LECTURES ON

Law Enforcement Organization and

Administration (Inter-Agency
Approach)-B

Prepared By: DR. RODOLFO V. CASTILLO JR.

Police Personnel
Management
Personnel Management- Management
function that concerns with promoting
and enhancing the development of work
effectiveness and advancement of human
resources in the organization, through
proper planning, organizing, directing,
coordinating and controlling
activities; related to procurement,
development, motivation, and
compensation of employees to achieve
organizational goals.
 
It covers the acquisition and
retention of competent
employees through proper
recruitment, selection,
placement, utilization, and
development.
Personnel Administration- the
implementation of personnel
policies and programs.
Functions Under Personnel Management
1. Personnel Planning- process of analyzing
an organization’s human resources needs
under changing conditions and developing
activities to satisfy these needs.
2. Personnel Recruitment and Selection [See
R.A. 7041]
3. Appointment, Placement and Assignment
4. Performance Appraisal
5. Personnel Compensation and Welfare Benefits
6. Career and Employee Development
7. Discipline
8. Separation from the Service
Police Personnel Program. Plan of action, formal or
informal, designed to implement organization
philosophy or creed and personnel philosophy of
central managers in relation to people so as to
accomplish organizational objectives.

Human Wants Essential in Eliciting Maximum Personnel

Efficiency

1. Adequate pay

2. Opportunity for advancement

3. Recognition for good work

4. Interesting and meaningful work

5. Reasonable security

6. Recognition and respect for the individual as a human

being
Five Areas of Personnel Program

1. Acquiring competent personnel [human resource planning, job

description and specification, recruitment, selection,
placement, transfer, separation, etc.]

2. Holding and retaining competent personnel [fair wages,

reasonable working hours, other employees benefits]

3. Developing and motivating personnel [training, education,

appraisal, promotion, suggestion system, etc.]

4. Labor and human relations [application of laws and court

decisions affecting personnel actions, proper attitude,
courtesy and behavior of all employees from top to bottom]

5. Efficient program administration [attitude in the application,

implementation and interpretation of organization policies,
rules and regulations]

 
Personnel Policies

Policy. General plan of action that serves as guide in the operation of

the organization. All the policies of the organization make up the basic
framework of management decisions which set the course of the organization
to follow.

Types of Policies

a) According to their origin

(1) Originated Policy- Those that came from the top level management and
is intended to set up guidelines in the operation of the organization. It
is usually broad in scope to allow subordinates officers some latitude in
implementing them in the form of minor policies or rules and procedures.

(2) Appealed Policy- Those that were formulated when problems arise at the
lower levels of the organization and the person in charge does not know
how to meet the problem. He then appeals to his superiors for guidance.
The decision made by top management on the matter becomes a precedent and
a guide for future action.

(3) Imposed Policy- Those that came from government agencies in the form
of laws, administrative orders, and rules and procedures or contract
specifications.

 
b) According to their subject matter

(1) General Statement of Principles- Policies stated

in broad terms, such as statement of objectives,
philosophy or creed

(2) Statement of Procedures- Pertains to procedures to

be taken in certain situations and are narrower in
scope than statement of principles. Normally,
directions are given, but the specific solution to a
problem is not stated so that the policy may apply to
as many situations as possible.

(3) Specific Rules-It can cover specific situations.

They are more direct and less flexible. While they can
solve specific problems however, they can cause more
irritations because of their rigid nature.

 
Communicating Personnel Policies

a) Handbooks

b) Policy Manual

c) Numbered Memoranda and Circulars

d) Bulletin Boards

e) Meetings and conferences-

 
Job Descriptions and Specifications
Job description - an abstract of
information derived from the job analysis
report, describing the duties performed, the
skills, training and experience required,
the responsibilities involved, the
conditions under the job is done, and the
relation of the job to the other jobs in the
organization.
Job specification - statement of the
qualification and traits of the worker so
that he may perform the job properly. It
specifies the type of employee which the job
calls for in terms of skills, experience,
training, and other special qualifications.
Acquiring Competent
and Qualified
Personnel
 
POLICE RECRUITMENT
General Qualifications (Sec. 14 of R.A.
8551)
1. A citizen of the Philippines;
2. A person of good moral conduct;
3. Must have passed psychiatric/psychological drug
physical tests to be administered by the PNP or by
NAPOLCOM accredited government hospital for
purpose of determining physical and mental health;
4. Must possess a formal baccalaureate degree from a
recognized institution of learning;
5. Must be eligible in accordance with the standards
set by the Commission;
6. Must not have been dishonourably discharged from
military employment or dismissed for cause from
any civilian position in the Government;
7. Must not have been convicted by final judgement
of an offense or crime involving moral turpitude;
8. Must be at least 1 meter and 62 (1.62 m) in
height for male and 1 meter and fifty-seven (1.57
m) for female;
9. Must weigh not more or less than five kilograms
(5 kgs.) from the standard weight corresponding
to his/her height, age, and sex; and
10. For a new applicant, must not be less than
twenty-one (21) nor more than thirty (30) years
of age.
APPOINTMENT
Kinds of Appointment
1. Temporary. An appointment issued to police
officer who meets the required education and
eligibility for the rank to which he is appointed
except the training requirement.
2. Permanent. Issued to a police officer after
having completed the PSBRC and FTP for 12
months involving actual experience and
assignment in patrol, traffic and investigation
(NAPOLCOM MC No. 2005-002)
Waiver for Initial Appointment
The age, height, weight and education
requirements for initial appointment to the
PNP may be waived.

