i PREFACE This Rewards and Recognition is the fourth chapter of the first ever DILG 5 Human Resource Manual along with Recruitment, Selection & Placement, Performance Management, and Learning & Development that aims to provide comprehensive guidance for fostering a dynamic and thriving workforce within the DILG Region 5. This is a product of the PRAISE - BICOL BIDA Technical Working Group with the strong support of DILG 5 Top Management to further create a more objective and highly motivating mechanism for high productivity among DILG 5 personnel. May this spark more innovations and creativity for the entire DILG 5 as we nurture local governments to sustain peaceful, safe, progressive, resilient and inclusive communities towards comfortable and secure life for Filipinos in the Bicol Region.
ii ACKNOWLEDGEMENT The DILG R5 would like to express its sincere appreciation and gratitude to the PRAISE - BICOL BIDA Technical Working Group for their remarkable contribution in creating this manual on the Best Innovative Competent and Outstanding Leadership DILG Awards for Excellent Performance of Officials and Employees. We acknowledge the dedication, expertise, unwavering commitment to excellence and hard work invested in developing this comprehensive and insightful resource. This will serve as a cornerstone in our efforts to recognize and appreciate the outstanding achievements of our esteemed officials and employees. By establishing this knowledge product, we aim to foster a culture of excellence and continuous improvement within our organization. BICOL BIDA TWG’s significant contribution has been instrumental in making this vision a reality.
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TABLE OF CONTENTS Preface i Acknowledgement ii BICOL BIDA – PRAISE Technical Working Group iii Basic Policies 1 Objectives 3 Award Categories 4 Award Criteria 5 Reward and Incentives 7 Qualifications of Nominees 10 Assessment Coverage 11 Composition and Functions of the Regional PRAISE Committee 11 Composition and Functions of the Provincial Screening Committee 13 Selection and Awarding Procedure 14 Workflow and Timeline of Activities 16 Review 16 Funding 17 BICOL BIDA - PRAISE Instrument Raters 18 Percentage Weight Per Criterion 22 Rubrics 29 Rating Sheet 31 Annexes Annex A - Work Performance (For Program Manager, Division, RO Focal, PO Focal, Admin Levels 1 and 2) 32 Annex B - Behavioral (For C/MLGOOs, Program Manager, RO Focal, PO Focal, Admin Levels 1 and 2 33 Annex C - Innovations (For PO, Cluster, Division, C/MLGOOs, Program Manager, RO Focal, PO Focal, Admin Levels 1 and 2 35 Annex D.1 - Awards (For C/MLGOO, PM, CH, RFP-LGMED, PFP-LGMES, Cluster Teams, Provincial Offices, LGMED) 36 Annex D.2 - Awards (For LGCDD, RFP-LGCDD, PFP-LGCDS) 37 Annex D.3 - Awards (For ORD, FAD, Administrative Levels 1 and 2) 38 Annex E - LGMED Scorecard 2023 39 Annex F - LGCDD Scorecard 2023 43
Annex G - RPMO Scorecard 2023 47 Annex H - PDMU Scorecard 2023 49 Annex I - LEGAL Scorecard 50 Annex J.1 - FAD Scorecard (Individual) 51 Annex J.2 - FAD Scorecard (Cluster/Division) 52 Annex J.3 - FAD Scorecard (Provincial Office) 53 Annex K.1 - LGRRC Implementation (Cluster Operations) 54 Annex K.2 - LGRRC Implementation (Provincial LGRRC) 55 Annex K.3 - LGRRC Implementation (Regional LGRRC) 56 Annex L.1 - QMS ISO 9001:2015 Scorecard (Regional Office) 57 Annex L.2 - QMS ISO 9001:2015 Scorecard (Cluster) 61 Annex L.3 - QMS ISO 9001:2015 Scorecard (Provincial Office) 63 Annex M - BICOL - BIDA Rating Sheet for C/MLGOO 66 Annex N - BICOL - BIDA Rating Sheet for Program Manager 72 Annex O.1 - BICOL - BIDA Rating Sheet for PFP – Region (LGMED) 77 Annex O.2 - BICOL - BIDA Rating Sheet for PFP – Region (LGCDD) 82 Annex P.1 - BICOL - BIDA Rating Sheet for PFP – Province (LGMES) 86 Annex P.2 - BICOL - BIDA Rating Sheet for PFP – Province (LGCDS) 91 Annex Q - BICOL - BIDA Rating Sheet for Administrative Level 1 95 Annex R - BICOL - BIDA Rating Sheet for Administrative Level 2 99 Annex S - BICOL - BIDA Rating Sheet for Cluster Team 103 Annex T.1 - BICOL - BIDA Rating Sheet for FAD Division @ Region 105 Annex T.2 - BICOL - BIDA Rating Sheet for LGMED Division @ Region 108 Annex T.3 - BICOL - BIDA Rating Sheet for LGCDD Division @ Region 111 Annex T.4 - BICOL - BIDA Rating Sheet for ORD 114 Annex U - BICOL - BIDA Rating Sheet for Provincial Office 117
IV. REWARDS AND RECOGNITION In compliance with the CSC MC No. 1 s. 2001 re: Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) and DILG Circular No. 2017-15, DILG R-5 shall implement a mechanism on rewards and recognition for its employees’ superior and/or unique accomplishments and efforts which contribute to the effective and efficient implementation of Department Programs, Projects and Activities (PPAs) while upholding excellence in local governance. This shall be called BEST INNOVATIVE COMPETENT AND OUTSTANDING LEADERSHIP DILG AWARDS (BICOL-BIDA) FOR EXCELLENT PERFORMANCE OF OFFICIALS AND EMPLOYEES. A. BASIC POLICIES: 1. BICOL BIDA shall be implemented to encourage creativity, innovation, efficiency, integrity and productivity among DILG officials and employees by recognizing, rewarding and incentivizing officials and employees, individually or in groups for their excellent performance, outstanding contributions and accomplishments. 2. This shall also provide a premium to accomplishments which are aligned to the Department’s thrust especially on the different local governance audit such as, Seal of Good Local Governance (SGLG), Anti-Drug Abuse Council (ADAC) Audit, Peace and Order Council (POC) Audit, Lupong Tagapamayapa Incentive Award (LTIA), among others. 3. This shall also encourage effective implementation of the different PPAs including that of the Local Governance Resource Center (LGRC) and International Organization for Standardization - Quality Management System (ISO-QMS). 1
4. Equal opportunity for all officials and employees shall be provided to receive awards and incentives in recognition of exemplary performance, extra effort, creativity and innovative contribution. 5. Awards and incentives shall be given to all qualified men, women and the lesbian, gay, bisexual and transgender (LGBT) community regardless of religion, civil status, political affiliation, ethnicity, pregnancy, physical disability and position in accordance with equal opportunity principle (EOP). 6. Aside from conferment of awards during traditional or planned awarding ceremonies, the spirit of on-the-spot grant of recognition may also be practiced. 7. At least 10% of the Training Funds under MOOE shall be allocated for the implementation of BICOL BIDA which shall be included in the Annual Operations Plan and Budget. BICOL BIDA funds may be augmented from other program funds. 8. BICOL BIDA shall be institutionalized in the region through the creation of the PRAISE Committee responsible for the conduct of assessment, validation and address issues relative to the implementation of this rewards and recognition program. 9. Issues relative to awards and incentives shall be submitted to the PRAISE Committee not later than five (5) days after the awarding ceremony which shall address the same within fifteen (15) days from the date of submission. Issues not resolved within the given time frame shall be forwarded to the DILG 5 Top Management for final resolution. 2
B. OBJECTIVES: a) General Objective To encourage, recognize and reward employees, individually and in groups, for their suggestions, innovative ideas, inventions, discoveries, superior accomplishments, heroic deeds, exemplary behavior, extraordinary acts or services in the public interest and other personal efforts which contribute to the efficiency, economy and improvement in government operations, which eventually led to high productivity of the Department. b) Specific Objectives 1. To establish a mechanism for identifying, selecting, rewarding and providing incentives to deserving employees; 2. To identify outstanding accomplishments, and best practices of employees on a continuing basis; 3. To recognize and reward accomplishments and innovations periodically or as the need arises; 4. To provide incentives to motivate employees who have contributed ideas, suggestions, inventions, and discoveries for superior accomplishments. 5. To provide a system of measurement for individual and/or team performance for possible intervention and benchmarking purposes. 3
