management System pave the way in ensuring efficiency and effectiveness in the delivery of SWD programs and services. 5. Pusong Maagap at Mapagkalinga This is a special citation conferred upon Groups/Offices/Bureaus/ Services at the Central Office and Field Offices whose disaster preparedness and response were rendered as an extraordinary service. 6 Pusong Angking Galing This is a special award conferred upon an individual who has given pride to the Department by passing the Social Work licensure examination as topnotcher/s or belonging in the top 10. IV. NOMINATION PROCEDURES A. Nominator for FO 1 Level For the individual category, only one (1) nomination per category will come from the respective offices of the Field Office, as follows: ORD / OARDO OARDA Administrative Division (AD) Finance and Management Division (FMD) Human Resource Management and Development Division (HRMDD) Policy and Plans Division (PPD) ‘Statutory Programs Division (StPD) Disaster Response Management Division (RMD) ‘Specialized Programs Division (SpPD) Centers and Institution SONOMRON= Mainstreamed staff will be nominated in their present area of assignment, not the Program/Project they were hired. For the group category except for Crisis Intervention Section and Center, only one (1) nomination per category will be submitted by the division. Likewise, for Convergence Action Team, one (1) nomination per province is allowed. Page 11 of 18& DSWD PRAVSE epoca Wares Brean Said nominators are to accomplish the nomination forms for submission to their respective PRAISE Division Focal Persons for initial screening, deliberation and selection of official Division’s nominees for all the award categories, prior to submission to the Regional PRAISE Committee thru the PRAISE Secretariat. Nominee In adoption of the Equal Opportunity Principle (EOP), qualified DSWD personnel regardless of age, sex, sexual orientation, gender identity, civil status, disability, religious affiliation, ethnicity or any other circumstances that has no correlation or effect with job performance or faithful adherence to laws and policies in the Department may be nominated. DSWD personnel, whether individual or group, must meet the following eligibility criteria covering the years 2017 to 2018: lual Awards’ a. Must hold a permanent, temporary, coterminous, contractual and casual stalus of employment in DSWD; b. Have rendered at least three (3) years of continuous service in the Department as of deadline of nomination’s submission; ¢. Must have accomplishments, which the nominee is being recognized for, within the last three (3) years prior to the nomination, and have been consistently and ‘continuously carried out by the nominee during said period: d. Have at least Very Satisfactory performance rating or its equivalent for six (6) semestral or three (3) annual rating periods prior to the nomination; ¢. Have not been found guilty of any administrative or criminal offense involving moral turpitude or does not have any pending case against them at the time of nomination; Have no overdue unliquidated cash advances, suspensions, and/or disallowances as of the time/date of submission of nominations; and 9. Additional eligibility requirements for individual awards: i. Best Manager - Must hold a Director position or those in acting capacity managing a Bureau/Service/Field Office for at least three (3) years prior to the time of nomination; ii. Best Division Chief - Must hold a Division Chief position or those in acting capacity for at least three (3) years prior to the time of nomination; iii, Best Center Head - Must hoid a Center Head position or those in acting ‘capacity for at least three (3) years prior to the time of nomination; jv. Best Social Worker - Must be a registered Social Worker with updated Professional Regulation Commission (PRC) license; v. Best Technical Staff — Must be performing tasks, which usually require the exercise of a particular profession or application of knowledge acquired through formal training in a particular field or involved in research and application of professional knowledge and methods”; and vi. Best Administrative Staff — Must be involved in structured work or those engaged in clerical, crafts, trades or manual work’, 2. Group Awards a. All members of the team must hold a permanent, temporary, coterminous, contractual, and/or casual status of employment in DSWD*, * COs Workers may vie forthe Best Social Worker, Best Technical Staff and Best Administrative Support Stat ? These positions require thorough knowiedge in the Meld of aris and sclences or learning acquired through completion of at least {our (4) years of college studies; based on Professicnal Non-Supervisoty Category, Section S(b), Republic Act No. 6758. ‘These postions usualy require skills acquired through training and experience of completion of olementary education, secondary ‘or vocational education or completion of up to two (2) years of college