Republic of the Philippines

COMMISSION ON AUDIT
Commonwealth Avenue, Quezon City, Philippines

RESOLUTION No. : 2017- 00~

DATE: ~lAY 1 8 017.

SUBJECT: Revised Commission on Audit Program on Awards and Incentives for

Service Excellence

. .
WHEREAS, the Commission on Audit (COA) wants to encourage and recognize
creativity, innovativeness, efficiency, productivity, integrity, courage, and selflessness in the
public service;

WHEREAS, the Commission has adopted COA Resolution No. 2002-007 dated
October 3, 2002 establishing the COA Program on Awards and Incentives for Service
Excellence (PRAISE);

WHEREAS, the Commission has issued COA Memorandum dated November 21,
2013 prescribing the guidelines in the annual search for outstanding COA officials and
employees;

WHEREAS, the Civil Service Commission (CSC), the central personnel agency of
the government, had revised and expanded its PRAISE;

WHEREAS, the Commission, in order to promote uniformity and consistency in the

implementation of the awards and incentives program, intends to revise and expand the
coverage ·of COA PRAISE pursuant to the provisions of Rule X of the Omnibus Rules
Implementing Book V of Executive Order No. 292 and pertinent provisions of Republic Act
(RA) No. 67 13.

NOW THEREFORE, the Commission Proper RE~G VE , as it does hereby

RESOLVE, to revise and expand the coverage of the COA P m line with the Revised
CSC PRAISE, as follows:

I. OBJECTIVES OF THE COA-PRAISE

1. To recognize and reward COA officials and employees individually or in groups for
their:

a. Superior accomplishments/performance, manifested through concrete

contributions such as innovative ideas, suggestions, inventions, and discoveries;
b. Exemplary ethical behavior; and
c. Heroic acts

2. To motivate employees to excel in their work, pursue their own career development,
or expect recognition of their long and dedicated service to the Commission.

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H. SCOPE

The program shall apply to all regular employees of the Commission.

Ill DEFINITION OF TERMS

1. A ward - refers to the form of recognition conferred by the Commission on Audit

on its employ~es, either for individual or group category for their ideas,
suggestions, inventions, discoveries, superior accomplishments/performance,
exemplary ethical behavior, and heroic acts.

2. Commission - refers to the Commission on Audit

3. COA PRAISE - refers to the Commission's awards and incentives program for
employees.

4. Employees - refers to all COA rank-and-file employees and officials (State

Auditor V up to Assistant Conunissioner or its equivalent).

5. E thical Behavior - refers to an exemplary behavior manifested or exhibited by the

employee within or beyond the performance of official duties and responsibilities
on the basis of observance of one or more of the eight norms of behavior provided
under RA No. 67 13.

6. H eroic A ct- refers to a courageous and selfless action that involves risking one's
life and safety for the common good and/or that would benefit others .

7. Incentive - refers to the monetary and non-monetary rewards given to an

employee or group of employees for laudable/extraordinary performance or
service, pursuance of career development or long and dedicated service to the
Commission.

8. Performance - refers to the rendition of an act or service, which may either be

work related or non-work related, and has benefited a number of persons in the
Commission/government. Said performance shall be over and above the
employee's regular functions/targets, in addition to at least Very Satisfactory
performance rating or its equivalent for the year.

9. Group - refers to an assemblage of two (2) or more employees of this

Commission organized to work together interde.rep.dently and cooperatively
towards rendering an extraordinary act or public se~e, ·ch may either be
work related or non-work related, and has benefited er of persons in the
Commission/government.

IV. AW ARDS

1. T YPES OF AWARDS

The Commission shall confer fo ur types of awards on its employees.

1.1 GAWAD KAHUSA YAN (Outstanding Performance)

The Gawad Kahusayan is conferred on a group . of employees with

maximum often (10) members for extraordinary performance or service and
continuous demonstration of competency and capacity in the execution of _
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work. Such competence may be manifested through concrete/documented

contributions. such as, an idea, a suggestion, a discovery, an invention. an
innovation, or a program that addresses a pressing need, critical gap, or
weakness in work and improves service delivery in the Commission/
bureaucracy.

1.1.1 Criteria for Gawad Kahusayan

Category Definition Percentage

Impact of The extent to which the performance and 40%

performance achievement has far-reaching effect; the
and paradigm shift and new perspective it has
achievement caused; the complexity of the invention and
discovery; and the doability in terms of
executing and implementing the idea,
suggestion, invention and discovery.

Consistency The degree of consistency of the nominee 30%

of manifesting a strong desire for outstanding
performance performance m the last two (2) rating
and periods.
achievement Performance of the office may be
considered in the evaluation to determine
consistency of the individual
accomplishments and achievements of
nominees.

Cost The extent to which m1mmum amount of 15%

efficiency resources (people, time, etc.) has been used
to achieve the result or output.

Reliability The extent to which the perfonnance or 15%

and service IS consistently manifested to
effectiveness effectively and efficiently address a
pressing need for the improvement of
service delivery. · 1
TOTAL 100%

1.1.2 Who May Be Nominated

Any CQA Audit Team/Work Group with a maximi.1m of ten (10) members
who meet the following qualifications:

a. Have rendered at least one ( 1) year of service to COA pnor to

nomination.
b. Have been rated at least Very Satisfactory or its equivalent for the last
two (2) consecutive rating periods prior to their nomination.
c. Have not been found guilty of any administrative or criminal offense and
have no pending administrative or criminal case at the time of the

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... . J>"

nomination.

d. Should a member of the Audit Team/Work Group be found guilty of

administrative or criminal case, only that member shall be disqualified
and not the team/group.

1.2 GAWAD KARANGALAN (Honor Award)

The Gawad Karangalan is conferred on each individual corning from three

position levels (Level 1: Salary Grade (SG) 1-1 0; Level 2: SG 11 -24; and
Level 3: SG 25-29), who has been in service for at least five years, for
performance of extraordinary act or public service and consistent
demonstration of exemplary ethical behavior on the basis of observance of one
or more of the eight norms of behavior under RA No. 6713 such as:

• Commitment to Public Interest - the nominee always upholds the public

interest over personal interest. All government resources and powers of the
department, office or agency are employed and used efficiently,
effectively, honestly, and economically, particularly in avoiding wastage
in public funds and revenues. Concrete proofs must be shown to manifest
this norm.

