department of education - deped-ne.net.ph

Republic of the Philippines

Department of Education REGION III – CENTRAL LUZON

SCHOOLS DIVISION OFFICE OF NUEVA ECIJA

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POLICY GUIDELINES ON AWARDS AND INCENTIVES FOR SERVICE

EXCELLENCE IN THE SCHOOLS DIVISION OFFICE OF NUEVA ECIJA

In line with the implementation of DepEd Order No. 9, s. 2002 entitled “Establishing the Program on Awards and Incentives for Service Excellence in the Department of Education” and DepEd Order No. 78, s. 2007 entitled “Strengthening the Program on Awards and Incentives for Service Excellence of the Department of Education”, the Schools Division of Nueva Ecija is adopting the herein Policy Guidelines on the Program for Awards and Incentives for Service Excellence. GENERAL PROVISIONS

Section 1. Short Title - This Manual shall be known as “Policy Guidelines on the Program for Awards and Incentives for Service Excellence of SDO Nueva Ecija”, for brevity.

Section 2. Legal Bases – This Policy Guidelines is promulgated in line with the following legal bases and related policies:

2.1 Executive Order No. 292, s. 1998, Administrative Code of the Philippines;

2.2 Executive Order No. 8, s. 2012, Directing the Adoption of a

Performance-Based Incentive System for Government Employees;

2.3 Republic Act No. 10911, An Act Prohibiting Discrimination Against any Individual in Employment on Account of Age and Providing Penalties Therefor;

2.4 Republic Act No. 7277, Magna Carta for Women, An Act Providing for

the Rehabilitation, Self-Development and Self-Reliance of Disabled Persons and Their Integration into the Mainstream of Society and for Other Purposes;

2.5 Republic Act No. 6713, Code of Conduct and Ethical Standards for

Public Officials and Employees;

2.6 CSC MC No. 07, s. 2007, Program on Awards and Incentives for Service Excellence;

2.7 DepEd Order No. 9, s. 2002, Establishing the PRAISE in the

Department of Education;

2.8 Dep Ed Order No. 29, s. 2002, Merit Selection Plan of the Department of Education;

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2.9 DepEd Order No. 32, s. 2017, Gender Responsive Basic Education Policy

BASIC POLICIES

Section 3. 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.

Section 4. The Division PRAISE shall adhere to the principle of providing

incentives and awards based on performance, innovative ideas and exemplary behavior. It also adheres to the Equal Opportunity Principle (EOP) Policy wherein all candidates regardless of sex, gender, age, civil status, physical characteristics and attributes, religion, belief, creed, race, family background, political affiliation, socio-economic standing, etc. has the chance of being awarded or recognized.

Section 5. The Division 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.

Section 6. The Division 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.

Section 7. At least 5% of the HRD Fund shall be allocated for the PRAISE and

incorporated in the DepEd’s Annual Work and Financial Plan and budget.

Section 8. Objectives 8.1 General To encourage, recognize and reward employees, individually or in groups, for their 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. 8.2 Specific 8.2.1 To establish a mechanism for identifying, selecting, rewarding and providing incentives to deserving employees at the start of each year; 8.2.2 To identify outstanding accomplishments, best practices of employees on a continuing basis;

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8.2.3 To recognize and reward accomplishments and innovations periodically or as the needs arises; and

8.2.4 To provide incentives and interventions to motivate employees who have contributed ideas, inventions, discoveries, superior accomplishments and other personal efforts.

Section 9. Scope – The policy guidelines shall apply to all officials and

employees in the career and non-career service including public secondary and elementary school teachers and the administrative support personnel of the SDO Nueva Ecija, including those under contract of service and those funded by the local school board incorporating the Equal Opportunity Principle Policy.

Section 10. Definition of Terms

Award – recognition which may be monetary or non-monetary conferred on an 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 – uncovering of something previously existing but found or

learned for the first time which will improve public service delivery. Discrimination – any distinction, exclusion or restriction made on the

basis of sex and gender, age, civil status, physical characteristics and attributes, religion, belief, creed, race, family background, political affiliation, socio-economic standing, etc. with the purpose or intent of depriving, impairing the enjoyment or availment of rights and opportunities.

Equal Opportunity – all candidates regardless of sex, gender, age, civil

status, physical characteristics and attributes, religion, belief, creed, race, family background, political affiliation, socio-economic standing, etc. has the chance of being awarded or recognized.

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.

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Invention – 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.

System – the agency awards and recognition programs for employees. PRAISE COMMITTEE

Section 11. The PRAISE shall be institutionalized through the creation of a PRAISE Committee in the Division Office to be composed of the following:

• Schools Division Superintendent or his/her authorized representative • Chief EPS of the SGOD • Chief EPS of the CID • Head of the Budget and Finance Unit • Highest Administrative Officer In-Charge of Personnel Management • Representative of the teacher association • Representative of the principal association • Representative of the supervisor association • Representative of the employee union

The PRAISE Secretariat shall be composed of the following;

• Two (2) members from the Human Resource Development (HRD)

Section 12. The duly constituted PRAISE Committee in the division office shall be responsible for the development, administration, monitoring and evaluation of 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 of awards and incentives to be granted; Monitor implementation of approved suggestions and ideas through

feedback and reports;

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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 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.

Develop and maintain a computer-based system for all rewards and recognition data.

Section 13. The PRAISE Committee members are expected to possess positive

attitude; be capable of implementing submitted ideas; be open-minded and decisive; must have high tolerance for stress or pressure; and actively participate in all committee meetings.

