POLICE

PERSONNEL
AND RECORDS
MANAGEMENT
MANAGEMENT Is defined as the process of directing and
controlling people and things so that organizational
objectives can be accomplished.

ADMINISTRATION Simply means management but usually

use in government. In other words, it refers to managing
government or public affairs.

According to Kast and Rozensweig,

Administration oftentimes has had the connotation of
governmental or other non-profit organizations whereas
Management has been relegated to business
enterprises.
ORGANIZATION An association or group of people
working and coordinating together to attain a common
goal or objective.

LEADERSHIP - Is the art of influencing, directing, guiding

and controlling others in such way as to obtain their
willing obedience, confidence, respect and loyal
cooperation in the accomplishment of an objective. The
ends of leadership involve getting result through others
and the means of leadership involve the ability to build
cohesive, goal-oriented teams. Good leader are those
who build the teams to get the results across the variety
of situations.
SUPERVISION Is a part of the management
process which refers to act of overseeing
people. It is an activity which take place in
all levels of the organization except in the
work level.
FUNCTIONS OF MANAGEMENT:

PLANNING The mental process of finding adequate solutions

to management problems and the preparation of an outline
of things to be done and how they will be done to achieve
results.

ORGANIZING The process of allocating authority,

responsibility and accountability to people, as well as the
establishment of channels of inter-group communication in
order to secure coordination and efficiency.
FUNCTIONS OF MANAGEMENT:

STAFFING The task of providing competent men to do

the job and choosing the right men to the right job. It
involves good selection and processing of reliable and
well-trained personnel.

DIRECTING the giving of authoritative instructions,

orders, or command to working men, relative to
specific actions, procedures or activities which are to
be performed in a particular manner or time.
FUNCTIONS OF MANAGEMENT:

COORDINATING- The accomplishment of an orderly

pattern of group effort among working men, through
the harmonious adjustment or functioning of tasks,
directed toward a common goal.

REPORTING - The making of detailed account of

activities, work progress, investigations, and unusual
incidents in order to keep everyone informed of what is
going on.
FUNCTIONS OF MANAGEMENT:

BUDGETING The forecasting in detail of the results of an officially

recognized program of operations based on the highest reasonable
expectations of operating efficiency and is a tool of coordinating
operating and financial factors.

The acronym POSDCORB was coined by LUTHER GULICK.

Luther Halsey Gulick (18921993) was an American political scientist,

Eaton Professor of Municipal Science and Administration at Columbia
University, and Director of its Institute of Public Administration, known
as an expert on public administration.

POSDCORB is an acronym widely used in the field of Management and

Public Administration that reflects the classic view of Organizational
theory. It appeared most prominently in a 1937 paper by Luther
Gulick.
 PRINCIPLES OF
MANAGEMENT
1.Division of work
Specialization increases output
by making employees more
efficient.
2. Authority
Managers must be able to give
orders. Authority gives them this
right. Note that responsibility
arises wherever authority is
exercised.
3. Discipline
Employees must obey and
respect the rules that govern the
organization.
4. Unity of command
Every employee should receive
orders from only one superior.
5. Unity of direction
Each group of organizational
activities that have the same
objective should be directed by one
manager using one plan.
6. Subordination of individual
interests to the general interest
The interests of any one employee or
group of employees should not take
precedence over the interests of the
organization as a whole.
7. Remuneration
Workers must be paid a fair wage
for their services.
8. Centralization
Centralization refers to the
degree to which subordinates are
involved in decision making.
Whether decision making is
centralized (to management) or
decentralized (to subordinates) is
a question of proper proportion.
9. Scalar chain
The line of authority from top
management to the lowest ranks
represents the scalar chain.
Communications should follow this
chain.
10. Order
People and materials should be
in the right place at the right time.
11. Equity
Managers should be kind and
fair to their subordinates.
12. Stability of tenure of personnel
Management should provide orderly
personnel planning and ensure that
replacements are available to fill
vacancies.
13. Initiative
Employees who are allowed to
originate and carry out plans will
exert high levels of effort.
14. Esprit de corps
Promoting team spirit will build
harmony and unity within the
organization.
PERSONNEL MANAGEMENT Is a field of
management which covers the processes of
planning and directing the application,
development, utilization of human resources.
Others called it manpower management which is
sometimes used to describe the functions
encompasses by personnel administration.

POLICE PERSONNEL MANAGEMENT Is the art of

preparing, organizing and directing the efforts of
members of a police force in order that they may
achieve the accomplishment of the police
purpose. (Vibar)
POLICE SUPERVISION Refers to the direction
and control of police personnel in the
performance of their duties and functions.

POLICE SUPERVISOR A member of the police

force who works at an organizational level
where personal oversight of task assigned to
small group is assumed in order to assure
satisfactory performance.
 THE ROLE OF THE CHIEF OF
POLICE PERSONNEL UNIT
2 Principle he should consider
1.The best man should be selected for
appointments and promotion from among
the applicants
2.Doubts on reference to appointments,
promotion or separation from the service
should be resolved in favor of the
department.
 Accountabilities - he should be
accountable to:
a.Selection of personnel for
appointment
b.Assignment and removal of personnel
from service
 THE ROLE OF THE NATIONAL
PERSONNEL OFFICE

1.Set minimum requirements for

different positions and standards for
promotion.
2.Provide job descriptions for applicants
3.Improve the quality of service by
assisting other departments in
personnel management.
FUNDAMENTAL DUTIES OF A POLICE
PERSONNEL OFFICER
1.Appraisal (Performance Evaluation)
accomplishment and performance of
personnel should be evaluated to
detect deficiencies and correct
weaknesses.
2.Training concerned with pre-service
and in-service training to maintain
quality performance.
3. Controlling (Proper Supervision)
investigation of complaints and
suitable discharge measures applied
when needed.

4. Attention must be given for the

welfare of the member, to the condition
of employment and desirable relations
must be established.
PERSONNEL MANAGEMENT
IN THE PHILIPPINE
NATIONAL POLICE
 Section 25 of RA 6975
states that the PNP shall be
composed of a national office,
regional offices, provincial
offices, district and city or
municipal stations.
DIRECTORATE FOR PERSONNEL
AND RECORDS MANAGEMENT
Responsible for:
1.Personnel Plan and Policies
2.Recruitment and Placement
3.Personnel Transaction
4.Benefits and Pension Administration
5.Central Records Center
 Recruitment And
Placement Division

responsible

in determining national
quota on police recruitment
 REGIONAL PERSONNEL
DIVISION

conducts the advertisement of

the recruitment process
 BASIS OF THE PNP
RECRUITMENT SYSTEM
Entrance Police Examination
Under R.A. 8551, the National
Police Commission shall administer the
entrance and promotional examinations
for policeman on the basis of the
standards set by the Commission and
shall confer police service eligibility
upon successful examinees.
Minimum Requirements under RA 8551
1. Citizenship - Filipino
2. moral character - good
3. physical and mental health - passed the psychiatric or
psychological, drug and physical tests
4. Degree - formal baccalaureate
5. Eligible - Passed the Police Entrance Examination, CSC or Board
Passer
6. Employment - not dishonorably discharged or dismissed for cause
7. Criminal record - not convicted by final judgment
8. Height requirement 5 4 (1.62) for male, 5 2 (1.57m) for
females of
9. Weight requirement must not be more or less than 5 kgs. of the
standard weight corresponding to his or her height, age and sex
10.Age requirement - must not be less than 21 years of age at the
time of application or more 30 years of age
 Except for the age
qualification, the above
enumerated qualification shall be
continuing in character and an
absence of any of them at any
given time shall be a ground for
separation or retirement from the
service.
 For the purpose of determining
compliance with the requirements on
physical and mental health, as well as
the non-use of prohibited of regulated
drugs, the PNP by itself or through a
government hospital accredited by the
NAPOLCOM shall conduct regular
psychiatric, psychological, drug and
physical test randomly and without
notice.
 POLICE
RECRUITMENT,
SELECTION AND
APPOINTMENT
*
*Greek word Politeia which means
government of the city.
*Roman word Politia which means condition of
the state or government.
*French word Police which denotes authorized
people who enforces the law.
*
*Is an agency of a community or
government that is responsible in
maintaining public order and detecting
crime.

*
RECRUITMENT is a process by which
prospective applicants are induced to
apply to the company in order that their
qualifications for present and anticipated
vacancies that can be evaluated through
sound screening and selection
procedures.
SELECTION Is a part of the recruitment
process. It is the actual evaluation and
screening of the qualifications of the
applicants to find out who among them are the
best.
APPOINTMENT Is the official hiring or
acceptance of the applicants who have been
chosen.
 RECRUITMENT, SELECTION AND
APPOINTMENT OF PNP UNIFORMED
PERSONNEL

(Pursuant to RA 8551 as implemented by

NAPOLCOM Memorandum Circular Nos. 2003-
009 dated October 7, 2003 and 2003-010
dated October 14, 2003)

HOW IS R.A. 8551 KNOWN?

