Police Personnel Management

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POLICE PERSONNEL MANAGEMENT

 
Personnel Management 
• May be defined as that area of management concerned with human relations. 
• It uses planning, organizing, directing, and controlling of day to day activities involved
in procuring workers, developing and motivating them and in coordinating their
activities to achieve the aims of the enterprises.
OBJECTIVES OF PERSONNEL MANAGEMENT
1 .To assist top line management to achieve the organizations goals of fostering      
harmonious relationship with its human resource
2. To acquire capable people  and provide   them WITH KNOWLEDGE  in the
performance of their job.
 
OPERATIVE FUNCTIONS OF PERSONNEL 
 
The primary functions of Personnel Department is commonly Personnel Operative
Functions. These are the following:
Planning - is a study of the labor supply, of jobs which are composed with the
demands for employees in those within an organization to determine future personnel
requirements which either increase or decrease. If there is an expected shortage of
personnel the company may decide to train and develop present employees and/or
recruit from outside sources.
Recruitment - is the process of encouraging job applicants from an organization to
seek employment in an organization. The process of recruitment consists of developing
a recruitment plan, recruitment strategy formulation job applicant search, screening of
qualified job applicants, and maintaining a waiting list of qualified job applicants.
Selections - are the process of determining the most qualified police applicant for a
given position in the organization 
Police Training and Development - refers to any method used to improve the
attitude, knowledge, skill or behavior pattern of an employee for adequate performance
of a given job. It is a day-to-day, year round task. All employees on a new job undergo
a learning process given a formal training or not. Learning is made easier for
employees when an organization provides formal training and development. This
reduces unnecessary waste of time, materials, man-hours and equipment.
POLICE APPRAISAL OR  PERFORMANCE RATING 
Police performance rating is the evaluation of the traits, behavior and effectiveness of a
police officer on the job as determined by established work standards. Employee
performance rating may be judgmental or developmental in purpose. 
• It is judgmental if it is made a tool in decision-making for promotion, transfer, pay increase
or termination
• It is developmental in purpose when the evaluation is used to facilitate improvement in
performance or used to improve recruitment, selection, training and development. 
 
 
 
 
 
 
 
POLICE COMPENSATION
• Financial compensation in the form of wages of salaries constitutes the largest single
expenditure for most organizations. In Metropolitan Manila and other urban centers,
wages, or salaries represent the sole source to meet the basic needs of food, clothing and
shelter and it also provide the means to attain that standard of living and economic
security that vary in degrees upon a person’s expectation. 
Three Types of Police Compensation
1. Base pay or basic compensation 
2. Incentive or variable compensation 
3. Supplementary compensation 
 
POLICE  PERSONNEL PROGRAM
Personnel Program
A personnel program refers to the activities programmed to implement the organizational
philosophy or creed and the personnel philosophy of central managers in relation to
people so as to accomplish organizational objectives. 
It serves as a fundamental guide for personnel practices and personnel policies used in an
organization for maintaining harmony between management and employees. A good
personnel program covers all the operative functions of personnel.
FACTORS TO CONSIDER IN PERSONNEL  PROGRAM
a. Objectives of the organization
 b. Organizational Philosophy of central management  in relation to personnel
 c. Financial condition and physical facilities of the  organization
 d. Cultural background and tradition of people
e. Community and employees
f. Governmental  factors 
 
PROGRAMS OF GOOD POLICE OFFICER COVERS :
1. Acquiring competent personnel
2. Holding and retaining competent police personnel
3. Developing and motivating personnel
4. Labor and human relations
5. Efficient administration of the program with ADEQUTE BUDGET 
 
POLICE POLICIES AND PROCEDURES 
WHAT IS A POLICY? 
A policy has been defined as a “general plan of action that serves as a guide in the
operation of a company. It makes up the basic framework of management decisions
which set the course the organization is to follow.” It defines the authority and
responsibility of supervisors and manger in their job of directing group efforts and
implementing personnel programs. 
 
