RANK ONE REVIEW AND TRAINING CENTER CO.

POLICE PERSONNEL MANAGEMENT 1. Base pay or basic compensation

2. Incentive or variable compensation
3. Supplementary compensation
Personnel Management
• May be defined as that area of management concerned POLICE PERSONNEL PROGRAM
with human relations. Personnel Program
• It uses planning, organizing, directing, and controlling of A personnel program refers to the activities programmed to
day to day activities involved in procuring workers, implement the organizational philosophy or creed and the
developing and motivating them and in coordinating their personnel philosophy of central managers in relation to people so
activities to achieve the aims of the enterprises. as to accomplish organizational objectives.
OBJECTIVES OF PERSONNEL MANAGEMENT It serves as a fundamental guide for personnel practices and
personnel policies used in an organization for maintaining harmony
1 .To assist top line management to achieve the organizations between management and employees. A good personnel program
goals of fostering harmonious relationship with its covers all the operative functions of personnel.
human resource FACTORS TO CONSIDER IN PERSONNEL PROGRAM
2. To acquire capable people and provide them WITH
KNOWLEDGE in the performance of their job. a. Objectives of the organization
OPERATIVE FUNCTIONS OF PERSONNEL b. Organizational Philosophy of central management in
relation to personnel
The primary functions of Personnel Department is commonly c. Financial condition and physical facilities of the
Personnel Operative Functions. These are the following: organization
Planning - is a study of the labor supply, of jobs which are d. Cultural background and tradition of people
composed with the demands for employees in those within an e. Community and employees
organization to determine future personnel requirements f. Governmental factors
which either increase or decrease. If there is an expected
shortage of personnel the company may decide to train and PROGRAMS OF GOOD POLICE OFFICER COVERS :
develop present employees and/or recruit from outside
sources. 1. Acquiring competent personnel
Recruitment - is the process of encouraging job applicants 2. Holding and retaining competent police personnel
from an organization to seek employment in an organization. 3. Developing and motivating personnel
The process of recruitment consists of developing a 4. Labor and human relations
recruitment plan, recruitment strategy formulation job 5. Efficient administration of the program with ADEQUTE
applicant search, screening of qualified job applicants, and BUDGET
maintaining a waiting list of qualified job applicants. POLICE POLICIES AND PROCEDURES
Selections - are the process of determining the most qualified WHAT IS A POLICY?
police applicant for a given position in the organization A policy has been defined as a “general plan of action that
Police Training and Development - refers to any method serves as a guide in the operation of a company. It
used to improve the attitude, knowledge, skill or behavior makes up the basic framework of management decisions
pattern of an employee for adequate performance of a given which set the course the organization is to follow.” It
job. It is a day-to-day, year round task. All employees on a defines the authority and responsibility of supervisors
new job undergo a learning process given a formal training or and manger in their job of directing group efforts and
not. Learning is made easier for employees when an implementing personnel programs.
organization provides formal training and development. This TYPES OF POLICE POLICIES (According to origin)
reduces unnecessary waste of time, materials, man-hours and a. Originated policy
equipment. This type of policy comes from the board of directors or the
POLICE APPRAISAL OR PERFORMANCE RATING president and is intended to set up guidelines in the
Police performance rating is the evaluation of the traits, behavior operation of the firm.
and effectiveness of a police officer on the job as determined by b. Appealed policy
established work standards. Employee performance rating may be This type of policy is born when problems arise at the lower
judgmental or developmental in purpose. levels of the organization and the man in charge does not
• It is judgmental if it is made a tool in decision-making for know how to meet the problem. He then appeals to his
promotion, transfer, pay increase or termination superiors for guidelines and for guidance.
• It is developmental in purpose when the evaluation is used c. Imposed policy
to facilitate improvement in performance or used to This type of policy comes from the government in the forms
improve recruitment, selection, training and development. of laws, administrative orders, and rules and procedures
POLICE COMPENSATION or contract specifications. Labor unions too, impose
• Financial compensation in the form of wages of salaries policies through collective bargaining agreements.
constitutes the largest single expenditure for most TYPES OF POLICE POLICIES (According to their subject
organizations. In Metropolitan Manila and other urban matter)
centers, wages, or salaries represent the sole source to a. General statement of principles
meet the basic needs of food, clothing and shelter and it Some companies have their policies stated in broad terms,
also provide the means to attain that standard of living such as statement of objectives, philosophy and creed.
and economic security that vary in degrees upon a Others stress in general terms management traits, such
person’s expectation. as fairness in dealing with employees, understanding and
Three Types of Police Compensation humane treatment of the work force.
b. Statement of procedures