Note:
Pursuant to NAPOLCOM MC NO. 2013-004,
the grant of waiver to education is deemed
to be INOPERATIVE. Therefore only the
AGE, HEIGHT and WEIGHT requirements
can be waived for the PNP appointment.
Conditions on Waivers for Initial
Appointment to the PNP [NAPOLCOM MC
NO. 2013-004]
1.The age, height and weight requirements
for initial appointment may be waived only
when the number of qualified applicants
falls below the approved national/regional
quota;
 Age waiver requirement: may be granted
provided that the applicant shall not be
less that 20 nor more than 35 years of
age.
Height waiver requirement: may be
granted to a male applicant who is at
least 1.57 meter and to a female
applicant who is at least 1.52 meter;
Indigenous group members shall be
1.52 meter for male; 1.45 for female.
Weight waiver requirement granted:
shall be given reasonable time but not
exceeding 6 months within which to
comply with said requirement.
2. The grant of waiver is not a guarantee
for appointment into the police service;
and
3. The PNP Screening Committee shall,
through the CPNP request the
NAPOLCOM to consider the
appointment of those applicants with a
certification under oath that the
qualified applicants, at the time the
applicant is being considered, fall
below the office/unit quota concerned.
Factors Considered in the Grant of
Waivers
1. Possession of special skills in evidence
gathering and safekeeping, cybercrime
investigation, detection and investigation,
crime scene investigation, martial arts,
marksmanship and similar special skills;
2. Special talents in the field of sports, music or
arts and culture;
3. Extensive experience or training in forensic
science and other legal, medical and technical
service;
4. Outstanding academic records and
extracurricular activities of applicant during
his/her school days, good family background
in law enforcement or socio-civic activities,
recognized social standing in the community,
awards and commendations received, which
would indicate the Commission En Banc that
the applicant can become a good member of
the PNP.
5. Applicants who possess the least
disqualification shall take precedence over
those who possess more disqualifications.
Special Waiver and Preferential Consideration
for Appointment
1. Grant of Special Waiver under Resolution No. 2002-
048
a) Direct filing of waiver to the NAPOLOM even
without endorsement from the Chief PNP, in so far as
application for age and height waivers by the top
twenty board passers of the Criminologist Licensure
Examination and related disciplines where examinees
exceeds 2,000.
b). A waiver for height requirement shall be
automatically granted to applicants belonging to the
cultural communities. (Sec. 15, RA 8551)
2. Grant of Preferential Consideration for
Appointment in the PNP to the Widow/Widower,
or Any of the Beneficiaries, of a PNP Member,
who Died or Incurred Total and Permanent
Disability while in the Performance of Duty
[NAPOLCOM MC No. 93-014]
a) The widow/ widower has the first priority in the
recruitment. However, he/she can waive said
privilege in favour of any one of the qualified
beneficiaries
b) If said widow/widower, or beneficiary,
possesses highly technical qualifications, She/he
may be considered for lateral entry to the PNP
Appointment of Officers Via Lateral Entry
Kinds of Lateral Entry
1. PNPA Graduates
2. Lateral Entry for Line Officer
2.1 Organic PNCO whose rank is from PSSg to
PEMS of the PRO/NSU where they intend t be
appointed;
2.2 Not more than 46 years at the time of
appointment;
2.3 Licensed Criminologist
2.4 Other general qualification
3. Lateral Entry for Technical Officers
Note:
Persons with highly technical
qualifications are as follows:
Dentist; Optometrists; Nurses;
Engineers; Graduates of Forensic
Science; Doctors of Medicine;
Members of the Bar; Chaplain;
Information Technologist; Pilot;
Psychologist.
 