R.A. 8551 is known as the Philippine National Police
Reform and Reorganization Act of 1998
HOW TO JOIN THE UNIFORMED
SERVICE OF THE PNP

1. Through appointment as Police Officer 1;

and
2. Via Lateral Entry for Police Commissioned
Officer.
LATERAL ENTRY Is starting
in an organization at a level
higher than normal entry
level. This is frequently
offered to candidates who
have a high professional level
education.
Minimum Requirements under RA 8551
1. Citizenship - Filipino
2. moral character - good
3. physical and mental health - passed the psychiatric or psychological,
drug and physical tests
4. Degree - formal baccalaureate
5. Eligible - Passed the Police Entrance Examination, CSC or Board Passer
6. Employment - not dishonorably discharged or dismissed for cause
7. Criminal record - not convicted by final judgment
8. Height requirement 5 4 (1.62) for male, 5 2 (1.57m) for females of
9. Weight requirement must not be more or less than 5 kgs. of the
standard weight corresponding to his or her height, age and sex
10.Age requirement - must not be less than 21 years of age at the time of
application or more 30 years of age. (an applicant shall be considered to
be 21 years of age on his/her birthdate and shall be considered more
than 30 years of age on his/her 31st birthdate).
POLICY ON RECRUITMENT FOR
POLICE OFFICER 1
1. Recruitment of PNP Uniformed Personnel in the Rank
of Police Officer 1 (PO1) shall be accordingly to the
principle of merit and fitness and shall be open to all
qualified men and women.
2. There shall be no discrimination on account of
gender, religion, ethnic origin or political affiliation.
3. The annual recruitment quota which shall specify
the recruitment allocation at the national, regional,
provincial, district and city/municipal levels shall be
approved by the National Police Commission.
Advantage of Younger Recruits over
the Older Ones
1.The younger recruits has more
potential years of service
2.The younger recruit has a greater
physical strength, endurance and
disease resistance, and more
adaptable to the conditions of the
service.
BASES OF RECRUITMENT QUOTA FOR
POLICE OFFICER 1
1. NEW QUOTA Refers to newly approved
quota for recruitment as reflected under
the Annual General Appropriation Act;
and
2. ATTRITION QUOTA Refers to the
number of vacant positions caused by
attrition such as death, retirement,
and/or other forms of separation in the
service.
CRITERIA IN THE ALLOCATION OF
QUOTA IN THE CITY/MUNICIPAL
LEVELS

1. Police to population ratio

2. Peace and order conditions
3. Actual Demand of the service
4. Class of city/municipality
 THE POLICE SCREENING
COMMITTEE
1.The regional director as
chairman
2.Regional chief of the personnel
division
3.NAPOLCOM representatives
4.Representatives from the
provincial peace and order
council
REQUIREMENTS :
No person shall be appointed as Police Officer 1
unless he or she possesses the minimum qualification as
follows:

Applicant for Police Officer 1 must possess appropriate

eligibilities.

APPROPRIATE ELIGIBILITIES FOR ENTRY TO THE PNP AS

POLICE OFFICER 1
1. PNP Entrance Examination
2. R.A NO. 1080 (Bar and Board Examinations)
3. P.D NO. 907 (Granting Civil Service Eligibility to the
College Honor Graduates)
4. Civil Service Commission Exam (Professional)
SELECTION CRITERIA UNDER THE WAIVER
PROGRAM (SEC 16,TITLE IV, R.A 8551)
The selection of applicants under the waiver
program shall be subjected to the following
minimum criteria.
1. Applicant who possess the least
qualification shall take precedence over
those who possess more disqualification.
2. The requirements shall be waived in the
following order. (1) age (2) height (3)
weight (4) education.
CONDITIONS ON WAIVERS FOR
INITIAL APPOINTMENTS TO THE
PNP
The age, height, weight, education
requirements for initial appointments to the
PNP may be waived only when the number
of qualified applicant fails below the
minimum annual quota.
APPOINTING AUTHORITIES FOR
POLICE OFFICER 1
1. The PNP Regional Director has the authority
to issue the initial appointment of qualified
and eligible applicants to the rank of Police
officer 1 at the Regional Level
2. The Chief PNP is the appointing authority for
appointees to the rank Police Officer 1 at
National Office
3. The Director of the concerned National
Support Unit (NSU) is the appointing
authority to the rank of Police Officer 1 who
shall be assigned to such particular unit.
STATUS OF APPOINTMENT OF NEWLY
APPOINTED POLICE OFFICER 1
1. TEMPORARY APPOINTMENT Issued to a
newly appointed PO1 who meets the required
education and eligibility for the rank to
which he is being appointed, except the
training requirement which is the Public
Safety Basic Recruit Course (PSBRC). Such
temporary appointment shall not exceed
twelve months from the date it was issued.
STATUS OF APPOINTMENT OF NEWLY
APPOINTED POLICE OFFICER 1

2. PERMANENT APPOINTMENT A permanent

appointment shall be issued to a PO1 after
completion of the required PSBRC and field
training program for twelve (12) months
involving actual experience and assignment
in patrol, traffic and investigation.
STEP BY STEP SCREENING
PROCESS FOR POLICE OFFICER 1
PNP ONLINE APPLICATION.
(PRESENT)
1. PRE-ASSESSMENT
* Download and fill up the PO1 application form
* Submit the accomplished Application form to Camp
Bagong Diwa, Taguig City
* Wait for advice
2. INITIAL INTERVIEW you will be notified that the pre-
assessment and you will be advised to prepare the
necessary documents submit these documents to the
Recruitment officer (R1) Camp Bgong Diwa Taguig City.
3. BMI ( Body Mass Index Test)
The test is given to determine
whether an applicant meets the
general qualification in height
requirements and make sure that the
applicant weights is not more or less
than 5 kgs. Of the standard weights
measurement corresponding to
height, age and gender. If the
applicant qualifies, he shall be
advised to undergo Physical Agility
Test.
4. PHYSICAL AGILITY TEST The PAT
shall be conducted to determine weather or
not the applicant possesses the required
coordination, strength and speed of
movement necessary for the police service.
Out of the maximum score of 100 points,
male applicant must get 77 points to pass
while the female applicant must garner 53
points. Under the PAT, the following shall be
undertaken
Pull up
(3 points each) with a maximum points
of 21 to pass, a male applicant must execute
at least 7 repetitions while female applicant
must do it at least 2 repetitions.
Two minutes Push-ups
(1/2 points each) with a maximum
points of 22. To attain the maximum points, a
male applicant must execute at least 40
repetitions while female applicant must do it
at least 36 repetitions.
 Two- minutes Sit Up
(1/3 points each) with a maximum
points of 21. To pass, at least 48 repetitions
are required for male applicants and 41
repetitions for female applicants.
100 meter Run
with a maximum points of 18. To pass a
male applicant must do the test in at least 16
seconds and 18 seconds for female applicant.
 1000- Meter Run
with a maximum points of 18. For male
applicant he need to finish the test at least
within 5 minutes and 10 seconds, and at least
within 6 minutes and 10 seconds for female
applicant.
5. PHYSIOLOGICAL AND NEURO-
PSYCHIATRIC TEST
This test to be administered by the
PNPGH to exclude applicants who may be
suffering from any mental disorder is
composed of two parts the IQ and Personality
examinations.
6. CHARACTER AND BACKGROUND
INVESTIGATION
This shall be conducted to determine
applicants character reputation and possible
involvement in any questionable or criminal
activities as well as his propensity toward
violence or use of force.
7. DRUG-TEST To ensure that applicant is
free from use or abuse any prohibited drugs.
This test shall be conducted in the PNP Crime
Laboratory they are tasked to performed the
test.
8. COMPLETE PHYSICAL , MEDICAL AND
DENTAL EXAMINATION The objective of
this test is to determine whether or not
applicable is in good health and/or free from
any contagious diseases and shall be
conducted by the PNPGH.
MEDICAL STANDARDS:
General Appearance the applicant must be
free from any marked deformity, from all
parasite or systematic skin disease, and from
evidence of intemperance in the use of
stimulants or drugs. The body must be well
proportioned, of good muscular development,
and show careful attention to personal
cleanliness: Obesity, muscular weakness or poor
physique must be rejected. Girth of abdomen
should not be more than the measurement of
chest at rest.
Nose, Mouth and Teeth Obstruction to free
breathing, chronic cataract, or very offensive breath
must be rejected. The mouth must be free from
deformities in conditions that interfere with distinct
speech or that pre-dispose to disease of the nose or
throat. There shall be no disease or thyroid
enlargement. Teeth must be clean, well cared for and
free from multiple cavities. Missing teeth may be
supplied by crown or bridge work, where site of teeth
makes this impossible, rubber denture will be
accepted. At least twenty natural teeth must be
present.
*Respiration must be full, easy, regular, the
respiratory murmur must be clear and distinct
over the lungs and no disease of the
respiratory organ is present.
*Circulation The action of the heart must be
uniform, free and steady, its rhythm and the
heart from organ changes. Blood Pressure
systolic maximum 135; diastolic 90; pulse
pressure 15 to 50. Brain and nervous system
must be free from defects.
*Kidneys must be healthy and urine normal.
* Arms, Legs, Hands and Feet must be free from
infection of the joints, sprains, stiffness or other
conditions, such as flat foot, long nails or hammer
toes which would prevent the proper and easy
performance of duty. First (index) second (middle),
and third (ring) fingers and thumb must be present
in their entirely. The toe must be the same.
* Eyes the applicant must be free from color
blindness, and be able to read with each eye
separately from standard test type at a distance of
twenty feet. Loss of either eye, chronic
inflammation of the lids, or permanent
abnormalities of either eye must be rejected, 20/20
or 20/30 in one eye, with binocular vision of 20/30.
9. FINAL INTERVIEW The final interview shall
be made by the Recruitment Board with the end
in view of confirming the general qualifications
of the applicant as well as the validating their
personality and potentials to include attitudes
towards the police service, outside interest, and
conversational ability.
10. FINAL DELIBERATION AND SELECTION OF
HIGHLY QUALIFIED CANDIDATES FOR
APPOINTMENT This is the last phase in the
screening process wherein the Board based on
merit and fitness shall determine who among
those qualified applicants are the most fitted to
be recommend for appointment and training.
GUIDELINES AND PROCEDURES FOR
LATERAL ENTRY OF OFFICERS IN THE
PNP

