RMO No. 11-2023 — Amends RMO No. 1-2019 relative to the criteria, procedures, and other additional provisions for BIR's BEST Annual Search Digest | Full Text | Annex A | Annex B

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November 18, 2022

REVENUE MEMORANDUM ORDER NO. - 202 3

TO All Revenue Officials and Employees

SUBJECT NOVEMBER 9, 2018 BIR'S BEST ANNUAL SEARCH AMENDING RMO NO. 1-2019 DATED CRITERIA, PROCEDURES, AND OTHER ADDITIONAL PROVISIONS FOR

I BACKGROUND

adherence to the Code of Conduct for public officials and employees. Revenue. Memorandum..Qrder_(RMO) No..1-2019..dated.November...,..2018. The BIR's BEST Annual Search recognizes the contributions of the men and women of the revenue service in the performance of their duties and responsibilities, commitment to public service, and As part of the continuing implementation of Civil Service Commission (CSC) Memorandum (PRAISE) as welt as enhancement of the Rewards and Recognition programs of the BIR Consistent with CSC MC No. 3, s. 2012 on the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (CSC PRIME-HRM), the BIR's Best Employee for Service Excellence and Public Trust (BIR's BEST) Annual Search.was..established through Circular (MC) No. 1, series of 2oo1 re: Program on Awards and Incentives for Service Excellence

H OBJECTIVES

A. General This Order is issued to:

2 Prescribe uniform policies and procedures in the seiection of the BIR's BEST; and Define/identifythe roles and responsibilities of committees/offices/personnei

B. Specific involved in the selection and recognition of the BiR's BEST.

The BIR's BEST aims to:

1 Establish a system for recognizing the BIR's BEST based on institutionalized norms of conduct; 2. Motivate and inspire revenue employees to uphold the highest standard of performance and behavior for service excellence;

4 3 Make revenue personnel aware of his/her duties and responsibilities as revenue Sustain efforts at improving oneself for the benefit of public service in terms of interpersonal relationship and delivery of services;

employee; 5 Recognize revenue personnel who exhibit exemplary behavior consistent with the

agency Code of Conduct;

6. Reinforce the proper monitoring and evaluation of employee accomplishments and . Identify the BIR's BEST Awardees who shall be the official nominee/s of the Bureau for the Civil Service Commission's Annual Search for Public Officials and Employees. behavior in the conduct of their duties and responsibilities as public servants; and

H DEFINITION OF TERMS i

1. CONTRIBUTION -- any input which can be in the form of an idea or performance.

and improve working conditions. discovery for the improvement to effect economy in operation, to increase production 1.1. IDEA TYPE CONTRIBUTION - refers to an idea, a Suggestion or an invention or

the normal position requirement of the individual. 1.2. PERFORMANCE TYPE CONTRIBUTION - refers to performance of an extraordinary act or service in the public interest in connection with, or related to one's official employment; or outstanding community services or heroic acts in the public interest; or sustained work performance for a minimum period of one year which is over and above

function or duties of an employee. 2. EXTRAORDINARY ACT -- refers to exceptional service which is beyond or out of the regular

3. EXEMPLARY CONDUCT -- refers to laudable and praiseworthy Service.

Officials for nominees who are Heads of Offices. 4. NOMINATOR - refers to the Heads of Offices for rank-and-file nominees and Superior

COVERAGE AND CRITERIA O A. Coverage

All BIR officials and empioyees holding permanent position. Must have rendered at least three (3) years of continuous service in the Bureau as of deadline of nominations' submission. 3. Must have a performance rating of Very Satisfactory (VS) or its equivalent for the last

been consistently and continuously carried out by the nominee during said period. 4. Must have not been found guilty of any administrative or criminal offense involving nomination. Accomplishments for which the nominee is being recognized must have The period covered for the annual search shall be from the Jast three (3) years prior to the six (6) semestral or three (3) annual consecutive performance rating periods prior to their nomination. moral turpitude and have no pending administrative or criminal case at the time of the nomination, as certified by the Internal Investigation Division (lID) Regionai Investigation Division (RID).

B. Criteria i

There shall be two (2) categories for the BIR's BEST Annual Awards: (1) BiR's BEST for Outstanding Performance and (z) BiR's BEST for Exemplary Ethical Behavior. In selecting the office nominee/ representative, the following criteria shall be as follows:

BIR's BEST for Outstanding Performance

saved, uniqueness, originality, and impact to public interest. 1.1 Superior Accomplishment (3o%) the completion of tasks assigned including its positive outcomes, amount of money The level of accomplishment of the nominee's performance or delivery of service in

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service in the accomplishment of tasks assigned based on historical data/work record. 1.2 Consistency of Work Performance (3o%) The quality and level of consistency of the nominee's performance or delivery of

least three (3) years or longer. 1.3 Impact and Sustainability of Contribution (30%) contribution which has been adopted; number of individuals, communities, offices who benefited; and evidence of sustained use or continuous implementation for at The extent to which the accomplishment led to innovation or an idea type

