Division Memo 470 S. 2021

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Jiepartment of Ctrccation
Region V
SCHOOLS DIVISION OFFICE OF CAMARINES SUR
November 8, 2021
DIVISION MEMORANDUM
No. 410 » ■2021
ESTABLISHING THE PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE

EXCELLENCE (PRAISE) IN SDO CAMARINES SUR
To: Assistant Schools Division Superintendents

Chief Education Supervisors
Education Program Supervisors
Public Schools District Supervisors
School Heads of Public Schools
Unit Heads
All Others Concerned
1. In compliance with DepEd Order No. 9, s. 2002 on Establishing Program on

Awards and Incentives for Service Excellence (PRAISE) in the Department of
Education and in accordance with Civil Service Commission MC No. 01, s. 2001 titled
Program on Awards and Incentives for Service Excellence, and Civil Service
Commission Memorandum Circular (CSC MC) No. 3, s. 2012 titled Program to
Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-
HRM), this Division customized project titled Special Awards for Laudable, Utmost,
Diversed and Outstanding Accomplishments (SALUDO) shall be implemented.
2. The SDO Camarines Sur SALUDO aims to recognize and award personnel,
individually or in groups, for their exemplary and outstanding accomplishments,
innovative ideas and practices, inventions, discoveries, heroic deeds, exemplary ethical
behavior, extraordinary acts and services in the public interest and personal efforts
contributing to the efficacy, improvement in operations which lead to organizational
productivity and quality service.
3. The Rewards and Recognition conforms with the Equal Opportunity Principle as
stated in Division Memorandum No. 468 s. 2021.
4. The awards/recognition received by any employee maybe used in their
application for promotion subject to the existing policies, guidelines, rules and
regulations on the matter.
5. Expenses relative to the conduct of the activities pertaining to SALUDO shall be
charged to Division MOOE/School MOOE/LGU Fund.
Tddress. Freedom sports iompiex, San Jose, Pili, Camarines Sur
Email: deped.camsur@deped.gov.ph
Website: www.depedcamsur.com
Telephone No: (telefax) 8713340
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fietiartment of Cbucatton
Region V
6. The following are the enclosures:

Enclosure 1: Policy Guidelines on Special Awards for Laudable, Utmost,
Diversed and Outstanding Accomplishments (SALUDO)
Enclosure 2: DepEd Order No. 9, s. 2002 - Establishing Program on Awards
and Incentives for Service Excellence (PRAISE) in the Department
of Education
Enclosure 3: Civil Service Commission Memorandum Circular (CSC MC) No. 3,
s. 2012 - Program to Institutionalize Meritocracy and Excellence in
Human Resource Management (PRIME-HRM)
Enclosure 4: CSC MC No. 01, s. 2001 - Program on Awards and Incentives
for Service Excellence
7. Immediate and wide dissemination of this Memorandum is d e sire d ./
LOIDA N. NIDEA, CESO V

Schools Division Superintendent
O '
Address: Freedom Sports Complex, &a!n Jose, Mi, Camarines Sur

Email: deped.camsur@deped.gov.ph
Website: www.depedcamsur.com
Telephone No: (telefax) 8713340
Republic of tfce ^Philippine*
CIVIL SERVICE COMMISSION
Serbisyo Sibil: Isang Daang Taong Paglilingkod
MC No. 01. 8. 2001
MEMORANDUM CIRCULAR
T O : ALL HEADS OF DEPARTMENTS, BUREAUS AND

AGENCIES OF THE NATIONAL AND LOCAL
GOVERNMENTS, STATE COLLEGES AND
UNIVERSITIES INCLUDING GOVERNMENT-OWNED OR
CONTROLLED CORPORATIONS WITH ORIGINAL
CHARTER
SUBJECT : Program on Awards and Incentives for Service Excellence

(PRAISE)
Pursuant to CSC Resolution No. 010112 dated January 10, 2001, the
Commission hereby adopts the following revised policies on Program on Awards
and Incentives for Service Excellence (PRAISE). These policies, developed and
refined in consultation with the different sectors of the government, are as follows:
1. Every department or agency shall establish its own employee

suggestions and incentive awards system.
2. The System shall be designed to encourage creativity, innovativeness

efficiency, integrity and productivity in the public sen/ice by recognizing
and rewarding officials and employees, individually or in groups for their
suggestions, inventions, superior accomplishments and other personal
efforts which contribute to the efficiency, economy, or other improvement
in government operations, or for other extraordinary acts or services in
the public interest.
3. The System shall henceforth be called the PRogram on Awards and

Incentives for Service Excellence (PRAISE).
2
4. The PRAISE shall adhere to the principle of providing incentives and

awards based on performance, innovative ideas and exemplary
behavior.
5. The PRAISE shall give emphasis on 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.
6. The PRAISE shall provide 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.
For this purpose, the System shall encourage the grant of non
monetary awards. Monetary awards shall be granted only when the
efforts result in monetary savings which shall not exceed 20% of the
savings generated.
7. At least 5 % of the HRD Funds shall be allocated for the PRAISE and
incorporated in the Agency’s annual work and financial plan and budget.
8. The PRAISE shall be institutionalized through the creation o f a PRAISE

Committee in all agencies of the government.
9. The PRAISE Committee shall preferably have the following

composition:
1) Head of agency or authorized representative who shall act as

chairperson;
2) Head of the financial unit or equivalent;
3) Head of the planning unit or equivalent;
4) Highest ranking employee in-charge of human resource
management or the career service employee directly
responsible for personnel management; and
5) Two (2) representatives from the rank-and-file employees who
shall serve for a period of two years and chosen through a
general assembly or any other mode of selection to be
conducted for the purpose or designated by the registered
union in the absence of an accredited union (one from the first
level and one from the second level).
10. The head of agency or authorized representative shall be responsible

in overseeing the System’s operation and the Human Resource
Management Unit shall serve as the System’s Secretariat.
11. The PRAISE Committee shall ensure that productivity, innovative

ideas, suggestions and exemplary behavior can be identified,
considered, managed and implemented on a continuing basis to
cover employees at all levels.
3
12. The PRAISE Committee shall be responsible for the development,

administration, monitoring and evaluation of the awards and
incentives system of the agency. The agency may, however, employ
an external or independent body to assist the PRAISE Committee to
judiciously and objectively implement the system of incentives and
awards.
13. The PRAISE Committee shall establish its own internal procedures
and strategies. Membership in the Committee shall be considered
part of the members’ regular duties.
14. All government agencies shall submit their Program on Awards and
Incentives for Service Excellence (PRAISE) and its subsequent
amendments to the Civil Service Regional Office. The Civil Service
Regional or Field Office concerned shall provide technical
assistance, if deemed necessary, to ensure proper implementation.
15. Establishment of a CSC-approved PRAISE shall be the basis of the

grant of the Productivity Incentive Bonus (PIB), other awards and
incentives and revocation of accreditation to take final action on
appointments. The Annual PRAISE Report should be submitted by
the agency to the Civil Service Commission Regional Office
concerned on or before the thirtieth day of January to enable their
employees to qualify for nomination to the CSC sponsored national
awards.
16. Issues relative to awards and incentives shall be brought before the
PRAISE Committee which shall address the same within fifteen (15)
days from the date of submission.
This Circular repeals the provisions of MC 42, s. 1992, MC 48, s. 1992 and
other issuances on Employees Suggestions and Incentive Awards Systems
(ESIAS) which are inconsistent herewith.
Please be guided by the enclosed model in the preparation of your

AGENCY PRAISE which shall be submitted to the Civil Service Commission
Regional Office concerned for implementation by June 30, 2001.
Chairman
A P E /F C T/jdra/mj 10:m cpraise

26 January 2001
0AC-A
Republic of tbe ^Philippine*
CIVIL SERVICE COMMISSION
Serbisyo Sibil: Isang Daang Taong Paglilingkod
AGENCY
PROGRAM ON AWARDS AND INCENTIVES FOR

SERVICE EXCELLENCE (PRAISE)
(A MODEL)
In line with the Revised Policies on Employee Suggestions and Incentive Awards
System (ESIAS) provided under CSC Resolution No. 010112 and CSC MC No.
01 S. 2001, the Agency adopts the herein Program on Awards and
Incentives for Sen/ice Excellence (PRAISE) to be referred to as
AGENCYPRAISE.
I. BASIC POLICIES
1.1 Every department or agency shall establish its own employee

1.2 The System shall be designed to encourage creativity, innovativeness,

efficiency, integrity and productivity in the public service by recognizing
and rewarding officials and employees, individually or in groups for their
efforts which contribute to the efficiency, economy, or other improvement
in government operations, or for other extraordinary acts or services in
the public interest.
1.3 The PRAISE shall adhere to the principle of providing incentives and
awards based on performance, innovative ideas and exemplary
behavior.
1.4 The PRAISE shall give emphasis on 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.
1.5 The PRAISE shall provide 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.
2
For this purpose, the System shall encourage the grant of non-monetary
awards. Monetary awards shall be granted only when the suggestions,
inventions, superior accomplishments and other personal efforts result in
monetary savings which shall not exceed 20% of the savings generated.
1.6 At least 5 % of the HRD Funds shall be allocated for the PRAISE and
incorporated in the Agency’s annual Work and Financial Plan and budget.
1.7 The PRAISE shall be institutionalized through the creation of a PRAISE

Committee in all agencies of the government.
1.8 The PRAISE Committee shall preferably have the following composition:
• Head of agency or authorized representative who will act as

chairperson:
• Head of the financial unit or equivalent:
• Head of the planning unit or equivalent:
• Highest ranking employee in-charge o f human resource management
or the career service employee directly responsible for personnel
management; and
• Two (2) representatives from the career rank-and-file employees who
shall serve for a period of two years and chosen through a general
assembly or any other mode of selection to be conducted for the
purpose or designated by the registered union in the absence o f an
accredited union (one from the first level and one from the second
level).
1.9 The head of agency or authorized representative shall be responsible in

overseeing the System’s operation and the Human Resource
Management Unit shall serve as the System’s Secretariat.
1.10 The PRAISE Committee shall ensure that productivity, innovative ideas,
suggestions and exemplary behavior can be identified, considered,
managed and implemented on a continuing basis to cover employees at
all levels.
1.11 The PRAISE Committee shall be responsible for the development,

administration, monitoring and evaluation of the awards and incentives
system of the agency. The agency may, however, employ an external or
independent body to assist the PRAISE Committee to judiciously and
objectively implement the system of incentives and awards.
1.12 The PRAISE Committee shall establish its own internal procedures and
strategies. Membership in the Committee shall be considered part of the
members’ regular duties and functions.
3
1.13 All government agencies shall submit their Program on Awards and
Incentives for Service Excellence (PRAISE) and its subsequent
amendments to the Civil Service Commission Regional Office. The Civil
Service Commission Regional or Field Office concerned shall provide
technical assistance, if deemed necessary, to ensure proper
implementation.
1.14 Establishment of a CSC-approved PRAISE shall be the basis of the

grant o f the Productivity Incentive Bonus (PIB), other awards and
incentives. The Annual PRAISE Report shall be submitted by the agency
to the Civil Service Commission Regional Office concerned on or before
the thirtieth day of January to enable their employees to qualify for
nomination to the CSC sponsored national awards.
1.15 Issues relative to awards and incentives shall be brought before the
PRAISE Committee which shall address the same within fifteen (15)
days from the date of submission.
II. OBJECTIVES
2.1 General
To encourage, recognize and reward employees, individually and in

groups, for their suggestions, innovative ideas, inventions, discoveries,
superior accomplishments, heroic deeds, exemplary behavior,
extraordinary acts or services in the public interest and other personal
efforts which contribute to the efficiency, economy and improvement in
government operations, which lead to organizational productivity.
2.2 Specific
2.1.1 to establish a mechanism for identifying, selecting, rewarding and

providing incentives to deserving employees at the start of each
year;
2.1.2 to identify outstanding accomplishments, best practices of
employees on a continuing basis;
2.1.3 to recognize and reward accomplishments and innovations
periodically or as the need arises;
2.1.4 to provide incentives and interventions to motivate employees
who have contributed ideas, suggestions, inventions, discoveries,
superior accomplishments and other personal efforts.
4
III. SCOPE
The System shall apply to all employees in the career and non-career
service o f this agency.
IV. DEFINITION OF TERMS
• AGENCY - refers to departments, agencies, bureaus o f the national

government, government-owned-and-controlled corporations with original
charters, state universities and colleges and local government units.
• AWARD - recognition which may be monetary or non-monetary conferred

on individual or group of individuals for ideas, suggestions, inventions,
discoveries, superior accomplishments, exemplary behavior, heroic deeds,
extraordinary acts or services in the public interest which contribute to the
efficiency, economy, improvement in government operations which lead to
organizational productivity.
• CAREER - positions in the civil service characterized by (1) entrance

based on merit and fitness to be determined as far as practicable by
competitive examination, or based on highly technical qualifications; (2)
opportunity for advancement to higher 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 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 improvement to effect economy in operation, to
increase production and improve working conditions.
• INCENTIVE - monetary or non-monetary motivation or privilege given to an

official or employee for contributions, suggestions, inventions, ideas,
satisfactory accomplishment or demonstration of exemplary behavior
based on agreed performance standards and norms of behavior.
• INVENTION - the creation of something previously non-existent which will

benefit the government.
• NON-CAREER - positions expressly declared by law to be in the non-

career service; or those whose entrance in the service is characterized by
(1) entrance on bases other than those of the usual tests of merit and
fitness utilized for the career service and (2) tenure which is limited to the
duration of a particular project for which purpose employment was made.
5
• PERFORMANCE TYPE CONTRIBUTION - refers to performance of an

extraordinary act or service in the public interest in connection with, or
related to one’s official employment; or outstanding community service or
heroic acts in the public 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.
• SUGGESTION - idea or proposal which improves work performance,

systems and procedures and economy in operations that will benefit the
government.
• SYSTEM - the agency awards and incentives program for employees.
V. TYPES OF AWARDS
5.1. National Awards
The agency shall participate in the search for deserving employees

who may be included in the screening of candidates for awards
given by other government agencies, private entities, NGOs and
other award giving bodies such as the:
5.1.1 Presidential or Lingkod Bayan Award - conferred on an

individual for consistent, dedicated performance exemplifying
the best in any profession or occupation resulting in the
successful implementation of an idea or performance, which
is of significant effect to the public or principally affects
national interest, security and patrimony.
5.1.2 Outstanding Public Official/Employee or Dangal ng