• Professionalism - the employee performs and discharges his/her duties

with the highest degree of excellence, professionalism, intelligence, and
skill; renders public service with utmost devotion and dedication to duty;
and endeavors to discomage wrong perceptions of a government employee
as dispenser or peddler of undue patronage.

• Justness and Sincerity - refers to services provided to everyone without

discrimination, 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 customs, public policy, public order,
pub lic 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 appointments of such
relatives to positions considered strictly confidential, or as members of
their personal staff whose terms are coterminous with theirs.

~
• Political Neutrality - the nominee provides ser · t everyone without
discrimination, regardless of party/political affili · or preference.

• Responsiveness to the Public - the employee extends prompt, courteous,

and adequate service to the public. Unless otherwise provided by law or
when required by public interest, the nominee provides information on
policies and procedures in clear and understandable language, ensures
openness of communication, public consultations, and hearings whenever
appropriate, encourages suggestions, simplifies and systematizes policies,
rules and procedures, avoids red tape and develops an understanding and
appreciation of the ·socio-economic conditions prevailing in the coun~ry
especially in depressed areas.

• Nationalism and Patriotism - the nominee, at all times, is loyal to the

Republic and to the Filipino people, promotes the use of locally-produced
goods, resources, and technology, encourages appreciation and pride of
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•'

country and people. He/She endeavors to maintain and defend Philippine

sovereignty against foreign intrusion/intervention.

• Commitment to Democracy the nominee commits

. himselt/herself to the democratic way of life and values, maintains the
principle of public accountability, and manifests by deeds the supremacy
of civilian authority over the military. He/She at all times upholds the
Constitution and puts loyalty to country above loyalty to persons or party.

• Simple Living - the nominee and his/her family lead modest lives
appropriate to their position and income. He/She does not indulge in
extravagant or ostentatious display of wealth in any form.

1.2.1 Criteria for Gawad Karangalan

Category Definition Percentage

Quality and The level of consistency to which the 40%

consistency of nommee has manifested exemplary
behavioral conduct and noteworthiness of
performance behavioral performance.

Impact of The extent to which the extraordinary 30%

behavioral act has created a powerful effect/
performance impact on the organization or public.

Risk or The degree of risk and temptation 20%

temptation substantially present in the work
inherent in the
work
Obscurity of The lowliness or insignificance of the 10%
the position position in relation to the degree of
performance and extraordinary
norm/s manifested.
TOTAL 100%

1.2.2 Who may be nominated

Any COA rank-and-file employee or COA..~ffici

al State Auditor V up to
Assistant Commissioner or its equivale w. o meets the fo llowing
qualifications:

a. He/She must be a regular employee of the Commission for at least five

(5) years. For COA official, he/she must be an incumbent of · a
managerial position in COA for at least one (1) year prior to nomination.

b. Has been rated at least Very Satisfactory or its equivalent fo r the last two
(2) consecutive rating periods prior to their nomination.

c. Has not been found guilty of any administrative or criminal offense and
has no pending administrative or criminal case at the time of the
nomination.

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1.3 GAWAD KAGITINGAN (Valor Award)

The Gawad Kagitingan is conferred to an individual employee for

performance of a courageous and selfless act involving the risking of one's
life and safety for the common good and/or benefit of others, which may be
work related or related to public service. Courage may refer to the state of
mind which enables one to encounter danger and difficulties with firmness,
valor, and boldness, while selflessness refers to the state of mind devoid of
self-interest.

This award is not available at Sector/Regional Office level. Each sector and
regional office may send their nominees to the Commission PRAISE
Committee.

1.3.1 Criteria for Gawad Kagitingan

Category Definition Percent

Impact of The extent to which the act has 40%

courageous and powerful/striking effect at the precise moment
selfless act of the situation/condition or to which the act
has averted a situation prejudicial to COA's
mandate.

Nature/Extent The nature and extent of the danger or loss of 30%

of danger/ life, health, career, or personal safety which
hazard the employee had to reckon with/face while in
involved the situation.

Responsiveness The extent to which prompt and immediate 30%

to call action was provided/rendered.

Total 100%

1.3.2 Who may be nominated

Any COA rank-and-file employee or Croffi·al (State Auditor V up to

Assistant Commissioner or its equi n who meets the following
qualifications:

a. Has rendered at least one ( 1) year of service to CO A prior to nomination.

b. Has been rated at least Very Satisfactory or its equivalent for the last two
(2) consecutive rating periods prior to their nomination.

c. Has not been found guilty of any administrative or criminal offense and
has no pending administrative or criminal case at the time of the
nomination.

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1.4 GAWAD BILANG KATANGI-TANGING PINUNO (Exe m p la ry

Award)

The Gawad Bilang Katangi-tanging Pinuno is conferred 'to an official from

State Auditor V or its equivalent (SG 26) up to Assistant Commissioner (S G
29) who demonstrated exemplary leadership and outstanding achievements in
his work.

The achievements must be directly attributable to the nominee as exemplified

by superior accomplishments, innovative ideas or projects initiated and/or
implemented by the nominee singly or in collaboration with other individuals.

This award is not available at Sector/Regional Office level. Each sector and
regional office may send their nominees to the Commission PRAISE
Committee.

1.4.1 Criteria for Gawad Bilang Katangi-tanging Pinuno

Category Definition Percent

Noteworthiness The degree of uniqueness and originality of 30%

of Outstanding the outstanding achievement or performance
Achievement/ has far-reaching effect; resulting to
Performance qualitative improvements m the
stakeholder's conditions, structures and
systems which facilitates its transactions
and processes; the paradigm shift and new
perspectives it has caused; and the number
of persons benefited.

Integrity Manifests unwavering conviction to uphold 20%

moral ethics and highest standards in all
aspects of personal and professional life;
maintains living standards reasonable within
visible means; and has never indulged m
extravagant or ostentatious display of
wealth in any form.

Cost Efficiency The extent to which the minimum of 15%

resources (people, time, ~~ra~een used
to achieve the result or ou_Q l-V
Reliability and The extent to which the achievement or 15%
Effectiveness projects/outputs has meaningfully addressed
a pressing need and/or shepherd/improved
office performance.

