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Dissemination of Policies
To be effective, personnel policies must be understood by all concerned including the managers
and supervisors who are to interpret and implement tem to the employees who will be affected by the
policies. Various means are used by communicate personnel policies to employees. The most common are
police handbooks, manuals, publications, memoranda, and circulars, bulletin boards, meetings and
conferences.
Police Handbooks – These handbooks are distributed to all personnel, and contain among other
things, information about the benefits and services that the organization grants to its officers, the
organization’s history, its organizational structure, its officers, and other information useful to the officers in
understanding their relationship with the organization.
Police Manual – A policy manual covering all police personnel policies and procedures, if made
available to managers and supervisors, will be a great help in their decision-making and employees
relationship.
Memoranda and Circulars – Memoranda and circulars are another common means of communicating
police policies to all officers. They can be issued fast and they provide the greatest assurance of reaching
every employee. These are built in means by which every member of the organization is reached.
Bulletin Boards – Organizational policies, rules and regulations, and activities may be typed out of
mimeographed and the posted on bulletin boards. If strategically located and well managed, bulletin boards
are an effective medium for transmitting newly issued policies, rules and regulations to police officers.
Meeting or Conferences – Meeting or conferences are often held to inform officers about new policies,
their objectives and implementation. One advantage of this type of policy dissemination is that it gives the
officers the opportunity to ask questions and request clarification on vague and doubt points. It is effective
to smaller departments, as they accommodate small groups and allow the scheduling of meeting at very
convenient hours.
Police Publications – Communication has gained such importance to and attention by management in
recent years. To meet the needs of communicating with officers, police organization have been spending
amount of money on publications, internal or external.
POLICE JOB DESCRIPTION
After a job is analyzed, the facts about it are gathered, summed up, and recorded in the job
description and job specifications.
Job description may be defined as an abstract of information derived from the job analysis report,
describing the duties performed, the skills, the training, and experience required the responsibilities
involved, the condition under which the job is done, and relation of the job to other job in the organization.
Job description contains detailed and accurate description of the following:
1. Major duties performed.
2. Percentage of time devoted to each duty.
3. Performance Standards.
4. Working conditions including possible hazards.
5. Number of persons working on the same job.
6. Reporting Relationships.
7. Machines and equipment used.
Recruitment in the police service is dependent on the availability of national or regional quota of the
PNP, which is determined by the NAPOLCOM.
Physical and Medical Examination – in order to determine whether or not the applicant is in good
health, free from any contagious diseases and physically fit for police service, he shall undergo a thorough
physical and medical examination to be conducted by the police health officer after he qualifies in the
preliminary interview.
Physical Agility Test – the screening Committee shall require the applicant to undergo a physical
agility test designed to determine whether or not he possess the required coordination strength, and speed
of movement necessary for police service. The applicant shall pass the tests like PULL-UPS-27, Two minutes
sit-ups-45, Squat jumps-32, and Squat thrusts-20.
The Police Screening Committee may prescribe additional requirement if facilities are available.
POLICE APPOINTMENT
Any applicant who meets the general qualifications for appointment to police service and who
passes the tests required in the screening procedures, shall be recommended for initial appointment and
shall be classified as follows.
Temporary – if the applicant passes through the waiver program as provided in under R.A. 8551.
Probationary – if the applicant passes through the regular screening procedures.
Permanent – if the applicant able to finish the required field training program for permanency.
A. PO1 to SPO 4 – Appointed by the PNP Regional Director for regional personnel or by the Chief of the PNP
for National Head Quarter’s personnel and attested by the Civil Service Commission (CSC).
B. Inspector to Superintendent – Appointed by the Chief PNP as recommended by their immediate superiors
and attested by the Civil Service Commission (CSC).
C. Sr. Supt to Dep. Dir. Gen. – Appointed by the President upon the recommendation of the Chief PNP with the
endorsement of the Civil Service Commission (CSC) and with confirmation by the Commission on
Appointment (CA).
D. Director General – Appointed by the President from among the most senior officer down to the rank of
Chief Superintendent in the service subject to the confirmation of the commission on Appointment (CA).
Provided, that the C/PNP shall serve a tour of duty not exceeding four (4) years. Provided further, that in
times of war or other national emergency declared by congress, the President may extend such tour of duty.