Bayan Award - granted to any public official or employee in
government who has demonstrated exemplary sen/ice and
conduct on the basis of his or her observance of one or more
of the eight (8) norms of behavior described under Republic
Act No. 6713 or the Code of Conduct and Ethical Standards
for Government Officials and Employees.
5.1.3 Civil Service Commission or the PAGASA Award -

conferred on a group of individuals or team who has
demonstrated outstanding teamwork and cooperation, which
resulted in the successful achievement o f its goal or has
greatly improved public sen/ice delivery, economy in
operation, improved working conditions or otherwise
benefited the government in many other ways.
5.1.4 Other Awards - given by other government agencies, private

institutions or NGOs to an individual or team for contributions
of an idea or performance that directly benefited the
government.
6
5.2. Department or Agency Level Awards
The agency shall develop and initiate the search for deserving
employees who may be included in the screening of candidates for
awards to be given such as:
5.2.1 Best Employee Award - granted to an individual or

individuals who excelled among peers in a functional group,
position or profession. A cash award of not less than the
amount provided under relevant existing laws 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 Worker and other similar awards.
5.2.2 Gantimpala Agad Award - given outright to employees

commended by clients for their courtesy, promptness,
efficiency and dedication to duty.
5.2.3 Exemplary Behavior Award - based on the eight norms of

conduct as provided under RA 6713 (Code of Conduct and
Ethical Standards). The awardee will be automatically
nominated by the agency PRAISE Committee to the Dangal
ng Bayan Award.
5.2.4 Best Organizational Unit Award - granted to the top

organizational unit which may be a section, division or office
on the basis of meeting the organization’s performance
targets and other pre-determined criteria.
5.2.5 Cost Economy Measure Award - granted to an employee or

team whose contributions such as ideas, suggestions,
inventions, discoveries or performance of functions result in
savings in terms of manhours and cost or otherwise benefit
the agency and government as a whole. The monetary
award shall not exceed 20% of the monetary savings
generated from the contribution.
5.2.6 Service Award - conferred on retirees whether under

optional or compulsory retirement schemes held during a
fitting ceremony on or before the date of their retirement.
5.2.7 Such other awards which the agency may decide to give.
7
VI. TYPES OF INCENTIVES
The agency shall continuously search, screen and reward deserving

employees to motivate them to improve the quality of their performance
and instill excellence in public service. As such the following types of
incentives shall be regularly awarded:
6.1 Loyalty Incentive - granted to an employee who has served

continuously and satisfactorily the agency for at least ten (10) years.
The recipient shall be entitled to a cash award of not less than
Php 500.00 but not more than Php 1,000.00 per year during the first
ten years. Succeeding awards shall be given every five years
thereafter. Besides cash award, a lapel emblem/loyalty pin shall be
given:
10 and 15 years - Bronze

20 and 25 years - Silver
30, 35 & 40 years - Gold
Other tokens such as wrist watch, ring, and others.
6.2 Length of Service Incentive - given to an employee who has

rendered at least three (3) years of continuous satisfactory service in
the same position. The cash award shall be incorporated in the
salary adjustments following the Joint CSC-DBM Circular No.1, s.
1990.
6.3 Productivity Incentive - given to all employees who have

performed at least satisfactorily for the year covered in accordance
with the agency’s CSC-approved PES. This incentive shall follow
relevant existing guidelines.
6.4 Career and Self-Development Incentive - granted in recognition

of an individual who has satisfactorily completed a course or
degree within or outside the country at one’s own expense. A
plaque of recognition may be given to qualified individuals during
the agency’s anniversary celebration.
6.5 Other incentives which the agency’s PRAISE Committee may

recommend on the basis of special achievements, innovative
approaches to assignments, exemplary service to the public and
recognition by an outside group of a particular achievement.
8
VII. FORMS OF AWARDS AND INCENTIVES
7.1 . Compensatory Time-Off - granted to an employee who has worked

beyond his regular office hours on a project without overtime pay.
7.2. Flexiplace - work arrangement allowed for qualified employee/s

who has demonstrated responsibility, initiative, and capacity to
produce output/result and accomplishment outside of the workplace
subject to established guidelines.
7.3. “Salu-salo” Together - meal hosted by superiors or supervisors for

employees who have made significant contributions.
7.4. Personal Growth Opportunities - incentives which may be in the

form of attendance in conferences on official business, membership
in professional organizations, books, journals, tapes, travel
packages and other learning opportunities.
7.5. Trophies, Plaques and Certificates
7.6. Monetary Award
7.7. Travel Packages
7.8. Other Incentives - incentives in kind which may be in the form of

merchandise, computers, pagers, cellular phones, reserved parking
space, recognition posted at the Wall of Fame, feature in agency
publication, and others.
VIII. PRAISE Committee
The PRAISE Committee at the central, regional and provincial office shall
have the following specific responsibilities and composition. It shall be
responsible for the development, administration, monitoring and evaluation
of the awards and incentives system of the agency. As such, the
Committee shall meet periodically to perform the following tasks:
• establish a system of incentives and awards to recognize and motivate

employees for their performance and conduct;
• formulate, adopt and amend internal rules, policies and procedures to
govern the conduct of its activities which shall include the guidelines in
evaluating the nominees and the mechanism for recognizing the
awardees;
• determine the forms of awards and incentives to be granted;
• monitor implementation o f approved suggestions and ideas through
feedback and reports;
• prepare plans, identify resources and propose budget for the system on
an annual basis;
• develop, produce, distribute a System policy manual and orient the
employees on the same;
9
• document best practices, innovative ideas and success stories which

will serve as promotional materials to sustain interest and enthusiasm;
• submit an annual report on the awards and incentives system to the
CSC on or before the thirtieth day of January;
• monitor and evaluate the System's implementation every year and
make essential improvements to ensure its suitability to the agency;
and
• address issues relative to awards and incentives within fifteen (15) days
from the date of submission.
To implement the System effectively, the PRAISE Committee

members are expected to possess positive attitude; be capable of
implementing submitted ideas; open-minded; decisive; have high tolerance
for stress or pressure; and actively participate in all committee meetings.
The head of agency or authorized representative shall be

responsible in overseeing the System’s operations and the Human
Resource Management Unit shall serve as the System’s Secretariat.
The agency may, however, employ an external or independent body

to assist the AGENCYPRAISE Committee to judiciously and objectively
implement the system of incentives and awards.
Central Office
• Agency Head or authorized representative (Undersecretary or

Equivalent Positions);
• Head of the Financial Unit or Equivalent;
• Head of Planning Office or Unit or Equivalent;
• Highest ranking employee in charge of human resource managementor
the career service employee directly responsible for personnel
management; and
purpose or designated by the registered union in the absence of an
accredited union (one first level and one from the second level).
Regional Office
A regional PRAISE Committee may be composed to screen and

recommend eligible candidates for national and agency awards. The
Regional PRAISE Committee m ay likewise grant informal awards based on
the CSC-approved AGENCYPRAISE.
• Regional Director or his authorized representative;

• Head of the Financial Unit or Equivalent;
• Division Chief in-Charge of Training;
• Highest HRMO; and
10

purpose or designated by the registered union in the absence of an
accredited union (one from the first level and one from the second
level).
M unicipal. City o r Provincial Level
• Governor/Mayor or authorized representative;

• Highest ranking employee in charge of human resource management or
management;
• The Planning Officer;
• Budget Officer/Treasurer; and
• 2 representatives of the career rank- and- file employees who shall
serve for a period of two years and chosen through a general assembly
or any other mode of selection to be conducted for the purpose or
designated by the accredited union (one from the first level and one
from the second level).
State Universities and Colleges (SUCs)
• President/Vice-President or designated representative;

• Head of Financial Division or Unit or Equivalent;
• Head of Planning Division or Unit or Equivalent;
• Highest HRMO or the career service employee directly responsible for
personnel management; and
• Two (2) representatives of the career rank-and- file employees from the
academic and non-academic staff who shall serve for a period of two
years and chosen through a general assembly or any other mode of
selection to be conducted for the purpose or designated by the
registered union in the absence of an accredited union (one from the
first level and one from the second level).
Government-Owned or Controlled Corporations (GOCCs)
• Agency Head or authorized representative;

• Head of Administrative/Financial Division or Unit or Equivalent;
• Head of Planning Division or Unit or Equivalent;
• Highest HRMO or any officer/employee in-charge of personnel; and
• Two (2) representatives of the career rank-and-file employees who shall
serve for a period of two years and chosen through a general assembly
or any other mode of selection to be conducted for the purpose or
designated by the registered union in the absence of an accredited
union (one from the first level and one from the second level).
11
IX. FUNDING
The agency shall allocate at least 5 % of the HRD funds for the PRAISE
and incorporate the same in its annual Work and Financial Plan and budget.
X. EFFECTIVITY
The AGENCYPRAISE shall become effective after final evaluation by the

CSC. Subsequent amendments shall likewise be submitted to CSC for evaluation
and shall take effect immediately.
XI. COMMITMENT
I hereby commit to implement and abide by the provisions of this

AGENCYPRAISE which shall be the basis for the grant of awards and incentives
including Productivity Incentive Bonus.
The annual PRAISE Report shall be submitted to the CSC Regional Office
concerned on or before the thirtieth day of January to enable our employees to
qualify for nomination to the CSC-sponsored national awards.
AGENCY HEAD
(Signature over Printed name)
DATE
CSC Action:
I have evaluated the herein agency PRAISE and found it to be in

accordance with the provision of CSC MC ____ , s. 2001 and may now be
implemented.
CSC Regional Director

(Signature over Printed Name)
(Date)
fdra/AGENCYPRAISE(Polides and Model).doc

REPUBLIKA NG PILIPINAS
REPUBLIC OP THE PHIUPPINBS
KAGAWARAN NG EDUKASYON
DEPARTMENT OFEDUCAXION
DepEd Complex, Merafco Avenue, Pasig City, Philippines
Tanggapan ngKalihim Internet ad d ress: h U p ://www.deped .gov.ph
Office of th4 Secretary E-mail: iToco@stBrnet.net.ph • roco@deped.gov.ph
Telephone no.: 633.7208 • Fax no.: 636.4876
DepEd ORDER MAR 0 5 2002

No. 9. s. 2002
ESTABLISHING THE PROGRAM ON AWARDS AND INCENTIVES

FOR SERVICE EXCELLENCE (PRAISE) IN
THE DEPARTMENT OF EDUCATION
To: Undersecretaries
Assistant Secretaries
Bureau/Cultural Agency Directors
Directors of Service/Center and Heads of Units
Regional Directors
School Superintendents
Vocational School Superintendents/Administrators
1. Enclosed is the Department of Education -Program on Awards and Incentives for

Service Excellence (PRAISE) as approved by the Civil Service Commission in line with
the Revised Policies on Employees Suggestions and Incentive Awards System provided
under CSC Resolution No. 010112 and CSC Memorandum Circular No. 01, 6. 2001.
2. The DepEd PRAISE aims to encourage, recognize and reward employees*
individually or in groups, for their suggestions, innovative ideas, inventions, discoveries,
superior accomplishments, heroic deeds, exemplary behavior, extraordinary acts or
services in the public interest and other personal efforts contributing to efficiency,
economy and improvement in government operations which lead to organizational
productivity.
3> All officials concerned and regional directors are hereby enjoined to constitute their
respective PRAISE committee and to implement immediately provisions of this DepEd
PRAISE which shall be the basis for the grant of awards and incentives including
Productivity Incentive Bonus.
4. Immediate and wide dissemination of this Order is desired.
RAUL & ROCO

Secretary
ESPHMBJBWBD
tnbq am p. t:\slt (M m (h\orife»\PRA ISE2002 order, doe
"Bawat Graduate, Bayani at Marangal”

; (Enclosure t» DepEd Order N». 9» s . 2002)
* t
public of the Philippines '
DEPARTMENT OF EDUCATION
Mcralco Avenue, Pasig City
PROGRAM ON AWARDS AND INCENTIVES FOR

SERVICE EXCELLENCE (PRAISE)
In line with the Revised Policies on Employees Suggestions and Incentive Awards
System (ESIAS) provided under CSC Resolution No. 010112 and CSC MC No. 01, S.
2001, the Department of Education adopts the herein Program on Awards and Incentives
for Service Excellence (PRAISE) to be referred to as DepEd PRAISE.
I. BASIC POLICIES
1.1 The Department of Education hereby establishes its own employee
1.2 The System shall be designed to encourage creativity, innovativeness,
efficiency, integrity and productivity in the public service by recognizing and
rewarding officials and employees, individually or in groups, for their
suggestions, inventions, superior accomplishments and other personal efforts
which contribute to the efficiency, economy, or other improvement in
government operations, or for other extraordinary acts or services in the
public interest.
1.3 The PRAISE shall adhere to the principle of providing incentives and awards
based on performance, innovative ideas and exemplary behavior.
1.4 The PRAISE shall give emphasis on the timeliness of giving award or
recognition. Aside from conferment o f awards during the traditional or
planned awarding ceremonies, the spirit of on-the-spot grant of recognition
shall be institutionalized.
1.5 The PRAISE shall provide 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. For this purpose, the System shall encourage the grant of non
monetary awards. Monetary awards shall be granted only when the
suggestions, inventions, superior accomplishments and other personal efforts
result in monetary savings which shall not exceed 20% of the savings
generated.
1.6 At least 5% o f the HRD Fund shall be allocated for the PRAISE and
incorporated in the DepEd’s annual Work and Financial Plan and budget.
}
1 The duly established oSC-approved DepEd PRAISE shall be trie basis of the
grant of the Productivity Incentive Bonus (PIB), and other awards and
incentives. An annual PRAISE report shall be submitted to the Civil Scrvicc
Commission Regional Office concerned on or before the thirtieth day of
January to enable their employees to qualify for nomination to the CSC
sponsored national awards.
II. OBJECTIVES
2.1 General
To encourage, recognize and reward employees, individually or in groups, for
their suggestions, innovative ideas, inventions, discoveries, superior
accomplishments, heroic deeds, exemplary behavior, extraordinary acts or
services in the public interest and other personal efforts which contribute to
the efficiency, economy and improvement in government operations, which
lead to organizational productivity.
2.2 Specific
2.2.1 to establish a mechanism for identifying, selecting, rewarding and
providing incentives to deserving employees at the start of each
year;
2.2.2 to identify outstanding accomplishments, best practices of
employees on a continuing basis;
2.2.3 to recognize and reward accomplishments and innovations
periodically or as the needs arises; and
2.2.4 to provide incentives and interventions to motivate employees who
have contributed ideas, suggestions, inventions, discoveries,
superior accomplishments and other personal efforts.
III. SCOPE
The System shall apply to all officials and employees in the career and non-career
service of this department including public and elementary school teachers and the
administrative support personnel in the central, regional and division offices and
public schools.
IV. DEFINITION OF TERMS

