PNP MC No. 2018 048 DTD Jan 3 2019

4
Republic of the Philippines

NATIONAL POLICE COMMISSION
NATIONAL HEADQUARTERS, PHILIPPINE NATIONAL POLICE
DIRECTORATE FOR PERSONNEL AND RECORDS MANAGEMENT
Camp BGen Rafael T Crame, Quezon City
MEMORANDUM
JAN 03 2019_
FOR CPNP APPROVE
THRU TDCA
106 DEC 2018
TDCO DEC 2.1Iib

DEC 0 5 2018
TCDS 111111AilDireilIA1011"ii
A040783
FROM TDPRM
SUBJECT Revised Policies and Guidelines Governing the 2nd Level

PCOs and PNCOs Regular Promotion Program
DATE November 26, 2018
1. References:
a. PNP Memorandum Circular No. 2017-039 entitled: "Policies and
Guidelines Governing the 2nd Level PCOs and PNCOs Regular
Promotion Program";
b. Civil Service Commission Resolution No. 1401222 dated August 14,
2014; and
c. NAPOLCOM Resolution No. 2013-501 dated October 23, 2015 entitled:
"Prescribing the Qualification Standard for Appointment to PNP Ranks."
2. This pertains to the Revised Policies and Guidelines Governing the 2nd Level
PCOs and PNCOs Regular Promotion Program. The revised policy consolidates the
existing laws, policies, guidelines and procedures based on PNP, NAPOLCOM, CSC
issuances and inputs from all PNP offices/units nationwide with regard to the
promotion program for the aforementioned personnel.
3. Please be informed that there is a need to update the existing policy to

ensure that it conforms with the existing issuances. Likewise, the simplified
requirements and processes indicated in this policy shall become a tool to enhance
efficiency and effectiveness of the organization through implementation of a promotion
program that is based on merit and fitness.
4. In addition, the implementation of the existing policy raised several concerns

especially the provisions stated under the IRR of R.A. No. 9708 and some of its
provision was seen to be inconsistent. Hence, this Directorate immediately initiated its
revision.
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5. In this regard, this Directorate recommends the approval of the attached
PNP Memorandum Circular that shall govern the conduct of the 2nd Level Regular
Promotion Program.
6. For approval of para 5.
LYN ON G CUBOS
olic Director
DPRM: "Serving with a Smile!"

OFFICE OF THE CHIEF PNP
PNP MEMORANDUM CIRCULAR

NUMBER 2018 - 3 4 a
03 JAN 2C
Revised Policies and Guidelines Governing the Regular Promotion

Program for 2nd Level PCOs and PNCOs
1. REFERENCES:
a. Republic Act (RA) Nos. 6975 and 8551;

b. IRR of RA No. 9708 dated September 20, 2010;
c. Civil Service Commission (CSC) Resolution No. 1600532 dated May 26,
2016;
d. CSC Resolution No. 1401222 dated August 14, 2014;
e. NAPOLCOM Resolution No. 2016-069 dated January 28, 2016 with
subject: "Addendum to NAPOLCOM Resolution No. 2013-501;"
f. NAPOLCOM Resolution No. 2015-612 dated December 14, 2015
entitled: "Clarifying the Reckoning Date in the Computation of the
Experience Requirement as Provided for under the Qualification
Standards for Appointment to PNP Ranks;"
g. NAPOLCOM Resolution No. 2013-501 dated October 23, 2015 entitled:
"Prescribing the Qualification Standard for Appointment to PNP Ranks;"
h. PNP Memorandum Circular No. 2017-039 dated June 2, 2017 entitled:
"Policies and Procedures Governing the Regular Promotion Program for
2nd Level Uniformed Personnel;
i. LOI 23/10 dated June 11, 2010 entitled: "PSUPT Continuous Promotion
Program;" and
j. Other CSC, PNP and NAPOLCOM Issuances.
2. RATIONALE:
This PNP Memorandum Circular (MC) consolidates all policies,

guidelines, procedures, rules, and regulations of NAPOLCOM, CSC, and the
PNP governing the conduct of the regular promotion program for Second (2nd)
Level Uniformed Personnel. The relevant provisions of RA Nos. 6975, 8551,
and 9708 were also incorporated. This is a convenient reference of the PNP on
matters related to promotion. Several provisions of previous promotion policies
are amended particularly those that imposed unnecessary burden to the
candidates for promotion.
3. SITUATION:
Presently, there is no single policy that sets the standard guidelines on

promotion of 2nd Level Uniformed Personnel. Every year, the Directorate for
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Personnel and Records Management (DPRM) prepares a Command
Memorandum Circular (CMC) for approval of the Chief, PNP to govern the
promotion program in that particular year. However, it was observed that
standards and procedures are altered and revised from year to year which
makes the promotion policy unstable and susceptible to incessant
modifications. There is a need for the PNP to pursue strategies to enhance
professionalism in ranks through the institutionalization of a promotion system
adopting the principles of transparency, merit, and fitness as the primary
considerations. It is also to provide equal opportunities to qualified personnel.
These initiatives are all geared to improve organizational efficiency and
effectiveness in the PNP.
4. PURPOSE:
This PNP MC aims to provide a comprehensive and standard guideline

in the selection and screening of candidates/applicants for promotion of 2nd
Level PNP Uniformed Personnel. This policy is designed to achieve the
following specific objectives:
a. To enhance organizational efficiency and effectiveness;

b. To promote the best qualified personnel;
c. To provide transparency in the selection process;
d. To enhance the morale and welfare of PNP personnel;
e. To provide equal opportunity;
f. To implement a competency based promotion; and
g. To empower the lower units (Police Provincial Offices/ Police
Regional Offices) to determine the best qualified personnel for
promotion.
5. DEFINITION OF TERMS:
The following definition of terms shall be used in interpreting this MC:
a. Administrative Duty- designation to position involving purely clerical,

staff and managerial functions. It includes assignment to NHQ, National
Administrative Support Units (NASUs), Headquarters of Police Regional
Offices (PROs) and National Operating Support Units (NOSUs) except
operating units;
b. Appointing Authority — shall refer to the designated head of office that

is authorized by law to approve and confirm the promotional appointment
of personnel under his jurisdiction;
c. Attestation Folder — shall refer to the folder containing the necessary

documents that are required by the Civil Service Commission for
attestation and confirmation of the promotional appointment;
d. Certificate of Due Diligence- Certificate issued by the concerned

Promotion Board/Committee asserting that they acted with proper
diligence to be observed in the performance of duty;
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e. Clean List- is a list containing the names of candidates for promotion
who have no criminal case;
f. Commissionship- refers to the conferment of rank and authority. In the

PNP, it pertains to the entry into the police service as a Police
Commissioned Officer (PCO). It is reckoned by the date/year of actual
appointment into officership in the PNP;
g. Computer Generated Rating and Report Sheet (CGR/RS) — shall refer

to the computer generated rating/report from PAIS which indicates the
relative ranking and percentage points obtained by candidates. The
percentage points and relative ranking are digitally supplied and
computed by PAIS thereby limiting the chances and possibility of error
or human intervention;
h. Competencies — are observable, measurable, and vital knowledge,

skills, and attitudes that are translations of capabilities deemed essential
for organizational success;
i. Cut-Off Date — shall refer to the target date set for the last submission
of folders to the Promotion Board/Committee in which the requirements
are completed and applicants have qualified based on existing
qualification standard set;
j. Cumulative- shall refer to the sum of the period rendered from the
required T.0 Positions in his/her promotable rank;
k. Diversity of Assignment- refers to the variety of assignments of

personnel in terms of location and nature/extent of responsibility; used
as one of the basis in evaluating the level of experience and
understanding of an individual personnel on different situations, cultures,
beliefs, customs, and traditions on their impact on policing. It shall not
refer only to the assignment in a particular island grouping, i.e. Luzon,
Visayas or Mindanao, nor shall it be used to discriminate a particular
area, region, province, city, and/or municipality;
I. Exhaustion of Administrative Remedy — shall refer to the strict

observance of the hierarchy of quasi-judicial bodies in the disposition of
grievance and administrative case/s of personnel;
m. Exigency of the Service — refers to the exigent situations that require

appropriate actions by the authority in the interest of public service or
when public safety and security requires;
n. Field Duty- designation to positions performing and/or supervising

operational police functions i.e. law enforcement, crime prevention and
security operations, intelligence, investigation, training, and police
community relations. It includes assignment to police precincts/stations,
CPOs/PPOs, operating divisions of the NOSUs. Assignment to training
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units, such as PNP Training Service, Philippine National Police
Academy (PNPA), Philippine National Training Institute (PNTI),
Philippine Public Safety College (PPSC), etc. shall be considered field
duty assignment;
o. Fitness — shall mean the capacity and ability of the second level
uniformed personnel to cope with the demands of the PNP service. It
shall include the physical, mental, psychological, moral, and spiritual
aptitude to work for the betterment of the organization. It shall also
include the character and service reputation of said personnel;
P. Floating Status — shall refer to the status of personnel who are not
occupying positions commensurate to their rank or not designated to any
position during the promotion period such as but not limited to those who
were preventively suspended for grounds referred in this MC;
q. Geographical Assignment- shall mean the assignment of a PCO and

Police Non-Commissioned Officer (PNCO) to the three major island
groups in the country, namely, Luzon, Visayas and Mindanao to
experience the different terrain, cultures, environment, and situations
peculiar in the area that will help to grow professionally;
r. Line Service — refers to the offices/units performing regular law

enforcement/police administrative/operational/investigative functions,
i.e. NHQ PNP Offices, NSUs (except the technical services), PROs,
NCR Districts, City/Provincial Police Offices, City/Municipal Police
Stations, Numbered Police Stations (NCRPO) and Police
Precincts/Community Police Action Centers (COMPACs), including
DEG and similar Task Forces;
s. Merit — shall refer to the demonstrated exemplary performance, skills,

leadership, track record, competence, and core values of personnel in
the performance of duties;
t. Notice of Promotion — shall refer to the notification to offices/units

issued by DPRM relative to the commencement of a promotion program.
It shall identify the following: calendar of activities, promotion quota
distribution, and other related administrative announcement;
u. Organic Personnel- shall refer to the PNP Uniformed Personnel

assigned to offices/units designated and/or occupying positions under
the Approved Staffing Pattern and Table of Organization Positions;
v. Pending Criminal Case — shall refer to the nature of action instituted

against PNP personnel for an act or omission punishable by law. An
applicant with pending criminal case is ineligible for promotion. However,
if the case remains unresolved after two years, the uniformed personnel
shall be considered for promotion (RA No. 9708);
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w. Preventive Suspension — shall refer to the temporary removal of
personnel who was charged criminally or administratively and is usually
imposed while an investigation is ongoing. It is not a disciplinary
measure and should not be confused with a suspension imposed as a
penalty;
x. Promotion — is an advancement of personnel from one position to a

higher position with an increase in duties and responsibilities as well as
increase in salary and benefits as authorized by law. Promotion is not a
right; it is a privilege;
y. Promotion Board — shall refer to a body at the NHQ, PROs, NSUs, and
IAS composed of Senior Officers which is vested with power and
authority to review, deliberate, and recommend to the appointing
authority the promotion of qualified applicants through a resolution. The
NHQ Board will recommend the promotion of all PCOs and PNCOs
assigned at the D-Staff and P-Staff;
z. Promotion Committee — shall refer to a body at the PROs, NSUs, and