Section 14. The Schools Division Superintendent or his/her authorized

representative shall be responsible in overseeing the System’s operations and the Human Resource Development Unit shall serve as the System’s Secretariat. Section 15. The PRAISE Committee shall ensure that productivity, innovative ideas, and exemplary behavior can be identified, considered, managed and implemented on a continuing basis to cover employees at all levels applying the equal opportunity principle. Section 16. 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. Section 17. 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. Section 18. The PRAISE Committee shall meet regularly every quarter or as the need arises, on the date and time duly determined by the Chairperson duly concurred by at least majority of its members. Section 19. The quorum of every meeting of the PRAISE Committee shall be fifty percent plus one (50% + 1) of the total membership. TYPES OF AWARDS AND INCENTIVES Section 20. National Awards – DepEd SDO- Nueva Ecija shall participate in the search for deserving employees who may be included in the screening of

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candidates for awards given by other government agencies, private entities, NGOs and other award-giving bodies such as the:

20.1 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.

20.2 Outstanding Public Official / Employee or Dangal ng Bayan

Award – granted to 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 RA No. 6713 or the Code of Conduct and Ethical Standards for Government Officials and Employees.

20.3 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 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.

20.4 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.

Section 21. Regional Awards – Outstanding Teaching, Teaching-Related and Non-Teaching Personnel – given to teachers, school heads and non-teaching personnel who manifest profound commitment, exemplary competence, and remarkable dedication to their work. Section 22. Division Awards – Outstanding Teaching, Teaching-Related and Non-Teaching Personnel

• Awards given to teachers, school heads, teaching-related and non-teaching personnel with plantilla positions:

a. Outstanding Public School Teachers 1. Outstanding Teacher (Teacher 1 to Teacher 3) 2. Outstanding Master Teacher (Master Teacher 1 and Master Teacher 2) 3. Outstanding Alternative Learning System (ALS) Teacher 4. Outstanding Special Education (SPED) Teacher 5. Outstanding Multigrade Teacher b. Outstanding Public School Head Teacher/Assistant School Principal II (HT I to HT VI; ASP II) c. Outstanding Public School Principal (Principal I to Principal IV) d. Outstanding Supervisor (PSDS and EPS) e. Outstanding Personnel in Level One Position (All non-teaching personnel in the school, district and schools division office with salary grade 9 and below) f. Outstanding Personnel in Level Two Position

(All teaching-related and non-teaching personnel in the school, district and schools division office with salary grade 10 to 21

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not covered by other categories in the Division Awards) • Award given to a group

g. Outstanding School • Award given to individuals and/or groups with plantilla positions, LGU-

funded employees or those under contract of service h. Gawad ng Tagapamanihala TYPES OF INCENTIVES Section 23. The DepEd-SDO Nueva Ecija 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:

23.1 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. Succeeding awards shall be given every five (5) years thereafter.

23.2 Length of Service Incentive (Step Increment) – 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.

23.3 Productivity Enhancement Incentive (PEI) - given to all

qualified employees not earlier than December 15 of every year for the purpose of improving the government employees’ productivity as stipulated in DBM Budget Circular No. 2017-4 dated December 4, 2017.

23.4 Performance-Based Bonus (PBB) – given to employees of an

agency as a reward for achieving specific goals or hitting predetermined targets, as provided in Memorandum Circular No. 2018-1 based on Executive Order No. 80, s. 2012 and Executive Order No. 201, s. 2016.

23.5 Collective Negotiation Agreement (CNA) – an incentive granted

to the employees who are members of the DepEd National Employees Union with approved and successfully implemented CNAs in recognition of their efforts in accomplishing performance targets at lesser cost and in attaining more efficient and viable operations through cost-cutting measures and systems improvement subject to availability of funds. This is in compliance with Budget Circular 2018-5 dated November 14, 2018 as stipulated in Administrative Order No. 135, s. 2005.

23.6 Service Recognition Incentive – a one-time incentive given to all

government personnel to recognize and further encourage the unwavering commitment and dedication of government employees in performing their work, their continued support and collaborative efforts in the delivery of services to the public, as well as their diligence in the effective and efficient performance of their respective functions as stipulated in Administrative Order No. 37, s. 2020.

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FORMS OF AWARDS AND INCENTIVES Section 24. The monetary and non-monetary awards and incentives of SDO- Nueva Ecija are as follows:

24.1 Compensatory Time-Off – granted to an employee who has worked beyond his/her regular office hours without overtime pay, based on CSC-DBM Joint Circular No. 2, s. 2004 and CSC-DBM Joint Circular No. 2-A, s. 2005 relative to Non-Monetary Remuneration for Overtime Services Rendered.

24.2 Flexi Time – work arrangement allowed for all employees who may report to office as early as 7:00 am – 9:30 am until 4:00 pm – 6:30 pm or a total of eight (8) hours a day as indicated in DepEd Order No. 23, s. 2018 Implementation of Flexible Working Hours for Non-Teaching Employees of the Department of Education, pursuant to the provisions of Section 6, Rule XVII of the Omnibus Rules Implementing Book V of the Administrative Code of 1987 and Memorandum Circular No. 14, s. 1989 of the Civil Service Commission. 24.3 Personal Growth Opportunities – incentives which may be in the form of attendance in conferences on official business, membership in professional organizations, travel packages and other learning opportunities. 24.4 Trophies, Plaques, Medals and Certificates – may be given as a form of recognition to all Division Awardees.

24.5 Other Incentives – incentives in kind which may be in the form of cellular phones, communication allowance, recognition posted on DepEd-SDO-Nueva Ecija website/Facebook Page, or newsletters to employees of the Division who perform significant contribution to the Office.

SEARCH AND SCREENING PROCEDURES Section 25. General Conditions – The following conditions should be followed:

25.1 National Awards – The Presidential or Lingkod Bayan, Dangal ng Bayan and CSC Pagasa Awards, and other awards inviting nominees, the following procedures shall be followed:

• The Division PRAISE Committee shall officially inform all the

Districts / Schools of the National Awards and invite all interested officials and employees of the Division to comply with the required documents and submit them to the Division PRAISE Committee duly endorsed by the concerned School Head and District Supervisor.

• The Division PRAISE Committee shall evaluate the documents

as to completeness and authenticity. The Committee shall assist the nominee to ensure that documentary requirements are complete and authentic and in accordance with the requirements and procedures of the award-giving body.