♦ AWARD - recognition which may be monetary or non-monetary conferred on
ah individual or a group of individuals for ideas, suggestions, inventions,
discoveries, superior accomplishments, exemplary behavior, heroic deeds,
extraordinary acts or services in the public interest which contribute to the
efficiency, economy, improvement in government operations which lead to
organizational productivity.
♦ CAREER - positions in the civil service characterized by (1) entrance based
on merit and fitness to be determined as far as practicable by competitive
examination, or based on highly technical qualifications; (2) opportunity for
advancement to higher career positions; and (3) security of tenure.
♦ CONTRIBUTION - any input which can be in the form of an idea or
performance.
♦ DISCOVERY - is the uncovering of 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 improvement to effect economy in operation, to
increase production and improve working conditions.
♦ INCENTIVE - monetary or non-monetary motivation or privilege given to an
official or employee for contributions, suggestions, inventions, ideas,
satisfactory accomplishment or demonstration of exemplary behavior based on
agreed performance standards and norms of behavior.
♦ INVENTION - the creation of something previously non-existent which will
benefit the government.
♦ NON-CAREER - positions expressly declared by law to be in the non-career
service; or those whose entrance in the service is characterized by (1) entrance
on bases other than those of the usual tests of merit and fitness utilized for the
career service; and (2) tenure which is limited to the duration of a particular
project for which purpose employment was made.
♦ PERFORMANCE TYPE CONTRIBUTION - refers to performance of an
extraordinary act or service in the public interest in connection with, or related
to one’s official employment; or outstanding community service or heroic acts
in the public 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.
♦ SUGGESTION - idea or proposal which improves work performance,
systems and procedures and economy in operations that will benefit the
government.
♦■SYSTEM - the agcncy awards and incentives program for employees.
PRAISE COMMITTEE
5.1 The PRAISE shall be institutionalized through the creation of a PRAISE
Committee in the central and regional offices to be composed of the
following:
Central Office
❖ Secretary or his or her authorized representative (Undersecretary or
Equivalent Position) who will act as Chairperson;
❖ Head of the Financial Unit or Equivalent;
❖ Head of Planning Office or Unit or Equivalent;
♦t* Highest ranking employee in-charge of human resource management or
management; and
♦> Two (2) representatives from the accredited employeesunion who shall .)
serve for a period of two years (one from the first level and one from the '(
second level.
Regional Office.
A regional PRAISE Committee shall be constituted at the regional office to
screen and recommend eligible candidates for national awards. The Regional
PRAISE Committee may likewise grant informal awards based on the CSC-
approved DepEd PRAISE.
❖ Regional Director or his/her authorized representative;
❖ Head of the Financial Unit or Equivalent;
❖ Division Chief in-Charge of Training or Equivalent;
*•* Highest Human Resource Management Officer; and
♦> Two (2) representatives from the accredited employees union who shall ,
serve for a period of two years (one from the first level and one from the
second level). In the absence of an accredited union, a general election
may be done as an option.
2 The duly constituted PRAISE Committee in the central and regional offices
shall be responsible for the development, administration, monitoring and
evaluation o f the awards and incentives system of the DepEd. As such, the
Committee shall meet periodically to perform the following tasks:
> establish a system of incentives and awards to recognize and motivate
employees for their performance and conduct;
> formulate, adopt and amend internal rules, policies and procedures to
govern the conduct of its activities which shall include the guidelines in
evaluating the nominees and the mechanism for recognizing the
awardees;
> determine the forms o f awards and incentives to be granted;
> monitor implementation of approved suggestions and ideas through
feedback and reports;
> prepare plans, identify resources and propose budget for the system on an
annual basis;
> develop, produce, distribute a system policy manual and orient the
employees on the same;
> document best practices, innovative ideas and success stories which will
serve as promotional materials to sustain interest and enthusiasm;
> submit an annual report on the awards and incentives system to the CSC
on or before the thirtieth day of Jauuary;
> monitor and evaluate the System’s implementation every year and make
essential improvements to ensure its suitability to the agency; and
> address issues relative to awards and incentives within fifteen (15) days
from the date of submission.
5.3 To implement the System effectively, the PRAISE Committee members are
expected to possess positive attitude; be capable o f implementing submitted
ideas; be open-minded and decisive; must have high tolerance for stress or
pressure; and actively participate in all committee meetings.
5.4 The Secretary or his/her authorized representative shall be responsible in
overseeing the System’s operations and the Human Resource Management
Unit shall serve as the System’s Secretariat at the national level.
5.5 The PRAISE Committee shall ensure that productivity, innovative ideas,
suggestions and exemplary behavior can be identified, considered, managed
and implemented on a continuing basis to cover employees at all levels,
5.6 The PRAISE Committee shall establish its own internal procedures and
strategies. Membership in the Committee shall be considered part of the
members’ regular duties and functions.
5.7 DepEd shall submit its Program on Awards and Incentives for Service
Excellence (PRAISE) and its subsequent amendments to the Civil Service
Commission Regional Office. The Civil Service Commission Regional or
Field Office concerned shall provide technical assistance, if deemed
necessary, to ensure proper implementation.
5.8 Issues relative to awards and incentives shall be brought before the PRAISE
Committee which shall address the same within fifteen (15) days from the
date o f submission.
TYPES OF AWARDS
6.1 National Awards
The DepEd shall participate in the search for deserving employees who may
be included in the screening of candidates for awards given by other
government agencies, private entities, NGOs and other award giving bodies
‘ such as the:
6.1.1 Presidential or Lingkod Bayan Award - conferred on an individual
for consistent, dedicated performance exemplifying the best in any
profession or occupation resulting in the successful implementation of
an idea or performance, which is of significant effect to the public or
principally affects national interest, security and patrimony.
6.1.2 Outstanding Vublic Official/Employee or Dangal Bayan Award
- granted lo any public official or employee in government who has
demonstrated exemplary service and conduct on the basis of his or her
observance of one or more of the eight (8) norms of behavior described
under Republic Act No. 6713 or the Code o f Conduct and Ethical
Standards for Government Officials and Employees,
6.1.3 Civil Scrvice Commission or the PAGASA Award - conferred on a
group of individuals or team who has demonstrated outstanding
teamwork and cooperation, which resulted in the successful
achievement of its goal or has greatly improved public service
delivery, economy in operation, improved working conditions or
otherwise benefited the government in many other ways.
6.1.4 Other Awards - given by other government agencies, private
institutions or NGOs to an individual or team for contributions of an
idea or performance that directly benefited the government.
2 Department/Regional Level Awards
The DepEd shall develop and initiate the search for deserving employees who
may be included in the screening of candidates for awards to be given such as:
6.2.1 Best Employee Award - granted to an individual or individuals who
excelled among peers in a functional group, position or profession. A
cash award of not less than the amount provided under relevant
existing laws shall be given to outstanding employees plus a certificate
of recognition or other forms o f incentives as the committee may
decide, e.g., Best Division Chief, Best Secretary, Best Legal Officer,
Best Driver, Best Utility Worker and other similar awards.
6.2.2 Gantimpala Agad Award - given outright to employees commended
by clients for their courtesy, promptness, efficiency and dedication to
duty.
6.2.3 Exemplary Behavior Award - based on the eight norms of conduct
as provided under RA 6713 (Code of Conduct and Ethical Standards).
The awardee will be automatically nominated by the DepEd PRAISE
Committee to the Dangal ng Bayan Award.
6.2.4 Best Organizational Unit Award - granted to the top organizational
unit, which may be a section, division or office, on the basis of
meeting the organization’s performance targets and other pre
determined criteria.
6.2.5 Cost Economy Measure Award - granted to an employee or team
whose contributions such as ideas, suggestions, inventions, discoveries
or performance o f functions result in savings in terms o f manhours and
cost, or otherwise benefit the DepEd and government as a whole. The
monetary award shall not exceed 20% of die monetary savings
generated from the contribution.
6.2.6 Service Award - conferred on retirees whether under optional or
compulsory retirement schemes held during a fitting ceremony on or
before the date of their retirement.
6.2.7 Such other awards which the DepEd may decide to give.
TYPES OF INCENTIVES
The DepEd shall continuously search, screen and reward deserving employees to
motivate them to improve the quality of their performance and instill excellence in
public service. As such the following types of incentives shall be regularly
awarded:
7.1 Loyalty Incentive - granted to an employee who has served continuously and
satisfactorily the agency for at least ten (10) years. The recipient shall be
entitled to a cash award under existing policies. Succccding awards shall be
given every five (5) years thereafter. In addition to the cash award, a lapel
emblem/loyalty pin shall be given as follows:
10 and 15 years - Bronze
20 and 25 years - Silver
30,35 & 40 years - Gold
Other tokens such as wrist watch, ring and others.
7.2 Length of Service Incentive - given to an employee who has rendered at
least three (3) years of continuous satisfactory service in the same position.
The cash award shall be incorporated in the salary adjustments following the
Joint CSC-DBM Circular No. 1, s. 1990.
7.3 Productivity Incentive - given to all employees who have performed at least
satisfactorily for the year covered in accordance with the DepEd’s CSC-
approved PES. This incentive shall follow relevant existing guidelines.
7.4 Career and Sel r-Developnient Incentive - granted in recognition of an
individual who has satisfactorily completed a course or degree within or
outside the country at one’s own expense. A plaque of recognition may be
given to qualified individuals during the DepEd’s anniversary celebration.
7.5 Other Incentives - which the agcncy’s PRAISE Committee may recommend
on the basis of special achievements, innovative approaches to assignments,
exemplary service to the public and recognition by an outside group of a
particular achievement.
xii T f o r m s o f a w a r d s a n d i n c e n t i v e s
8.1 Compensatory Time-Off - granted to an employee who has worked beyond

his regular office hours on a project without overtime pay.
8.2 Flexiplace - work arrangement allowed for qualified employee/s who has
demonstrated responsibility, initiative and capacity to produce output/result
and accomplishment outside of the workplace subject to established
guidelines.
8.3 “Salu-salo” Together - meal hosted by superiors or supervisors for
employees who have made significant contributions.
8.4 Personal Growth Opportunities - incentives which may be in the form of
attendance in conferences on official business, membership in professional
organizations, books, journals, tapes, travel packages and other learning
opportunities.
8.5 Trophies, Plaques and Certificates
8.6 Monetary Award
8.7 Travel Packages
8.8 Other Incentives - incentives in kind which may be in the form of
merchandise, computers, pagers, cellular phones, reserved parking space,
recognition posted at the Wall o f Fame, feature in DepEd publications and
others.
IX. FUNDING
The DepEd Central and Regional offices shall allocate at least 5% of their
respective HRD funds for the PRAISE and incorporate the same in its annual Work
and Financial Plan and budget.
X. EFFECTIVITY
The DepEd PRAISE shall become effective a Her final evaluation by the CSC.
Subsequent amendments shall likewise be submitted to CSC for evaluation and
shall take effect immediately.
XI. COMMITMENT
I hereby commit to implement and abide by the provisions of this DepEd PRAISE
which shall be the basis for the grant of awards and incentives including
Productivity Incentive Bonus.
The. annual PRAISE Report shall be submitted to the CSC Regional Office
Concerned on or before the thirtieth day of January to enable our employees to
qualify for nomination to the CSC-sponsored national awards.
ERNESTO S./'A tJ g AN
Undersecretary, DepEd
(Date)
CSC Action:
I have evaluated the herein DepEd PRAISE and found it to be in accordance with
the provisions of CSC Memorandum Circular No. 01, s. 2001 and may now be
implemented.