C. AWARD CATEGORIES C.1 Award Type ● Individual Performance ○ C/MLGOO ○ RO / PO Focal Person ○ Program Manager ○ Administrative Personnel - 1st level ○ Administrative Personnel - 2nd Level ● Group Performance ○ Cluster Team ○ Provincial Offices/Sub-LGRRC ○ RO Division C.2 Award Levels ● Diamond - 96.66% -100.00% ● Sapphire - 93.34% - 96.67% ● Emerald - 90.01% - 93.33% ● Ruby - 86.68% - 90.00% ● Pearl - 83.34% - 86.67% ● Topaz - 80.00% - 83.33% C.3 Special Citation Special Citation may be given to an individual or a team as may deemed fit by the PRAISE Committee. 4
D. AWARD CRITERIA D.1 C/MLGOO, Regional and Provincial Focal Persons, Program Manager, and Administrative Personnel CRITERIA PERCENT ALLOCATION 1. Work Performance 65% 2. Behavioral Dimension 15% 3. Innovations 8% 4. Awards 6% 5. Administrative Requirements 6% TOTAL 100% D.2 Cluster Teams, and Division (at RO) CRITERIA PERCENT ALLOCATION 1. Work Performance 65% 2. Administrative Requirements 8% 3. Innovations 7% 4. LGRC Implementation 7% 5. ISO-QMS Implementation 7% 6. Awards 6% TOTAL 100% 5
D.3 Provincial Offices CRITERIA PERCENT ALLOCATION 1. Work Performance 55% 2. Administrative Requirements 15% 3. Innovations 5% 4. LGRC Implementation 10% 5. ISO-QMS Implementation 10% 6. Awards 5% TOTAL 100% The criterion on Work Performance refers to the operational deliverables of the employee or team concerned. Behavioral Dimension looks into the employee’s values, traits and behaviour manifested towards its supervisor(s), peers, workmates, and most especially to office clients. Innovations shall take into account any new, unique and/or out of the box strategy(ies) implemented by an employee or team in order to effectively and efficiently implement office requirements, i.e. lesser or no cost with high impact innovations. On the other hand, Administrative Requirements checks on the timely and complete compliance of an employee or the employees within an office or unit evaluated on required documents and report submission to the Finance and Administrative Division. The criterion on LGRC Implementation takes into consideration the unit’s efforts on making the five (5) LGRC facilities working and contributing to the timely attainment of its targets while the ISO-QMS Implementation criterion is about the unit’s action and performance as aligned in the ISO Policy and Manual. The Awards criterion shall give value on the efforts of an employee or unit in making sure that LGUs get recognized especially on DILG initiated/spearheaded audits. This shall also account awards or recognition 6
received by the employee, office or unit given by other award giving entities in relation to performance of official duties. There shall be created an instrument or rating sheet to be used to rate a specific award type following the above award criteria indicating the required raters therein. It shall also contain the required documents or means of verification (MOVs) as supporting documents. This instrument shall be reviewed on a yearly basis and updated when necessary to meet the specific requirements and/or deliverables of the Department and customized program and direction of the region. E. REWARDS AND INCENTIVES The following rewards and incentives shall be granted to BICOL-BIDA Awardees as recommended by the PRAISE Committee subject to the approval of the Regional Director and availability of funds (as applicable). E.1 Kinds of Rewards and Incentives ● PLAQUE of BICOL BIDA AWARD ● CERTIFICATE OF RECOGNITION ● CERTIFICATE OF COMMENDATION ● CASH AWARD E.2 Other Kinds of Rewards and Incentives ● Loyalty Incentives – granted to an employee who has served the agency continuously and satisfactorily 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 7
years thereafter. Besides cash award, a token may be given, subject to availability of funds. ● Productivity-Based Bonus – given to officials/employees with their contribution to the accomplishment of the region’s overall targets and accomplishments to motivate higher performance and greater accountability. This incentive shall follow relevant existing guidelines. ● Compensatory Time-Off – granted to an employee who has worked beyond his regular office hours on a project without overtime pay in accordance with CSC-DBM JC No. 1 Series 2015 and DILG Circular No. 2017-29. ● Flexi-time – adoption of a flexi-time arrangement in accordance with Civil Service MC 5 s. 1997 and CSC Resolution No. 970406. ● “Salu-salo” Together – meals hosted by superiors or supervisors for employees who have made significant contributions. ● Personal Growth Opportunities/Attendance to Training/s and Seminars - incentives which may be in the form of attendance in conferences on official business, membership in professional organizations, books, journals, travel packages and other learning opportunities. 8
● Recommendation for Promotion - winners shall automatically be recommended for promotion to the next higher position following the guidelines in the Human Resource Merit Selection and Promotion Plan. Likewise, LGOO II who belong to the top 10 of the graduating batch during the Apprenticeship Program conducted by the Local Government Academy shall also be recommended for promotion to the next higher position. ● Nomination to Scholarship Grant – winners may be recommended for applicable scholarship grant following the guidelines in the Circular No. 2019-05 re: Guidelines for the Department’s Scholarship Training Grants Management System (STGMS). Likewise, LGOO II who belong to the top 10 of the graduating batch during the Apprenticeship Program conducted by the Local Government Academy may also be recommended for the same scholarship grant. ● Commendation for Graduating with Honors - a commendation is given to individual employees who graduated on Post-graduate or special short courses with special honors. The Department may provide cash or other incentives subject to availability of funds. ● Recognition for passing board/bar exams – Recognition is given to individual employees who passed board or bar exams. The Department may provide cash or other incentives subject to availability of funds. ● Career and Self-Development Incentive - a recognition is given to an official or employee who has satisfactorily completed a course or degree within or outside the country at his / her own expense and has obtained at least a Very Satisfactory 9
performance rating. The Department may provide cash or other incentives subject to availability of funds. ● Privilege Leave – Awardees who reached the Top 3 highest award level shall enjoy up to 3-day privilege leave, within the next preceding year not deductible from the leave credits, schedule shall be upon approval of the concerned supervisor. Diamond – 3 Days Privilege Leave Sapphire – 2 Days Privilege Leave Emerald – 1 Day Privilege Leave F. QUALIFICATIONS OF NOMINEES The following are the General Qualifications of nominees under the Individual Category: 1. Have been employed with the Department on a permanent status for at least one (1) year at the time of the nomination or assessment of any award / incentive. 2. With performance rating of at least Very Satisfactory for two (2) rating periods immediately preceding the nomination or assessment of any award/incentive. 3. Nominee should be of good moral character and have not been found guilty of any administrative or criminal offense or does not have any pending administrative or criminal case involving graft and corruption practices. For the Group Category, the following are automatically assessed : 1. All Provincial Offices / Sub-LGRRCs 2. All Cluster Teams 3. All Regional Divisions - LGMED, LGCDD, FAD, ORD 10
G. ASSESSMENT COVERAGE The assessment shall cover the accomplishments from the last quarter of the previous year up to the third quarter of the current year. H. COMPOSITION AND FUNCTIONS OF THE REGIONAL PRAISE COMMITTEE The Regional PRAISE Committee shall be composed of the following: Chairperson - Assistant Regional Director Members - Division Chiefs Assistant Division Chiefs/SAO Provincial Directors’ Representative PDMU Chief Legal Officer HRMO Planning Officer Accountant or Budget Officer Two (2) representatives from the career rank-and-file employees who shall serve for a period of two years. Representatives shall be designated by the registered union. Names should be submitted two months before the end of the term. Should they fail to submit, representation may be done through a general assembly or any other mode of selection to be conducted by the management through the PRAISE committee for the purpose (one from the first level and one from the second level) who will serve until such time that the 11
