Document
Revised guidelines on the search for Huwarang DTI R2 Employees

 

One of the Department’s goals is to motivate its employees, whether individually or in group, to consistently deliver quality service beyond expectations through a formal recognition and granting of rewards based on outstanding performance and noteworthy accomplishments. Towards this end, an annual search for exemplary performers known as the System on Performance Rewards and Incentives (SPRlnts) shall be implemented by the Department. The formal SPRInts Recognition Ceremony shall be held as part of the DTI Anniversary Celebration or on an alternate schedule as approved by the DTI-R2 Sub-Performance Management Team (PMT)/Local SPRInts Committee or the Regional Director.

DTI R2 SPRInts aims to:

  1. inspire officials and employees to promote and uphold the highest standards of performance and ethics;
  2. provide as a consequence, motivational incentives to enhance employee competence, efficiency, and productivity; and
  3. recognize and highlight superior accomplishments, extraordinary acts or services, and other personal efforts that contributed to the improvement of DTI operations and public service delivery by individuals or teams.
  • Chapter 5, Title I, Book V, E.O No. 292 (Administrative Code of 1987)
  • Rule X, Omnibus Rules Implementing Book V of E.O No. 292 and Other Pertinent Civil Service Laws
  • Chapter 2, Title X, Book I, E.O 292 (Administrative Code of 1987)
  • CSC MC No. o1 Series of 2001 (Program on Awards and Incentives for Service Excellence)
  • DTI DO.17-113 (DTI Program on Rewards, Awards and Incentives for Service Excellence)

The System shall apply to all officials and employees of DTI-R2 who are occupying career or non-career positions on a permanent, temporary, co-terminus, contractual, or casual basis who have rendered one (1) year of service in the Department for the period being nominated, in recognition of their outstanding performance, achievement or contribution that affect economy in operation, increase in production, improved work conditions/services, or such other end-results beneficial to the government, including heroic acts done in the public interest or through sustained work performance and consistent manifestation of outstanding work outputs in terms of quantity without sacrificing quality and timeliness or rendition of overtime work, among others.

There shall be no discrimination in the selection of nominees and awardees because of age, school, gender, civil status, disability, religion, ethnicity, social status, income class, paternity and filiation, political affiliation or other similar factors/personal circumstances that run counter to the principles of merit and equal opportunity.

Eligible men and women at all levels of position in the agency shall have equal opportunity to receive any of the rewards, awards, or incentives.

E.1. The DTI R2 SPRINts Committee shall be composed of the following:

E. 1.1 Regional SPRInts Committee Members:

        a. Chair                   — Regional Director

        b. Vice/Co-Chair      — Assistant Regional Director

        c. Members             — Provincial Directors

                                      — Regional FAD Chief

                                      — Two (2) Representatives (1st and 2nd Level) from the Employee Union/Association who shall serve for a period of 2 years

        d. Secretariat          — Regional HR Officer

                                      — Regional Planning Officer

  • 1.2 Provincial/Regional Division Sub-Committee Members:

a. Chair                   — Provincial Head/ Regional Division Head

        b. Members             — Two (2) Division/ Unit Heads or their authorized representative

        c. Secretariat          — HR Officer/ Designate and or Planning Officer/ Designate or their authorized representative

*Provincial/ Regional Divisions may adopt the above composition or establish their own Committee subject to the organizational structure of each office/division.

**The SPRInts committee shall be represented by at least the majority of its members during the screening of candidates.

The Regional SPRInts Committee shall:

  1. formulate, develop, prescribe, promulgate, and adopt its own rules, policies and procedures/mechanism to govern the conduct of its activities within the region which shall include guidelines for evaluating the nominations and selection of awardees, mechanism for recognizing the awardees, as well as rewards and incentives to be given at the regional level;
  2. evaluate regional nominees/awardees in any of the award categories;
  3. recommend for review of the DTI SPRInts Committee (national) and for approval by the DTI Secretary a list of regional nominees who are most qualified to receive certain awards/rewards granted by duly recognized award-giving institutions such as the Lingkod Bayan Award, Dangal ng Bayan Award, Pag-asa Award, Gawad CES, Gat Apolinario Mabini Award, etc.
  1. evaluate/screen nominations as to the completeness of documents/requirements and establish eligibility of candidates based on qualifications;
  2. facilitate nomination and selection of awardees, and implement additional process as may be required by the DTI-R2 SPRInts Committee;
  3. consolidate results of evaluation of nominations;
  4. Prepare minutes/highlights of meetings and deliberations and;
  5. prepare for the Recognition Ceremony;
  6. provide other Secretariat functions as may be required by the DTI-R2 SPRInts Committee.
  7. Assist in the documentation and packaging of the nomination documents (only for national nominees);
  1. Create/develop its own procedures/mechanism in the evaluation/ pre-screening of nominees at the provincial/ regional division level;
  2. conduct an initial evaluation/ pre-screening of nominees against the particular Qualifications set for an awards category in the provincial/ regional division level
  3. endorse qualified candidates to the Regional SPRInts Committee for evaluation.

General Qualification Requirements

  • Individual Category
  • Status of Employment. Employees on permanent, temporary, co-terminus, temporary, casual or contractual status (with employee-employer relationship);
  • Tenure. Must have rendered one (1) year of service in the Department for the period being nominated;
  • Performance Rating. Must have obtained at least Very Satisfactory PGS Rating for the annual rating period immediately preceding the nomination;
  • Has NOT been found guilty of any criminal or administrative offense (including moral turpitude) and in instances that the nominee has pending administrative or criminal case, there should be no adverse judgment/ruling during the period covered, at the time of the nomination and for an extended period as may be prescribed by the SPRInts Committee.
  • Must be compliant to CSC and Office Rules (attendance, basic courtesy among others)
  • Group Category

A “Group” or “Team” shall refer to two (2) or more individuals bound by a common objective, a task force, a technical group or a special working team. The Group or Team should have been formed/created/organized formally or informally to undertake certain projects or programs and should have demonstrated teamwork/camaraderie shown by constant communication, coordination, cooperation, and cohesiveness among its members. Each Group or Team member should have a verifiable/actual contribution to the attainment of the group/team’s accomplishment. At least majority of members of the group/ team must meet the following qualifications:

  1. Status of Employment. Employees on permanent, temporary, co-terminus, temporary, casual or contractual status (with employee-employer relationship);
  2. Tenure. Group members must have rendered one (1) year of service in the Department for the period being nominated;
  3. Performance Rating. Group members must have obtained at least Very Satisfactory PGS Rating for the annual rating period immediately preceding the nomination;
  4. Has NOT been found guilty of any criminal or administrative offense and in instances that the nominee has pending administrative or criminal case, there should be no adverse judgment/ruling at the time of the nomination.
  5. Members must be compliant to CSC and Office Rules (attendance, basic courtesy among others)

Step 1. Nomination Process

Any individual or organization, including supervisors, peers, or clients, with extensive knowledge of the outstanding work performance and/or exemplary ethical behavior of the employee or group/ team is eligible to nominate an individual or group/team for a specific award category in the DTI R2 SPRInts Awards. Additionally, qualified employees have the option to self-nominate, and such self-nominations should be accompanied by thorough documentation showcasing their achievements and qualifications.

