1

NORTHWESTERN UNIVERSITY
2
College of Criminal Justice Education
3
Laoag City, Ilocos Norte, Philippines.
4
5
6
7
8
9 Adherence of the Police Officers to their Ethical Standards
10
11
12 A Research Study In Fulfilment of
13 the Requirements for Criminological Research 2
14 (Thesis Writing and Presentation)
15
16
17
18
19 Researchers:
20
21 Jan Kimverlee S. Abarabar
22 Roberto M. Abubo
23 John Eric G. Agcaoili
24 Jessica Rose G. Aguto
25 Leo A. Ancheta
26 Marisol G. Bacarisa
27 Jan Marc T. Vila
28
29
30
31 Adviser
32 Dr. Winston Flores
33
34
35
36 February 2021
37 TABLE OF CONTENTS

38 Chapter I. INTRODUCTION 1

39 Introduction 1

40 Research Framework 8

41 Research Problems 10

42 Chapter II. METHODOLOGY 11

43 Research Design 11

44 Participants 11

45 Research Instrument 11

46 Data Gathering Procedure 12

47 Ethical Considerations 12

48 Data Analysis 12

49 Chapter III. PRESENTATION, INTERPRETATION, 14

50 AND ANALYSIS OF DATA

51 Chapter IV. CONCLUSIONS AND RECOMMENDATIONS 23

52 Conclusions 23

53 Recommendations 24

54 Working Bibliography 25

55 Appendices 27

56 Letter request 28

57 Questionnaire 29

58 Plan of Implementation (Gantt Chart) 34

59 Credentials of Researchers (Curriculum Vitae) 35

60
61 Abstract: Unethical behaviors of the Police are an old-age problem in the Philippines. This
62 study determined the perceived factors that influence police officers in engaging in unethical
63 behaviors and the level of adherence to their ethical standards, using the quantitative descriptive
64 design. It involved eighty-eight (88) police officers from the Laoag City Police Station. The
65 overall findings showed that Police officers in Laoag City are generally, young both in age and
66 in public service, most are male and either single or married. Moreover, Police Officers are
67 greatly influenced by situational factors, individual and organizational factors in their
68 engagement in unethical behaviors. Lastly, Police officers in Laoag City are very much adherent
69 to their fundamental beliefs, social practices, and professional conduct, making them morally
70 upright public servants.
71
72 Keywords: factors, influence, police officers, unethical behaviors
73
74
75
76
77
78
79
80
81
82
83
84
85
86
87
88
89
90
91
92
93
94
95
96
97
98
 1

99 CHAPTER 1

100 INTRODUCTION

101 . "Blessed are the peacemakers, for they shall be called the children of God."

102 Police officers are the epitome of excellence. They are viewed highly in a community

103 they are involved in as they are entrusted with upholding the law and enforcing justice. Their

104 daily duties are often guided by personal decision making which requires reasonable judgment.

105 Furthermore, many of those decisions are made outside the presence of supervisor oversight; and

106 as such, a blend of discretionary power and lack of consistent supervision produce opportunities

107 for unethical decisions and the potential onset of misconduct. Due to heavy scrutiny of the public

108 to the police officers, unethical behaviors are frequently noticed and therein affect citizen attitude

109 towards police. Such negative attitudes typically emanate from an assortment of factors,

110 including an individual’s experience with police (Dowler & Sparks, 2008). One unethical

111 behavior of police officers can be of great consequence, such as the public's trust and confidence

112 will diminish towards law enforcement. Therefore, it is imperative to examine police misconduct

113 and its effect on public perceptions, so that implementation of effective future policies can be

114 designed to rebuild the often tarnished bonds with the community.

115 Police misconduct is as pervasive in the US as it is in England, Canada, Netherlands,

116 Germany, Austria, France, Russia, and South Africa. In the United States, allegations of police

117 misconduct, brutality, and harassment have popped up. The problem is not only nationwide, but

118 it has become an inherent part of the police institution (Champion, 2001; US Commission on

119 Civil Rights, 2000; Human Rights Watch, 1998).

120 Unethical behaviors of the Police are an old-age problem in the Philippines. There are

121 innumerable instances whereby reason to the subtlety of the temptation, police officers, innocent
 2

122 of ulterior motive, find themselves in most embarrassing or compromising positions. (Kooken,

123 1948) Law enforcement organizations must embrace ethics as a critical tool for effective

124 decision-making. To truly address the problem, it is necessary to work with the officers,

125 community, and professional policing organizations. The culture of being above the law ends

126 only when leaders enforce rules against corrupt behavior and then recognize the proper behavior.

127 (Johnson and Cox, 2004)

128 According to Westmerland (2006) stated that most officers, such as those involving the

129 acquisition of goods or money, are much worse than behavior involving illegal brutality or

130 bending of the rules to protect colleagues from criminal proceedings. He also stated that officers

131 are relatively unwilling to report unethical conduct by colleagues unless some acquisitive motive

132 or outcome is predicted.

133 Alain et al stated that, conformity to existing standards, procedures, and beliefs is

134 encouraged in the police culture.; the focus placed on secrecy and loyalty, along with pressures

135 of conformity, encourage officers to participate in, or at least tolerate, unethical behaviors (Alain

136 & Grégoire, 2008; Rothwell & Baldwin, 2007;). Other cultural traits, such as masculinity and an

137 "ends justify the means" mentality, further encourage an acceptance or tolerance of unethical

138 behavior (Alpert & Noble, 2009;). Any officer who appears willing to report unethical behavior

139 threatens this sense of protection and loyalty offered by the police culture (Rothwell & Baldwin,

140 2007). The officer would then face the consequences of the group—being ostracized, not being

141 trusted, and not having other officers willing to work with the individual (Goldschmidt &

142 Anonymous, 2008)

143 One of the strongest predictors of police officers' peer reporting decisions was their

144 perceptions of the seriousness of consequences of the unethical behaviors. This suggests the need
 3

145 to increase police officers' awareness of the severity of the results of ethical violations. (Kargin,

146 2004) Further, by knowing both the factors and the extent of their influence on police officers'

147 peer reporting decisions, police managers will have information that enables them to improve

148 conditions (i.e., individual or organizational) that might stimulate unethical behaviors; in turn,

149 this will enhance efforts to reduce future unethical behaviors by the members of the organization.