1.4 Work performed outside the Scope of Regular Assignments (1o%) are outside the scope of his regular duties, but integrai in the delivery of public service. The performance type contribution or accomplishment of tasks assigned which

not the accomplishments of the entire Office. The nomination of Heads of Offices should reflect their individual accomplishments,

2.BIR's BEST for Exemplary Ethical Behavior

2.1 Impact of Behavioral Performance (3o%) on the bureau or public. The extent to which the extraordinary act has created a powerful effect or impact

and noteworthiness of behavioral performance. 2.2 Quality and Consistency of Behavioral Performance (2o%) The level of consistency to which the nominee has manifested exemplary conduct

2.3 Risk or Temptation Inherent in the Work (zo%) The degree of risk and temptation substantially present in the work.

performance and extraordinary norm/s manifested. 2.4 Obscurity of the Position (20%) The lowliness or insignificance of the position in relation to the degree of

vis-a-vis his/her accomplishments. 2.5 Years of Service (10%) - The cumulative years of service that the nominee has rendered in the government

The nomination of Heads of Offices should reflect their individual behavioral norms.

V PROCEDURES

The following procedures and guidelines are hereby prescribed:

the Head of Office or an Endorsement signed by the Superior Officiat in case a nominee is PRAISE Committees on or before May 15 of the current year. behavior of employees assigned in their work units as of date of nomination. Based on the above-mentioned criteria, they shall select their office's nominee/s. Each office shall submit only one (i) nominee per category. The nomination shall include the duly accomplished nomination form (Annex A/B) and the Recommendation letter signed by a Head of Office. It shall be submitted to the respective Service/Regional Enhanced (office/service/division/district) shall evaluate the performance, accomplishments and Al! Heads : of Offices 1 the National and Regional Offices

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Personnel Division on or before June 15 of the current year, including the following 2. The Service/Regional Enhanced PRAISE Committees shall select from among the nominees submitted by the different offices under their jurisdiction the Service/ Regionai nominee for each category and shall be the representative to the Annual Search for the BIR's BEST. The Service/Regional Enhanced PRAISE Committees shall submit the name/s of the representative/s to the Human Resource Development Service (HRDS), Attention: documents:

F} Duly accomplished nomination form, signed by the Nominator; b Recommendation from the Head of Office or Endorsement of Superior Official, as applicable;

Certification, excerpts of the deliberation, and/or copy of the Minutes of Enhanced PRAISE Chairperson; the Deliberation on the nomination signed by the Service/Regional

} Latest CS Form 212 or Personal Data Sheet with passport size (1 /" x 1

K") photo of the nominee;

f} } Clearance from the Internal Investigation Division/ Regional Investigation Certified photocopies of the Individual Performance Commitment and periods prior to the nomination or CESPES ratings for the last three (3) years in case of third-level officials; Review (IPCR) forms for the last six (6) consecutive performance rating

Division; and g Copies of supporting documents/ awards/commendations.

Personnel Division, on the prescribed deadline. Performance Evaluation Division may also be nominated, provided they comply with the Employees assigned at the Office of the Commissioner/Deputy Commissioners and the above-mentioned documents. The same shall be submitted directly to the HRDS, thru the

Each nomination shall include soft or scanned copy of the documentary requirements and shall be submitted electronically to the Personnel Division.

3. Where the nominee is a Head of Office, endorsement by the Superior Official is required, as follows:

Regional Directors Deputy Commissioners Assistant Commissioners Commissioner of Internal Revenue Nominee Deputy Commissioner -- Operations Group Deputy Commissioners Commissioner of Internat Revenue Secretary of Finance Endorsing Superior

the HRDS, thru the Personne! Division, on the prescribed deadline. The nomination of an Assistant Commissioner and Regional Director to one category shall be considered as the official entry of the concerned Service/Region where said official is assigned. Nomination documents of the specified Heads of Offices shall be submitted directly to

4. The HRDS, thru the Personnel Division, shall consolidate the documents of the Committee who shall select the top five (5) Awardees for both categories. Service/Regionai nominees and schedule a meeting of the Executive Enhanced PRAISE

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5. The Executive Enhanced PRAISE Committee shall select the Over-all Winner in each category and indorse the same to the Commissioner of Internal Revenue on or before August 1 of the current year for approval.

Recognition containing a citation and signature of the Commissioner. The awarding ceremony shall take place every September of the year, subject to changes upon prior notice. The four (4) BIR's BEST Finatists for Outstanding Performance and Exempiary Ethical Behavior shall receive monetary reward amounting to P5,ooo each and Certificates of Recognition containing a citation and signature of the Commissioner. The Over-All Winners shall receive monetary reward amounting to P1o,ooo each with Plaques of

be nominated to the Presidential Lingkod Bayan/ CSC Pag-asa Award, while the Over-all 6. The Over-all Winners for the BIR's BEST may be nominated by the Executive Enhanced PRAISE Committee to the CSC Annual Search for Outstanding Public Officials Winner for the BIR's BEST for Exemplary Ethical Behavior shall be nominated to the Dangal ng Bayan Award. and Employees. The Over-all Winners of the BiR's BEST for Outstanding Performance shall

7. Only those who are selected by the Executive Enhanced PRAISE Committee as Over- all Winners under the BIR's BEST shall be the BIR's official nominee/s for the Annual CSC Honor Awards Program (HAP).