employee association has selected the representatives. Secretariat - HRM Section, RICTU, Technical Working Group The following are the functions of the Regional PRAISE Committee: 1. Establish a system of incentives and awards to recognize and motivate employees for their performance and conduct; 2. Formulate, adopt and amend internal rules, policies and procedures to govern the conduct of its activities which shall include the guidelines/criteria/tools in evaluating the nominees and the mechanism for recognizing the awardees; 3. Monitor implementation of approved suggestions and ideas through feedback and reports; 4. Prepare plans, identify resources and propose budget for the program on an annual basis; 5. Document best practices, innovative ideas and success stories which will serve as promotional materials to sustain interest and enthusiasm; 6. Submit an annual report on the awards and incentives system to the CSC on or before the thirtieth day of January; 7. Monitor and evaluate the program’s implementation every year and make essential improvements to ensure its suitability to the agency; 8. Address issues relative to awards and incentives within fifteen (15) days from the date of submission; 9. Prepare screening and selection criteria with the provisions of EOP for the different awards; 10. Assist in the dissemination of DILG BICOL BIDA Program on awards and identify nominees for national and local awards; 11. Actively participate in all committee meetings 12. May facilitate the selection of the rank-and-file representatives upon the direction of the management. 12
13. Prepare recommendation for promotion and/or nomination for scholarship/training grant and certification for other incentives. I. COMPOSITION AND FUNCTIONS OF THE PROVINCIAL SCREENING COMMITTEE The Provincial Screening Committee shall also be established and shall be composed of the following: Chairperson : Provincial Director Members : Program Manager Cluster Heads Provincial Planning Officer Section Chiefs 1 st and 2nd level representative The two (2) representatives from the career rank-and-file employees shall serve for a period of two years. Representatives shall be designated by the registered union. Names should be submitted two months before the end of the term. Should they fail to submit, representation may be done through a general assembly or any other mode of selection to be conducted by the provincial management through the PRAISE committee for the purpose (one from the first level and one from the second level) who will serve until such time that the employee association has selected their representatives. The following are the responsibilities of the PROVINCIAL SCREENING Committee: 1. Conduct assessment of possible nominees in terms of their basic qualifications and on the criteria set by the Regional PRAISE Committee 2. Submit to the Regional PRAISE Committee the following: a. Certification of Performance Rating for the last 2 rating periods. b. Minutes of Meeting. 13
c. Comparative Assessment of employees and teams. d. Any supporting documents to support nomination. e. Assist the nominees in the preparation of all required documents in compliance to the BICOL-BIDA awards and other award giving bodies. 3. May conduct their own awarding ceremony. J. SELECTION AND AWARDING PROCEDURE J.1. Regional Office Level 1. The Regional PRAISE Committee shall be responsible for the dissemination of the guidelines in the selection process of this rewards and recognition program. 2. It shall require the submission of a performance entry document from the Division Chiefs and Assistant Regional Director of the Regional Office. 3. It shall also require the submission of ratings of all employees from the Division Chiefs and Assistant Regional Director of the Regional Office. 4. It shall also consolidate the ratings of the field offices by concerned divisions and units. 5. Consolidation of ratings and deliberation of the PRAISE Committee. 6. Submission to the Regional Director of the nominees of the comparative assessment for approval. 7. Conduct of Awarding Ceremony. 14
J.2. Sub-Regional Office Level 1. The Sub-Regional Offices shall be responsible for the dissemination of the guidelines in the selection process of this rewards and recognition program. 2. It shall cause the completion of ratings from the concerned sections and divisions in the performance of the sub-regional offices. 3. The Provincial Offices and Divisions shall conduct assessment from among its employees in the month of October. 4. Provincial Offices and Divisions shall submit to the Regional PRAISE Committee their ratings. 5. Regional PRAISE Committee shall conduct assessment on the submitted documents assisted by the TWG. 6. On-site validation of the Regional PRAISE Team shall be conducted to selected Local Chief Executives, LGU functionaries and/or internal clients. 7. Consolidation of ratings and deliberation of the PRAISE Committee. 8. Submission to the Regional Director of the nominees of the comparative assessment for approval. 9. Conduct of Awards Ceremony. 15
K. Workflow and Timeline of Activities TIMELINE OF IMPLEMENTATION STEPS/ ACTIVITIES January to February Review and Updating of BICOL - BIDA Instrument March Presentation, approval and submission of Updated BICOL-BIDA instrument March Dissemination of BICOL BIDA Guidelines/ Instrument October Assessment of Division and Provincial Screening Committee and submission of ratings to the Regional PRAISE Committee November Regional PRAISE Committee Assessment November Conduct of on-site validation for the provincial nominees November Review, validation and finalization of awardees December Recommendation to head of office and approval of the results of the evaluation December Conduct of Awarding Ceremony L. REVIEW The PRAISE Committee shall conduct a regular review of its guidelines and instrument for possible improvements for the next round of assessment. 16
M. FUNDING At least 10% of the Training Funds under MOOE shall be allocated for the implementation of BICOL BIDA which shall be included in the Annual Operations Plan and Budget. BICOL BIDA funds may be augmented from other program funds as authorized by the Regional Management subject to Accounting and Auditing Rules and Regulations. Likewise, monetary and non-monetary awards shall be taken from this allocation. 17
BICOL BIDA - PRAISE INSTRUMENT 1. Raters 1.1 Raters - Individual Category A CRITERIA PERCENT ALLOCATION CMLGOO PROGRAM MANAGER ADMIN L 1 ADMIN LEVEL 2 1.Work Performance 65% LGMED - 40% LGCDD - 40% PDMU - 7% RPMO - 8% LEGAL - 5% IPCR PD CH Select FOs DC IPCR Immediate Supervisor DC and ADC concerned Internal Client IPCR DC and ADC concerned Internal client 2. Behavioral Dimension 15% CH, PD, Peers within the cluster If Top 5 Nominee - province (Plus Client Rater : 1 LCE, 1 Dept. Head, 1 Punong Brgy, 1 Partner Institution) PDs, CHs, Provl Section Chiefs, If Top 3 Nominee in the provincial category : RFP concerned, 20% of CMLGOOs randomly chosen by the Regional PRAISE Committee Immediate Supervisor DC and ADC concerned Peers If Top 3 in the category, additional 3 raters - 3 internal clients (outside the nominee’s section/unit) randomly chosen by the Regional PRAISE Committee DC and ADC concerned Peers If Top 3 in the category, additional 3 raters - 3 internal clients (outside the nominee’s section/unit) randomly chosen by the Regional PRAISE Committee 3.Innovations 8% PRAISE Committee PRAISE Committee PRAISE Committee PRAISE Committee 4.Awards 6% PRAISE Committee PRAISE Committee PRAISE Committee PRAISE Committee 5.Administrative Requirements 6% FAD FAD FAD FAD TOTAL 100% 18
1.2 Raters - Individual Category B CRITERIA PERCENT ALLOCATION RO FOCAL PO FOCAL 1.Work Performance 65% IPCR DC rating ADC rating CH PFP IPCR PD PM CH Select FOs RFP Concerned 2. Behavioral Dimension 15% DC. ADC, Peers, PDs, CHs PFPs *If for Validation; Plus Client Rater : 2 Partner Agencies or Institution PDs, PM, CHs, If for validation: Plus RFP concerned, 20% of CMLGOOs randomly chosen by the Regional PRAISE Committee 3. Innovations 8% PRAISE Committee PRAISE Committee 4. Support to Awards 6% PRAISE Committee PRAISE Committee 5.Administrative Requirements 6% FAD FAD TOTAL 100% 19