150 Officers may also face ethical dilemmas simply due to the unpredictable nature of police

151 work. Police officers often contact members of the general public; these individuals may have

152 some sort of connection to or relationship with the officer. (Mason, 2010) A police officer may

153 come into contact, due to a police matter, with an individual they have a relationship with;

154 similarly, the financial dealings of an officer or the religious and personal beliefs of an officer

155 may create a conflict of interest while on duty. Some officers may be tempted to, or even

156 unconsciously, act in an inappropriate or biased manner; in other occasions, an officer's unbiased

157 judgment may be hindered (Coleman, 2005).

158 Unlike most careers, police officers face a role in society where outsiders constantly

159 scrutinize officers. Members of the general public constantly monitor and critique the actions of

160 officers both on-duty as well as off-duty. Although in most cases, this does not create problems

161 or stress for individual officers, this high level of public scrutiny does create a potential for strain

162 on officers. High levels of stress and burnout among officers can, as stated, affect officers in

163 many ways (Mason, 2010). Importantly for police organizations, officer job quality and

164 legitimacy may suffer. According to entitlement theory, individuals come to expect, early in life,

165 a certain level of care and consideration from others to form attachments (Kingshott, Bailey, &

166 Wolfe, 2004).

 4

167 Beyond outside judgments of officer morality and ethical behavior, it is essential to

168 understand how officers themselves view ethics. This is especially true considering the focus on

169 insider knowledge promoted within police culture Kingshott, Bailey, and Wolfe (2004). When

170 officers were asked about unethical behavior and dishonesty within the line of duty, many

171 officers expressed a belief that they were acting in the best possible manner. During in-depth

172 interviews, Goldschmidt and Anonymous (2008) found officers to justify and rationalize

173 unethical and dishonest behaviors in many ways. Citing a noble cause, such as serving the

174 greater good, acting in a certain manner because it is "what is right," self-preservation, or acting

175 to deter crime at all costs, were often cited by those interviewed. Other justifications included

176 denying a victim (ex: they deserved it), denying responsibility (ex-the courts and department

177 procedures are too demanding; criminal justice system is ineffective), and claiming that chaos

178 would result if officers did not occasionally act dishonestly. However, officers were divided as to

179 whether their peers influenced dishonest behavior. Officers claimed they were not uncomfortable

180 behaving in a deviant or dishonest manner because they had already justified their behaviors.

181 Most officers cited personal limits to deviant behavior and stated the seriousness of the crime

182 drove dishonest behavior. The more serious the crime was, the more officers accepted dishonest

183 behavior; however, officers stated they would not be willing to risk losing an important case due

184 to dishonest or unethical behavior (Goldschmidt & Anonymous, 2008).

185 Individual characteristics, however, have been identified by some studies to influence

186 officers' perceptions of ethical behavior. Goldschmidt and Anonymous (2008) found officers to

187 cite personal beliefs as a deciding factor on ethical dilemmas. Similarly, Westmarland (2005)

188 found officers to claim individual circumstances and context as influential on ethical decisions.
 5

189 In regards to individual qualities, Catlin and Maupin (2002) found education to be significantly

190 related to ethical orientation—ethical relativism decreased as education increased.

191 Some examples of unethical behaviors in the Philippines are police brutality, dishonesty,

192 fraud, coercion, torture to force confessions, abuse of authority, sexual assault, including the

193 demand for sexual favors in exchange for leniency, and most especially involvement in illegal

194 drugs. The recent December 20, 2020 shooting in Paniqui, Tarlac that involved a Paranaque

195 policeman who was caught on video shooting dead a mother and son is a gruesome example of

196 how an unethical behavior of a single policeman can affect the entire organization.

197 This is not the first time that violence by officers has caused national alarm; for this, I

198 direct the reader to sites like [Link], which compiles a list of such abuses or concerning

199 reports by the Human Rights Watch on the Philippines. This also is not the first time concerned

200 statements have been made about the mental health of our policemen and the need for services

201 for evaluation or care. With police brutality once again making headlines, officials are once more

202 contemplating regular neuropsychiatric tests for members of the force, with the idea of detecting

203 loose cannons among officials and preventing harm. (Philippine Daily Inquirer, 2021)

204 Psychologically healthy police officers are more likely to stay committed to their ethical

205 principles. (Blumberg et al.,) Recently, a new viewpoint, which integrates these topics, has

206 emerged (Papazoglou and Blumberg, 2020). In this article, the authors introduce the POWER

207 perspective of police wellness and ethics. POWER stands for Police Officer Wellness, Ethics,

208 and Resilience. The perspective represents the view that wellness and ethics cannot be discussed

209 separately; they are inextricably connected to each other. Initiatives to address one should

210 always, simultaneously, include the other.

 6

211 Operationally, numerous routine job demands increase the likelihood that officers will

212 engage in unethical decision-making. For example, officers' discretion means that they regularly

213 make compromises by ignoring some crimes while enforcing others. Likewise, discretion is used

214 without impartiality (e.g., who gets a ticket and who gets a warning), indicating a lack of ethical

215 decision-making. Perhaps the theory that best explains how policing fosters unethical decision-

216 making is moral disengagement (Bandura, 1999), which describes eight mechanisms whereby

217 individuals are disinhibited from acting unethically. Each of the eight mechanisms of moral

218 disengagement occurs during routine police work (Blumberg et al., 2018).

219 Police officers and the mental health experts who work with them need to be aware of the

220 synergistic effect between police officers' ethical decision-making and emotional health. As

221 mentioned, officers who experience emotional difficulties are more likely to make unethical

222 decisions. And, there are deleterious emotional effects when officers make unethical decisions

223 through, for example, the mechanisms of moral disengagements, such as dehumanization and

224 attribution of blame. One strategy is for officers to utilize techniques that boost compassion

225 satisfaction (Grant et al., 2019; Papazoglou et al., 2019; Millard, 2020). This is the sense of

226 gratification that comes from helping others, especially those who have been victimized and even

227 those who are not particularly appreciative of the help. It requires officers to focus on the small

228 wins and not to become burdened by the fact that they cannot help everyone.

229 Article 29 of the Universal Declaration of Human Rights provides, "In the exercise of his

230 rights and freedoms, everyone shall be subject only to such limitations as are determined by law

231 solely to secure due recognition and respect for the rights and freedoms of others and of meeting

232 the just requirements of morality, public order and the general welfare in a democratic society"

233 (Hague, 2018). Hence the mandate for Police in modern democracies: to protect human rights,
 7

234 to defend fundamental freedoms, and to maintain public order and the general welfare in a

235 democratic society through policies and practices that are lawful, humane, and disciplined.

236 Ethics and integrity righteously validate these mandates and authorities vested in and entrusted to

237 them by the People. Therefore should their ethics and integrity falter, so will the trust placed in

238 them. When that happens, law enforcement ceases to exist— instead, it becomes the very

239 criminal it was designed to fight against.