The Provincial/Regional Division Sub-Committee shall conduct an initial evaluation/ pre-screening of nominees at the provincial/ regional division level. The committee shall review/check whether the qualifications or criteria specific to the award category are likewise met (refer to Annex A). 

The nominating office/division is limited to nominating only one candidate per award category. However, a candidate can be nominated for multiple categories if they meet the respective criteria.

Step 2: Nomination Write-up

The candidates shall be asked to make a write-up using the Nomination Forms regarding:                                                                                       

a.) Highlights of accomplishments. The write-up on highlights of accomplishments should contain the nature of the accomplishments and when it was performed, the impact of the accomplishment and the specific role of the nominee. It is advised to write the specific, most important/ noteworthy accomplishments in STAR format.

b.) Demonstration of DTI core values. With regards to the write-up on the demonstration of DTI core values, candidates should summarize his/her best qualities of exemplary ethical behavior on the basis of his/her observance of the DTI core values.

Step 3: Nomination Submission

The office/ division shall facilitate the submission of the nominations, duly endorsed by their respective head, along with other supporting documents to the Regional SPRInts Committee for evaluation.

Step 4: Initial Evaluation

The Regional SPRInts secretariat shall conduct an initial evaluation of the submitted nominations against the particular Qualifications set for an awards category. A shortlist of candidates passing the initial evaluation is prepared for the panel interview and those who failed the initial evaluation shall be notified accordingly.

Step 5: Panel Interview

The Regional SPRInts Committee shall conduct a Panel Interview with all candidates. Each candidate shall be rated according to a given set of criteria specific to the award category using the Search Committee Rating Sheets.

  • Rating scale 1-5 (1-lowest; 5-highest)
    • Based on criteria per category

     Sample computation of Panel Ratings:

CRITERIA% WEIGHTXAVERAGE RATING OF EVALUATOR=WEIGHTED RATING
Criteria 140%x4=1.600
Criteria 230%x3.5=1.050
Criteria 310%x4.5=0.450
Criteria 410%x3.75=0.375
Criteria 510%x3=0.300
Overall Panel Rating (OPR)3.775

Sample computation of Candidate’s Score:

Candidate/ NomineeSPRINts Committee RatingAverage Rating/ Total Score
P1P2P3P4P5 
Candidate 1324353.4
Candidate 1444444

Note/s:

  1. In case of a lone nominee in a specific award category, the candidate will undergo the same Panel Interview. The Panel will evaluate and rate the lone nominee based on the established criteria to determine if the nominee meets the qualifications for the award. If the lone nominee achieves a Total Score/ Points equal to or higher than the established cut-off score, the nominee will be considered qualified for the award. However, if the Total Score/ Points falls below the cut-off score, the Regional SPRInts Committee may reassess the nomination or decide not to confer the award in that specific category.
  • If a candidate is a member of the Regional SPRInts Committee, he/she shall be inhibited or be replaced (in case the Committee will no longer have a quorum) during the interview or evaluation process of the candidates.
  • If a member of the Panel is the candidate’s supervisor, the concerned Panelist shall be inhibited from the interview and scoring.

Step 6: Final Score Determination

All candidates shall be ranked based on the following dimensions/ criteria:

For Individual Nominees: ★Cut-off Score/ Passing rate is 60

Dimensions/ CriteriaPremium Points
Performance  15
Director’s Input/ Rating    5
Panel Interview  50
CSF Rating  15
CSC compliance rating  15
TOTAL POINTS100
1. Performance2. Director’s Input/ Rating3. Panel Interview
5.000-100%5.000-100%   5.00-100%
4.750-4.875-80%4.000-4.999-80%4.5-4.99-90%
4.500-4.749-50%3.000-3.999-50%4.0-4.49-80%
3.5-3.99-70%
3.0-3.49-60%
4. CSF Rating5. CSF Compliance Rate 
100-100%100-100% 
98-99-90%98-99-90% 
96-97-80%96-97-80% 
93-95-70%93-95-70% 
90-92-60%90-92-60% 

For Group Nominees: ★Cut-off Score/ Passing rate is 3

Candidates in the Group/Team category shall only be ranked based on their scores in the Panel Interview.

It’s important to note that the cut-off score or passing rate for individual nominees is 60, and for group nominees, it is 3. This score represents the minimum Total Score/ Points that a nominee must attain to be considered qualified for the award.

All Nominees shall be ranked according to their final scores. The nominee with the highest score, meeting or exceeding the cut-off/passing rate, shall be declared the winner. In case of a tie in the rankings, the chairman of the committee shall act as the tiebreaker. The chairman’s decision will be final and binding in determining the final placement of the tied contestants.

Step 7. Announcement of Results

Results shall be announced in a formal recognition ceremony during the DTI-R2 SPRInts Awards Program.

Others Considerations:

As an additional incentive, all nominees and awardees to any of the award categories shall also earn corresponding point essential when vying for a permanent position as per existing selection criteria promulgated by the DTI R2 Human Resource Merit Promotion and Selection Board (HRMPSB).

All agreements made by the DTI-R2 SPRInts Committee during meetings shall automatically form part of the guidelines on the mechanics and procedures in the selection of awardees.

  • REQUIRED NOMINATION DOCUMENTS

Each nomination requires the submission of the following:

  1. Complete filled -out Nomination Forms

For Individual Categories:

  • INDIVIDUAL NOMINATION FORM_INFO
  • INDIVIDUAL NOMINATION FORM_ HIGHLIGHTS OF ACCOMPLISHMENTS
  • INDIVIDUAL NOMINATION FORM_ DEMONSTRATION OF DTI VALUES

For Group Categories:

  • GROUP NOMINATION FORM_INFO
  • GROUP NOMINATION FORM_ HIGHLIGHTS OF ACCOMPLISHMENTS
  • Certification Issued by the head of office or his/her immediate supervisor that the individual nominee or each member of the group nominee has obtained at least Very Satisfactory (VS) performance ratings for the period prior to the nomination. Copy of Dashboard need not be attached.
  • Other supporting documents/ evidences to the nomination like clippings, citations etc.
  1. AWARDS PRESENTATION

A formal, solemn and prestigious Recognition Ceremony shall be held annually, in time for the DTI Anniversary Celebration or prior to the DTI National SPRInts Search to the extent possible. The DTI-R2 SPRInts Committee, with the approval of the Regional Director, shall create a SPRInts Technical Working Group spearheaded by the DTI R2 SPRInts Secretariat to take charge in the preparation, organization and implementation of the Recognition Ceremony.