 
 
 
 
TYPES OF POLICE POLICIES (According to origin) 
a. Originated policy
This type of policy comes from the board of directors or the president and is intended
to set up guidelines in the operation of the firm. 
b. Appealed policy
This type of policy is born when problems arise at the lower levels of the organization
and the man in charge does not know how to meet the problem. He then appeals to
his superiors for guidelines and for guidance. 
c. Imposed policy
This type of policy comes from the government in the forms of laws, administrative
orders, and rules and procedures or contract specifications. Labor unions too,
impose policies through collective bargaining agreements.
TYPES OF POLICE POLICIES (According to their subject matter)
a. General statement of principles
• Some companies have their policies stated in broad terms, such as statement of
objectives, philosophy and creed. Others stress in general terms management traits, such
as fairness in dealing with employees, understanding and humane treatment of the work
force. 
b. Statement of procedures
This pertains to procedures to be taken in certain situations and is narrower in scope
than statement of principles. Normally, directions are given, but the specific solution
to a problem is not stated so that the policy may apply to as many situations, as
possible. 
c. Specific Rules
Specific rules can cover specific situations. They are more direct and are less flexibIe.
They are more rigid in nature. 
Uses of ADMINISTRATIVE Personnel Policies 
1. Employees orientation and training – LOI, Tamang Bihis, Circulars, Directives are
policies which are bible of all personnel 
2.  Administering disciplinary action – 2007-001, URACCS 
3. Handling complaints and grievances – Pre- charge, etc 
4. Delegation and decentralization of responsibility    and authority
     Ex. Disciplinary Authority – RD, DD, COP, C, PNP
           Promoting/Appointing Authority – RD, C, PNP
5. Enabling the supervisors and managers to  develop confidence in themselves in their
day to day relationships with their subordinates. 
 
Communicating Personnel Policies and Regulations
To be effective, personnel policies must be understood by all concerned, including the
managers and supervisors who are to interpret and implement them to the employees
who will be affected by the policies. The most common means are employee
handbooks, manuals, company organs or publications, memoranda, and circulars,
bulletin boards, meeting and conferences. 
 
 
 
1. POLICE  Handbooks 
These handbooks are distributed to all police officers and contain among other things,
information about the benefits and services that the organization grants, the
organization’s history, its organizational structure, its officers, and other information
useful to the personnel in understanding his relationship with the organization. 
2. Police  Manuals
A police manual covering all personnel policies and procedures,  LIKE Invest
Manuals, POP 
3. Memoranda and Circulars
Memoranda and circulars are another common means of communicating policies to
police officers. They can be issued fast and they provide the greatest assurance of
reaching every personnel. They are built in means by which every member of the
organization is reached. 
4. Company Bulletin Board
Company policies, rules and regulations, and activities may be typed out of
mimeographed and then posted on bulletin boards. If strategically located and well-
managed, bulletin boards are an effective medium for transmitting newly issued
policies, rules and regulations to police officers. 
5. Meetings or Conferences
Meeting or conferences are often held to inform personnel about new policies, their
objectives and implementation. One advantage of this type of policy dissemination
is that it gives the personnel an opportunity to ask questions and request clarification
on vague and doubtful points.
6. POLICE PUBLICATIONS
Magazines, Journals, newspapers 
 
POLICE JOB DESCRIPTION
POLICE   JOB DESCRIPTION 
A job description may be defined an abstract of information derived from the job analysis
report, describing the duties performed, the skills, the training, and experienced
required, the responsibilities involved, the condition under which the job is done,
and the relation of the job to the other job, in the organization. 
Job Description contains detailed  and accurate Descriptions of the following:
✓ major duties performed
✓ Percentage of time devoted to each duty
✓ Performance of standards
✓ Working conditions including possible hazards
✓ Number of persons working on the same job
✓ Reporting Relationships
✓ Machines and equipment used 
 
POLICE RECRUITMENT, SELECTION AND PLACEMENT
ON POLICE RECRUITMENT
The first step in the recruiting procedure, and the one that should receive greatest
emphasis, is that attracting well-qualified applicants. The best selection devices available
are of little value if the recruiting effort has failed to attract candidates of high caliber.
Recruitment in the police service is dependent on the availability of national or regional
quota of the PNP, such being determined by the NAPOLCOM. 
STANDARD POLICY ON SELECTION AND APPOINTMENT
No person shall be appointed as uniformed member of the PNP unless he or she
possesses the following minimum qualifications:
a. A citizen of the Philippines;
b. A person of good moral conduct;
c. Must have passed the psychiatric/psychological, drug and physical tests to be
admitted by the PNP or by any NAPOLCOM accredited government hospital for the
purpose of determining physical and mental health;
d. Must possess a formal baccalaureate degree from a recognized institution of
learning;
e. Must be eligible in accordance with the standards set by NAPOLCOM
(BOARD,CSC, PO1 Entrance Exam, RA 1080, PD 907,PD 997, INP Entrance/PO3);
f. Must not have been dishonorably discharged from military employment or dismissed
for cause from any civilian position in the government;
g. Must not have convicted by final judgment of an offense or crime involving moral
turpitude;
h. Must be at least 1.62m in height for male and 1.57m. for female;
i. Must weigh not more or less 5kgs. from the standard weight corresponding to his or
her height, age, and sex; and
j. For a new applicant, must not be less than twenty-one (21) nor more than thirty (30)
years of age.
 