Appointing Authority and Manner of Appointment

1. Pat to PEMS- Appointed by the RD or by the C/PNP
for the national headquarters personnel and attested
by the CSC.
2. PLT to PLTCOL- Appointed by the C/PNP, as
recommended by their immediate superiors and attested
by the CSC.
3. PCOL to PLTGEN- Appointed by the President
upon recommendation of the C/PNP, with proper
endorsement by the Chairperson of the CSC.
4. PGEN- Appointed by the President from among
the SENIOR OFFICERS, down to the rank of
PBGEN.
Recruitment, Selection and Appointment
Procedures of PNP Personnel
1. Preparation and proper approval of quota
allocation: Regular or attrition quota, prepared by
DPRM and confirmed by NAPOLCOM
Note:
In compliance with the statutory requirements for the manning
level [Sec 27, RA 6975], the NAPOLCOM [MC NO. 2007 -
009 ]  provides the following police to population ratio, to wit:
Highly urbanized cities (CPOs) - 1:500 – 700
Component Cities (CPSs) - - - - - 1:650 – 800
Municipalities (MPSs) - - - - - - - - 1:750 – 1000
which would depend on: peace and order in the locality;
actual demands of the service; and class city/municipality.
2. Posting/Publication of Notice of Recruitment
(RA 7041)
3. Submission and acceptance of application
folders: to Secretariat of the Unit concerned
4. Evaluation of the application folders: to the
Secretariat with NAPOLCOM representative reviews
applicants folder to check compliance with
Qualification Standards
5. Psychiatric/ Psychological Examination (PPE)
(MCO No. 2011-004 approved on Feb. 1, 2011 is
now before the PAT): for the ranking 150% of the
quota conducted by the Neuro-Psychiatric Section,
PNPHS; it is both written and oral, either
RECOMMENDED or NOT RECOMMENDED, and;
NO retake for 6 months
6. Physical, Medical and Dental Examination
7. Physical Agility Test (PAT), with the
supervision of a NAPOLCOM Representative
conducted by designated unit consists of: pull-
up for men, horizontal bar hang for female; two
minutes push-ups; two minutes sit-ups; 100 meter
dash, and; 1000 meter run.
 Passing is 75% and absolutely NO retake
8. Drug Test and complete Background
Investigation (shall not follow the sequential steps
but shall be conducted on passers only anytime
the PPE, PMDE, or PAT but before Final Interview)
9. Essay Writing: Conducted by the Secretariat of
unit with quota
10. Final Interview: Conducted by the Recruitment
and Selection Board
11. Deliberation by the Board
12. Resolution of Appointment
13. Issuance of Appointment by: the Chief PNP
for applicants at the national office; the PNP
Regional Director for applicants at regional level;
The Director of the concerned NSU for applicants
of that unit
 Appointment is temporary
14. Oath Taking
15. Certification by NAPOLCOM
16. CSC Attestation
17. Issuance of Order and Designation of
Account Numbers
18. Assignment of Badge Number
19. Addition to the PNP Roster
20. Addition to the PNP Alpha list
21. Issuance of PNP Identification Cards
22. Payments of Salary to Payroll
NOTE:
COMPOSITION OF PNP RECRUITMENT, SELECTION AND SCREENING
COMMITTEE
Position PROs NSUs Designated by
Chairman DRDA Dep Director/DDA NAPOLCOM Reg’l
Director
Vice Chairperson Senior NAPOLCOM Senior NAPOLCOM Designated by RPOC
Official with Salary Official with Salary Chairman
Grade 24 or higher Grade 24 or higher
Member RPOC Member NPOC Member Designated by DILG
Reg’l Dir
Member Sr. Regional DILG Private Sector Rep Of known probity,
Officer designated by the
NSU Director
Member Women’s Women’s Rep from
Representative from the private sector
the private Sector
Secretariat C, RPHRDD ADPRM/HRMO
Holding and Maintaining
a Competent Workforce
A. Compensation and Salary
Grade
 Uniformed members of the PNP are
considered employees of the
National government and draw
their salaries there from.
 They have the same salary grade
level as that of public school
teachers.
Notes:
Pls. see National Budget Circular No. 574, January 10,
2018. (Implementation of the Increase in Base Pay of the
Military and Uniformed Personnel (MUP) in the Government
Beginning January 1, 2018, and Other Provisions of Congress
Joint Resolution (JR) No. 1, s. 2018) .
Coverage:
1. Armed Forces of the Philippines
2. Uniformed Personnel of the PNP, PPSC, BFP and BJMP under
the DILG
3. Philippine Coast Guard under the DOTr
4. National Mapping and Resource Information Authority
(NAMRIA) under the DENR
Base Pay
DG- Php121,143.00
PO1-Php 29,668.00
Hazard Pay- Php 540.00/m
 Those PNP members assigned in
Metropolitan Manila, chartered
cities and first class municipalities
may be paid financial incentive by
the local government unit
concerned subject to the availability
of funds. (Section 36, RA 8551)
 
 
B. Longevity Pay and Allowances
 Ten (10%) percent of their basic monthly
salary for every five (5) years of service,
reckoned from the date of original appointment.
Provided that the totality longevity pay shall not
exceed fifty percent (50%) of the basic pay.
Allowances: Subsistence; Quarter allowance;
Clothing allowance; Cost of living allowance;
Hazard pay; and All other allowances provided
by existing laws. (Section 71, RA 6975)
C. Welfare Benefits
  1. Health Benefits
PNP Health Benefits
1.1 Reimbursement of Hospitalization and
Reasonable Medical Expenses
1.2 Mandatory Medical Examination with
complete laboratory work up
1.3 Regular aerobic physical activities
1.4 Advocacy on lifestyle modification and
diet counselling (Section 70, RA 6975 IRR)
2. Permanent Physical Disability Benefits
Beneficiary: officer or non-officer: permanently
and totally disabled: CONTRACTED IN THE
PERFORMANCE OF DUTY; duly certified by the
NAPOLCOM; upon finding and certification by
the appropriate medical officer, that the extent of
the disability or sickness renders such member
unfit or unable to further perform the duties of
his position.
Benefits: ONE YEAR SALARY and lifetime
pension equivalent to 80% of LAST SALARY, in
addition to other benefits as provided under
existing laws.
Notes:
When the PNP personnel who has
been retired under PERMANENT
TOTAL DISABILITY dies WITHIN
FIVE (5) YEARS from his retirement,
his surviving legal spouse, or if there
be none, the surviving dependent
legitimate children are entitled to the
pension for the remainder of FIVE (5)
YEARS guaranteed period.
Grounds for Compensability:
a) For the injury and resulting disability or death
to be compensable, the injury must be the result
of an employment accident satisfying ANY of the
following reasons:
(1) Injured at the place of his work requires him to be
and must have been performing his official function;
(2) If the death or injury is sustained elsewhere;
must have been executing lawful order from his COP
or from his supervisor, as the case maybe;
(3) The death or injury is by reason of the
performance of official duty.
 