IAS to initially review and recommend to the NHQ Promotion Board the
promotion of all qualified PCOs assigned at the PROs, NSUs, and IAS;
aa. Promotion Period/Cycle— shall refer to the period covered from the
start or opening of the promotion program until the culmination and oath
taking of successful candidates for promotion;
bb. Promotion Program — shall refer to the cycle of promotion which shall
commence on the first month of every promotion cycle up to the 30 days
period for CSC attestation from the issuance of promotion orders;
cc. Promotion Secretariat — shall refer to the group of designated PNP

personnel to provide secretariat support to the different Promotion
Committees and Promotion Boards which shall be headed by the C,
Promotion Section of the NHQ, PROs, NSUs, and IAS;
dd. Promotional Vacancy — shall refer to the difference between the

authorized and actual number of uniformed personnel in their respective
ranks plus the anticipated attrition (retirement/resignation/separation for
cause) for the period;
ee. Publication of Vacancies — the announcement of the vacancies in

coordination with the CSC as required under RA No. 7041 (Publication
Law);
ff. Qualification Standards — shall refer to the existing and prescribed

minimum and mandatory qualifications for promotion as approved by the
PNP and confirmed by NAPOLCOM and CSC;
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gg. Second Level Police Personnel — are active PNP uniformed personnel
with the rank of Police Officer 1 (P01) to Police Superintendent
(PSUPT);
hh. Selection — shall refer to the process by which second level uniformed
personnel are screened, assessed, evaluated, and qualified to occupy a
position based on a set of predetermined criteria;
ii. Seniority Lineal List (SLL) — shall refer to the PNP-generated

promotion records of personnel based on DPRM PAIS data. It indicates
the relative seniority by rank of all uniformed personnel based on dates
of promotions/appointments and other established parameters;
jj. Succession Plan — shall refer to the offices/units strategic rotation plan
involving the placement of qualified, competent, and highly capable
personnel to handle a specific position anytime upon existence of
vacancy;
kk. Table of Organization (T.0.) Positions — shall refer to the identified

positions in every office/unit of the PNP approved by the Chief, PNP and
confirmed by the NAPOLCOM;
II. Technical Services - refer to the Legal Service, Crime Laboratory,

Communications and Electronics Service, Health Service, Engineering
Service, Information Technology Management Service, and Chaplain
Service;
mm. Time-in-Grade (TIG)- refers to the minimum period required

before a PNCO and PCO becomes eligible to be promoted to the next
higher rank; and
nn. Time-in-Position (TIP) — shall refer to the length of service or tenure

rendered by the second level uniformed personnel in a particular position
identified in the Table of Organization (T.0.) of the PNP.
6. GUIDELINES:
a. Procedures:
(See Annex "1" Promotion Flowchart and Annex "1A" Checklist for
Promotion)
1) Phase 1- Preparation
a) Administrative Officers shall determine and generate the list of

qualified PNP personnel based on the set qualification standards
and established Seniority Lineal List (SLL) prepared by the unit in
coordination with RMD, DPRM;
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b) The consideration in the distribution of promotion quota shall be
determined by the following factors:
1. Actual number of personnel on the said ranks;
2. Authorized number of personnel per unit;
3. The number of qualified candidates; and
4. Other prevailing rules, policies, and guidelines.
c) The following documentary requirements shall be prepared by

DPRM for the approval of the CPNP:
1. Authority to fill-up vacancies for approval of the CPNP and
NAPOLCOM;
2. Request for Promotion Funds;
3. Publication of promotional vacancies to CSC; and
4. Distribution of Promotion Quota per Unit.
d) Once approved, the different Promotion Board and Committees

shall be activated. Recruitment and Selection Division (RSD),
DPRM shall issue the Notice of Promotion containing the
following:
1. Guidelines on Promotion;
2. Activation of PROs/NSUs Promotion Board and Committee;
3. Calendar of Activities;
4. Promotion Quota Distribution; and
5. Other related administrative announcements.
2) Phase 2- Pre- Screening
a) The designated Secretariat at the NHQ, PROs, NSUs and IAS

shall be in charge of the preparation, acceptance, screening,
assessment and evaluation of all promotion applications. It shall
exercise due-diligence in the verification, evaluation and
assessment on the integrity of candidates for promotion based on
the mandatory qualifications as well as the collateral
requirements submitted:
1. Minimum Mandatory Qualification Requirements
1.1. TIG/Experience;
1.2. Education;
1.3. Mandatory Training;
1.4. Eligibility;
2. Collateral Requirements
2.1. Work Behavior and Performance Appraisal (WBPA);

2.2. Drug Test;
2.3. Rank Seniority;
2.4. Awards on Present Rank;
2.5. Diversity of Assignment;
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2.6. Service Reputation;
2.7. Interview: and
2.8. IPER.
b) The Board/Committee may require other requirements which it

deems necessary to break the deadlock and support its
evaluation and deliberation of the qualified candidates to be
promoted to the next rank such as Time in Position, Seniority
Lineal Lists, Competency Training, Graduate Studies and
acquired Eligibilities:
c) The Promotion Secretariat at the NHQ, PROs, NSUs, and IAS

shall compile and conduct initial screening based on the following
documentary requirements (Folder A — for PNP copy and Folder
B — for CSC attestation):
1. PNP Requirements for Promotion (Folder A):

1.1. Updated PNP PAIS generated PDS;
1.2. Affidavit of Undertaking;
1.3. Original copy of NBI; and
1.4. Original Certification from the Court and Quasi-Judicial
Body (For those with pending criminal/administrative
case/s only).
2. CSC Requirements for Attestation (Folder B):
2.1. CSC PDS Form 212 (Revised 2017);
2.2. Authenticated Proof of Eligibility;
2.3. Authenticated Proof of Mandatory Training from PPSC
(Certificate of Completion, Declaration of Graduates
and Final Order of Merit);
2.4. CSC Attested Appointment on Present Rank; and
2.5. Other requirements set by CSC.
d) The affidavit of undertaking for promotion shall be signed by the

candidate/s and duly notarized. The PAIS generated PDS must
be signed by the Admin Officer/ Chief, ARMD of the issuing
office/unit. Any violations thereof shall constitute a ground for the
automatic nullification of promotion and filing of corresponding
administrative and criminal case/s; and
e) Once the generated list of qualified candidates at the NHQ,

PROs, NSUs, and lAS is properly assessed by the concerned
promotion Secretariats, the initial worksheets and resolutions and
other pertinent documents for presentation and subsequent
deliberation of the concerned Promotion Board and Committee
shall be prepared.
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3) Phase 3- PNCO Promotion Board and PCO Promotion
Committee Deliberation
a) The Secretariat shall inform the Board/Committee on the existing

polices, regulations, result of the pre-screening, and other
pertinent matters that the Board/Committee needs to know prior
to the conduct of the formal deliberation;
b) After the initial screening, the Board/Committee shall convene for

the conduct of interview and deliberation of qualified applicants;
c) The Board/Committee shall advise all qualified candidates who

passed the interview to undergo WBPA and Drug Test;
d) The Secretariat shall convene the Promotion Board/Committee

for the final examination and review of the results of WBPA and
Drug Test and signing of Promotion Worksheet and Resolution;
e) The PNCO Promotion Board shall endorse the worksheet and

resolution to the Appointing Authority for approval and
subsequent issuance of promotion orders; and
f) The PCO Promotion Committee shall forward the signed

Resolutions and Worksheets through DPRM for deliberation of
the concerned Promotion Committee.
4) Phase 4- Final Deliberation of the PCO Promotion Board
a) All reports shall be submitted to the NHQ Promotion Board

through the DPRM (Attn: C, RSD) containing the following:
1. Master List of Candidates for Promotion classified into Clean

List by rank and Personnel with Pending Case/s falling under
the provisions of RA No. 9708 by rank.
2. Promotion Worksheets and Resolutions duly approved by RD,

PROs, D, NSUs and IG, IAS, separating the "clean list" and
personnel with pending case ranked from highest to lowest
based on the evaluation rating;
3. The minutes of the promotion deliberations duly approved by

the Chairman or the Vice-Chairman of the Promotion
Committee and attested by the Head Secretariat; and
4. Resolution of disqualification duly approved and attested by

the concerned Promotion Committees and secretariats.
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5) Phase 5- Appointment and Attestation
a) The Secretariats shall prepare the final recommendation for

promotion to the Appointing Authority through TDPRM for the
C,PNP; C, RPHRDD for RD, PROs; and C, ARMD for D, NSUs;
b) The Appointing Authority shall approve or disapprove the

recommendation for promotion submitted by the different
Promotion Boards;
c) Pursuant to Sec 26 of RA No. 6975, the CPNP may delegate his

powers as appointing authority for the different ranks in the PNP:
1. TDCA shall be the appointing authority for the rank of PSUPT

and PCINSP;
2. TCDS shall be the appointing authority for the rank of PSINSP

and PINSP;
3. TDPRM shall be the appointing authority for the PNCOs

assigned at NHQ PNP;
4. The Regional Director shall be the appointing authority for the

PNCOs assigned at the PROs; and
5. The NSU Director shall be the appointing authority for the

PNCOs assigned at the NSUs.
d) If the Appointing Authority disapproves the recommendation,

he/she should cite clearly and convincingly the errors, mistakes,
and the grounds relied;
e) DPRM, RPHRDD, ARMD and Admin Officer of IAS shall issue

and publish the appointment orders. They shall also forward the
Attestation Folders to the appropriate CSC Field Offices;
f) The Admin Officers and C, ARMD shall ensure that the

promotional folder for appointment and attestation will be
forwarded to the Civil Service Commission within 30 days from
the signing of the promotion orders by the appointing authority;
and
g) DPRM, RPHRDD, ARMD shall initiate the conduct of the Mass