Lateral Entry of officers into the PNP is

found under Section 33 of R.A 6975. It
provides that In general, all original
appointment of commissioned officers in the
PNP shall commence with the rank of
Inspector.
To include all those with highly technical
qualifications applying for the PNP
TECHNICAL SERVICE

1. Dentist
2. Optomologist
3. Nurses
4. Engineers and
5. Graduates of Forensic Science
Appointed to the rank of SENIOR INSPECTOR
in their technical service.

1. Doctor of Medicine
2. Member of the Bar, and
3. Chaplain
 Graduates of PNPA
(Philippine National Police
Academy) shall be
automatically appointed to
the initial rank of INSPECTOR.
Also qualified for lateral entry are those
Police Non-commissioned officers (PNCO)
with high technical qualifications and
expertise who already in the police service.
(Paragraph 2 of NAPOLCOM NO. 2003-010)
ADDITIONAL GENERAL POLICIES FOR
LATERAL ENTRY

1. Top priority consideration for Lateral Entry into

the rank of Police Inspector shall be given to the
top ten (10) placer of the Licensure Examination
for Criminologist;
2. The PNP through the Director for Personnel and
Records Management (DPRM) shall declare quota
for lateral entry during 1st quarter of the year
for approval of the NAPOLCOM. Once approved
the DPRM announce or publish the declared
quota in accordance with R.A 7041 otherwise
known as the Publication Law.
3. Assignment of Newly appointed officer via
lateral entry is exclusively in the
technical/operational unit where they were
appointed on in the allied services where their
expertise needed. Newly assigned Line Officer
shall be assigned to SAF for field assignment
after the completion of the Officer Orientation
Course (OOC) for 1 year.

4. All appointees under Lateral Entry Program

unless otherwise served by a competent
authority shall serve the PNP for a minimum of 3
years following their appointment.
COMPOSITION OF LATERAL ENTRY BOARD
Deputy Chief for Administration Chairman
The Director of Personnel and Records Management - Vice Chairman
The Director of Intelligence Member
The Director of Operations Member
The Director of Logistics Member
The Director of Plans Member
The Director of Comptrollership Member
The Director of PCR Member
The Director of Investigation and Detective Management Member
The Director of Human and Doctrine Development Member
The Director of Research and Development Member
NAPOLCOM Representative Member
The Director, National Support Unit Special Member
Chief RSD, DPRM Head Secretariat
STEP BY STEP SCREENING
PROCESS FOR LATERAL
ENTRY (NOTE: SIMILAR TO
PO1 SCREENING PROCESS)
APPOINTMENT OF PNP OFFICERS
AND MEMBERS
1. POLICE OFFICER TO SENIOR POLICE
OFFICER 4 Shall appointed by the PNP
Regional Director for Regional personnel or
by Chief PNP for the personnel of National
headquarters and support units, subject to
attestation by the Civil Service Commission.
2. INSPECTOR TO SUPERINTENDENT Shall
be appointed by the Chief PNP, upon
recommendation of their immediate
superiors and subject to the attestation by
the Civil Service Commission.

3. SENIOR SUPERINTENDENT TO DEPUTY

DIRECTOR GENERAL Shall be appointed by
the President of the Philippines upon
recommendation of the Chief PNP with the
proper endorsement by the NAPOLCOM.
4. THE CHIEF PNP WITH THE RANK
OF DIRECTOR GENERAL Shall be
appointed by the President from among the
senior officers down to the rank of Chief
Superintendent and shall serve a term of
office not exceed four years except during
times of war or other National emergencies
declared by congress wherein the President
may extend such term of office.
 POLICE
TRAINING
 TRAINING
The Labor Code defines training as
the systematic development of the
attitude/knowledge/skill behaviour
pattern required for the adequate
performance of a given job or task.
(Rules and Regulation Implementing
the Labor Code, Book II. Rule 1. Sec
1. )
OBJECTIVES OF POLICE
TRAINING
1. To bring the police organization or agency to
the desire standards of discipline and
efficiency.
2. To make each police officer or personnel
with fully aware of his duties and
responsibilities; and
3. To provide each police officer or personnel
with working knowledge of police procedures
and techniques.
TYPES OF POLICE TRAINING

1. RECRUIT TRAINING - This training is

intended to the newly hired police
officers for them to acquire information,
knowledge and experiences which they
may use in the performance of their
duties. In the PNP it is the Public Safety
Recruit Training Course (PSBRC) which has
duration of six (6) months.
2. FIELD TRAINING Also known as
On-the-Job Training (OJT) which is
actually an extension of the basic training
wherein the recruits are introduced into
the real world of policing. Here, the
recruits are actually assigned in patrol,
traffic and investigation works for
another six (6) months. The training may
include other training programs like the
Scout Ranger Course.
3.IN-SERVICE TRAINING This is
also called refresher course for
police officers intended to keep
them abreast of new developments
about their job including new
policies, procedures, programs,
methods, techniques, technology
ect. Example are Firearms
Proficiency Course, First Aid
Refresher Course.
4. SPECIALIZED TRAINING
Refers to specialization on
particular field of police work
like investigation course, traffic
management, criminalistics, etc.
Other similar courses can be
taken abroad.
5. SUPERVISORY TRAINING Is
given to those police officers marked
to be promoted to supervisory
positions to enable them to perform
their duties effectively. The training
includes duties and responsibilities
of a supervisor, communication
principles, motivation, leadership,
and decision-making.
6. MANAGEMENT AND
EXECUTIVE LEVEL TRAINING
This training is for the
police executives or top
commanders. Officer Senior
Executive Course (OSEC) is an
example.
MANDATORY TRAININGS FOR PNP OFFICERS
FOR PURPOSES OF PROMOTION

For PO1 to PO2 Public Safety Basic Recruit Course (PSBRC)