education; besed on Sub-Professlenal Non-Supervisory ‘Catagory, Section 5(¢), Republic Act No, 6758 Page 12 of 18DSWD PRA\SE ‘aperinent of ctl Walla and Dalapeent b. All members have at least Very Satisfactory performance rating or its equivalent for a maximum of six (6) semestral or three (3) annual rating periods prior to the nomination; c. All members have not been found guilty of any administrative or criminal offense involving moral turpitude or does not have any pending case against them at the time of nomination; d. The designated Special Disbursing Officer (SDO), if any, has no overdue unliquidated cash advances, suspensions, and/or disallowances as of the time/date of submission of nominations; and . Must have accomplishments, which the group is being recognized for, within the last three (3) years prior to the nomination, and have been consistently and continuously carried out by the nominee during said period; f. Additional eligibiity requirements for group awards: i. Best Operations Office ~ Any operational offices, division, section or unit, of the Central Office/Field Offices except Crisis Intervention Unit, centers and residential care facilities, and PIC/DIMAT ii. Best Support Office - Any technical support and administrative support offices, division, section or unit of the Central Office/Field Offices Best Crisis Intervention Unit - Crisis Intervention Unit at the Field Offices Best Center — Any level 2, 3, and 4 accredited centers Best Convergence Action ~ Any P/C/D/MAT 3. Innovation Awards Any Office/Bureau/Service at the Central Office or Field Office may vie for the awards. C. Nomination Form 1. Each official nomination requires the submission of one (1) hard copy nomination packet neatly packaged in a folio size clearbook containing the fully accomplished DSWD PRAISE Nomination Form and other documentary requirements. All accomplished nomination forms and all supporting documents should be scanned as PDF file, saved into a zip folder, and forwarded to the Regional PRAISE Secretariat at hrws.fo1@dswd.gov.ph. 2. Attachment of documentary requirements, as applicable to support the eligibility criteria: a. Updated CS Form 212 or Personne! Data Sheet for individual nominee with passport size photo with name tag taken within the last six (6) months prior to the nomination; or certification to be signed by the highest HR Officer as to length in service/stay with DSWD of each member for the group nominee; Certified true copy of Special Order on the current designation; if applicable; & Certification issued by the highest HR Officer that the individual nominee or each member of the group nominee has obtained at least Very Satisfactory (VS) performance ratings for six (6) semestral or three (3) annual rating periods prior to the nomination; plus copy of OPCR/DPCR for the Best Manager, Best Division Chief and Best Center Head; 4. Ceriiication to be signed by the highest HR/Legal Officer that the nominee/s has not been found guilty of any administrative or criminal case involving moral turpitude; does not have any pending case at the time of nomination; or have not been a subject of a pending complaint/grievance nor have been sanctioned by violating office rules and policies in the case of COS worker; e. Certification of No Overdue Unliquidated Cash Advances, No Suspensions, and/or No COA Disallowances as of the date/time of submission of nomination signed by the Chief/Regional Accountant; and {Other documentary evidence/s that can support the nominee's nomination, if any. s * cos workers may bs inched in the group award categories Page 13 of 18DSWD PRA(SE Soc treater 3. Write-up of nomination: a. The write-up must highlight outstanding accomplishments or exemplary norms of conduct manifested within the last three years, b. Presentation of accomplishments or norms manifested should be in order of significance, complete with descriptions, justifications and should adhere to the following pointers: i. Use specific terms; ji, State outstanding accomplishments or exemplary norms displayed and impact in brief, factual and in bullet form; ii, Present impact of accomplishments by indicating how it was sustained/adopted, problems addressed, savings generated, people/office benefited and/or transactions facilitated, 4, Limitation on Nomination a. The nomination write-up must only be for a maximum of 10 pages (Ad size bond Paper, Arial #11 font) to include the summary of accomplishments, impact and other information except for documentary evidence. ‘An employee or official should be nominated for only one individual award category. ©. An employee, official or group who have been previously conferred with any PRAISE awards can be nominated to a different award category or after three years, from the conferment of his/heritheir award.