COMMISSION ON AUDIT RESOLUTION NO. 98-018 September 15, 1998
SUBJECT : Establishing the COA Employee Suggestions and Incentive Awards System
(COA-ESIAS)
WHEREAS, the Commission wants to encourage creativity, innovativeness, efficiency
integrity and productivity in the Commission 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
the COA operations or in operations of its Auditees, or for other extraordinary acts or services in
the public interest.
WHEREAS, this Commission intends to find from among its ranks those who possess, in
an extraordinary degree, such valuable traits so that these fine men and women may be
awarded and held up high for emulation.
NOW THEREFORE, THE COMMISSION PROPER RESOLVES, AS IT HEREBY
RESOLVES, to establish the COA Employee Suggestions and Incentive Awards System (COAESIAS) pursuant to the pertinent provisions of Executive Order 292 and Republic Act No. 6713.
1.
OBJECTIVES OF THE COA-ESIAS
1.1
2.
To encourage creativity and innovativeness;
1.2
To foster among COA Officials and employees the desire for excellence
and uplift the standards of performance in audit service;
1.3
To instill a deep sense of responsibility, integrity, loyalty and efficiency in
audit service;
SCOPE OF THE COA-ESIAS
The System shall apply to all officials and employees of the Commission on Audit
in all places of assignment, whether occupying core or non-core positions, regardless of
employment status.
3.
SUGGESTIONS AND INCENTIVE AWARDS COMMITTEE (SIAC)
3.1
Composition and Secretariat
To oversee the operations of the COA-ESIAS, the COA Suggestions and
Incentive Awards Committee (COA-SIAC) is hereby created which shall be composed of
the following:
3.1.1
Director, Human Resource Management Office (HRMO)
3.1.2
Director, Legal Office
3.1.3
Director, Planning Financial and Management Office (PFMO)
3.1.4
Regional Coordinator
3.1.5
One representative each, Office of the Commissioners
3.1.6
President of the duly accredited Employee Union
The members shall choose from among themselves the
Chairperson who shall serve for a term of two years, provided, that the first
Chairperson shall be the Director of HRMO. The Chairperson shall have no vote
except in case of a tie.
The Personnel Welfare Division (PWD), HRMO, shall act as the
Secretariat for the COA-SIAC.
3.2
Functions
3.2.1
Prescribe, subject to the approval of the COA Chairman, the procedures
in evaluating employees' suggestions, inventions and accomplishments
including the setting up of criteria and the formulation of performance
indicators whenever necessary.
3.2.2
Receive, review and process suggestions and nominations from the
Directors and/or Officers-in-Charge of all COA Offices;
3.2.3
Recommend the appropriate monetary awards, plaques and citation;
3.2.4
Determine the number of awards to be given for the year for each
category;
3.2.5
Submit to the COA Chairman, not later than March 31, of each year, for
awarding during the COA Week celebration in May, the list of the
recommendees for any or all awards, together with the full account of the
bases for the recommendation.
3.2.6
Select and recommend to the Chairman nominees for the Honor Awards;
Lingkod Bayan, Pag-asa and Dangal ng Bayan, for submission to the
Civil Service Commission (CSC).
3.2.7
Coordinate with the CSC, Department of Budget and Management
(DBM), and other agencies relative to the activities of the System.
3.2.8
Prepare, for the signature of the COA Chairman, a report on the operation
of the suggestions and incentive awards program for submission to the
CSC as may be required; and
3.2.9
Perform such other functions as may be necessary to carry out fully the
mandate of the laws and regulations on the COA-ESIAS.
4.
TYPES OF ACHIEVEMENTS ENTITLED TO AWARD
Under the System, any of the following types may be entitled to an award; idea
type and the performance type which include the sustained work performance,
performance of an extraordinary act or service, and the community service type.
4.1
Attributes of the Idea-type
Idea, suggestion/recommendation or invention that results in economy of
operation, increased productivity, improvement in working condition, or in any
similar benefit in the Commission or in its Auditees.
Indicators:
-
4.2
Originality of idea or suggestions;
Impact/Applicability
Relevance to COA audit service;
Substantial/Material savings realized;
Increased output;
Shorter processing time;
Practicability/responsiveness to needs.
Attributes of the Sustained Work Performance
Consistent, dedicated and outstanding performance in assigned task or
creditable accomplishment in special assignment.
Indicators:
-
4.3
Performance exceeding commitments/targets;
Assistance to, and cooperation with, co-workers;
Positive work attitudes;
Positive attitude to changes introduced;
Public/Auditee recognition.
Attributes of the Performance of an Extraordinary Act or Service
Display of selfless devotion and commitment to duty and courageous
performance of extraordinary act or service, in connection with, or related to,
one's official functions.
Indicators:
-
Initiative without thought of reward or promotion;
Selfless devotion to duty unmindful of risk or temptation inherent in
the work;
Relevance of the extraordinary act to the audit service;
Public/Auditee recognition.
4.4
Attributes of the Community Service Type
4.4.1
Volunteer work to the community in a spirit of humanitarianism during
times of calamities or emergencies.
Indicators:
-
5.