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This pertains to procedures to be taken in certain situations performed, the skills, the training, and experienced
and is narrower in scope than statement of principles. required, the responsibilities involved, the condition
Normally, directions are given, but the specific solution to under which the job is done, and the relation of the job to
a problem is not stated so that the policy may apply to as the other job, in the organization.
many situations, as possible. Job Description contains detailed and accurate Descriptions of the
c. Specific Rules following:
Specific rules can cover specific situations. They are more
direct and are less flexibIe. They are more rigid in nature.  major duties performed
Uses of ADMINISTRATIVE Personnel Policies  Percentage of time devoted to each duty
 Performance of standards
1. Employees orientation and training – LOI, Tamang Bihis,  Working conditions including possible hazards
Circulars, Directives are policies which are bible of all  Number of persons working on the same job
personnel  Reporting Relationships
2. Administering disciplinary action – 2007-001, URACCS  Machines and equipment used
3. Handling complaints and grievances – Pre- charge, etc
4. Delegation and decentralization of responsibility and POLICE RECRUITMENT, SELECTION AND PLACEMENT
authority ON POLICE RECRUITMENT
Ex. Disciplinary Authority – RD, DD, COP, C, PNP The first step in the recruiting procedure, and the one that
Promoting/Appointing Authority – RD, C, PNP should receive greatest emphasis, is that attracting well-qualified
5. Enabling the supervisors and managers to develop applicants. The best selection devices available are of little value if
confidence in themselves in their day to day relationships the recruiting effort has failed to attract candidates of high caliber.
with their subordinates. Recruitment in the police service is dependent on the
Communicating Personnel Policies and Regulations availability of national or regional quota of the PNP, such being
To be effective, personnel policies must be understood by determined by the NAPOLCOM.
all concerned, including the managers and supervisors STANDARD POLICY ON SELECTION AND APPOINTMENT
who are to interpret and implement them to the No person shall be appointed as uniformed member of the
employees who will be affected by the policies. The most PNP unless he or she possesses the following minimum
common means are employee handbooks, manuals, qualifications:
company organs or publications, memoranda, and
circulars, bulletin boards, meeting and conferences. a. A citizen of the Philippines;
1. POLICE Handbooks b. A person of good moral conduct;
These handbooks are distributed to all police officers and c. Must have passed the psychiatric/psychological, drug and
contain among other things, information about the physical tests to be admitted by the PNP or by any
benefits and services that the organization grants, the NAPOLCOM accredited government hospital for the
organization’s history, its organizational structure, its purpose of determining physical and mental health;
officers, and other information useful to the personnel in d. Must possess a formal baccalaureate degree from a
understanding his relationship with the organization. recognized institution of learning;
2. Police Manuals e. Must be eligible in accordance with the standards set by
A police manual covering all personnel policies and NAPOLCOM (BOARD,CSC, PO1 Entrance Exam, RA
procedures, LIKE Invest Manuals, POP 1080, PD 907,PD 997, INP Entrance/PO3);
3. Memoranda and Circulars f. Must not have been dishonorably discharged from military
Memoranda and circulars are another common means of employment or dismissed for cause from any civilian
communicating policies to police officers. They can be position in the government;
issued fast and they provide the greatest assurance of g. Must not have convicted by final judgment of an offense or
reaching every personnel. They are built in means by crime involving moral turpitude;
which every member of the organization is reached. h. Must be at least 1.62m in height for male and 1.57m. for
4. Company Bulletin Board female;
Company policies, rules and regulations, and activities may i. Must weigh not more or less 5kgs. from the standard weight
be typed out of mimeographed and then posted on corresponding to his or her height, age, and sex; and
bulletin boards. If strategically located and well-managed, j. For a new applicant, must not be less than twenty-one (21)
bulletin boards are an effective medium for transmitting nor more than thirty (30) years of age.
newly issued policies, rules and regulations to police
officers. Except for the last qualification, the above-enumerated
5. Meetings or Conferences qualifications shall be continuing in character and an absence of
Meeting or conferences are often held to inform personnel any one of them at any given time shall be a ground for separation
about new policies, their objectives and implementation. or retirement from the service: Provided, That PNP members who
One advantage of this type of policy dissemination is that are already in the service upon the effectivity of RA 8551 shall be
it gives the personnel an opportunity to ask questions given at least two (2) years to obtain the minimum education
and request clarification on vague and doubtful points. qualification and one (1) year to satisfy the weight requirement.
6. POLICE PUBLICATIONS ON SELECTION PROCEDURES
Magazines, Journals, newspapers The purpose of the selection process is to secure these
candidates who have the highest potential for developing into good
POLICE JOB DESCRIPTION policemen. The process involves the basic functions:
POLICE JOB DESCRIPTION
A job description may be defined an abstract of information 1. to measure each candidate’s qualification against whose
derived from the job analysis report, describing the duties ideal function that are established