Oath Taking and Donning of ranks. Newly promoted PINSP from
SPO4 shall wear their new GOA type "A" uniform during the
donning of ranks.
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b. General Guidelines:
1. It shall be the policy of the PNP to promote professionalism within its

ranks through the implementation of a promotion program that is
based on merit and fitness;
2. The PNP shall provide equal opportunity to all personnel to be

considered for promotion;
3. NAPOLCOM Resolution No. 2013-501 dated October 23, 2013 as

confirmed by the CSC Resolution No. 1401222 dated August 18,
2014, NAPOLCOM Resolution No. 2016-069 dated January 28,
2016 as confirmed by CSC Resolution No. 160532 dated May 26,
2016 and other amendments thereof, if any, shall be the qualification
standard to be used in the assessment and evaluation of qualified
candidates at the time of processing of promotion;
4. All promotional appointments shall be permanent in nature, subject

to the provisions of RA No. 9708. There shall strictly be no
promotional appointment in temporary status;
5. There shall be two promotion cycles to be conducted every year,

except for promotion to the rank of PSUPT;
6. In the absence of a permanently designated appointing authority in

the PROs and NSUs, the OIC may seek authority from the DPRM
for the authority to appoint. The CPNP may designate either TDPRM
or the Officer-in-Charge (01C) to appoint successful candidates
during the particular promotion program through special orders
issued by DPRM under Sec. 32 Chapter 6 Book IV of the 1987
Administrative Code (Executive Order No. 292);
7. The primary source of data pertaining to the Qualification Standards

(QS) for promotion and other collateral requirements (PET, PER,
Awards, Designation/Status) shall be the Personnel Accounting and
Information System (PAIS) at RMD, DPRM or PRO/NSU PAIS
Records;
8. All PNP offices/units shall continuously formulate their own

SUCCESSION PLANS and NEXT-IN-LINE PROJECTION to
identify qualified and competent personnel as possible replacement
to be designated to positions upon the existence of vacancy. The
different Placement and Promotion Boards shall be regularly
furnished with updated Succession Plans to be used as basis in their
assessment and evaluation. Newly designated Directors/Chiefs of
Offices are discouraged from bringing along with them officers in
order not to disrupt the succession plan;
9. The DPRM shall establish an Assessment Center for 2nd Level

Uniformed Personnel to provide assistance to the different
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placement and promotion boards in the identification and publication
of vacancies as well as in the assessment and evaluation of
candidates. There shall be an established database at the NHQ,
PROs, NSUs, and IAS to regularly monitor the promotion vacancies
and lists of qualified candidates per promotion cycle;
10. The Seniority Lineal List (SLL) provided by the RMD, DPRM will be
the basis of seniority and shall be one of the parameters in the
selection process after determining the competencies and eligibility
of the candidates;
11. Those personnel assigned at PHAU/RPHAU/Admin Holding Units

are considered personnel not occupying positions except those who
are organic/primary personnel of the said units and personnel
allowed by the existing policy to be promoted;
12. Candidates for promotion must satisfy all the minimum mandatory
qualification standards upon submission of his/her application folder
for promotion;
13. Candidates for promotion shall not be required to submit voluminous

documents issued/prepared by the PNP. Only documents not
prepared by the PNP which cannot be found in the records of the
PNP shall be required from the candidates;
14. Strictly, uniformed personnel on detail to other offices/units cannot

apply for promotion on offices/units where they are only detailed;
15. Promotion vacancy under the PNP approved unit staffing pattern
shall only be utilized for promotion to the intended offices/units;
16. The Personnel/Admin Officer of all PNP Offices/Units shall

periodically update the PAIS database of their personnel, likewise it
is their primary responsibility to secure documents, data, and
information needed in evaluating the candidates;
17. In case a PNP personnel who has a pending application for special
promotion applied for regular promotion and is promoted, his
pending application for special promotion once approved shall be
deemed converted to its appropriate award;
18. Any introduction of spurious document, fraudulent entry, falsification,

misrepresentation or act of omission in the processing of promotion
is sufficient ground for outright disqualification of the candidate
without prejudice to the filing of criminal and administrative cases
against him/her. The Promotion Board shall recommend the conduct
of investigation;
19. Any violation by the candidates of the affidavit of undertaking

discovered after the issuance of the promotion orders shall be a
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ground for the automatic recall and cancellation of promotion order
and CSC Attested Appointment. A corresponding criminal and
administrative action shall also be instituted against any PNP
personnel found violating this policy;
20. Where the grounds for disqualifications mentioned hereof, are

discovered at any stage of the promotion period, the Board shall
automatically withdraw the endorsement for issuance of promotion
order and CSC Attested Appointment of personnel;
21. The institution of any administrative complaint or the pendency of an

administrative case in any tribunal or quasi-judicial body against a
uniformed personnel shall not be a bar for promotion pursuant to the
provisions of the IRR for RA No. 9708 duly approved by the
NAPOLCOM en banc on September 20, 2010;
22. The Affidavit of Undertaking for Promotion (Revised DPRM Form

RSD-03-A) shall be used in every promotion program (attached).
Any alteration, modification or amendments in the content of the
affidavit is not allowed. Any personnel who violates thereof shall be
disqualified. It is mandatory for candidates with pending
criminal/administrative case/s to attach the certification on the status
of their case/s;
23. The counting of Experience/Time-In-Grade for every cycle of

promotion program shall be reckoned from the date of signing of the
appointment by the appointing authority on the CSC attested
appointment whether such appointment is "permanent" or
"temporary" until the date the applicant filed his/her application for
promotion;
24. The submission of Certificate of Due Diligence (DPRM Form RSD-

03-C) duly approved by the Chairman, Promotion Board/Committee
is mandatory for all promotion committees/boards;
25. Candidates for promotion who have pending criminal case(s) shall
mandatorily secure and submit to the promotion board/committee a
certification as to the status and nature of the case from the Clerk of
Court to determine the two-year period of filing as provided under the
IRR of RA No. 9708. Absence of which is a ground for
disqualification;
26. Newly promoted PNP uniformed personnel shall not be eligible for
transfer to other offices/unit within six months from the date of the
effectivity of such promotion;
27. Personnel who are due for promotion shall not be eligible for transfer
to other office/unit upon the start of the promotion program;
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28. All PNP Units/Offices shall not utilize the position of technical officers
for placement as T.O. position for promotion to Police
Superintendent (PSUPT) of their organic personnel such as
Positions for Legal Officers, IT Officers;
29. For ITMS personnel, the Electronic Data Processing (EDP)

Specialist Eligibility per NAPOLCOM Resolution No. 2012-158 dated
May 2, 2012 may be used as ITMS eligibility;
30. Those technical service PCOs who were originally commissioned

and/or appointed in the technical service unit but presently assigned,
designated and/or occupying positions exclusively for the line
officers shall only be allowed to apply for promotion, in the technical
service unit where they were originally commissioned and/or
appointed;
31. The following guidelines shall govern the promotion to the rank of
Police Superintendent (PSUPT):
a) The processing of the PSUPT promotion program shall be

continuous to fill-up the required vacancies in the PSUPT rank.
The promotion to the said rank shall be by virtue of position on
top of other basic collateral qualification standards to ensure
the equitable distribution of said rank among the field units.
b) The promotion board/committee shall only process the

application for promotion to PSUPT of those who have satisfied
all the minimum Qualification Standards and are occupying Table
of Organization (T.0.) PSUPT positions in their respective unit;
c) Promotion to PSUPT shall be in accordance with the prescribed

positioning of PSUPTs and shall be by virtue of vacancy in
position. Only those PCINSPs who satisfy all the Qualification
Standards and are occupying PSUPT positions which are
considered "Entry Level Designations" shall be qualified for
promotion.
d) All units shall exhaust all available PSUPTs in their respective

units to fill up all the prescribed PSUPT positions, the remaining
unfilled PSUPT position shall be the number of promotion quota
for the unit. However, units with PSUPTs who are on floating
status or occupying positions below the Table of Organization
(T.O.) shall not be given quota for promotion. All Chief of Offices
shall only recommend a number that corresponds to the actual
vacancy;
e) The Promotion Quota for the rank of PSUPT shall only be based
on the number of prevailing vacancies of the recommending
office/unit at the time of Board Deliberation;
Page 14 of 23
f) The effective date of appointment for PSUPT is dependent on the
date of approval of the resolution for promotion by the CPNP;
g) All experience required/Time-In-Position for promotion in terms of

number of years assigned in the authorized T.O. position for
PSUPT should be counted cumulatively.
32. SPO4 promotable to the rank of PINSP must have experience in a

supervisory position in his present rank for a period of at least one
year cumulatively, such as ESPO, Chief Clerk, or Team Leader
among others (i.e. for administrative, operational and investigation
functions such as Detachment, Outpost/PCP, Traffic Section etc.);
33. In availing of the PNP grievance machinery, all PNP uniformed

personnel shall strictly observe the principles of EXHAUSTION OF
ADMINISTRATIVE REMEDIES, requiring strict observance of the
hierarchy of quasi-judicial bodies. They are encouraged to seek
administrative recourse and exhaust all administrative remedies
through appeal:
34. All PNP uniformed personnel shall seek self-improvement through

career development. The provisions of RA No. 6713, otherwise
known as "Ethical Standards for Public Officials and Employees," Art
III, Section 2, Para 2.7, Section 3 and 7 of the PNP Code of
Professional Conduct and Ethical Standards and Section 9 of
NAPOLCOM MC No. 93-013 must be strictly observed;
35. Transparency shall be strictly observed in the entire promotion

process; and
36. As part of the long cherished traditions of the PNP, an oath-taking

and donning of ranks shall be held in honor of the newly promoted
PNP uniformed personnel to be witnessed by their relatives and
loved ones.
37. The following constitute the grounds for DISQUALIFICATIONS for

promotion:
a) Those PNP member who has less than one year of service before
reaching the compulsory retirement age as provided in Sec. 25
of RA No. 8551;
b) Those who have pending criminal cases (with Information) filed

in Court/Sandiganbayan for less than two years counting from the
date it was filed in regular court including those charged in
Court/Sandiganbayan with "crime/s involving violation of human
rights punishable by reclusion perpetua or life imprisonment and
the court has determined that the evidence of guilt is strong,"
subject to the provisions of RA No. 9708;
Page 15 of 23
c) Those who are serving any administrative penalties, during the
promotion period/cycle and as provided in 2017 RRACCS and
NAPOLCOM Memorandum Circular 2016-002;
d) Those PCOs and PNCOs who are not occupying any position to
their ranks or on floating status or those whose designation was
terminated during the promotion period;
e) Those who have filed their optional retirement and TPPD, the
effectivity date of which will fall under the one-year prohibition
period. Should such have been uncovered after the personnel
was already promoted, the promotion order and the KSS
attestation shall be recalled. The salary paid to the personnel
corresponding to the rank adjusted shall be deducted from
his/her retirement benefits;
f) Those who were penalized with the penalty of demotion pursuant

to Rule 10, Sec. 52 (b) of the CSC Revised Rules on
Administrative Cases;
g) Except for PNCOs, those who are on secondment or on detail