® Re-nomination after such period shall be based on a new set of accomplishments and/or exemplary norms/behavior manifested. z \V. SCREENING PROCEDURES A. For Field Office 4. All nominations must be submitted by the nominator to their respective Division PRAISE Focal Person using the prescribed Nomination Form with complete supporting documents for screening, deliberation and selection of final nominee/s within the Division, prior to submission of the final nominee to the PRAISE Regional Secretariat on or before 23 October 2020, 5:00PM. Only official nominees of the Division are required to submit the scanned nomination forms signed by the Tespective nominators and concurred by the Division Chief, and other supporting documents. 2. Screening, review and validation of the final nomination forms, documents, and other credentials of the nominees shall be done by the PRAISE Regional Committee. 3. The PRAISE Regional Committee shall deliberate on the official nominees received by the Secretariat within the timeline and with complete supporting documents for ‘each individual and group award category; and results will be endorsed through a PRAISE resolution for review and approval of the Regional Director. 4. The Regional Director, through the designated PRAISE Secretariat, shall endorse the Regional winners as official nominees via online submission at praise@dswd.gov.ph on or before the set deadline for submission. All accomplished Romination forms and supporting documents should be scanned as PDF file and saved into a zip folder. B. For Central Office Office/Bureau/Service 1. Each Office/Bureaw/Service shall endorse only one nominee to each award category, as appropriate, using the prescribed Nomination Form with complete ‘supporting documents to the PRAISE Central Office Secretariat on or before the set deadline for submission. * conty applicable to 1" place awardees Page 14 of 18DSWD PRA(SE eprint ot Soca! Ware poate 2. Screening, review and validation of the nomination forms, documents, and other credentials of the nominees shall be done by the PRAISE Central Office Committee. 3. The PRAISE Central Office Committee shall convene to select one (1) nominee for each award category, as appropriate, as the official nominees of the Central Office through a PRAISE Resolution. 4, The PRAISE Central Office Committee Chaimperson, through the designated PRAISE Secretariat, shall endorse the nominees via online submission at praise@dswd.gov.oh on or before the set deadline for submission, All accomplished Nomination forms and all supporting documents should be scanned as PDF file and saved into a zip folder. VI. EVALUATION PROCEDURES ‘The evaluation of the nominations shall entail the following processes with its corresponding weight allocation: Document Review 40% Validation of Entries 50% Final Interview 10% Total 100% To qualify for the next stage of the selection process, the nominees shall maintain a minimum score of eighty percent (80%). A. Document Review 1. With the signal from the PRAISE National Committee, the Sub-Committee Members shail commence with the online review of the nominations. 2. Non-compliance to the eligibility requirements and completeness of the information required shall render the nominee ineligible. It shall be considered as grounds for non-acceptance of nomination. 3. Any misrepresentation made in any of the documents submitted shall be a ground for disqualification and for disciplinary action against the nominee, and nominator pursuant to Civil Service applicable laws and rules. 4. Upon acceptance of the nomination by the Sub-Committee, the Members shall commence with the individual scoring based on the criteria set and calibrated rating system. 5. Once all scores are in, the Sub-Committee shall convene to discuss the merits and come to a consensus as to the rating. The Chairperson shall input the final score for the document review. 6. The result of the document review, which constitutes 40% of the total score, shall be presented to the PRAISE National Committee for the conferment of the ‘Semi- Finalists’. B. Validation of Entries 1. The validation of entries shall be done in two ways: (a) posting of the "Semi- Finalists’ and (b) presentation of his/heritheir outstanding accomplishments, exemplary behavior or initiatives. Page 15 of 181 DSWD pales Deseret Sec Nata ae errant 2, The list "Semi-Finalists" shall be emailed and maybe posted at conspicuous places of the Field Offices and Central Office and social media sites. It aims to gather both positive and negative feedback about the nominees for a period of five (5) days upon posting. 3. Identified Semi-Finalists shall be notified by the PRAISE National Secretariat for the schedule of their presentation. 4. Each Semi-Finalist, accompanied by the nominator, shall deliver a video or powerpoint presentation for a minimum of 5 minutes and maximum of 10 minutes to the Sub-Committee Members. For the group awards, the team leader shall do the presentation. 5. After the presentation, the Sub-Committee Members shall raise queries and clarifications. 