1.3 Raters - Group Category A - Cluster / Divisions CRITERIA PERCENT ALLOCATION Cluster Teams Division @RO / units 1.Work Performance 65% Average WP of all FOs in the cluster (per 2.1.2) OPCR PDs 2.Administrative Requirements 8% FAD FAD 3.Innovations 7% PRAISE Committee PRAISE Committee 4.LGRC Implementation 7% PRAISE Committee PRAISE Committee 5.ISO-QMS Implementation 7% PRAISE Committee PRAISE Committee 6.Awards 6% PRAISE Committee PRAISE Committee TOTAL 100% To submit brief description or documentation for the criteria to be rated by the PRAISE 20
1.4 Raters - Group Category B - Provincial Offices CRITERIA PERCENT ALLOCATION POs 1.Work Performance 55% Average WP of all FOs in the province (per 2.1.2) 2.Administrative Requirements 15% FAD 3.Innovations 5% PRAISE Committee 4.LGRC Implementation 10% PRAISE Committee 5.ISO-QMS Implementation 10% PRAISE Committee 6.Awards 5% PRAISE Committee TOTAL 100% To submit brief description or documentation for the criteria to be rated by the PRAISE 21
2. Percentage Weight Per Criterion 2.1 WORK PERFORMANCE 2.1.1. Work Performance - CMLGOO / Cluster Teams Sub-Criteria Percentage Weight LGMED PPAs 40% LGCDD PPAs 40% RPMO PPAs 8% PDMU PPAs 7% Legal PPAs 5% TOTAL 100% 2.1.2. Work Performance - Province Sub-Criteria Percentage Weight LGMED PPAs 40% LGCDD PPAs 40% RPMO PPAs 8% PDMU PPAs 7% Legal PPAs 5% TOTAL 100% 22
2.1.3 Work Performance - RO / PO Focal Person Sub-Criteria Percentage Weight IPCR 40% Absence of Late, Incomplete, No Submission and Non-Compliance of Program Deliverables 30% Provision of Technical Support 18% Strategic and Critical Response 12% TOTAL 100% 2.1.4 Work Performance - Admin Personnel Sub-Criteria Percentage Weight IPCR - Average of the last 2 rating period 40% Absence of Late, Incomplete, No Submission and Non-Compliance of Program Deliverables 30% Provision of Admin Support or Technical Support 18% Strategic and Critical Response 12% TOTAL 100% 2.1.5 Work Performance - Division Sub-Criteria Percentage Weight IPCR - Average of the last 2 rating period 40% Absence of Late, Incomplete, No Submission and Non-Compliance of all Program Deliverables 30% Provision of Admin Support or Technical Support 18% Strategic and Critical Response 12% TOTAL 100% 23
2.1.6 Work Performance – Program Manager Sub-Criteria Percentage Weight IPCR 40% Absence of Late, Incomplete, No Submission and Non-Compliance of all Program Deliverables 30% Provision of Admin Support or Technical Support 18% Strategic and Critical Response 12% TOTAL 100% 2.2 BEHAVIORAL DIMENSION C/MLGOO/ Focal Persons / Program Manager/ Administrative Personnel Sub-Criteria Percentage Weight Commitment to Ethical Standards and Good Governance 15% Respectful and Courteous to supervisors, peers, subordinates and clients 15% Organizational Sensitivity 10% Commitment, and Responsiveness 10% Resourceful and Dependable 10% Ability to maintain good working relations with clients, partners and organic personnel 10% Punctuality in Submission of Reports 10% Team Player 10% Self Control and Ability to Manage Criticism 10% Total 100% 24
2.3 INNOVATIONS Level Percentage Weight Individual 8% Cluster Teams, Division 7% Provincial Office 5% 2.4 AWARDS Level Percentage Weight Individual 6% Cluster Teams, Division 6% Provincial Office 5% 2.5 ADMINISTRATIVE REQUIREMENTS Level Percentage Weight Individual 6% Cluster Teams, Division 8% Provincial Office 15% 2.5.1 ADMINISTRATIVE REQUIREMENTS (INDIVIDUAL) Sub-Criteria Percentage Weight Human Resource Requirements 80% PDS 20% SALN as of December 31, 2022 20% IPCR (2022 2nd Sem and 2023 1st Sem) 20% 25
DTR (October 2022 - September 2023) 20% Financial Accountability 20% Status of Cash Advances (October 2022 - September 2023) 20% Total 100% 2.5.2 ADMINISTRATIVE REQUIREMENTS (CLUSTER TEAM, DIVISION) Sub-Criteria Percentage Weight Average Rating of Submission of Individual Administrative Requirements 100% 2.5.3 ADMINISTRATIVE REQUIREMENTS (PROVINCIAL OFFICE) Sub-Criteria Percentage Weight Human Resource Requirements 20% Supply and Inventory Management 5% Financial Management 70% Procurement Monitoring 5% Total 100% 2.6 LGRRC Implementation Level Percentage Weight Cluster Teams, Division 7% Provincial Office 10% 26
2.6.1 LGRRC Implementation (CLUSTER) Sub-Criteria Percentage Weight LGRRC Advocacy Campaign Conducted to LGUs 80% Other Activities Related to LGRRC Popularization 20% TOTAL 100% 2.6.2 LGRRC Implementation (PROVINCIAL OFFICE) Sub-Criteria Percentage Weight Provincial LGRRC Organized 10% Conduct of Quarterly Meetings (5/quarter) 20% Presence of Business Plan 10% Established Sub-LGRRC Library 10% Knowledge Products Produced (Semestral) – (10/Semester) 20% KM Audit Conducted 10% Organized City/Municipal LGRRC 10% Provincial LGRRC-MSAC Organized 10% TOTAL 100% 2.6.3 LGRRC Implementation (DIVISION) Sub-Criteria Percentage Weight Stakeholder Engagement and Partnerships 27
Presence of mechanisms for designing and delivering capacity development programs through multi-stakeholdership. 30% Promotion of LGRRC facilities and services 30% Commitment to LGRRC Bicol Maintained/ Updated Knowledge Products in LGRRC Library 30% KM Audit Conducted 10% TOTAL 100% 2.7 ISO QMS Implementation Level Percentage Weight Cluster Teams, Division 7% Provincial Office 10% 2.7.1 ISO QMS Implementation (CLUSTER TEAMS, DIVISION) Sub-Criteria Percentage Weight Compliance To Required Documented Information 40% Compliance To Pre-Audit Results 40% Attendance To QMS Related Activities And/Or Bonus Points 20% TOTAL 100% 28
2.7.2 ISO QMS Implementation (PROVINCIAL OFFICE) Sub-Criteria Percentage Weight Compliance To Required Documented Information 40% Compliance To Pre-Audit Results 40% Attendance To QMS Related Activities And/Or Bonus Points 20% TOTAL 100% 3. Rubrics 3.1. CMLGOO a. Work Performance a.1 LGMED - Annex E a.2 LGCDD - Annex F a.3 RPMO - Annex G a.4 PDMU - Annex H a.5 Legal - Annex I b. Behavioral - Annex B c. Innovations - Annex C d. Awards - Annex D.1 e. Administrative Requirements - Annex J.1 3.2. Program Manager a. Work Performance - Annex A b. Behavioral - Annex B c. Innovations - Annex C d. Awards - Annex D.1 e. Administrative Requirements - Annex J.1 3.3. RFP a. Work Performance - Annex A b. Behavioral - Annex B c. Innovations - Annex C d. Awards – Annex D.1 (LGMED) and/or Annex D.2 (LGCDD) e. Administrative Requirements - Annex J.1 29
3.4. PFP a. Work Performance - Annex A b. Behavioral - Annex B c. Innovations - Annex C d. Awards – Annex D.1 (LGMED) and/or Annex D.2 (LGCDD) e. Administrative Requirements - Annex J.1 3.5 Administrative Personnel Level 1 a. Work Performance - Annex A b. Behavioral - Annex B c. Innovations - Annex C d. Awards - Annex D.3 e. Administrative Requirements - Annex J.1 3.6. Administrative Personnel Level 2 a. Work Performance - Annex A b. Behavioral - Annex B c. Innovations - Annex C d. Awards - Annex D.3 e. Administrative Requirements - Annex J.1 3.7. Operations Division a. Work Performance – Annex A b. Administrative Requirements - Annex J.2 c. Innovations – Annex C d. LGRC Implementation - Annex K.3 e. ISO-QMS Implementation - Annex L.1 f. Awards - Annex D.1 (LGMED), Annex D.2 (LGCDD), Annex D.3(FAD,ORD) 3.8 Cluster Teams a. Work Performance - Annexes E, F, G, H, I b. Administrative Requirements - Annex J.2 c. Innovations – Annex C d. LGRC Implementation - Annex K.1 e. ISO-QMS Implementation - Annex L.2 f. Awards - Annex D.1/Annex D.2/Annex D.3 3.9 Provincial Office a. Work Performance – Annexes E, F, G, H, I b. Administrative Requirements - Annex J.3 c. Innovations – Annex C d. LGRC Implementation - Annex K.2 e. ISO-QMS Implementation - Annex L.3 f. Awards - Annex D.1/Annex D.2/Annex D.3 30
4. RATING SHEET a. CMLGOO - Annex M b. Program Manager - Annex N c. RFP (LGMED) - Annex O.1 d. RFP (LGCDD) - Annex O.2 e. PFP (LGMES) - Annex P.1 f. PFP (LGCDS) - Annex P.2 g. Admin Level 1 - Annex Q h. Admin Level 2 - Annex R i. Cluster Team - Annex S j. FAD Division (at RO) - Annex T.1 k. LGMED Division - Annex T.2 l. LGCDD Division - Annex T.3 m. ORD - Annex T.4 n. Provincial Office - Annex U 31