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chiefly through job analysis. must be rejected. Girth of abdomen should not more than
2. To rank the candidates relatively on the basis of their the measurement of chest at rest.
qualification. 2. Nose, Mouth and Teeth
PROCEDURES IN SCREENING Obstruction to free breathing chronic cataract or very
1. Preliminary Interview offensive breath must be rejected. The mouth must be free
The applicants shall be interviewed personally by the personnel from deformities in conditions that interfere with distinct
officer. If the applicant qualifies with respect to the requirements of speech or that predisposes to disease of the ear, nose or
citizenship, education, and age, he shall be required to present the throat. There shall be no disease or hypertrophy of tonsil or
following: thyroid enlargement. Teeth must be clean, well-cared for
and free from multiple cavities. Missing teeth may be
(a) A letter of application if none has been submitted. supplied by crown or bridgework, where site of teeth makes
(b) An information sheet. this impossible, rubber denture will be accepted. At least
(c) A copy of his picture (passport size) twenty natural teeth must be present. Pyorrhea will be
(d) Birth Certificate rejected.
(e) Transcript of scholastic records and/or diploma 3. Hernia
(f) Fingerprint card, properly accomplished. In any form, actual or potential must be rejected.
(g) Clearance papers from the local police department PNP 4. Genitals
provincial Headquarters, city or municipal court and city Must be free from deformities and from varicole, hyrocole,
or provincial fiscal’s office and his hometown police and enlargement of the testicle, stricture or incontinence of
department, NBI, and others that may be required. urine. Retained or strophy is rejected. Any acute and all
2. Physical and Medical Examination venereal diseases of these organs must be rejected.
In order to determine whether or not the applicant is in good he1th, 5. Varicose Veins
free from any contagious disease and physically fit for police A marked tendency to their formation must be rejected.
service, he shall undergo a thorough physical and medical 6. Arms, Legs, Hands and Foot
examination to be conducted by the local health officer after he Must be free from infection of the joints, sprains, stiffness or
qualifies in the preliminary interview. other conditions, such as flat foot, long nails or hammer
3. Physical Agility Test toes which would prevent the proper and easy performance
The Screening Committee shall require the applicant to undergo of duty. First (index) second (middle), and third (ring)
physical agility test designed to determine whether or not he fingers and thumb must be present in their entirely. The toe
possess the required coordination strength, and speed of must be the same
movement necessary for police service. The applicant shall pass 7. Eyes