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• In case there is one nominee required for a given award, the

Division PRAISE Committee shall screen and evaluate the documents submitted by the nominees based on the set criteria, procedures and requirements given by the award-giving body. The nominee who is most qualified shall be recommended to the Schools Division Superintendent for endorsement to the award-giving body.

• Grounds for Disqualification - Nominees for any of the awards shall have no pending and/or had not been found guilty of any administrative, criminal or civil case relative to the performance of his/her duties and obligations in the Department of Education. - Provided that a pending case shall refer to any complaint that

has already gone through preliminary investigation and that a formal charge has been filed against a nominee before a competent tribunal, thirty (30) days before the official acceptance of the letter of intent or nomination.

- Provided further, that a pending case that has already been considered dismissed and awaiting a formal resolution shall not disqualify a nominee from participating in the screening process after submitting a certification issued by the Chair of the investigating body.

25.2 Regional Awards – For Regional Outstanding Teaching, Teaching-Related and Non-Teaching Personnel, the following procedures shall be followed:

• The Division PRAISE Committee shall officially inform all the Division Awardees of the Regional Awards and invite all interested Awardees of the Division to comply with the required documents and submit them to the Division PRAISE Committee duly endorsed by the concerned School Head and District Supervisor.

• The Division PRAISE Committee shall evaluate the documents as to completeness and authenticity. The Committee shall assist the nominee to ensure that documentary requirements are complete and authentic and in accordance with the requirements and procedures of the award-giving body.

• In case there is one nominee required for a given award, the Division PRAISE Committee shall screen and evaluate the documents submitted by the nominees based on the set criteria, procedures and requirements given by the award-giving body. The nominee who is most qualified will be recommended to the Schools Division Superintendent for endorsement to the award-giving body.

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A. Eligibility Requirements 1. Teaching Personnel (Public School Teachers)

a. A model of morality and integrity both in public and private life;

b. Has good human relations in the school and in the community;

c. A permanent elementary/secondary/senior high school public school who meets the selection criteria regardless of his/her rank, subject area and grade level taught;

d. Has been teaching in the public school at least for the last three (3) years

e. Has been rated “Outstanding” for the last three (3) performance rating periods prior to the nomination;

f. Has not been found guilty of any administrative or criminal case;

2. Teaching-Related Personnel (Public School Principals)


b. Has good human relations in the school and in the community;

c. A permanent school principal in the elementary/secondary/senior high school/integrated school who meets the selection criteria regardless of his/her rank;

d. Has been a school principal in the public school at least for the last three (3) years;

e. Has been rated “Outstanding” for the last three (3) performance rating periods prior to the nomination;

f. Has not been found guilty of any administrative or criminal case;

3. Non-Teaching Personnel (Level 2)


b. Has good human relations in the school/Schools Division Office and in the community;

c. A permanent employee in the DepEd who holds a Level 2 position at least for the last three (3) years;

d. Has been rated “Outstanding” or its equivalent for the last three (3) performance rating periods prior to the nomination;

e. Has not been found guilty of any administrative or criminal offense.

B. Grounds for Disqualification

1. Previous awardees/winners in a similar search in the regional or national level organized/sponsored by either the Department of Education or any private organization (regardless of the year/s they joined).

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2. Teachers/principals/non-teaching personnel who have been suspended for any administrative or criminal offense.

25.3 Division Awards – For the Division Awards, the following rules and mechanics shall be followed: A. Eligibility Requirements – The nominee for the Search must meet the following qualification requirements:

1. A model of morality and integrity both in public and private life;

2. Has good human relations in the school, Schools Division Office and in the community;

3. A permanent personnel who has rendered at least three (3) years of continuous service as of the deadline of the submission of nomination;

4. Has been rated “Outstanding” for the last three (3) performance rating periods prior to the nomination;

5. Has not been found guilty of any administrative or criminal offense.

6. For personnel who availed of any scholarship or study grant which required absence from station, the performance rating to be considered shall be the recent rating available as stipulated in Department Order no. 2, s. 2015.

B. Grounds for Disqualification

1. Previous awardees/winners in a similar search in the

regional or national level organized/sponsored by the Department of Education;

2. Teachers/principals/non-teaching personnel who have been suspended for any administrative or criminal offense; and

3. The Division PRAISE Committee may also revoke an award should the winner be found to have committed falsification of documents submitted or have been found guilty of any case that was pending during the Search period.

C. Nomination Process – Nominations shall come from each district and functional division, and qualified organizations listed below. The Nomination Form shall be accomplished by the District PRAISE Committee, Chief of the Functional Division, and Officers of qualified organizations. All required nomination documents shall be submitted to the PRAISE Secretariat on or before the deadline of submission declared through a Division Memorandum. The following organizations are qualified to nominate school-based personnel for the District Awards and non-school-based personnel for the Division Awards:

a. Education Leaders Associations; b. Faculty Clubs and Teachers Associations; c. Teacher Cooperatives; and d. Non-Teaching and Teaching-Related Associations / Organizations

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D. Required Nomination Documents • Completely filled out Nomination Form (See Annex B); • Certified True Copy of nominee’s updated CS Form 212 or

Personal Data Sheet with passport size photo with name tag taken within the last six months prior to the nomination;

• Certification signed by the nominee that he/she has not been found guilty of any administrative or criminal offense;

• Certified true copy of the Individual Performance Commitment and Review Form (IPCRF) or Office Performance Commitment and Review Form (OPCRF) for the last three (3) performance rating periods;

• Certified true copy of updated Service Record duly signed by the agency’s Human Resource Management Officer (HRMO);

• Documents following the specific criteria shall be supported with Certification duly signed by the School Principal for school level, Public Schools District Supervisor for district level, and the Schools Division Superintendent for the division level; and

• Omnibus Certification of Authenticity and Veracity of Documents – This is a legal document executed by the nominee swearing the authenticity and veracity of the documents he/she submitted. This also authorizes the Department of Education to verify the authenticity of his/her documents submitted for his or her application to the Division Awards.