b. For the sickness and the
resulting disability or death to be
compensable, the sickness must be
the result of an occupational
disease as determined by the
NAPOLCOM, otherwise proof must
be shown that the risk of contracting
the disease is increasing by the
working conditions.
3. Retirement Benefits
Retirement pay of 50% of the base pay and
longevity pay of the retired grade in case of 20
years of active service, INCREASING by 2.5% for
every year of active service rendered beyond 20
years to a maximum of 90% for 36 years of service
and over.
Retiree has the option to receive in advance and in
LUMP SUM his/her retirement for the first 5
YEARS
SHALL be made within 6 MONTHS from the
effectivity date of retirement.
4. Retirement in the Next Higher
Grade [for purposes of
retirement pay]
Have served at least one (1) year
of active service in the last held
permanent grade.
5. Special Financial Assistance [RA 6963]
Beneficiaries: The family or beneficiary of any
police or military personnel, including any fireman
assisting in a police or military action, who is killed or
becomes permanently incapacitated while in the
performance of his duty or by reason of his office or
position.
Conditions: Has not committed any crime or human
rights violations by final judgment on such occasion.
Benefits: Special financial assistance, in addition to
whatever compensation, donation, insurance, gift,
pension, grant, or any form of benefit which said
deceased or permanently incapacitated person or
his family may receive or be entitled to.
6. Exemption from Attachment and
Taxes
All benefits granted are not subject to
attachment, levy, execution or any tax
of whatever nature.
 
 D. Recognition and Incentive System
PNP AWARDS, CITATION BADGES, GRANTING
AUTHORITY & INCENTIVES (NAPOLCOM MC NO.
93-018)
AWARDS GRANTING INCENTIVES
AUTHORITY
1. Medalya ng Kagitingan (PNP PRESIDENT Scholarship of ALL qualified
MEDAL OF VALOR) Children at PNPA, P1,000.00
cash & Parade Honors at GHQ
PNP & HRECOMs
2. Medalya ng DILG Scholarship of ONE (1)
Kabayanihan(PNP SECRETARY dependent at PNPA & P900.00
DISTINGUISHED CONDUCT cash
MEDAL)
3. Medalya ng Katapatan sa DILG Cash of P500.00
Paglilingkod (PNP SECRETARY
DISTINGUISED SERVICE
MEDAL)
4. Medalya ng CHIEF PNP Cash of P500.00
Katapangan (PNP
BRAVERY MEDAL)
5. Medalya ng CHIEF PNP Tour for two (2) of
Katangitanging Gawa (PNP RECOM Hqs and
OUTSTANDING Parade Honors at
ACHIEVEMENT MEDAL) GHQ PNP
6. Medalya ng Pambihirang CHIEF PNP
Paglilingkod (PNP SPECIAL
SERVICE MEDAL)
7. Medalya ng Kadakilaan RD/DSS Cash of P400.00
(PNP HEROISM MEDAL)
8. Medalya ng RD/DSS One week service
Katangitanging Asal (PNP credits
OUTSTANDING CONDUCT
MEDAL)
9. Medalya ng RD/DSS Cash of P200.00
Kagalingan(PNP MEDAL and Service Credit
OF MERIT) og one (1) day
10. Medalya ng RD/DSS Leave credits of four
Kasanayan(PNP EFFICIENCY (4) days
MEDAL)
11. Medalya ng Papuri (PNP RD/DSS Leave credit of three
COMMENDATION MEDAL) (3) days
12. Medalya ng Sugatang RD/DSS P600.00 cash &
Magiting(PNP WOUNDED leave credit of five
PERSONNEL MEDAL) (5) days

13. Medalya ng Ugnayang RD/DSS Leave credit of three

Pampulisya(POLICE (3) days
RELATIONS MEDAL)
14. Medalya ng Mabuting RD/DSS Leave credit of
Asal (PNP GOOD three (3) days
CONDUCT MEDAL)
15. Medalya ng Paglilingkod RD/DSS Service credit of
(PNP SERVICE MEDAL) three (3) days
16. Medalya sa Paglaban sa RD/DSS
Manililigalig (ANTI-
DISSIDENCE MEDAL)
17. Medalya ng Pagtulong sa RD/DSS
mga Nasalanta(PNP
DISASTER RELIEF
REHABILITATION MEDAL)
18. Tsapa sa Natatanging CHIEF
Yunit (PNP UNIT CITATION PNP
BADGE)
19. Medalya ng RD/DSS
Paglilingkod sa Luzon
(LUZON CAMPAIGN
MEDAL)
20. Medalya ng Paglilingkod sa RD/DSS
Visayas(VISAYAS CAMPAIGN
MEDAL)
21. Medalya ng Paglilingkod sa RD/DSS
Mindanao (MINDANAO
CAMPAIGN MEDAL)
22. Mga Tsapa ng RD/DSS
Kuwalipikasyon (PNP
QULAFICATION BADGES)
Note:
For every five (5) letters of
commendation a Medalya ng
Papuri may be awarded to any
PNP member.
Developing and
Motivating
Personnel
A. Education and Training
 

 1. The Philippine Public Safety College [(PPSC)

Sections 66-67 RA 6975]
Where education and training of police officer
(including fire and jail personnel) is vested.
Premiere educational institution for the training,
human resource development and continuing
education of all personnel of the tri-bureau.
Under the direct supervision of a Board of
Trustees composed of the DILG Secretary and the
heads of the PNP, BJMP, BFP, and the PPSC as
Ex-Officio Member
 