  • FUNDS REQUIREMENTS

The Agency shall allocate at least 5% of the Human Resource Development Funds for the PRAISE, (which includes the SPRInts) and incorporate the same in its annual Work and Financial Plan.

Revised guidelines on the search for Outstanding Contract of Service Employee

 

  1. RATIONALE

The revision of the Guidelines on the Search for Outstanding Contract of Service Employee is prompted by recent updates in the DTI R2 Localized System on Performance Rewards and Incentives (SPRInts). This revision is essential to harmonize the selection criteria and procedures in the implementation of SPRInts Awards.

The revised guidelines aim to create a unified and consistent framework for recognizing and rewarding DTI R2 employees, promoting fairness and transparency in the evaluation process.

  1. OBJECTIVES
  2. To recognize and reward outstanding Contract of Service employees in DTI Region 02 who have consistently demonstrated exceptional performance and contributions beyond their regular duties, thereby motivating them to continue their exemplary work and setting a standard for excellence within the organization.
  • To promote a culture of meritocracy and equal opportunity within the Region by ensuring that all Contract of Service employees, regardless of background or status, have the opportunity to be recognized and rewarded for their exceptional achievements and contributions to the organization.
  • To encourage self-improvement and professional development among Contract of Service employees by providing them with tangible incentives, such as certificates, gift certificates, and points towards future career advancement, as a form of appreciation for their dedication and hard work.
  1. WHO MAY NOMINATE

Any individual or organization, including supervisors, peers, or clients, with extensive knowledge of the outstanding work performance and/or exemplary ethical behavior of the employee or group/ team is eligible to nominate an individual or group/team for a specific award category in the Search Program. Additionally, qualified employees have the option to self-nominate, and such self-nominations should be accompanied by thorough documentation showcasing their achievements and qualifications.

  1. COVERAGE/GUIDELINES
  2. Outstanding accomplishments/ contributions

The search shall give premium to accomplishments/ contributions made by the nominee/s beyond their “business-as-usual” work performance/ service delivery which are noteworthy and of significant positive impact.

  • Nominee qualifications

The search shall apply to ALL Contract of Service employees of DTI Region 02 in recognition of their outstanding performance, achievement or contribution that affect economy in operation, increase in production, improved work conditions/services, or such other end-results beneficial to the government, including heroic acts done in the public interest or through sustained work performance and consistent manifestation of outstanding work outputs in terms of quantity without sacrificing quality and timeliness or rendition of overtime work, among others.

  1. Nominee must have rendered one (1) year Contract of Service in the Department for the period being nominated for and must be currently active in the service whether regular or COS. Accomplishments for which the nominee is being recognized for should also be made during the year.  
  2. Must have obtained at least a Very Satisfactory performance ratingfor the period being nominated for; and
  3. has NOT been found guilty of any criminal or administrative offense and in instances that the nominee has pending administrative or criminal case, there should be no adverse judgment/ruling at the time of the nomination.
  4. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others)
  • In the group category, a team member who did not meet the above-mentioned qualification requirements (a-d) shall not be included in the nomination.
  • There shall be no discrimination in the selection of nominees and awardees because of age, school, gender, civil status, disability, religion, ethnicity, social status, income class, paternity and filiation, political affiliation or other similar factors/personal circumstances that run counter to the principles of merit and equal opportunity.
  • MECHANICS/ PROCEDURES IN THE SELECTION OF NOMINEES AND AWARDEES

Step 1: The Provincial/Regional Division SPRInts Sub-Committee shall conduct an initial evaluation/ pre-screening of nominees at the provincial/ regional division level. The committee shall review/check whether the qualifications or criteria specific to the award category are likewise met.

The nominating office/division is limited to nominating only one candidate per award category. However, a candidate can be nominated for multiple categories if they meet the respective criteria.

Step 2: The candidates shall be asked to make a write-up regarding:        

a.)Highlights of accomplishments. The write-up on highlights of accomplishments should contain the nature of the accomplishments and when it was performed, the impact of the accomplishment and the specific role of the nominee. A maximum of five (5) specific, most important/ noteworthy accomplishment of the candidate shall be allowed. It is advised that the STAR format should be used.

b.) Demonstration of DTI core values. With regards to the write-up on demonstration of DTI core values, candidates should summarize his/her best qualities of exemplary ethical behavior on the basis of his/her observance of the DTI core values.

Step 3: Once the candidate is identified, the office/ division shall facilitate the submission the nominations duly endorsed by their respective head along with other supporting documents. Nominations and their requisite document forms shall be submitted by the nominating office to the Regional SPRInts Committee for evaluation and deliberation.  

Step 4: The Regional SPRInts secretariat shall conduct an initial evaluation of the submitted nominations against the particular Qualifications set for an awards category. A shortlist of candidates passing the initial evaluation is prepared for the Panel Interview and those who failed the initial evaluation shall be notified accordingly.

Step 5: The Regional SPRInts Committee shall conduct a Panel Interview with all candidates. Each candidate shall be rated according to a given set of criteria specific to the award category using the Search Committee Rating Sheets.

The procedures in the Revised Guidelines for DTI R2 Localized SPRInts on panel interview, computation of scores, cut-off score, application of criteria, and ranking method shall be applied.

Step 6: Results are announced in a formal recognition ceremony during the DTI-R2 SPRInts Awards Program.

  • AWARD CATEGORIES (Refer to Annex A)
  • REWARD/ INCENTIVES
  • For the 1st & 2nd placer: Certificate of Recognition and Gift Certificate of 1,000.00
  • For the Winners:
Individual AwardGroup Award
– Plaque worth 1,500.00 and Gift Certificate of P6,000.00– Plaque worth 1,800.00 and Gift Certificate of P11,000.00

3. As an additional incentive, all nominees and awardees to any of the award categories shall also earn corresponding point essential when vying for a permanent position as per existing selection criteria promulgated by the DTI R2 Human Resource Merit Promotion and Selection Board (HRMPSB).