the following tests: The applicant must be free from color blindness, and be
able to read with each eye separately standard test type at
(a) Pull-ups - 6 a distance of twenty feet. Loss of either eye, chronic
(b) Push-ups - 27 inflammation of the lids or permanent abnormalities of
(c) Two-minutes sit-ups - 45 either eye must be rejected, 20/20 or 20/30 in one eye, with
(d) Squat jumps - 32 binocular vision of 20/30.
(e) Squat thrusts - 20 8. RESPIRATION
Must be full, easy, regular, the respiratory murmur must be
4. Character and Background Investigation clear and distinct over the lungs and no disease of the
The screening Committee shall cause a confidential investigation Respiratory organ is present
of the character and from among various sources. 9. CIRCULATION
5. Oral Interview The action of the heart must be uniform, free and steady,
The Screening Committee shall interview the qualified applicants it’s rhythm and the heart from organ changes. Blood
for suitability for police work. The interview shall aid in determining Pressure systolic maximum 135; diastolic 90;
appearance, likeableness, affability attitude toward work, outside pulsepressure 15 to 50. Brain and nervous system must be
interest, forcefulness, conversational ability, and disagreeable free from defects.
mannerism. 10. KIDNEYS
6. Psychological and/or Neuro-Psychiatric Test Must be healthy and urine is normal
In order to exclude applicants who are emotionally or
temperamentally unstable, psychotic, or suffering from any mental THE PNP ORGANIZATIONAL SET UP
disorder, the applicant shall take a psychological and/or neuro- The PNP is composed of a national headquarters, regional
psychiatric test to be administered by the NBI, the PNP, or other headquarters, provincial, district, city or municipal stations. At the
duly recognized institution offering such test after he has qualified national level, the PNP maintains its national headquarters in
and not all the requirements above. Camp Crame, Quezon City, which houses the directorial staff,
MEDICAL STANDARDS FOR POLICE CANDIDATES service staff and special support units. (Command group /CPNP,
The following is a check list of medical standards for examination DCA, DCO. CDS)
of police candidates: Qualifications upgrading (Minimum requirements)
1. General Appearance
The applicant must be free from any marked deformity, - A citizen of the Philippines
from all parasite or systematic skin disease, and from - Person of good moral character
evidence of intemperance in the use of stimulants or drugs. - Must have passed the psychiatric/ psychological, drug
The body must be wel1-proportioned, of good muscular and physical tests to be administered by the PNP or
development, and show careful attention to personal by any NAPOLCOM accredited government hospital
cleanliness. Obesity, muscular weakness or poor physique for the purpose of determining physical and mental
health