For Program Manager, Division, RO Focal, PO Focal, Admin Levels 1 and 2 Criteria 5 10 15 20 25 Absence of Late, Incomplete, No Submission and NonCompliance to Program Deliverables >2 Incidences of Late Submission, >2 Incidences of Incomplete Submission, >1 Incidence of No Submission OR >1 Incidence of NonCompliance to Program Deliverables 1-2 Incidences of Late Submission, 1-2 Incidences of Incomplete Submission, 1 Incidence of No Submission OR 1 Incidence of NonCompliance to Program Deliverables 1 Incidence of Late Submission, 1 Incidence of Incomplete Submission, Zero Incidence of No Submission and NonCompliance to Program Deliverables 1 Incidence of Late Submission, Zero Incidence of Incomplete, No Submission and NonCompliance to Program Deliverables Zero Incidence of Late, Incomplete, No Submission and NonCompliance to Program Deliverables 30% Provision of Administrative Support or Technical Support No Administrative or Technical Support Provided to internal or external clients Administrative or Technical Support provided but with minor contribution to the whole program, project or activity. Support provided still needs major improvement. Administrative or Technical Support provided with minor to moderate contribution to the whole program, project or activity. Support provided is acceptable but still can be improve. Administrative or Technical Support provided with major role or contribution to the whole program, project or activity. Support provided is acceptable but can be improve. Administrative or Technical Support provided with major role / contribution to the whole program, project or activity. Support provided is very satisfactory and may be showcase as a good example to others. 18% Strategic and Critical Response Absence of initiative on this area Gathers and analyzes data/information and plans to develop interventions or strategies that could prevent or mitigate future concerns. Not yet implemented. Gathers and analyzes data/information and able to develop interventions or strategies that could prevent or mitigate future concerns and have it implemented, results were not noticeable yet. Gathers and analyzes data/information and able to develop interventions or strategies that could prevent or mitigate future concerns and have it implemented, yet only minor results were noticeable. Gathers and analyzes data/information and able to develop interventions or strategies that could prevent or mitigate future concerns and have it implemented effectively. Very satisfactory results were very evident. 12% 60% ANNEX A TOTAL 1. Work Performance 32
For C/MLGOOs, Program Manager, RO Focal, PO Focal, Admin Levels 1 and 2 Criteria 5 10 15 20 25 Commitment to Ethical Standards and Good Governance with unethical practices which required major damage control by the department or office where he/she belongs presence of one or minor act sans of ethical standards and good governance Have demonstrated a fair observation of ethical standards and good governance. Have most of the time displayed behaviour that is consistent to high ethical standards and good governance Have consistently displayed behaviour that is consistent to high ethical standards and good governance 15% Respectful and Courteous to supervisors, peers, subordinates and clients consistently is disrespectful or not courteous to supervisors, peers, subordinates and/or clients have 1 - 2 incidences where discourtesy and disrespectfulness cause a rift in the working environment he/she belongs Have sometimes been respectful and courteous to select supervisors, peers, subordinates and/or clients Have most of the time been respectful and courteous to all supervisors, peers, subordinates and/or clients Have always been respectful and courteous to all supervisors, peers, subordinates and/or clients 15% Organizational Sensitivity no clear manifestation of behaviour on organizational sensitivity there is the intention but no clear manifestation of protecting the good image of the Department or office where he/she belongs. Minor incidence of bad publicity for the department or office happened but was resolved after some time. have most of the time been careful in words and actions so as not to put the department or the office in the bad limelight Minor incidence of bad publicity for the dept or office happened but was immediately resolved. have most of the time been careful in words and actions so as not to put the department or the office in the bad limelight An incidence of bad publicity may happen but was immediately stopped. have always been very careful in words and actions so as not to put the department or the office in the bad limelight; Zero incidence of bad publicity for the dept or office happened 10% Commitment, and Responsiveness Behaviour not observed Intention to be relevant is manifested though no significant result is observed. Commitment to compliance of deliverables have been displayed sometimes; Strategies adopted for the effective implementation of the department PPAs were sometimes grounded and relevant. Clients may show satisfactory to very satisfactory rating to his/her dealings, suggestions and interventions. Commitment to compliance of deliverables have been displayed most of the time; Strategies adopted for the effective implementation of the department PPAs were most of the time grounded and relevant. Clients most of the time showed very satisfactory rating to his/her dealings, suggestions and interventions. Commitment to compliance of deliverables have been consistently displayed; Strategies adopted for the effective implementation of the department PPAs were grounded and relevant all the time. Clients always showed very satisfactory rating to his/her dealings, suggestions and interventions. 10% Resourceful and Dependable Behaviour not observed establishment of partnership is on the pipeline to facilitate implementatiion of various department PPAs Zero initiative yet implemented with partnership established Various department PPAs and intiatives were implemented due to strong support of clients and partners; 1 to 2 initiatives implemented with partnership established Minimal to No funds from the office is utilized; Various department PPAs and intiatives were implemented due to strong support of clients and partners; 3 to 5 initiatives implemented with partnership established Minimal to No funds from the office is utilized; Various department PPAs and intiatives were smoothly implemented due to strong support of clients and partners; More than 5 initiatives implemented with partnership established Minimal to No funds from the office is utilized; 10% ANNEX B 2. Behavioral 33
Ability to maintain good working relations with clients, partners and organic personnel Behaviour not observed Seldom maintained a good working relation with clients, partners and/or organic personnel >1 reported incidence of conflict, most are not yet resolved Sometimes maintained a good working relation with clients, partners and/or organic personnel 1 reported incidence of conflict but not yet resolved Have most of the time maintained good working relations with clients, partners and/or organic personnel Minor reported incidence of conflict but were patched up immediately or there is an initiative to patch up the conflict. Have consistently maintained good working relations with clients, partners and/or organic personnel No reported incidence of conflict 10% Punctuality in Submission of Reports Behaviour not observed Instance of late submission ; OR sometimes quality of report is questionable Submits reports on time with minor data missing Submits reports on time and complete, but sometimes require data verification Submits reports on time and complete, and without need for follow-up, data verification or reminder 10% Team Player Behaviour not observed the following behaviours are seldom observed : Takes the lead when needed; able to share leadership with his/her team; open to suggestions; hear out supervisors and/or co workers; and work out for winwin solutions occurence of 2 or more stubornness cases the following behaviours are observed sometimes : Takes the lead when needed; able to share leadership with his/her team; open to suggestions; hear out supervisors and/or co workers; and work out for winwin solutions minor incidence of stubornness maybe observed the following behaviours are observed most of the time : Takes the lead when needed; able to share leadership with his/her team; open to suggestions; hear out supervisors and/or co workers; and work out for winwin solutions Takes the lead when needed; able to share leadership with his/her team; open to suggestions; hear out supervisors and/or coworkers and work out for win-win solutions: above behaviours are observed consistently. 10% Self Control and Ability to Manage Criticism Behaviour not observed most of the time unable to restrain one's emotions, desires, or impulses which lead to making unpleasant scene and sometimes constraining relationships can manage one's temper sometimes; can fairly handle constructive criticism with good command of one self and show openness to constructive criticism in most of the times with good command of one self and show openness to constructive criticism at all times 10% TOTAL 100% 34