• The nomination form and other documentary requirements shall be placed in legal size folder and properly labeled.

E. Criteria per Category (Annex A)

F. Stages of the Search for Division Awards 1. Nomination:

a. Nomination from the District – Each district shall conduct its District Search for Outstanding Public School Teachers, School Principals, Head Teachers, Assistant School Principals, and other Personnel in the Level 2 and Level 1 positions, and Outstanding School. Each district shall nominate its District awardees to the Division PRAISE Committee for the Division Awards. b. Nomination from the Functional Division – Each Functional Division of the Schools Division Office (SDO) shall nominate its candidates for the Division Awards. c. Nomination from Qualified Organizations – The organizations mentioned in the nomination process may nominate candidates from the functional divisions of the SDO.

2. Paper screening – This shall comprise 90% of the overall rating of the candidates. Only candidates with complete required nomination documents shall be screened by the Division PRAISE Committee. Candidates for each category who

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obtained at least 90 points in the paper screening shall qualify for the validation stage. 3. Validation – The Division PRAISE Committee shall spearhead the validation of documents submitted by all candidates who qualified for this stage to ensure authenticity and veracity of all submitted documents. After the validation stage, the Division PRAISE Committee shall release a List of Qualified Nominees for the Division Awards through a Division Advisory. 4. Interview – The Division PRAISE Committee shall conduct interview of all candidates. Rating achieved during the interview shall comprise 10% of the overall rating of each candidate.

• The Division PRAISE Committee shall deliberate on the consolidation of results, by category. They shall signify in the Consolidated Rating Sheet, by Category and shall treat with utmost confidentiality the final results of the deliberation.

• All candidates who obtained at least a final rating of 90.00 shall be awarded.

• A Division Memorandum shall be issued to announce the List of Awardees

5. Awards Ceremony – Division awardees shall be

recognized and formally presented on stage during the Awards Ceremony and shall receive a recognition in the form of plaques, medals and certificates.

G. Use of Technology During Crisis – During the strict

implementation of emergency management, the validation, interview and Awards Ceremony shall shift to online modality. All data that shall be gathered shall be kept, secured and stored in the computer-based system developed for the rewards and recognition. There shall be measures to safeguard data from collection to validation by obtaining informed consent following the Data Privacy Act of 2012.

PROTESTS

Section 26. Procedure for Protests – The following shall be followed:

1. The Division PRAISE Committee shall decide on protests relative to the grant of awards. 2. Any employee who is dissatisfied with the outcome or result of the paper screening and validation by the Division PRAISE Committee or who has personal knowledge why a nominee should not win the award shall: 2.1. File a written protest with the Division PRAISE Committee within five (5) working days from the date of publication/posting of the list of qualified nominees. The Division PRAISE Committee shall decide on the matter within fifteen (15) working days from

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receipt of the protest. The 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 protest or requests for reconsideration. 2.2. A protest may be withdrawn by the protestant anytime as a matter of right. The withdrawal of the protest shall terminate the protest case. 2.3. Protests filed beyond the prescribed period shall no longer be entertained.

3. The decision of the Division PRAISE Committee shall be final and executory.

Section 27. Policy Review and Enhancement – The Division PRAISE Committee shall meet within the quarter after the conduct of the Awards Ceremony to evaluate the Rewards and Recognition implementation of the division and review the policy to continuously improve the process and its guidelines.

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ANNEX A

CRITERIA FOR OUTSTANDING ALS TEACHER

Summary

Criteria Points 1. Instructional Competence and Teaching Effectiveness 60

2. Professional Growth 30 3. Community Development 10

Total 100

1. Instructional Competence and Teaching Effectiveness – 60 points 1.1 Teaching Competence (30 points) – average Outstanding performance rating for the past three rating periods 1.2 Outstanding Accomplishment (10 points) – Outstanding coach/trainer of winning students in the different competitions/Outstanding employee (e.g. Best storyteller, layout artist, etc.)

Rank Points

District Level

Division Level

Regional Level

National Level

1st 3 5 8 10 2nd 2 4 7 9 3rd 1 3 6 8

Performance Rating Points

5.0 30 4.9 to 4.99 28 4.8 to 4.89 26 4.7 to 4.79 24 4.6 to 4.69 22 4.5 to 4.59 20

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1.3 Creativity and Innovation (10 points) – innovative and creative work output, module or instructional material properly documented and approved

Stages of Implementation Points Approved proposal 2

Ongoing implementation 4 Full implementation in the school 6

Adopted in the district 8 Adopted in the division 10

1.4 Research (10 points) – points earned shall be divided according to the number of researchers in a team



Disseminated and adopted in the district 8 Adopted in the division 10

2. Professional Growth – 30 points 2.1 Education (10 points)

Educational Attainment Points With MA units 2 Completed Academic Requirements in Master’s degree 4

Master’s degree 6 Completed Academic Requirements in doctoral degree 8

Doctoral degree 10

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2.2 Consultant/Resource Speaker/Facilitator in trainings or seminars or workshops/ Content Evaluator/ Writer/ Demonstration Teacher (10 points)

Level Points School 1

District 2 Division 3

Region 5 National 8

International 10 2.3 Trainings/Seminars/Workshops attended (5 points)

Level Points School 0.5


Region 3 National 4

International 5 2.4 Publication (5 points)

Nature of Publication Points Article published in a journal/newsletter/magazine at least with a wide provincial circulation (per article but not to exceed 5 points)

1

Article published in a journal/newsletter/magazine at least with a wide regional circulation (per article but not to exceed 5 points)

2

Article published in a journal/newsletter/magazine at least with a wide national circulation (per article but not to exceed 5 points)

3

Co-authorship of a published book 4 • Article published in a journal/newsletter/magazine

at least with a wide international circulation • Sole authorship of a published book