Except for the last qualification, the above-enumerated qualifications shall be continuing
in character and an absence of any one of them at any given time shall be a ground for
separation or retirement from the service: Provided, That PNP members who are already
in the service upon the effectivity of RA 8551 shall be given at least two (2) years to
obtain the minimum education qualification and one (1) year to satisfy the weight
requirement.
ON SELECTION PROCEDURES
The purpose of the selection process is to secure these candidates who have the highest
potential for developing into good policemen. The process involves the basic functions:
1. to measure each candidate’s qualification against whose ideal function that are
established 
                 chiefly through job analysis.
2. To rank the candidates relatively on the basis of their qualification. 
 
PROCEDURES IN SCREENING 
1. Preliminary Interview
The applicants shall be interviewed personally by the personnel officer. If the applicant
qualifies with respect to the requirements of citizenship, education, and age, he shall be
required to present the following: 
(a) A letter of application if none has been submitted. 
(b) An information sheet. 
(c) A copy of his picture (passport size) 
(d) Birth Certificate 
(e) Transcript of scholastic records and/or diploma 
(f) Fingerprint card, properly accomplished. 
(g) Clearance papers from the local police department PNP provincial Headquarters,
city or municipal court and city or provincial fiscal’s office and     his hometown
police department, NBI, and others that may be required. 
 
2. Physical and Medical Examination
In order to determine whether or not the applicant is in good he1th, free from any
contagious disease and physically fit for police service, he shall undergo a thorough
physical and medical examination to be conducted by the local health officer after he
qualifies in the preliminary interview. 
3. Physical Agility Test  
The Screening Committee shall require the applicant to undergo physical agility test
designed to determine whether or not he possess the required coordination strength, and
speed of movement necessary for police service. The applicant shall pass the following
tests: 
(a) Pull-ups - 6 
(b) Push-ups - 27 
(c) Two-minutes sit-ups - 45 
(d) Squat jumps - 32 
(e) Squat thrusts - 20 
 
4.  Character and Background Investigation
The screening Committee shall cause a confidential investigation of the character and
from among various sources.
5. Oral  Interview
The Screening Committee shall interview the qualified applicants for suitability for
police work. The interview shall aid in determining appearance, likeableness, affability
attitude toward work, outside interest, forcefulness, conversational ability, and
disagreeable mannerism.
6. Psychological and/or Neuro-Psychiatric Test
In order to exclude applicants who are emotionally or temperamentally unstable,
psychotic, or suffering from any mental disorder, the applicant shall take a psychological
and/or neuro-psychiatric test to be administered by the NBI, the PNP, or other duly
recognized institution offering such test after he has qualified and not all the requirements
above.
 
 
 
 
MEDICAL STANDARDS FOR POLICE CANDIDATES 
The following is a check list of medical standards for examination of police candidates: 
1. General Appearance 
The applicant must be free from any marked deformity, from all parasite or systematic
skin disease, and from evidence of intemperance in the use of stimulants or drugs.
The body must be wel1-proportioned, of good muscular development, and show
careful attention to personal cleanliness. Obesity, muscular weakness or poor
physique must be rejected. Girth of abdomen should not more than the measurement
of chest at rest. 
2. Nose, Mouth and Teeth
Obstruction to free breathing chronic cataract or very offensive breath must be
rejected. The mouth must be free from deformities in conditions that interfere with
distinct speech or that predisposes to disease of the ear, nose or throat. There shall be
no disease or hypertrophy of tonsil or thyroid enlargement. Teeth must be clean, well-
cared for and free from multiple cavities. Missing teeth may be supplied by crown or
bridgework, where site of teeth makes this impossible, rubber denture will be
accepted. At least twenty natural teeth must be present. Pyorrhea will be rejected. 
3. Hernia 
In any form, actual or potential must be rejected. 
4. Genitals
Must be free from deformities and from varicole, hyrocole, and enlargement of the
testicle, stricture or incontinence of urine. Retained or strophy is rejected. Any acute
and all venereal diseases of these organs must be rejected. 
5. Varicose Veins 
A marked tendency to their formation must be rejected. 
6. Arms, Legs, Hands and Foot
Must be free from infection of the joints, sprains, stiffness or other conditions, such as
flat foot, long nails or hammer toes which would prevent the proper and easy
performance of duty. First (index) second (middle), and third (ring) fingers and
thumb must be present in their entirely. The toe must be the same 
7. Eyes
The applicant must be free from color blindness, and be able to read with each eye
separately standard test type at a distance of twenty feet. Loss of either eye, chronic
inflammation of the lids or permanent abnormalities of either eye must be rejected,
20/20 or 20/30 in one eye, with binocular vision of 20/30. 
8. RESPIRATION
    Must be full, easy, regular, the respiratory murmur must be clear and distinct over
the lungs and  no disease of theRespiratory organ is present
 