  • REQUIRED NOMINATION DOCUMENTS

Each nomination requires the submission of the following:

  1. Complete filled -out Nomination Forms

For Individual Categories:

  • INDIVIDUAL NOMINATION FORM_INFO
  • INDIVIDUAL NOMINATION FORM_ HIGHLIGHTS OF ACCOMPLISHMENTS
  • INDIVIDUAL NOMINATION FORM_ DEMONSTRATION OF DTI VALUES

For Group Categories:

  • GROUP NOMINATION FORM_INFO
  • GROUP NOMINATION FORM_ HIGHLIGHTS OF ACCOMPLISHMENTS
  • Certification Issued by the head of office or his/her immediate supervisor that the individual nominee or each member of the group nominee has obtained at least Very Satisfactory (VS) performance ratings for the period prior to the nomination. Copy of Dashboard need not be attached.
  • Other supporting documents/evidences to the nomination like clippings, citations etc.
  1. AWARDS PRESENTATION

A formal, solemn and prestigious Recognition Ceremony shall be held annually, in time for the DTI Anniversary Celebration or prior to the DTI National SPRInts Search to the extent possible. The DTI-R2 SPRInts Committee, with the approval of the Regional Director, shall create a SPRInts Technical Working Group spearheaded by the DTI-R2 SPRInts Secretariat to take charge in the preparation, organization and implementation of the Recognition Ceremony.

  • FUNDS REQUIREMENTS

The Program shall be incorporated into the agency’s annual Work and Financial Plan subject to the availability of Funds.