For PO, Cluster, Division, C/MLGOOs, Program Manager, RO Focal, PO Focal, Admin Levels 1 and 2 Criteria 5 10 15 20 25 Identified and implemented out of the box strategies to improve office overall performance no innovations introduced innovation but such is not very responsive to the needs of the clients or the call of the times simple innovations identified and practiced which led to simple or minor improvements on work operations/perfor mance able to identify and implement out of the box strategies or approaches which lead to significant improvement in office operations and/or client performance in local governance innovations existing less than 6 months; able to identify and implement out of the box strategies or approaches which lead to significant improvement in office operations and/or client performance in local governance innovations existing more than 6 months; Minimal DILG funds/resources utilized OR innovation is implemented with more than 1 partner organizations or instituitions. 50% Showcased innovation resulted to significant impacts and improvement no innovations to measure for results innovation has potential to improve program implementation and /or office operations innovation lead to minor improvements; needs more room for improvement innovation lead to considerably noticeable improvements; yet can still be improved. the innovation(s) introduced led to a significant improvement in the office operations and or client performance in local governance 25% Established partnership in the implementation of the innovation (s) no partnership established in the implementation/re alization of the innovations plan to establish partnership in the implementation/re alization of the innovations established partnership with 1 partner in the implementation/re alization of the innovations established partnership with 2 partners in the implementation/re alization of the innovations established partnership with 3 or more partners in the implementation/re alization of the innovations 25% No DILG Funds Utilized No DILG funds utilized in the implementation of the innovation bonus 5 points 100% ANNEX C TOTAL 3. Innovations 35
For C/MLGOO, PM, CH, RFP-LGMED, PFP-LGMES, Cluster Teams, Provincial Offices, LGMED Criteria 5 10 15 20 25 Facilitation for LGUs to achieve LG Audits Ideal or High Functionality and/ or Compliance ie. FDP/SGFH, ADAC Audit, POC Audit, etc informed the LCE or some functionaries about the audit but some details were not clear to all concerned. FOR GROUP : <5% of Component LGUs have high functionality or compliance informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. FOR GROUP : at least 10% of Component LGUs have high functionality or compliance informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the audit. At least 2 of the action items were completed. FOR GROUP : >20%- 49% of Component LGUs have high functionality or compliance informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the audit. More than 2 of the action items were completed. LGU gained moderate functionality or compliance level. FOR GROUP : at least 50% of Component LGUs have high functionality or compliance informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the audit. Almost all of the action items were completed. LGU gained high functionality or compliance level. FOR GROUP: >50% of component LGUs have high functionality or compliance level 30% Facilitation for LGUs to achieve the SGLG informed the LCE or some functionaries about the audit but some details were not clear to all concerned. FOR GROUP : <5% of Component LGUs are SGLG Passers - National Level informed the LCE and concerned functionary(ies) about the SGLG, its objectives, indicators and expected deliverables as well as timelines. FOR GROUP : at least 10% of Component LGUs are SGLG Passers - National Level informed the LCE and concerned functionary(ies) about the SGLG, its objectives, indicators and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the SGLG. At least 2 of the action items were completed, e.g. creation of the SGLG Team or its counterpart, completion of action plan to address the SGLG gaps, conduct of regular monitoring of the action plan. LGU is recognized as POTENTIAL SGLG Passer - National Level or National Finalist. FOR GROUP : >20%- 49% of Component LGUs are SGLG Passers - National Level informed the LCE and concerned functionary(ies) about the SGLG, its objectives, indicators and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the SGLG. More than 2 of the action items were completed, e.g. creation of the SGLG Team or its counterpart, completion of action plan to address the SGLG gaps, conduct of regular monitoring of the action plan. LGU is recognized as FINALIST SGLG Passer - National Level. FOR GROUP : at least 50% of Component LGUs are SGLG Passers - National Level informed the LCE and concerned functionary(ies) about the SGLG, its objectives, indicators and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the SGLG. Almost all of the action items were completed, e.g. creation of the SGLG Team or its counterpart, completion of action plan to address the SGLG gaps, conduct of regular monitoring of the action plan LGU is recognized as SGLG Passer - National Level. FOR GROUP: at least >50% of component LGUs are SGLG Passers - National Level 40% Facilitation for LGUs to achieve other agencies Local Governance Audit, i.e., CFLGA, Gawad Kalasag, etc. informed the LCE or some functionaries about the audit but some details were not clear to all concerned. informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the audit. At least 1 of the action items were completed. informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the audit. At least 2 of the action items were completed. informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the audit. More than 2 of the action items were completed. 30% 100% ANNEX D.1 TOTAL 4. Awards 36
For LGCDD, RFP-LGCDD, PFP-LGCDS Criteria 5 10 15 20 25 Facilitation for office to achieve Recognition from Central Office and other agencies informed concerned office about the awards or requirements but some details were not clear to all concerned. informed concerned office about the details of the awards or requirements informed concerned office about the awards or requirements Proposed action points to help the office prepare for the award/program. At least 2 of the action items were completed. informed concerned office about the awards or requirements Initiated action points to help the office prepare for the award/program. More than 2 of the action items were completed. informed concerned office about the awards or requirements Initiated action points to help the office prepare for the award/program. Almost all of the action items were completed. 50% Facilitation for LGUs to achieve other agencies Local Governance Audit, i.e., CFLGA, Gawad Kalasag, etc. informed the LCE or some functionaries about the audit but some details were not clear to all concerned. informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the audit. At least 1 of the action items were completed. informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the audit. At least 2 of the action items were completed. informed the LCE and concerned functionary(ies) about the audit, its objectives and expected deliverables as well as timelines. Proposed to the LCE action points to help LGUs prepare for the audit. More than 2 of the action items were completed. 50% 100% ANNEX D.2 TOTAL 4. Awards 37