Component Institutions
 

a) Philippine National Police

Academy (PNPA)
b) Fire Service Training Center
c) Philippine National Training
Center
d) Other special training center
Note:
  Upon full operation of the PPSC in 1993, aside from
reforming the PNPA and it curriculum leading to
BSPS, it also reorganize its constitutive learning
institution, hence, the following institutions were
established :
a) National Police College (NPC)- the lead agency for
commissioned public safety officers career training.
b) National Crime Research and Training Institute
(NCRTI)- the lead agency for criminological
research and technical training for the public safety
services.
c) Philippine National Police Academy
(PNPA)-provide preparatory education and
training for the development of potential
police, fire and jail officers.
d) Police National Training Institute
(PNTI)- the lead agency for police rank
and file.
e) Fire National Training Institute
(FNTI)- the lead agency for fire
service career and specialist training.
f) Jail National Training Institute
(JNTI)- the lead agency for
correctional service career and
specialist training.
Types of Training in the PNP
a) Basic Recruit Training
 PPSC and NAPOLCOM prescribed
training program which is completed for
not less than 6 months and normally
consists of 40 hours of scheduled
instructions.
b) Field Training
Recruits undergo actual experience
and assignment in patrol, traffic, and
investigation as a requirement for
permanency.
Last for 12 months inclusive of the
PSBRC for PNCO and OOC/OBC for
PCO (NAPOLCOM MC No. 2008-005).
c) In-Service Training
Pat to PSSg - JLT (Junior Leadership Training)
PMSg to PEMS- SLT (Senior Leadership Training)
 Preparation for Officer’s Basic Course- PBC
(Police Basic Course)
PLT to PMAJ- OBC (Officer’s Basic Course)
PMAJ to PLTCOL- OAC (Officers Advance Course)
PLTCOL and above- OSEC (Officer Senior
Executive Course)
 PMGEN and higher- DSC (Directorial Staff
Course)
d) Department In-Service Program
Roll-Call Training. Instructional course of
several hours a day concerning departmental
activities.
Supervisory Development, Specialized, or
Technical trainings. Seminars or special
sessions on criminal investigation, traffic
control, etc.
Other trainings conducted by law
enforcement units or agencies
 e) National and International Conventions
on Policing (NAPOLCOM MC No. 1995-
025)
B. Performance Evaluation
1. PNP Performance Evaluation System (MC
93-019)
Merit Ratings. Method of measuring employee
efficiency; sometime called “Progress Rating”, “
Developmental Rating”, or “Service Rating”.
Service Rating. Rating of the employees based
on job performance
Bases: Rules and Regulations; Code of
Professional Conduct and Ethical Standards
Purpose: To assess and measure individual
efficiency, competence and effectiveness.
 
2. Scope: Applicable to all uniformed
personnel of the PNP. It is used to assess the
performance of an individual PNP member in
terms of his contribution to the attainment of
peace and order in his AOR, skills and
competencies and attitudes toward work.
3. Frequency: Every 6 months.
 Period of January to June - submitted
after completion to the Directorate for
Personnel on the First Week of July.
 Period of July to December- submitted on
the First Week of January succeeding year.
4. Performance Evaluation for
Supervisors
Indicators: 1. Work coordination; 2.
Initiative; 3. Sensitivity and concern for human
rights; 4. Morality and ethical conduct; 5.
Planning and organizing; 6. Scheduling and
coordinating; 7. Concern for development and
welfare of employees; 8. Effectiveness in law
enforcement and maintenance of order; 9.
Evaluating subordinates; 10. Decisional ability;
11. Leadership; 12. Supervisory control; 13.
Operational economy
5. Performance Evaluation for Non-
Supervisor
Indicators: 1. Punctuality and attendance; 2.
Knowledge of Work; 3. Work judgment; 4. Quality
of work; 5. Volume of acceptable work; 6.
Meeting of deadlines; 7. Acceptance of
responsibility; 8. Acceptance of direction; 9.
Adaptability; 10. Effectiveness under stress; 11.
Personal appearance and bearing; 12. Operation
of equipment; 13. Initiative and resourcefulness;
14. Sensitivity and Concern for human rights; 15.
Moral values and ethical standards.
6. Rating Scale
5- Outstanding
4- Very Satisfactory
3- Satisfactory
2- Unsatisfactory
1- Poor
 
 
 
Promotion, Assignment/
Designation and
Placement
Promotion- movement upward from one
classification or rank to another carrying
higher pay and more responsibility.
Police assignment- process of designating
a police officer in a particular functions,
duties or responsibilities. Its purpose is to
ensure systematic and effective utilization
of all members of the force.
Placement- selection and designation of a
police officer to a certain office or position or
responsibility.
Notes:
Promotion, designation and
placement are always based on
merit and fitness, which means:
Merit- qualities or characteristics
of an officer who deserves
recognition or recommendation.
Fitness- appropriateness or
suitability of an officer to hold
a particular position based on an
established set of criteria.
 
PNP Promotion Policy
Aligned towards:
1. Recognition of good performance
in the service; and
2. Potential to discharge greater
duties and responsibilities in the next
higher grade
 
C. Rationalized Promotion
System
1. Based on merit
2. Seniority
3. Vacant position
4. Gender fair
Requirements for Promotion
1. Education
2. Experience
3. Training
4. Eligibility
5. PLEB Clearance
Kinds of Promotion
1. Regular- given to a police officer who reaches the
time-in-grade and possesses all mandatory
requirements and other consideration for the rank or
position.
2. Special/Meritorious- given to a uniformed PNP
personnel who has exhibited acts of conspicuous
courage and gallantry at the risk of his/her life above
and beyond the call of duty.
3. Promotion by Virtue of Position- given to PNP
personnel who was designated to any key position
lower than that of his rank required for such position
for the period of more than six (6) months.
Principles Governing Regular
Promotion
1. Authority of the NAPOLCOM to develop policy
on promotion
2. Considerable balance between competence
and seniority
3. Corresponding Promotion Board for each rank
4. No person shall be promoted if less than one
(1) year in the service
5. Rank of Inspector and above shall be coursed
through the NAPOLCOM for review and
confirmation
Principles Governing Special Promotion
1. Exhibited acts of conspicuous courage and gallantry
at the risk of his/her life above and beyond the call
of duty
2. Validated by the NAPOLCOM based on established
criteria (Sec. 38 (b), RA 6975 as amended)
3. Applicable even on personnel with temporary
appointment (MC No. 2008-002)
4. Must be transmitted to the NAPOLCOM within one
(1) year from the time of the occurrence of the deed
Acts Amounting to Conspicuous
Courage and Gallantry
1. A deed of personal bravery and self-sacrifice above
and beyond the call of duty, e.g. overwhelming
number and firepower of the enemy against the PNP,
infiltration of enemy’s hideout, shootouts in robbery
at the PUVs rescue / disaster operations that save
lives.
2. An act of heroism exhibited in the face of an armed
enemy or in the conduct of rescue or disaster
operations resulting in the loss of life
(Posthumous Promotion)
  