Calendar of Activities
ACTIVITIESSCHEDULEPARTIES/PERSONS INVOLVED/ IN-CHARGE
Review and Approval of SPRInts GuidelinesFebruary 27, 2024SPRInts Committee/ Secretariat
Launch of Search/ Call for NominationsMarch 25, 2024HR Unit
Provincial and Regional Division Talent SearchMarch 25-April 25, 2024Provincial and Regional Division Heads/ AOs
Deadline for Submission of Nominations/ Entries   Search for Most Outstanding COS &   Huwarang DTI R2 Employee for CY 2023 > April 26, 2024Provincial Offices and Regional Divisions
Validation of Nominees >
Panel Interview and Deliberation (COS) >
Panel Interview and Deliberation (Regular employees) >
April 29-May 5, 2024
May 6-7, 2024
SPRInts Committee/ Secretariat
SPRInts Awarding Ceremony>  July 26, 2024  HR Unit
Contract of Service
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR OUTSTANDING CONTRACT OF SERVICE EMPLOYEE
INDIVIDUAL AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 A1 EMPLOYEE   
 Description: Award given to an employee who obtained the highest record of attendance, displayed productive use of time in the office and compliance with office rules;   Type: Individual   Number of Awardee/s: Three (3) Employees                        Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    I. OUTSTANDING ACHIEVEMENT 15%  Noteworthiness– the degree of uniqueness, originality and difficulty encountered in achieving outstanding attendance record 25% Efficiency– display of productive use of time in the office 10% Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) II. DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 25% Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 25% Uniqueness and originality of Outstanding Performance or contribution 100% OVERALL RATINGQualification/s: Employees under Contract of Service status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period No tardiness and a maximum of five (5) incidents of undertime incurred within the performance year;Must have the highest record of attendanceMust be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; andDemonstrate DTI Values and Ethical Behavior
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR OUTSTANDING CONTRACT OF SERVICE EMPLOYEE
INDIVIDUAL AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 2. INNOVATOR AWARD   
 Description: Award given to an employee who successfully introduced a novel idea that has resulted in savings, increase in productivity, or greater efficiency or    Type: Individual   Number of Awardee/s: Three (3) Employees  Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition  INNOVATIVE IDEA /DISCOVERY/INVENTION/SUGGESTION 20%  a.Innovativeness– originality of thought and implementation (something new or modification of ideas not necessarily widely known) 15% b.Reliability– worthy of trust and confidence. It is a product of research and careful planning. 25% c.Economy of Operation- careful management of resources with minimum cost. The idea/suggestion/invention/innovation institutes work simplification and reduction in cost, waste saving measures, thus maximizing office resources; the idea resulted to increased revenues or savings of the office 35% d.Impact- relevance, applicability; powerful effect; extent to which the idea/suggestion/invention/innovation is recognized by the management; it efficiently does what it intends to do; improved the quality of services delivered to clients/public; is being used or adopted by others and is far-reaching in implementation; the extent of application is either be, in a scale of 1-5: 1 – Limited (Fair): affects/applies to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employee’s office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 5% e.Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees under Contract of Service status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; The idea/ suggestion/ invention/ innovation institutes work simplification and reduction in cost, waste saving measures, thus maximizing office resources; the idea resulted to efficient utilization of resources; andDemonstrate DTI Values and Ethical Behavior  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR OUTSTANDING CONTRACT OF SERVICE EMPLOYEE
BEST EMPLOYEE AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 3. BEST DRIVER
 Description: An employee who occupies the position of a Driver or who performs the duties of Driver by virtue of a written Office Order or Certification issued by the Head of Office/Unit   Type: Individual   Number of Awardee/s: Three (3) Employees    Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 25% b. Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employees office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for Driver: Consideration to passenger’s safety; Comfort, convenience and skills in driving; Initiative in the maintenance and wise use of resources (vehicle, gasoline, tools, etc); Punctuality, consideration and responsiveness to the needs of his/her passengersCompliance with the office rulesDemeanor and personal dispositionQualification/s: Employees under Contract of Service statusMust have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);Has no record of any road accident caused by his/her own fault or negligence for the last two (2) years;Considers passenger’s safety, comfort and convenience and/ or responds to the needs of his/her passengersHas the initiative in the maintenance and wise use of resources (vehicles, tools etc.)Demeanor and personal disposition (e.g. good grooming)Demonstrate DTI Values and Ethical Behavior/  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR OUTSTANDING CONTRACT OF SERVICE EMPLOYEE
BEST EMPLOYEE AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 4. BEST UTILITY WORKER
 Description: An employee who occupies the position of a Utility Worker or who performs the duties of a Utility Worker by virtue of a written Office Order or Certification issued by the Head of Office/Unit   Type: Individual   Number of Awardee/s: Three (3) Employees    Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 25% b. Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employees office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for Utility Worker: Ability to manage time efficiently; Works well when supervisors are not presentResourcefulness- initiative to get things donePunctuality, consideration and responsiveness to the needs of his/her superior and co-employeesCompliance with the office rulesDemeanor and personal disposition  Qualification/s: Employees under Contract of Service status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);Consistently demonstrate initiative, good care and constructive use of time/ office equipment/ facilities/ suppliesMust have at least a 90% CSF rating; Demonstrate DTI Values and Ethical Behavior  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR OUTSTANDING CONTRACT OF SERVICE EMPLOYEE
BEST EMPLOYEE AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
  5. BEST TECHNICAL ASSISTANT
 Description: Those occupying Technical Positions assigned as support to line operations (except NCJBCs)   Type: Individual   Number of Awardee/s: Three (3) EmployeesWinner: Plaque worth P1,500.00; andGift Certificate of 6,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition                                  OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution.   b.Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employees office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for Technical Assistant: Technical competenceWork efficiency and effectivenessResponsiveness to clients’ request and needsCreativity and innovativenessQuality and consistency of performanceInitiative and reliabilityTeammanshipCompliance with the office rulesQualification/s: Employees under Contract of Service statusMust have rendered one (1) year of service in the position for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; Must have at least a 90% CSF rating; Must have the initiative and resourcefulness to get things done; and Demonstrate DTI Values and Ethical Behavior      
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
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BEST EMPLOYEES AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 6.BEST ADMINISTRATIVE ASSISTANT
 Description: Those occupying administrative positions assigned as support to administrative operations.   Type: Individual   Number of Awardee/s: Three (3) Employees    Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 25% b.Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employees office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for Administrative Assistant: Systematic and organizedWork efficiency and effectivenessShows ability to keep confidential mattersAlertness and responsiveness to the needs of supervisor and other clients’ requests and needsInitiative and reliabilityTeammanshipCompliance with the office rules  Qualification/s: Employees under Contract of Service status Must have rendered one (1) year of service in the position for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);Observance to the timely, accurate and complete reports; timely regular monitoring of report, and completeness of recordsAbility to communicate / coordinate with co-workersThere is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work;Must have at least a 90% CSF rating; andDemonstrate DTI Values and Ethical Behavior  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR OUTSTANDING CONTRACT OF SERVICE EMPLOYEE
BEST EMPLOYEE AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 7. BEST NEGOSYO CENTER BUSINESS COUNSELOR
 Description: Those who occupies the position of Junior Business Counselor   Type: Individual   Number of Awardee/s: Three (3) Employees  Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 25% b.Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employees office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for NC JBC: Technical competenceWork efficiency and effectivenessResponsiveness to clients’ request and needsCreativity and innovativenessQuality and consistency of performanceInitiative and reliabilityTeammanshipCompliance with the office rules  Qualification/s: Employees under Contract of Service status Must have rendered one (1) year of service in the position for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; Must have at least a 90% CSF rating; Must have the initiative and resourcefulness to get things done; and Demonstrate DTI Values and Ethical Behavior    
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR OUTSTANDING CONTRACT OF SERVICE EMPLOYEE
GROUP AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 8. TEAM SYNERGY AWARD   
 Description: Granted to the team/ group on the basis of meeting and/or exceeding their performance targets and other predetermined criteria.    Type: Group   Number of Awardee/s: Three (3) groups    Winner: Plaque worth P1,800.00; andGift Certificate of 11,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 25%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 30% b. Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employee’s office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 35% c.Team Spirit– the extent to which performance was achieved through teamwork, shared responsibility, commitment and collaboration. 10% e. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees under Contract of Service status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Demonstrate DTI Values and Ethical BehaviorMembers must be compliant to CSC and Office Rules (attendance, basic courtesy among others);Must have a team spirit-the extent to which performance was achieved through teamwork, shared responsibility commitment and collaboration;The impact of the team effort should benefit both clients and the organizationAt least 90% CSF rating from clients    
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR OUTSTANDING CONTRACT OF SERVICE EMPLOYEE
HEROIC SERVICE AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 9. OUTSTANDING GOVERNMENT SERVICE AWARD
 Description: Given to group/team or employee who demonstrated extraordinary acts or services in the public interest in connection with or relation to his/their official employment such as but not limited to disregard of death threats, risk of life, etc. The act or service must be in support of the Department’s mandate and can be considered beyond the call of duty.   Type: Individual/ Group   Number of Awardee/s: Three (3) employees/ group    Winner: (Individual) Plaque worth P1,500.00; andGift Certificate of 6,000.00 (Group) Plaque worth P1,800.00; andGift Certificate of 11,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 25%  a.Initiative-doing something without being told; the power or right to take the first step; takes the lead; acting on own judgment without thinking of remuneration, reward or prospect of promotion. 25% b. Dedication and Commitment-selfless devotion; unreserved pledge of involvement; display of selfless devotion to duty unmindful of risk to own lives for the welfare of others; display fearlessness and guts in facing the challenge despite prevailing constraints. 20% c. Relevance– pertinent to duties and responsibilities; manifested a consistent desire for excellence in the performance of duties and responsibilities. 15% d. Impact- strong influence; powerful effect; display a strong influence over colleagues; ordinary act has created a powerful and rippling effect to the agency and clientele.   10% e.Noteworthiness- extraordinary act is easily distinguishable for its relevance, uniqueness and originality 5% f. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees under Contract of Service status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Members (group) or the employee (Ind) must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; Act must be seen with dedication and commitment- selfless devotion; unreserved pledge of involvement; display of selfless devotion to duty unmindful of risk to own lives for the welfare of others; display fearlessness and guts in facing the challenge despite prevailing constraintsDemonstrate DTI Values and Ethical Behavior  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
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HEROIC SERVICE AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 10. OUTSTANDING COMMUNITY SERVICE AWARD
 Description: Given to group or team or to an employee who demonstrated extraordinary acts or services in the public interest not or indirectly connected or related to his/their official employment such as but not limited to assistance to victims of calamities, assistance to person/persons under dying situations, etc. The act or service must be outside the group/team or employee’s official functions and can be considered beyond the call of duty.   Type: Individual/ Group   Number of Awardee/s: Three (3) employees/ group    Winner: (Individual) Plaque worth P1,500.00; andGift Certificate of 6,000.00 (Group) Plaque worth P1,800.00; andGift Certificate of 11,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition  OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 25%  a.Initiative-doing something without being told; the power or right to take the first step; takes the lead; acting on own judgment without thinking of remuneration, reward or prospect of promotion. 25% b. Dedication and Commitment-selfless devotion; unreserved pledge of involvement; display of selfless devotion to duty unmindful of risk to own lives for the welfare of others; display fearlessness and guts in facing the challenge despite prevailing constraints. 25% c. Social Consciousness– sensitivity to surroundings; ability to comprehend environment like health and sanitation, peace and order, etc.; ability to give timely and positive assistance whenever the need arises. 25% e. Noteworthiness- extraordinary act is easily distinguishable for its timeliness, importance, and uniqueness 5% f. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees under Contract of Service status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Members (group) or the employee (Ind) must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; Act must be seen with dedication and commitment- selfless devotion; unreserved pledge of involvement; display of selfless devotion to duty unmindful of risk to own lives for the welfare of others; display fearlessness and guts in facing the challenge despite prevailing constraintsAct must be with social consciousness- sensitivity to surroundings; responsive to  environmental issues like health and sanitation, peace and order, calamities and disasters etc.; ability to give timely and positive assistance whenever the need arises;Demonstrate DTI Values and Ethical Behavior;

REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
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HALL OF FAME
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 11. HALL OF FAME AWARD
 Description: Award given to an employee or group/team who have won awards from the DTI R2 SPRInts (regardless of category) at least three (3) times in the span of five (5) years. Conferment of this award is on the same year the third (3rd) award will be given. Hall of Fame awardees may again be qualified to vie for and received any award after three (3) years or a period as determined by the DTI R2 SPRInts Committee after receiving such award.   Type: Individual/ Group   Number of Awardee/s: One (1) employee/ group    Winner: (Individual) Plaque worth P1,500.00;Gift Certificate of 6,000.00; and (Group) Plaque worth P1,800.00;Gift Certificate of 11,000.00; and     Qualification/s: Employees under Contract of Service status Must have won his/their 3rd award (regardless of category)  
Regular
SEARCH FOR HUWARANG DTI-R2 EMPLOYEE (for Regular Positions)
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
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TOP-RANKED EMPLOYEES
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 1. MYTHICAL 5   
 Description: Award given in recognition of the top-ranked employees of Region 02 belonging to the top 5% of their respective cluster (1st & 2nd level positions) based on the Final Individual Performance Rating (FIPR).   The FIPR is computed as the sum of the Individual Performance Rating (IPR) and the 360° Behavioral Assessment Ranking.   Each cluster (1st or 2nd level) shall have at least 1 recipient.   Mythical 5 of 3rd Level Officials shall be determined by the DTI National SPRInts Committee.     Type: Individual   Number of Awardee/s: Five (5) Employees    Plaque worth P1,500.00; andGift Certificate of 6,000.00        Personnel who belong to the Top 5% of their respective cluster (1st or 2nd level) as determined through ranking based on Final Individual Performance Rating (70% IPR and 30% 360 Degree Assessment)  Qualification/s: Must belong to the Department’s “Mythical 5”, official and employees belonging to the top 5% as determined by the PMT-prescribed performance documents/ criteria and ranking scheme  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
TOP-RANKED EMPLOYEES
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 2. STAR EMPLOYEE   
 Description: Award given to an employee chosen among the Office’s Mythical 5 who embodies the DTI Values while delivering “Serbisyong Higit Pa sa Inaasahan;”; and Selected by the DTI R2 SPRInts Committee as the Regional Nominee for the National SPRInts Awards   Type: Individual   Number of Awardee/s: One (1) Employee  Plaque worth P1,800.00; andGift Certificate of 6,000.00      OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 25% b. Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employees office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others); DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATINGQualification/s: Must belong to the Department’s “Mythical 5”, official and employees belonging to the top 5% as determined by the PMT-prescribed performance documents/ criteria and ranking schemeThere is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; Must be compliant to CSC and Office Rules (attendance, basic courtesy among others); andDemonstrate DTI Values and Ethical Behavior    
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
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INDIVIDUAL AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 A1 EMPLOYEE
 Description: Award given to an employee who obtained the highest record of attendance, displayed productive use of time in the office and compliance with office rules;   Type: Individual   Number of Awardee/s: Three (3) employees  Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    I. OUTSTANDING ACHIEVEMENT 15%  Noteworthiness- the degree of uniqueness, originality and difficulty encountered in achieving outstanding attendance record 25% Efficiency- display of productive use of time in the office 10% Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) II. DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 25% Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 25% Uniqueness and originality of Outstanding Performance or contribution 100% OVERALL RATINGQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual statusMust have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period No tardiness and a maximum of five (5) incidents of undertime incurred within the performance year;Must have the highest record of attendanceMust be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work;Demonstrate DTI Values and Ethical Behavior; andThe employee’s rank must be below DC level
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
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INDIVIDUAL AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 4. INNOVATOR AWARD
 Description: Award given to an official or employee who successfully introduced a novel idea that has resulted in savings, increase in productivity, or greater efficiency or     Type: Individual   Number of Awardee/s: Three (3) employees  Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition  INNOVATIVE IDEA /DISCOVERY/INVENTION/SUGGESTION 20%  a.Innovativeness- originality of thought and implementation (something new or modification of ideas not necessarily widely known) 15% b.Reliability- worthy of trust and confidence. It is a product of research and careful planning. 25% c.Economy of Operation- careful management of resources with minimum cost. The idea/suggestion/invention/innovation institutes work simplification and reduction in cost, waste saving measures, thus maximizing office resources; the idea resulted to increased revenues or savings of the office 35% d.Impact- relevance, applicability; powerful effect; extent to which the idea/suggestion/invention/innovation is recognized by the management; it efficiently does what it intends to do; improved the quality of services delivered to clients/public; is being used or adopted by others and is far-reaching in implementation; the extent of application is either be, in a scale of 1-5: 1 – Limited (Fair): affects/applies to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employee’s office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 5% e.Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; The idea/ suggestion/ invention/ innovation institutes work simplification and reduction in cost, waste saving measures, thus maximizing office resources; the idea resulted to efficient utilization of resources; andDemonstrate DTI Values and Ethical Behavior  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
BEST EMPLOYEE AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 5. BEST DRIVER
 Description: An employee who occupies the position of a Driver or who performs the duties of Driver by virtue of a written Office Order or Certification issued by the Head of Office/Unit   Type: Individual   Number of Awardee/s: Three (3) employees    Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00     2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 25% b. Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employees office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for Driver: Consideration to passenger’s safety; Comfort, convenience and skills in driving; Initiative in the maintenance and wise use of resources (vehicle, gasoline, tools, etc); Punctuality, consideration and responsiveness to the needs of his/her passengersCompliance with the office rulesDemeanor and personal dispositionQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);Has no record of any road accident caused by his/her own fault or negligence for the last two (2) years;Considers passenger’s safety, comfort and convenience and/ or responds to the needs of his/her passengersHas the initiative in the maintenance and wise use of resources (vehicles, tools etc.)Demeanor and personal disposition (e.g. good grooming)Demonstrate DTI Values and Ethical Behavior  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
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BEST EMPLOYEE AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 6. BEST 1st LEVEL EMPLOYEE
 Description: An employee who belongs to the 1st level positions, SG 1-10, (except Driver) or who performs clerical or secretarial work by virtue of a written Office Order or Certification issued by Head of Office/Unit.   Type: Individual   Number of Awardee/s: Three (3) employees    Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 25% b. Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employee’s office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for 1st Level Employee: Systematic and organizedInitiative to get things doneExercise of good judgementResponsiveness to the needs of his/her supervisor and other clientsAbility to communicate/ coordinate with co-workersCompliance with the office rulesExhibits good grooming and dispositionQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);Must be systematic and organized;Has the initiative to get things done;Has the ability to exercise good judgement;Responsive to the needs of his/her supervisor and other clients;Has the ability to communicate and coordinate with co-workers; Demonstrate DTI Values and Ethical Behavior  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
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BEST EMPLOYEE AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
  BEST TECHNICAL STAFF 7. ANALYST LEVEL (TIDA positions)    8. SPECIALIST LEVEL (TIDS positions) 9. SENIOR SPECIALIST LEVEL (STIDS positions)   10. NC CONTRACTUAL LEVEL (TIDA NC Contractual positions) 11. CARP CONTRACTUAL LEVEL (CARP Contractual Positions)
 Description: An employee who occupies the position of a TIDA, TIDS, STIDS, NC Contractual, CARP Contractual or those who functions as such through a written Office Order or Certification issued by Head of Office/Unit.   Type: Individual   Number of Awardee/s: Three (3) Employees per levelWinner: Plaque worth P1,500.00; andGift Certificate of 6,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition                                  OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution.   b. Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employees office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for Technical Staff: Technical competenceWork efficiency and effectivenessResponsiveness to clients’ request and needsCreativity and innovativenessQuality and consistency of performanceInitiative and reliabilityTeammanshipCompliance with the office rulesQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the position for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; Must have at least a 90% CSF rating; Must be creative and innovative; Must have the initiative and resourcefulness to get things done; and Demonstrate DTI Values and Ethical Behavior;      
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
BEST EMPLOYEE AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 BEST ADMINISTRATIVE OFFICER 12. Best Junior Administrative Award (AO II and AO III positions) 13. Best Senior Administrative Award (AO V, ACCT. II, ACCT. III, PO III, IO III and ATTY.III positions)
 Description: An employee who occupies the position of an AO II or AO III or AO V or who functions as such through a written Office Order or Certification issued by Head of Office/Unit.   Type: Individual   Number of Awardee/s: Three (3) Employees per level    Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 25% b.Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employee’s office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for Administrative Officer: Technical competenceWork efficiency and effectivenessCreativity and innovativenessResponsiveness to clients’ request and needsQuality and consistency of performanceInitiative and reliabilityTeammanshipCompliance with the office rules  Qualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the position for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);Observance to the timely, accurate and complete reports; timely regular monitoring of report, implementation of office/COA rules and regulation and completeness of recordsProper management of funds (no AOMs, no unliquidated cash advances and zero requests for fund augmentation); There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work;Must have at least a 90% CSF rating; andDemonstrate DTI Values and Ethical Behavior  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