5

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3. Community Development (10 points) 3.1 Outreach Activity (5 points) – outreach program initiated/ participated in with proper documentation

Level No. of Times Points School 3 3 District 2 3 Division 1 4 Region 1 5

3.2 Networking/Linkages (5 points) – initiated sourcing of funds and other donations in kind for classroom and/or school facilities and/or school activities properly documented

Estimated Amount of Donations

(cash or in kind) Points

1,000 to 10,999.99 1 11,000 to 20,999.99 2 21,000 to 30,999.99 3 31,000 to 49,999.99 4 50,000 and above 5

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CRITERIA FOR OUTSTANDING MULTIGRADE TEACHER

Summary

1. Instructional Competence and Teaching Effectiveness – 60 points 1.1 Teaching Competence (20 points) – average Outstanding performance rating for the past three rating periods 1.2 Outstanding Accomplishment (10 points) – Outstanding coach/trainer of winning students in the different competitions/Outstanding employee (e.g. Best storyteller, layout artist, etc.)

Rank Points

District Level

Division Level

Regional Level

National Level

1st 3 5 8 10 2nd 2 4 7 9 3rd 1 3 6 8



Total 100


5.0 20 4.9 to 4.99 19 4.8 to 4.89 18 4.7 to 4.79 17 4.6 to 4.69 16 4.5 to 4.59 15

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1.5 Continuous and Dedicated Service in Multigrade Teaching (10 points)

No. of Years Points 3-4.9 2 5-6.9 4 7-8.9 6 9-9.9 8

10 and above 10

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Doctoral degree 10 2.2 Consultant/Resource Speaker/Facilitator in trainings/seminars or workshops/ Content Evaluator/ Writer (10 points)



Region 5 National 8




Region 3 National 4

International 5

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2.4 Publication (5 points)


1


2


3

Co-authorship of a published book 4 • Article published in a

journal/newsletter/magazine at least with a wide international circulation

• Sole authorship of a published book

5




Estimated Amount of Donations (cash or in kind) Points


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CRITERIA FOR OUTSTANDING SPED TEACHER

Basic Requirement: Teacher handling any of the following learners: • Fast learners • Learners with Special Educational Needs (LSEN) - learners with

learning, physical, and developmental disabilities; behavioral, emotional, and communication disorders; and learning deficiencies

Summary



Total 100

1. Instructional Competence and Teaching Effectiveness – 60 points 1.1 Teaching Competence (20 points) – average Outstanding performance rating for the past three rating periods


5.0 20 4.9 to 4.99 19 4.8 to 4.89 18 4.7 to 4.79 17 4.6 to 4.69 16 4.5 to 4.59 15

25

1.2 Outstanding Accomplishment (10 points) – Outstanding coach/trainer of winning students in the different competitions/Outstanding employee (e.g. Best storyteller, layout artist, etc.)

Rank Points

District Level

Division Level

Regional Level

National Level

1st 3 5 8 10 2nd 2 4 7 9 3rd 1 3 6 8









26

1.5 Continuous and Dedicated Service in SPED (10 points)

No. of Years Points 3-4.9 2 5-6.9 4 7-8.9 6 9-9.9 8

10 and above 10 2. Professional Growth – 30 points 2.1 Education (10 points)



Doctoral degree 10 2.2 Consultant/Resource Speaker/Facilitator in trainings/seminars or workshops / Content Evaluator/ Writer (10 points)



Region 5 National 8

International 10

27

2.3 Trainings/Seminars/Workshops attended (5 points)



Region 3 National 4



1


2


3



5



28





29

CRITERIA FOR OUTSTANDING TEACHER (Teacher 1 to Teacher 3)

Summary

Criteria Points 1. Instructional Competence 55 2. Professional Growth 35 3. Community Development 10

Total 100

1. Instructional Competence – 55 points 1.1 Teaching Competence (20 points) – average Outstanding performance rating for the past three rating periods 1.2 Outstanding Accomplishment (15 points) – Outstanding coach/trainer of winning students in the different competitions/Outstanding employee (e.g. Best storyteller, layout artist, etc.)

Rank Points

District Level

Division Level

Regional Level

National Level

1st 5 8 11 15 2nd 4 7 10 13 3rd 3 6 9 12


5.0 20 4.9 to 4.99 19 4.8 to 4.89 18 4.7 to 4.79 17 4.6 to 4.69 16 4.5 to 4.59 15

30












Doctoral degree 10

31

2.2 Consultant/Resource Speaker/Facilitator in trainings/seminars or workshops/ Content Evaluator/ Writer (10 points)



Region 5 National 8

International 10 2.3 Demonstration Teacher (5 points)



Region 4 National 5




Region 3 National 4

International 5

32



1


2


3



5







33

CRITERIA FOR OUTSTANDING MASTER TEACHER (Master I and II)

Summary

Criteria Points 1. Instructional Competence 65 2. Professional Growth 25 3. Community Development 10

Total 100

1. Instructional Competence – 65 points 1.1 Teaching Competence (40 points) – average Outstanding performance rating for the past three rating periods 1.2 Outstanding Accomplishment (10 points) – Outstanding coach/trainer of winning students in the different competitions/Outstanding employee (e.g. Best storyteller, layout artist, etc.)