Consistency of The degree of consistency of the nominee 10%

Performance manifesting a strong desire and working for
outstanding performance based on historical

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. ... '!'I '

Category Definition Percent

work record.
Results-Driven Consistently maintains an exceptional 10%
record for achieving important results with
meaningful impact on stakeholders.

Total 100%

1.4.2 Who may be nominated

Any COA official (State Auditor V up to Assistant Commissioner or its

equivalent) who meets the following qualifications:

a. Has rendered at least one (1) year of service to COA prior to

nomination.
b. He/She must be an incumbent of a managerial position in COA for
at least one (1) year prior to nomination.
c. Has been rated at least Very Satisfactory or its equivalent for the
last two (2) consecutive rating periods prior to his/her nomination.
d. Has not been fOLmd guilty of any administrative or criminal offense
and has no pending administrative or criminal case at the time of the
nomination.

2. FORMS OF AWARDS

2.1 Monetary reward

Amount
Level
Individual Group
Sector/Regional Office ~5,000.00 Pl2,500.00
Commission-wide ~25,000.00 P150,000 .00

2.2 Awardees shall receive plaques of recognition.

2.3 The awardee/s shall be provided by the Professional and Institutional
Development Sector (PIDS) with appropriate professional/career
development intervention to further enhance fhe'ir ompetencies.
2.4 The awardee/s may be given other forms of re as approved by the COA
Chairperson; upon the recommendation of t e Commission PRAISE
Committee.

3. PROCEDURES FOR THE GRANT OF A WARDS

3.1 PUBLICATION/POSTING OF ACCEPTANCE OF NOMINATION

The Commission PRAISE Secretariat, m coordination with the

Sector/Regional Office PRAISE Secretariats, shall publish/post the _

~~
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acceptance of nomination for the different awards under the COA PRAISE in
the COA website and in at least five (5) conspicuous places in the
Central/Regional Offices. Written notices shall also be serit to all Sectors/
Offices, which in turn shall disseminate the notices to employees under their
jurisdiction. The notice shall include the qualification and documentary
requirements relative to the nomination, and the deadline for submission of
nominations.

3.2 NOMINATION

Any of the following persons may nominate employees (individuals/groups/

teams) for the different awards under the COA PRAISE:

3.2.1 The supervisor of the nominee;

3.2.2 Their co-workers; or
3.2.3 A private person, a group, or an organization.
3.2.4 Any member of the Commission Proper may nominate any rank-and-
file employee or COA official to any of the awards.
3.2.5 Any aggrieved employee or group of employees who was/were not
nominated for award or incentive may nominate
himself/herself/themselves to the Sector/Regional Office PRAISE
Committee, who will accordingly consider and evaluate his/her/their
documents.

Accomplishments/Achievements from prior years shall be considered for the

nomination. Provided, the accomplishments/achievements have not yet been
considered in previous nomination.

An employee/official or group of employees/officials can only be nominated

to one type of award in a given year.

3.3 STEPS lN TI-J..E NOMINATION AND SELECTION OF CAND1DATES

3.3.1 All nominations from the National Capital Region/Central Office shall
be submitted to the PRAISE Committee of the Sector where the
nominee is assigned, while nominations from the regions shall be
submitted to the Regional Office PRAISE Committee.

3.3.2 The respective Sector/Regional' Office PRAISE Committees shall

screen the qualifications of t~~~ee/group of nominees and the
completeness of support~ng doc~,(~~: specified under this ~esolution.

3.3.3 The respective Sector/Regional Office PRAISE Committees shall

select deserving nominees and publish/post the shortlist in conspicuous
places in the Sector/Regional Office and COA website for two weeks.

3.3.4 The respective Sector/Regional Office PRAISE Committees, after

deliberation on protests, if any, shall select the winners for each type of
award for the Sector/Regional Office Level. The winners shall
automatically be the Sector's/Regional Office's nominee to the COA-
wide search .

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 3.3.5 Nominations of deserving employees for Gawad Kagitingan and
Gawad Bilang Katangi-tanging Pinuno awards shall be sent to the
. Commission PRAISE Secretariat.

3.3.6 The Commission PRAISE Secretariat shall consolidate all nominations

from the Sector/Regional Office PRAISE Committees and prepare the
long list of qualified nominees for submission to the Commission
PRAISE Committee.

3.3.7 The Commission PRAISE Committee shall evaluate the nominations

from both the Sectors and the Regional Offices, as well as the
nominees for Gawad Kagitingan and Gawad Bilang Katangi-tanging
Pinuno, and prepares the shortlist of qualified nominees as semi-
finalists. The shortlist contains the names of qualified nominees who
obtained an over-all average of 90% in the criteria set for each type of
award, if any, otherv.rise, the shortlist shall contain the top three
nominees for each type of award.

3.3.8 A member of the Commission PRAISE Committee, together with a

member of the PRAISE Secretariat and Human Resource Management
Office (HRMO) Sub-Committee on Evaluation of Nominees, shall
conduct background investigation/performance validation for
shortlisted nominees. The Commission PRAISE Committee shall
convene for the final selection of nominees after the consoliQ.ation of
results of the background investigation/performance validation and
shall submit the final list to the COA Chairperson, together with the
Office Memorandum for approval.

3.4 SCHEDULE FOR THE SUBMISSION/EVALUATION OF

NOMINATIONS AND APPEALS/PROTEST

Activity Responsible Deadline/

Person/ Period
Committee
a. Dissemination of invitation to the PRAISE 2M week of
Sectors/Regional Offices
s~~t?Y November
(Precedin~ year)
b. Submission of nominations from NWl)~~ting 1st week of
the Sector/Regional Offices to the perso group December
respective Sector/Regional Office (preceding year)
PRAISE Committees
c. Posting, screening, and selection Sector/ 3rd week of
of winners at the Sector/Regional Regional December .'
Office revel. The screerung Office (preceding year)
process includes the deliberation PRAISE
on protests, if any. Committee
d. Consolidation of all COA-wide Commission 4th week of
nominations, initial evaluation of PRAISE December
the qualifications of nominees and Secretariat (preceding year)
preparation of the shortlist of
qualified nominees for
submission to the Commission
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Activity Responsible Deadline/

Person/ Period
Committee
PRAISE Committee, as well as
background investigation.