Col. Enrique Agtarap

RANK ONE REVIEW AND TRAINING CENTER CO.

- Must possess a formal Baccalaureate degree from a of the Commission on Appointment (CA). Provided, that
recognized institution of learning the Chief PNP shall serve a tour of duty not exceeding
- Must be eligible in accordance with the standards set four (4) years. Provided further that in times of war or
by the commission other national emergency declared by Congress, the
- Must not have been dishonorably discharged from President may extend such tour of duty.
military employment or dismissed for caused from Waiver of Appointment
any civilian position in the government Waivers for initial appointment to the police service shall
- Must not have been convicted by final judgment of an be governed by Section 15 of republic Act 8551, IRR.
offense or crime involving moral turpitude Appointment by Lateral Entry
- Must be at least 1.62 m in height for male and 1.57 m In general, all original appointments of Commissioned
for female Officers (CO) in the PNP shall commenced with the rank of
- Must weight not more or less than 5 kgs from standard Inspector to include those with highly technical qualifications
weight corresponding to his/ her height, age and sex. applying for the PNP technical services, such as dentist,
- For a new applicant, must not be less than 21 nor more optometrist, nurses, engineers and graduates of forensic sciences.
than 30 years of age Doctors of medicine, members of the Bar and Chaplains shall be
appointed to the rank of Senior inspector in their particular
Waivers for initial appointments to the PNP technical services.
a. Age- provided not below 20 nor over 35 years of age Graduates of the PNPA shall be automatically appointed to
b. Height- automatically granted to cultural minorities the initial rank of Inspector. Licensed Criminologist may be
c. Weight- to comply within 6 months appointed to the rank of Inspector to fill up any vacancy.
d. Education- 4 years Bachelors degree
POLICE TRAINING
Note: Under the waiver program, it can only be applied if THE NEED FOR POLICE TRAINING
applicants are lacking to meet the quota. Appointment Organized training is the means by which officers are provided with
under waiver program shall be temporary and last priority the knowledge and the skills they require to perform their multiple,
Selection Criteria under the waiver program complex duties. In order that the recruit officer may commence his
• Applicants who possess the least disqualification shall take career with a sound foundation of police knowledge and
precedence over those who possess more techniques.
disqualifications. Even the most carefully selected and highly motivated individual
• The requirements shall be waived in the following order: will not be capable of performing the hazardous, complicated task
age, height, weight and education. of maintaining the peace and order o a community without carefully
What is Field-training program? prepared and well presented training program
All uniformed members of the PNP shall undergo a field training STANDARD IN POLICE TRAINING
program for 12 months involving actual experience and assignment 1. The major portion of a training program should be functional.
in patrol, traffic and investigation as a requirement for permanent This means that the controlling purpose of the program should be
status of appointment. to bring about improvement in the performance of the duties of
POLICE APPOINTMENT law enforcement officers. When a program is functional in
Any applicant who meets the general qualifications for appointment character, it is directed toward:
to police service and who passes the tests required in the
screening procedures, shall be recommended for initial a. Providing information needed in the performance of
appointment and shall be classified as follows: duty, or in meeting responsibilities.
b. Developing ability to perform duties.
1. Temporary – if the applicant passes through the waiver c. Developing and maintaining high morale.
program as provided in under RA 8551 d. Developing ability to think clearly and to exercise sound
2. Probationary – if the applicant passes through the judgment in the performance of
regular screening procedures duties.
3. Permanent – if the applicant is able to finish the required 2. All training program operated by law enforcement agencies
field training program for permanency should limit their enrollment to law enforcement officers.
3. Training courses should he set-up in prescribed units of
Appointment in the PNP shall be affected in the following instruction arrange on a time schedule.
manner: 4. Practical recruit training subsequent to employment should be
1. PO1 to SPO4 – appointed by he PNP Regional Director for provided.
regional personnel or by the Chief of the PNP for 5. Instructors of police training should be qualified in at least five
National Headquarters’ personnel and attested by the particulars, as follows:
Civil Service Commission
2. Inspector to Superintendent – appointed by the Chief a. Knowledge of the job based upon successful
PNP as recommended by their immediate superiors and experience.
attested by the Civil Service Commission (CSC) b. Sufficient general education to meet instructional
3. Sr. Superintendent to Dep. Dir. Gen. – appointed by the demands.
President upon the recommendation of the Chief PNP c. Ability to apply good training methods in instructional
with the endorsement of the Civil Service Commission work.
(CSC) and with confirmation by the Commission on d. Such personal characteristics are as important for
Appointment instructors.
4. Director General – appointed by the President from e. Employment states all law enforcement officers or
among the most senior officers down to the rank of Chief other satisfactory official status.
Superintendent in the service subject to the confirmation