Rank Points

District Level

Division Level

Regional Level

National Level

1st 3 5 8 10 2nd 2 4 7 9 3rd 1 3 6 8


5.0 40 4.9 to 4.99 38 4.8 to 4.89 36 4.7 to 4.79 34 4.6 to 4.69 32 4.5 to 4.59 30

34










Educational Attainment Points Completed Academic Requirements in Master’s degree 1


Doctoral degree 5

35

2.2 Consultant/Resource Speaker/Facilitator in trainings or seminars or workshops/ Content Evaluator/ Writer (5 points)



Region 3 National 4

International 5 2.3 Demonstration Teacher (5 points)



Region 4 National 5




Region 3 National 4

International 5

36



1


2


3



5







37

CRITERIA FOR OUTSTANDING HEAD TEACHER AND ASSISTANT SCHOOL PRINCIPAL

(HT 1 to VI and ASP II)

Summary

Criteria Points 1. Key Performance Indicators 20 2. School Leadership, Management and Operations 35

3. Professional Growth 35 4. Community Involvement 10

Total 100

1. Key Performance Indicators (20 points) – based on preceding school year of the specific learning area supervised by the HT; For ASP and general HT, all learners shall be considered. 1.1. Graduation Rate (5 points) 1.2 Drop-out Rate (5 points)

Range of Increase Points 2.01-2.5% 5 1.51-2.0% 4 1.01-1.5% 3 0.51-1.0% 2 0.01-0.5% 1

Range Points 0 5

1 to 2.5% 4 2.6 to 4.5% 3 4.6 to 6.5% 2 6.6 to 8.5% 1

38

1.3 General School Average/ General Average of Learners in a Specific Learning Area (10 points) – average academic performance of all learners 2. School Leadership, Management and Operations (35 points) 2.1 Level of School-Based Management Practice as conferred by the Regional SBM Validators (10 points) 2.2 Average Performance Rating of School Personnel Supervised by the HT/ASP (10 points) – based on the preceding rating period


Level of Practice Points Level 3 10 Level 2 7 Level 1 4


4.9 to 5.0 10 4.8 to 4.89 9 4.7 to 4.79 8 4.6 to 4.69 7 4.5 to 4.59 6 4.4 to 4.49 5 4.3 to 4.39 4 4.2 to 4.29 3 4.1 to 4.19 2 4.0 to 4.09 1

39

2.3 Outstanding Accomplishment (5 points) – School is a recipient of any of the following:

• Outstanding Employee supervised by the HT/ASP (e.g. Best storyteller, Outstanding Teacher, etc.)

• Outstanding Implementer of a Program, Project or Activity where HT/ASP is directly involved (e.g. Best Brigada Eskwela Implementer, Model School, etc. and HT/ASP is the Chairperson/Focal Person/Coordinator)

Rank Points

Division Level

Regional Level

National Level

1st 2 3 5 2nd 1 2 4 3rd 1 2 3

2.4 Income-Generating Project and Innovation (5 points) – innovative and creative work output




2.5 School-based Learning and Development Activities for Personnel (5 points)

No. of SLAC Points 4 to 5 1 6 to 7 2 8 to 9 3

10 to 11 4 12 5

40




Doctoral degree 5 3.2 Consultant/Resource Speaker/Facilitator in trainings or seminars or workshops/ Content Evaluator/ Writer (5 points)



Region 3 National 4




Region 3 National 4

International 5

41



1


2


3



5




Disseminated and adopted in the district 4 Results utilized for policy

recommendation and adopted in the division

5

3.6 Average Outstanding Performance Rating for the past three rating periods (10 points)


5.0 10 4.9 to 4.99 9 4.8 to 4.89 8 4.7 to 4.79 7 4.6 to 4.69 6 4.5 to 4.59 5

42



4.2 Networking/Linkages (5 points) – initiated sourcing of funds and other donations in kind for school improvement or activities properly documented



50,000 to 100,999.00 1 101,000 to 300,999.99 2 301,000 to 600,999.99 3 601,000 to 999,999.99 4 1,000,000 and above 5

43

CRITERIA FOR OUTSTANDING SCHOOL PRINCIPAL (Principal I to Principal IV)

Summary

Criteria Points 1. School Key Performance Indicators 15

2. School Leadership, Management and Operations 40

3. Professional Growth 35 4. Community Involvement 10

Total 100

1. School Key Performance Indicators (15 points) – based on preceding school year 1.1. Graduation Rate (5 points) 1.2 Drop-out Rate (5 points)


Range Points 0 5

1 to 2.5% 4 2.6 to 4.5% 3 4.6 to 6.5% 2 6.6 to 8.5% 1

44

1.3 General School Average (5 points) – average academic performance of all learners in the school 2. School Leadership, Management and Operations (35 points) 2.1 Level of School-Based Management Practice as conferred by the Regional SBM Validators (10 points) 2.2 Average Performance Rating of All School Personnel (10 points) – based on the preceding rating period





45

2.3 Outstanding School Accomplishment (5 points) – School is a recipient of any of the following:

• Outstanding Employee (e.g. Best storyteller, Outstanding Teacher, etc.)

• Outstanding Implementer of a Program, Project or Activity (e.g. Best Brigada Eskwela Implementer, Model School, etc.)

Rank Points

Division Level

Regional Level

National Level

1st 2 3 5 2nd 1 2 4 3rd 1 2 3

2.4 Financial Management (5 points) – based on a financial report certified by the Division Accountant and Commission on Audit For fiscally autonomous schools:

No COA findings (NOS, NOD) Points

12 months 5 11 months 4 10 months 3 9 months 2

8 months and below 1 For non-fiscally autonomous schools:

On Time and No COA findings (NOS, NOD) Points

12 months 5 11 months 4 10 months 3 9 months 2

8 months and below 1

46

2.5 Income-Generating Project and Innovation (5 points) – innovative and creative work output




2.6 School-based Learning and Development Activities for All Personnel (5 points)

No. of SLAC Points 12 5

10 to 11 4 8 to 9 3 6 to 7 2 4 to 5 1




Doctoral degree 5 3.2 Consultant/Resource Speaker/Facilitator in trainings or seminars or workshops/ Content Evaluator/ Writer (5 points)



Region 3 National 4

International 5

47




Region 3 National 4



1


2


3



5






5

48

3.6 Average Outstanding Performance Rating for the past three rating periods (10 points) 4. Community Development (10 points) 4.1 Outreach Activity (5 points) – outreach program initiated/ participated in with proper documentation


4.2 Networking/Linkages (5 points) – initiated sourcing of funds and other donations in kind for school improvement or activities properly documented



