The institutionalization of a career

management program for PNP uniformed personnel

is envisioned to promote its professional
competence and the development of management
and leadership qualities and skills compatible with
the dynamic role of public safety social defense in
national security, stability and development.
 Hereunder are the general and specific
objectives of the career management program in
the PNP.

 General Objectives
 Specific Objectives
 This program includes officers and non-officers
of the PNP. It shall cover a period of thirty-five (35)
years maximum career service expectancy

1. Career Management Program for PNP Officers and Non-

Officers
1.) Policies
2.) Operating Principles
1. Career management program for PNP Officers
1) Policies
(1) The number and skills of PNP officers to be developed are
determined by organizational requirements. As requirements
change, the numbers and skills of PNP officers to be developed
shall be adjusted accordingly.

2) Career management program shall be undertaken through

the following schemes.

3) Those who are relieved for cause due to

administrative/criminal cases, inefficiency, unsatisfactory
performance, abusive conduct and other acts that are inimical t
o the service shall not be included.
 (4) Career management program shall be conducted in five (5)
phases corresponding to typical duty assignment that can be
expected during each phase, and progression of education and
training opportunities. Each phase of career management program
has certain broad goals in accordance with the generalist concept.
These phase should be considered as flexible, as the actual course
of an officer’s career management and utilization will be influenced
by the organizational requirements and the officer’s own capabilities
and performance. These phases and their specific goals as follows:

a) Career Entry Phase

b.) Junior Intermediate Management Phase
c.) Senior Intermediate Management Phase
d.) Junior Executive Management Phase
e.) Senior Executive Management Phase
2) Operating Principles

(1) Career Pattern

(2) Assignment Rotation
(3) Mandatory Education Profile
(4) Mandatory Career Training
(5) Mandatory Career Positional Eligibility
(6) Tenure

2. Career Management Program PNP Non-Officers

1) Policies
(1) The Chief PNP shall oversee the efficient and effective
implementation of the career management program.
(2) The PNP, through the Director, Directorate for Personnel
and Records Management (DPRM), shall establish a comprehensive
program cycle aimed at providing a strong foundation upon which
the strength and potential of every non-officer are developed and
properly managed.
 (3) Directors, Administrative and Operational Support Units,
Regional Directors, and Chief, Support Office Units shall maintain a
priority listing their own police personnel who shall undergo any
training and all programmed career service schooling as may be
prescribed by the NHQ, PNP.

(4) The number and skills of PNP non-officers to be develop

are determined by the organizational requirements. As requirements
change, the number and skills PNP non-officers to be developed are
adjusted accordingly.

(5) The PNP non-officer career management program shall be

undertaken through the following scheme:

(6) Those who are relieved for cause due to administrative

criminal cases, inefficiency, unsatisfactory performance, abusive
conduct and other acts that are inimical to the service are not
included and shall be treated in accordance with prescribed policies
of the PNP.
2) Operating Principles
(1) Assignment Rotation
all non-officers shall be rotated in duty assignment after
attaining a maximum of five (5) years in any particular command,
district or station.

(2) Mandatory Educational Profile

(3) Mandatory Career Training

(4) Mandatory Requirements for Promotion

There shall be qualifying test for every rank upon which a non-
officer which a non-officer shall be promoted.

(5) Retirement
Retirement of non-officer shall be in accordance with R.A 6975,
as amended R.A 8551.