 
 
 
9. CIRCULATION 
     The action of the heart must be uniform, free and steady, it’s rhythm and the heart
from organ changes. Blood Pressure  systolic maximum 135; diastolic 90;
pulsepressure 15 to 50. Brain and nervous system must be free from defects.
10. KIDNEYS
       Must be healthy and urine is normal
 
THE PNP ORGANIZATIONAL SET UP
The PNP is composed of a national headquarters, regional headquarters, provincial,
district, city or municipal stations. At the national level, the PNP maintains its national
headquarters in Camp Crame, Quezon City, which houses the directorial staff, service
staff and special support units. (Command group /CPNP, DCA, DCO. CDS)
Qualifications upgrading (Minimum requirements)
-    A citizen of the Philippines 
-    Person of good moral character 
-    Must have passed the psychiatric/ psychological, drug and physical tests to be
administered by the PNP or by any NAPOLCOM accredited government hospital
for the purpose of determining physical and mental health 
-    Must possess a formal Baccalaureate degree from a recognized institution of
learning 
-   Must be eligible in accordance with the standards set by the commission 
-Must not have been dishonorably discharged from military employment or
dismissed for caused from any civilian position in the government 
-Must not have been convicted by final judgment of an offense or crime involving
moral turpitude 
-  Must be at least 1.62 m in height for male and 1.57 m for female 
-  Must weight not more or less than 5 kgs from standard weight corresponding to
his/ her height, age and sex.
-  For a new applicant, must not be less than 21 nor more than 30 years of age 
 
Waivers for initial appointments to the PNP
 
a. Age- provided not below 20 nor over 35 years of age 
b. Height- automatically granted to cultural minorities 
c. Weight- to comply within 6 months 
d. Education- 4 years Bachelors degree 
 
Note:  Under the waiver program, it can only be applied if applicants are lacking to
meet the quota. Appointment under waiver program shall be temporary and last
priority
Selection Criteria under the waiver program
• Applicants who possess the least disqualification shall take precedence over those who
possess more disqualifications. 
• The requirements shall be waived in the following order: age, height, weight and
education. 
 
 
What is Field-training program?
All uniformed members of the PNP shall undergo a field training program for 12 months
involving actual experience and assignment in patrol, traffic and investigation as a
requirement for permanent status of appointment.
POLICE APPOINTMENT
Any applicant who meets the general qualifications for appointment to police service and
who passes the tests required in the screening procedures, shall be recommended for
initial appointment and shall be classified as follows:
1. Temporary – if the applicant passes through the waiver program as provided in under
RA  
                                         8551
2. Probationary – if the applicant passes through the regular screening procedures
3. Permanent – if the applicant is able to finish the required field training program for 
                                          permanency 
 