Notes:
Only OPERATIONAL accomplishment
merits special promotion. It must be
supported by the affidavit of two (2)
eyewitness to the deed or act cited; if none
by sworn statement of the immediate
superior.
Principles Governing Promotion by
Virtue of Position
1. Personnel granted shall not be reassigned to
a position calling for a higher rank until after two
(2) years from the date of rank adjustment.
2. Personnel who was designated to the key
position lower than that of his rank required for
such position but does not possess minimum
qualifications shall occupy the same temporarily
for not more than six (6) months without
reappointment or extension. (Section 32, RA
8551)
 Mandatory
Requirements for
Promotion
1. Educational Attainment
PCO EDUC. PNCO EDUC
PLTGEN MPSA/MA/ Ph.D. PEMS BS
PMGEN MPSA/MA/Ph.D. PCMS BS
PBGEN MPSA/MA/Ph.D. PSMS BS
PCOL MPSA/MA PMSg BS
PLTCOL BS/Pref MA PSSg BS
PMAJ BS/Pref MA PCpl BS
PCPT BS Pat BS
PLT BS
2. Training
PCO TRAINING
PLTGEN PSOSEC -Public Safety Off. Senior Exe.Course
PMGEN PSOSEC -Public Safety Off. Senior Exe.Course
PBGEN PSOSEC -Public Safety Off. Senior Exe.Course
PCOL PSOSEC -Public Safety Off. Senior Exe.Course
PLTCOL PSOAC-Public Safety Off. Advance Course
PMAJ PSOAC-Public Safety Off. Advance Course
PCPT PSOBC-Public Safety Off. Basic Course
PLT PSOCC-Public Safety Off. Candidate Course
PNCO TRAINING
PEMS PSSLC-Public Safety Senior Leadership Course

PCMS PSSLC-Public Safety Senior Leadership Course

PSMS PSJLC-Public Safety Junior Leadership Course

PMSg PSJLC-Public Safety Junior Leadership Course

PSSg PSJLC-Public Safety Junior Leadership Course

PCpl PSJLC-Public Safety Junior Leadership Course

Pat PSBRC & PSFTP

3. EXPERIENCE/TIME AND GRADE
PCO TG PNCO TG
PCOL to 3 yrs PCMS to PEMS 2 yrs
PBGEN
*PLTCOL to 3 yrs PSMS to PCMS 2 yrs
PCOL
PMAJ to 3 yrs PMSg to PSMS 2 yrs
PLTCOL
PCPT to PMAJ 3 yrs *PSSg to PMSg 3 yrs

PLT to PCPT 3 yrs PCpl to PSSg 2 yrs

*PEMS to PLT 3 yrs Pat to PCpl 2 yrs
Note:
Through NAPOLCOM’s
recommendation, the President
has the prerogative to promote
P/Chief Supt to P/Director
General without requiring
experience or time-in-grade.
4. Appropriate Eligibility
PCO ELIGIBILITY
PLTGEN PESE- Police Executive Service Eligibility
PMGEN PESE- Police Executive Service Eligibility
PBGEN PESE- Police Executive Service Eligibility
PCOL PESE- Police Executive Service Eligibility
PLTCOL P/Supt/RA 1080/RA 6506/PD 907/CSP/CSC
PO [July 1998 onwards]
PMAJ P/Supt/PO2nd Cl/PInsp [91] same
PCPT PO 2nd Cl/PInsp[91-92 on] same
PLT same
PNCO ELIGIBILITY

PEMS SPO [1992 onwards]/RAs 1080, 6506, PD 907,

CSP, CSC PO [July 1998 onwards] PO 3rd Cl

PCMS SPO [1992 onwards]/RAs 1080, 6506, PD 907,

CSP, CSC PO [July 1998 onwards] PO 3rd Cl

PSMS SPO [1992 onwards]/RAs 1080, 6506, PD 907,

CSP, CSC PO [July 1998 onwards] PO 3rd Cl

PMSg SPO [1992 onwards]/RAs 1080, 6506, PD 907,

CSP, CSC PO [July 1998 onwards] PO 3rd Cl
PSSg SPO [1992 onwards]/RAs 1080, 6506, PD
907, CSP, CSC PO [July 1998 onwards]
PO 3rd Cl