Criteria 5 10 15 20 25 Facilitation for office to achieve Recognition from Central Office and other agencies informed concerned office about the awards or requirements but some details were not clear to all concerned. informed concerned office about the details of the awards or requirements informed concerned office about the awards or requirements Proposed action points to help the office prepare for the award/program. At least 2 of the action items were completed. informed concerned office about the awards or requirements Initiated action points to help the office prepare for the award/program. More than 2 of the action items were completed. The Office is recognized for best performance - within Top 10 but short of Top 5 informed concerned office about the awards or requirements Initiated action points to help the office prepare for the award/program. Almost all of the action items were completed. The Office is recognized for best performance - within Top 5 ANNEX D.3 For ORD, FAD, Administrative Levels 1 and 2 4. Awards 38
Awards and Recognition Section (ARS) C/M P SGLG ASSESSMENT AND AWARDING Passer/National Awardee 4 5 Potential Passer/Passed corresponding number of Governance Areas (10 Governance Areas) ● 9 to 10 areas passed - 4 (5) pts ● 5 to 8 areas passed - 3 (4) pts ● 3 to 4 areas passed - 2 pts ● 1 to 2 areas passed - 1 pt 4 5 Province with C/M Passer ● 10% or more of component LGUs - 5 ● 9% or less - 4 5 LUPONG TAGAPAMAYAPA INCENTIVE AWARDS (LTIA) Organized Awards Committee (C/M/P) 0.25 2 100% Barangays Assessed ● 100% Brgys. assessed - 1.0 ● 75-99% - 0.75 ● 50- 74% - 0 .5 ● 30-49% - 0.25 1 Regional Assessment P/C/M with regional entry 1 2 P/C/M with Regional winner 1.5 3 P/C/M with National entry 1.75 4 P/C/M with National winner/awardee 2 5 Peace and Order, ADAC and Related Concern Section (POARCS) POC/ADAC meeting conducted quarterly ● 4 meetings = 3 (6) pts ● 3 meetings = 2 (4) pts ● 1-2 meetings = 1 (2) pt ● no meeting = 0 3 6 POC PERFORMANCE AUDIT 2022 POC Audit ● Functional (100%) - 5 pts ● Functional (80-99%) - 4 pts ● Functional (65-79%) - 3 pts ● Non Functional (below 65%) - 1 pt ● Non-Functional below 50% -0 5 5 MONITORING AND EVALUATION (POPS-PCMS) (2022 2nd sem - March 30, and 2023 1st sem - August 30) RF1 Semestral Accomplishment ● both on time submission = 2 pts ● one report on time, one report late = 1.5 pts ● both late submission = 1 pt ● no submission = 0 pt 2 2 Submission of RF2 Annual Accomplishment (2022 Accomplishment - March 30, 2023) ● on time = 1 pt ● late = 0.5 pt ● no submission = 0 pt 1 1 Submission of POC Secretariat Report (2022 2nd sem - March 30, and 2023 1st sem - August 30) ● both on time submission = 2 pts ● one report on time, one report late = 1.5 pts ● both late submission = 1 pt ● no submission = 0 pt 2 2 ENHANCED COMPREHENSIVE LOCAL INTEGRATION PROGRAM (e-CLIP) ● Provided assistance to at least 1 FR = 1 pt ● No FR provided with assistance = 0 pt 1 PHILIPPINE ANTI-ILLEGAL DRUGS STRATEGY Conduct of 6 BIDA provincial launching by March 31, 2023 (with submitted After-activity Report within the prescribed period) ● On time (on or before March 31) = 2 pts ● Late (after March 31) = 1 pts 2 ANNEX E LGMED SCORE CARD 2023 TOTAL SCORE: 100 PTS (October 2022 to September 2023) STRATEGIC Priorities - priority PPAs or initiatives that are carried out within a specific time frame arising from National directives or thrusts of the Department. PPAs - INDICATORS SCORING SYSTEM Breakdown Full Point STRENGTHENING PEACE AND ORDER COUNCIL (POC) FUNCTIONALITY 39
Barangay Anti-Drug Abuse Council (BADAC) Functionality Audit ● High Functional (100%) = 5 pts ● High Functional (85-99%) = 4 pts ● Moderate Functional = 1 pt ● Low Functional = 0 5 2022 Anti-Drug Abuse Council Performance Audit ● High Functional (100%) = 5 pts ● High Functional (85-99%) = 4 pts ● Moderate Functional = 1 pt ● Low Functional = 0 5 5 Strengthening Institutional Capacities of Barangay Anti-Drug Abuse Council ● SICAP -BADAC Provincial Training Teams trained C/M Training Teams - all C/M Training Teams trained on time = 2 pts - not all C/M Training Teams trained on time = 1 pt - late conduct of training to C/M Training Teams = .5 pt 2 Community-Based Drug Rehabilitation Program (CBDRP) thru Anti-Drug Abuse System (ADAS) ● 4 reports submitted - 2 pts ● 3 reports submitted - 1 pt ● 1-2 reports submitted - 0.5 pt ● no submission - 0 pt 2 2 Local Government Policy and Barangay Affairs Section (LGPBAS) CSO-PPPP Province/City/Municipality with CSO Desk Officer Present - 1 (3) 1 3 Province/City/Municipality with Peoples Council Present - 1 (2) 1 2 STRATEGIC POINTS 42.5 64 Awards and Recognition Section (ARS) C/M P COMPLIANCE TO FULL DISCLOSURE POLICY Province/City/Municipality ● Full Compliance - 2 pts ● Complying - 1 pt ● Partial Compliance - 0.5 pt 2 2 GFH Passer 1 2 SEAL OF GOOD LOCAL GOVERNANCE FOR BARANGAYS (SGLG-B) ● 75-100% Barangays Assessed - 2 pts ● 50%-74% - 1.5 pts ● 30-49% - 1 pt ● 10- 29% - 0.5 pt ● 0- 9% - 0 pt 2 SGLGB Passer (P/C/M with SGLGB Passer) 1 1 CFLGA (Children Friendly Local Government Audit) (P/C/M with conferred Seal) ● Conferred with seal - 3 pts (2) ● LGU assessed - 1 pt 3 2 Local Committees on Anti-Trafficking and VAWC (LCAT-VAWC) ● Ideal - 1 pt ● Mature - 0.75 pt ● Progressive - 0 .5 pt ● Basic - 0.25 pt ● non-functional - 0 1 1 Barangay Violence Against Women and their Children (BVAWC) BVAWdesk ● 75-100 % brgys are Ideal - 2 pts ● 50-74 % brgys are Ideal - 1.5 pts ● 35-49 % brgys are Ideal - 1 pt ● 10-34% brgys are Ideal - 0.5 pt ● < 10% brgys are Ideal - 0 2 Comprehensive Local Juvenile Intervention Program (CLJIP) Local Council for the Protection of Children (LCPC) Functionality ● Ideal - 2 (3)pts ● Mature - 1.5 (2)pts ● Progressive - 1 pt ● Basic - 0.5 pt ● non-functional - 0 2 3 CORE Functions -functions that deliver or achieve the main services and outputs of the office based on the date of the Department or Office /Division. PPAs - INDICATORS SCORING SYSTEM Breakdown Full Point 40
Compliance to RA 9344 (via Gdrive) ● w/n the prescribed period - 1 pt ● late - 0.5 ● no report - 0 1 1 Quarterly Report on VAC/VAW Incidence (.25pt / qtr) ● w/n the prescribed period - 1 pt ● late - 0.5 ● no report - 0 1 Semestral LCAT Accomplishment Report (.5 pt / sem) ● w/n the prescribed period - 1 pt ● late - 0.5 ● no report - 0 1 1 Local Governance Performance Management System (LGPMS) ● Full Compliance - 1 pt ● LGU Profile Update only - 0.75 ● Scanned Profile only - 0.25 1 1 PBB LGU qualifier/ LOI submission/requests Peace and Order, ADAC and Related Concern Section (POARCS) People's Law Enforcement Boards (PLEB) ● with submitted report = 1 pt ● no submission = 0 pt 1 Special Drug Education Center (SDEC) ● with submitted report = 1 pt ● no submission = 0 pt 1 Local Government Policy and Barangay Affairs Section (LGPBAS) Barangay Full Disclosure Policy (quarterly) 80% -100% brgys full compliant submitted within the deadline - 3 pts 80% -100% brgys full compliant/partial compliant within the deadline - 2.5 pts 50% - 80% bgys full/partial compliant with no non-compliant -2 50% - 80% bgys full/partial compliant with noncompliance -1.5 <50% bgy. Is full/partial compliance- 1 3 Barangay Assembly 80% or above of barangays conducted BA - 3 pts 50-80% - 2.5 pts 30-50% - 2 10-30% - 1 3 Administration of Barangay Information (Barangay Profiling System) (in coordination with RICTU) Updated BIS - 1 pt (checked quarterly) 1 Strengthening Barangay Capacities - Submission of Barangay Reports Barangay-Based NGOs report 1 Barangay Road Clearing 1 First-Time Jobseekers Assistance Act (FTJAA) 1 African Swine Fever 1 Katarungang Pambarangay 1 Barangay Development Council (deferred) Barangay Health Emergency Response Team (BHERT) ● Timeliness - 0.5pt ● Efficiency - 0.5pt 1 Non-AOPB Local Government Policy and Barangay Affairs Section (LGPBAS) Local Youth Development Office (LYDO)-related indicators (Province level- 2 pts) 1 2 Utilization of SK Funds and SK Membership (Province level- 2 pts) 1 2 Day of Remembrance for Road Crash Victims, Survivors and their Families (RA 11468) (Full Compliance - 0.5 pt) ● Timeliness - 0.25pt ● Efficiency - 0.25pt 0.5 Barangay Registration of Kasambahay 1 100% of brgys complied - 1 pt 80% to 99% of brgys complied - .75 50% to 79% of brgys complied - .5 20% to 49% of brgys complied - .25 Below 20% of brgys complied - .1 (Full Compliance - 1 pt (2)) ● Timeliness - 0.5 (1)pt ● Efficiency - 0.5 (1)pt (Full Compliance - 1 pt) ● Timeliness - 0.5pt ● Efficiency - 0.5pt 41