For PO3 to SPO1 Junior Leadership Course (JLC)
For SPO2 to SPO3 Senior Leadership Course (SLC)
For SPO4 Officers Candidate Course (OCC)
For Inspector to Senior Inspector - Officers Basic Course
(OBC)
For Chief Inspector Officer Advance Course (OAC)
For Superintendent to Senior Superintendent Officers
Senior Executive Course (OSEC)
For Chief Superintendent Up MNSA or related/allied
Masters Degree.
THE PHILIPPINE PUBLIC SAFETY
COLLEGE (PPSC)
The Philippine Public Safety College is
created to serve as the premier educational
institution for the training and continuing
education of all personnel of PNP, Fire and Jail
Bureaus. The College shall be under the direct
supervision of a Board of Trustees composed of
the Secretary and three (3) bureaus head.
Under the College are the following training
institute.
Located at: 505 Al-fer Building B. Serrano
Avenue Corner EDSA Quezon City.
1. PHILIPPINE NATIONAL POLICE ACADEMY
Offers a four (4) years Cadetship Program
leading to the degree of Bachelor of Science in
Public Safety and Subsequent Commissionship as
Inspector in the PNP, BFP or BJMP. (Silang
Cavite)
2. NATIONAL JAIL SERVICE TRAINING INSTITUTE -
Offers short-term courses for BJMP personnel.
(Camp Vicente Lim, Calamba Laguna)
3. NATIONAL FIRE SERVICE TRAINING INSTITUTE
Offers short term courses for BFP personnel.
(Camp Vicente Lim, Calamba Laguna)
4. PHILIPPINE NATIONAL POLICE
TRAINING INSTITUTE Offers short-term
courses for PNP personnel like Officer Candidate Course
(OCC), Senior Leadership Course (SLC) Junior
Leadership Course (JLC) and Basic Recruit Course
(BRC). Located at: Camp Castaneda, Silang Cavite.
5. NATIONAL POLICE COLLEGE Offers
courses for PNP Commissioned Officers like One year
Masters in Public Safety Administration (MPSA), 8
months Officer Senior Executive Courses (OSEC), 4
months Officer Advance Course (OAC), 4 months Officer
Basic Course (OBC), 2 years Bachelor of Science in
Public Safety (In Service) for selected PNP Non-Officers
and 2 months Officer Orientation Course for Technical
Police Officers.
Located at: Camp Castaneda, Silang Cavite
6. AND OTHER SPECIAL TRAINING
CENTERS created by the
Department like the National Crime
Research and Training Institute
(NCRTI) which offers technical
courses for Police Service Personnel
particularly in Criminalistics and
other branches of Forensic Science.
ASSIGNMENT- Refers to the placement of the personnel to
a particular place or area of work, or position. Generally the
authority to assign and transfer personnel falls within the
prerogative of the Police Commander.

TYPES OF DUTY ASSIGNMENT

1. ADMINISTRATIVE DUTY - It refers to the designation to
position involving purely clerical staff and managerial
functions. It includes assignment in the headquarters
except operating units.
2. FIELD DUTY- It is the designation of positions performing
essential and purely police functions like law enforcement,
crime prevention and security operations, intelligence,
investigation, training and police community relations.
RE-ASSIGNMENT Is the movement of personnel
from one unit to another in the same
department or agency which does not involve a
reduction in rank, status, salary and does not
require the issuance of an appointment.

TRANSFER Is a movement from one

organization to another which is of equivalent
rank, level or salary without break in service
and it involves the issuance of appointment.
Appraisal as previously stated is the process of
measuring the performance of people in achieving
goals and plans.

1. To serve as guide in promotion, retirement

and disciplinary actions.
2. To increase productivity and efficiency of
police works
 *

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 Adjustment
9. Planning and Organizing
10.Leadership
12. Quality of work
13. Acceptance and Directions of Responsibility
14. Effectiveness under stress
15. Care and Operations of Equipment
16. Work Coordination
17. Initiative
18. Supervisory Skills *
19. Others
*Promotion System
Promotion
Movement upward from one
rank to a higher rank
Is the movement of personnel
from one position to another of
a higher level involving more
difficult duties and greater
responsibilities and carrying
higher pay, higher status and/or
offer better privileges.
Objectives of Promotion
1. To invest a member of the police
force with the degree of authority
necessary for the effective
execution of his duties
2. To place him 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 force
and improving the proficiency of
the police unit.
KINDS OF PROMOTION
*1.REGULAR promotion granted to police
officers meeting the mandatory requirements
for promotion
*2.SPECIAL promotion granted to police
officers who has exhibited acts of conspicuous
courage and gallantry at the risk of his/her life
above and beyond the call of duty
Died while in the
performance of his
duties
 *

* Any PNP member designated to any key

position whose rank is lower than that which
is required for such position shall, after 6
months of occupying the same, be entitled to
a promotion, subject to the availability of
vacant positions.
 Factors considered in Promotion

1.Length of service it should be measured

according to judgment, self-confidence,
decisiveness, knowledge on the job and
personal relation.
2.Promotion Written examination it is
primarily on basis of merit.
3.Oral interviews
4.Promotion Potential Rating assessment
of the candidates potential in the rank being
sought
*it is only use as a factor in promotion as a
means to decide which of two or more
officers should be given first priority or
choice

* Seniority Credit
a. Efficiency of Performance as an aid to fair
appraisal of the candidates proficiency, the
performance rating reports rendered for him during the
last rating period shall be considered. Provided, that in
no instance shall a candidate be considered the
promotion unless he had obtained a performance rating
of at least satisfactory.
b. Education and Training educational backgrounds
and among others, successfully completed the In-Service
Training Courses, Academic Studies, Training Grants
and the like.
 *
c. Experience and Outstanding Accomplishment
this shall include occupational history, work experience
and such other accomplishment worthy of
commendations.
d. Physical Characteristics and the Personality
these factors refereed to the physical fitness and
capacity as well as to 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.
*e. Potential refers to the capacity and
ability to perform the duties required in the
new or higher position and good qualities for
leadership.

*
 *

* 1.Educational attainment applicable in promotion in position

Master Degree -Chief Superintendent and above
* 2.Completion of appropriate training/schooling, such as:
Officers Senior Executive Course (OSEC) Supt to Sr Supt
Officers
Advance Course (OAC) Chief Insp Officers
Basic Course (OBC) Sr Insp Officers
Candidate Course (OCC) SPO4
Senior Leadership Course (SLC) SPO3 to SPO4
Junior Leadership Course (JLC) PO3 to SPO1
3.Time-in Grade the number of years required for
a police officer to hold a certain rank before he can
be promoted to the next higher rank
1 year from Sr Supt to Deputy Director General
3 years from Supt to Sr Supt
5 years Chief Insp to Supt
5 years Sr Insp to Chief Insp
3 years Insp to Sr Insp
3 years SPO4 to Insp
2 years SPO3 to SPO4
2 years SPO2 to SPO3
2 years SPO1 to SPO2
2 years PO3 to SPO1
1 year PO2 to PO3
4 years PO1 to PO2
 *
* the required promotional examinations
POLICE OFFICER PROMOTIONAL EXAMINATION
SENIOR POLICE OFFICER PROMOTIONAL
EXAMINATION
POLICE INSPECTOR PROMOTIONAL EXAMINATION
POLICE SUPERINTENDENT PROMOTIONAL
EXAMINATION
Exemptions: Bar and PRC board examination
passers(RA 1080 )LICENSED CRIMINOLOGISTS (RA
6506) Honor Graduates (PD 907)Except for the Chief,
PNP
 5. Cleared by PLEB and the Office
of the Ombudsman
the institution of a criminal action or complaint
against a police officer shall not be a bar to
promotion:
* Provided, however, That upon finding of
probable cause, notwithstanding any challenge
that may be raised against that finding thereafter,
the concerned police officer shall be ineligible for
promotion:
* Provided, further, That if the case remains
unresolved after two (2) years from the
aforementioned determination of probable cause,
he or she shall be considered for promotion.
*
* In the event he or she is held guilty of
the crime by final judgment, said
promotion shall be recalled without
prejudice to the imposition of the
appropriate penalties under applicable
laws, rules and regulations:
APPOINTING AUTHORITIES
FOR PROMOTION
DIRECTOR GENERAL - PRESIDENT
SSUPT TO DEPUTY DIRECTOR GENERAL
PRESIDENT
INSPECTOR TO SUPERINTENDENT CHIEF
PNP
PO1 TO SPO4- REGIONAL DIRECTOR/CPNP
ATTRITION - Refers to the retirement or
separation from the police service of PNP
uniformed personnel pursuant to the provision
of RA 8551.

SEPARATION - Refers to the termination of

employment and official relations of a
uniformed PNP member who rendered less than
20 years of active service in the government
with payment of corresponding benefits.
RETIREMENT Refers to the
termination of employment and
official relations of PNP member who
rendered at least 20 years of active
service in the government with
payment or corresponding benefits.
 *

*the separation of the police personnel from

the service by reason of reaching the age of
retirement provided by law, or upon
completion of certain number of years in
active service
* A PNP uniformed personnel shall retire to
the next higher rank for purposes of
retirement pay.
*1)COMPULSORY upon reaching the age
FIFTY-SIX(56), the age of retirement

*2)OPTIONAL upon completion of TWENTY

(20) YEARS of active service

*
 *

* A PNP uniformed personnel who is permanently and totally

disabled as a result of injuries suffered or sickness contracted in
the performance of his duty shall be entitled to ONE YEARS
SALARY and to a LIFETIME PENSION equivalent to EIGHTY
PERCENT (80%) of his last salary, in addition to other benefits.