240 With the above-mentioned arguments, it's clear that "police ethics," or for this research,

241 “police unethical behaviors” should be monitored and controlled by the organization itself. There

242 should be an ongoing process and continuous effort to prevent police officers from their conduct

243 unbecoming. In order to prevent police from unreasonable conduct, certain standards must be set

244 and legal sanctions must be imposed. Provisions of this sort are found in legal texts that bind

245 every police officer to act in due regard. However, the most important aspect of preventing

246 police misconduct is not having legal provisions. It is more important how effectively they

247 adhere to their ethical standards.

248 According to Champion, ethical behavior is learned, and like all learned behavior, is

249 shaped by experience. In an environment where temptations and threats are few, acting ethically

250 comes easily. In more hostile environments, where temptations, insults, and threats are

251 commonplace, acting ethically poses a greater challenge. And this is the dilemma facing police.

252 It should be accepted that in each and every country, there are problems of police misconduct,

253 and there is no country where their police force has never been accused of depriving the rights of

254 citizens or immune from doing so (Champion, 2001).

255 The researchers conducted this research because we wanted to understand the level of

256 adherence of our police officers to their ethical standards. Since the misconduct of police is
 8

257 directly and easily related to the overall performance of a government in protecting the basic

258 rights and civil liberties of its citizens, this study aims to provide a clear understanding of the

259 factors that contributed to such unethical behaviors. Lastly, this could be of great help to the

260 Philippine National Police in developing strategies and programs that could help them address

261 the problems of unethical behavior in their ranks.

262

263 Research Framework

264
265 This study is anchored on the Philippine National Police Ethical Doctrine Manual (1995)

266 that all members of the Philippine National Police shall abide, adhere to and internalize the

267 provisions of this Ethical Doctrine. Towards this end, a truly professionalized and dedicated law

268 enforcer shall be developed in promoting peace and order, ensuring public safety, and enhancing

269 community participation guided by the principle that a public office is a public trust and that all

270 public servants must, at all times, be accountable to the people. They shall serve with utmost

271 responsibility, integrity, morality, loyalty, and efficiency with due respect to human rights and

272 dignity as the hallmark of a democratic society. They shall, at all times, support and uphold the

273 Constitution, bear faithful allegiance to the Constitution, bear faithful allegiance to the legitimate

274 government, respect the duly constituted authority and be loyal to the police service.

275 Furthermore, in light of the study, this will serve as the foundation of the possible

276 outcomes of the Adherence of the Police Officers to their Ethical Standards.

277 Figure 1 shows the paradigm of the study, which is the dependent and independent

278 variables. The profile of the respondents and the perceived factors that influence police officers

279 in engaging in unethical behavior will be the independent variables. And the level of adherence

280 of the police officers to their ethical standards will be the dependent variable.
 9

281

282

283
INDEPENDENT DEPENDENT
284 VARIABLE VARIABLE

285

286

287
Profile of the respondents
288  Age
 Sex
289  Marital status
 Years of service
290
 Designation
291 Level of adherence of
Perceived Factors
PNP on Ethical
292 Standards
 Situational factors
293  Individual factors
 Organizational factors
294

295

296

297

298

299

300 Figure 1 : RESEARCH PARADIGM

301
302
303
304
305
306
 10

307
308 Research Problems
309
310 The study aimed at assessing the adherence of Police officers at the Laoag City

311 Police Station to their ethical standards for the year 2021.

312 Specifically, it sought to answer the following questions:

313 1. What is the profile of the respondents as to:

314 1.1 Age

315 1.2 Sex

316 1.3 Marital status

317 1.4 Years of service and

318 1.5 Designation

319 2. What are the perceived factors that influence police officers in engaging in unethical

320 behaviour as to:

321 2.1 Situational factors

322 2.2 Individual factors and

323 2.3 Organizational factors

324 3. What is the level of adherence of police officers to their ethical standards as to their:

325 3.1 Fundamental beliefs

326 3.2 Social practices

327 3.3 Professional conduct

328

329

330

331
 11

332 CHAPTER II
333 METHODOLOGY
334
335 Research Design
336
337 This research is a quantitative type, and since this study is about the Adherence of the

338 Police Officers to their Ethical Standards, we used the Descriptive method of research. Survey

339 method was conducted using a questionnaire. In this way, it described the profile of the

340 respondents, determined the perceived factors that influence police officers in engaging in

341 unethical behaviour and the level of adherence of police officers to their ethical standards.

342

343 Participants

344 The participants were the Police Officers of Laoag City Police Station of Brgy 1 San

345 Lorenzo, Laoag City. From the total population of 88 Police officers, they served as the

346 respondents. The selection of the respondents followed simple random sampling. If the number

347 of respondents will not be obtained due to a hectic schedule or poor internet access, it will be

348 reflected in the data gathering procedure.

349
350 Research Instrument

351 The survey questionnaire made by the researchers is based on the Ethical Doctrine

352 Manual of the Philippine National Police (1995). It consists of the following; the first part is the

353 profile of the respondents; the second part is the perceived factors that influence police officers

354 in engaging in unethical behavior as to situational factors, individual factors, and organizational

355 factors; And the third part is the level of adherence of police officers to their ethical standards as

356 to their morality, integrity, and professionalism.

357
 12

358 Data Gathering Procedure

359 The researchers observed the proper protocol in this study's conduct and created a letter

360 to the respondents to asked permission to conduct the study. The researchers used a survey

361 questionnaire for the respondents to collect data for the study. After the letters and questionnaires

362 were done and approved by our adviser, the researchers distributed the research tool to the target

363 respondents via google forms, e-mail, or messenger with attached informed consent to comply

364 with ethical considerations. The researchers immediately collect the answered questionnaires and

365 tallied the gathered data.

366

367

368 Ethical Considerations

369 The participants' participation in this study was voluntary with or without remuneration

370 given to them. Additionally, to ensure confidentiality, the background and profiles of the

371 participants was not exposed and it was treated with the utmost confidentiality. Moreover, the

372 consent form was translated with a dialect that they understand were filled up by the participants

373 that would serve as evidence or proof that the participants agreed and be informed that they were

374 subjected to this study. However, if the participants wish to withdraw the researcher would not

375 oblige them to take part in the study since it is their right. Also, the participants have the right to

376 decline from audio/video recordings. In order to ensure the trustworthiness of this study, the

377 researcher sets aside personal feelings and opinions for the better result of the study.