Recognition by the community;
Number of persons helped/assisted
FORMS OF AWARDS
As provided for in Section 5, Rule X of the Omnibus Rules Implementing Book V
of Executive Order No. 292, awards may either be in the form of an honor award or an
incentive award, or both, as the case maybe and as may be recommended by the COA
SIAC created under Section 3, supra, taking into consideration any or all of the foregoing
attributes relevant to the award.
5.1
Outstanding Performance Awards
This award is given to an individual or group who worked and achieved more
than others during the previous year and who has shown exemplary performance from
the rest. The following categories and those who may qualify are hereby set:
5.1.1
Outstanding COA Executive - Officials from the rank of SG 25-29.
5.1.2
Outstanding COA Employee (Level 2) - COA Employees from SG 11-24.
5.1.3
Outstanding COA Employee (Level 1) - COA Employees from SG 01-10.
5.1.4
Outstanding Auditing Unit/Team, Group Award.
The COA SIAC may add more categories to the foregoing, subject to the
approval by the Chairman, COA.
5.2
Incentive Awards
The incentive awards shall consist of the following:
5.2.1
Performance Incentive which shall be given to an employee who has
obtained an outstanding or very satisfactory rating based on the Agency's
Approved Performance Evaluation System for the last two successive
evaluation periods which consist of step increments in accordance with
the provisions of Joint CSC-DBM Circular No. 1, s. 1990.
5.2.2
Length of Service Incentive which shall be given to an employee who has
rendered at least three years of continuous satisfactory service in a
particular position and which shall consist of step increments in
accordance with the provisions of Joint CSC-DBM Circular No. 1, s. 1990.
5.2.3
Productivity Incentive which shall be given to an employee or group of
employees who has exceeded their targets or has incurred incremental
improvement over existing targets.
5.2.4
Most Courteous Employee Award shall be given to an employee in
accordance with the criteria and standards established under CSC MC
No. 15, s. 1990 which instituted the Courtesy Campaign Program in the
Civil Service, known as the "Ang Magalang, Bow!"
5.2.5
Loyalty Award which shall be granted to an employee who has completed
at least ten (10) years of continuous and satisfactory service to the
Commission. This service award shall consist of cash bonus and lapel
emblem or loyalty pin differentiated as follows:
10 and 15 years
-
bronze service pin
20 and 25 years
-
silver service pin
30, 35 and 40
-
gold service pin
The cash bonus shall be chargeable against the Agency's savings,
provided however that those who have received the cash award during their first
10 years shall, upon reaching 15, only receive the cash award for the succeeding
5 years and so on.
5.2.6. Retirement Award which shall be given to a retiree who had rendered at
least fifteen (15) years of satisfactory government service. This award
shall be in the form of a plaque of appreciation, the design and citation of
which shall be approved by the Chairman upon recommendation of the
COA-SIAC.
6.
5.2.7
Year-end Benefits or Thirteenth Month Bonus Plus One Thousand Cash
Gift which shall be granted to COA officials and employees in recognition
of their dedication to government service and in keeping with the spirit of
Christmas. The grant of these year-end benefits shall be governed by the
Compensation Circulars issued by the Department of Budget and
Management in accordance with the provisions of Republic Act 6686.
5.2.8
Monetary Award which shall be granted to an employee whose
contribution in terms of suggestions or invention or performance of
functions results in monetary savings. When an employee's contribution
can not be quantified in terms of monetary savings, or results in combined
monetary savings and intangible benefits, the amount of cash award shall
be determined in terms of a certain percentage of its estimated total value
or benefit but not to exceed 20%.
PROCEDURE FOR NOMINATION
The procedures for nomination for honor and incentive awards are as follows:
7.
6.1
The immediate supervisor or any person or association in the private sector
makes the nomination in writing to the Director in the Central Office or Regional
Director under whose jurisdiction the nominee belong;
6.2
The Director shall forward the nomination together with her/his own evaluation,
comments or recommendations to the COA SIAC;
6.3
The COA SIAC shall evaluate the nomination and verify the basis of such
nomination. It shall also determine the number of awards to be given for each
category;
6.4
When found meritorious, the COA SIAC shall submit its recommendations to the
COA Chairman, together with draft citations and plaques of appreciation as well
as monetary and other prizes for approval;
6.5
The Chairman thru the COA SIAC shall submit nominations to the CSC for the
National Awards which as a rule should come from those awarded by COA both
current and previous.
CRITERIA FOR NOMINEES
The qualifications of the nominees for the foregoing awards shall be as follows:
8.
7.1
They must have been employed in the Commission on Audit for at least one year
at the time of nomination:
7.2
They must have been rated at least Very Satisfactory or its equivalent for two
successive appraisal periods immediately preceding the nomination;
7.3
They must not have been found guilty of any criminal or administrative offense
involving moral turpitude or they must not be facing any pending case at the time
of nomination. A "pending case" is defined as one in which a formal charge has
been filed after a finding of a prima facie case during a fact-finding or preliminary
investigation; and
7.4
They must have rendered consistent, dedicated and outstanding performance in
assigned duties or creditable accomplishment in special assignments.
EFFECTIVITY
This Resolution shall take effect immediately.
Quezon City, September 15, 1998.
(SGD.) CELSO D. GAÑGAN, Chairman
(SGD.) SOFRONIO B. URSAL, Commissioner
(SGD.) RAUL C. FLORES, Commissioner