(Signature Over Printed Name)
Date
ewbd\jmb\a:\praise2001 /praise I
CIVIL SERVICE
COMMISSION
ParasataumBAYAN
MC No. 3 . s. 2012
MEMORANDUM CIRCULAR
TO ALL HEADS OF CONSTITUTIONAL BODIES,

DEPARTMENTS, BUREAUS, AND AGENCIES OF THE
NATIONAL GOVERNMENT; LOCAL GOVERNMENT
UNITS; GOVERNMENT-OWNED OR CONTROLLED
CORPORATIONS WITH ORIGINAL CHARTERS; AND
STATE UNIVERSITIES AND COLLEGES
SUBJECT Program to Institutionalize Meritocracy and Excellence in

Human Resource Management (PRIME-HRM)
The Civil Service Commission, pursuant to CSC Resolution No. 1200241

dated February 1, 2012, adopts the following guidelines on the implementation of the
Program to Institutionalize Meritocracy and Excellence in Human Resource
Management (PRIME-HRM)
A. Rationale
The PRIME-HRM is a program that integrates and enhances the Personnel

Management Assessment and Assistance Program (PMAAP) and the CSC
Agency Accreditation Program (CSCAAP). It is a mechanism to continuously
capacitate agencies in the performance of their human resource management
functions; recognize best practices in the various areas of human resource
management; and serve as a venue for exchange and development of
expertise in human resource management in the Philippine public service.
B. Objectives
PRIME-HRM is a program to inculcate meritocracy and excellence in the

public service human resource management through a program of reward,
recognition, empowerment and continuous development. Specifically, the
program aims to:
1 . assess the human resource management practices and capabilities of

agencies;
2. serve as search mechanism for best practices in the human resource
management;
3. promote and serve as a venue for exchange and development of expertise
in the area of human resource management between and among
Jn a &ace to Serve: Responsive, Accessible, Courteous and Effective Public Service

rai CSC Building. IBP Road. Constitution Hills. 1226 Quezon Citv • S 931-7935/931-7939/931-8092 • 8 c8cohil@webimil.cse.ffov.nh • d
government agencies;
4. empower agencies in the performance of human resource management
functions; and
5. promote and reward excellent human resource management practices.
C. Scope and Coverage of the Program
The program shall cover all national and local government agencies including
government-owned and controlled corporations (GOCCs) with original charter
and state universities and colleges (SUCs), as well as regional offices of
agencies with existing Regional HR offices/units. The program shall involve
all HRMOs, heads of agencies and rank and file employees. PRIME-HRM
shall cover the following;
1 . assessment of the human resource management systems and standards,

management of human resource records, other systems and programs
2. assessment of Competency Level of the agency's Human Resource
Management Officers (HRMOs) (self-assessment for the HRMOs as well
as 360 degree validation1
3. survey of agency Human Resource Management climate
4. customized technical assistance and developmental interventions
according to the determined needs of the agency; and
5. review of decisions made and actions taken on appointments,
rewards/incentives, performance ratings, leave, employee
welfare/benefits, administrative discipline, grievance, and other human
resource management matters.
D. THE PRIME-HRM Components
The following programs for assistance shall be the component of the PRIME-
HRM:
1. Comprehensive HRM Assistance, Review and Monitoring (CHARM)
CHARM is generally a detailed appraisal of the human resource

management systems and standards, management of human resource
records, other systems and programs, and the competence of the
HRMOs, initially undertaken to Regulated agencies to determine their
readiness for Level II -Accredited status and/or ascertain the strengths
and weaknesses of the agency HRM.
For Level II accredited agencies, CHARM shall be done only when there
is a valid ground such as repeated/serious violation of the Terms and
1 validation by the supervisor, agency officials and employees, Civil Service Field Officer and other peers
2
Conditions of Accreditation; change of administration in the case of LGUs,
or any analogous cases.
Areas Covered by CHARM:
a. Human Resource Management Records Management
a.1 . 201 file includes2

• CS Form 212 (Personal Data Sheet)
• CS Form 33 (Appointment Form)
• Position Description Form (for all types of appointment)
• Medical Certificate (for original appointment and reemployment)
• Clearances (NBI clearance for original appointment and
reemployment
• Clearance from financial obligations and property accountability
for transfer reemployment)
• Neuro-psychiatric Examination (for original appointments to
positions which involve the maintenance of peace and order and
the protection of life and property)
• Licenses, if necessary
• Performance Evaluation Documents
• Commendation, Certificate of Achievement, Award, etc.
• DisciplinaryAction Documents
• Other employee records (e.g. written consent of demoted
employee)
a.2. Plantilla Entries vis-d-vis Appoinments

a.3. Attendance Records
a.4. Leave Records
a.5. Service Records
a.6. Other Human Resource Management Records (Minutes of
meetings/resolutions, office issuances, policies on human resource
management, etc.)
b. HR Management Systems and Programs
b.1. HR Plan with the following basic components:

• Organizational Profile
o Agency Mandate, Vision, Mission and Strategic Goals
2 As listed under Rule III, V and VIII, CSC MC 40, s. 1998
3
o Organization Chart/Functional Chart/Personnel Chart
o Job Description of all positions
• HR Systems
o Recruitment/Promotion
■ Qualification Standards (QS)
■ Merit Promotion/Selection Plan or Merit System (for
Closed-Career)
■ Personnel Selection Board
■ Succession Planning
o Retention
■ Performance Management System (PMS)
■ Training and Development
■ Career Pathing Program
■ Employee Welfare
o Rewards and Recognition
■ Program on Awards and Incentives for Service
Excellence (PRAISE)
o Retirement
■ Pre-retirement Program
o Employee Relations
" Grievance Machinery
o Employee Health and Wellness Program
o Employee Discipline
• Committee on Decorum and Investigation (CODI)
• Human Resource Information System (HRIS)
c. Competency Level and Qualifications of the Human Resource

Management Officer (HRMO)
2. Continuing Assistance and Review for Excellent Human Resource

Management (CARE-HRM)
CARE-HRM is a continuing program to assist agencies in implementing

the recommendations contained in the CHARM or CARE-HRM report, as
the case may be. For Level II- Accredited and Level III- Deregulated
agencies in good standing, CARE HRM shall be done at least once every
two years.
For Level I- Regulated agencies, strict monitoring of the recommendations

from the CHARM shall be conducted. Assistance shall be provided within
a period of six (6) months for agencies which could not implement the
recommendations for valid reasons, e.g., no appointed HRMO, or any
4
procedural issues. The semi-annual CARE-HRM report will be the basis
for recommendation to Level li-Accredited Status, or possible conferment
of Center for Excellence recognition. However, should an agency
continue to be non-compliant or commit flagrant violation of civil service
law and rules despite the assistance rendered by the Commission, said
agency shall be dealt with administratively.
3. Special Program for Evaluation and Assessment as

Required/Requested (SPEAR)
The Commission may, upon its initiative or upon request of concerned

parties conduct a special assessment on all or certain areas of an agency
HRM. This covers specific areas or partakes of the nature of a particular
inquiry made to verify urgently needed information. It may be done within
any regular assessment period or apart from it. A Memorandum of
Undertaking shall be executed between the agency and the CSC and an
audit engagement fee maybe charged for this purpose.
E. Agency Status and Recognition under PRIME-HRM
PRIME-HRM shall be used as a tool to recognize agencies with best

practices in human resource management. Agency initiated innovations,
enhancements or remarkable development in HR management program and
system shall be given recognition to motivate agencies to aspire for
excellence. The following recognition/status may be conferred on agencies
meeting the standards set by the Commission:
1. Level I (Regulated) - agencies that have not fully complied with the
requirements for Level II - Accredited status. These agencies shall be
subjected to regular monitoring/assistance by the Civil Service
Commission
2. Level II (Accredited) - agencies satisfactorily implementing CSC human

resource management systems/programs shall be granted Authority to
take final action on appointments
3. Level III (Deregulated)- agencies which consistently complied with the

Terms and Conditions for Level II Accredited status and/or initiated
innovations/enhancements or remarkable development in HR
management programs and systems shall be given Authority to take
final action on appointments and to implement HR programs and
systems without the need for prior approval by the Civil Service
Commission.
5
4. Center for Excellence in HRM - a recognition conferred by the Civil
Service Commission to agencies with best practices in some or all human
resource management areas, subject to the recommendation of a
Certifying Board composed of HR practitioners/experts representing the
various sectors
5. Seal of Excellence in HRM - the highest recognition conferred on

institutions or individuals which have been conferred Center for
Excellence in and/or played pivotal role in the development/innovation of
three of more HR areas, subject to the recommendation of a Certifying
Board composed of HR practitioners/experts representing the various
sectors
F. Transition from PMAAP/CSCAAP to PRIME-HRM
Prior to the implementation of the PRIME-HRM, The following transitory

activities shall be undertaken:
1. CSCFOs shall validate and update list of accredited and non-accredited

agencies in their area of jurisdiction.
2. HR Climate Scanning shall be conducted from March to June 2012. Ail

agency HRM shall be subjected to a 360° assessment, the results of
which shall be the bases for prioritization of agencies for affirmation of
accreditation status; prioritization of agencies targeted for accreditation;
and recommendation for conferment of Center for Excellence and/or Seal
of Excellence in HRM award.
a. Level II accredited agencies under the PMAAP shall be reassessed

using the PMAAP standards for purposes of revalidation of Level II
accreditation status. Those who pass the revalidation shall be given a
period of one year to fully comply with the additional/enhanced
requirements under the PRIME-HRM to maintain their accreditation
status.
b. The Level II Accreditation status of agencies which will not pass the
reassessment/revalidation shall be suspended or revoked, hence
these agencies will be reverted to Regulated status.
G. Composition of Certifying Board
A Certifying Board to be composed of HR practitioners from

respected/recognized HR organizations, practitioners in the academe, private
sector, public service, CPO officials, and CSI Director shall be appointed by
the CSC Chair to assess and recommend agencies for recognition as Center
6
for Excellence in HRM and/or conferment of Seal of Excellence in HRM
award.
The Certifying Board shall recommend criteria and standards for the Center
for Excellence status and the conferment of Seal of Excellence award. The
Board shall likewise recommend to the Commission the grant/conferment of
the recognition/award.
CSCROs shall be tasked to convene and chair a counterpart group for this
purpose to act as the Regional Evaluation Committee, using the
criteria/standards formulated by the Certifying Board and approved by the
Commission. The Regional Evaluation Committee’s recommendations shall
be reviewed by the Certifying Board for final recommendation to the
Commission.
H. PRIME-HRM Reports
The following reports shall be prepared/ maintained:
1. CHARM/CARE-HRM Report stating the objectives and the summary

of findings and recommendations. The report shall contain an
Executive Brief, the matrix of findings and recommendations and the
Assessment form. The report shall be prepared by the PRIME-HRM
Team and approved by the CSCRO Director.
The CHARM/CARE Report shall be attached to the CSCRO

Recommendation for Level II - Accredited or Level III- Deregulated
status to be forwarded to the Personnel Policies and Standards
Office (PPSO-CSC-CO).
2. Agency Capability Evaluation Card on an annual basis. The

Agency Capability Evaluation Card shall reflect the agency's status
relative to appointments issued and acted upon during the year,
status of human resource management mechanisms, competency
and qualifications of HRMO with the intervention provided (if any) and
other pertinent concerns that need to be addressed. This evaluation
card shall be regularly updated by the CSCFO as part of their
monitoring function.
The agency, its mother agency and CSCRO shall be furnished with
copies of the Agency Capability Evaluation Card.
3. PRIME-HRM Annual Report. A consolidated annual report of the

CHARM/CARE and Agency Capability Evaluation shall be prepared by
the CSCRO-PSED for submission to the PPSO every end of the first
quarter of the succeeding year.
7
The PPSO shall consolidate the CSCRO reports and incorporate the
findings/data in the Annual State of HRM in the Public Service Report.
I. Responsibilities and Accountabilities
The CSCRO/CSCFO, the agency head/appointing authority and the HRMO,

as partners shall be responsible for the implementation of the revised policies
on PRIME-HRM.
The Commission holds the agency heads accountable for the exercise of their
delegated authorities in compliance with CS Law and rules, while providing
them with an opportunity to demonstrate leadership to improve their HR
management.
Continuing evaluation of the extent of observance of the other terms and

conditions of accreditation shall be made and monitored by the Commission
through the regular conduct of CARE-HRM at least once every two years.
Agencies that deliberately and continually violate or deviate from Civil Service
Law and rules despite regular assistance provided by the PRIME-HRM Team
may have their accreditation suspended or revoked. In case of violations,
appropriate disciplinary action shall be proceeded with against the person(s)
responsible in accordance with the Revised Rules on Administrative Cases in
the Civil Service.
J. Manual of Operations. A Manual of Operations shall be developed

Incorporating the Operational Guidelines on the PRIME-HRM.
This Memorandum Circular shall take effect immediately.
FRMICIS96 T. DUQUE III

V Chairman
FEB 1 6 '2012
8
Republic of the Philippines
Department of Education
Region V
Policy Guidelines for Special Awards

for Laudable, Utmost, Diversed and Outstanding
Accomplishments (S A L U D O)
I. RATIONALE
In accordance with the Civil Service Commission M emorandum
Circular (CSC MC) No. 3, s. 2012 titled Program to Institutionalize
Meritocracy and Excellence in Hum an Resource M anagement (PRIME-
HRM), CSC M emorandum Circular No. 01, s. 2001 titled Program on
Awards and Incentives for Service Excellence (PRAISE), and to
strengthen the implementation of DepEd Order No. 9, s. 2002 on
establishing such Program in the Departm ent of Education hereby
adopts these policies in crafting the Schools Division Office of Camarines
Sur Special Awards for Laudable, Utmost, Diversed and Outstanding
Accomplishments (SALUDO) Program
Awards and recognition were already established in the previous
years in SDO Camarines Sur. Nevertheless, to strengthen policy and
more comprehensive selection process, thus SALUDO shall be
implemented which aim s to recognize and reward personnel, individually
or in groups.
The Rewards & Recognition (R & R) Committee shall promote
uniformity and consistency in the implementation of the aw ards and
incentives program in SDO Cam arines Sur of the Departm ent of
Education. It shall ensure that those belonging to the specialized group
are not left behind regardless of their limitations and restrictions. It
shall recognize and reward officials and employees (teaching, teaching-
related and non-teaching, individually or in group for their valuable
suggestions, innovative ideas, invention, discoveries, superior
accom plishm ents, heroic deeds, exemplary behavior, extraordinary acts
or services in the public interest and other personal efforts which
contribute to the efficiency, economy and improvement for the operation
that leads to productivity that has impact to the country and to the
clients.
The Equal Opportunity Principle (EOP) policy shall be
incorporated in program formulation, nom inations, screening and
deliberations, and awarding. R and R activities shall not exclude anyone
SDO Cam arines Sur SALUDO
Special Awards for Laudable, Utmost, Diversed and Outstanding Accomplishments
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Region V
on account of h is/h er sex and gender, age, civil status, physical
characteristics, religion, belief, creed, race, family background, political
affiliation, socio-economic standing, and such other attributes, and
shall ensure the equal and fair treatm ent of all.
II. BASIC POLICIES

2.1 The SDO Cam arines Sur hereby establishes its own awards
and recognition system titled SALUDO.
2.2 The system shall adhere to the principle of recognizing
creativity, innovativeness, inventiveness, outstanding
accomplishm ents, extraordinary acts, exemplary ethical
behavior and services on public interest, and personal efforts
contributing to efficacy and improvements in the operations.
2.3 The SALUDO shall give em phasis on giving aw ards and
recognition anchored on the CSC and DepEd PRAISE Policy.
On the spot award shall be institutionalized aside from the
conferment of aw ards during planned awarding ceremonies.
2.4 The SALUDO shall provide m onetary an d /o r non-m onetary
aw ards and recognition.
2.5 The SALUDO shall be institutionalized through the creation
of search committee with the following compositions:
2.5.1. School Level Committee
2.5.2. District Level Committee
2.5.3. Division Level Committee
2.6 The Schools Division Superintendent or authorized
representative shall be responsible in overseeing the
System’s operation and the Hum an Resource Management
Unit shall serve as the Secretariat.
2.7 Five percent (5%) of the Hum an Resource Development (HRD)
Fund shall be allocated for the SALUDO and incorporated in
The SDO Cam arines Sur Work and Financial Plan and
Annual Operational Plan.
2.8 Issues relative to the aw ards and recognition shall be brought
before the SALUDO Committee which shall address the same
within fifteen (15) days from the date of subm ission.