378
379 Data Analysis
380
381 The gathered data was analyzed and interpreted using frequency and percentage for the

382 profile of the respondents. Weighted mean was employed to perceived factors that influence
 13

383 police officers in engaging in unethical behaviour and the level of adherence of police officers to

384 their ethical standards. Four point likert scale was used.

385
386

387

388 Table *. Equivalent description of the scores

Point value Range of Value Descriptive Interpretation

4 3.26-4.00 Very often

3 2.51-3.25 Often

2 1.76-2.50 Sometimes

1 1.00-1.75 Never

389
390
391

392

393

394

395

396

397

398

399

400

401

402

403

404

405
406

407
 14

408 CHAPTER III

409 PRESENTATION, INTERPRETATION, AND ANALYSIS OF DATA
410
411 Table 1.
412 Demographic Profile of Participants (n=88)
Frequency Percentage
(f) (%)
Age
21-25 21 23.9%
26-35 52 59.1%
36-45 8 9.1%
46-50 6 6.8%
Higher than 50 1 1.1%

Sex
Male 75 85.2%
Female 13 14.8
Years of service
2 2.3%
Less than a year 46 52.1%
1-5 years 30 34.1%
6-15 years 10 11.4%
16 and more

Marital status
Single 43 48.9%
Married 43 48.9%
Separated 2 2.3%
413
414 This table presents the data collected on the demographic profile of the respondents.

415 A. On Age

416 It can be gleaned from the table that respondents that out of eighty eight

417 respondents, there are 21 or 23.9% of them who are aged between 21-25, while 52 or

418 59.1% are aged 26-35. Eight or 9.1% are between 36-45 years old and six or 6.8% are

419 aged 46-50. The remaining one respondent is aged higher than 50 years old.

420 This further indicates that majority of the police respondents are typically young

421 and new in the police service.

 15

422 B. On Sex

423 There are seventy five or 85.2% of the respondents who are male while thirteen or

424 14.8% are female.

425 This further implies that majority of the police officers are male. This supports the

426 article published on Bloomberg,com (2019) which states that more than 83% of police

427 officers in the Philippines are male.

428 C. On Years of Service

429 The table shows two or 2.3% of the respondents has been in the service for less

430 than a year, forty six (46) or 52.1% are in the service for 1-5 years. Meanwhile, thirty

431 (30) respondents or 34.1% are serving for 6-15 years while the remaining ten (10) are in

432 the service for 16 years and more. This connotes that majority of the police respondents

433 are still new in the public service.

434 This further indicates that police officers in Laoag City are comprised of very

435 young and dynamic work force.

436 D. On Marital Status

437 It can be noted from the table that forty three (43) or 48.9% of the respondents are

438 single. Same number of respondents are married while two or 2.3% of them are

439 separated. This further indicates that there is an equal number of police respondents who

440 are single and married.

441
 16

442 II. PERCEIVED FACTORS THAT INFLUENCE POLICE OFFICERS IN ENGAGING

443 IN UNETHICAL BEHAVIOR
444
445 Table 2
446 A. Situation Factors
447
Suspect’s Weighted mean Descriptive interpretation
Characteristics

Age 3.18 Often

Sex 2.90 Often
Socio-economic status 3.63 Very often
Demeanor 3.18 Often
Mental status 3.22 Often
Intoxication 3.02 Often
Overall weighted mean 3.18 Often
Victim’s
Characteristics

Age 2.88 Often

Sex 2.82 Often
Socio-economic status 2.96 Often
Demeanor 2.57 Often
Overall weighted mean 2.80 Often

448
449 Table 2 presents the data on factors that influence police officers in engaging in unethical

450 behavior in terms of suspect’s characteristics and victim’s characteristics.

451

452 On Suspect’s Characteristics

453 It can be noted that socio economic status garnered the highest mean score of 3.63 which

454 is described as very often while age, sex, demeanor, mental status and intoxication garnered a

455 mean rating of 3.18, 2.90, 3.18, 3.22 and 3.02, all described as often a factor that influence police

456 officers in engaging in unethical behavior.

457

458 On Victim’s Characteristics

 17

459 It can be seen from the table that age, sex, socio-economic status and demeanor garnered

460 a mean rating of 2.88, 2.82, 2.96, and 2.57 respectively are described as often a factor that

461 influence police officers in engaging in unethical behavior.

462 Since the police respondents’ are often influenced by both the suspect’s and the victim’s

463 characteristics, it could mean showing the humane/inhumane side of the police respondents

464 which is in consonance with the cognitive rationalization of social weighing and moral

465 justification in the article published by Pitch (2011) on Rethinking Ethics in Law Enforcement.

466 According to the article, social weighing is a form of explanation wherein police makes selective

467 social comparison to justify their unethical behaviors while moral justification is a claim that

468 rationalizes their breaking of certain rules to achieve a more important goal.

469
470 Table 3
471 B. Individuals Factors
Weighted Mean Descriptive Interpretation
Stress 3.04 Often
Level of education 2.92 Often
Values 3.02 Often
Beliefs 2.81 Often
Designation 3.02 Often
Overall weighted mean 2.96 Often
472
473 Table 3 presents the data on factors that influence police officers in engaging in unethical

474 behavior in terms of individual’s factors. It can be seen on the table that stress garnered a mean

475 rating of 3.04 described as often; level of education has a mean rating of 2.92 also described as

476 often; values garnered a mean rating of 3.02 described as often; beliefs and designation have a

477 mean rating of 2.81 and 3.02, both described as often. Individual factors, with an overall

478 weighted mean of 2.96 is generally described as often a factor that influence police officers in

479 engaging in unethical behavior.

 18

480 This would further connote that the police respondents rely much on their personal

481 conviction and beliefs in making decisions at work. The apparent universality of this behavior

482 gives some support to theories assuming the existence of an innate moral sense (Sachdeva et al.,

483 2011), or, at least, an innate set of parameters for building morality (Hauser, 2006). Assuming

484 that personal contexts are associated to higher activation of emotion-related brain areas than the

485 impersonal contexts are (Greene et al., 2001), we can hypothesize that emotions may be one of

486 the innate tools for moral intuitions and judgments (Haidt, 2001). This is coherent with the idea

487 that the early distinction between moral and socio-conventional domains is grounded in empathy

488 (Helwig, 2008). Empathic emotions may establish the value of moral rules and the emotional

489 activation elicited by the application of personal force by the harm perpetrator may make the

490 concordance between action and moral rules a priority (Nichols and Mallon, 2006).