Waiver for Appointment
Waivers for initial appointment to the police services shall be governed by Section 15 of Republic
Act 8551, IRR.
POLICE TRAINING
The Need for Police Training
Organized training is the means by which officers are provided with the knowledge and the skills
required in the performance of their multiple, complex duties. In order that the recruit officer may commence
his career with a sound foundation of police knowledge and techniques, it is most important that the
entrance level training he soundly conceived, carefully organized and well-presented.
Training and the Changes in Police Works
During the past decades tremendous changes in police work have occurred. Advances in
technology of communications and equipment, public relations and employee relations as well as total
evolution in the whole social structure have made a law enforcement work more complex and difficult to
pursue. The ordinary officer must be briefed and oriented on new changes and developments that affects his
job and the recruit must be given a new solid foundation contemporary with the needs of the time.
Policemen do not stay trained. If they do not forget what they have learned, it is continually made absolute
by improved technology and social changes, and requires frequent renewal to keep it current and useful.
The Basic Recruit Training – the most basic of all police training. It is a prerequisite for permanency of
appointment.
The Basic Recruit Training shall be in accordance with the programs of instructional prescribed by
the PPSC and the NAPOLCOM subject to modifications to suit local conditions. This course is conducted
within not less than six (6) months. A training week shall normally consist of 40 hours of scheduled
instructions.
It also consists of theoretical and practical instructions, which includes but not limited to the
following:
1. Origin and Nature of Police Work
2. General Police Responsibilities
3. Criminal Law and Procedures
4. Police Laws, Rules and Regulations, and Ordinances
5. Police Methods and Procedures
6. Criminal Investigation Techniques
7. Scientific Aids
8. Public Relations and Civil Actions
9. Police Ethics, Police Weapons, Self-defense
10. Other related subjects in law enforcement
Full time attendance in the Basic Recruit Training – Attendance to this type of training is full time basis.
However, in cases of emergency, recruits maybe required to render service upon certification of the
Regional Director or the City or Municipal Chief of Police the necessity of such service.
Completion and Certification of Training – After the Basic Recruit Training, the Regional Director shall
certify that the police recruits have completed the training and has satisfied all the requirements for police
service.
The PNP Field Training – is the process by which an individual police officer who is recruited into the
service receives formal instruction on the job for special and defined purposes and perform actual job
functions with periodic appraisal on his performance and progress.
Under R.A. 8551, all uniformed members of the PNP shall undergo a field-training program involving
actual experience and assignment in patrol, traffic and investigation as a requirement for permanency of
their appointment. The program shall be for twelve (12) months inclusive of the Basic Recruit Training
Course for non-officers and the Officer Orientation Course or Officer basic Course for officers. (Section 20,
RA 8551- IRR)
POLICE APPRAISAL
Appraisal refers to the process of measuring the performance of people in achieving goals and
objectives. It is also known as “performance evaluation system”.
Purposes of Police Appraisal
1. It serves as guide for promotion, salary increase, retirement, and disciplinary actions.
2. It increases productivity and efficiency of police works.
3. It assimilates supervision.
4. It informs the officer of the quality of his work for improvements.
Uses of Police Appraisal
Police appraisal can be useful for personal decision-making in the following areas:
1. Eligibility to be hired
2. Salary adjustments
3. Determining potential for promotion
4. Evaluation of probationary officers
5. Identification of training needs
6. Isolating supervisory weaknesses
7. Validating selection techniques
8. Reduction in ranks (demotion)
9. Dismissal from service and other disciplinary actions
Factors used in Police Appraisal
1. Observation of work hours
2. Attendance
3. Appearance
4. Compliance with rules
5. Safety practices
6. Public Contacts and Relations
7. Knowledge of work
8. Work judgment
9. Planning and organizing
10. Leadership
11. Quality of work
12. Acceptance and directions of responsibility
13. Effectiveness under stress
14. Care and operations of equipment
15. Work coordination
16. Initiative
17. Supervisory skills
18. Other
POLICE PROMOTION
Promotion is a system of increasing the rank of a member of the police service. It has following
objectives:
1. To invest a member of the police force with the degree of authority necessary for the effective
execution of police duties.