outside the DILG and those who reported back to actual duty from
secondment or detail outside the D1LG during the promotion
period, provided they have been designated thereafter to an
administrative duty for at least six months in accordance with
NAPOLCOM Resolution No. 2016-254 dated April 6, 2016;
h) Those who were detained or incarcerated by virtue of the order

of the court, regardless of whether or not the resolution would
result in exoneration and the dismissal of the case is held in favor
of the personnel. The cumulative period of detention shall be
deducted from the computation of his/her TIG;
i) Those who have ratings lower than Very Satisfactory (VS) in any
of the past two rating periods from the cut-off date, or those who
have no IPER as required in DPRM Memorandum dated
February 9, 2012 with subject: "Non-Submission of IPER" in
reference to PNPM-DPL-DS dated May 3, 2004 re-PCO
PER/PNCO PER Systems Manual;
j) Those who failed to undergo Drug Test and subsequently failed

to comply within ten days after endorsement to the Crime
Laboratory without valid reason;
k) Those who failed to take or failed to pass any of the past two
consecutive Physical Fitness Tests (PFTs) without valid and
acceptable reason as validated and recommended by the PNP
Health Service;
Page 16 of 23
I) Those who were restored to full duty status after serving more
than 30 days suspension, unless they are designated to an
administrative or operational duty for at least six months upon
effectivity of the restoration order;
m) Those who were reinstated from DFR, unless they are

designated to an administrative or operational duty for at least
three years upon effectivity of the order of reinstatement; and
n) Recalled technical PCOs shall only be allowed to apply for

promotion after gaining at least six months residency in the
Technical Service Unit and have undergone the required
occupational/specialized eligibility/training for the intended
position in the said office/unit subject to the internal policy on
promotion in the office/unit and approval by the respective
Director.
38. The Promotion Boards and Committees shall be guided by the

attached set parameters and criteria for evaluation, deliberation and
interview of qualified applicants for promotion. (see Annexes "2, 2A
and 2B" and Annexes "3,3A,3B and 3C");
39. The following shall be the basis in the computation of

experience/time-in-grade requirements of candidates:
a) The computation of TIG/Experience shall be reckoned from the

date of signing by the Appointing Authority on the CSC Attested
Appointment, whether such appointment is permanent or
temporary until the date the applicant filed his/her application for
promotion;
b) The cumulative period of suspension, absence without official

leave (AWOL), and/or dropped from rolls (DFR) incurred by a
candidate in his/her present rank shall be deducted from his/her
TIG;
c) The cumulative period of AWOL and DFR shall likewise be

deducted in the computation of TIG, except if the candidate was
exonerated of the charge/s or was not meted with any
administrative penalty (i.e. suspension, forfeiture of pay, among
others) expressly provided in the order, as a consequence of the
AWOL or after being dropped from the rolls or any other grounds;
and
d) The TIG of a candidate who was demoted or reverted to previous

rank shall be reckoned after a year from the date of his/her
permanent appointment in the order of such demotion or
reversion.
Page 17 of 23
40. A NHQ Promotion Board, NHQ PNCO Promotion Board,
PROs/NSUs PNCO Promotion Board, PROs/NSUs Promotion
Committees shall be created in every office/unit (see Annex "4"-
Composition of Promotion Board and Committees):
a) Functions of the Promotion Board
1) The Chairman of every Promotion Board shall attend the

general/meeting conference prior to commencement of every
Promotion Program to have a uniform/standardized criteria of
selection/promotion;
2) The NHQ Promotion Boards shall review and deliberate the

resolutions and worksheets submitted by the PRO/NSU
Promotion Committees;
3) Re-evaluate the qualifications of the candidates. When

deemed necessary, the board may conduct verifications or
direct subordinate units to conduct discreet investigation of
candidates;
4) Approve and sign the Final Promotion Resolution and

Worksheet prepared by the secretariat;
5) After review, screening and deliberation, the NHQ Promotion

Board shall thereafter recommend to the CPNP the approval
of the Resolution and issuance of orders to the recommended
candidates for promotion;
6) The PROs/NSUs PNCO Promotion Board shall approve and

sign the promotion resolution and worksheet and submit their
recommendation to their respective appointing authority for
approval (RDs, PROs, Dir, NSUs and AIG, IAS).
7) The PROs/NSUs PNCO Promotion Board Alpha shall be

responsible in screening, deliberation and recommendation of
qualified PNCOs for the rank of P02 to SPO1 for promotion;
and
8) The PROs/NSUs PNCO Promotion Board Bravo shall be

responsible in screening, deliberation and recommendation of
qualified PNCOs for the rank of SPO2 to SPO4 for promotion.
b) Functions of the Promotion Committees
1) Conduct review and evaluation of all PCO candidates for

promotion in their respective offices/units presented by the
secretariat;
Page 18 of 23
2) Approve and sign the Promotion Resolution and Worksheet;
and
3) Endorse their recommendation together with the complete

documentary records of the candidates to the NHQ Promotion
Board (Attn: TDPRM) for confirmation and approval of the
appropriate appointing authority.
c) Functions of the Promotion Secretariats
1) Accept, review, scrutinize, screen all submitted folders and

evaluate the qualifications of candidates based on
established CSC/NAPOLCOM/PNP guidelines and
issuances; and
2) Prepare worksheet and resolutions which shall be presented

to the Promotion Committee/Board for their approval and
signature.
41 Complaints and Appeal:
a. An appeal may be filed by an applicant at any stage of the

promotion and must be immediately resolved by the concerned
Promotion Board;
b. The concerned Promotion Board shall entertain complaints and

appeals at any stage of the promotion process;
c. The complaints and appeals shall be submitted in writing and

under oath. The Board shall resolve such complaints and
appeals within 15 days from the receipt thereof; and
d. If the appeal is denied, concerned PNP personnel is encouraged

to file a petition for grievance in accordance with the provision of
PNP Memorandum Circular No. 2008-016 or RRACCS.
7. TASKS:
The following are the tasks of offices/units in the implementation of this MC:
1) TDPRM
a) Designated Chairman, Superintendent Promotion Board;

b) Issue orders reconstituting the NHQ Promotion Boards and
Secretariats;
c) Act as the overall OPR of the Promotion Programs;
d) Issue appropriate awards to Promotion Boards and Secretariat
members after the successful completion of every promotion
program;
Page 19 of 23
e) Publication of Orders; and
f) Perform other tasks as directed.
2) TDI
a) Conduct record check on the authenticity of all required

documents for promotion; and
b) Perform other tasks as directed.
3) TDO
a) Designated Chairman, PINSP Promotion Board; and

4) TDL
a) Designated Chairman, PCINSP Promotion Board; and

5) TDPCR
a) Designated Vice Chairman, PSUPT Promotion Board; and

6) TDC
a) Designated Vice Chairman, PINSP Promotion Board;

b) Provide fund support relative to the conduct of Promotion
Programs; and
c) Perform other tasks as directed.
7) TDHRDD
a) Designated Vice Chairman, PCINSP Promotion Board;

b) Validate the education and training records of applicants;
c) Provide latest PFT records of applicants; and
d) Perform other tasks as directed.
8) TDPL
a) Designated Chairman, NHQ PNCO Promotion Board; and

9) TDIDM
a) Designated Chairman, PSINSP Promotion Board; and

Page 20 of 23
10)TDRD
a) Designated Vice Chairman, PSINSP Promotion Board; and

11)DDPRM
a) Designated Vice Chairman, NHQ PNCO Promotion Board;

b) Designated as Chairman, Attrition Promotion Board; and
c) Perform other tasks as directed.
12)D, FS
a) Implement the payment of the requested budget; and

13)RD, PROs, and D, NSUs
a) Issue orders creating/organizing the PCO and PNCO Promotion

Board/Committee;
b) Screen and evaluate qualified applicants in line with existing
promotional policies, standards, and guidelines through the
Promotion Boards;
c) Prepare promotional appointments (CSC Form 33) to qualified
PNCO applicants for submission to CSC;
d) Submit to concerned NHQ PCO Promotion Boards the results
of deliberation and assessment of PCOs recommended for
promotion;
e) Issue Special Orders announcing the promotion of PNCOs after
the endorsement of their appointments (KSS Form 33) to the
CSC; and
14)C, RPHRDDs/C, ARMDs and C, Attestation Section DPRM
a) Shall be responsible in the submission of CSC requirements for

attestation of appointments of qualified applicants;
b) For PCOs and PNCOs at the NHQ, the requirements for
attestation shall be submitted by the C, Attestation Section
DPRM to CSC Crame Field Office;
c) The Chairman of Promotion Board shall sign the Personnel
Selection Board portion of the CSC Attested Appointment Form
33;
d) The Chief, RPHRDDs/Chief, ARMDs/Administrative Officers shall
see to it that all appointment papers (CSC Form No. 33) of their
personnel are submitted to the CSC on time;
e) The promotion orders (General/Special Orders) shall be
published only after the appointment papers of the promotees are
received and officially acknowledged by the CSC; and
Page 21 of 23
15)CESPO/RESPOs
a) Designated as member NHQ/PROs/NSUs PNCO Promotion

Boards; and
8. CRIMINAL AND ADMINISTRATIVE LIABILITY IN CASE OF BREACH:
a. Any personnel who, through act or omission, commit any violation of this
MC shall be subjected to disciplinary action pursuant to NAPOLCOM MC
No. 2016-002 (Revised Rules of Procedures before the Administrative
Disciplinary Authorities and the Internal Affairs Service of the PNP);
b. In the nature of proceedings, the provisions of Civil Service Law on

Administrative Cases in the Civil Service (RRACCS) as well as the
Rules of Court shall be supplementary applicable in the disposition of
cases for violations of this MC; and
c. A candidate, who misrepresents, perjures, falsifies, tampers, and

distorts entries/information in his/her Affidavit of Undertaking (DPRM
Form RSD-03-A Revised 2014) as well as other documents submitted
and attached to the application shall be held liable for PERJURY and
DISHONESTY.
9. REPEALING CLAUSE:
All PNP issuances which are contrary to or inconsistent with this MC

are hereby repealed or amended accordingly.
10. EFFECTIVITY:
This PNP MC shall take effect 15 days from filing a copy thereof at the
University of the Philippines Law Center in consonance with Sections 3 and
4 of Chapter 2, Book VII of Executive Order No. 292, otherwise known as
the "Revised Administrative Code of 1987," as amended.
SCAR D ALBAYALDE
Police Director General
Chief, PNP
Annexes: CPNP Ltrs'18 S075402