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Region V
III. OBJECTIVES
3.1 General
To recognize and award personnel, individually or in groups,
for their exemplary and outstanding accom plishm ents,
innovative ideas and practices, inventions, discoveries, heroic
deeds, exemplary ethical behavior, extraordinary acts and
services in the public interest and personal efforts
contributing to the efficacy, improvement in operations
which lead to organizational productivity and quality service.
3.2 Specific
3.2.1 Identify outstanding accomplishment, exceptional and
extraordinary contributions and best practices of
personnel, offices, schools and learning centers;
3.2.2 Recognize and reward outstanding accom plishm ents
and innovative ideas and practices;
3.2.3 Acknowledge significant contributions in the
promotion of commitment and dedication for quality
service to achieve excellence; and
3.2.4 Motivate and inspire employees who have contributed
innovative ideas, outstanding accom plishm ents, and
other exemplary performance by providing aw ards and
recognition.
IV. SCOPE
SALUDO applies to all personnel of SDO Cam arines Sur,
individually or group. This also applies to the offices, schools,
and learning centers abiding with the policy and guidelines of
the SALUDO.
This shall be implemented annually from Jan uary to
December in School to Division level.

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Region V
V. REWARDS AND RECOGNITION PROGRAM DESIGN/
FORMULATION
5.1. The design of the Rewards and Recognition program shall take
into consideration the need to afford all personnel the chance to be
nominated. For this purpose, there shall be as m any program s as
practicable so that all teaching, related teaching, and non-teaching
employees of SDO Cam arines Sur, regardless of employment status,
sex and gender, age, civil status, physical characteristics and
attributes, religion, belief, creed, race, family background, political
affiliation, socio-economic standing shall have the chance to be
recognized and rewarded.
VI.SALUDO FRAMEWORK
SALUDO is a customized program of SDO Cam arines Sur
under PRAISE in accordance with the Civil Service Commission
M emorandum Circular (CSC MC) No. 3, s. 2012 titled Program to
Institutionalize Meritocracy and Excellence in Human Resource
M anagement (PRIME-HRM), CSC M emorandum Circular No. 01, s.
2001 titled Program on Awards and Incentives for Service
Excellence, and to strengthen the implementation of DepEd Order
No. 9, s. 2002 on Establishing PRAISE in the Departm ent of
Education.
This was categorized with individual and group awards to be
given from School, District to Division level to deserving officials
and personnel. Individual category includes Gantim pala Agad
Award, Heroic Deeds Award, Exemplary Ethical Award,
Superintendent’s Choice Award, Loyalty Award, Excellence Awards
for OSDS, CID and SGOD Programs, Projects and Activities (PPAs)
Commendable Implementation, Special Awards, Posthum ous
Award, Honor Award and O utstanding Employees. Group category
includes TODO Award and SAFE Award. These shall be
implemented in school, district and division level.
Equal Opportunity Principles shall be observed and
promoted to ensure the equal and fair treatm ent for all.

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Region V
DepEd Order No. 9 CSC MC No. 01 CSC MC No. 03

s .2002 s. 2001 s. 2012
1 1 1
The aims of Rewards and Recognition (R & R) through SALUDO Program of SDO
Camarines Sur shall ensure that those who belong to the specialized group shall not be
left behind regardless of their limitations and restrictions. It shall recognize and reward
officials and personnel contribute to the efficiency, economy and improvement that leads
to the productivity thereby creating impact to the country and to the clients.

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Region V
VII. DEFINITION OF TERMS

• Award - a recognition which maybe m onetary on non-m onetary
conferred on an individual or group for their exemplary and
outstanding accom plishm ents, innovative ideas and practices,
inventions, discoveries, heroic deeds, exemplary ethical behavior,
extraordinary acts and services in the public interest and personal
efforts contributing to the efficacy, improvement in operations
which lead to organizational productivity and quality service.
• Laudable - an action or behavior
• Diversed - displayed a great deal of diversity. Deserving of praise and
com m endation.
• Discovery - an act of finding out for the first time which enhanced
public service delivery.
• Exemplary Ethical Behavior - adhering to the organization’s rules,
effective communication, taking responsibility, accountability,
professionalism, trust and m utual respect for your colleagues at
work.
• Extraordinary Act - something that goes above and beyond what
is expected.
• Heroic Deed - an act of heroism which shows great courage and
bravery for the common good.
• Honor - refers to an accom plishm ent rendered that gives honor to
SDO Cam arines Sur.
• Innovative Idea - introduces new and creative ideas relative to
educational concerns.
• Invention - the action of inventing something, typically a process
or device to be utilized by the organization.
• Loyalty - refers to the length of service extended by teaching and
non-teaching employees of SDO Cam arines Sur.
• Notable Accom plishm ents - refers to the rem arkable
accom plishm ents beyond Key Result Areas (KRA)
• Personnel - refers to the teaching and non-teaching employee of
SDO Cam arines Sur.
• Posthum ous refers to an award given to the family of the
personnel who died in line of duty.
• Practice - refers to something that is usually or regularly done,
often as a habit.
• SAFE - School Achievements For Excellence.
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Region V
• SALUDO - Special Aw ards for Laudable, Utmost, Diverse and
Outstanding Accomplishments. It is a customized project of SDO
Camarines Sur to recognize and reward personnel, individually or
in groups.
• Service - a m eans of delivering value to custom ers by facilitating
outcomes to achieve without the ownership of specific costs and
risks.
• Special award - an award presented to individuals, group, or office,
schools and organizations who have made im portant contributions.
• TODO - Tangible and Outstanding Deliverables in the Office.
• Outstanding accom plishm ent - refers to something accomplished
with special/great efforts, exemplary performance, and rem arkable
achievements.
• Utm ost - refer to the highest attainable point or degree.
VIII. SALUDO COMMITTEE

8.1 SALUDO shall be institutionalized through the creation of
SALUDO COMMITTEE in the school, district and division to
be composed of the following:
SCHOOL
Chairperson: School Head or authorized representative
Co- Chairperson: Teachers Organization President
Member: PTA President or any representative
Secretariat: Administrative Officer/ School Guidance
Counselor/Secretary of Teachers
Association
DISTRICT
Chairperson: Public Schools District Supervisor or authorized
representative
Co- Chairperson: President of District Association of School
Heads
Member: One (1) representative from the accredited teacher
organization
Secretariat: Administrative Officer/District Guidance
Counselor
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Region V
DIVISION
Chairperson: Assistant Schools Division Superintendent In
Charge of SGOD
Co- Chairperson: A ssistant Schools Division Superintendents
Members: SGOD Chief
CID Chief
Administrative Officer V
Human Resource M anagement Officer
Budget Officer
Rewards and Recognition Representative
Representatives from the accredited organizations/
employees union
Secretariat: SGOD-HRD - SEPS, EPS II, PDO
8.2. The duly constituted SALUDO Committee in the school,

district and division shall be responsible for the development,
adm inistration, monitoring and evaluation of the rewards
and recognition system in SDO Cam arines Sur. As such, the
Committee shall meet periodically to perform the following
roles and responsibilities:
> establish a system of rewards and recognition to recognize
and motivate personnel for their performance and
conduct;
> adopt and am end internal rules, policies and procedures
to govern the conduct of its activities which shall include
the guidelines in evaluating the nominees and the
m echanism for recognizing the awardees;
> determine the reward and recognition to be granted;
> monitor implementation of approved suggestions and
ideas through feedback and reports;
> prepare plans, identify resources and propose budget for
the system on the annual basis;
> develop, produce, distribute a system policy m anual and
orient the employees on the same;
> docum ents best practices, innovative ideas and success
stories which will serve as promotional m aterials to
sustain interest and enthusiasm ;
> school and district committee subm its an annual report
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Region V
on the rewards and recognition system to the Division
Committee on or before the 30th of December, and division
committee to CSC on or before the 30th of January;
> monitor and evaluate the SALUDO school and district
implementation every year and make essential
improvements to ensure its sustainability;
> address issues relative to rewards and recognition within
fifteen (15) days from the date of subm ission;
> evaluates the required docum ents based on the search
criteria and ascertain the validity and veracity of the
docum ents subm itted;
> conducts interview to validate data/inform ation of
nominees;
> adm inisters behavioral checklist/evaluation to the
nominees;
> consolidates and subm it final results with the validated
docum ents at the District/Division Selection Committee;
> recom mends eligible candidates for higher level awards;
and
> may likewise grant informal aw ards based on the CSC-
approved and SDO Cam arines Sur SALUDO.
8.3. To implement the System effectively, the SALUDO Committee
mem bers are expected to possess positive attitude; be
capable of implementing subm itted ideas, be open-minded
and decisive, m ust have high tolerance for stress or pressure,
and actively participate in all committee meetings.
8.4. The Assistant Schools Division Superintendent In-Charge of
SGOD or h is/h er authorized representative shall be
responsible in overseeing the System ’s operations.
8.5. The SALUDO Committee shall subm it its Rewards ad
Recognition and its subsequent am endm ents to the Civil
Service Regional Commission Office.
8.6. Issues relative to rewards and recognition shall be brought
before the SALUDO Committee which shall address the same
within fifteen (15) days from he date of subm ission.

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Region V
IX. AWARDS CATEGORIES

9.1 INDIVIDUAL
9.1.1. Gantim pala Agad Award
9.1.2. Heroic Deeds Award
9.1.3. Exemplary Ethical Award
9.1.4. Superintendent’s Choice Award
9.1.5. Loyalty Award
9.1.6. Excellence Awards for OSDS, CID and SGOD PPAs
Commendable Implementation
9.1.7. Special Awards (Birthday, Punctuality, Perfect
Attendance, Assessm ent Passers, Scholarship, BERF
Grantees, Research Completion, etc.)
9.1.8. Posthum ous award
9.1.9. Honor Award
9.1.10. O utstanding Personnel
1. Elementary and Secondary School Teachers, and
ALS
2. School H ead/D epartm ent Head (Elementary and
Secondary)
3. Supervisors (PSDSs, EPSs)
4. Unit Heads
5. Non-Teaching Personnel (SEPS, PO, Health
Personnel, EPS II, PDO, Administrative
Officer/Assistant, Bookkeeper, Disbursing,
Guidance Counselor, Librarian, etc.)
6. Support Staff (Driver, Utility Worker, Job Order,
Casual, Security officers. etc.)
9.2 GROUP
9.2.1. TODO Award - Tangible and Outstanding Deliverables
in the Office
9.2.2. SAFE Award - School Achievements For Excellence

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Region V
X. GUIDELINES
10.1 INDIVIDUAL CATEGORY
10.1.1. GANTIMPALA AGAD AWARD (On the Spot)
10.1.1.1. Scope
The Gantim pala Agad Award aim s to recognize, appreciate
and acknowledge personnel who dem onstrated prom ptness in
accomplishing tasks and manifesting extra ordinary
actions/gestures. This award shall be given anytime or outright
to personnel (teaching and non-teaching).
10.1.1.2. Recipient
Any personnel who dem onstrated prom ptness.
10.1.1.3. Award
• Cash Prize and / or Certificate of Recognition
10.1.2. HEROIC DEEDS AWARD

10.1.2.1. Scope
The Heroic Deeds Award aim s to recognize, appreciate
and acknowledge personnel who dem onstrated heroic deeds.
This award shall be given anytime or outright to personnel
(teaching and non-teaching).
10.1.2.2. Recipient
Any personnel who dem onstrated heroic deeds.
10.1.2.3. Award
• Cash Prize an d /o r Certificate of Recognition
10.1.3. EXEMPLARY ETHICAL AWARD