V. LIMITATION ON NOMINATION

1. While there are two award categories under the BiR's BEST, an emp!oyee or official should be nominated to only one award category. 2. Over-all Winners, Finalists, and Service/Regional Nominees who have been previousty BIR's BEST for Exemplary Ethical Behavior) can still be nominated to the same or to a provided that the nomination is based on a new set of accomplishments and/or different award category after five (5) years from the conferment of his/her award, conferred with any of the two categories (BIR's BEST for Outstanding Performance aind exemplary norms/behavior manifested.

Vh. GROUNDS FOR DISQUALIFICATION iv

1. Non-compliance with the procedures on the submission of complete documentary requirements and non-observance of the prescribed deadline shall render the nominee/s ineligible for the BIR's BEST.

2. Any misrepresentation made in any of the documents submitted shall be a ground for disqualification.

Member/s of the Secretariat, directly or thru intermediaries, special favor or 3. A nominee requesting Member/s of the Executive Enhanced PRAiSE Committee and/or consideration.

VilI. ROLES AND RESPONSIBILITIES

1. The Heads of Offices shall select their respective nominee/s, based on identified criteria and shall make sure that their nominee/s comply with the submission of required documentations prior to indorsement to the Service/Regional Enhanced PRAISE.

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Service/ Regional representative per category for submission to the Executive Enhanced PRAISE Committee. .. The Service/Regional Enhanced PRAISE Committee shall evaluate and select one ()

3. The Executive Enhanced PRAISE Committee shall:

a)convene to evaluate and select the BIR's BEST Finalists and Over-all Winners; and b) nominate the BIR's BEST awardees to the CSC Annual Search for Outstanding Public Officials and Employees.

4 Personnel Division/Administrative and Human Resource Management Division (AHRMD) shall:

a) assist the Service/Regional Enhanced PRAISE Committees in the selection of the b) collate pertinent documents/reports relative to the implementation of the BIR's Service/ Regional nominees for the BIR's BEST; BEST; c) consolidate the necessary documents and schedule the meeting with members of the Executive Enhanced PRAISE Committee for the selection of the winners of the BIR's BEST; d)prepare reports for the BIR's Rewards and Recognition program; and

5.The HRDS shall supervise and monitor the over-all implementation of the BiR's BEST.

and awardees of the BIR's BEST. 6. The Administrative Service, through the Procurement Division, shall be responsible for the procurement of the Plaques of Recognition which shall be awarded to the finalists

7. The Finance Service, through the Budget Division, shall provide funds for the cash awards and Plaques of Recognition.

IX. MISCELLANEOUS PROVISIONS

The BIR's BEST shall adhere to the principle of providing incentives and awards based based on gender identity, sexuat orientation, disabilities, religion and/or indigenous group membership in the implementation of its rewards and incentive program. on performance, innovative ideas and exemplary behavior, and shall not discriminate

2. The AHRMD shall submit the names of officiai Regional BIR's BEST Nominees to the Personnel Division on or before the 15th day of January of the following year. The same shall also be included in the annual report of rewards and recognition to be submitted to the respective CSC Regional Office.

3. The PD/AHRMD shall maintain their Jocal database system which generates data on the demographics (e.g., gender, position, disabilities, ethnic group, etc.) of the BIR's BEST Awardees.

4. The BIR's BEST Over-all Winners and Finalists shall be considered by the Personnet Development Committee as Subject Matter Experts (SMEs) or members of the BIR Speakers' Pool in their area of specialty or in other appropriate trainings and/or seminars.

5. The BIR's BEST Over-all Winners and Finalists shall be credited points for promotion in accordance with the BiR Merit Promotion Plan.

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6. The Service/Regional/Executive Enhanced PRAISE Committee shall continuously

coflaborate with other Human Resource Committees such as the Performance Management Team, Personnel Development Committee, and National Selection Board to review and update the provisions of the BIR's BEST to respond to the agency's strategic goals.

7. The Service/Regional/Executive Enhanced PRAISE Committee shall continuously collaborate with managers/supervisors, the HRDS, AHRMDs, and other appropriate Systems of the bureau. bodies to strengthen the link between the BIR's BEST and the Performance Management, Recruitment, Selection and Placement, and Learning and Development

X REPEALING CLAUSE

hereby repealed or modified accordingly. All revenue issuances or parts thereof inconsistent with the provisions of this order are

X EFFECTIVITY

This Order shall take effect immediately.

APPROVED DISAPPROVED

REMARKS:

ROME MAGU.

P- Comr oner of Internal Revenue 005188

: Department of Agriculture, Department Order No. 15, s. 2019 " Civil Service Commission, Memorandum Circular No. 1, s. 2019 iii Ibid. p.2 is Ibid. p.2

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