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6. Working conditions affecting the training program should be appropriate department in-service training which includes the
sufficiently favorable to make it possible to do a satisfactory job. following:
Some of the more important conditions, which can be varied widely • Roll-Call Training – instructional courses of
to meet local conditions, include: several hours a day concerning
a. Time schedules; times of day, length of periods. departmental activities
b. Frequency of class meetings • Supervisory developmental, Specialized or
c. Classroom facilities Technical training – seminars or special
d. Equipment and supplies sessions on criminal investigation, traffic
e. Requirements concerning attendance control, drug control, etc.
PHASES OF POLICE TRAINING • Training conducted by other law enforcement
units or agencies
1. Induction training of’ recruits who have been selected
on the basis of intelligence and aptitude for police 5. NATIONAL AND INTERNATIONAL CONVENTIONS ON
works. POLICING
2. Contaminations training of recruits throughout their
probationary period to increase their knowledge and POLICE APPRAISAL
skill.
3. Refresher and advanced training of experienced police Appraisal refers to the process of measuring the performance of
officers, including presentation of new methods in such people in achieving goals and objectives.
aspects as traffic control, juvenile delinquency, or It is also known as “performance evaluation system” PER
investigation.
4. Training of command officers in supervision, Purposes of Police Appraisal
departmental objectives, and administrations 1. It serves as guide for promotion, salary increase, retirement
TYPES OF POLICE TRAINING PROGRAMS and disciplinary action
1. BASIC RECRUIT TRAINING - the most basic of all police 2. It increases productivity and efficiency of police work
training which is a prerequisite to permanency of 3. It assimilate supervision
appointment. It shall be in accordance with the programs 4. It informs the officer of the quality of his work for
of instructions prescribed by the PPSC and the improvements
NAPOLCOM subject to modifications to suit local
conditions. It is conducted with in not less than six (6) POLICE PROMOTION
months. A training week shall normally consist of 40
hours of scheduled instructions. The subjects are as PROMOTION - is a system in the manner of increasing the rank
follows: of a member of the police service. It has the
following objectives:
 Origin and nature of Police Work 1. To invest a member of the police force with the degree of
 General Police Responsibilities authority necessary for the effective execution of police
 Criminal Law and Procedures duties
 Police Laws, Rules and Regulations, and 2. To place the police officer in a position of increased
Ordinances responsibility where he can make full use of his
 Police Methods and Procedures capabilities
 Criminal Investigation Techniques 3. To provide and promote incentives, thus motivating greater
 Scientific Aids efforts of all members of the police force, which will
2. FIELD TRAINING - is the process by which an individual gradually improve efficiency in police works
police officer who is recruited into the service receives
formal instruction on the job for special and defined Under the law, the NAPOLCOM shall establish a system of
purposes and performs actual job functions with periodic promotion for uniformed and non-uniformed members of the PNP
appraisal on his performance and progress which shall be based on:
3. IN-SERVICE TRAINING PROGRAMS 1. Merit – which include length of service in the present rank
and qualification
 Junior Leadership Training – for PO1 to PO3 2. Seniority
 Senior Leadership Training – for SPO1 to 3. Availability of vacant position
SPO4 Such position shall be gender fair – women in the PNP
 Police Basic Course (PBC) – preparatory for shall enjoy equal opportunity for promotion as that of
OBC – for senior police officers men
• Officers Basic Course (OBC) – for Inspectors
to Chief Inspectors PREFERENCES FOR PROMOTION
• Officers Advance Course (OAC) – for Chief
Inspectors 1. Efficiency of Performance – as an aid to fair appraisal of
• Officer Senior Education Course (OSEC) – the candidates proficiency, the performance-rating period
Superintendent and above shall be considered. Provided, that in no instance shall a
• Directorial Staff Course (DSC) – for Directors candidate be considered for promotion unless he has
and above obtained a rating of at least “satisfactory”
2. Education and Training - educational background and
4. DEPARTMENT IN-SERVICE TRAINING PROGRAMS among others successfully completed the in-service
As often as practicable and as need arises, all members of training course, academic studies, training grants and the
the police department shall undergo like