Annex 1"
Annex "1A"
Annex '2
-Promotion Flowchart
-Requirements for Promotion
-Parameters Rating PCOs(PINSP-PSUPT)
iii
S075402
Annex "2A" -Parameters Rating PNCOs (SPO4-SPO1)
Annex "2B" -Parameters Rating PNCOs(P01-P03)
Annex "3" -Parameters Rating Diversity of Assignment
Annex "3A" -Parameters in Rating the Service Reputation
Annex "3B" -Interview and Evaluation Form (PINSP-PSUPT)
Page 22 of 23
Annex "3C" -Interview and Evaluation Form (SPO2-SPO4)
Annex "3D" -Interview and Evaluation Form (P02-SPO1)
Annex "4" -Composition of the Promotion Boards and Committees
Annex "4A" -Worksheet and Resolution Format
Annex "4B" -Certificate of Due Diligence
Annex "4C" -Affidavit of Undertaking
Annex "5" -Quick Look Administrative and Criminal Offenses and Status
Annex "5A" -Timetable for Promotion
Distribution:
D-Staff RDs, PROs
P-Staff Ds, NSUs
IG, IAS DDs, NCRPO
Copy Furnished:
Command Group
Page 23 of 23
Annex "1"- Promotion Flowchart
PROMOTION SECTION
PERSONNEL PROMOTION BOARD/ APPOINTING AUTHORITY CSC FIELD OFFICES
RSD,DPRM
CONCERNED COMMITTEE (CRAME BASED AND REGIONAL OFFICES)
/RPHRDD/ARMD
Prepares and
Approves the PNPMC for
disseminates 0
promotion
PNPMC and other
policy guidelines for
promotion
Accepts, consolidates and

Submit evaluates promotion folders Approves the resolution
Promotion for interview
Folders
"A" and "B"
Signature of CSC Appointment
PSUPT TDCA PSINSP TCDS PNCO - TDPRM
PCINSP PINSP PROs - RD
NSUs - Director
NHQ,
PRO PCOs/ CSC Attested
Disqualify due to Prepares NSU PCO & PNCO
Appointment
lacking/ deficiencies Promotion
worksheet,
on 4QS resolution and
-Trainings KSS for the
-Education attestation
-Time in grade CSC Attested 1.•
-Eligibility Appointmen
Prepares endorsement of
promotion order to
Publication Section, RMD for
NHQ and NSUs applicants
including PRO PCOs
ANNEX "1A". REQUIREMENTS FOR PROMOTION
REQUIREMENTS FOR PROMOTION (2ND LEVEL)

FOLDER A
(PNP REQUIREMENT)
A. Updated and Signed PAIS PDS

(Updated and Complete, must be signed by Admin Officer)
B. Notarized Affidavit of Undertaking
(DPRM FORM RSD-03-A (Revised 2017))
C. Copy of NBI Clearance
(Photocopy and Authenticated Photocopy will not be accepted)
D. Original Certification from the Court and Quasi-Judicial Body
(For those with pending criminal/administrative case/s only)
E. Authenticated CSC Attested Appointment on Present Rank
(Permanent and Temporary if applicable)
FOLDER B
(CSC REQUIREMENT for ATTESTATION)
A. Original Duly Accomplished CSC PDS From 212 (Revised 2017)

B. Authenticated Proof of Mandatory Training
c.1) Certificate of Mandatory Training Finished;
c.2) Final Order of Merit; and
c.3) Declaration of Graduates.
C. Authenticated Proof of Eligibility
D. Authenticated CSC Attestation on Present Rank
(Permanent and Temporary if applicable)
E. DBM-CSC Form No. 1
F. CS Form No. 4 (Certificate of Assumption to Duty)
G. CS Form No. 32 (Oath of Office) — to be submitted and signed by the
Appointing Officer/Authority/Head of Office
Note: FOLDERS submitted with incomplete data and no signature on the documents (for PNP
Generated PAIS PDS and CSC PDS) will not be accepted. Please check properly your folders
before submitting to the respective Promotion Secretariat of your Unit/Office.
Annex "2"
PARAMETERS FOR PROMOTION TO THE RANK OF PINSP TO PSUPT
POINT
NO. CRITERIA POINT SYSTEM
ALLOCATION
1 SENIORITY 25 TIG POINT EQUIVALENT
7 years, 1 day and above 25
6 years, 6 months and 1 day to 12 months 23
6 years, 1 day to 6 months 22
2 DIVERSITY OF 25 ASSIGNMENT POINT EQUIVALENT MAXIMUM POINTS
ASSIGNMENT Field Duty(QUAD Staff) 1 pts/ 6mos 10
(All Ranks)
Admin Duty 1 pts/ 6mos 10
Geographical 0.75 pt/6mos 1.5 for Luzon
Assignments (for Luzon and Visayas 1.5 for Visayas
Assignments)
1 pt/ 6 mos 2.0 for Mindanao
(for Mindanao
Assignments)
3 AWARDS AND 10 OPERATIONAL ADMINISTRATIVE MISCELLANEOUS
RECOGNITION AWARDS AWARDS AWARDS
(Present Rank) Medalya ng 10 Medalya ng 5 Medalya ng
Kagitingan Katapatan sa Paglilingkod
Paglilingkod
Medalya ng 8 Medalya ng 4 Medalya ng
Kabayanihan Katangi-tanging Mabuting Asal
Gawa
Katapangan Pambiirang Pagtulong sa
Paglilingkod Nasalanta
Medalya ng 3 Medalya ng 2 Tsapa ng
Kadakilaan Kasanayan Natatangirjg_Yunit
Medalya ng 3 Medalya ng
Kagalingan Ugnayang
Pampulisya
Sugatang Magiting Paglaban sa
Manliligalig
Medalya ng Papuri 1 Medalya ng
Paglilingkod sa
LuzonNis/Min
Mga Tsapa ng 0.5
Kwalipikasyon
Commendations 0.2
4 IPER 5 0S+OS 5 0S+VS 3.5 VS+VS 2
(2 Consecutive
Rating Period)
5 COMPETENCE TO 10
ASSUME POSMONI To be rated by Promotion Board during interview
LEADERSHIP
EXPERIENCE
6 SERVICE 25 To be rated based on records pertaining to administrative/criminal cases,
REPUTATION derogatory information and others
(Present Rank)
Annex "2A"
PARAMETERS FOR PROMOTION TO THE RANK OF SPO2 TO SPO4
NO. CRITERIA POINT

ALLOCATION POINT SYSTEM
7 years and above 25
ASSIGNMENT
Field Duty(QUAD Staff) 1 pts/ 6mos 10
(All Ranks)
Geographical 0.75 pt/6mos 1.5 for Luzon
Assignments (for Luzon and Visayas 1.5 for Visayas
Assignments)
1 pt/ 6 mos 2.0 for Mindanao
(for Mindanao
Assignments)
Paglilingkod
Medalya ng 8 Medalya ng 4 Medalya ng 2
Kabayanihan Katangi-tanging Mabuting Asal
Gawa
Kadakilaan Kasanayan Natatanging Yunit
Medalya ng 3 Medalya ng 1
Kagalingan Ugnayang
Pampulisya
Sugatang Magiting Paglaban sa
Manliligalig
Medalya ng Papuri 1 Medalya ng
Paglilingkod sa
LuzonNis/Min
Mga Tsapa ng 0.5
Kwalipikasypn
Commendations 0.2
(2 Consecutive
Rating Period)
5 COMPETENCE TO
ASSUME POSITION/ 10 To be rated by Promotion Board during interview
LEADERSHIP
EXPERIENCE
6 SERVICE 25 To be rated based on records pertaining to administrative/criminal cases,
REPUTATION derogatory information and others
(Present Rank)
Annex "2B"
PARAMETERS FOR PROMOTION TO THE RANK OF P02 TO SPO1

7
NO. CRITERIA T POINT
ALLOCATION POINT SYSTEM
7 years, six months and 1 day above 30
7 years , 1 day to six months 28
ASSIGNMENT
Field Duty(Quad 1 pts/ 6mos 10
(All Ranks)
Staff)
Paglilingkod
Medalya ng 8 Medalya ng Katangi- 4 Medalya ng
Kabayanihan tanging Gawa Mabuting Asal
Kadakilaan Kasanayan Natatanging Yunit
Kagalingan Ugnayang
Pampulisya
Sugatang Paglaban sa
Magiting Manliligalig
Papuri Paglilingkod sa
LuzonNis/Min
Mga Tsapa ng 0.5
Kwalipikasyon
Commendations 0.2
(2 Consecutive Rating
Period)
5 INTERVIEW 15 To be rated by Promotion Board during interview
6 SERVICE 20
REPUTATION To be rated based on records pertaining to administrative/criminal cases,
derogatory information and others
(Present Rank)
ANNEX "3"
PARAMETERS FOR RATING THE DIVERSITY OF ASSIGNMENT

Diversity of Point Assignment Tenure in Position Point Maximum Points
Assignment Allocation Equivalent
Field Duty 6 months (180 days) 1 10
(All Ranks) 25 (to include QUAD Staff) 151 days to 179 days 0.75 (1pt./6 mos.)
121 days to 150 days 0.65
30 days below 0.10
Admin Duty 6 months (180 days) 1 10
(clerical, staff and 151 days to 179 days 0.75 (1pt./6 mos.)
managerial functions) 121 days to 150 days 0.65
30 days below 0.10
Geographical Assignment 6 months (180 days) 0.75 1.5 for Luzon
(for Luzon and Visayas 151 days to 179 days 0.60 1.5 for Visayas
Assignments) 121 days to 150 days 0.50
91 days to 120 days 0.40 (0.75 pt./6 mos.)
30 days below 0.10
Geographical Assignment 6 monthAi!psiw) 1 2 for Mindanao
(for Mindanao Assignments) 151 days to 179 days 0.75
121 days to 150 days 0.65 (1 pt./6 mos.)
91 days to 120 days 0,55
30 days below 0.10
ANNEX "3B"
INTERVIEW EVALUATION FORM

Name:
(RANK) (LAST) (FIRST) (MIDDLE NAME) (QUALIFIER) (BADGE NUMBER)
HIGHEST EDUCATIONAL ATTAINMENT DATE OF LAST PROMOTION

HIGHEST MANDATORY TRAINING DATE OF CSC ATTESTED PERMANENT APPOINTMENT
PRESENT DESIGNATION & DATE DESIGNATED EXPERIENCE/ TIG (PERM + TEMP)
APPROPRIATE ELIGIBILITY 1 PENDING CASE AT:
CRITERIA DESCRIPTIVE EVALUATION NUMERICAL