BEST EMPLOYEE AWARDS Awards granted to employees who excelled the most in the performance of their functions, duties and responsibilities among with their peers in the same positions/functions in a given performance year.
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 14. BEST SUPERVISOR
 Description: An employee who occupies the position of an SvTIDS or a full-fledged Division Chief or in an acting capacity through a written Office Order or Certification issued by Head of Office/Unit/relevant authority.   Type: Individual   Number of Awardee/s: Three (3) employees  Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 15%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 25% b. Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employee’s office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% c. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) DEMONSTRATION OF DTI VALUES AND ETHICAL BEHAVIOR 50% d. Degree of consistent demonstration of exemplary ethical behaviour and nominee’s observance of the DTI Values. 100% OVERALL RATING   Best Employee Key Points for Supervisor: Leadership style and skillManagement CompetenceAbility to develop and positively influence subordinatesResponsiveness and efficiencyDecisiveness and judgmentCreativity and innovativeness  Qualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the position for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Must be compliant to CSC and Office Rules (attendance, basic courtesy among others);Has a leadership style and skills/ management competence (coaching and mentoring)Has the ability to exercise good judgement;Has the ability to be creative, innovative and resourceful in getting things done;Proper management of funds Has a Client Satisfaction feedback rating of at least 90% in his/her unit (external clients and subordinates); andDemonstrate DTI Values and Ethical Behavior;  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
GROUP AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 15. MOST INNOVATIVE IDEA AWARD
 Description: Award given to group or team of individuals whose innovative ideas has effected economy in operation, increased production, improved working conditions and services, or otherwise benefited the Department or the government as a whole.   Type: Group   Number of Awardee/s: Three (3) groups    Winner: Plaque worth P1,800.00; andGift Certificate of 11,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    INNOVATIVE IDEA /DISCOVERY/INVENTION/SUGGESTION 20%  a. Innovativeness- originality of thought and implementation (something new or modification of ideas not necessarily widely known) 10% b. Reliability- worthy of trust and confidence. It is a product of research and careful planning 25% c. Economy of Operation- careful management of resources with minimum cost. The idea/suggestion/invention/innovation institutes work simplification and reduction in cost, waste saving measures, thus maximizing office resources; the idea resulted to increased revenues or savings of the office. 35% d. Impact- relevance, applicability; powerful effect; extent to which the idea/suggestion/invention/innovation is recognized by the management; it efficiently does what it intends to do; improved the quality of services delivered to clients/public; is being used or adopted by others and is far-reaching in implementation; the extent of application is either be, in a scale of 1-5: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employee’s office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 10% e. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period The innovative idea must have been introduced, approved (at least by the Provincial Director), or implemented within the last three (3) years immediately preceding the nomination;The results/impact/benefits extent of application of the innovative idea must have been seen within the last three (3) years immediately preceding the nomination;Accomplishments for which the group is being recognized should be made within the last three (3) years immediately prior to nomination. Nomination must be accompanied by evidence/documents as required by the DTI R02 SPRInts Committee to serve as validation of the act or service.The idea/ suggestion/ invention/innovation institutes work simplification and reduction in cost, waste saving measures, efficient use of resources; the idea resulted to additional resources for the organization. Members must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contributionRelevance, applicability and impact of the work to the agency and the clients; andDemonstrate DTI Values and Ethical Behavior
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
GROUP AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 16. TEAM SYNERGY AWARD   
 Description: Granted to the top division, section, unit or team on the basis of meeting and/or exceeding their performance targets and other predetermined criteria.    Type: Group   Number of Awardee/s: Three (3) groups    Winner: Plaque worth P1,800.00; andGift Certificate of 11,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 25%  a. Noteworthiness-the degree of uniqueness and originality of outstanding performance or contribution. 30% b. Impact-relevance; applicability; powerful effect; extent to which outstanding performance or contribution is recognized by the management; extent of improved efficiency and effectiveness in addressing a pressing need/improving quality of services delivered to clients/public; breadth of positive impact/effect which may be in the following scales: 1 – Limited (Fair): affects/applies to more to immediate work area/associates 2 – Local (Good): affects/applies to more than the immediate work area or associates but not beyond the employee’s office 3 – Local Extended (Very Good): affects/applies to other offices or to the entire Department 4 – Broad (Excellent): affects/applies to other government agencies or in the public interest to some degree 5 – Broad Extended (Exceptional): affects/applies throughout greater part of the government or public interest in general 35% Team Spirit- the extent to which performance was achieved through teamwork, shared responsibility, commitment and collaboration. 10% e. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Demonstrate DTI Values and Ethical BehaviorMembers must be compliant to CSC and Office Rules (attendance, basic courtesy among others);Must have a team spirit-the extent to which performance was achieved through teamwork, shared responsibility commitment and collaboration;The impact of the team effort should benefit both clients and the organizationAt least 90% CSF rating from clients  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
HEROIC SERVICE AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 17. OUTSTANDING GOVERNMENT SERVICE AWARD
 Description: Given to group/team or employee who demonstrated extraordinary acts or services in the public interest in connection with or relation to his/their official employment such as but not limited to disregard of death threats, risk of life, etc. The act or service must be in support of the Department’s mandate and can be considered beyond the call of duty.   Type: Individual/ Group   Number of Awardee/s: Three (3) employees/ group    Winner: (Individual) Plaque worth P1,500.00; andGift Certificate of 6,000.00 (Group) Plaque worth P1,800.00; andGift Certificate of 11,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 25%  Initiative- doing something without being told; the power or right to take the first step; takes the lead; acting on own judgment without thinking of remuneration, reward or prospect of promotion. 25% b. Dedication and Commitment-selfless devotion; unreserved pledge of involvement; display of selfless devotion to duty unmindful of risk to own lives for the welfare of others; display fearlessness and guts in facing the challenge despite prevailing constraints. 20% c. Relevance– pertinent to duties and responsibilities; manifested a consistent desire for excellence in the performance of duties and responsibilities. 15% d. Impact- strong influence; powerful effect; display a strong influence over colleagues; ordinary act has created a powerful and rippling effect to the agency and clientele.   10% Noteworthiness- extraordinary act is easily distinguishable for its relevance, uniqueness and originality 5% f. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Members (group) or the employee (Ind) must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; Act must be seen with dedication and commitment- selfless devotion; unreserved pledge of involvement; display of selfless devotion to duty unmindful of risk to own lives for the welfare of others; display fearlessness and guts in facing the challenge despite prevailing constraintsDemonstrate DTI Values and Ethical Behavior  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
HEROIC SERVICE AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 18. OUTSTANDING COMMUNITY SERVICE AWARD
 Description: Given to group or team or to an employee who demonstrated extraordinary acts or services in the public interest not or indirectly connected or related to his/their official employment such as but not limited to assistance to victims of calamities, assistance to person/persons under dying situations, etc. The act or service must be outside the group/team or employee’s official functions and can be considered beyond the call of duty.   Type: Individual/ Group   Number of Awardee/s: Three (3) employees/ group    Winner: (Individual) Plaque worth P1,500.00; andGift Certificate of 6,000.00 (Group) Plaque worth P1,800.00; andGift Certificate of 11,000.00;   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition      OUTSTANDING PERFORMANCE /ACHIEVEMENT/CONTRIBUTION 25%  a.Initiative-doing something without being told; the power or right to take the first step; takes the lead; acting on own judgment without thinking of remuneration, reward or prospect of promotion. 25% b. Dedication and Commitment-selfless devotion; unreserved pledge of involvement; display of selfless devotion to duty unmindful of risk to own lives for the welfare of others; display fearlessness and guts in facing the challenge despite prevailing constraints. 25% c. Social Consciousness– sensitivity to surroundings; ability to comprehend environment like health and sanitation, peace and order, etc.; ability to give timely and positive assistance whenever the need arises. 25% e. Noteworthiness- extraordinary act is easily distinguishable for its timeliness, importance, and uniqueness 5% f. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period Members (group) or the employee (Ind) must be compliant to CSC and Office Rules (attendance, basic courtesy among others);There is a degree of uniqueness and originality of outstanding performance or contribution;Relevance, applicability and impact of the work; Act must be seen with dedication and commitment- selfless devotion; unreserved pledge of involvement; display of selfless devotion to duty unmindful of risk to own lives for the welfare of others; display fearlessness and guts in facing the challenge despite prevailing constraintsAct must be with social consciousness- sensitivity to surroundings; responsive to environmental issues like health and sanitation, peace and order, calamities and disasters etc.; ability to give timely and positive assistance whenever the need arises;Demonstrate DTI Values and Ethical Behavior

REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
INDIVIDUAL AWARDS
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 19. WELLNESS AWARD
 Description: Award given to an employee who had exercised great efforts and dedication in pursuit of making better his/her health and well-being. The purpose of the award is to find for a model employee of wellness and to capture best practices and formed habits of becoming fit and healthy that other members of the organization can emulate because of the idea that healthy employees tend to be more positive and productive in the workplace.   Type: Individual   Number of Awardee/s: Three (3) Employees    Winner: Plaque worth P1,500.00; andGift Certificate of 6,000.00   2nd & 3rd Placer: Gift Certificate of 1,000.00; andCertificate of Recognition    OUTSTANDING ACHIEVEMENT 25%  a. Noteworthiness- uniqueness and originality of the act 25% b. Dedication and Commitment- guts in facing the challenge despite prevailing constraints. 25% c. Impact- strong influence; powerful effect; display a strong influence over colleagues; characteristic of the act to create a powerful rippling effect to the agency employees 25% d. Relevance- the act can be associated with increase in productivity and quality service   e.Must be physically, spiritually, emotionally and mentally healthy (no vices among others) 5% f. Must be compliant to CSC and Office Rules (attendance, basic courtesy among others) 100% OVERALL RATINGQualification/s: Employees on Permanent, co-terminus, temporary, casual and contractual status Must have rendered one (1) year of service in the Department for the period being nominated forPerformance Rating of at least Very Satisfactory for the annual rating period The employee must be compliant to CSC and Office Rules (attendance, basic courtesy among others);The employee must have accomplished a personal milestone in improving his/her health and well-being during the year of his/her nomination. Such milestone should have the characteristic to be positively imitated by other employees;Demonstrate DTI Values and Ethical Behavior;The employee must have no vices; The employee must have work life balance;No medical records of major illnessThe employee must not only be healthy/well physically but also mentally, spiritually, socially and emotionally.  
REGION 2 SYSTEM OF PERFORMANCE REWARDS AND INCENTIVES (SPRINTS)
Annex A. Matrix of Awards and Incentives
SEARCH FOR HUWARANG DTI R2 EMPLOYEE
HALL OF FAME
 CATEGORY/ DESCRIPTIONREWARDS AND INCENTIVESCRITERIAQUALIFICATIONS
 20. HALL OF FAME AWARD
 Description: Award given to an employee or group/team who have won awards from the DTI R2 SPRInts (regardless of category) at least three (3) times in the span of five (5) years. Conferment of this award is on the same year the third (3rd) award will be given. Hall of Fame awardees may again be qualified to vie for and received any award after three (3) years or a period as determined by the DTI R2 SPRInts Committee after receiving such award.   Type: Individual/ Group   Number of Awardee/s: One (1) employee/ group    Winner: (Individual) Plaque worth P1,500.00;Gift Certificate of 6,000.00; and (Group) Plaque worth P1,800.00;Gift Certificate of 10,000.00; and     Qualification/s: Must have won his/their 3rd award (regardless of category)  
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SPRInts awardees through the years

SPRInts 2023
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