e. Evaluation by the COA PRAISE Commission 1st week of

Committee. PRAISE January (current
Committee/ year)
Secretariat
f. Publishing/Posting of the shortlist PRAISE 2nu week of
m the COA website and m Secretariat February (current
conspicuous places in the Central/ year)
Regional Offices.
g. Filing of a written protest on the Protestant Within five (5)
list of qualified nominees before working days
the Commission PRAISE from the date of
Secretariat. publication/
posting of the list
of qualified
nommees
h. Action on the protest. Commission Within five (5)
PRAISE working days
Committee from receipt of
the protest

1. Submission of appeal in writing Protestant Within five (5)

to the COA Chairperson working days
from the receipt
of the decision

J. Action/Decision on the Office of the Within five (5)

appeal/protest Chairperson working days
(CHO) from receipt
thereof

k. Conduct of background Commission 2nu week of

p~
investigation through the cross- March (current
reg1on scheme as well as Sec ia year)
submission of validation/
background investigation reports
to the Commission PRAISE
Committee

1. Submission to the COA Commission Last week of

Chairperson of the final list of PRAISE March (current
awardees to be conferred with the Committee year)
award.

m. Approval of the final list of COA 2nu week of April

awardees to be conferred with the Chairperson (current year)
award.

Nominations received by the PRAISE Secretariat after the prescribed deadline

shall no longer be included in the evaluation. Likewise, nominations with
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 incomplete documentary requirements shall not be included in the ~valuatio n
process. ·

3.5 DOCUMENTS TO BE SUBMITTED

a. Properly accomplished nomination form duly signed by the nominee/s.

Information required must be complete as this will be the same form that
will be provided to the Commission PRAISE Committee.
b. Personal Data Sheet of the nominee/s with passport size (1 1/2" x 1 1/2 ")
photo (no computer print-out or photocopy) taken within the last six (6)
months with name tag.
c. Certification issued by the Internal Affairs Office, CHO that the nominee
has no pending administrative or criminal case against him/her, and/or has
not been found guilty of any administrative or criminal offense during the
period of five (5) years from the time of nomination.
d. Latest Statement of Assets, Liabilities, and Networth (SALN) certified by
the authorized COA official (for Gawad Karangalan).
e. Justification of the nomination (use PRAISE Forms # 2, 3, 4, or 5).
Concrete proof such as clippings, pictures, and other documents must be
submitted to support the nomination.
f. Performance Rating sheets for the last two (2) rating periods prior to
nomination.
g. Certification or copy of the Minutes of Deliberation on the selection of
wipners from the Sector/Regional Office PRAISE Committee. (Additional
requirement of CO A-wide search).

Documents shall be prepared in eight (8) copies [original and seven (7)
authenticated copies] and shall be submitted by mail or personal delivery.

3.6 RECOGNITION OF THE ACCOMPLISHMENTS OF NOMINEES

WHO WERE NOT SHORTLISTED

For Sector/Regional Office level search nominees who were included in the
shortlist and found qualified for any type of award but were not selected as
winner, a Letter of Appreciation and R'ogniti e i :n signed by the Sector
Head/Regional Director shall be given to ea o · ee.

For Commission-wide search employees wlio were nominated and found

qualified for any type of award but did not make it to the Commission-wide
shortlist, a Letter of Appreciation and Recognition signed by the COA
Chairperson shall be given to each nominee by the Head of Office/Regional
Director in a fitting ceremony.

V. INCENTIVES

1. TYPES OF INCENTIVES

1.1 LOYALTY MILESTONE INCENTIVE

An incentive given to an employee who has served the Commission for at least
forty (40) years.

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 1.1.1 Qualit1cations

The employees must meet the following requirements:

a. Have c~ompleted at least forty (40) years of service to the

Conunission at the time of nomination.

The grant of said incentive shall start on the 40th year of service with
the Commission and the succeeding five-year period thereafter.
However, for transferees, services rendered in other government
agencies prior to January 1, 2002 shall not be considered for
purposes of granting the loyalty award (CSC Memorandum Circular
No. 06, s. 2002).

Employees who incurred an aggregate of not more than two. hundred

(200) days authorized vacation leave without pay within the forty
(40) years period shall be considered as having rendered continuous
service.

Employees who incurred an aggregate of not more than twenty-five

(25) days authorized vacation leave without pay within the
succeeding five-year period may qualify for the forty-fifth year
milestone loyalty award.

If the employee incurred more than two hundred (200) days vacation
leave without pay within the forty-year period or incurred more than
twenty-five (25) days vacation leave without pay within the
succeeding five-year period, the grant of loyalty incentive will only
be delayed for the equivalent number of days that the employee was
on leave without pay.

b. Have been rated at least Very Satisfactory or its equivalent for the
last two (1) consecutive rating periods prior to their nomination.

c. Have not been found guilty of any ad.rninistrative or criminal offense

and have no pending administrative or criminal case during the
period of five (5) years prior to the nomination.

1.1.2 Form of Incentive

Employees who have served the CO~ for forty (40) and forty-five (45)
years as of May 8 of the preceding y t ay 7 of the current year
shall be given a certificate and an a 10nal gift on top of the cash
incentive pursuant to COA Circular o. 2013 -003A dated · September
18, 2013, subject to the availability offunds.

1.2 MOST PRODUCTIVE RETIREE INCENTIVE

This lS an incentive given to a retired employee who has remained productive

and contributed greatly in the community.

1.2.1 Qualifications

The employee must meet the following requirements:

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..

a. Has rendered at least ten (10) years of service in COA.

b. Has been retired from COA service at least fiv~ (5) years before the
nomination.
c. Still living at the time of nomination.
d. Has rendered any of the following:
(i) Outstanding service to the community giving honor or prestige
to the community; or
(ii) Humanitarian service to a person or group of persons resulting
in the improvement of their lives, or conditions of the lives of
the beneficiaries, such as recognition from the community or
barangay and other similar circumstances; or
(iii) Continuing commitment for professional achievement or sharing
of knowledge and expertise contributing to the enhancem~nt of
audit service and the prestige and credibility of COA as an
institution.

1.2.2 Form of Incentive

The awardee shall receive a cash prize of Pl5,000.00, together with a

citation from the Commission.