PCpl SPO [1992 onwards]/RAs 1080, 6506, PD

907, CSP, CSC PO [July 1998 onwards] PO
3rd Cl

Pat PNP Entrance Exam [1998 onwards] SPO

[1992 onwards]/RAs 1080, 6506, PD 907,
CSP, CSC PO [July 1998 onwards]
5. Clearance from the People’s
Law Enforcement Board (PLEB)
Police Assignment/
Designation and
Placement
Power to Make Designation or
Assignment
1. CPNP, RD, PD and COP
(Section 26 of RA 6975)
2. Governor and Mayor
(Sections 51, 62-64 of RA
6975
Assignment of Officers Appointed
via Lateral Entry
Line Officers: assigned to the PROs where
they applied for lateral entry.
 mandated to perform essential and purely
police functions, i.e. law enforcement,
crime prevention and investigation,
intelligence, internal security operations,
and relative administrative work who were
originally commissioned and/or absorbed
into the PNP by the virtue of RA 6975, and
SPOIVs promoted to the rank of Inspector.
Technical Services Officers: assigned
exclusively to the technical services of the PNP where
they were recruited or commissioned.
 exempted from taking mandatory officers training
course but require to take career service courses
relative to their field of specialization to enhance their
professional advancement and service efficiency (MC
94-019).
 Technical Service Officers are PCOs who were
originally commissioned to the PNP, either directly or
through lateral entry, by virtue of their special technical
skills and competencies, such as: medical officers,
dentists, nurses, lawyers, priests and pastors, forensic
specialists, licensed criminologists, nutritionists, etc.
Classification of Police Duties
1. Field Duties- positions performing
essential and purely police functions,
i.e. law enforcement, crime
prevention and security operations,
intel, investigation, training and
PCR.
2. Administrative Duties- positions
involving clerical staff and
managerial functions.
Separation from
the Service
1. Attrition- Separation of the police officer
from the PNP due to natural course of
events or circumstances which the law may
be provided.

Legal Basis: Section 24, RA 8551 which provides

that, “there shall be an established system of
Attrition within the Uniformed Members of the PNP
within one (1) year from the effectivity of this Act to
be submitted by the PNP to the Commission for
approval. Such attrition system shall include but is
not limited to the provisions of the following
sections “.
Notes:
The subsequent provisions of
RA 8551 concerning attrition such
as Sections 25, 26, 27, 28, 29
and 30 provide guidelines on its
implementation which the
NAPOLCOM is mandated to
perform.
Kinds of Attrition
a) Attrition by attainment of maximum
tenure in position

POSITION MAXIMUM
 
TENURE
Chief 4 years
Deputy Chief 4 years
Director of Staff Services 4 years
Regional Directors 6 years
Provincial/City directors 9 years
NAPOLCOM Circular No. 2007-008 [Maximum
Tenure for theThird Level PCOs (PSSUPT-
PDG)]
POSITION MAX CUMULATIVE
TENURE

Director, Directorial Staff 3 years

Director, NCRPO 2 years
RD, Police Regional Office 2 years
Director, NSUs 2 years
District Directors 2 years
PDs/City Directors 4 years
NAPOLCOM Memorandum Order No. 2008-004
POSITION MAX CUM TENURE
Staff Positions, Police Regional 3 years
Offices (NSU)
Chief of Regional National Support 2 years
Units
Chief, Regional Hq. Service 2 years
Support Group
Group Director, Regional Mobile 2 years
Group
Group Director, Provincial Mobile 2 years
Group
COP 6 years
b) Attrition by relief- Relieved for just
cause and not given an assignment within
2 years after relief.
c) Attrition by demotion in position-
Assigned in a position lower than his/her
grade within 18 months after such
demotion in position.
d) Attrition by non-promotion- Non
promotion for a continuous period of 10
years despite of the existence of vacant
position.
 
e) Attrition by other means such as:
(1) Inefficiency based on poor performance
during two successive annual rating periods;
(2) Inefficiency based on poor performance
during three cumulative annual rating periods;
(3) Physical and mental incapacity to perform
police functions and duties;
(4) Failure to pass the required entrance
examination twice and/or finish the required
career courses except for justifiable reasons;
(5) Refusal to take periodic PNP Physical
Fitness Test without justifiable reasons;
(6) Failure to take the PNP Physical Fitness
Test for four consecutive periodic tests due
to health reasons
(7) Failure to pass PNP Physical Fitness
Test for two consecutive periodic test or
four cumulative periodic tests
(8) Non-compliance with the minimum
qualification standards for permanency or
original appointment.
Effect of Attrition to the
Employment of Police Officer
with the PNP
1. RETIRED if he or she has rendered at
least twenty (20) years of service.
2. SEPARATED if he or she has rendered
less than twenty (20) years of service
unless the personnel is disqualified by law
to receive such benefits
2. Retirement
Kinds
a) Compulsory. A retirement for PCO and
PNCO of the PNP upon the attainment of
age FIFTY(56) SIX.
b) Optional- A retirement requested by the
PNP PCO and PNCO upon accumulation
of at LEAST TWENTY (20) YEARS of
satisfactory service, subject to the approval
of NAPOLCOM.
 