Appointment in the PNP shall be affected  in the following manner:
1. PO1to SPO4 – appointed by he PNP Regional Director for regional personnel or by the
Chief of the PNP for National Headquarters’ personnel and attested by the Civil Service
Commission
2. Inspector to Superintendent – appointed by the Chief PNP as recommended by their
immediate superiors and attested by the Civil Service Commission (CSC)
3. Sr. Superintendent to Dep. Dir. Gen. – appointed by the President upon the
recommendation of the Chief PNP with the endorsement of the Civil Service
Commission (CSC) and with confirmation by the Commission on Appointment
4. Director General – appointed by the President from among the most senior officers down
to the rank of Chief Superintendent in the service subject to the confirmation of the
Commission on Appointment (CA). Provided, that the Chief PNP shall serve a tour of
duty not exceeding four (4) years. Provided further that in times of war or other national
emergency declared by Congress, the President may extend such tour of duty.  
Waiver of Appointment
Waivers for initial appointment to the police service shall be governed by Section 15
of republic Act 8551, IRR.
Appointment by Lateral Entry
In general, all original appointments of Commissioned Officers (CO) in the PNP shall
commenced with the rank of Inspector to include those with highly technical
qualifications applying for the PNP technical services, such as dentist, optometrist,
nurses, engineers and graduates of forensic sciences. Doctors of medicine, members of
the Bar and Chaplains shall be appointed to the rank of Senior inspector in their particular
technical services. 
Graduates of the PNPA shall be automatically appointed to the initial rank of Inspector.
Licensed Criminologist may be appointed to the rank of Inspector to fill up any vacancy. 
 
 
 
 
 
POLICE TRAINING
THE NEED FOR POLICE TRAINING
Organized training is the means by which officers are provided with the knowledge and
the skills they require to perform their multiple, complex duties. In order that the recruit
officer may commence his career with a sound foundation of police knowledge and
techniques.
Even the most carefully selected and highly motivated individual will not be capable of
performing the hazardous, complicated task of maintaining the peace and order o a
community without carefully prepared and well presented training program
STANDARD IN POLICE TRAINING 
1. The major portion of a training program should be functional. This means that the
controlling purpose of the program should be to bring about improvement in the    
performance of the duties of law enforcement officers. When a program is functional in
character, it is directed toward: 
a. Providing information needed in the performance   of  duty, or in meeting
responsibilities. 
b. Developing ability to perform duties. 
c. Developing and maintaining high morale. 
d. Developing ability to think clearly and to exercise  sound judgment in the
performance of 
    duties. 
2. All training program operated by law enforcement agencies should limit their
enrollment to law enforcement officers. 
3. Training courses should he set-up in prescribed units of instruction arrange on a time
schedule. 
4. Practical recruit training subsequent to employment should be provided. 
5. Instructors of police training should be qualified in at least five particulars, as follows: 
a. Knowledge of the job based upon successful experience. 
b. Sufficient general education to meet   instructional  demands. 
c. Ability to apply good training methods in  instructional work. 
d. Such personal characteristics are as  important for  instructors. 
     e. Employment states all law enforcement  officers or   other satisfactory official
status. 
 
6. Working conditions affecting the training program should be sufficiently favorable to
make it possible to do a satisfactory job. Some of the more important conditions, which
can be varied widely to meet local conditions, include: 
a. Time schedules; times of day, length of periods. 
b. Frequency of class meetings 
c. Classroom facilities 
d. Equipment and supplies 
e. Requirements concerning attendance 
PHASES OF POLICE TRAINING 
1. Induction training of’ recruits who have been selected on the basis of intelligence
and  aptitude for police works. 
2. contaminations training of recruits throughout their probationary period to
increase their knowledge and skill. 
3. Refresher and advanced training of experienced police officers, including
presentation of new methods in such aspects as traffic control, juvenile
delinquency, or    investigation. 
4. Training of command officers in supervision, departmental objectives, and  
administrations 
 
 
 
 
TYPES OF POLICE TRAINING PROGRAMS
1. BASIC  RECRUIT TRAINING  - the most basic of all police training which is a
prerequisite to permanency of appointment. It shall be in accordance with the programs
of instructions prescribed by the PPSC and the NAPOLCOM subject to modifications to
suit local conditions. It is conducted with in not less than six (6) months. A training week
shall normally consist of 40 hours of scheduled instructions. The subjects are as follows:
✓ Origin and nature of Police Work
✓ General Police Responsibilities 
✓ Criminal Law and Procedures
✓ Police Laws, Rules and Regulations, and Ordinances
✓ Police Methods and Procedures
✓ Criminal Investigation Techniques
✓ Scientific Aids
 
2. FIELD TRAINING  -  is the process by which an individual police  officer who is
recruited into the service receives formal instruction on the job for special and
defined purposes and performs actual job functions with periodic appraisal on his      
performance and progress
3. IN-SERVICE TRAINING PROGRAMS
• Junior Leadership Training – for PO1 to PO3   
• Senior Leadership Training  – for SPO1 to SPO4
• Police Basic Course  (PBC) – preparatory for   OBC – for  senior police officers
•  Officers Basic Course (OBC) – for Inspectors to Chief Inspectors
•   Officers Advance Course (OAC) – for Chief Inspectors
•   Officer Senior Education Course (OSEC) –   Superintendent and above
•   Directorial Staff Course (DSC) – for Directors and above         
 