1.3 CAREER DEVELOPMENT INCENTIVE

An incentive given to employees who-excelled in their field of study.

1.3.1 Types of Career Development Incentive

A. Academic Excellence Incentive

An incentive given to employees who have completed doctorate or

master's degree relevant to COA functions as evaluated by t he
PRAISE Committee or bachelor's degree, whether at their own
expense and time or on scho larship, shall be granted the incentive
provided they graduated with honors from colleges and universities
identified by the Commission on Higher Education as Centers of
Development/Excellence. The term "~it · hon " should be
construed as summa cum laude, magna cu , and cum laude, or
their equivalent.

The degree obtained must have been completed within the period
specified below:

Degree Obtained Period

Completion of Doctorate.Degree Within three (3)
years
Completion of Master's Degree Within three (3)
years
Completion of Bachelor's degree for Within four (4)
those who have already completed two years

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/h
·.:

l2) years studies in college

Completion of Bachelor's degree for Within six (6)

those who need four (4) years college years
studies to complete a decree/course

B. Performance in Licensure Examinations

An incentive given to employees who placed in the top ten ( 10) of

the Bar or Board Examinations.

1.3.2 Qualifications

The employee must meet the following requirements:

a. Has rendered at least two (2) years of service in COA.

b. Has obtained Very Satisfactory performance rating or its equivalent
for the last two (2) rating periods in the COA prior to the date of
nomination.
c. Has no pending administrative or criminal case at the time of the
nomination and has not been found guilty of any administrative or
criminal offense during the period ofthe grant.

1.3.3 Form of Grant

Incentive
Academic Excellence Incentive
lI Amount
,PS,OOO.OO
Performance in Licensure Examinations J ,PlO,OOO.OO
A plaque of recognition shall be given to the awardee.

The claims for Career Development Incent\ ve .shall be made within

one (1) year from graduation (Academic E~ e e Incentive) or
after the publication of examination res (Performance in
Licensure Examinations).

1.4 INCENTIVE FOR AN AUDIT TEAM WITH OUTSTANDING

AUDIT REPORT

The incentive under this cat~gory is conferred to an a)ldit team/group whose

audit reports/findings became the main basis of a final and executory decision
in calendar year 2014 onwards, of adj udicating bodies or the Office of the
Ombudsman on a criminal or administrative case against accountable or liable
employees.

1.4.1 Qualifications

All members of the audit team/group must meet the following

requirements: ,

( Poge I5 of 28
.,

a. Have actively participated and contributed to the results of the

audit as certified by the Supervising Auditor and ALldit Team
Leader.
b. At the time of nomination, should have no pending or not found
guilty of any administrative or criminal offense.
c. Must still be in the service at the time of nomination.

1.4.2 Reports which may be nominated

a. For reports that became the main basis of a final judgment issued
from January 1; 2014 to October 31, 2015, nomination must be
submitted on or before the first week of December, 2015.
b. For reports that became the main basis of a final judgment issued
from November 1, 2015 to October 31 ,2016, nomination shall be
submitted on or before first week of December, 2016. For
succeeding years, the same period shall be observed. Those that
will not be able to make it to the cut-off shall be considered in the
following year.

1.4.3 Criteria

Evaluation shall be made using the following criteria:

a. Impact. The extent to which the audit report has far-reaching

effect, the paradigm shift and new perspective it has caused,
creative and innovative methods applied by the audit team resulting
in the audit discovery, and the doability in terms of executing and
implementing the audit recommendation.
b. Magnitude. The extent of recovery/restitution of disallowed
amount.

1.4.4 Form of Grant

a. The monetary award to be given to the top five (5) audit team shall
be P20,000.00 per team.
b. Awardees shall receive plaques ofrecognition.
\
c. The awardees may be given preference i~n foreian assignments like
trainings, audit of foreign-based govern t gencies, or audit of
international organizations.
e. The awardees may be given other forms of incentives as approved
by the COA Chairperson upon the recoinmendation of the
Commission PRAISE Committee.

2. PROCEDURES FOR THE GRANT OF INCENTIVES

2.1 NOMINATION

The concerned employees or their supervisors, the Administration, Training

and Finance Services (ATFS) of the Regional Office and the HRMO shall
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...

inform the Sector/Regional Office PR.i\ISE Committee of the

employees/retirees who are entitled to the different incentives.

For nominees from Cluster and Support Offices in the Central Office, the
recommendations and needed documents to prove that the nominee is
qualified for incentives shall be submitted to the Sector PRAISE Committee.
For nominees from Regional Offices, the said documents shall be submitted to
their respective Regional Office PRAISE Committees for consolidation and
initial evaluation.

For incentive given to an employee or audit team/group with outstanding audit

report, the Auditor, Audit Team Leader, Director, or other concerned officials
ofthe Commission, shall inform the appropriate PRAISE Committee about the
decisions of the adj udicating or quasi-adjudicating bodies which used their
audit reports as bases for conviction or dismissal from the service of erring
public officials/employees.

2.2 EVALUATION
2.2.1 For Loyalty Incentive

a. The HRMO shall determine the list of qualified central and

regional employees entitled to receive the incentive, which shall
include verification of vacation leave without pay.
b. Commission PRAISE Committee shall prepare the final list of
loyalty awardees, together with the accompanying resolution and
budgetary requirement, and submit it to the COA Chairperson for
approval.

2.2.2 For Career Development Incentives

a. The Sector and Regional Office PRAISE Committees, in

coordination with HRMO/AFTS, shall evaluate the qualifications
of nominees. The qualified nominees shall be endorsed to the
Commission PRAISE Committee.
b. The Commission PRAISE Committe~t, after consolidation, shall
submit the names of qualified nominees ~~OA Chairperson
for approval. u ·r
2.2.3 For Incentive Given To An Employee Or A Group With
Outstanding Audit Report and Most Productive Retiree

a. The Sector and Regional Office PRAISE Committees, in

coordination with Cluster/Regional Director, shall evaluate the
qualifications of nominees.
b. The appropriate PRAISE Secretariat shall validate the same with
the adj udicating/quasi-adjudicating body concerned or the
beneficiary/community, and forward the same to the Commission
PRAISE Committee if fmmd qualified.
c. The Commission PRAISE Committee shall, after validation and
consolidation, submit the names of qualified nominees to the COA
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Chairperson for approval.