NO. -
QUITE VERY LIMITED
RATING
JOB KNOWLEDGE(25 pts) VERY KNOWLEDGEABLE KNOWLEDGEABLE
KNOWLEDGEABLE
LIMITED KNOWLEDGE
KNOWLEDGE (SCORE)
Interviewee's knowledge and internalization of the PNP
MissionNision, flagship programs, critical understanding of the PNPs
capabilities/resources/strengths/weaknesses and threats with (25) (23) (22) (21) (20) (19) (18) (16) (14) (12) (10) (8) (6) (4) (2)
creative suggestions on addressing issues; preferred future vision for
himself/the PNP/country
_ OUTSTANDING VERY GOOD VERY WEAK
GOOD MANAGERIAU WEAK MANAGERIAU
2 MANAGERIAU MANAGERIAU MANAGERIAL!
LEADERSHIP COMPETENCY(25 pts) LEADERSHIP LEADERSHIP
LEADERSHIP LEADERSHIP
LEADERSHIP
COMPETENCIES COMPETENCIES
COMPETENCIES COMPETENCIES COMPETENCIES _
Comprehensive understanding of PNPs organizational structure and
managerial/ leadership concepts/ styles and processes;
demonstrates exemplary achievements/ accomplishment; efficient/ (25) (23) (22) (21) (20) (19) (18) (16) (14) (12) (10) (8) (6) (4) (2)
effective/ sound managerial systems and procedures; exudes
respectable stance and outstanding leadership potentials.
VERY GOOD POOR VERY POOR
OUTSTANDING GOOD COMMUNICATION
COMMUNICATION SKILLS(20 pts) COMMUNICATION SKILS
COMMUNICATION
SKILS
COMMUNICATION COMMUNICATION
SKILS SKILS SKILS
Expresses one's thoughts/ ideas/ feelings proficiently/ clearly with
brevity; uses appropriate words/ vocabulary; organizes and presents
thoughts logically; demonstrates depth and high order critical (20) (19) (18) (17) (16) (15) (14) (13) (12) (10) (9) (8) (6) (4) (2)
thinking process, and exudes/ projects confidence as a speaker
while maintaining a good degree of respect to others.
Page 1 of 2
ANNEX "3B"
VERY CLEAR NOT EVIDENT

4 QUITE CLEAR SOMEWHAT CLEAR HARDLY EVIDENT
ANALYTICAU LOGICAL ANALYT CAL/
ANALYTICAL/ LOGICAL REASONING(1 Opts) REASONING
ANALYTICAL/ ANALYTICAL/ LOGICAL ANALYTICAL!
LOGICIAL
LOGICAL REASONING REASONING LOGICAL REASONING
REASONING
Clarity of logical/ analytical and critical thinking; formulation of
intelligent conclusions/ decisions; comprehension and translation of (10) (9) (8) (7) (6) (5.5) (5) (4.5) (4) (3.5) (3) (2.5) (2) (1.5) (1)
abstract concepts to practical and workable application.
-- VERY GOOD VERY POOR
EXEMPLARY GOOD PERSONALITY/ POOR PERSONALITY!
PERSONALITY/ VALUES(lOpts) PERSONALITY!
VALUES VALUES
PERSONALITY!
VALUES VALUES
Possesses dignified/ respectable stance amidst pressure; mere
physical presence commands respect; typifies a model police officer
and restrained and calculated in emotions and behavior.
Demonstrates sound value judgement anchored on right and wrong; (10) (9) (6) (5.5) (5) (4.5) (4) (3.5) (3) (2.5) (2) (1.5) (1)
(8)
publicly affirms non-negotiable value system; upholds basic
principles of human rights and dignity and promotes and exemplifies
strict adherence to PNP core values.
EVIDENT
VERY EVIDENT QUITE EVIDENT SOMEWHAT EVIDENT LESS EVIDENT
EMOTIONAL MATURITY(10 pts) MATURITY MATURITY MATURITY MATURITY
EMOTIONAL
IMMATURITY
Sensitivity to ones emotions and that of others. High level of
satisfaction over his work and life satisfaction. Fully aware of life's
purpose and obstacles. Positive attitude and good degree of (10) (9) (8) m (6) (5.5) (5) (4.5) (4) (3.5) (3) (2.5) (2) (1.5) (1)
resourcefulness and acceptance of one's physical and psychological
health status.
TOTAL SCORE
NOTE: This FORM should be used for Promotion to the rank of PSINSP TO PSUPT.
This FORM should be stapled to the updated PAIS PDS. Evaluated by:
One Form per Board/Committee Member.
Promotion Board/ Committee Member

(Signature over Printed Name)
Page 2 of 2
ANNEX "3C"

Name:

APPROPRIATE ELIGIBILITY PENDING CASE AT:
r
NO. CRITERIA DESCRIPTIVE EVALUATION NUMERICAL
RATING
VERY QUITE LIMITED VERY LIMITED
JOB KNOWLEDGE(25 pts) KNOWLEDGEABLE
KNOWLEDGEABLE
KNOWLEDGEABLE KNOWLEDGE KNOWLEDGE (SCORE)
MissionNision, flagship programs, critical understanding of
the PNPs capabilities/resources/strengths/weaknesses and (25) (23) (22) (21) (20) (19) (18) (16) (14) (12) (10) (8) (6) (4) (2)
threats with creative suggestions on addressing issues;
preferred future vision for himself/the PNP/country
2 OUTSTANDING VERY GOOD WEAK VERY WEAK
GOOD MANAGERIAL/
MANAGERIAL/ MANAGERIAL/ MANAGERIAL/ MANAGERIAL/
LEADERSHIP COMPETENCY(25 pts) LEADERSHIP LEADERSHIP
LEADERSHIP
LEADERSHIP LEADERSHIP
COMPETENCIES
COMPETENCIES COMPETENCIES COMPETENCIES COMPETENCIES
Satisfactorily understands the PNPs organizational
structure and leadership concepts and process;
demonstrates achievements/ accomplishment; shows (25) (23) (22) (21) (20) (19) (18) (16) (14) (12) (10) (8) (6) (4) (2)
sound and supervisory systems and procedures; displays
respectable stance and competent leadership potentials.
OUTSTANDING VERY GOOD GOOD POOR VERY POOR
COMMUNICATION SKILLS(20 pts) COMMUNICATION COMMUNICATION COMMUNICATION COMMUNICATION COMMUNICATION
SKILS SKILS SKILS SKILS SKILS
Expresses one's thoughts/ ideas/ feelings proficiently/ clearly
with brevity; uses appropriate words/ vocabulary; organizes and
(20) (19) (18) (17) (16) (15) (14) (13) (12) (10) (9) (8) (6) (4) (2)
presents thoughts logically; projects confidence and a potential
speaker.
Page 1 of 2
ANNEX "3C"
VERY CLEAR QUITE CLEAR HARDLY EVIDENT NOT EVIDENT

4 ANALYTICAL/ ANALYTICAL/
SOMEWHAT CLEAR
ANALYTICAL/ ANALYTICAL/
ANALYTICAL/ LOGICAL REASONING(lOpts) ANALYTICAL/
LOGICAL REASONING LOGICAL LOGICAL LOGICAL
LOGICAL REASONING
REASONING REASONING REASONING
Clarity of logical/ analytical and critical thinking; formulation of
intelligent conclusions/ decisions; comprehension and
translation of abstract concepts to practical and workable (10) (9) (8) (7) (6) (5.5) (5) (4.5) (4) (3.5) (3) (2.5) (2) (1.5) (1)
application.
VERY GOOD POOR VERY POOR

EXEMPLARY GOOD PERSONALITY/
PERSONALITY/ VALUES(lOpts) PERSONALITY/ PERSONALITY/ PERSONALITY!
VALUES
VALUES VALUES VALUES
Possesses dignified/ respectable personality amidst pressure;
mere physical presence commands respect; typifies a model
police officer and restrained and calculated in emotions and
behavior. Demonstrates sound value judgement anchored on
(10) (9) (8) (7) (6) (5.5) (5) (4.5) (4) (3.5) (3) (2.5) (2) (1.5) (1)
right and wrong; publicly affirms non-negotiable value system;
upholds basic principles of human rights and dignity and
promotes and exemplifies strict adherence to PNP core values.
6 EVIDENT
VERY EVIDENT QUITE EVIDENT SOMEWHAT EVIDENT LESS EVIDENT
EMOTIONAL MATURITY(10 pts) EMOTIONAL
MATURITY MATURITY MATURITY MATURITY
IMMATURITY
Sensitivity to ones emotions and that of others. Aware of life's
purpose and obstacles. Positive attitude and good degree of (6) (5.5) (5) (4.5) (4) (3.5) (3) (2.5) (2) (1.5) (1)
(10) (9) (8) (7)
resourcefulness and acceptance of one's physical and
psychological health status.
TOTAL SCORE _____
Evaluated by:
NOTE: This FORM should be used for Promotion to the rank of SPO1 to SP04.
This FORM should be stapled to the updated PAIS PDS.

Page 2 of 2
ANNEX "3D"

Name:

APPROPRIATE ELIGIBILITY PENDING CASE AT:
NO. CRITERIA DESCRIPTIVE EVALUATION NUMERICAL

VERY RATING
JOB KNOWLEDGE(30 pts) OUTSTANDING SATISFACTORY POOR VERY POOR
SATISFACTORY (SCORE)
MissionNision, programs, I understanding of the PNPs
capabilities/resources/strengths/weaknesses and (30) (28) (26) (24) (22) (20) (18) (16) (14) (12) (10) (8) (6) (4) (2)
threats with creative suggestions on addressing issues;
preferred future vision for himself/the PNP/country
VERY
2 COMMUNICATION SKILLS(20 pts) OUTSTANDING SATISFACTORY POOR VERY POOR
SATISFACTORY
Expresses one's thoughts/ ideas/ feelings clearly with 1
conciseness; uses appropriate words/ vocabulary; organizes
(20) (19) (18) (17) (16) (15) (14) (13) (12) (10) (9) (8) (6) (4) (2)
and presents thoughts logically; projects confidence and a
potential speaker. _______
VERY
MORAL REASONING (20 pts) OUTSTANDING SATISFACTORY POOR VERY POOR
SATISFACTORY
Clarity of logical/ analytical and critical thinking; applied logic
and moral theories; clearly knows what is right from wrong
and what is ethical and not; knows what to do in a given (20) (19) (18) (17) (16) (15) (14) (13) (12) (10) (9) (8) (6) (4) (2)
particular situation.
Page 1 of 2
ANNEX "3D"
VERY
PERSONALITY! VALUES(20pts) OUTSTANDING SATISFACTORY POOR VERY POOR
SATISFACTORY
Possesses dignified/ respectable personality amidst
pressure; mere physical presence commands respect;
typifies a model police officer and restrained and calculated (20) (19) (18) (17) (16) (15) (14) (13) (12) (10) (9) (8) (6) (4) (2)
in emotions and behavior. Understands individual differences
with res a ect
VERY
EMOTIONAL MATURITY(10 pts) OUTSTANDING SATISFACTORY POOR VERY POOR
SATISFACTORY
Sensitivity to ones emotions and that of others. Aware of life's
purpose and obstacles. Positive attitude and good degree of
(10) (9) (8) (7) (6) (5.5) (5) (4.5) (4) (3.5) (3) (2.5) (2) (1.5) (1)
resourcefulness and acceptance of one's physical and
ssychological health status.
TOTAL SCORE
NOTE: This FORM should be used for Promotion to the rank of P02 to SP01. Evaluated by:
This FORM should be stapled to the updated PAIS PDS.