4. DEPARTMENT IN-SERVICE TRAINING PROGRAMS  
        As often as practicable and as need arises, all members of thepolice department shall
undergo
        appropriate department in-service training which includes the following:
• Roll-Call Training – instructional courses of several hours    a day concerning 
        departmental activities
•  Supervisory developmental,  Specialized or Technical training – seminars or special 
         sessions on criminal investigation, traffic control, drug control, etc.
•  Training conducted by other law enforcement units or agencies
 
5. NATIONAL AND INTERNATIONAL CONVENTIONS ON POLICING
 
POLICE APPRAISAL
 
Appraisal refers to the process of measuring the performance of people in achieving goals
and objectives.
It is also known as “performance evaluation system” PER
 
Purposes of Police Appraisal
1. It serves as guide for promotion, salary increase, retirement and disciplinary action
2. It increases productivity and efficiency of police work
3. It assimilate supervision
4. It informs the officer of the quality of his work for improvements 
 
 
 
 
 
 
 
 
 
 
 
POLICE PROMOTION
 
PROMOTION   - is a system in the manner of increasing the rank of a member  of the
police service. It has the following objectives:
1. To invest a member of the police force with the degree of authority necessary for the
effective execution of police duties
2. To place the police officer in a position of increased responsibility where he can make full
use of his capabilities
3. To provide and promote incentives, thus motivating greater efforts of all members of the
police force, which will gradually improve efficiency in police works 
 
Under the law, the NAPOLCOM shall establish a system of promotion for uniformed
and non-uniformed members of the PNP which shall be based on:
1. Merit – which include length of service in the present rank and qualification
2. Seniority
3. Availability  of vacant position
Such position shall be gender fair – women in the PNP shall enjoy equal
opportunity for promotion as that of men 
 
PREFERENCES FOR PROMOTION
 
1. Efficiency of Performance – as an aid to fair appraisal of the candidates proficiency, the
performance-rating period shall be considered. Provided, that in no instance shall a
candidate be considered for promotion unless he has obtained a rating of at least
“satisfactory”  
2. Education and Training -  educational background and among others successfully
completed the in-service training course, academic studies, training grants and the like
3. Experience and Outstanding Accomplishment – this includes occupational history,
work experience and such other accomplishment worthy of commendation 
4. Physical Character and Personality  -  the factors of physical fitness and capacity as
well as attitude and personality traits in so far as they bear on the nature of the rank
and/or position to be filled. This means that the candidate should have no derogatory
records which might affect integrity, morality and conduct. 
5. Leadership potential – the capacity and ability to perform the duties required in the new
or higher position and good qualities for leadership.  
 
KINDS OF POLICE PROMOTION
 
1. Regular Promotion – shall be based on the following   requirements:
✓ He or she has successfully passed the corresponding promotional examination given by the
NAPOLCOM
✓ Passed the Bar or corresponding Board examination for technical services and other
professions
✓ Satisfactory completion of the appropriate accredited course in the PPSC or equivalent
training institutions
✓ Passed the Psychiatric, Psychological and Drug test
✓ Cleared by PLEB and the Office of the Ombudsman for any complaints against him/her
 
2. Promotion by virtue of Exhibited acts (special promotion)
Any uniformed member of the PNP who has exhibited acts of conspicuous courage
and gallantry at the risk of his or her life above and beyond the call of duty, shall
be promoted to the next higher rank. Provided, that such act shall be validated by
the NAPOLCOM based on established criteria.
 
 
 
 
 
 
 
 
 
 
 
 
3. Promotion by virtue of position
Any PNP member designated to any key position whose rank is lower than that which is
required for such position shall, after six(6) months of occupying the same be
entitled to a promotion, subject to the availability of vacant positions; provided
that the member shall not be reassigned to a position calling for a higher rank
until after two (2) years from the date of such promotion: Provided further, that
any member designated to the position who does not possess the established
minimum qualifications thereof shall occupy the same for not more than six(6)
months without extension. (Section 34, RA 8551 – IRR) 
 
POLICE ASSIGNMENT
 
POLICE ASSIGNMENT 
Is the process of designating  a police officer at a particular function, duty or  
responsibility.
 