10.1.3.1. Scope
The Exemplary Ethical Award aim s to recognize,
appreciate and acknowledge personnel who dem onstrated the
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Region V
importance of hum an values and ethics in life based on the
eight (8) norm s of conduct of public officials and employees as
provided under RA 6713 (Code of Conduct and Ethical
Standards) to wit:
Section 4. Norms of Conduct of Public Officials and
Employees. — (A) Every public official and persaonnel shall
observe the highest standards of personal conduct in the
discharge and execution of official duties.
(a) Com m itm ent to public interest. — Public officials and
employees shall always uphold the public interest over and
above personal interest. All government resources and powers of
their respective offices m ust be employed and used efficiently,
effectively, honestly and economically, particularly to avoid
wastage in public funds and revenues.
(b) Professionalism . — Public officials and employees shall
perform and discharge their duties with the highest degree of
excellence, professionalism, intelligence and skill. They shall
enter public service with utm ost devotion and dedication to duty.
They shall endeavor to discourage wrong perceptions of their
roles as dispensers or peddlers of undue patronage.
(c) Justness and sincerity. — Public officials and employees
shall rem ain true to the people at all times. They m ust act with
justness and sincerity and shall not discrim inate against
anyone, especially the poor and the underprivileged. They shall
at all times respect the rights of others, and shall refrain from
doing acts contrary to law, good morals, good custom s, public
policy, public order, public safety and public interest. They shall
not dispense or extend undue favors on account of their office to
their relatives whether by consanguinity or affinity except with
respect to appointm ents of such relatives to positions
considered strictly confidential or as m em bers of their personal
staff whose term s are coterm inous with theirs.
(d) Political neutrality. — Public officials and employees
shall provide service to everyone without unfair discrimination
and regardless of party affiliation or preference.
(e) R esponsiveness to the public. — Public officials and
employees shall extend prompt, courteous, and adequate
service to the public. Unless otherwise provided by law or when
required by the public interest, public officials and employees
shall provide information of their policies and procedures in
clear and understandable language, ensure openness of
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Region V
information, public consultations and hearings whenever
appropriate, encourage suggestions, simplify and systematize
policy, rules and procedures, avoid red tape and develop an
understanding and appreciation of the socio22 economic
conditions prevailing in the country, especially in the depressed
rural and urban areas.
(f) Nationalism and patriotism . — Public officials and
employees shall at all times be loyal to the Republic and to the
Filipino people, promote the use of locally produced goods,
resources and technology and encourage appreciation and pride
of country and people. They shall endeavor to m aintain and
defend Philippine sovereignty against foreign intrusion.
(g) Com m itm ent to dem ocracy. — Public officials and
employees shall commit themselves to the democratic way of life
and values, m aintain the principle of public accountability, and
manifest by deeds the suprem acy of civilian authority over the
military. They shall at all times uphold the Constitution and put
loyalty to country above loyalty to persons or party.
(h) Simple living. — Public officials and employees and their
families shall lead modest lives appropriate to their positions
and income. They shall not indulge in extravagant or
ostentatious display of wealth in any form.
(B) The Civil Service Commission shall adopt positive
m easures to promote (1) observance of these standards
including the dissem ination of information program s and
workshops authorizing merit increases beyond regular
progression steps, to a limited num ber of employees recognized
by their office colleagues to be outstanding in their observance
of ethical standards; and (2) continuing research and
experimentation on m easures which provide positive motivation
to public officials and employees in raising the general level of
observance of these standards.
10.1.3.2. Recipient
Any personnel who dem onstrated any of the eight norm s
as stipulated in RA 6713 and those who qualify to the criteria
for the different categories after the selection process.
10.1.3.3. Award
• Cash Prize an d /o r Certificate of Recognition

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Region V
10.1.4. SUPERINTENDENT’S CHOICE AWARD

10.1.4.1. Scope
The Superintendent’s Award recognizes personnel who
dem onstrates exemplary, meritorious, and selfless service in
SDO Cam arines Sur.
10.1.4.2. Recipient
Any personnel who exhibited and shared exemplary,
meritorious, and selfless service that contributes to the
performance of SDO Cam arines Sur and one who m eets the
superintendent’s standard.
10.1.4.3. Award
10.1.5. LOYALTY AWARD

10.1.5.1. Scope
The project is a division-wide activity and shall apply to
employees of SDO Cam arines Sur. A loyalty award is an
opportunity to recognize personnel for their longevity or tenure
of office in the departm ent.
10.1.5.2. R ecipients
The qualified personnel who rendered 10, 15, 20, 25, 30,
35, 40 and above years in the service.
Length of Service Award
40 and above RUBY
35 JADE
30 DIAMOND
25 SILVER
20 PLATINUM
15 BRONZE
10 TIN

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Region V
10.1.5.4. Award
10.1.6. Excellence Awards for OSDS, CID and SGOD PPAs

Commendable Im plem entation
10.1.6.1. Scope
Excellence Awards for OSDS, CID and SGOD PPAs
Commendable Implementation shall be given to individuals or
group for the commendable contribution to strengthen the
implementation of official Programs, Projects and Activities of
DepEd and SDO Camarines Sur. This shall be given every last
m onth of the year.
10.1.6.2. Recipient
The qualified personnel or recognized group of SDO
Cam arines Sur.
10.1.6.3. Award
• Plaque/ Certificate of Recognition
10.1.7. Special Awards (Birthday, Punctuality, Perfect

Attendance, A ssessm ent Passers, Scholarship, BERF
Grantees, Research Com pletion, Journalism ,
Continuous Improvement, Organization President,
Chairmanship, etc.)
10.1.7.1. Scope
Special aw ards shall be given to individuals or groups for
the contribution of ideas, capabilities, values, attitudes and
precious time shared in support to strengthen the
implementation of official Programs, Projects and Activities of
DepEd and SDO Camarines Sur. This shall be given every last
m onth of the year.
10.1.7.2. Recipient
Cam arines Sur.
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Region V
10.1.7.3. Award
• Certificate of Recognition
10.1.8. POSTHUMOUS AWARD

10.1.8.1. Scope
Posthum ous award shall be given to DepEd personnel
of SDO Cam arines Sur who died in line of h is/h er duty.
10.1.8.2. Recipient
Any personnel of SDO Cam arines Sur who died in line of
h is/h er duty. This shall be given to any member of the family.
10.1.8.3. Award
10.1.9. HONOR AWARD

10.1.9.1. Scope
Honor aw ards shall be bestowed as recognition to
individuals or groups of outstanding achievements and
exemplary accomplishm ent that gives honor to DepEd SDO
Cam arines Sur.
10.1.9.2. Recipient
Cam arines Sur.
10.1.9.3. Award
10.1.10. OUTSTANDING PERSONNEL

10.1.10.1. SEARCH FOR OUTSTANDING ELEMENTARY,
SECONDARY TEACHER AND ALS
IMPLEMENTERS

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Region V
10.1.10.1.1. Scope
The search for the division-wide activity shall apply to
Public Elementary & Secondary School Teachers and ALS
Implementers of SDO Cam arines Sur. There shall be one (1)
winner in every district who will join the division screening
according to their performance and outstanding
accomplishments.
10.1.10.1.2. Recipient
Public Elementary, Secondary School Teachers and ALS
Implementers.
10.1.10.1.3. Disqualification to Join
Division winners of the Search for O utstanding Teacher and
ALS Implementers in the last five (5) years.
10.1.10.1.4. Qualifications Standard
• Public Elementary, Secondary School Teachers and ALS
Implementers with Regular (Permanent) appointm ent.
• Teaching load of 360 m inutes in the public Elementary or
Secondary school in SDO Cam arines Sur for at least 3 years.
• O utstanding (O) performance rating for the last three (3)
years
• With valid PRC license
• No pending Adm inistrative/Crim inal Case and never been
convicted in such case/s
• No unliquidated cash advances for the previous years
• With good moral character
10.1.10.1.5. Nomination Form

Copies of Nomination Forms can be obtained at the Office
of the Assistant Schools Division Superintendents for
Elementary and Secondary levels and SDOCamarines Sur
website.
10.1.10.1.6. M echanics
a. There shall be school and district elimination process.
Each district will send one (1)nominee to the division
selection committee.
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Region V
b. A score of 90 and above are qualified to join the division
search for O utstanding Teacher.
c. The Stakeholders of the school (internal and external) shall
nom inate the teacher by accomplishing the Nomination Form
duly endorsed by the PSDS.
d. There shall be a nominee form to be accomplished by the
Teacher-nominee.
10.1.10.1.7. Functions of the School/D istrict Search
Com m ittee
a. Evaluates the required docum ents based on the search
docum ents subm itted.
b. Conducts interview to validate data/inform ation.
c. Administer behavioral checklist/evaluation.
d. Consolidate and subm it final results with the validated
docum ents at the District/Division Selection Committee.
10.1.10.1.8. Computation of Final Result
■ The result shall be computed to the nearest thousandths.
10.1.10.1.9. Declaration of Winners
Elementary, Secondary School Teachers and ALS
Implementer-qualifiers who obtained the highest points but not
lower that 90% will be declared as winner.
10.1.10.1.10. Award
10.1.10.1.11. Search Process
1. NOMINATION
a. Nomination for R & R shall strictly follow the guidelines set
for each R & R Program and shall not exclude anyone for any
reason other than the fact that h is/h er nom ination does not
follow the guidelines.
b. The stakeholders of the school shall nom inate and endorsed
by the PSDS using the Nomination Form.

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Region V
c. All nom inations in accordance with the guidelines should be
duly recorded and no filtering whatsoever to the prejudice of
the nominee or nom inator shall be allowed.
d. There shall be a school and district elimination process.
Each district shall send one (1) top nominee to the Division
Selection Committee.
2. DOCUMENTS to be submitted based on the criteria
2.1. Basic requirements (absence of one (1) automatically disqualifies
the nominee)
a. O utstanding (O) Performance rating for the last three (3)
school years.
b. Class Program duly approved by the PSDS for Elementary
and Secondary
c. Updated Service Record
d. Valid PRC License
e. Administrative Clearance from the SDO Legal Office
f. Certification from the Accounting Office that h e/sh e has no
unliquidated cash advances for the previous years (if applicable)
2.2. Documents for Evaluation
10.1.10.1.12. GUIDELINES FOR THE SELECTION/ EVALUATION
OF THE NOMINEES
SCHOOL LEVEL
1. Nominees subm it pertinent docum ents to the Office of the School
Head.
2. School selection committee shall conduct evaluation of
docum ents for initial validation of who will represent the School
for the District Level, conducts interview to all applicants and
observed dem onstration teaching.
3. The committee sum m arizes and declares the school winners.

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Region V
CRITERIA FOR THE EVALUATION OF THE
SDO CAMARINES SUR SEARCH FOR OUTSTANDING TEACHERS
A. SCHOOL LEVEL
SEARCH FOR OUTSTANDING TEACHERS
I Instructional Competence 30%

a. Demonstration Teaching 20%
_______ b. Punctuality and Attendance 10%
Documentary Evidences 40%
II 1. Education 5%
2. Performance Rating 5%
(for the last three (3) years)
3. Outstanding Accomplishments
(Accomplishments and Innovations)
a. Awards Received 5%
(Memo, Result/Program, Certificate)
International - 5
National -4
Regional -3
Division -2
District - 1
b. Research 5%
(Approved Research Proposal and Write-up)
c. Innovation/Intervention/Strategies Initiated 5%
(Proposal, Write-Up)
d. Mentoring/Coaching/Technical Assistance/Speakership 5%
5%
e. Instructional Materials developed
5%
f. Special Assignments
5%
4. Community Involvement____________________________________
III Behavioral Checklist 15%
(Immediate Superior, peers, learners, PTA, Barangay/Community)
Conduct of the Special Behavioral Validation of Qualifiers by
district level
Respondents for the Behavioral Checklist
School Head 3%
Peers 3%
Learners 3%
PTA 3%
Barangay/Community 3%
IV Notable accomplishments beyond KRA (Exemplary) 10%
TOTAL 100%
DISTRICT LEVEL
1. Elementary, Secondary and ALS Implementer nominees subm it
pertinent docum ents at the District Office/PSDS Secondary.
2. District selection committee shall conduct evaluation of

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Region V
docum ents for initial validation of who will represent the District
for the Division Level, conducts interview to all applicants and
observed dem onstration teaching.
5. The committee sum m arizes and declares the District winners.
SDO CAMARINES SUR SEARCH FOR OUTSTANDING TEACHERS
B. DISTRICT LEVEL
SEARCH FOR OUTSTANDING TEACHERS
I Instructional Competence 30%

c. Demonstration Teaching
21
%%
00
d. Interview
II Outstanding Accomplishments (Validation o f Documentary Evidences) 40%
Documentary Evidences
A. Education 5%
B. Performance Rating (for the last three (3) years) 5%
C. Awards Received 5%
■ International - 5
■ National -4
■ Regional -3
■ Division -2
■ District -1
D. Research (Approved Research Proposal and Write-up)
5%
E. Innovation/Intervention/Strategies Initiated (Proposal, Write- Up)
5%
5%
F. Mentoring/Coaching /Technical Assistance/Speakership
5%
G. Instructional Materials developed
5%
H. Special Assignments
5%
I. Community Involvement
III Behavioral Checklist (result from the school level) 15%
TOTAL 100%
DIVISION LEVEL
(Screening of Top 1 O utstanding Teacher and ALS Implementers in the
district level)
Validation/Re-evaluation of Documents
Division Evaluation Result Validation /Re-evaluation
District Level Result 50%
Behavioral Checklist (Background Investigation) 30%
Interview 20%
Total 100%

21
Region V
10.1.10.2. SEARCH FOR OUTSTANDING SCHOOL HEADS

(ELEMENTARY AND SECONDARY)
10.1.10.2.1. Scope
School Heads of the SDO Cam arines Sur. There shall be one (1)
winner in every district who is qualified to join the division
screening according to their performance and outstanding
accomplishments.
SDO Cam arines Sur School Heads from the 1st, 2nd, 3rd,
4th and 5th Congressional district of SDO Cam arines Sur
10.1.10.2.3. Disqualifications
Division winners of the Search for O utstanding School
Heads for the last five years.
10.1.10.2.4. Qualification Standards
• Employed in SDO Cam arines Sur for at least three (3) years.
• O utstanding (O) performance rating for the last three (3)
years
• No unliquidated cash advances for the previous years.
Copies of Nomination Forms can be obtained at the ASDS
Office and SDO Cam Sur website.
10.1.10.2.6. M echanics
a. There shall be a district elimination process. Each district
will send a nominee to the division selection committee.
b. Each district shall have one (1) nominee who obtained the
highest point but not lower than 90% to join the division
search for O utstanding School Heads.
c. The stakeholder (internal and external) of the school shall
nominate and duly endorsed by the PSDS using the
Nomination Form.