6. The Sub-Committee Members may opt to interview supervisors, supervises, peers, partners (LGUs, SWADAs, CSOs, etc.), and beneficiaries, as applicable. The Selection of interviewees will be randomly selected based on the list provided by the Field Office/Central Office OBS. 7. Afterwhich, the Sub-Committee Members shall provide their individual scores based on the criteria set and calibrated rating system. 8. Once all scores are in, the Sub-Committee shall convene to discuss the merits and ‘come to a consensus as to the rating. The Chairperson shall input the final score of the validation. 9. The result of the validation, which constitutes 50% of the total score, shall be presented to the PRAISE National Committee for the conferment of the "Finalists". . Final Interview 1. All “Finalists” shall be scheduled for a panel interview by the PRAISE National Committee using a semi-structured process and standard questionnaire. It shall constitute 10% of the total score. 2. The PRAISE National Committee Members shall provide their indivi based on the criteria set and calibrated rating system, ual scores 3. Once all scores are in, the system shall provide the summation of scores of all Finalists per award category. 4, The result shail be presented to the PRAISE National Committee for deliberation and ranking of winners. A PRAISE Resolution shall be drafted for the approval of the Members and the Secretary. 5. Once approved, the PRAISE finalists shall be notified of the details and schedule of the Awards Rites. V. _ GRIEVANCE/APPEAL PROCEDURES. 4. Grounds for grievance/appeal may include issues/concems arising from nomination, screening and evaluation process, and conflict of interest with the committee members, among others 2. The grievance/appeal shall be made in writing by the nominee or nominator addressed to the PRAISE National Chairperson to be submitted to the HRMDS, as Page 16 of 18DSWD PRAVSE Sepa Sot Nate ad Belopent the PRAISE National Secretariat. Anonymous grievance/appeal shail not be entertained. 3. The PRAISE National Secretariat shall review the grievance/appeal within three (3) working days and prepare all necessary documents. 4. The PRAISE National Committee shall convene to discuss the merits of the grievance/appeal within seven (7) working days. If needed to conduct further investigation, a fact-finding team shall be created. 5. The PRAISE National Committee shall render appropriate recommendations to the PRAISE National Chairperson, 6. The decision of the PRAISE National Chairperson shall be final and executory. Vi. TIMELINES Date Activity In-Charge ‘October 9 2020 | 2020 PRAISE Campaign PRAISE National and Regional Secretariat October 12 to Call for Nominations and submission of |_| PRAISE Regional 23, 2020 nomination packets to the Field Office Secretariat PRAISE Committee | October 26 to 30, | Screening and deliberation for Field PRAISE Regional 2020 Office winners Committee ‘Online submission of FO nomination to | the PRAISE National Secretariat November 2to | Document Review PRAISE Sub- 13, 2020 Committees November 16 to. | Presentation of Document Review Result | PRAISE National 20, 2020 Conferment of Semi-Finalists Committee, Sub- Posting of “Semi-Finalists” to gather Committees and feedback Secretariat November 23 to | Validation of Entries PRAISE Sub- 27, 2020 Committees November 30 to. | Presentation of Validation Result PRAISE National December 4, Conferment of Finalists ‘Committee, Sub- 2020 ‘Committees and Submission of Sub-Committee Report Secretariat December 7-11, | Conduct of Final Interview PRAISE National 2020 Committee and Secretariat | December 14 to | Deliberation of PRAISE winners PRAISE National | 18, 2020 Drafting and approval of PRAISE Committee and | Resolution Secretariat December 2020 | Awards Rites preparation PRAISE National to January 2021 Committee, Secretariat and Production Team Page 17 of 18@DSwod PRA\SE Department of Soci eRe aps Deweoprina | Awards Rites (DSWD 70" Anniversary) | PRAISE National Committee, Secretariat and Production Team. January 2021 VIL AWARDS AND INCENTIVES In time for the celebration of the DSWD 70th Anniversary, the PRAISE Awards Rites in January 2021 will be simple but impactful in consideration of the prevailing situation of the COVID-19 Pandemic. All winners shall be conferred with their awards as well as monetary and non- monetary incentives during the said Awards Rites. Vill. LINK TO EXTERNAL AWARD GIVING BODIES ‘The 2020 DSWD PRAISE National Awardees shall be nominated to extemal award giving bodies such as but not limited to CSC Honor Awards Program (HAP), Career Executive Service Board Gawad CES, CEO and VIP Awards, Professional Regulation Commission (PRC) Most Outstanding Professional of the Year, and other extemal award giving bodies, whether national or international level, depending on the award category that fits his/her/their qualifications. For your information and guidance. MARCELO nico Bi J. CASTILLO Regional Director Page 18 of 18