PURPOSE OF POLICE ASSIGNMENT
Is to ensure systematic and effective utilization of all the members of the force 
 
POWER TO MAKE DESIGNATION OR ASSIGNMENT
The Chief of PNP, Regional Director, Provincial Director and the City or Municipal
Chief of Police can make designation or assignment of he police force within
their respective levels. They shall have the power to make designations or
assignments as to who among the police officers shall head and constitute various
offices and units of he police organization.
The assignment of the members of the local police agency shall be in conformity with the
career development program especially during the probationary period.
Thereafter, shall be guided by the principle of placing the right man in the right
job after proper classification has been made. 
 
POLICE SALARIES, BENEFITS AND PRIVILEGES
 
ON SALARY
The uniformed members of the PNP are considered employees of the National
Government and draw their salaries there from. They have the same salary grade
that of a public school teacher. Police officers assigned in the Metropolitan
Manila, chartered cities, and first class municipalities may be paid with financial
incentives by the local government unit concerned subject to availability of funds 
 
ON BENEFITS AND PRIVILEGES
 
1. Incentive and Awards 
            The NAPOLCOM shall promulgate standards on incentives and award system in
the PNP administered by the Board of Incentives and Awards. Awards may be in
the forms of decorations, service medals and citation badges or in monetary
considerations.
The following are examples of authorized decorations/medals/citations:
✓ Police Medal of Valor
✓ Police Medal of Merit
✓ Wounded Police Medal
✓ Police Efficiency Medal
✓ Police Service Medal
✓ Police Unit Citation Badge
✓ Posthumous Award – in case a police officer dies
 
2. Health and Welfare
The NAPOLCOM is mandated to provide assistance in developing health and welfare
programs for police personnel. All heads of the PNP in their respective levels are
responsible to initiate proper steps to create a good atmosphere to a superior-
subordinate relationship and improvement of personnel morale through appropriate
welfare programs. 
 
 
 
 
 
 
 
 
3. Longevity Pay and Allowances
Under Republic Act 6975, PNP personnel are entitled to longevity pay of 10% of  their
basic monthly salaries for every five years of service but the totality of such
longevity pay does not exceed 50% of the basic pay. They also enjoy the
following allowances: 
✓  Subsistence Allowance
✓ Quarters Allowance
✓ Clothing Allowance
✓ Cost of Living Allowance
✓ Hazard Pay
✓ Others 
4. Retirement Benefit
✓ Monthly retirement pay shall be fifty percent  (50%) of the base service rendered beyond
pay and longevity pay of the retired grade in case of twenty (20) years of active service,
increasing by two and a half percent (2.5%) for every year of active service rendered
beyond twenty (20) years to a maximum of ninety percent (90%)  for thirty-six (36) years
of service and over:
✓ Provided that the uniformed member shall have the option to receive in advance and in
lump sum his or her retirement pay for the first five (5) years 
✓ Provided further that payment of the retirement benefits in lump sum shall be made within
six (6) months from effectivity date of retirement and/or completion.
✓ Provided finally that retirement pay of PNP members shall be subject to adjustments
based on the prevailing scale of base pay of police personnel in the active service.
(Section 36, RA 8551 – IRR)
 
5. Permanent Physical Disability Pay
A PNP member who is permanently and totally disabled as a result of injuries suffered
or sickness contracted in the performance of duty as certified by the National
Police Commission, upon finding and certification by the appropriate medical
officer, that the extent of the disability or sickness renders such member unfit
or unable to further perform the duties of is her position, shall be entitled to a
gratuity equivalent to one year salary and to a lifetime pension equivalent to
eighty percent (80%) of his or her last salary, in addition to other benefits as
provided under existing laws. 
 
Should such member who has been retired under permanent total disability under this
section die within five (5) years from his retirement, his surviving legal spouse
or, if there be none, the surviving dependent legitimate children shall be
entitled to the pension for the remainder of the five (5) year guaranteed period.
(Section 37, RA 8551)
 
6. Early Retirement Benefit
A PNP member on his or her own request and with the approval of the NAPOLCOM,
retire from the service and be paid separation benefits corresponding to a
position two ranks higher than his present rank provided that the officer or non-
officer has accumulated at least 20 years of service. 
 