2.3 APPROVAL/GRANT OF INCENTIVES

a. The HRMO shall inform the Heads of Offices of the approval of the grant
of incentive of their employees.

b. The grant of incentives covered by this Resolution shall be given only

during the COA Anniversary, including incentives for qualified employees
who have to leave the Commission prior to the celebration of the COA
Anniversary.

Vl. COMPOSITION OF THE COA PRAISE COMMITTEE

Each Sector, Executive Office, and Regional Office must constitute its own PRAISE
Committee. Regional Office PRAISE Committees shall consider all teams under the
technical and administrative supervision of the Regional Director in their respective
committees.

1. The Commission PRAISE Committee

Chairperson An offlcial to be designated by the COA Chairperson

Vice-Chairperson : Representative from the Office ofthe Commissioner

I, upon recommendation from the Commissioner

Members Five (5) officials to be designated by the COA

Chairperson upon recommendation of the respective
Heads of Offices (One representative each from the
Office of the Chairperson, Office of the Commissioner
II, Legal Services Sector (LSS), Planning, Finance and
Management Sector (P FMS), and HRN!O)

One (1) representative, duly •recommended by the

Philippine Government AuditNds~ice Employee
Association (PhilGASEA) Q r
Secretariat HRMO

2. The Sector PRAISE Committee

Chairperson Assistant Commissioner

Members All Cluster/Office Directors under the sector
Secretariat The Sector Secretariat shall be designated by the Sector
Head.

3. The Regional Office PRAISE Committee

Chairperson Regional Director

Members Assistant Regional Director

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 All Service Chiefs/Supervising Auditors
One representative each for Levels rand II, duly
recommended by the PhilGASEA Regional Chapter

Secretariat ATFS

If the Committee Chairperson is the nominee, the COA Chairperson shall issue an
Office Order designating a replacement who will act as Committee Chairperson for
that year.

Each Sector/Region shall immediately submi~ to the Commission PRAISE

Committee, through the Commission PRAISE Secretariat, the officials/employees
constituting their respective PRAISE Committees. In the event that any
official/member of the PRAISE Committee is reassigned/replaced at any time, the
concerned Sector/Regional Office PRAISE Committee shall submit to the
Commission PRAISE Committee the name/s of the replacement.

Committee members/representatives must have an alternate in case they are being

nominated for special awards and/or in the absence of the regular members.

An alternate to the principal member shall attend the meeting and have the right to
vote in the following cases: (1) when the principal member has personal connection to
any of the parties being nominated which may affect his/her
independence/impartiality. In any case, the member should refrain from participating
in the deliberation; and (2) during official travel, sickness and other reasons of the
principal member.

The alternate Chairperson of the Commission and Sector PRAISE Committees shall
be designated by the COA Chairperson, while the alternate Chairperson of the
Regional Office PRAISE Committee shall be designated by the Assistant
Commissioner ofthe Local Government Sector (LGS).

The alternate members to represent the LSS and HR..\ 10 in the absence of the
principals, shall be designated by their respective Assistant Commissioners.

In case the Chairperson or a Member of the Reui · al ' fice PRAISE Committee has
a personal connection to any of the parties inv m the protest which may affect
his/her independence/impru1iality, the alternate C · erson shall be designated by the
Assistant Commissioner of the LGS while the Regional Director concerned shall
designate the alternate member.

The principal and alternate representatives of Levels I and II employees shall be rank-
and-file employees who shall be designated by the PhilGASEA, the recognized
employees' union.

VII. KEY PLAYERS A..ND RESPONSIBILITIES

1. COA Chairperson

1.1 Primarily responsible and accountable for the establishment and

implementation of the COA PRAISE program.

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 1.2 Selects/Confirms the awardee/s for all awards or incentives.
1.3 Selects the nominees for the Honor Awards, Lingkod Sayan, Pag-asa and
Dangal ng Bayan among the awardees for submission to the CSC.
1.4 Approves the grant of monetary and non-monetary awards and incentives and
the allocation and release of funds for expenses relative to COA PRAISE
activities.
1.5 Decides on appeals from the decision of Commission PRAISE Committee on
protests.

2. The Commission PRAISE Committee

2.1 Initiates, formulates, and enhances the guidelines for the selection of
employees for the different awards and incentives and/or recommends
additional forms of awards and incentives to the COA Chairperson.
2.2 Screens, evaluates and recommends to the COA Chairperson nominees for
the different COA-wide awards and incentives specified in the COA
PRAISE.
2.3 Evaluates the implementation of the COA PRAISE and submits a report on
the operation of the PRAISE program to the COA Chairperson for
submission to the esc, as may be required.
2.4 Evaluates and decides appeals/protests of nominees.

3. The Sector/Regional Office PRAISE Committee

3.1 Conducts the initial screening and evaluates the list of nominees assigned in
their respective sectors/regions for the different awards and incentives.
3.2 Decides on protests and selects winners at the Sector/Regional Office level
for the different awards and incentives specified in the COA PRAISE and
recommends the said winners as the Sector/Regional Office nominee for the
COA-wide search.
3.3 Facilitates processing of documents relative to the travel of the awardees to
the Central Office (for regional awardees).
3.4 Submits to HRMO critical incidence relative to the implementation of these
guidelines for policy enhancement/modification.
3.5 Performs such other functions as may be deemedrY·

4. The Commission PRAISE Secretariat

4.1 Prepares plans, identifies resources, and proposes budget for the
implementation of the PRAISE on an annual basis.
4.2 Disseminates invitation to Heads of Offices officially announcing the
commencement of the period. of nomination to the different awards.
4.3 Coordinates and facilitates PRAISE meetings.
4.4 Consolidates nomination documents coming from both the Sector and
Regional Office PRAISE Committees.

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·~

4.5 Reviews all nominations based on the qualifications and criteria prescribed
in this Resofution and prepares the shortlist of nominees recommended by
the Sector and Regional Office PRAISE Committees for further evaluation/
recommendation of the Commission PRAISE Committee.
4.6 Informs nominees that they will be subjected to a validation process and
that unsigned nomination forms will not be accepted.
4.7 Publishes/Posts in the COA website and in conspicuous places the names of
nominees qualified for the different awards ..
4.8 Maintains records of deliberations and all reference documents used in the
evaluation of candidates, which shall be ·made available upon written
request from other concerned employees/entities.
4.9 Documents best practices, innovative ideas, and success stories on PRAISE
·implementations. Prepares a report on the operation of the PRAISE
program for submission to the COA Chairperson and the CSC as may be
required.
4.10 Performs such other functions as may be deemed necessary.