Notes:
In case the retiree is any officer with the
rank of PCSupt to DDG, NAPOLCOM may
allow his retention in the service for an
unextendible period of one (1) year.
He/She will also retire with ONE (1)
GRADE higher than the permanent grade
last held. PROVIDED that the PNP
uniformed personnel served for at LEAST
ONE (1) YEAR of active service in the
permanent grade.
3. Death and Permanent Physical Disability
Disability- the loss or impairment of the normal
functions of the physical or mental faculties of an
employee which reduces his/her capacity to
continue with his present employment
(NAPOLCOM MC No. 2001-006)
Permanent Total Disability- any impairment of the
mind or body which renders the disabled PNP
member incapable of performing substantially the
duties of a police officer and which is expected to
be long, continued, and of definite duration, such
as loss of power of speech, sense of hearing, loss
of one or both hands and feet.
Note:
In all cases, the disability shall be
deemed permanent if it has persisted for a
period exceeding six (6) months, without
fix healing period and renders the PNP
member incapable of performing his duties
and functions. In case the disability is
found to be permanent beyond doubt upon
medical examination of said member, the
waiting period of six (6) months shall be
waived. (NAPOLCOM MC No. 2000-005)
4. Disciplinary Action [(Dismissal)
NAPOLCOM MC No. 2002-013]
The dismissal from the service of a police
officer shall result to the cancellation of his
eligibility, retirement benefits, and
disqualification for reemployment in the
police service; and the confiscation of his
service firearms and other paraphernalia to
be confiscated by the COP where he was
assigned or by his immediate commander
tasked to implement the order.
Notes:
1. Terminal leave credits represent the cash value of the
accumulated leave credits which should not be treated as
compensation for services rendered. (NAPOLCOM MC
NO. 2006-001)
2. Confiscation of service firearms and other paraphernalia
is also mandatory when a police officer is suspended
from the service.
3. Non-Confiscation of the said firearms and paraphernalia
by the COP or immediate commander will result to
neglect of duty and the COP or immediate commander
will be held jointly liable with the erring police officer for
the payment of the value of the property in case of lost.
(NAPOLCOM MC NO. 1996-003)
5. Missing Person
Beneficiary: Any uniformed personnel who,
while in the performance of duty or by
reason of his being an officer of the PNP,
BFP, BJMP, is officially confirmed missing in
action, kidnapped or captured by lawless
elements
Benefits: while so absent, be entitled to
receive or to have credited to his account
the same pay and allowances to which such
officer or uniformed member was entitled at
the time of the incident.
 The compulsory retirement of a person missing
in action shall be processed to allow the
members of the next of kin to enjoy the
retirement benefits.
 Should the CPNP, BPF,BJMP as the case may
be, upon the recommendation of the proper
authority and/or immediate supervisor,
subsequently determine that the officer or
uniformed member concerned have been absent
from duty without authority, such member MIA
or his heirs shall reimburse the PNP, BFP or
BJMP all such amount and allowances received
by him. (Section 78, RA 6975)
Note:
In case any uniformed personnel has been
officially confirmed missing in action under any
of the circumstances provided the CPNP, BFP or
BJMP, as the case may be, shall direct payment
of the absent uniformed personnel’s monthly
salary and allowances and other emoluments
pertinent thereto to his/her heirs for their support
for a maximum period of ONE (1) YEAR from
the date of commencement of absence or when
last heard from as those kidnapped or captured
by lawless elements. (Section 79, RA 6975)
Upon the termination of ONE (1) YEAR period,
the missing uniformed personnel shall be
automatically terminated. In the event said
personnel shall have thereafter be found to
have been alive and is not entitled to the
benefits paid under to him, said benefits shall
be reimbursed WITHIN SIX (6) MONTHS from
the discovery of the fact of his reappearance.
However, if his continued disappearance was
fraudulent or made in bad faith he shall,
together with his co-conspirators, be
prosecuted according to law. (Section 80, RA
6975)
6. Transfer: movement from one position to
another, which is of equivalent rank, level or salary
without break in service.
In the PNP, reassignment, transfer or relief of PNP
personnel is not a disciplinary action which would
require prior investigation or observance of due
process.
 It can be effected by the commander concerned
at his discretion but only when the exigency of the
service so requires or as may be necessary to
effectively carry out the functions/powers and
duties of the PNP. (NAPOLCOM MC No. 2002-
007)
7. Performance of a Prohibited
Acts: As professionals, police, fire and
jail officers and members responsible for
the maintenance of peace and order and
public safety, members and officers of the
PNP, BFP and BJMP are prohibited from
engaging in strikes, rallies, demonstrations
and other similar concerted activities, or
performing other acts prejudicial to good
order and police discipline.
Police Examination
System
Examination for Policeman
The NAPOLCOM shall administer the
entrance and promotional examinations for
policemen.
 It shall also design and establish
qualifications upgrading program for the
members in coordination with CSC, and
the CHED through a distance education
program and/or an in-service education
program or other similar programs. (Sec.
19, RA 8551).
1. NAPOLCOM Examinations (NAPOLCOM MC
No. 2000-007)
1.1 PNP Entrance Examination
1.2 Police Officer Examination
1.3 Senior Police Officer Examination
1.4 Police Inspector Examination
1.5 Police Superintendent Examination
2. Licensure Examinations for Criminologists
(RA 6506)
3. Bar and Board Examinations of Baccalaureate
Degree ( RA 1080)
4. CSC Professional
Police Cadetship
Program
PNP Cadetship Program 
 Administered by the Philippine National Police
Academy (PNPA) which was originally
established by virtue of Section 19, Presidential
Decree 1184 otherwise known as the INP
Professionalization Law of 1977.
 PNPA is mandated to administer Bachelor of
Science in Public Safety (BSPS) Cadetship
Program and conduct research studies on public
safety education and training.
 BSPS program has a total 221 academic units
consisting law, language, forensic science,
humanities and public safety services.
Privileges After Graduation(MC
2008-001)
1. Automatic appointment as Commissioned
Officer of the PNP, BFP and BJMP with
the rank of Inspector
2. Testimonial eligibility for the purpose of
such automatic appointment. However, it
cannot be used for promotion.(MC 96-008)
3. Exemptions from mandatory Field
Training Program (FTP)
 Law enforcement is not a profession for
those who are lazy or faint of heart, but
getting from one end of a career to the other
successfully takes more than just
endurance. Police Officers and Law
Enforcement agents today need stamina,
intelligence, an abundance of ongoing
training, and internal drive that rivals that
found within any other profession.

-Paul D. Bagley