491
492 Table 4
493 C. Organizational Factors
Weighted Mean Descriptive Interpretation
Values of the organization 2.65 Often
Salary 3 Often
Recognition 3.03 Often
Location of workplace 3 Often
Relationship with peers 3.11 Often
Overall weighted mean 2.95 Often
494
495 Table 4 presents the data on factors that influence police officers in engaging in unethical

496 behavior in terms of organizational factors.. It can be seen on the table that values of the

497 organization, salary, recognition, location of workplace and relationship with peers with mean

498 rating of 2.65, 3.00, 3.03, 3.00, and 3.11 respectively are described as often. Organizational

499 factors has an overall weighted mean rating of 2.95 described as often a factor that influence

500 police officers in engaging in unethical behavior.

 19

501 This could mean that organizational factors has a strong influence on the unethical

502 actions of the police-respondents. According to Fitch (2011), organizational factors greatly affect

503 how law enforcers act ethically. Thus, law enforcement leaders must create a culture of ethics

504 within their agency. Moreover, in an article published by Satyendra (2020), it stated that the role

505 of organizational culture evolves from the social practices of the organizational employees, and

506 hence, it is a socially created reality which exists in the heads and minds of the employees as

507 well as in the formal rules, policies, and procedures of organizational structures. This could

508 further mean that what the respondents see happening within the organization may be imprinted

509 in their minds as what is acceptable and what is ethical.

510
511
512 III. LEVEL OF ADHERENCE OF POLICE OFFICERS TO THEIR ETHICAL
513 STANDARDS
514
515 Table 5
516 A. Fundamental beliefs
517
Fundamental beliefs Weighted mean Descriptive interpretation
I believe that respect for authority is 3.77 Very often
a duty

I believe in selfless love and service 3.71 Very often

to people.

I believe in the responsible 3.73 Very often

dominion and stewardship over
material things.

I believe in the wisdom of 3.77 Very often

truthfulness.
I believe in God, The Supreme 3.80 Very often
Being, The Great Provider, and The
Creator of all men and everything
dear to me.
Overall weighted mean 3.75 Very often
518
519 Table 5 shows the level of adherence of police officers to their ethical standards in terms

520 of fundamental beliefs. I believe that respect for authority is a duty garnered a mean score of
 20

521 3.77 which is described as very often; I believe in selfless love and service to people has a mean

522 score of 3.71 described as very often; I believe in the responsible dominion and stewardship over

523 material things scored a mean rating of 3.73 described as very often; I believe in the wisdom of

524 truthfulness has a mean rating of 3.77 also described as very often while I believe in God, The

525 Supreme Being, The Great Provider, and The Creator of all men and everything dear to me has a

526 mean rating of 3.80 which is described as very often. Fundamental beliefs is generally very often

527 adhered by the respondents with an overall weighted mean of 3.75.

528 This further indicates that police officers strongly adheres in their ethical standards

529 following their fundamental beliefs. This could be attributed to their personal convictions as

530 young professional police force. According to Pagon (2004: 96), ‘having integrity means that

531 police officers genuinely accept the values and moral standards of policing as they are

532 espoused…They consistently act, out of their own will, in accordance with those values,

533 standards and virtues, even in the face of external pressures’. Kleinig J. (1996), on his book, The

534 Ethics of Policing stressed that the mission of policing can safely be entrusted to those who grasp

535 what is morally important and who respect integrity. Without a good set of personal character, no

536 set of code, or rules or law can safeguard police mission of bearing public trust.

537

538 Table 6
539 B. Social practices
Social practices Weighted Mean Descriptive Interpretation
Wearing of prescribed uniform 3.78 Very often
Adherence to haircut prescribed by 3.71 Very often
rules & regulations.
Observing table etiquette. 3.65 Very often
Walking with pride and dignity. 3.67 Very often
Conducting myself properly in 3.76 Very often
dealing with people during social
functions.
Overall weighted mean 3.71 Very often
540
 21

541 Table 6 shows the level of adherence of police officers to their ethical standards in terms

542 of social practices. Wearing of prescribed uniform, adherence to haircut prescribed by rules &

543 regulations, observing table etiquette, walking with pride and dignity and conducting myself

544 properly in dealing with people during social functions with mean ratings of 3.78, 3.71, 3.65,

545 3.67 and 3.76 respectively are all described as very often. Overall, social practices garnered a

546 mean rating of 3.71 described as very often adhered by the respondents.

547 This further connotes that the police-respondents are socially upright. It could mean they

548 adhere to keeping their status and decorum acceptable in the eyes of the people they serve. This

549 essentially lead to higher trust rating to the police bureaucracy, thus, attributing to the improved

550 trust rating of the PNP during the second and third quarters of 2021. According to Caliwan

551 (2021) is attributed to the commitment, hard work, efforts, and sacrifices of all police personnel

552 in preserving the integrity of the organization.

553
554 Table 7
555 C. Professional conduct
Professional conduct Weighted Mean Descriptive Interpretation
I commit to the service of my 3.78 Very often
fellowmen over and above my
personal interest
I help protect the environment and 3.75 Very often
conserve nature to maintain
ecological balance.
I uphold the truth at all times. 3.72 Very often
I obey legal orders of my superior 3.82 Very often
officers.
I seek God guidance in the 3.72 Very often
performance of my sworn duties
and honor Him at all times.
I provide services to everyone 3.75 Very often
without discrimination regardless of
party affiliation in accordance with
existing laws and regulations.
I respect and protect human dignity 3.78 Very often
and uphold the human rights of all
persons.
I perform my duties with dedication 3.73 Very often
thoroughness, efficiency
enthusiasm, determination, and
 22

manifest concern for public person.

I refrain from engaging in any 3.75 Very often
activity which shall be conflict with
their duties as public servants.
I strive to be physically and 3.77 Very often
mentally fit and in good health at
all times.

Overall weighted mean 3.75 Very often

556
557 Table 7 shows the level of adherence of police officers to their ethical standards in terms

558 of professional conduct. I commit to the service of my fellowmen over and above my personal

559 interest garnered a mean rating of 3.78 described as very often; I help protect the environment

560 and conserve nature to maintain ecological balance has a mean rating of 3.75 described as very

561 often; I uphold the truth at all times with a mean rating of 3.72 is described as very often; I obey

562 legal orders of my superior officers scored 3.82 described as very often; I seek God guidance in

563 the performance of my sworn duties and honor Him at all times garnered a mean rating of 3.72

564 described also as very often; I provide services to everyone without discrimination regardless of

565 party affiliation in accordance with existing laws and regulations has a mean rating of 3.75

566 described as very often; I respect and protect human dignity and uphold the human rights of all

567 persons with 3.78 mean rating and described as very often; I perform my duties with dedication

568 thoroughness, efficiency enthusiasm, determination, and manifest concern for public person

569 scored a mean rating of 3.73 described as very often; I refrain from engaging in any activity

570 which shall be conflict with their duties as public servants has a mean rating of 3.75 described as

571 very often and I strive to be physically and mentally fit and in good health at all times has a mean

572 rating of 3.77 described also as very often. Overall, professional conduct is very often adhered by

573 the respondents having a mean of 3.75.