50,000 to 100,999.00 1 101,000 to 300,999.99 2 301,000 to 600,999.99 3 601,000 to 999,999.99 4 1,000,000 and above 5


5.0 10 4.9 to 4.99 9 4.8 to 4.89 8 4.7 to 4.79 7 4.6 to 4.69 6 4.5 to 4.59 5

49

CRITERIA FOR OUTSTANDING SUPERVISOR

(Education Program Supervisor and Public Schools District Supervisor)

Summary

Criteria Points 1. Supporting Curriculum Management and Implementation

40

2. Developing Self and Others 30 3. Outstanding Accomplishment 30

Total 100

1. Supporting Curriculum Management and Implementation (40 points) – based on preceding school year 1.1. For EPS: Learning Area Mean Percentage Score (MPS) – 10 points For PSDS: General School Average (10 points) – average academic performance of all learners in the district



50

For ALS Supervisor: Percentage of increase (passers versus takers) – 10 points 1.2 Research in Curriculum Implementation for EPS and PSDSs; School Leadership for PSDSs (10 points) – points earned shall be divided according to the number of researchers in a team


Ongoing implementation 5 Full implementation in the division 7

Results utilized for policy recommendation and adopted in the

division 10

1.3 Curriculum Innovation (10 points)


Ongoing implementation 4 Full implementation 6


1.4 District/Division Learning and Development Interventions (10 points) – Proponent to write shops, capacity-building activities, etc. to improve teaching and learning process

L&D Interventions Points Conducted needs assessment 1

Approved L&D Proposal 2 Conducted one (1) L&D intervention 5

Implemented M&E Plan of the intervention 7

M&E findings utilized for policy recommendation 10


51

2. Developing Self and Others – 30 points 2.1 Education (5 points)

Educational Attainment Points Master’s degree 1 Completed Academic Requirements in doctoral degree 3

Doctoral degree 5

2.2 Consultant/Resource Speaker/Facilitator in trainings or seminars or workshops/ Content Evaluator (5 points)

Level Points Division 1

Region 3 National 4

International 5

2.3 Trainings/Seminars/Workshops (sanctioned by the Department) Attended - 5 points

Level Points Region 3

National 4 International 5



1


2


3



5

52

2.5 Professional Networks (5 points) – actively participate in professional networks (communities of practice) to improve one’s practice

Participation in the Activities of the

Communities of Practice No. of Times Points

Division/Provincial Level 2 2 Regional Level 1 3

National 1 4 International 1 5

2.6 Outreach Activity (5 points) – outreach program (civic-oriented) initiated/participated in with proper documentation

Level Points Division 3 Region 4

National 5 3. Outstanding Accomplishment (30 points) 3.1 Recognition of Outstanding Performance (10 points)

• For PSDS: Outstanding School (e.g. Best Brigada Eskwela Implementer, Model School, etc.) or Outstanding Principal

Rank Points

Division Level

Regional Level

National Level

1st 5 8 10 2nd 4 7 9 3rd 3 6 8

• For EPS: Division-initiated Program, Project or Activity (PPA)

recognized by the National Educators’ Academy of the Philippines/Region/Central Office or Learner received at least a Regional Award in the Learning Area, provided the EPS shall provide evidence of his/her contribution

Level of Recognition Points Division 5 Region 8

National 10

53

3.2 Average Outstanding Performance Rating for the past three rating periods (20 points)


5.0 20 4.9 to 4.99 18 4.8 to 4.89 16 4.7 to 4.79 14 4.6 to 4.69 12 4.5 to 4.59 10

54

CRITERIA FOR OUTSTANDING NON-TEACHING PERSONNEL LEVEL I (All non-teaching personnel in the school, district and schools division office

with salary grade 9 and below) 1. Outstanding Performance (30 points) 1.1 Outstanding Performance Rating (20 points) – average Outstanding Performance rating for the past three rating periods 1.2 Awards Received (10 points) 2. Creativity and Innovation (10 points) – innovative and creative work output





5.0 20 4.9 to 4.99 18 4.8 to 4.89 16 4.7 to 4.79 14 4.6 to 4.69 12 4.5 to 4.59 10

Level Points School 1 District 2 Division 4 Region 6


55

3. Research (10 points) – points earned shall be divided according to the number of researchers in a team





Educational Attainment Points With 12 to 18 MA units 2 With 19 to 27 MA units 4 With 28 to 36 MA units 6 Completed Academic Requirements in Master’s degree 8

Master’s degree 10 4.2 Resource Speaker/Facilitator in trainings/seminars or workshops (10 points)



Region 5 National 8

International 10

56




2


4


6



10

5. Community Involvement (10 points) – outreach program initiated/ participated in with proper documentation




Region 7 National 8

International 10

57

CRITERIA FOR OUTSTANDING TEACHING-RELATED AND NON-TEACHING PERSONNEL LEVEL 2

(All teaching-related and non-teaching personnel in the school, district and schools division office with salary grade 10 to 21 not covered by other

categories in the Division Awards) 1. Outstanding Performance (30 points) 1.1 Outstanding Performance Rating (20 points) – average Outstanding Performance rating for the past three rating periods 1.2 Awards Received (10 points)

2. Creativity and Innovation (10 points) – innovative and creative work output





5.0 20 4.9 to 4.99 18 4.8 to 4.89 16 4.7 to 4.79 14 4.6 to 4.69 12 4.5 to 4.59 10

Level Points School 1 District 2 Division 4 Region 6


58

3. Research (10 points) – points earned shall be divided according to the number of researchers in a team





10


Educational Attainment Points With at least 27 to 36 MA units 2 Completed Academic Requirements in Master’s degree 4


Doctoral degree 10 4.2 Resource Speaker/Facilitator in trainings/seminars or workshops (10 points)



Region 5 National 8

International 10

59




2


4


6



10

5. Community Involvement (10 points) – outreach program initiated/ participated in with proper documentation




Region 7 National 8

International 10

60

CRITERIA FOR OUTSTANDING SCHOOL

Summary

1. School Key Performance Indicators (20 points) – based on preceding year 1.1. Graduation Rate (5 points) 1.2 Drop-out Rate (5 points)