* Should such PNP personnel die within FIVE (5) YEARS from
his retirement due to physical disability, his legal spouse or
legitimate children shall be entitled to receive the pension for the
remainder of the five year-period.
 *

*monthly retirement pay of 50% of the

base pay
*longevity pay of the retired grade in case of
20 years of active service, increasing by
2.5% for every year of active service and
rendered beyond 20 years to maximum of
90% for 36 years of service and over.
*uniformed member shall have the option to
receive in advance and in lump sum his/her
retirement pay for the first five (5) years.
*payment of the retirement benefits in lump
sum is made within 6 months from
affectivity date of retirement and/or
completion. Provided, finally, that the
retirement pay of PNP members shall be
subjected to adjustments based on
prevailing scale of base pay of Police
personnel in the active service.
*
MEANS OF ATTRITION
ATTRITION BY ATTAINMENT OF MAXIMUM
TENURE IN POSITION the maximum tenure of PNP
members holding key positions in hereby prescribed as
follows.
Chief PNP - 4 years
Deputy Chiefs 4 years
Directorial Staff 4 years
Regional Directors 6 years
Provincial and City Directors 9 years
ATTRITION BY RELIEF Any PNP uniformed
personnel who has been relieved for just
cause and has not been given as assignment
within 2 years from the effective date of
such relief, shall be retired or separated.

ATTRITION BY NON-PROMOTION Any PNP

uniformed personnel who has not been
promoted for continuous period of 10 years
shall be retired or separated.
ATTRITION BY OTHER MEANS A PNP
member or officer with at least 5 years of accumulated
active service shall be separated based on any of the
following factors.
1. Inefficiency based on poor performance during the last
(two) 2 successive annual rating periods.
2. Physical and/or mental incapacity to perform police
functions and duties; and
3. Failure to pass the required entrance examinations
twice and/ or finish the required career courses except
for justifiable reasons.
END
QUIZ:
1-4 ENUMERATE THE TYPES OF PROMOTION
5-6 ENUMERATE THE 2 TYPES OF ASSIGNMENT
7. WHO IS THE APPOINTING AUTHORITIES FOR PROMOTION
FOR DIRECTOR GENERAL ?
8. WHO IS THE APPOINTING AUTHORITIES FOR PROMOTION
FOR SSUPT TO DEPUTY DIRECTOR GENERAL?
9. WHO IS THE APPOINTING AUTHORITIES FOR PROMOTION
FOR INSPECTOR TO SUPERINTENDENT?
10. WHO IS THE APPOINTING AUTHORITIES FOR PROMOTION
FOR PO1 TO SPO4?
*Appropriate Eligibility Whenever two or
more persons who are next in rank,
preferences shall be given to the person who is
the most competent and qualified and who
has the appropriate eligibility.
*When competency, qualification and eligibility
are equal, preference shall be given to a
qualified member in the organizational unit
where the vacancy is.
*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.
 *

*a. He/She has successfully passed the

corresponding promotional examination given
by the NAPOLCOM.
*b. Passed the Bar, or the corresponding
Board Examinations for technical services and
other professions.
*c. Satisfactory completion of the appropriate
accredited course in the PNPA or equivalent
training institution.
*d. Passed the psychiatric of psychological
and Drug test.
*e.Cleared by PLEB and the Office of the
Ombudsman for any complaint against
him/her.

*
 POLICE
DISCIPLINE
DISCIPLINE Is a means that
management uses to bring employees
behaviour under control. Its purpose is
not to retribution or vengeance but to
impress upon the employee the need to
do things in prescribed manner. It also
serves as a warning to other employees
that the company will not tolerate any
wilful violation of its rules and
regulations or proper conduct and
behaviour.
KINDS OF POLICE DISCIPLINE
1. POSITIVE DISCIPLINE Consist of education ,
training and instruction in order to develop the intellect
and thus produce right conduct. It teaches police officers
to exercise their minds along prescribed paths, learn the
benefits of organized thinking and learn to obey
department rules. The training that is done within the
police service to prepare recruit officers, to refresh senior
officers, to sharpen specialist and to develop the
supervisors and administrator's constitute positive
disciplines wherein the officers learn the objectives,
organization, and functions of the service and learn to obey
rules.
KINDS OF POLICE DISCIPLINE
2. NEGATIVE DISCIPLINE Consist of admonition
and punishment in order to control the will and
thus correct and prevent future wrongs. It teaches
police officers to refrain from doing that which is
forbidden and corrects them of their mistakes.
Oftentimes the police officers will choose an
action other than that prescribed and therefore
negative discipline become necessary. Punitive
discipline is means of motivating officers to
maintain effective work.
*
 *
The Internal Affairs Service of Philippine National Police
(PNP) was created pursuant to Republic Act (RA) 8551
otherwise known as " The PNP Reform and Reorganization
Act of 1998". Its mandate is to instil police discipline,
enhance the delivery of police service and dispense justice.
An effective Internal Affairs Service is intended to aid the
evolution of a well disciplined, effective, efficient and
service-oriented Philippine National Police.

We call it CIVILIAN LAWYER

The IAS of the PNP was created under RA 8551

shall have the following powers and functions:
1. Pro-actively conduct inspection and audits on PNP
personnel and units.
2. Investigate the complaints and gather evidence in support
of an open investigation.
3. Conduct summary hearings on PNP members facing in
support of an open investigation.
4. Submit a periodic report on the assessment, analysis, and
evaluation of the character and behavior of PNP personnel
and units to the chief of the PNP and the Commission.
5. File appropriate criminal cases against PNP members
before the court as evidence warrants and assist in the
prosecution of the case; and
6. Provide assistance to the Office of the Ombudsman in case
involving the personnel of the PNP.
The IAS shall also conduct, automatic investigation of the
following cases:

1. Incidents where a PNP member discharges a firearm;

2. Incidents where death, serious physical injury, or any
violation of human rights occurred in the conduct of a police
operation;
3. Incidents where evidence was compromised, tampered
with, obliterated, or lost while in the custody of police
member;
4. Incidents where a suspect in the custody of a police was
seriously injured;
*

1. NAPOLCOM
2. PNP Chief
3. PNP Regional Directors
*
1.When charge is serious evidence
of guilt is strong
2.When respondent is a recidivist
3.When the respondent is guilty of
a serious offense involving
conduct unbecoming a police
officer.
*

Subject to the provisions of RA 8551, complaint

against any members of the PNP is known as
citizens complaint which shall be brought to the
following:
1. Chief of Police where the offense is punishable by
withholding of privileges restriction to specified
limits, suspension or forfeiture of salary, or any
combination thereof for a period of not exceeding 15
days.
2. City or Mun. Mayor where the offense is punishable
by withholding of privileges restriction to specified
limits, suspension or forfeiture of salary, or any
combination thereof, for a period of not less than 16
days but not exceeding 30 days.
3. 3. Peoples Law Enforcement Board (PLEB)
punishable by withholding or privileges restriction to
specified limits, suspension or forfeiture of salary, or
any combination thereof, exceeding 30 days, or by
dismissal.
*

Breach of Internal Discipline refers to any

offense committed by a PNP member affecting
order and discipline within the police
organization.
a.) Simple misconduct or negligence

b.) Insubordination

c.) Frequent absence and tardiness

d.) habitual drunkenness

e.) Gambling prohibited by law

*
1. Chief of Police or equivalent supervisor may
summarily impose the administrative
penalty/penalties in all cases, the total period does
not exceed 15 days.
2. Provincial Director or equivalent supervisor may
summarily impose the administrative
penalty/penalties in all cases, the total period does
not exceed 30 days
3. 3. The Regional Director or equivalent supervisor
may summarily impose the administrative penalty of
dismissal from service. He may also impose the
penalty of admonition or reprimand, restrictive
custody, withholding of privileges, suspension or
forfeiture of salary, demotion, or any combination
thereof in all cases, the total period does not exceed
60 days.
4. The Chief of the PNP shall have the Power to impose the
disciplinary punishment of dismissal from the service
suspension or forfeiture of salary or any combination there for
a period not exceeding one hundred eighty (180) days
provided further that the chief of the PNP shall have the
authority of place police personnel under restrictive custody
during the tendency of a grave administrative case filed
against him or even after the filing of a criminal complaint
grave in nature against such police personnel.