22
Region V
d. There shall be a nominee form to be accomplished by the
nominee.
School Heads who obtained the highest score will be
declared as winners.
10.1.10.2.8. Award
• Cash Prize and/ or Plaque of Recognition
1. NOMINATION
a. There shall be school and district elimination process.
b. Each district shall send one (1) top nominee to the Division
Selection Committee.
c. There shall be a nominee form to be accomplished by the nominee.
d. Annex school can also have nominee.
e. The PSDS/EPS or anyone from the stakeholders of the school
shall nom inate the School Head using the Nomination Form.
2. DOCUMENTS to be subm itted based on the criteria
2.1. Basic requirem ents (absence of one (1) autom atically disqualifies
the nominee)
a. Performance rating for the last three (3) school years
b. Updated Service Record
c. Valid PRC Eligibility
d. Administrative Clearance from the SDO Legal Office
e. Certification from the Accounting Office that h e/sh e has no
unliquidated cash advances for the previous years

23
Region V
10.1.10.2.10. Guidelines for the S election / Evaluation of the
Nom inees
DISTRICT LEVEL
1. Nominees subm it pertinent docum ents at the District
Office/PSDS Secondary at the Schools Division Office of
Cam arines Sur.
2. District selection committee shall conduct evaluation of
docum ents and interview all nominees for initial validation as
part of the selection process.
3. The committee sum m arizes and declares the District winner.
10.1.10.2.11. CRITERIA FOR THE EVALUATION OF THE SDO
CAMARINES SUR SEARCH FOR OUTSTANDING SCHOOL
HEADS
SEARCH FOR OUTSTANDING SCHOOL HEADS
I Instructional Leadership 10%
1. Classroom Observation (percentage) 3%
2. Technical Assistance (office memo, 4%
minutes of faculty meeting, individualized mentoring, FGD) 3%
3. Checking of Lesson Plan, assessment, and instructional materials
II Learning Environment 10%
%%
55
1. Safe and child friendly environment
2. Physical facilities management
III Human Resource Management 2% 10%
1. Sustained the conduct of teacher needs analysis. 2%
2. Provided Technical Assistance (TA) on professional development. 2%
3. Conducted INSET/LAC session. 2%
4. Facilitated hiring and promotion of teachers. 2%
5. Attended relevant training.
IV Parent’s involvement and community partnership 10%
1. Established school, family and community partnership. 4%
2. Generated resources for school improvement, facilities and 3%
equipment from stakeholders and donors 3%
3. Awarded and recognized benevolent stakeholders
V School and Management 10%
1. SIP, AIP approved and implemented 4%
2. DepEd Programs implementation (SBFP, Brigada Eskwela/Pagbasa, 3%
GAD, Deworming, etc.) 3%
3. Fund Utilization
VI Reports and Records Management 10%
1. Quality 4%
2. Quantity 3%
3. Timeliness 3%
VII Outstanding Accomplishments (Validation o f Documentary Evidences) 20%

A. Education 5%

24
Region V
B. Performance Rating (for the last three (3) years) - 3%
C. Awards Received 3%
International -3
National -2
Regional -1
Division - .5
District - .5
D. Speakership 3%
E. Research 3%
F. Authorship 3%
III Behavioral Checklist (result from the school level) 10%

Teachers (25% of the no. of teachers) - 10%
Immediate Superior/PSDS - 5%
Community/LGU Officials - 5%
TOTAL - 20%
1. School innovation/intervention (proposal, write- up) 6%
2. PPAs implemented_________________________________ 4%
TOTAL 100%
DIVISION LEVEL
Validation/Re-evaluation of Documents by the Division Selection
Committee:
Division Evaluation Result Validation /Re-evaluation
District Level Result 50%
Behavioral Checklist (Background Investigation) 30%
Interview 20%
Total 100%
10.1.10.3. SEARCH FOR OUTSTANDING SUPERVISORS (PSDSs, EPSs)

10.1.10.3.1. Scope
Public Schools District Supervisors and Education Program
Supervisors of SDO Cam arines Sur. All PSDS and EPS are
qualified to join based on their performance and outstanding
accomplishments.

25
Region V
10.1.10.3.2. Disqualification
Division winners of the Search for Outstanding
Supervisors in the last five (5) years.
• Appointed as PSDS/EPS for at least 3 years
• O utstanding (O) performance rating for the last 3 years
Copies of Nomination Forms can be obtained at the
CID/SGOD Office and SDO Cam arines Sur website.
10.1.10.3.5. M echanics
a. The immediate superior or stakeholders
shall nom inate using the Nomination Form.
b. The nominee shall accomplish the nominee form.
The qualified supervisor who obtained the highest score
not lower than 90% will be declared as winners.
10.1.10.3.8. Award
• Cash Prize an d /o r Plaque of Recognition
1. Documents to be Subm itted- Based on the Criteria
1.1. Basic requirem ents (absence of one (1) automatically
disqualifies the nominee)
a. Performance rating for the last three (3) school years.
b. Updated Service Record
c. Valid CSC Eligibility
d. Administrative Clearance from the SDO Legal Office
e. Certification from the Accounting Office that h e/sh e has no
unliquidated cash advances for the previous years.
26
Region V
a. Guidelines for the Selection/E valuation of the Nom inees
CRITERIA FOR THE EVALUATION OF THE SEARCH FOR OUTSTANDING
EDUCATION PROGRAM SUPERVISORS AND PUBLIC
SCHOOLS DISTRICT SUPERVISORS
SEARCH FOR OUTSTANDING SUPERVISOR
I Instructional Supervision 10%
1. Provided guidance and instructional supervision to school heads. 3%
2. Observed and gathered data on the strengths and competency (KSA) 4%
development needs of teachers and coach school heads 3%
3. Assessed the situation of schools and learning centers,
4. Identified actions needed to put in place an enabling environment.
II Technical Assistance in School Management 10%
1. Provided technical assistance in the formulation of school plans (e.g. 2%
SIP) 2%
2. Monitored and evaluated school’s implementation of their plans and
submit reports to the Schools Division management team 2%
3. Coached and guided the schools in his/her assigned district.
4. Coordinated and facilitated the conduct of orientation/ induction 2%
programs for all newly hired teachers. 2%
5. Collect and analyze accomplishment reports of School Heads
III Monitoring and Evaluation 10%
1. Conducted monitoring and evaluation on the utilization and
liquidation of SEF, MOOE and other funds. 2%
2 Monitored SBM Level of practice through validation of their
documents and outputs. 2%
3 Monitored and evaluated private schools through ocular inspection of 2%
required documents.
IV Curriculum, Development, Enrichment, and Localization 10%
1. Conducted monitoring and evaluation of the school’s implementation 10%
of the localized curriculum to provide feedback.
V Learning Outcomes Assessment 10%

1. Gathered result of assessment reports per district and per school, per 5%
subject area and analyze performance gaps.
2. Drafted policy recommendations related to improving learning 5%
outcome based on findings from studies and reports.
VI Research 10%
1. Conducted action research on curriculum implementation, needs and 4%
issues, appropriate interventions for assigned district as well as best 3%
practices and submitted findings and recommendations for 3%
management action and policy formulation.
VII Technical Assistance 10%
1. Assessed the situation and analyzes the needs of schools in the 2%
district to identify the appropriate and relevant actions and
interventions
2. Coordinated with the EPS concerned to arrive at a technical 2%
assistance plan for each district.
3. Coached the school head in implementing interventions related to 2%
curriculum implementation and instructional delivery.

27
Region V
4. Prepared and submitted periodic reports on the progress of the 2%
technical assistance being provided to the schools. 2%
5. Prepared and submitted reports on the results of technical assistance
and corresponding policy recommendations for managements
consideration
VIII Outstanding Accomplishments (Validation o f Documentary Evidences) 10%
A. Education 5%
B. Performance Rating (for the last three (3) years) 3%
B. Special Assignments 2%
IX Behavioral Checklist ( result from the school level) 10% 10%
T eachers 2%
School Heads 4%
Immediate Superior 2%
Community/LGU Officials 2%
TOTAL
X Interview 5% 5%
XI Notable Accomplishment (Exemplary) 5% 5%
TOTAL 100%
10.1.10.4. SEARCH FOR OUTSTANDING UNIT/SECTION HEADS

10.1.10.4.1. Scope
U nit/Section Heads of SDO Cam arines Sur.
SDO Cam arines Sur U nit/Section Heads.
Division winners of the Search for O utstanding U nit/Section
Head in the last three (3) years.
• Appointed as U nit/Section Head in SDO Cam arines Sur for
at least 3 years.
• With O utstanding (O) performance rating for the last 3 years

28
Region V
Human Resource Office and SDO Cam arines Sur website.
10.1.10.4.6. M echanics
a . The immediate superior/client/peer or anyone from h is/h er
colleague shall nom inate using the Nomination Form.
b. There shall be a nominee form to be accomplished by the
nominee.
10.1.10.4.8. Declaration of Winner
U nit/Section Head qualifiers who obtained the highest
score but not lower that 80% will be declared as winner.
10.1.10.4.9. Award
a. Cash Prize an d /o r Plaque of Recognition
1. Documents to be Subm itted - based on the criteria
a. Basic requirem ents (absence of one (1) autom atically disqualifies
the nominee)
1. Performance rating for the last three (3) school years.
2. Updated Service Record
3. Appointment
4. Valid CSC Eligibility
5. Administrative Clearance from the SDO Legal Office
6. Certification from the Accounting Office that h e/sh e has no
b. Documents for Evaluation
2. Guidelines for the Selection/ Evaluation of the Nominees

29
Region V
SDO CAMARINES SUR SEARCH FOR OUTSTANDING UNIT HEADS
SEARCH FOR OUTSTANDING UNIT/SECTION HEADS
I Documentary Evidence 40%

for Outstanding Accomplishments
a. Creativity and Innovativeness 20%
b. Extra ordinary acts or services 20%
II Behavioral Checklist 30 %
1. Punctuality 6%
2. Courtesy 6%
3. Collegiality 6%
4. Work Ethics 6%
5. Commitment/Dedication 6%
Respondents for the Behavioral
Checklist
Immediate Superior - 10%
Subordinates - 10%
Clientele - 10%
TOTAL = 30%
III Notable Accomplishments (beyond KRA) 30% 30%
TOTAL 100%
10.1.10.5. SEARCH FOR OUTSTANDING NON-TEACHING

PERSONNEL
10.1.10.5.1. Scope
Non-Teaching Personnel of SDO Cam arines Sur.
SDO Cam arines Sur Non-Teaching personnel - SEPS, PO,
Health Personnel, EPS II, PDO, Administrative Officer/Assistant,
Bookkeeper, Disbursing, Guidance Counselor, Librarian.
Division winners of the Search for O utstanding Non
Teaching Personnel in the last three (3) years.
• Appointed as non-teaching personnel in SDO Cam arines Sur
for at least three (3) years.
30
Region V
• With O utstanding (O) performance rating for the last three (3)
years
• No pending Adm inistrative/ Criminal Case and never been
10.1.10.5.6. M echanics
a. The immediate superior or anyone from h is/h er colleague shall
nom inate using the Nomination Form.
b. There shall be a nominee form to be accomplished by the nominee.
10.1.10.5.7. Computation of Final result
10.1.10.5.8. Declaration of Winner
Non-Teaching - qualifiers who obtained the highest score
but not lower than 80% will be declared as winners.
10.1.10.5.9. Award
• Cash Prize an d/ or Plaque of Recognition
1. DOCUMENTS to be subm itted - based on the criteria
a. Basic requirem ents
(absence of one (1) autom atically disqualifies the nominee)
1. Performance rating for the last three (3) school years.
3. Appointment
4. Valid CSC Eligibility
6. Certification from the Accounting Office that h e/sh e has no
b. Documents for Evaluation
2. Guidelines for the Selection/ Evaluation of the Nominees

31
Region V
CRITERIA FOR THE EVALUATION OF SEARCH FOR OUTSTANDING
NON-TEACHING PERSONNEL
SEARCH FOR OUTSTANDING NON-TEACHING PERSONNEL (Legal Officer, SEPS,
Health Personnel, Adm inistrative O fficer/A ssistant, PDO,
Bookkeeper, Disbursing, Guidance Counselor, Registrar, Librarian)
Documentary Evidence 50%
Outstanding Accomplishments:
a. Education
b. Performance Rating
(for the last three (3) years) 10%
10%
b. Facilitator/ Speakership
(Certificate, Memorandum, Letter of
Invitation /Program) 10%
c. Participation in Trainings
(Memo/Authority to Travel, Letter of Invitation
Certificate of Participation/Attendance)
■ International - 10 10%
■ National -8
■ Regional -6
■ Division -4
■ School/District
d. Community Service and/or Involvement 10%
(Certificates/ Programs/ Proposals/ Appointment/
___________________Terminal Reports)________________
a. Punctuality 6%
b. Courtesy 6%
c. Collegiality 6%
d. Work Ethics 6%
e. Commitment 6%
Immediate Superior 10%
Subordinates 10%
Clientele 10%
TOTAL 30%
III Interview 10% 10%
IV Notable Accomplishments (beyond KRA) 10% 10%
TOTAL 100%
10.1.10.6. SEARCH FOR OUTSTANDING SUPPORT STAFF (Permanent

and Non-Permanent, Casual/ Contractual, Job Order Employees: Secretary,
Office Clerk, Driver, Utility Worker, Security Officers, W atchman, etc.)
10.1.10.6.1. Scope
Non-Teaching Personnel specifically to Perm anent and Non-
32
Region V
Perm anent, C asual/C ontractual, Job Order Employees:
Secretary, Office Clerk, Driver, Utility Worker, Security Officers,
W atchm an and others of SDO Cam arines Sur. There shall be
one (1) winner in every category according to their performance
and outstanding accomplishments.
SDO Cam arines Sur Support Staff (Permanent and Non
Perm anent, C asual/C ontractual, Job Order Employees:
Secretary, Office Clerk, Driver, Utility Worker, Security Officers,
W atchm an, etc.)
Division winners of the Search for O utstanding Support
Staff in the last two (2) years.
• Employed in the Division of Cam arines Sur for the current
year.
• With O utstanding (O) performance rating for the last two (2)
years
10.1.10.6.6. M echanics
a. Anybody can nom inate anyone without fear of judgm ent
provided that h e/sh e is given such right in accordance
with the guidelines for the R and R Program.
b. A nominee form to be accomplished by the nominee.
10.1.10.6.7. Result Computation
Support staff - qualifiers who obtained the highest score
but not lower than 80% will be declared as winner.
33
Region V
10.1.10.6.9. Award
Cash Prize an d/ or Plaque of Recognition
1. Documents to be Subm itted - based on the criteria
a. Basic requirem ents
(absence of one (1) autom atically disqualifies the nominee)
1. Performance rating for the last two (2) school years
c. Documents for Evaluation
2. Guidelines for the Selection/ Evaluation of the Nominee
SEARCH FOR OUTSTANDING SUPPORT STAFF (Permanent and Non-Permanent,
Casual/Contractual, Job Order Employees: Secretary, Office Clerk, Driver, Utility Worker, Security
Officers, Watchman, etc.)
I Documentary Evidences 30 %
1. Performance Rating 20%
(for the last two (2) years)
2. Participation in Trainings
(Memo/Authority to Travel, Letter of
Invitation Certificate of 5%
Participation/Attendance)
3. Community Service and/or Involvement 5%
(at least 3 years)
(Certificates / Programs / Proposals /
Appointment/ Terminal Reports)
1. Punctuality 10%
2. Courtesy 10%
3. Collegiality 10%
4. Work Ethics 10%
5. Commitment 10%
III Interview 10% 10%
IV Notable Accomplishments (beyond KRA) 10% 10%
TOTAL 100%
R espondents for the Behavioral Checklist
Im m ediate Superior - 10%
Peer - 10%
Clientele - 10%
TOTAL = 30%