2. To place the police officer in a position of increased responsibility where he can make full use of his
capabilities.
3. To provide and promote incentives, thus motivating greater efforts of all members of the police
force, which will gradually improve efficiency in police works.
Under the law, the NAPOLCOM shall establish a system of promotion for uniformed and non-uniformed
members of the PNP, which shall be based on:
1. Merit – includes length of service in the present rank, and qualification.
2. Seniority
3. Availability of vacant position.
The promotion shall be gender fair which means women in the PNP shall enjoy equal opportunity for
promotion as that of men.
Preferences for Promotion
1. Appropriate Eligibility – Whenever two or more persons who are next in rank, preference shall be
given to the person who is the most competent and qualified and who has the appropriate
eligibility.
2. Competency and Vacancy – When competency, qualification, and eligibility are equal, preference
shall be given to the qualified member in the organizational unit6 where the vacancy occurs.
3. Seniority – When all the foregoing conditions have been taken into account, and still the members
in the next rank have the same merit and qualification, preference shall be given to the most
senior officer.
Factors in Selection for Promotion
1. Efficiency of Performance – as an aid to fair appraisal of the candidates’ proficiency, the performance-
rating period shall be considered. Provided, that in no instance shall a candidate be considered for
promotion unless he had obtained a rating of at least “satisfactory”.
2. Education and Training – educational background which includes completion of in-service training
courses, academic studies, training grants and the like.
3. Experience and Outstanding Accomplishment – this includes occupational history, work experience
and other accomplishment worthy of commendation.
4. Physical Character and Personality – the factors of physical fitness and capacity as well as attitude
and personality traits in so far as they bear on the nature of the rank and/or position to be filled. This
means that the candidate should have no derogatory records which might affect integrity, morality
and conduct.
5. Leadership Potential – the capacity and ability to perform the duties required in the new or higher
position and good qualities for leadership.
Kinds of Police Promotion
1. Regular Promotion – Regular promotion shall be based on the following requirements:
a. He or she has successfully passed the corresponding promotional examination given by
the NAPOLCOM;
b. Passed the Bar or corresponding Board examination for technical services and other
professions;
c. Satisfactory completion of the appropriate accredited course in the PPSC or equivalent
training institutions;
d. Passed the Psychiatric, Psychological, and Drug test; and
e. Cleared by the People’s Law Enforcement Board (PLEB) and the Office of the Ombudsman
for any complaints against him/her.
2. Promotion by Virtue of Exhibited Acts (Special Promotion)
Any uniformed member of the PNP who has exhibited acts of conspicuous courage and gallantry at
the risk of his or her life above and beyond the call of duty, shall be promoted to the next higher rank.
Provided, that such act shall be validated by the NAPOLCOM based on established criteria.
3. Promotion by Virtue of Position
Any PNP member designated to any key position whose rank is lower than that which is required for
such position shall, after six (6) months of occupying the same, be entitled to a promotion, subject to the
availability of vacant positions. Provided, that the member shall not be reassigned to a position calling
for a higher rank until after two (2) years from the date of such promotion. Provided, further, that any
member designated to the position who does not posses the established minimum qualifications thereof
shall occupy the same for not more than six (6) months without extension. (Section 34, RA 8551 – IRR).
POLICE ASSIGNMENT
Police assignment is the process of designating o police officer at a particular function, duty or
responsibility.
Purpose of Police Assignment
The purpose of police assignment is to ensure systematic and effective utilization of all the
members of the force.
Power to make designation or assignment
The Chief of PNP (CPNP), Regional Director (RD), Provincial Director (PD), and the City or Municipal
Chief of Police (COP) can make designation or assignment of the police force within their respective levels.
They have the power to make designations or assignments as to who among the police officers shall head
and constitute various offices and units of the police organization.
The assignment of the members of the local police agency shall be in conformity with the career
development program especially during the probationary period. Thereafter, shall be guided by the principle
of placing the right man in the right job after proper classification has been made.
Criteria in Police Assignment
1. Those possessing the general qualifications for police duties without technical skills may be
assigned to positions where any personnel can acquire proficiency within considerably short period
of time.
2. Those possessing skills acquired by previous related experiences should be assigned to the
corresponding positions.