5. The Sector/Regional Office PRAISE Secretariat

5.1 Disseminates invitation to Heads of Offices officially announcing the

commencement of the period of nomination to the different awards.
5.2 Coordinates and facilitates PRA.ISE meetings.
5.3 Consolidates nomination documents coming from nominators for nominees
assigned in the Sector/Regional Offices.
5.4 Conducts initial evaluation of all nominations based on the qualifications
and criteria prescribed in this Resolution and prepares th e shortlist of
qualified nominees for further evaluation of the Sector/Regional Office
PRAISE Committee.
5.5 Informs nominees that they will be subjected to a validation process and
that unsigned nomination forms will not be accepted.
5.6 Publishes/Posts in COA website and in conspicuous places the names of
nominees qualified for the different awards.
5.7 Prepares the Letter of Appreciation for S e /R E .onal Office search
nominees who were included in the shortlist found qualified for any
type of award but were not nominated for the o ission-wide search for
signature of the Sector Head/Regional Director who shall confer the awards
to the nominees.
5.8 Maintains records of deliberations and all reference documents used in the
evaluation of candidates, which shall be made available upon written
request from other concerned employees/entities.
5.9 Performs such other functions as may be deemed necessary .

VIII. DISQUALIFICATIONS

Automatic disqualification from nomination shall be effected in any of the following

circumstances:

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.:

L Non-submission or late submission ofthe requirements to the appropriate PRAISE

Committee as mentioned in the procedures for the grant of awards under Item
IV.3 ofthis Resolution; or
2. Any misrepresentation of information made in the nomination fom1 and
documents submitted.

IX. APPEALS AND PROTESTS

1. The Sector/Regional Office/Commission PRAISE Committee shall decide on

appeals/requests for reconsideration relative to the grant of awards in their
respective jurisdictions.
2. Any employee who is dissatisfied with the outcome or result of the evaluation by
the PRAISE Committee or who has personal knowledge why a nominee should not
win the award shall:
2.1 File a written protest with the appropriate PRAISE Committee within five (5)
working days from the date of publication/posting of the list of qualified
nominees. The Committee shall decide on the matter within il.ve (5) working
days from receipt of the protest.
The Appeal/Protest shall have the following contents:
a. The full name and office/contact information of the protestant (aggrieved
party/nominator) and/or the protestee (nominee or recommendee); and
b. The facts constituting the grounds for the appeal/protest or requests for
reconsideration.
2.2 In the event of an adverse decision by the Committee, the employee or the
nominators may appeal in writing to the COA Chairperson, through the
Commission PRAISE Committee, within five (5) working days from the
receipt of the decision. The CHO shall decide the aforesaid request within five
(5) days from receipt thereof. The decision of the COA Chairperson shall be
final.
3. An appeal and/or a protest may be withdrawn by the protestant anytime as a matter
of right. The withdrawal of the appeal/protest shall terminate the protest case.
4. Appeals filed beyond the prescribed period shall no longer be entertained.
\ '
5. In case of favorable decision, the same should indicate wheptheotestant shall
be automatically nominated to the COA-wide search and/o omination of the
protestee shall be considered withdrawn.

X. CONFERMENT OF A W ARDEES

Awardee/s shall be invited to the Central Office for the conferment of awards during the ·
COA Alllliversary in the first week of May.

XI. INCULCATING CULTURE OF EXCELLENCE

The Commission recognizes the importance of maintaining a culture of excellence

among its ranks and one way of inculcating this attitude into its workforce is through
periodic reminder or mind-setting. "

r :ge22of28 t-
 Aw::udees shall be given opportunities to encourage more employees to excel in their
own line of work as well as to inculcate in the ranks ethical behavior ·such as
Commitment to Pubric Service, Nationalism· and Patriotism, Professionalism,
Responsiveness to the Public, Justness and Sincerity, Commitment to Democracy,
Political Neutrality, and Simple living.

A video presentation of the testimonies/inspirational/motivational talks of the awardees

sharing their experiences and accomplishments worthy of imitation shall be part of the
Orientation Seminar being conducted by the PIDS for new recruits. Production of
materials may be done in coordination with the Public Information Office, CHO. The
same materials shall also be used by PIDS in the regular conduct of briefmg, orientation
or personality/professional development seminars for its employees (rank-and-file,
supervisory and managerial level).

XII. FUNDING

The Commission PRAISE Committee shall, at the beginning of each year, submit to the
PFMS, the funding requirement estimates for the PRAISE program.

All expenses relative to COA PRAISE activities shall be charged against the
appropriate funds of the Commission.

The Central Office shoulders the cash awards, including plaques or tokens, and other
expenses incurred for the evaluation and the awarding ceremony.

The Regional Offices shall bear the expenses for the background investigation and the
incidental expenses such as roundtrip ticket and per diems of their awardees. The PFMS
shall transfer the necessary fund to the regional offices.

XIII. REPEALING CLAUSE

All issuances of this Commission on COA PRAISE which are inconsistent with this
resolution are deemed repealed and/or superseded.

XIII. EFFECTIVITY
The Revised COA PRAISE shall take effect immediately.

Quezon City, Nlay /g, 20 17.

Jo'MhL )
c~li:!~ Commissioner

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..