POLICE  INSPECTION
 
POLICE INSPECTION

The purpose of Police Inspection is to ascertain the standard policies and procedures,
review and analyze the performance, activities and facilities affecting operations,
and to look into the morale, needs and general efficiency of the police
organization in maintaining law and order.
 
TYPES OF POLICE INSPECTION
1. Authoritative Inspection – those conducted by the head of subordinate units in a regular
basis
2. Staff Inspection – those conducted by the staff for and in behalf of the Chief PNP or
superior officers in command of various units or departments. AGI No more 
 
 
 
 
 
 
 
 
 
NATURE OF POLICE INSPECTION
1. Internal Affairs  - inspection on internal affairs embraces administration, training,
operation, intelligence, investigation, morale and discipline as well as financial
condition of the police organization
2. External Affairs – it embraces the community relationship of the organization, the
crime and vice situation of the locality, and the prevailing public opinion
concerning the integrity and reputation of the personnel 
 
AUTHORITY TO INSPECT
In the PNP, the following are the authority to conduct inspection:
1. NAPOLCOM or its representative
2. PNP Chief or his designated representative
3. PNP Director for Personnel or his representative
4. PNP Regional Director or his representative
5. City/Municipal Chief of Police or his representative
6. Internal Affairs Service (IAS under RA 8551)
 
The inspecting officer/s shall examine, audit, inspect police agencies in accordance with
existing standards and with the following objectives:
1. To take note or discover defects and irregularities
2. To effect corrections on minor defects being discovered
3. To bring to the attention of and recommend to the concerned officers for appropriate
actions on defects noted
Where the irregularity noted during inspection is serious as to warrant administrative
charges against a police officer, the inspecting officer shall immediately file the
necessary charge or charges before he appropriate disciplinary action.
 
POLICE DISCIPLINARY MECHANISM
Aside  from higher police management levels that can impose disciplinary actions against
subordinates, the following also serves as disciplinary mechanisms in the police
service:
 
Administrative Disciplinary powers of the LCE – The City and Municipal Mayors
shall have the power to impose, after due notice and summary hearings,
disciplinary penalties for minor offenses committed by members of the PNP
assigned to their respective jurisdictions as provided in Section 52 of Republic
Act No. 8551.
 
PLEB  - the PLEB (People’s Law Enforcement Board) is the central receiving entity for
any citizen’s complaint against PNP members. As such, every citizen’s complain,
regardless of the imposable penalty for the offense alleged, shall be filed with the
PLEB of the City or Municipality where the offense was allegedly committed. Upon
receipt and docketing of the complaint, the PLEB shall immediately determine
whether the offense alleged therein is grave, less grave or minor 
 
DISCIPLINARY OFFENSES THAT MAY BE IMPOSED AGAINST A PNP
 
The following are the offenses for which a member of the PNP may be charged
administratively:
✓ Neglect of Duty on non-feasance  -  is the omission or refusal , without sufficient excuse
to perform an act o duty, which it was the peace’s officers legal obligation to perform: it
implies a duty as well as it’s breach and the fact can never be found in the absence of a
duty. 
✓ Irregularities in the performance of duty  – is the improper performance of some act
which might lawfully done  
✓ Misconduct or Malfeasance  - is the doing, either through ignorance, inattention or
malice, of that which the officer has no legal right to do at all, as where he acts without
any authority whatsoever, or exceeds, ignores or abuses his powers.
✓ Incompetency – is the manifest lack of adequate ability and fitness for the satisfactory
performance of police duties. This has reference to any physical, moral or intellectual
quality the lack of which substantially incapacitates one to perform the duties of a police
officer.  
 
 
 
 
 
✓ Oppression – imports an act of cruelty, severity, unlawful exaction, domination or
excessive use of authority. The exercise of the unlawful powers or other means, in
depriving an individual of his liberty or property against his will, is generally an act of
oppression.
✓ Dishonesty – is the concealment or distortion of truth in a matter of fact relevant to one’s
office, or connected with he performance of his duties. 
✓ Disloyalty to the Government – consist of abandonment  or renunciation of one’s loyalty
to the Government of the Philippines, or advocating the overthrow of the government
✓ Violation of Law – presupposes conviction in court of any crime or offense penalized
under the Revised Penal Code or any special law or ordinance.  
 
The Disciplinary Authorities in the PNP:
1. C, PNP
2. RD
3. Director NSU’s
4. PLEB
5. NAPOLCOM

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