Criteria Points School Key Performance Indicators 20

Outstanding School Accomplishment 10 Average Performance Rating of All Personnel 10

Research 10 Financial Management 10

Level of School-Based Management Practice 10 Learning and Development Opportunities to All School

Personnel 10

School Environment 10 Parents Involvement and Community Partnership 10

Total 100


Range Points 0 5

1 to 2.5% 4 2.6 to 4.5% 3 4.6 to 6.5% 2 6.6 to 8.5% 1

61

1.3 General School Average (10 points) – average academic performance of all learners in the school 2. Outstanding School Accomplishment (10 points) – School is a recipient of any of the following categories:

• Winning Learners (Academic, Arts or Sports competitions) • Outstanding Employee (e.g. Best storyteller, Outstanding

Teacher, etc.) • Outstanding Implementer of a Program, Project or Activity

(e.g. Best Brigada Eskwela Implementer, Model School, etc.)

No. of Awards

Points Division

Level Regional

Level National

Level International

Level 3 or more 4 6 8 10

2 3 5 7 9 1 2 4 6 8

3. Average Performance Rating of All School Personnel (10 points) – based on the preceding rating period




62

4. Research (10 points) – percentage of school personnel who have conducted research and utilized the results to improve the teaching-learning process

5. Financial Management (10 points)

Means of Verification (MoVs): 1. Enhanced School Improvement Plan (ESIP) 2. Annual Improvement Plan (AIP) 3. Annual Procurement Plan (APP) 4. Work and Financial Plan (WFP) 5. Monthly Liquidation Reports/ Monthly Financial Statements 6. Monthly Canteen Reports 7. Trust Fund/Bank Account for donations and other local funds 8. School-based Feeding Program Fund Utilization Report 9. GAD Fund Utilization Report 10. Senior Citizen/ Fund Utilization Report 11. Program/Activity Completion Report funded by external stakeholders (e.g training funded by alumni association, etc.)

6. Level of School-Based Management Practice as conferred by the Regional SBM Validators (10 points)

Percentage of School Personnel Points

80-100% 10 70-79.99% 8 60-69.99% 6 50-59.99% 4 40-49.99% 2

No. of MoVs Points 9 and above 10

8 8 7 6 6 4 5 2


63

7. Learning and Development Opportunities to All School Personnel (10 points)

Percentage of School Personnel Points 96-100% of school personnel attended L&D beyond SLAC 10

90-95.99-100% of school personnel attended L&D beyond SLAC 8




8. School Environment (10 points)

School Site Ownership (5 points)

School Site Ownership Points The School Title is in the name of the Department of Education 5

There is a Contract of Usufruct executed in favor of DepEd 4

School Title is on process 3 The document shows that the school site is donated only 2

The Deed of Donation is on process 1

Child-Friendly School (5 points)

Indicators: 1. Institutionalized child protection mechanism 2. Provided functional ICT laboratory 3. Maintained clean and sufficient comfort rooms 4. Maintained clean, well-lighted and well-ventilated classrooms equipped with safety signage and blackboards in classrooms 5. Implemented solid waste management program 6. Constructed/Repaired perimeter fence to ensure safety of learners while in campus 7. Instituted clear DRRM Mobilization Plan 8. School-based Feeding Program 9. Instituted Alternative Delivery Mode (ADM) 10. Maintained functional School Clinic 11. Provided specialized programs 12. Maintained a functional Guidance Office 13. Maintained and updated a functional library 14. Provided utility workers for the maintenance of school facilities and cleanliness of the school

64

No. of Indicators Points 10 and above 5

8 to 9 4 6 to 7 3 4 to 5 2 1 to 3 1

9. Parents Involvement and Community Partnership – 10 points Parents Involvement (5 points)

No. of Parents Involved in School Activities Points

95-100% 5 90-94.99% 4 85-89.99% 3 80-84.99% 2 75-79.99% 1

Community Partnership (5 points)

No. of Community Partners Points 8 and more 5

6 to 7 4 4 to 5 3 2 to 3 2

1 1

65

GAWAD NG TAGAPAMANIHALA The Schools Division Superintendent may confer an award to individuals or groups with plantilla positions, LGU-funded or under contract of service for their 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 led to organizational productivity as recognized by the Division PRAISE Committee through a ceremony or on-the-spot recognition. The recipients of this award are models who are recognized and celebrated that they may further inspire and influence.

66

Republic of the Philippines

Department of Education REGION III – CENTRAL LUZON

SCHOOLS DIVISION OFFICE OF NUEVA ECIJA

ANNEX B

NOMINATION FORM

2021 SEARCH FOR OUTSTANDING TEACHING, TEACHING-RELATED AND NON-TEACHING PERSONNEL, AND GAWAD NG TAGAPAMANIHALA

THE DIVISION PRAISE COMMITTEE Schools Division Office of Nueva Ecija Brgy. Rizal, Santa Rosa, Nueva Ecija After undergoing a thorough evaluation of the guidelines and criteria of the 2021 Search for Outstanding Teaching, Teaching-Related and Non-Teaching Personnel, and Gawad ng Tagapamanihala, I/We nominate:

Name of Nominee: _________________________________________________ Category: __________________________________________________________ Current Position of Nominee: _______________________________________ School/Office: _____________________________________________________ School/Office Address: _____________________________________________

The nominee and the undersigned understand the Policy Guidelines on Awards and Incentives for Service Excellence in the Schools Division Office of Nueva Ecija and that we agree to and abide by these guidelines. Name of Nominator: ________________________ Position: ______________________ Signature of Nominator: ____________________ Date Signed: __________________ *For District PRAISE Committee and qualified organizations as nominators, list down ALL committee members or officers of the Committee/Organization. This Nomination Form shall be submitted together with all the required nomination documents.

Recent 2x2 photo of the

nominee