574 This could mean that the police-respondents have a high regard for their own professional

575 conduct. As such, it is very essential to adhere to professional conduct to be able to meet public
 23

576 satisfaction (Percy, 1980). In the result of the study by Tamayo (2018), the public maintains high

577 trust on the devotion to duty, organizational commitment, service-orientation, humility,

578 perseverance and professionalism among policemen. Police must realize that a single instance of

579 public service becomes a consistent and irreversible police impression. Hence, if for once, police

580 poorly assisted an individual, all other police assistance will be made poor no matter how fast or

581 efficient it had been. So, upholding to the police professional standards is always a must to

582 maintain public trust.

583

584 CHAPTER IV
585 CONCLUSIONS AND RECOMMENDATIONS
586

587 Conclusions

588 1. Police officers in Laoag City are generally, young both in age and in public service, male and

589 either single or married.

590 2. Police officers are greatly influenced by situational, individual and organizational factors in

591 their engagement in unethical behaviors.

592 3. Police officers in Laoag City are very much adherent to the fundamental beliefs, social

593 practices and professional conduct, making them morally upright public servants.

594

595 Recommendations

596 1. Police organization must ascribe to a mission statement and a clear set of operating values that

597 represent more than hollow promises, but, rather, establish standards for employees’ behavior at

598 all levels and illustrate that ethics play a crucial role in an officer’s success in the agency.
 24

599 2. A schedule for frequent lecture or discussion on ethics within the police precinct may be put in

600 place to regularly update and remind police officers of their proper decorum and conduct.

601 3. Police officers of Laoag should continue adhering to the fundamental beliefs, social practices

602 and professional conduct so they may continue to show competence and diligence to the people

603 they serve.

604 4. Future researchers may conduct a follow-up study on this topic and may include other

605 variables like including townspeople as respondents to validate the findings of this study.

607

608

609

610

611

612

613

614

615 Working Bibliography:

616
617 Age-Related Differences in Contribution of Rule-Based Thinking toward Moral Evaluations.
618 (2017, April 20). Retrieved from [Link]
619
620 Alpert, G.P. & Noble, J.J. (2009). Lies, true lies, and conscious deception: Police officers and the
621 truth. Police Quarterly, 12, 237-254.
622
623 Article 29 of The Universal Declaration of Human Rights. (2021). Retrieved June 29, 2021, from
624 [Link]

625 Bandura, A. (1999). Moral disengagement in the perpetration of inhumanities. Pers. Soc.
626 Psychol. Rev. 3, 193–209.

627 Blumberg, D. M., Papazoglou, K., & Schlossser, M. D. (2020). The Importance of WE in
628 POWER: Integrating Police Wellness and Ethics. Frontiers in Psychology. Published.

629
 25

630 Blumberg, D. M., Papazoglou, K., and Creighton, S. (2018). Bruised badges: the moral risks of
631 police work and a call for wellness. Int. J. Emerg. Mental Health Hum Resilience 20, 1–
632 14.

633
634 Britz, M.T. (1997). The police subculture and occupational socialization: Exploring individual
635 and demographic characteristics. American Journal of Criminal Justice, 21, 127-146.
636
637 Catlin, D.W. & Maupin, J.R. (2002). Ethical orientations of state police recruits and one-year
638 experienced officers. Journal of Criminal Justice, 30, 491-498.
639
640 Champion, D. J. (2001). Police misconduct in America: A reference handbook. California: ABC-
641 Clio Inc
642
643 Coleman, S. (2005). Conflict of interest and police: An unavoidable problem. Criminal Justice
644 Ethics, 24, 3-11.
645
646 Davis, William Andrew, "Examining Student Perceptions: Ethics and Misconduct in Today's
647 Police Department" (2014). Master's Theses. 51.
648
649 Eleazar elated over PNP's improved trust rating. (2021, October 25). Retrieved from
650 [Link]
651
652 Factors that Affect Ethical Behavior in the Workplace. (2014, September 13). Retrieved from
653 [Link]
654 [Link].
655
656 Frewin, K. & Tuffin, K. (1998). Police status, conformity and internal pressure: A discursive
657 analysis of police culture. Discourse & Society, 9, 173-185.
658
659 Goldschmidt, J. & Anonymous (2008). The necessity of dishonesty: Police deviance, ‘making
660 the case’, and the public good. Policing & Society, 18, 113-135.
661
662 Grant, H. B., Lavery, C. F., and Decarlo, J. (2019). An exploratory study of police officers: low
663 compassion satisfaction and compassion fatigue. Front. Psychol.
664
665 Hague, C. (2017, August 18). Planning for the many, not the few. Planning, 14.

666 Johnson, Terrence A., and Raymond W. Cox. “Police Ethics: Organizational Implications.” 8
667 Dec. 2014, pp. 67–79.

668 Kargin, Vedat. Peer Reporting of Unethical Police Behavior. LFB Scholarly Publishing LLC
669 AddressBox 221258, El Paso, TX 79913, United States, 2011.

670 Kingshott, B.F., Bailey, K. & Wolfe, S.E. (2004). Police culture, ethics and entitlement theory.
671 Criminal Justice Studies, 17, 187-202.
 26

672
673 Kooeken, D. (1948). Ethics in Police Service. Journal of Law and Criminology, 38(2), 173.

674 Lofca, I. (August 2002). A CASE STUDY ON POLICE MISCONDUCT IN THE UNITED
675 STATES OF AMERICA AND AN APPLICABLE MODEL FOR THE TURKISH NATIONAL
676 POLICE (Unpublished doctoral dissertation). UNIVERSITY OF NORTH TEXAS.