PRAISE FORM #1

NOMINATION FORM

Nomination for: (Put a ~ mark in the box where the nominee is being considered)

0 1. Gawad Kahusayan
0 2. Gawad Karangalan
0 3. Gawad Kagitingau
0 4. Gawad Bilang Katangi-
tanging Pin uno

Nominee/Group Nominee: - - - - -- - - - -- - - - -- - -- - - - - - -
(use extra sheet for the names ofgroup members and respective positions)
No. of team members [n case of group category:_ __ _ _ _ __ __ _ _ _ _ _ __
Level Pos[tion: 0 F[rst Level 0 Second Level D Third Level
Telephone/Cellphone Numbers: - - -- - - - - - -- - - -- - - - - - - - -
Present Ass ignment: - - - - -- - -- - -- -- - - - - - - -- - -- - -
Performance Ratings (January-December CY _ _ ) J-J _ __ J-D - - - :
Residence Address:
- - - - - - -- - - - - - - -- -- - - - - - - - --

Nom inator:
--- - - - - - - -- - - - - -- - - - - -- - - - - - - - - -
Position :
- - -- - ----------- Signature: _ _ _ _ _ __ _ __ _ ___
Agency: ___ __ __ _ _ _ _ __ _ _ _ __ _ _ _ __ _ _ _ _ _ __ ____
Agency Address:_ _ __ _ _ _ _ __ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Office/Regional Office Head: - - - -- - - - - - - - - -- - - - -- -- --
Position: _ _ _ _ _ __ _ _ _ __ _ _Signature: ___ __ _ _ _ _ _ _ _ _ _
Headof DepartmenVAgency: _ _ _ __ _ _ _ _ __ _ _ _ _ __ _ __ __ __
(in case nominated to the Honor Awards)
Position: _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ Signature: _ __ _ _ _ _ __ _ __

BASES/REASONS FOR THE NOMINATION

Page 24 of 28
 PRAISE FORM #2
.
GAWAD KAHUSAYAN

Team Nominee: Position Agency/ Offi ce Division/U nit

For group nominee, no. of team members: Agency Address:

Sign ificant Achievement/s for the Last One Year lmpac l of Accomplishments Other Info rm ation

(Descrirtion of the Project/ Work Accomplished/Strategies/ (Indicate the extraordinary performance or service and '
Activiti es Done/ Proble ms Encountered) continuous demonstration of competency and capacity in
the execution of work.)
!

Major Awards/Citations Received:

Membership in Organizations:

Description of the Nominee:

- As a Person
..
As a Worker
~-
-

\ ..
-
-
As a Family Member

As a Citizen
-

CERTIFICATION

We attest to all the facts contained herein and authorize the use of these info rmation for publication. We understand that the Commission PRAISE Committee wi ll -validate
th e accuracy of the information contained in this fo rm and we grant our consent to the cond uct of background investigation.

Printed Name and Signature: - - -- - -- - - -- - -- - -

Nom inee Nominator Sector/Regional Office PRAISE
Committee Chair

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Page 25 of28
 PRArSE FORM #3
.
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GAWAD KARANGALAN

Name of Nominee Position Agency/Office Division/Unit

Agency Address:
For individual nominee, length of service in the position: Jn Government:

Exempl a t·y Behavior/Conduct Displayed for fhe Last Impact of Accomplish ments Other ln fo t·ma tion
One Yea •·
(Describe the extent to which the extraord inary
(Describe nom inee's <'.l.d herence to one o r more of the following actfbehavior has created a powerful effect/ impact on the
eight (8) norms of behaviors: Commitment to Public Interest, organizati on or public . Justify why the norms di splayed
Professionalism, Justness and Sincerity, Political Neutrality, may be considered exemplary or outstanding.)
Responsi veness to the Public, Nati onalism and Patriotism,
Comm itrnent to Democracy and Simple Living. Ci te
ci rcumsta1~~ov!ng such norms, risks involved and
problems~ red)

Major Awards/Citations Received:

.
Membershi Q in Organizations:

Descrigtion of the Nominee:

- As a Person
..
- As a Worker

. As a Family Member

- As a Citizen

CERTJFJCATION

We attest to all the facts contained herein and authorize the use of these inform ation fo r publi cation. We understand th at the Commi ssion PRAISE Committee will
validate the accuracy of the information contained in this form and we grant ou r consent to the conduct of background investigation.

Printed Name and Signatur e : - - - - - - -- -- - -- --

~
Nominee Nomi nator CentraVRegional Office PRAISE
Committee Chair

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 PRAISE FORM #4

GA WAD KAGITINGAN

Name ofN ominee/Team Nominee: Position Agency/Office Division/ Un it

For group nominee, no. of team members: Agency Address:
For individual nominee, length of service in the position: In Government:

Exempla ry Behavior/Conduct Dis played for the Last Impact of Accomplis hm ents Other Info rmation
One Year
(In dicate courageous and selfless acti on done th at
(Description of the Project/Work Accomplished/Strategies/ involved ris king own life and safety for the common
Activities Done/ Problems Encountered) good and/or that benefi ted others.)
~

~ Mruor Awards/ Citations Received:

Membershi p in Organizations:

Descriptio n of the Nom inee:

- As a Person

- As a Worker

- As a Family Member

-- -- -
- As a Citizen

CE RTIFl C A TTON

We attest to all the facts contained herein and authorize th e use of these in formation for publ ication. We understand that the Commission PRA ISE Committee will va lidate
the accuracy of the information contained in this form and we grant our consent to the conduct of background investigation.

Printed Nam e and Signature: - - - -- - ----.,.-::------- -

Nominee Nominator Central/Regional Office PRAlSE
Committee Chair

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Page 27 of28
 PRAISE FORM #5 -~

GAWAD BILANG KATANGT-TANGJNG PJNUNO

Name ofNominee/Team Nominee: Position Agency/Offi ce Division/Unit

Agency Address:
For individual nominee, length of service in the position: Jn Government:

E xemplar·y Behavior/Conduct Displayed for the Last Impact of Accomplishments Other Tnf01·mation
One Year
(fndicate th e exempla1y leadership demonstrated by the i'
(Description of the Project/Work Accomplished/Strategies/ official and the outstanding achievements in his/her work
Acti~"!'wbl<m< Enconnl«<d) that are directly attributab le to him/her.)

Major Awards/Citations Received:

MembershiQ in Organizations:

Description of the Nominee:

- As a Person

- As a Worker

- As a Family Member

---- -~-
------- - ----- -- -
- As a Citizen

CERTIFJCA TJON

We attest to all the fa~ts contained herein and authorize the use of these info rmation for publication. We understand that the Commission PRAISE Committee will val idate
the accuracy of th e information contained in this fonn and we grant our consent to the conduct of background investigation.

Printed Name and Signature:~~~~~~~~~~~~~-

Nomi nee Nominator Central/Regional Office PRAISE

~ Committee Chair

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