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3. Experience and Outstanding Accomplishment – this The Chief of PNP, Regional Director, Provincial Director
includes occupational history, work experience and such and the City or Municipal Chief of Police can make
other accomplishment worthy of commendation designation or assignment of he police force within
4. Physical Character and Personality - the factors of their respective levels. They shall have the power to
physical fitness and capacity as well as attitude and make designations or assignments as to who
personality traits in so far as they bear on the nature of among the police officers shall head and constitute
the rank and/or position to be filled. This means that the various offices and units of he police organization.
candidate should have no derogatory records which The assignment of the members of the local police agency
might affect integrity, morality and conduct. shall be in conformity with the career development
5. Leadership potential – the capacity and ability to perform program especially during the probationary period.
the duties required in the new or higher position and Thereafter, shall be guided by the principle of
good qualities for leadership. placing the right man in the right job after proper
classification has been made.
KINDS OF POLICE PROMOTION
POLICE SALARIES, BENEFITS AND PRIVILEGES
1. Regular Promotion – shall be based on the following
requirements: ON SALARY
 He or she has successfully passed the The uniformed members of the PNP are considered
corresponding promotional examination given employees of the National Government and draw
by the NAPOLCOM their salaries there from. They have the same salary
 Passed the Bar or corresponding Board grade that of a public school teacher. Police officers
examination for technical services and other assigned in the Metropolitan Manila, chartered
professions cities, and first class municipalities may be paid with
 Satisfactory completion of the appropriate financial incentives by the local government unit
accredited course in the PPSC or equivalent concerned subject to availability of funds
training institutions ON BENEFITS AND PRIVILEGES
 Passed the Psychiatric, Psychological and
Drug test 1. Incentive and Awards
 Cleared by PLEB and the Office of the The NAPOLCOM shall promulgate standards on incentives
Ombudsman for any complaints against and award system in the PNP administered by the
him/her Board of Incentives and Awards. Awards may be in
the forms of decorations, service medals and
2. Promotion by virtue of Exhibited acts (special citation badges or in monetary considerations.
promotion) The following are examples of authorized
Any uniformed member of the PNP who has exhibited acts decorations/medals/citations:
of conspicuous courage and gallantry at the risk of  Police Medal of Valor
his or her life above and beyond the call of duty,  Police Medal of Merit
shall be promoted to the next higher rank. Provided,  Wounded Police Medal
that such act shall be validated by the NAPOLCOM  Police Efficiency Medal
based on established criteria.  Police Service Medal
3. Promotion by virtue of position  Police Unit Citation Badge
Any PNP member designated to any key position whose
rank is lower than that which is required for such  Posthumous Award – in
position shall, after six(6) months of occupying the case a police officer dies
same be entitled to a promotion, subject to the 2. Health and Welfare
availability of vacant positions; provided that the The NAPOLCOM is mandated to provide assistance in
member shall not be reassigned to a position calling developing health and welfare programs for police
for a higher rank until after two (2) years from the personnel. All heads of the PNP in their respective levels
date of such promotion: Provided further, that any are responsible to initiate proper steps to create a good
member designated to the position who does not atmosphere to a superior-subordinate relationship and
possess the established minimum qualifications improvement of personnel morale through appropriate
thereof shall occupy the same for not more than welfare programs.
six(6) months without extension. (Section 34, RA 3. Longevity Pay and Allowances
8551 – IRR) Under Republic Act 6975, PNP personnel are entitled to
longevity pay of 10% of their basic monthly salaries
POLICE ASSIGNMENT for every five years of service but the totality of such
longevity pay does not exceed 50% of the basic
POLICE ASSIGNMENT pay. They also enjoy the following allowances:
Is the process of designating a police officer at a particular  Subsistence Allowance
function, duty or responsibility.  Quarters Allowance
 Clothing Allowance
PURPOSE OF POLICE ASSIGNMENT  Cost of Living Allowance
Is to ensure systematic and effective utilization of all the  Hazard Pay
members of the force  Others

POWER TO MAKE DESIGNATION OR ASSIGNMENT

Col. Enrique Agtarap

RANK ONE REVIEW AND TRAINING CENTER CO.