677 Mason, Andrea Dawn, "Police, culture, and ethics: toward an understanding and expansion of
678 police culture and ethical research" (2010). Graduate Theses and Dissertations. 11482.
679
680 Millard, B. (2020). “The role of compassion satisfaction,” in POWER: Police Officer Wellness,
681 Ethics, and Resilience, eds K. Papazoglou and D. M. Blumberg (London: Elsevier), 205–
682 218.
683
684 O. (2013, March 21). Too Big to Fail. . . Too Big to Jail. Retrieved June 29, 2021, from
685 [Link]
686
687 Organizational Culture and Employee Behaviour. (2020, October 6). Retrieved from
688 [Link]
689 %20organizational%20culture%20can%20provide,overall%20goal%20of%20the
690 %20organization
691
692 Papazoglou, K., Weerasinghe, A., Tuttle, B. M., and Blumberg, D. M. (2019). Houston we [still]
693 have a problem: police compassion fatigue and compassion satisfaction from a
694 multicultural perspective. Crisis Stress Hum. Resilience 1, 3–20.
695
696 Rethinking Ethics in Law Enforcement. (2011, October 1). Retrieved from
697 [Link]
698
699 Rivera, K. (2021, June 7). Accountability and violence. [Link].
700 [Link]
701
702 Rothwell, G.R. & Baldwin, J.N. (2007). Whistle-blowing and the code of silence in police
703 agencies: Policy and structural predictors. Crime & Delinquency, 53, 605-632.
704
705 Toch, H. (1976). Peacekeeping: Police, prisons, and violence. Lexington, MA: Lexington Books.
706
707 Van Maanen, J. (1975). Police socialization: A longitudinal examination of job attitudes in an
708 urban police department. Administrative Science Quarterly, 20, 207-228.
709
710 Westley, W.A. (1970). Violence and the police: A sociological study of law, custom, and
711 morality. Cambridge, MA: MIT Press.
712
713 Westmarland, L. (2000). Police ethics: Telling the truth, the whole truth, and nothing but the
714 truth? Ethical Human Sciences and Services, 2, 193-202.
715
 27

716 Westmarland, L. (2005). Police ethics and integrity: Breaking the blue code of silence. Policing
717 & Society, 15, 145-165.
718
719 Wangerin, Virginia S. (2015). Seeking success: program improvement plans as a strategy to
720 increase pass rates on the national
721 licensure exam
722
723
724
725
726
727
728
729
730
731
732
733
734
735
736
737
738
739
740
741
742
743
744 Appendices
745 Request Letter
746
747
748 NORTHWESTERN UNIVERSITY
749 College of Criminal Justice Education
750 Laoag City, Ilocos Norte, Philippines.
751
752
753 November 4, 2021
754
755
756 RAFAEL D. LERO
757 Police Lieutenant Colonel
758 Chief of Police
759 Laoag City Police Station
 28

760

761 Dear Sir,

762 We, the fourth year students of Northwestern University - College of Criminal Justice
763 Education are currently conducting a research entitled “Adherence of the Police Officers to their
764 Ethical Standards". In connection with this, I would like to request from your good office to
765 allow us to conduct a survey to the members of your station that will help us obtain information
766 we need in relation to our topic. Rest assured that we will keep it confidential.
767 We would greatly appreciate your consent at our request. Thank you for your time and
768 positive action.
769 Sincerely yours,
770 Jan Kimverlee S. Abarabar
771 Roberto M. Abubo
772 John Eric G. Agcaoili
773 Jessica Rose G. Aguto
774 Leo A. Ancheta
775 Marisol G. Bacarisa
776 Jan Marc T. Vila
777

778 Dr. Winston Flores

779 Adviser
780 SURVEY QUESTIONNAIRE

782 Dear Respondents

783
784 Good day!
785
786 The undersigned researchers solicit your time to answer their survey questionnaire for
787 their research titled, “Adherence of Police Officers to their Ethical Standards”. This is to evaluate
788 perceived factors and the adherence of Police officers to their ethical standards . Findings will be
789 utilized for its improvement.
790
791 Rest assured that the information you will provide will be treated with utmost
792 confidentiality and to be used for academic research purposes only.
793
794 Your cooperation is highly appreciated! Thank you very much!
795
796
797
798 Very respectfully,
799
 29

800 : Leo A. Ancheta

801 John Eric G. Agcaoili
802 Marisol G. Bacarisa
803 Jessica Rose G. Aguto
804 Jan Marc T. Vila
805 Roberto M. Abubo
806 Jan Kimverlee S. Abarabar
807
808 Researchers
809
810
811
812
813
814
815
816
817
818
819
820
821
822
823
824
825 ADHERENCE OF THE POLICE OFFICERS TO THEIR ETHICAL STANDARDS
826 SURVEY QUESTIONNAIRE
827 DIRECTIONS: This survey is purely confidential and is purposively designed to determine the
828 adherence of the police officers to their ethical standards. Please answer this
829 survey TRUTHFULLY in order for the researchers to gather reliable data for
830 this research work.
831 PART I. DEMOGRAPHIC PROFILE
832 DIRECTIONS: Fill out the following needed data. Do this with utmost honesty.
833
834 Name: (Optional): _____________________________________
835 Sex:
836 o Male
837 o Female
838 Age:
839 o 21-25
 30

840 o 26-35
841 o 36-45
842 o 46-50
843 o Higher than 50
844

845 Marital Status:

846 o Single
847 o Married
848 o Separated
849

850 Years of Service:

851 o Less than a year
852 o 1-5 years
853 o 6-15 years
854 o 16 years and more
855

856 Designation: _________________________________

857 II. PERCEIVED FACTORS THAT INFLUENCE POLICE OFFICERS IN ENGAGING
858 IN UNETHICAL BEHAVIOR
859 DIRECTIONS: On a scale from 1 to 4, check ONE answer that would best describe the extent
860 of each factor (as expressed in each of the statements) that influenced you or
861 still influencing you.
862 4 – Very often
863 3 - Often
864 2 - Sometimes
865 1 - Never
866
4 3 2 1
A. Situational Factors
A.1 Suspect’s characteristics
1. Age

2. Sex

3. Socio-economic status
 31

4. Demeanor

5. Mental status

6. Intoxication

A.2 Victims characteristics

1. Age

2. Sex

3. Socio-economic status

4. Demeanor

B. Individual Factors
1. Stress

2. Level of education

3. Values

4. Beliefs

5. Designation

C. Organizational Factors
1. Values of the organization

2. Salary

3. Recognition

4. Location of workplace

5. Relationship with peers

867
868
869 III. LEVEL OF ADHERENCE OF POLICE OFFICERS TO THEIR ETHICAL
870 STANDARDS
871 DIRECTION: On a scale from 1 to 4, check ONE answer that would best describe your level of
872 adherence (as expressed in each of the statements) with your ethical standards.
873
 32

874 4 – Very often

875 3 - Often
876 2 - Sometimes
877 1 - Never

Statements 4 3 2 1
A. Fundamental Beliefs
1. I believe that respect for authority is a duty
2. I believe in selfless love and service to people.