34
Region V
10.2. GROUP CATEGORY
10.2.1. TODO Award - Tangible and Outstanding Deliverables in the
Office
10.2.1.1. Scope
The search for the TODO Award aim s to encourage the
efficiency, productivity and innovativeness in offices;
acknowledge the initiatives in supporting the programs, projects
and activities of the departm ent and promote values of
commitment, passion and dedication.
There shall be one (1) winner quarterly.
10.2.1.2. Recipient
All offices in the division are autom atically eligible for
nom ination of the search quarterly. Anybody can nominate.
10.2.1.3. Nomination Form
Administrative Officer and SDO Cam arines Sur website.
10.2.1.4. Search Process
All offices in the division office are included in the search
for TODO award.
10.2.1.5. Functions of the Search Com m ittee
c. Consolidate and subm it final results with the validated
docum ents at the Division Selection Committee.
10.2.1.6. Final Computation of Result
■The result shall be computed to the nearest thousandths.
10.2.1.7. Declaration of Winner
Office obtained the highest score but not lower than 80%
will be declared as winners.

35
Region V
10.2.1.8. Award
Cash Prize an d/ or Plaque of Recognition
10.2.1.9. Guidelines for the S election / Evaluation
SEARCH FOR TODO AWARD
I Perform ance D elivery (SMILE) 70 %
a. Q uality of Service Delivery - 10%
b. Tim eliness and Prom ptness - 10%
c. A dherence to ARTA Law - 10%
d. Com plete staff work - 10%
e. Efficiency and Effectiveness - 10%
f. F und utilization - 20%
II C lient S atisfaction 30%
a. C ourtesy/P oliteness/R espect - 10%
b. Client Friendly - 10%
c. Accom m odating - 10%
TOTAL 100%
10.2.2. SAFE (School Achievem ents for Excellence) AWARD

10.2.1.1. Scope
The search for the SAFE Award aim s to encourage the
productiveness and innovativeness in schools; initiated
programs, projects and activities in line with the departm ent
and promote values of commitment, passion and dedication.
One (1) winner in the district level will qualify to join in
the division level. There will be five (5) winners.
10.2.1.2. Recipient
All public elementary and secondary schools are eligible
for nomination. Anybody can nominate.
10.2.1.3. Nomination Form
of the Assistant Schools Division Superintendents and SDO
Cam arines Sur website.
10.2.1.4. Search Process
a. There shall be a district elimination process.

36
Region V
b. Each district shall have one (1) nominee including
those who will reach the highest score but not lower than
80 are qualified to join the division search for SAFE Award.
c. There shall be a nominee form to be accomplished by
the nominator.
10.2.1.5. Functions of the Search Com m ittee
c. Consolidate and subm it final results with the validated
docum ents at the Division Selection Committee.
10.2.1.6. Final Computation of Result
10.2.1.7. Declaration of Winner
Schools who obtained the highest score but not lower
than 80% will be declared as winners.
10.2.1.8. Award
• Cash Prize and/ or Plaque of Recognition

37
Region V
10.2.1.9. Guidelines for the S election / Evaluation

SEARCH FOR SAFE Award
I Performance Indicators 30%

a. School Performance - 10%
b. Drop-out Rate - 5%
c. Retention Rate - 5%
d. Completion Rate - 5%
e. Failure Rate - 5%
II School Leadership and Management 60%
a. SBM Level of Practice (Division/Regional validation) 10%
Level 3 - 10%
Level 2 - 8%
Level 1 - 6%
District Level SBM Validation - 6%
b.Instructional Supervision 35%
1. BE-LCP Implementation (SMILE Framework) - 25%
*Safety and security - 5%
*Modalities of learning - 5%
*INSET - 5%
^Learning resources - 5%
^Engagement of stakeholders - 5%
2.Reproduction, Distribution and Retrieval of SLMs -5%
3.Fund Utilization - 5%
4.School Land titling - 5%
c. Physical Improvement
*Beautification and landscaping - 4% 10%
* Maintenance of Physical Structure - 3%
*Clean and organized school - 3%
III Documentary Evidences
Outstanding Accomplishments 10%
a. Creativity and Innovativeness
School initiated Program, Project 5%
and Activities -
1. With approved proposal - 1%
2. PPA Implementation - 2%
3. PPA Accomplishment Report -2%
b. Extra ordinary acts or services 5%
1. School Community
extension services
TOTAL 100%

38
Region V
XI. PROCESS FLOW
END
XII. FUNDING
Five percent (5%) of the Hum an Resource Development (HRD)
Fund shall be allocated for the SALUDO and incorporated in the
SDO Cam arines Sur Work and Financial Plan and Annual
Operational Plan.

39
Region V
XIII. COMMITTEES
EXECUTIVE COMMITTEE
MARIA MAGNOLIA F. BRIOSO
A ssistant Schools Division Superintendent
SUENO S. LUZADA LYNN Z. PADILLO
A ssistant Schools Division Superintendent A ssistant Schools Division Superintendent
MARIBEN D. BERJA PEDRO F. PELONIO
Chief, Curriculum Implementation Division Chief, School Governance Operation Division
Lead Coach, R and R Committee
REWARDS AND RECOGNITION COMMITTEE
JOSEPHINE C. DOROIN
Public Schools District Supervisor
Chairman, R and R Committee
CYRIL R. SALAZAR
Public Schools District Supervisor
Alternate Chairman, R and R Committee
MEMBERS
IMELDA A. NARDO EMILY B. ESMABE
LALAINE V.
EPS 1 EPS 1
FABRICANTE
EPS 1
GINA A. VALENCIANO LOURDES R. NOPRE EDNA C. FERNANDEZ
Administrative Officer V PS DS PSDS
JINA-LUZ Z. ALFELOR MAINUEL R. CABILES, JR.
PSDS PSDS
SECRETARIAT
JOSEPH C. CRUZANA MARICEL B. PEDRO C. PENAFLOR
PDO I BERMEJO EPS-ALS II
EPS-ALS II

40
Region V
XIV. EFFECTIVITY
The SDO Cam arines Sur SALUDO shall become effective after
final evaluation of the Top M anagement and by the Civil Service
Commission(CSC). Subsequent am endm ents shall likewise be subm itted
to CSC for evaluation and shall take effect immediately.
XV. COMMITMMENT
I hereby commit and abide by the provision of this DepED
PRAISE SDO Cam arines Sur SALUDO which shall be the basis for the grant
of Rewards and Recognition. The annual report shall be subm itted to the
CSC Regional/Provincial Office concerned on or before the 30th of Jan uary
to enable our personnel to qualify for nom ination for the CSC Regional and
National Awards.

D ate__________________
CSC Action:
I have evaluated the herein DepEd PRAISE SDO Cam arines Sur
SALUDO and found it to be in accordance with the provisions of CSC
M emorandum Circular No. 01, s. 2001 and may now be implemented.
DAISY P. BRAGAIS, CESO V

(Signature Over Printed Name
Date__________________

41
Region V
Annex A
NOMINATION FORM
Teaching
CERTIFICATION BY THE NOMINATOR
This is to certify that ____________________________ who holds the

(Name of Nominee)
position of_______________ is a full-time, Regular (Permanent) teacher in
(Present Position)
___ with a teaching load of per day.
(Name of School) (Minutes)
We hereby certify that is the official nominee of
(Name of Nominee)
to the SDO Camarines Sur Search for the Most
Outstanding Teacher
Nominator
(Signature over printed Name)
Conforme:_
Date Signed:

42
Region V
Annex B
CERTIFICATION BY THE NOMINEE
This is to certify that I voluntarily submit myself to the rules of the SDO
Camarines Sur Search for the Most Outstanding Teacher___ . I also certify that
I am physically fit to undergo the evaluation process of the Search. In this regard, I
hereby exempt, discharge, release and free DepEd Camarines Sur, their officials
and staff, search committee officers and members and the judges from any claim or
liability arising from my participation in the SDO Camarines Sur Search for the
Most Outstanding Teacher______.
I hereby certify to the best of my knowledge that all information contained in
this from is true and correct. I am aware that any willful representation of facts
stated herein can be used as basis for my disqualification.
Signed this ____ day of __, ________ at
Signature over Printed Name of the Nominee

43
Region V
Annex C
ACTIVITIES, IN-CHARGE, MOVs/OUTPUTS
Process ACTIVITIES/DISTRICTS IN MOVs/OUTPUT
/LEVEL CHARGE
A. Round I-
District Selection of C andidates/ District District Nominee
Elim ination Nomination Committee
(1st to 5th District)
Submission of District 1 Nominee per School
Nomination Form and Committee (Elementary/Secondary)
Nominee’s Documents
Evaluation of Documents District 1 Nominee per
(District Level) Committee District / Municipality
B. Round II-
Final
Judging/ Division
Level Validation and Review of Division R Top 1 during the
the Documents and R Congressional
Committee Screening for the
search.
Interview of Teacher External Division Finalist
nominee for the SDO Board of
Cam Sur MOT 2021 Judges/
Interviewers
Behavioral Validation by Division R Division Finalist
the R and R Committee and R
Committee
Preparation of Result Division Rank List Result
Secretariat/
R and R
Committee

44

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ESTABLISHING THE PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE

To: Assistant Schools Division Superintendents

1. In compliance with DepEd Order No. 9, s. 2002 on Establishing Program on

6. The following are the enclosures:

LOIDA N. NIDEA, CESO V

Address: Freedom Sports Complex, &a!n Jose, Mi, Camarines Sur

MC No. 01. 8. 2001

T O : ALL HEADS OF DEPARTMENTS, BUREAUS AND

SUBJECT : Program on Awards and Incentives for Service Excellence

1. Every department or agency shall establish its own employee

2. The System shall be designed to encourage creativity, innovativeness

3. The System shall henceforth be called the PRogram on Awards and

4. The PRAISE shall adhere to the principle of providing incentives and

5. The PRAISE shall give emphasis on the timeliness of giving award or

6. The PRAISE shall provide both monetary and non-monetary awards

8. The PRAISE shall be institutionalized through the creation o f a PRAISE

9. The PRAISE Committee shall preferably have the following

1) Head of agency or authorized representative who shall act as

10. The head of agency or authorized representative shall be responsible

11. The PRAISE Committee shall ensure that productivity, innovative

12. The PRAISE Committee shall be responsible for the development,

15. Establishment of a CSC-approved PRAISE shall be the basis of the

Please be guided by the enclosed model in the preparation of your

A P E /F C T/jdra/mj 10:m cpraise

PROGRAM ON AWARDS AND INCENTIVES FOR

1.1 Every department or agency shall establish its own employee

1.2 The System shall be designed to encourage creativity, innovativeness,

1.7 The PRAISE shall be institutionalized through the creation of a PRAISE

• Head of agency or authorized representative who will act as

1.9 The head of agency or authorized representative shall be responsible in

1.11 The PRAISE Committee shall be responsible for the development,

1.14 Establishment of a CSC-approved PRAISE shall be the basis of the

To encourage, recognize and reward employees, individually and in

2.1.1 to establish a mechanism for identifying, selecting, rewarding and

IV. DEFINITION OF TERMS

• AGENCY - refers to departments, agencies, bureaus o f the national

• AWARD - recognition which may be monetary or non-monetary conferred

• CAREER - positions in the civil service characterized by (1) entrance

• CONTRIBUTION - any input which can be in the form of an idea or

• DISCOVERY - is the uncovering of something previously existing but

• IDEA TYPE CONTRIBUTION- refers to an idea, a suggestion or an

• INCENTIVE - monetary or non-monetary motivation or privilege given to an

• INVENTION - the creation of something previously non-existent which will

• NON-CAREER - positions expressly declared by law to be in the non-

• PERFORMANCE TYPE CONTRIBUTION - refers to performance of an

• SUGGESTION - idea or proposal which improves work performance,

• SYSTEM - the agency awards and incentives program for employees.

5.1. National Awards

The agency shall participate in the search for deserving employees

5.1.1 Presidential or Lingkod Bayan Award - conferred on an

5.1.2 Outstanding Public Official/Employee or Dangal ng

5.1.3 Civil Service Commission or the PAGASA Award -

5.1.4 Other Awards - given by other government agencies, private

5.2. Department or Agency Level Awards

5.2.1 Best Employee Award - granted to an individual or

5.2.2 Gantimpala Agad Award - given outright to employees

5.2.3 Exemplary Behavior Award - based on the eight norms of

5.2.4 Best Organizational Unit Award - granted to the top

5.2.5 Cost Economy Measure Award - granted to an employee or

5.2.6 Service Award - conferred on retirees whether under

VI. TYPES OF INCENTIVES