4. Retirement Benefit
 Monthly retirement pay shall be fifty percent TYPES OF POLICE INSPECTION
(50%) of the base service rendered beyond 1. Authoritative Inspection – those conducted by the head of
pay and longevity pay of the retired grade in subordinate units in a regular basis
case of twenty (20) years of active service, 2. Staff Inspection – those conducted by the staff for and in
increasing by two and a half percent (2.5%) for behalf of the Chief PNP or superior officers in command
every year of active service rendered beyond of various units or departments. AGI No more
twenty (20) years to a maximum of ninety
percent (90%) for thirty-six (36) years of NATURE OF POLICE INSPECTION
service and over: 1. Internal Affairs - inspection on internal affairs embraces
 Provided that the uniformed member shall have administration, training, operation, intelligence,
the option to receive in advance and in lump investigation, morale and discipline as well as
sum his or her retirement pay for the first five financial condition of the police organization
(5) years 2. External Affairs – it embraces the community relationship
 Provided further that payment of the retirement of the organization, the crime and vice situation of
benefits in lump sum shall be made within six the locality, and the prevailing public opinion
(6) months from effectivity date of retirement concerning the integrity and reputation of the
and/or completion. personnel
 Provided finally that retirement pay of PNP
members shall be subject to adjustments AUTHORITY TO INSPECT
based on the prevailing scale of base pay of In the PNP, the following are the authority to conduct inspection:
police personnel in the active service. (Section 1. NAPOLCOM or its representative
36, RA 8551 – IRR) 2. PNP Chief or his designated representative
3. PNP Director for Personnel or his representative
5. Permanent Physical Disability Pay 4. PNP Regional Director or his representative
A PNP member who is permanently and totally disabled 5. City/Municipal Chief of Police or his representative
as a result of injuries suffered or sickness 6. Internal Affairs Service (IAS under RA 8551)
contracted in the performance of duty as
certified by the National Police Commission, The inspecting officer/s shall examine, audit, inspect police
upon finding and certification by the agencies in accordance with existing standards and with the
appropriate medical officer, that the extent of following objectives:
the disability or sickness renders such member 1. To take note or discover defects and irregularities
unfit or unable to further perform the duties of 2. To effect corrections on minor defects being discovered
is her position, shall be entitled to a gratuity 3. To bring to the attention of and recommend to the
equivalent to one year salary and to a lifetime concerned officers for appropriate actions on defects
pension equivalent to eighty percent (80%) of noted
his or her last salary, in addition to other Where the irregularity noted during inspection is serious
benefits as provided under existing laws. as to warrant administrative charges against a police
officer, the inspecting officer shall immediately file the
Should such member who has been retired under necessary charge or charges before he appropriate
permanent total disability under this section die disciplinary action.
within five (5) years from his retirement, his
surviving legal spouse or, if there be none, the POLICE DISCIPLINARY MECHANISM
surviving dependent legitimate children shall be Aside from higher police management levels that can
entitled to the pension for the remainder of the impose disciplinary actions against subordinates,
five (5) year guaranteed period. (Section 37, the following also serves as disciplinary
RA 8551) mechanisms in the police service:
6. Early Retirement Benefit
A PNP member on his or her own request and with the Administrative Disciplinary powers of the LCE – The City and
approval of the NAPOLCOM, retire from the Municipal Mayors shall have the power to impose,
service and be paid separation benefits after due notice and summary hearings, disciplinary
corresponding to a position two ranks higher penalties for minor offenses committed by members
than his present rank provided that the officer of the PNP assigned to their respective jurisdictions
or non-officer has accumulated at least 20 as provided in Section 52 of Republic Act No. 8551.
years of service.
PLEB - the PLEB (People’s Law Enforcement Board) is the central
POLICE INSPECTION receiving entity for any citizen’s complaint against PNP
members. As such, every citizen’s complain, regardless of
POLICE INSPECTION the imposable penalty for the offense alleged, shall be
filed with the PLEB of the City or Municipality where the
The purpose of Police Inspection is to ascertain the standard offense was allegedly committed. Upon receipt and
policies and procedures, review and analyze the docketing of the complaint, the PLEB shall immediately
performance, activities and facilities affecting determine whether the offense alleged therein is grave,
operations, and to look into the morale, needs and less grave or minor
general efficiency of the police organization in
maintaining law and order.

Col. Enrique Agtarap

RANK ONE REVIEW AND TRAINING CENTER CO.

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

Col. Enrique Agtarap