Page 2 of 2
ANNEX "4": PROMOTION BOARD AND COMMITTEES
COMPOSITION OF THE PROMOTION BOARDS AND COMMITTEES
1. NHQ Promotion Board
There shall be a separate promotion board for PSUPT, PCINSP, PSINSP,

PINSP and PNCOs assigned at the NHQ.
PSUPT PROMOTION BOARD

TDPRM Chairman
TDPCR Vice-Chairman
EX-0, DPRM Member
EX-0, DHRDD Member
C, RSD, DPRM Member
NAPOLCOM Representative Member
Woman Representative Member
Legal Officer, LS Member
PCINSP PROMOTION BOARD

TDL Chairman
TDHRDD Vice-Chairman
DDPCR Member
EX-0, DL Member
PSINSP PROMOTION BOARD

TDIDM Chairman
TDRD Vice-Chairman
DDO Member
EX-0, DIDM Member
PINSP PROMOTION BOARD

TDO Chairman
TDC Vice-Chairman
DD I Member
EX-0, DO Member
NHQ PNCO PROMOTION BOARD

TDPL Chairman
DDPRM Vice-Chairman
DDRD Member
EX-0, DPL Member
C, Placement, RSD Member
Page 1 of 4

CESPO Member
ATTRITION PROMOTION BOARD

DDPRM Chairman
DDHRDD Vice-Chairman
EX-0, DPRM Member
EX-0, DHRDD Member
C, RSD, DPRM Member
C, MWD,DPRM Member
C, DLOD,DPRM Member
CESPO Member
2. PROs/NSUs PNCO Promotion Board
The PROs and NSUs shall also have a promotion board for PNCOs.
Police Regional Office Promotion Board Alpha (P02-SP01)

Chairman Vice-Chairman Member 1 Member Member Member Member Member
DC, BC, Legal Woman NAPOLCOM
RCDS C, RPHRDD RESPO
RPHRDD RPSB Officer Representative Representative
Police Regional Office Promotion Board Bravo SPO -SPO4

Chairman Vice-Chairman Member Member Member Member Member Member
DC Legal C/CLERK Woman NAPOLCOM
DRDO C, ROPD ' DC, RID
RIDMD Officer RPHRDD Representative Representative
NSUs PNCO Promotion Board Alpha (P02-SPOIL

AC, Legal Woman NAPOLCOM
CS C, ARMD C PCRO ESPO
ARMD ' Officer Representative Representative
NSUs PNCO Promotion Board Bravo(SP01-SPO4)

C lnves Legal Cl Clerk Woman NAPOLCOM
DDO C,OMD C,IID/ID '
Div Officer ARMD Representative Reiresentative
3. PCO Promotion Committees
The PROs and NSUs shall also have a promotion committee for PCOs.
UNIT! 1 1 VICE-
CHAIRMAN MEMBER i MEMBER MEMBER MEMBER
OFFICE CHAIRMAN
C, Legal Officer/ Woman NAPOLCOM
PROS DRDA RODS Representative Representative
RPHRDD Inspectorate
Page 2 of 4
NSUs Promotion Committee:

ACG DDA C,ARMD LO/INSPECTORA Woman NAPOLCOM
C, OMD
TE Representative Representative
AKG DDA LO/INSPECTOR Woman NAPOLCOM

C,ARMD C, OMD
ATE Representative Representative
AVSEGRP DDA C, LO/INSPECTOR Woman NAPOLCOM

C, OMD
PIO/PCRO ATE Representative Representative
DDA C, LO/INSPECTOR Woman NAPOLCOM
CIDG C, ARMD
PIO/PCRO ATE Representative Representative
CSG DDA LO/INSPECTOR Woman NAPOLCOM
C,ARMD C, OMD
FS DDA C, DD Woman NAPOLCOM
C, ARMD C, TRAINING
Representative Representative
DDA LO/INSPECTORA Woman NAPOLCOM
HPG C,ARMD C, OMD
HSS DDA LO/ Woman NAPOLCOM
ADOP C, WPS
INSPECTORATE Representative Representative
DDA C, INVES & Woman NAPOLCOM
IG C, SSD C, PIO/PCRO
LAD Representative Representative
DDA LO/INSPECTORA Woman NAPOLCOM
LSS C, SSDD PTRMO
DDA LO/ Woman NAPOLCOM
MG C, ARMD C, GSU
DDA LO/INSPECTOR Woman NAPOLCOM
PCRG C, OMD C, ARMD
PRBS C, ARMD BFO
PSPG C,ARMD C, HSSU
DDA Woman NAPOLCOM
SAF C, ARMD BFO AC, PCRD
CES C, ARMD BFO
CLG ADL AC,DC
CHS C, SMU C, ARMD
(C,PMD)
(SD)
DDA C, PROJECT Woman NAPOLCOM
ES C,ARMD SHELTERIN
MANAGEMENT Representative Representative
G DIVISION
DIVISION
DDA C, PNPGH, Woman NAPOLCOM
HS ADMO C, WCS, PNPGH
HS Representative Representative
ITMS C ,DMD C, ARMD
LS C, LAD C,ARMD
ACAD &
STUDENT Woman NAPOLCOM
TS DDA TM, SSSD ADMO
AFFAIRS Representative Representative
OFFICER
Woman NAPOLCOM
IAS SEA C, ARMD C, IID AC, lAD
Page 3 of 4
E0D/K9 DDA LO/ Woman NAPOLCOM 1

C, ARMD C,IID
PNP DEG LO/ Woman NAPOLCOM
DDA C, ARMD C,IID
NEWLY
C, INVEST LO/ Woman NAPOLCOM
CREATED DDA C,ARMD
AND INTEL INSPECTORATE Representative Representative
OFFICES
Page 4 of 4
IV121V13803SCIV3H1NVISISSV
dSNISd
a RANK
O11IHVfVd 0NA1ANN31
„Vt7„ X3 NNV
LAST NAME
Z fn
1
1 FIRST NAME
9
z
(5
?ADDLE NAME
Nameof Candidates
QUAL1F1 ER
BADGE NP,
Source of
Commisoriship
Date of Officership
UNT/Of19CE
O
0
m
Table of Organization Position
MEMBER/NAPOLCOMREPRESENTATIVE
VICE-CHAIRMAN, NHQ PSUPT PROMOTIONBOARD

z
810d
55
VN10311d0 VNNAViRIO
sosno 0NOONA1
00/21V9 N OldV83S008VTI03NIOd z
0
Date Designated
(71),
cn
TIGI Experience O
O
(Yeartd
. Mosetris) z
0
0
O
Qualification Standards
o° 0 -71
Date of Last r— 2
- -1
Promotion m cl
Dm
r
Z 9
_ c/
C75
Education --1
cn
x
m
Training m
cn
FACTORS FOR EVALUATION AND SCREENING
d000 B 30N3LIMV-1.1.dOSSd
1VIBV.1. 3803S(MB
r-
Eligibility m
"c7)
-0
O
Rank Sonority (25 pts)
Diversity of As§grvnent
(25 pts)
OATIVVINo.unoimo 390f IdOS0d
MEMBER, NHQ PSUPT PROMOTION BOARD
Awards and Recogstion

(10 pts)
1V3t1V 111A N VNNOOidnsd
MEMBER, RHO PSUPT PROMOTION BOARD
let
Sem
IPER (5 pts)
2nd
-
Sem
Competeme to Assume
PositioreLeadetship
Experience (to Pte)
Service Reputation (25

pts)
ut
Drug Test
Other Requirements
VVBFA
NBt Clearance
RAW
„bit7„ X3 NNV
LAST NAME
FIRST NAME
O
MIDDLE MALE
O
O
Nameof Candidates
O
WALIFiEfl
O
BADGE Mt
Solace of
ComosSionstsp
Data cf Otkarship
tffiET/Of FICE
-u
0
r—
'able of Organization Position
r7),
m
g Date Designated 0
z ).
6
0 0
ET)
net Eig.i.nce (/)
(Yews.diosDarj O
O m
O
0
Date of Last -n
—
O Promotion
07 g
O
Education
—
m
Training
FACTORS FOR EVALUATION AND SCREENING

d000 8 331.4321MV11d8SSd
Eligibility
0
Ronk Serionty (30 pts):
CA
-u
0
Diversely of Assignment
(25 PW
Awards and Recognition

(10 Os)
isi
Sun
1PER ;5 pro)
2nd
Sam
inter.* (10D1+)
Service R,pdation (20

cts)
--.. 8
I ir',
n,„,,,T",
OtherRequirements
WBPA
No Ciestanoe
I
IVIV132l93SOV3HINVISISSV
Sd
01118VI'Vd0 NA1ANN 3rd SNI
RANK
a
10008 IdnSOd
MEMBER NI-1Q PSUPT PROMOT ION BOARD
„V17„ X3N N Y
LAST NAME
MEMBER , NHQ PSUPT PROMOTION BOARD

SSd
NY SONYd V03 383211drI
kirNldrI ZYS 04
RRST NAME
IIADEXE NAME
Nameof Candidates
OUAL1R EP
BADGE NR
Source of Commissions*
Owe of Offmership
UNIT/OFFICE
Table of Orgie..alion Posibon

MEMBER/NAPOLCOM REPRESENTATIVE
CHAIRMAN ,NHQ PSUPT PROMOTIONBOARD

VICE-CHAI RMAN . NHQ PSUPT PROMOTION BOARD
POLICE COMMISSIONEDOFFICERS WORKSHEET SAMPLE

sosno0NOCINA1N10d
VNI0361 da tINUANtea
OCIV8V9 N OldVH3Soadvna3810d
Date Designated
110/ Experience (YeKeiNtniDays)
Date of Last Promotion
r-
Education
r-
Training
FACTORS FOREVALUATION AND SCREENING

Eligibility
Rank Seniority (25 pis)
Diversity of Assignment (25 pis)

OAY1YNN011(101H03sor idDSDd
MEMBER , NI-ID PSUPT PROMOTION BOARD
Awards and Recognition (10 pts)

MEMBER , NHQ PSUPT PROMOTION BOARD
1V38V111ANVNNO0ldrISd
let Sim
IPER
2nd
Sem
Competence to Assume Positionleadershp

Expenenct (IC pis)
Service Reputation (25 pis)
-:-. E,
5 -,-:
— r—
Drug Test
Other Requirements
WBPA
NBI Clearance
ANNEX "4B"