Profiles of the Barangay: Demographic Information (Records of Barangay Inhabitants) 1 Safety Seal Cetification Program Resumption of Cockfighting 0.5 Illegal Vehicle Operations Activities 0.5 Timbangan ng Bayan 0.5 Dispensing, Selling and Reselling of Pharmaceutical Products in SariSari Stores and Other Similar Retail Outlets 0.5 Masterlist of Leagues (Province level- 3 pts) (Full Compliance - 1 pt (3)) ● Timeliness - 0.5 (1.5)pt ● Efficiency - 0.5 (1.5)pt 1 3 Implementation of Republic Act No. 11934 Otherwise Known as the Subscriber Identity Module (SIM) Registration Act (Full Compliance - 0.5 pt) ● Timeliness - 0.25pt ● Efficiency - 0.25pt 0.5 * Initial Reports on Implementation of the Halina't Magtanim ng Prutas at Gulay (HAPAG) sa Barangay Project one-time report 1 HAPAG - Monitoring Report (Supplemental Guidelines/Semestral) (.5 pt /sem) (Full Compliance - 1 pt) ● Timeliness - 0.5pt ● Efficiency - 0.5pt 1 Regional Launching of HAPAG Showcase of one Barangay per Province with showcase barangay 3 2022 Accreditation of CSOs (Masterlist) (Province level- 3 pts) 1 3 Accreditation of CSO and Selection of Representatives to the LSBs (Province level- 3 pts) 1 3 Continuous Accreditation of Barangay-Based CSOs and the Selection of their Representatives / Membership in the BBIs (Full Compliance - 1 pt) ● Timeliness - 0.5pt ● Efficiency - 0.5pt 1 2023 Committee on Anti Red Tape (CART) (one time) 0.5 CDO Report for FY 2022 (one time) 0.5 Local Public Transport Route Plan 2023 (Full Compliance - 0.5 pt) ● Timeliness - 0.25pt ● Efficiency - 0.25pt 0.5 Barangay Election (Report/Documents) (Full Compliance - 1 pt) ● Timeliness - 0.5pt ● Efficiency - 0.5pt 1 Other Reports - ( ANA 3 pts per section) 9 6 CORE POINTS 57.5 36 TOTAL POINTS (100) 100 100 (Full Compliance - 1 pt) ● Timeliness - 0.5pt ● Efficiency - 0.5pt (Full Compliance - 0.5 pt) ● Timeliness - 0.25pt ● Efficiency - 0.25pt *100% of brgys complied (perfect) 80% to 99% of brgys complied (80%) 65% to 79% of brgys complied (70%) 50% to 64% of brgys complied (60%) Below 50% of brgys complied (50%) (Full Compliance - 0.5 pt) ● Timeliness - 0.25pt ● Efficiency - 0.25pt (Full Compliance - 1 pt (3)) ● Timeliness - 0.5 (1.5)pt ● Efficiency - 0.5 (1.5)pt 42
LGU Administration and Governance Capacity Building Section (LAGCBS) Indicator P C/M Local School Board Prov: 4 - Conducted CapDev for CSOs in 2022 2 - Late CapDev conducted (2023) 0 - No CapDev conducted for CSOs C/M: 2 - Conducted CapDev for CSOs 1 - Late CapDev conducted (2023) 0 - No CapDev conducted for CSOs 4 2 Post Activity Report of the field offices submitted in the google drive Local Health Board Prov: 4 - Conducted CapDev for CSOs in 2022 2 - Late CapDev conducted (2023) 0 - No CapDev conducted for CSOs C/M: 2 - Conducted CapDev for CSOs 1 - Late CapDev conducted (2023) 0 - No CapDev conducted for CSOs 4 2 Post Activity Report of the field offices submitted in the google drive Local Development Council Prov: 4 - Conducted CapDev for CSOs in 2022 2 - Late CapDev conducted (2023) 0 - No CapDev conducted for CSOs C/M: 2 - Conducted CapDev for CSOs 1 - Late CapDev conducted (2023) 0 - No CapDev conducted for CSOs 4 2 Post Activity Report of the field offices submitted in the google drive Implementation of EO 138 - Full Devolution Submission of Harmonization Roadmap Template Prov: 4 - On-time and Complete HRT submitted (submitted prior to First Tracer issued by RO) 2 - Late/Incomplete (unsigned, no excel copy) submission 0 - No submission after 15 days after the Final Tracer released by the RO C/M: 3 - On-time and Complete HRT submitted (submitted prior to First Tracer issued by RO) 1.5 - Late/Incomplete (unsigned, no excel copy) submission 0 - No submission after 15 days after the Final Tracer released by the RO 4 3 Signed HRT in google drive 16 9 Local Planning and Project Development Assistance Section (LPPDAS) Indicator P C/M Gender and Development (GAD) GAD Plan and Budget Prov: 6 - Complied and submitted GAD PB 3 - Late/incomplete submission of GAD PB CM: 5 - Complied and submitted GAD PB 3 - Late/incomplete submission of GAD PB 6 5 GAD Plan & Budget, encoded and submitted thru GADPBMS on or before March 31; Data entry – GAD PB monitoring system GAD Accomplishment Report Prov: 6 - Complied and submitted GAD AR 3 - Late/incomplete submission of GAD AR CM: 5- Complied and submitted GAD PB 3 - Late/incomplete submission of GAD PB 6 5 GAD Acc. Report encoded and submitted thru GADPBMS on or before March 31; Data entry – GAD PB monitoring system CLUP Formulation Scoring Guide FULL POINT MOVs for Submission ANNEX F LGCDD SCORE CARD 2023 TOTAL SCORE: 100 PTS STRATEGIC PRIORITIES - priority PPAs or initiatives that are carried our within a specific time frame arising form national directives or thrusts of the Department Scoring Guide FULL POINT MOVs for Submission Capacity Development for CSOs for Local Special Bodies Conduct of Capacity Development for CSOs for: SUB TOTAL FOR STRATEGIC PRIORITIES CORE FUNCTIONS - functions that deliver or achieve the main services and outputs of the office based on the mandate of the Department or Office/Division 43
Approved CLUP (with CLUP still in effect covering the period of 2022) C/M: 5 - Approved CLUP (with CLUP still in effect covering the period of 2022 and 2023) with 4 reports submitted on time 1/Qtr - On-time submission of quarterly report 0.5/Qtr - Late (=<5 days) submission of quarterly report 0 - (>5 days) or no submission of quarterly report 5 CRS entry CDP Formulation Approved CDP (with CDP still in effect covering the period of 2022) C/M: 5 - Approved CDP (with CDP still in effect covering the period of 2022 and 2023) with 4 reports submitted on time 1/Qtr - On-time submission of quarterly report 0.5/Qtr - Late (=<5 days) submission of quarterly report 0 - (>5 days) or no submission of quarterly report 5 CRS entry Disaster Resiliency and Environment Protection Section (DREPS) Indicator P C/M Compliance/ On-time Report on RA 10121 - Quarterly Report 1 pt / Qtr - On-time report on RA 10121 0.5/Qtr - Late (=<5 days) submission of quarterly report 0 - (>5 days) or no submission of quarterly report 4 4 LDRRM Office 5 - Established office space 0 - No established office space 5 5 LDRRM Officer 5 - with permanent LDRRM Officer 2.5 - designated LDRRM Officer 0 - No LDRRM Officer 5 5 Approved LDRRMP (with LDRRMP still in effect covering the period of 2023) Prov: 5 - with Approved LDRRMP (with LDRRMP still in effect covering the period of 2023, with 4 reports submitted on time) 1/Qtr - Draft LDRRMP / On-time submission of quarterly report 0.5/Qtr - Late (=<5 days) submission of quarterly report 0 - (>5 days) or no submission of quarterly report C/M: 5 - with Approved LDRRMP (with LDRRMP still in effect covering the period of 2023, with 4 reports submitted on time) 1/Qtr - Draft LDRRMP / On-time submission of quarterly report 0.5/Qtr - Late (=<5 days) submission of quarterly report 0 - (>5 days) or no submission of quarterly report 5 5 With CDRA 5 - With CDRA with 4 reports submitted on time 1/Qtr - On-time submission of quarterly report (draft/ongoing formulation of CDRA) 0.5/Qtr - Late (=<5 days) submission of quarterly report 0 - (>5 days) or no submission of quarterly report 5 5 Approved CP with HP 6 - with approved CP with HP 5 - with approved CP, without HP 1 /Qtr - draft/ongoing formulation of CP and on-time submission of quarterly report 0.5/Qtr - Late (=<5 days) submission of quarterly report 0 - (>5 days) or no submission of quarterly report 6 6 Approved LCCAP (with LCCAP still in effect covering the period of 2023) Province: 6 - with approved LCCAP (still in effect covering the period of 2023) 1/Qtr - Draft LCCAP and on-time submission of Qrtly report 0.5/Qtr - Late (=<5 days) submission of quarterly report 0 - (>5 days) or no submission of quarterly report C/M: 5 - with approved LCCAP (still in effect covering the period of 2023) 1/Qtr - Draft LCCAP and on-time submission of Qrtly report 0.5/Qtr - Late (=<5 days) submission of quarterly report 0 - (>5 days) or no submission of quarterly report 6 5 Health Protocols in Contingency Plan CRS entry LCCAP Formulation CRS entry CDRA Formulation CRS entry Scoring Guide FULL POINT MOVs for Submission CRS entry LDRRMP Formulation CRS entry 44