3. Those possessing highly technical skills with adequate experience and duly supported by
authoritative basis shall be given preferential assignment to the corresponding positions, which call
for highly technical trained police officers. (Misassignment of personnel falling under this criteria
constitute a serious neglect of duty of the C/PNP, RD, or the COP, in the exercise of his
administrative function.
4. Those selected to undergo further studies in specialized course shall be chosen solely on the basis
of ability, professional preparation and aptitude.
5. Qualifications of the police officers shall be examined annually to ascertain newly acquired skills,
specialties, and proficiencies.
6. Those with physical limitation incurred while in the performance of duties should be assigned where
they can be best used in accordance with the requirements of the force.
7. Assignments and reassignments of the police officers from one unit to another shall be the
prerogative of the authority.
8. To give well rounded training and experience to police recruits, tour of duties in various
assignments during the probationary period shall be in accordance with Republic Act 8551.
4. Retirement Benefit
Monthly retirement pay shall be fifty percent (50%) of the base pay and longevity pay of the retired
grade in case of twenty (20) years of active service, increasing by two an one-half percent (2.5%) for every
year of active service rendered beyond twenty (20) years to a maximum of ninety percent (90%) for thirty-six
(36) years of service and over: Provided, that the uniformed member shall have the option to receive in
advance and in lump sum his or her retirement pay for the first five (5) years. Provided, further, that payment
of the retirement benefits in lump sum shall be made within six (6) months from effectivity date of
retirements and/or completion. Provided, finally, that the retirement pay of PNP members shall be subject to
adjustments based on the prevailing scale of base pay of police personnel in the active service. (Section 36,
RA 8551 – IRR).
5. Permanent Physical Disability Pay
A PNP member who is permanently and totally disabled as a result of injuries suffered or sickness
contracted in the performance of duty as certified by the NAPOLCOM, upon finding and certification by the
appropriate medical officer, that the extent of the disability or sickness renders such members unfit or
unable to further extent of the duties of his or her position, shall be entitled to a gratuity equivalent to one
year salary and to a lifetime pension equivalent to eighty percent (80%) of his or her last salary, in addition to
other benefits as provided under existing laws.
Should such member who has been retired under permanent total disability under this section die
within five (5) years from his retirement, his surviving legal spouse or, if there be none, the surviving
dependent legitimate children shall be entitled to the pension for the remainder of the five (5) year
guaranteed period. (Section 37, RA 8551 – IRR).
6. Early Retirement Benefit
A PNP member of his or her own request and with the approval of the NAPOLCOM, retire from the
service shall be paid separation benefit corresponding to a position two ranks higher that his present rank
provided that officer or non-officer has accumulated at least 20 years of service.
POLICE INSPECTION
The purpose of police inspection is to ascertain the standard policies and procedures, review and
analyze the performance, activities and facilities affecting operations and to look into the morale, needs and
general efficiency of the police organization inn maintain law and order.
Type of Police Inspection
1. Authoritative Inspection – those conducted by the head of subordinate units in a regular basis.
2. Staff Inspection – those conducted by the staff for and in behalf of the Chief PNP or superior officers
in command of various units or departments.
Nature of Police Inspection
1. Internal Affairs – inspection on internal affairs embraces administration, training, operation,
intelligence, investigation, morale and discipline as well as the financial condition of the police
organization.
2. External Affairs – it embraces the community relationship of the organization, the crime3 and vice
situation of the locality, and the prevailing public opinion concerned the integrity and reputation of
the personnel.
Authority to Inspect
In the PNP, the following are the authority to conduct inspection:
1. NAPOLCOM or its representative
2. PNP Chief or his designated representative
3. PNP Director for Personnel or his representative
4. PNP Regional Director of his representative
5. City/ Municipal Chief of Police or his representative
6. Internal Affairs Service (IAS under RA 8551)
The inspecting officer/s shall examine, audit, inspect police agencies in accordance with existing
standards and with the following objectives:
1. To take note or discover defects and irregularities
2. Top effect correction on minor defect being discovered
3. To bring to the attention of and recommend to the concerned officers for appropriate
actions on defect noted.
Where the irregularity noted during inspection is serious as to warrant administrative charges
against a police officer, the inspecting officer shall immediately file the necessary change or changes before
the appropriate disciplinary action offices.