DIRECTORATE FOR PERSONNEL AND RECORDS MANAGEMENT
Camp Crame, Quezon City
CERTIFICATE OF DUE DILIGENCE

THIS IS TO CERTIFY that the NHQ PSUPT Promotion Board posed of
a group of duly designated personnel, has conducted a thorough and
evaluation of the promotional requirements submitted by the six ap fro'r*the
Command Group and D-Staff to include the worksheets, a a other
pertinent documents submitted by the PROs/NSUs PSUP mmittee.
This is to further certify, that after assess' and fitness of the

applicants, the Board so hold to state and confirm t iciently established
that said applicants possess all the qualificati f the disqualifications for
promotion including those submitted by tileOP s/NS Promotion Committees.
41AW
That before admitting the suffi cy, authenticity, and veracity of the
promotional requirements an ualificatio of the applicants, the Board has
conducted due diligence and ulo ly assessed and evaluated the contents
thereof prior to its appro and c ation by the NHQ PSUPT Promotion Board
en banc.
This certi s being issued, in compliance with the promotional

guidelines s e continuing PSUPT Promotion Program.
day of 2018 at
At ested y:
JENNYLYN 0 PAJARILLO
Police Senior Inspector
Head Secretariat, NHQ PSUPT Promotion Board
Approved by:
LYNDON G CUBOS
Police Director
Chairman, NHQ PSUPT Promotion Board
ANNEX "4C"
DPRM FORM RSD-03-A (Revised 2018)

National Police Commission
AFFIDAVIT OF UNDERTAKING FOR PROMOTION
, of legal age, residing at

(Rank) (First Name) (Middle Name) (Last Name)
, a member of Philippine National Police, presently assigned at
designated to the position of
(Office/Unit)
effective on after having duly sworn to in
accordance with law, do hereby depose and state that:
1. I am a candidate for promotion to the rank of
2. I possess all the mandatory qualifications (i.e. eligibility, training, time-in-grade and
education) and other collateral requirements for promotion;
3. All the documents I have submitted to support my promotion are accurate, genuine and
authentic and that all the originals are now with me ready for verification and/or
comparison anytime;
4. I passed the E-Learning Program as required under PNP P.A.T.R.O.L. Plan 2030;
5. I will not seek reassignment and/or detail to other offices/units within six months from
the issuance of my promotion order;
6. I am fully aware of my liability and responsibility in the foregoing declaration under the
law and regulation of the PNP, NAPOLCOM and CSC;
7. I agree to the AUTOMATIC NULLIFICATION of my promotion and I hold myself
administratively and criminally liable for "DISHONESTY" and "PERJURY" for falsehood,
misrepresentation or omission and for any fraudulent, falsification or tampered
documents that I have submitted;
8. I have read and checked all entries appearing in my attached Personnel Accounting and
Information System (PAIS) Generated PDS and that I certify that all entries thereof are
true and correct;
9. I further certify that the foregoing declarations are true and accurate to the best of my
knowledge and ability and I hereby authorized the PNP to obtain and secure pertinent
records that will show my qualification standards, collateral requirements and case
records and other record related to this declaration if any, in any agency or office.
10. Since the pendency of my appeal/grievance/complaints for promotion renders this
application moot and academic, I hereby voluntarily withdraws said appeal/grievance/
complaints for purposes of promotion;
11. I have criminal and/or administrative case; YES ❑ NOD
I was suspended from my present rank; Y ESO NOD
I was demoted from my present rank; and YES ❑ NO ❑
An appeal is pending, in lieu thereof, before any judicial

and administrative or quasi judicial bodies. YES0 NOD
12. I have attached the certification from the court and quasi-judicial body on the status of
the case, if applicable. YES ❑ N/A ❑
ANNEX "4C"
*Continuation at the back page

The following are the details of my pending criminal and/or admin case (s) and records of
suspension/demotion from my present rank: (If there's none, put N/A on each column)
CASE CASE STATUS
NATURE OF COMPLAINT/ PENALTY/ DATE FILED/
COMPLAINANT TITLE/NUMBER (Pending or
OFFENSE DECISION PERIOD PENALTY IMPOSED
AND VENUE Resolved)
NOTE: Use extra sheet if necessary
That I attest to the truthfulness of the foregoing declaration and submit myself to the
legal consequences thereof, if ever the statements above are wanting in truth and in
substance. Affiant declares that he/she has read and understood the affidavit of undertaking
and that the same is his/her act and deed.
Affiant
SUBSCRIBED AND SWORN TO before me this day of , 20 , at
, Philippines.
(Notary Public)
Doc. No.
Page No.
Book No.
Series of 2018
ANNEX "5"
QUICK LOOK FOR ADMINISTRATIVE AND CRIMINAL OFFENSES AND STATUS

OFFENSES/STATUS
PENALTIES DISQUALIFICATIONS REMARKS
ADMINISTRATIVE CASES
Simple Neglect of Duty;
Reprimand Served/serving
Simple Irregularity in the
Suspension from 1-10 days suspension during Eligible for promotion after
Performance of Duty;
Suspension from 11-20 days promotion period the period of suspension.
Simple Misconduct; and
Suspension from 21 -30 days
Simple Dishonesty
Less Grave Neglect of Duty;

Less Grave Irregularity in the Suspension from 31-40 days Eligible for promotion after
Performance of Duty; Suspension from 41-50 days Served/serving the period of suspension
Less Grave Misconduct; Suspension from 51-59 days suspension during and must render six
Less Grave Dishonesty promotion period months administrative
duty.
Suspension from 60 days to six
months
Grave Neglect of Duty
Eligible for promotion after
Grave Irregularity in the
one year of administrative
Performance of Duty
Incurred during duty in addition to the TIG
Grave Misconduct One rank demotion
promotion period required from the date of
Grave Dishonesty
the attested demoted
rank.
AWOL Cumulative period shall be
Incurred during
deducted from his/her
promotion period
Dropped from Rolls TIG.
Eligible for promotion if
designated to an
administrative or
Incurred during
Reinstated operational duty for at
promotion period
least six months from the
date of issuance of
reinstatement order
CRIMINAL CASES
That upon finding of a The filing of a criminal
probable cause, complaint against a police
notwithstanding any officer before the DOJ,
challenge that may be Prosecutor's Office or the
raised against that Office of the Ombudsman
finding thereafter, the shall not be a bar for
concerned personnel promotion: Provided, that
Pending
shall be ineligible for the case remains
promotion; unresolved after 2 years
That the complaint filed from the aforementioned
against the police determination of the
officer is for a crime probable cause.
including, but not In the event that the PNP
limited to, a violation of member is held guilty of
Page 1 of 2
ANNEX "5"
human rights the crime by final

punishable by judgement, said promotion
reclusion perpetua or shall be recalled without
OFFENSES/STATUS
PENALTIES DISQUALIFICATIONS REMARKS
CRIMINAL CASES
life imprisonment, and prejudice to the imposition
the court has of the appropriate
determined that the penalties under applicable
evidence of guilt is laws, rules and
strong, said police regulations.
officer shall be No member of the PNP
ineligible for promotion shall be eligible for
during pendency of the promotion unless he has
said criminal case; been issued Clearance
A police officer who is from the Sandiganbayan
charged with a crime and the NBI.
under the Revised
Penal Code, Special
Pending
Penal Laws or any of
the enumerated human
rights violation when
the penalty involved is
reclusion perpetua or
life imprisonment and
the court has
determined that the
evidence of guilt is
strong shall be
ineligible for promotion.
Page 2 of 2

PNP MC No. 2018 048 DTD Jan 3 2019

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4

Republic of the Philippines

FOR CPNP APPROVE

TDCO DEC 2.1Iib

SUBJECT Revised Policies and Guidelines Governing the 2nd Level

DATE November 26, 2018

3. Please be informed that there is a need to update the existing policy to

4. In addition, the implementation of the existing policy raised several concerns

6. For approval of para 5.

DPRM: "Serving with a Smile!"

PNP MEMORANDUM CIRCULAR

Revised Policies and Guidelines Governing the Regular Promotion

a. Republic Act (RA) Nos. 6975 and 8551;

This PNP Memorandum Circular (MC) consolidates all policies,

Presently, there is no single policy that sets the standard guidelines on

This PNP MC aims to provide a comprehensive and standard guideline

a. To enhance organizational efficiency and effectiveness;

The following definition of terms shall be used in interpreting this MC:

a. Administrative Duty- designation to position involving purely clerical,

b. Appointing Authority — shall refer to the designated head of office that

c. Attestation Folder — shall refer to the folder containing the necessary

d. Certificate of Due Diligence- Certificate issued by the concerned

f. Commissionship- refers to the conferment of rank and authority. In the

g. Computer Generated Rating and Report Sheet (CGR/RS) — shall refer

h. Competencies — are observable, measurable, and vital knowledge,

k. Diversity of Assignment- refers to the variety of assignments of

I. Exhaustion of Administrative Remedy — shall refer to the strict

m. Exigency of the Service — refers to the exigent situations that require

n. Field Duty- designation to positions performing and/or supervising

q. Geographical Assignment- shall mean the assignment of a PCO and

r. Line Service — refers to the offices/units performing regular law

s. Merit — shall refer to the demonstrated exemplary performance, skills,

t. Notice of Promotion — shall refer to the notification to offices/units

u. Organic Personnel- shall refer to the PNP Uniformed Personnel

v. Pending Criminal Case — shall refer to the nature of action instituted

x. Promotion — is an advancement of personnel from one position to a

z. Promotion Committee — shall refer to a body at the PROs, NSUs, and

cc. Promotion Secretariat — shall refer to the group of designated PNP

dd. Promotional Vacancy — shall refer to the difference between the

ee. Publication of Vacancies — the announcement of the vacancies in

ff. Qualification Standards — shall refer to the existing and prescribed

ii. Seniority Lineal List (SLL) — shall refer to the PNP-generated

kk. Table of Organization (T.0.) Positions — shall refer to the identified

II. Technical Services - refer to the Legal Service, Crime Laboratory,

mm. Time-in-Grade (TIG)- refers to the minimum period required

nn. Time-in-Position (TIP) — shall refer to the length of service or tenure

a) Administrative Officers shall determine and generate the list of

c) The following documentary requirements shall be prepared by

d) Once approved, the different Promotion Board and Committees

2) Phase 2- Pre- Screening

a) The designated Secretariat at the NHQ, PROs, NSUs and IAS

1. Minimum Mandatory Qualification Requirements

2.1. Work Behavior and Performance Appraisal (WBPA);

b) The Board/Committee may require other requirements which it

c) The Promotion Secretariat at the NHQ, PROs, NSUs, and IAS

1. PNP Requirements for Promotion (Folder A):

d) The affidavit of undertaking for promotion shall be signed by the

e) Once the generated list of qualified candidates at the NHQ,

a) The Secretariat shall inform the Board/Committee on the existing