*
*
The PLEB is one of the disciplinary tool of the
PNP that hear and decide citizens complaints
or cases filed before it against erring officers
of the PNP.
 *

1. Any member of the Sangguniang Panlunsod or

Sangguniang Bayan chose by his/her sangunian.
2. Any Barangay Captain of the city or municipality
concerned chose by the Associations of Barangay
Captains (ABC).
3. Three other members from the community known for
their probity and integrity, one of whom is a woman,
chose by the local Peace and Order Council.
*

1. National Appellate Board

consider appeals from decision of
the Chief PNP
2. Regional Appellate Board
consider appeals from decisions of
the Regional Directors, other
officials, mayors, and the PLEB.
SUMMARY DISMISSAL PROCEEDING
Is an administrative process of
determining whether factual or legal
basis exist to dismiss a member of
PNP from the police service. It is
summary in nature but
administrative due process must be
followed during the proceeding.
OFFENSES FOR WHICH A PNP MEMBER
MAY BE CHARGED ADMINISTRATIVELY
1. Neglect of duty
2. Irregularity in the Performance of duty
3. Misconduct or malfeasance
4. Incompetence
5. Dishonesty
6. Disloyalty to the government
7. Violation of law
 CLASSIFICATION OF OFFENSES
1.LIGHT OFFENSES 30 Days Maximum
penalty
2.LESS GRAVE OFFENSES 90 Days
Maximum Penalty
3.GRAVE OFFENSES Maximum
suspension (minimum) Forced
resignation/demotion of not more than
1 rank), and dismissal (Maximum)
 PERFORMANCE EVALUATION

PERFORMANCE RATING Is an evaluation

of the work, merit or efficiency of an
employee and indicates how well he
carries out his duties and responsibilities
(Vibar)
RATING PERIOD IN THE PNP
Rating of the individual performance shall
be under taken every six (6) months. January to
June is the first rating period while July to
December is the second rating period.

CLASSIFICATION RATINGS
ADJECTIVAL RATING Outstanding, very
satisfactory, satisfactory, poor and very poor.
NUMERICAL RATING 91-100, 81-90, 71-80, 61-
70 and 60-below.
PNP AWARDS
AND
DECORATIONS
AWARDS- Anything tangible granted to an
individual in recognition of acts of gallantry or
heroism, meritorious or skill and proficiency.

PNP DECORATION An award conferred on a

restricted individual basis in recognition and as
a reward for heroic, extraordinary, outstanding
and meritorious acts, achievements and
service.

MEDAL Refers to the distinctive physical

device of metal and ribbon which constitute
the tangible evidence of award.
COMMENDATION A kind of award praising an
individual for a job well done, either oral or
written and lower than a medal.

APPRECIATION Either a letter or plaque,

appreciating or recognizing an individuals
performance of normal or basic duties.

CLASSIFICATION OF AWARDS
1. Individual Awards
2. Unit Awards
KINDS OF AWARDS
1. MEDAL
2. COMMENDATION
3. CITATION BADGE
4. APPRECIATION
5. OTHER RECOGNITION
DIFFERENT TYPES OF PNP MEDALS
1. MEDALYA NG KAGITINGAN (MEDAL OF VALOR) For
action involving conspicuous gallantry and
intrepidity at the risk of life and limb above and
beyond the call of duty. In order to justify this
award, a member of the PNP must perform in action
a deed of personal bravery and self sacrifice above
and beyond the call of duty so conspicuous as to
distinguish himself clearly above his comrades in the
performance of more than ordinary hazardous
service.
To be awarded only by the President of the
Philippines.
2. MEDALYA NG KABAYANIHAN (PNP DISTINGUISED
CONDUCT MEDAL) - For acts of conspicuous courage and
gallantry in the face of an armed enemy or acts of heroism
so notable and involving a risk of life so extra ordinary as to
set him apart from his comrades.
To be awarded by the Secretary of DILG
3. MEDALYA NG KATAPATAN SA PAGLILINGKOD (PNP
DISTINGUISED SERVICE MEDAL) An exceptional
performance of major responsibility duly recognize as such
by the service. The accomplishment of the duty should have
been complete prior to submission of recommendation or if
the person being recommended has been transferred prior to
completion. The accomplishment must have been
determined to be exceptional or significant.
To be awarded by the CPNP
4. MEDALYA NG KATAPANGAN (PNP BRAVERY MEDAL)
For gallantry in action not warranting the award of
Medalya ng Kagitingan or Medalya ng Kabayanihan
To be awarded by CPNP

5. MEDALYA NG KATANGITANGING GAWA (PNP

OUTSTANDING ACHIEVEMENT MEDAL) For
distinguished or extra ordinary achievement or service
in the advance of science, socio-economic, technical
and/or police related public service of the highest
order.
To be awarded by the CPNP to PNP members, civilian
personnel of the Republic of the Philippines and
friendly foreign nations.
6. MEDALYA NG PAMBIHIRANG PAGLILINGKOD
(PNP SPECIAL SERVICE MEDAL) For eminently
meritorious and valuable service in the field of
police operations while in position of major
responsibility. The performance of duty must be
such as to merit recognition by the service as
exceptional.
To be awarded by the CPNP to PNP members,
civilian personnel of the Republic of the
Philippines and friendly foreign nations.
7. MEDALYA NG KADAKILAAN ( PNP HEROISM
MEDAL) For heroism not involving actual conflict
with an armed enemy.
8. MEDALYA NG KATANGITANGING ASAL (PNP
OUTSTANDING CONDUCT MEDAL) For heroic acts by
an individual while in action involving actual conflict
with an enemy in a crime situation or life-saving
situation, distinguishing himself conspicuously by
gallantry and intrepidity at the risk of life above and
beyond the call of duty.
To be awarded by the CPNP and Directors of NSU to
any quasi-police force members or other civilian
volunteers.
9. MEDALYA NG KAGALINGAN (PNP MEDAL OF MERIT)
For a single act of heroism or a series of heroic act in
duty responsibility.
10. MEDALYA NG KASANAYA (PNP EFFICIENCY MEDAL)
For eminently meritorious and invaluable service to
merit recognition by the service as exceptional.
11.MEDALYA NG PAPURI (PNP COMMENDATION MEDAL) for
demonstrated exemplary efficiency, devotion and loyalty to
their duty assignment.

12. MEDALYA NG SUGATANG MAGITING (PNP WOUNDED

PERSONNEL MEDAL) for having been wounded in action
against an enemy as a direct assault of an act of the enemy
provided such wounds necessitate treatment by a medical
officer for this purpose a wound is defined as an injury to
any part of the body from an outside force, element or agent
sustain as a result of hostile act of the enemy.

13. MEDALYA NG UGNAYANG PAMPULISYA (POLICE RELATIONS

MEDAL) for meritorious achievement in the field of police
relations.
14. MEDALYA NG MABUTING ASAL (PNP GOOD CONDUCT
MEDAL) for conspicuous devotion to duty extend to a
period of five (5) years without record of punishment,
conviction or derogatory information whatsoever.
15. MEDALYA NG PAGLILINGKOD (PNP SERVICE MEDAL)
for completion of at least twenty (20) years of faithful
and Honorable service . One silver service star be
added on the ribbon for every additional five (5) years
of service.
16.TSAPA SA NATATANGING UNIT (PNP UNIT CITATION
BADGE) for acts and service or exceptional devotion
and fidelity.
-to be award by the CPNP to units of the PNP.
17. MEDALYA NG PAGTULONG SA NASALANTA (PNP DISASTER
RELIEF AND REHABILITATION MEDAL)- For active
participation in an undertaking involving rescue/relief and
rehabilitation operation connected with typhoons, floods,
earthquakes, conflagration, and other disaster/calamities
for any period during and after disaster/calamities.
18. MEDALYA NG PAGLILINGKOD SA LUZON (LUZON CAMPAIGN
MEDAL) for participation in the campaign against
criminality or insurgency in Luzon for at least six (6)
months.
19. MEDLAYA NG PAGLILINGKOD SA VISAYAS (VISAYAS
CAMPAIGN MEDAL) for participation in the campaign against
criminality insurgency in Visayas, for at least (6) months.
20. MEDALYA NG PAGLILINGKOD SA MINDANAO (MINDANAO
CAMPAIGN MEDAL) for participation in the campaign against
criminality insurgency in Mindanao for at least (6) months.
21. MGA TSAPA NG KUWALIPIKASYON (PNP QUALIFICATION
BADGES) for ability in specialized fields as such as water
surface operation, underwater operation, airbome,
navigation, marksmanship, surveillance, electronics,
technical expertise, special weapons, ordinance, explosives,
chemical weapons, operation such as patrol, traffic,
investigation, vice control, juvenile delinquency control, as
well as administrative and auxiliary functions.
 POSITION
CLASSIFICATION,
COMPENSATION
AND FRINGE
BENEFITS
POSITION CLASSIFICATION- is a system of identifying
and describing the different kinds of works in an
organization and then grouping, similar positions
together under common job titles and assigning its
classification to a salary ban.
each potions is assigned to a classification according to
(a) types of duties involves or kinds of work (b) level of
difficulty and responsibility of work, (c) qualification
and experience required to do the job.
So, position classifications is a management tool in
implementing a compensation system that helps ensure
equal pay for substantially equal work as well as in
recruitment of personnel promotions, and also in
establishing employee is performance standards.
POSITION DESCRIPTION- refers to duties and
responsibilities which make up the works performed by
employee.

