PROGRAM TO INSTITUTIONALIZE MERITOCRACY AND EXCELLENCE IN HUMAN RESOURCE

MANAGEMENT (PRIME HRM)

Rewards and Recognition

CHECKLIST OF EVIDENCE REQUIREMENTS PER INDICATORS

MATURITY LEVEL 2

INDICATORS EVIDENCE REQUIREMENTS REMARKS

PILLAR 1. SYSTEMS
POLICY
❖ The Agency’s R&R policies and/or ● CSC Approved PRAISE Policy TAN-OK DepEd-
processes are customized to Agency’s Abra
● Agency approved EOP Policy SOAR DepEd-
requirements, and include specific
guidelines in the application of EOP. ● Other internal polices (if any) Tabuk
IYAMAN DepEd-
implementing the CSC- approved
Beng
PRAISE (Memoranda) EVERLASTING -
BSU
BILEG - LGU
Tineg
(Please get in
touch with the
agencies for
Benchmarking)

STRUCTURE AND ROLES

❖ The Agency has an R&R Committee that
performs additional functions to address
specific R&R needs (e.g. develops
customized R&R programs and
guidelines)
● Office Order/Memorandum/Resolutions
on the composition of PRAISE
Committee with statement of additional
functions to address specific agency
R&R needs.
● Minutes of PRAISE meetings with
Sample 1
discussions on enhancement/
application of the agency PRAISE
policies or application of policies
(evaluation, indorsement of nominees)

REVIEW MECHANISM
❖ The Agency tracks the efficiency of R&R ● Annual R&R Plan with budgetary Sample 1
processes and uses data to improve requirements <for previous and current Sample 2
system: Annual R&R budget utilization years> Sample 3
vis-à-vis R&R implemented programs ● Annual R&R Plan Implementation
Report with indication of actual
expenses <for previous year>
● Accomplished PRAISE
forms/Nomination Forms
● Minutes of PRAISE meetings with
discussions on criteria and review
policies (if any)
● List of Awardees
● Process Flow Process Flow
Sample

● Other Documents/Evaluation of the Sample

Program
Sample
● Pictures of Awarding/PRAISE
Ceremony

INFORMATION AND COMMUNICATION

● The Agency uses a computer-based
system to maintain R&R documents.
● The Agency maintains documentation and
records on:
○ R&R process flow
○ System review data on R&R
efficiency
○ System implementation (e.g., R&R
Committee minutes)
PILLAR 2. SYSTEMS (PLANNING)
PLANNING
❖ The Agency has customized annual R&R
plans and programs, which indicates
budget for each program/ activity.
❖ The Agency’s R&R programs include
planned and “on-the-spot” incentives and
recognition (both monetary and non-
monetary) for innovative ideas and
exemplary behavior of employees
PILLAR 3. SYSTEMS (EXECUTION)
SCREENING AND SELECTION CRITERIA
❖ The Agency’s screening and selection
criteria and processes for customized
R&R programs apply to all employees,
consistent with equal opportunity
principles.
COMPETENCIES (GOVERNANCE)
POLICY
❖ Reviews and refines R&R policies, policy
guidelines and/or processes to meet
agency requirements and promote equal
opportunity principles in collaboration with
the R&R Committee,
managers/supervisors and top
management.
SYSTEMS REVIEW
❖ Tracks and analyses efficiency of R&R
processes and uses data to improve or
recommend improvements in R&R
policies/policy guidelines and their
execution, in collaboration with the R&R
Committee, managers/ supervisors and
top management.
USE OF TECHNOLOGY
● Screen Shots of Computer-based
record system
○ Policies
○ R & R Forms
○ Minutes of PRAISE meetings
○ Nomination Forms
○ etc.
● R&R process flow
● R & R reports
● List/Database of awardees
● Samples of accomplished nomination
forms Handbook
● Forms of communicating information
(Memoranda, website, FB account, etc)
● R & R Plan with budgetary allocation
(that includes programmed activity for
the on-the spot award)
● Sample certificates/recognition for the Incident Report
on–the-spot award
HRDC Meeting
“A spot award is a spur-of-the-moment
employee recognition for employee
performance and exemplary behavior
as and when it happens.”
● Screening criteria tools with explicit Sample 1
application of EOP
● Committee minutes of meetings with PRAISE
discussions on deliberations, selection Resolution
criteria/ tools used by PRAISE HRDC Meeting
committee.
Working Sheet
● Accomplished rating form
● Documentation (pictures, reports,
database of awardees)
● Proposal (policy, use of form)
submitted by the HRM Office/r as
indorsed by the HRDC for the approval
of management
● Participation of the HRM Officer during
HRDC deliberation (presentation of
nominees, reiteration of policies and
criteria)
● Preparation of R & R plan and its
implementation reports for approval of
management
● Proposals to improve the system
❖ Uses computer-based records and data
management system to maintain R&R
documents.
COMMUNICATION
❖ Updates everyone in the Agency on R&R
policies, processes and programs, and
provides system review data on to top
management, managers/ supervisors and
the R&R Committee.
● Management of database and other
computer-based records
● Maintenance of hard copies of R & R
records
● Computer-based systems adopted to
document/maintain data bases (if any)
● Proof of dissemination of information or
orientation on PRAISE policy
● Database of awardees
● R & R reports
● Initial review or evaluation of nominees

R& R PLANNING
❖ Develops customized annual R&R plan ● R & R Plan presented to PRAISE/
and programs, which indicates budget for management for approval
each program/activity, in collaboration
with R&R Committee and managers/
supervisors.

❖ Develops scheduled and “on-the-spot” ● Citations/Recognitions made for the on-

monetary and non-monetary rewards and the-spot award
recognition for innovative ideas and ● Reports made for the on-the-spot award
exemplary behavior, in collaboration with
R&R Committee and
managers/supervisors.

DEVELOPMENT OF R&R SCREENING AND SELECTION CRITERIA AND PROCESSES

❖ Collaborates with the R&R Committee in ● Initial evaluation of nominations
developing screening and selection ● List of nominees presented to the
criteria and processes for the Agency’s PRAISE Committee
customized R&R programs.