POSITION GROUPINGS IN THE PNP

Managerial Positions
Supervisory Positions
Staff Positions
Field Supervisors
Non-supervisory Positions
KEY POSITIONS IN THE PNP
Chief, PNP
Deputy Chiefs, PNP
Chief, Directorial Staff
Directors, D-Staff
Directors, National Support Units
Regional Directors
District Directors (NCRPO)
Provincial and City Directors
Chief of Police
COMPENSATION
PLAN IN THE
PNP
KINDS OF PAY IN THE PNP
Base pay
Long pay
Incentive pay
Hazard pay
Quarter allowance
Living allowance
Clothing allowance
Laundry allowance
 Collateral Pay and Allowance (CPA)
oReplacement Clothing Allowance (RCA) can be availed
every 3 years since entry in the service. (Php10,827.00 for
male police officers and Php11,655.00 for policemen)
oCold Weather Clothing Allowance- For those assigned in
cold places. (Php1,000 for the first years and Php300,00 for
succeeding years)
oTraining Subsistence Allowance (TSA) Given to those
police officers undergoing training (Php30,00 a day)
oAdditional Subsistence Allowance (ASA) Given to those
assigned in Civil Disturbance Control (Php30,00 a day)
oHospital Subsistence Allowance Given to those confined in
the hospital (Php30,00 a day)
oHazardous Duty Pay given to the deep sea divers,
parachutists, EOD personnel and others handling lethal
agents or involved in testing new hazardous equipment (50%
of base pay)
oRadiation Hazard pay given to those assigned in the x-ray
units of PNP hospitals and dispensaries
oCombat Duty Pay (CDP) given to those engaged in counter-
insurgency operations and crime prevention operations in
hazardous areas (Php280,00 per day) and to those engaged
in counter-insurgency operations, pursuit of big-time
syndicates and crime personalities and those assigned to
provide security to the president and her family (Php340,00)
oInstructors Duty Pay- given to those police officers teaching
and/or detailed in training schools and PPSC (25% of monthly
base pay for SPO1 up and 10% for PO1 to PO3)
oSpecialist Pay given to PNCOs with specialization in
particular position in the PNP (Php450,00 for the first
quarter & Decrease for the succeeding quarters until
Php60,00)
oOccupational Speciality Pay given to those assigned in the
Internal Affairs service (50% of the base pay monthly)
oFlying pay given to the police pilots and aircraft crews who
are regularly flying as a part of their duties
oSea Duty Pay- given to those assigned in the PNP maritime
group who have rendered at least 15 days aboard a
sea/watercraft/vessel (25% of the base pay monthly)
oSpecial Financial Assistance (SFA) given to those police
officers who died or permanently disabled for joining
operations ( 5 months base pay plus allowance)
oReimbursement of hospital expenses are given to those
hospitalized police officers outside PNP hospitals it should
be filed with in 60 days upon release from the hospital the
amount is dependent on the decision of the RHE
Adjudication Board.
oBurial Allowance given to the family of police officers who
died.
DG-CSUPT -Php3,000.00
SSUPT-CTNSP -Php2,500.00
SINSP-INSP -Php2,000.00
PNP Cadet -Php1,500.00
PNCOs -Php1,200.00
 FRINGE BENEFITS OF PNP
PERSONNEL
RETIREMENT BENEFITS
o COMPULSORY RETIREMENT AND OPTIONAL RETIREMENT
- Gratuity of 36 months lump sum pursuant to Sec 74
and 75, RA 6975, amended to 5 years lump sum pursuant
to Sec 34, RA 8551.
- Commutation of accumulated leave (CAL) pursuant
to EO 1077 (Jan. 9, 1986)
- Adjustment of monthly pension every time there is
an increase pay of PNP personnel in the active service.
o RETIREMENT BY TOTAL PERMANENT
PHYSICAL DISABILITY UNDER SEC 73, RA 6975
AS AMENDED BY SEC 35, RA 8551
- One year gratuity (Basic pay plus long pay)
- Lifetime pension equivalent to 80% of last salary
- Benefits payable by NAPOLCOM pursuant to PD
1184
* Reimbursement of reasonable expenses for
medicine. medical attendance, hospital fees, necessary
transportation and subsistence if same had not been
paid by the PNP.
PHYSICAL CONDITIONS CONSIDERED TOTAL
PERMANENT PHYSICAL DISABILITY

1. Loss of one or both hands or feet.

2. Loss of one or both eyes
3. Loss of limbs at/or above ankle or wrist
4. Brain damage resulting to incurable
insanity.
ONE RANK HIGHER BENEFITS
- PNP Uniformed personnel shall, for purposes of
retirement pay be retired in one (1) grade higher that the
permanent grade last held, Provided that he has served at
least one (1) year of active service in the permanent grade.
DEATH BENEFITS
- Monthly pension
- Benefits payable by NAPOLCOM pursuant to PD 1184
* Reimbursement of reasonable expenses for medicine.
medical attendance, hospital fees, necessary transportation and
subsistence if same had not been paid by the PNP.
( PNP uniformed personnel and/or his legal beneficiaries shall
entitled to all benefits relative to the death of said personnel as
provided under RA 6975 and/or existing law.)
PAYMENT OF SALARY AND ALLOWANCES TO THE
HEIRS OF MISSING PNP UNIFORMED PERSONNEL

- In case any uniformed personnel has been

officially confirmed as missing in action, kidnapped or
captured by lawless elements, or other circumstances as
a result of performance of duty, the CPNP shall direct
payment of the missing personnel monthly salary and
allowances, to the heirs of their support for a maximum
period of one (1) year from the date of commencement
of absence.
END
QUIZ
___________1.Anything tangible granted to an individual in
recognition of acts of gallantry or heroism, meritorious or skill
and proficiency.
___________2. A kind of award praising an individual for a job
well done, either oral or written and lower than a medal.
___________3. Either a letter or plaque, appreciating or
recognizing an individuals performance of normal or basic
duties.
___________4. Refers to the distinctive physical device of
metal and ribbon which constitute the tangible evidence of
award.
___________5. An award conferred on a restricted individual
basis in recognition and as a reward for heroic, extraordinary,
outstanding and meritorious acts, achievements and service.
6-10 GIVE AT LEAST 5 KINDS OF PAY IN
THE PNP

11-15 GIVE AT LEAST 5 TYPES OF PNP

MEDALS
____________16. can be availed every 3 years since entry in
the service. (Php10,827.00 for male police officers and
Php11,655.00 for policemen).
____________17. given to the deep sea divers, parachutists,
EOD personnel and others handling lethal agents or involved
in testing new hazardous equipment (50% of base pay).
____________18. For those assigned in cold places. (Php1,000
for the first years and Php300,00 for succeeding years)
____________19. given to those engaged in counter-
insurgency operations and crime prevention operations in
hazardous areas (Php280,00 per day) and to those engaged in
counter-insurgency operations, pursuit of big-time syndicates
and crime personalities and those assigned to provide security
to the president and her family (Php340,00).
____________20. given to those police officers teaching
and/or detailed in training schools and PPSC (25% of monthly
base pay for SPO1 up and 10% for PO1 to PO3)
 RECORDS
MANAGEMENT
 It is recognized that no organization can
exist without adequate records. Business,
Government and Social Organization depend on
accurate and up-to-date records. Traditionally,
all records are to be kept, stored and
maintained because of its importance. Record
Keeping is considered an important phase of
management because records are always used in
communication, decision making, direction,
measuring performance and management
control.
DEFINITION OF RECORDS
Records refer all recorded information.
Records are the memory of an
organization or an individual who creates
them.
Specifically, Records maybe defined as
any paper, book, photograph, drawing,
motion picture, film, sound recording,
map or other document of any physical
form.
Records is an account made in
permanent form.
RECORDS
It is an account of events, transactions and happenings set
to preserve or transit the truth.
It is an information on a subject collected, preserved or a
known history of performance

POLICE RECORDS
Refers all papers, books, photographs or other
documentary materials regardless of physical form or
characteristics made or receive by a police agency in
pursuance of its legal obligation.
RECORDS MANAGEMENT
It is the systematic control of an organization's record
throughout their life cycle in order to meet operational
needs.
It is also simply defined as the systematic control over the
creation, use, maintenance, protection and disposition of
records.
It is an administrative function of every unit of
organization to create, protect, retain and preserve records
as required for the continuance of its business.
VALUES OF RECORDS
TIME VALUE Refers to the specific period of usefulness
of records.
Temporary When the records served the purpose for
which they were created or when action on them has been
accomplished or terminated.
Permanent When records have administrative, legal,
archival, research or historical significance and are worthy of
preservation.
UTILITY VALUE Refers to the nature of the usefulness of
the records to the organizations operation.

Administrative Value - the value of records that is

determined by their use as administrative tools to accomplish
the mission of the organization.
Fiscal- the value of records that is determined by the
use of administrative tools to discharge the financial
obligation of the organization.
Legal The value of records that express legal
decisions, opinions, and those that generally give protection
to the civil, legal, property and other rights of an individual.
It contains evidence of legal of legally enforceable rights of a
person.
PURPOSE OF RECORDS MANAGEMENT
o To create records which are necessary for the efficient and
successful operation of an organization; and
o To produce the records when they are needed.

PURPOSE OF POLICE RECORDS

o Primary means of communication among the members of
the police department.
o Integration of the various department units into an
integrated organization for accomplishing the police task.
oEssential in the efficient performance of routine duties.
oWise direction of the police effort.
oSupervision and control of personnel.
oDetermination of department policy.
*
1. Measure police efficiency
2. Present the communitys crime picture
3. Assist in assigning and promoting personnel
4. Identify individuals
5. Provide a basis for property accountability
6. Control investigation
7. Make information available to the public
8. Increase the efficiency of traffic control
9. Assist the courts and prosecutors
10. Assist in evaluating control services
11. Coordinate custodial activities
12. Integrate the department
13. Furnish data for the budget
14. Establish responsibility
15. Reveal unusual problems
16. Aid in apprehension of criminals
17. Assist other police agencies
18. Provide the basis for compilation of police statistics
19. Effective employment of personnel and equipment
 *
* Violations of laws and ordinances,
* All calls in which any member of the police force dispatched or
takes official action,
* All legal papers handled such as warrant of arrest, subpoenas,
summonses, citations and the like,
* Cases of missing and found persons, animals and property,
* Accidents which require police actions,
* All personal injuries, bodies found and suicides,
* Any damage to property
* All cases in which a police officer is involved,
* All arrests made,
* Miscellaneous cases, general and special orders and all other
incidents that need to be recorded.
Police Records are classified into the following:
1. Administrative Records
2. Operational Records
3. Miscellaneous Records
ADMINISTRATIVE RECORDS Are generally those kept and
maintain by administrative units of the police agency example
are:
Personnel Records including Individual police profile/ 201
file, appointment, assignment, training, performance rating,
disciplinary records. Etc.
Logistics Records Include inventory or property, purchases of
materials/equipment. Etc.
Financial Records include vouchers, pay checks and
allowances, and other financial matters
Organizational plan
Memoranda, orders, policy-guidelines
communication/correspondence files
OPERATIONAL RECORDS Are those kept and maintained by
operational units of the police agency. They are records
relating specifically to the operation and services provided by
a particular unit and which is distinct from the general
administrative or housekeeping records. Example are:

CASE RECORDS Considered as the heart of any police

records system. It serves as the basis for the analysis of
offenses committed. It includes the preparation of the
complaint/assignment sheet and the investigation report.
 *
*A case of records is composed of two categories:

1. Complainant/Assignment Sheet which reflects all

information regarding complains and reports received by
the police from the citizens and other agencies, or
actions initiated by the police.

2. Investigation Report, which contains the findings of

an action taken by the investigating officer based on
inquiries made and by obtaining the available facts of the
incidents.
 The Arrest and Booking Records
This record maintains the arrest and jail booking report, which is
required for all persons arrested. It shall bear an arrest number for each
arrest made.
Refers to the records created as a result of arrest made against
person who committed violation of laws or ordinance.
Criminal Identification Records
Include fingerprints, picture and other identifying characteristics
of suspects and arrested persons. Rouges gallery is a component of
these records.
Modus Operandi Files
Define different methods of operations of known criminals or
criminal syndicate.
Intelligence Records
Pertain to all records kept by intelligence units which include
highly classified documents.
TYPES OF REPORT INCLUDED TO OPERATIONAL RECORDS
o Initial/Advance Report -Is an advance information on a new or
fresh case. It is written and submitted immediately after having
conducted the initial investigation of the case.
o Progress Report - It is the result of the follow-up investigation
of a new or fresh case. It is written and submitted every time or
whenever any development or progress is accomplished in the
follow-up investigation.
o Final Report - Is a complete written narration of facts based on
an exhausted investigation of the case. It is the result of
evaluated, summation, analysis of all facts and circumstances of
the case.
This is written and submitted whenever the case is solved
and closed.
oTechnical Report - A report on the laboratory examination
of the physical evidence gathered in order to supplement
the findings of the investigator.
o Accident Report - An investigation report regarding an
accident which includes vehicular accident and damage to
property
o Wanted Person Report - A report on persons who are
wanted by the police.
o Daily Record of Events - A record needed to keep all
members of the police force informed concerning police
operations, assignments, and administrative functions.
The Miscellaneous Records
These are records, which do not relate to recorded
complaint and investigation reports but are informational in
character. Although they have something to do with
administrative and operational records, they are not so much
significant. They are normally kept in separate files by both
administrative and operational unit. Example are:
o Register of Aliens
o List of licensed firearms holders
o List of past and incumbent national and local officials
o List of banks, commercial establishment and vital
installations
o List of existing organizations
o List of ordinances
o List of private security agencies
o And the like
 *

External Communications - Written communications between

organizations.

Internal Communications - Examples of internal

communications are communications between an organization
and employees
 *
the record cycle is after referred to as the birth-through-death
cycle.
1. Creation
2. Classification Vital, important records
3. Storage
4. Retrieval -The act of taking out of record from the storage for
reference purposes.
5. Purging or retention
6. Transfer -The process of moving the record from one storage to
another.
7. Archival Storage or Disposition -e systematic transfer of non-
current records from the office to any storage area or archives
for long term storage, the identification of preservation of
permanent records and the destruction of valueless records.
THE PNP RECORDS SYSTEM
All units in the PNP create, receive, kept and maintain
their own records.
Records are communicated of flowed upwards and
downward
Reports communications going upward reach the
Directorate concerned which keep and maintain the
national records while those going to lower units are
cascaded down to the line.
A. FILING RULES
There are two basic rules underlying filing:
1. ALPHABETICAL FILING filing
according to the letter of the alphabet
2. DATE FILING - most recent files on
top
IMPORTANT DEFINITION OF TERMS

POLICE REPORT Is a chronological or step by step account of an

incident that transpired in a given time, at a given place. It is
also defined as an account of investigation or an official
statement of fact.
REPORT Is a story of action performed by man.
COMMUNICATION an exchange of information
INFORMATION facts provided or learned from something or
someone
RECORDS CENTER a facility sometimes specially designed and
constructed for the low-cost and efficient storage and furnishing
or reference service
RECORDS OFFICE focal point of the agency when records are
received, released and maintained for future use
ORIGINATOR - The person responsible in the creation of
records, usually executives.
PROCESSOR OR USER - The person to whom the record is
sent for action or information.
OFFICE WORKER- The person responsible in the preparation
of records usually the secretary, stenographer, typist or
machine operator.
RECORDS CUSTODIAN The person responsible for the
maintenance and retention of records.
FILES folder containing records
VITAL RECORDS - Records that are irreplaceable, but can be
reproduced.
USEFUL RECORDS - Records that would cause inconvenience if lost
but could be readily replaced.
NON-ESSENTIAL RECORDS - Records that are previously determined
by retention schedule to be illegible for destruction.
CURRENT RECORDS - Records that is regularly used and
maintained.
PERMANENT RECORD - records which is to be kept for not less
than ten (10) years.
BIRTH OR RECORDS - The period during which the record is
created or comes into existence.
RECORDS CYCLE - This refers to the time interval when a
record was created until its final disposition.
 Archival the value of records that reflects a
significant historical events or historical documents that
could be used as basis of research.
Historical the value that provides complete record
of the past and current activities. The value referring to
policies, plans, rules and procedures which the organization
or one of the competent parts adopted to carry out its
functions and responsibilities.
Research The value that provides actual or potential
usefulness for studies of methods, operation, data,
experience and investigations for use in the conduct of
further scientific researches.