3. I believe in the responsible dominion and

stewardship over material things.

4. I believe in the wisdom of truthfulness.

5. I believe in God, The Supreme Being, The

Great Provider, and The Creator of all men and
everything dear to me.

B. Social practices

1. Wearing of prescribed uniform.

2. Adherence to haircut prescribed by rules & regulations.

3. Observing table etiquette.

4. Walking with pride and dignity.

5. Conducting myself properly in dealing with

people during social functions.

C. Professional conduct

1. I commit myself to the service of my fellowmen over and

above my personal interest.
 33

2. I help protect the environment and conserve

nature to maintain ecological balance.

3. I uphold the truth at all times.

4. I obey legal orders of my superior officers.

5. I seek God guidance in the performance of my

sworn duties and honor Him at all times.

6. I provide services to everyone without

discrimination regardless of party affiliation in
accordance with existing laws and regulations.

7. I respect and protect human dignity and uphold the

human rights of all persons.
8. I perform my duties with dedication
thoroughness, efficiency enthusiasm,
determination, and manifest concern for public
welfare.

9. I refrain from engaging in any activity which

shall be conflict with their duties as public
servants.

10. I strive to be physically and mentally fit and

in good health at all times.

879

880

881 Thank you very much!

882
883 Researchers
884

885

886
 34

887 Plan of Implementation (Gantt Chart)

Activities September October November December January February

Finalization of the
Research Proposal
Data Gathering

Tallying
Analysis and Interpretation

Presentation for Final

Defense
Submission of Final
Manuscript

888

889

890

891
892
893 CURRICULUM VITAE

895 I. PERSONAL INFORMATION

896 NAME : Leo A. Ancheta
897 ADDRESS : F. Julian St., Brgy. 2, Laoag City
898 DATE OF BIRTH : July 23, 2000
899 PLACE OF BIRTH : Batac City
900 CIVIL STATUS : Single
901 SEX : Male
902 NATIONALITY : Filipino
903 RELIGION : Roman Catholic
904 PARENT’S NAME
905 FATHER : Loreto G. Ancheta
906 OCCUPATION : Police Officer (Retired)
907 MOTHER : Maryline A. Ancheta
908 OCCUPATION : Housewife
909
910 II. EDUCATIONAL BACKGROUND
911 TERTIARY : Bachelor of Science in Criminology
912 Northwestern University
913 Airport Road, Laoag City, Ilocos Norte
 35

914
915 SECONDARY : Divine Word College of Laoag
916 Gen. Segundo Ave, Brgy. 13, Laoag City
917
918 PRIMARY : Northern Christian College
919 Z. Flores St., Brgy 7B, Laoag City
920
921
922
923
924
925
926
927
928
929
930
931
932
933
934 CURRICULUM VITAE

936 I. PERSONAL INFORMATION

937 NAME : John Eric G Agcaoili
938 ADDRESS : Lanao, Bangui, Ilocos Norte
939 DATE OF BIRTH : January 1, 2000
940 PLACE OF BIRTH : Bangui, Ilocos Norte
941 CIVIL STATUS : Single
942 SEX : Male
943 NATIONALITY : Filipino
944 RELIGION : ICFC
945 PARENT’S NAME
946 FATHER : Santos Agcaoili
947 OCCUPATION : Farmer
948 MOTHER : Sylvia Agcaoili
949 OCCUPATION : Housekeeper
950
951 II. EDUCATIONAL BACKGROUND
952 TERTIARY : Bachelor of Science in Criminology
953 Northwestern University
954 Laoag City, Ilocos Norte, Philippines
955
956 SECONDARY : Ilocos Norte College of Arts and Trades
957 Laoag City, Ilocos Norte, Philippines
 36

958
959 PRIMARY : Lanao Elementary School
960 Bangui, Ilocos Norte, Philippines
961
962
963
964
965
966
967
968
969
970
971
972
973
974
975
976
977
978 CURRICULUM VITAE

980 I. PERSONAL INFORMATION

981 NAME : Marisol G. Bacarisa
982 ADDRESS : Brgy. San Marcelino, Dingras, Ilocos Norte
983 DATE OF BIRTH : December 26, 1999
984 PLACE OF BIRTH : Dingras, Ilocos Norte
985 CIVIL STATUS : Single
986 SEX : Female
987 NATIONALITY : Filipino
988 RELIGION : Born Again
989 PARENT’S NAME
990 FATHER : Armando A. Bacarisa
991 OCCUPATION : Farmer
992 MOTHER : Leticia G. Bacarisa
993 OCCUPATION : Vendor
994
995 II. EDUCATIONAL BACKGROUND
996 TERTIARY : Bachelor of Science in Criminology
997 Northwestern University
998 Laoag City, Ilocos Norte, Philippines
999
1000 SECONDARY : San Marcelino National High School
1001 Dingras, Ilocos Norte, Philippines
1002
 37

1003 PRIMARY : San Marcelino Elementary School

1004 Dingras, Ilocos Norte, Philippines
1005
1006
1007
1008
1009
1010
1011
1012
1013
1014
1015
1016
1017
1018
1019
1020
1021
1022 CURRICULUM VITAE

1024 I. PERSONAL INFORMATION

1025 NAME : Jessica Rose G. Aguto
1026 ADDRESS : Brgy. #38-B Mangato West Laoag City
1027 DATE OF BIRTH : March 29, 2000
1028 PLACE OF BIRTH : Laoag City
1029 CIVIL STATUS : Single
1030 SEX : Female
1031 NATIONALITY : Filipino
1032 RELIGION : Roman Catholic
1033 PARENT’S NAME
1034 FATHER : Romeo Sterling H. Aguto
1035 OCCUPATION : Deceased
1036 MOTHER : Nida Eleanor G. Aguto
1037 OCCUPATION : Housewife
1038
1039 II. EDUCATIONAL BACKGROUND
1040 TERTIARY : Bachelor of Science in Criminology
1041 Northwestern University
1042 Laoag City, Ilocos Norte, Philippines
1043
1044 SECONDARY : Northwestern University
1045 Laoag City, Ilocos Norte, Philippines
1046
1047 PRIMARY : Apaya Elementary School
1048 Laoag City, Ilocos Norte, Philippines
 38

1049
1050
1051
1052
1053
1054
1055
1056
1057
1058
1059
1060
1061
1062
1063
1064
1065
1066
1067 CURRICULUM VITAE

1069 I. PERSONAL INFORMATION

1070 NAME : Jan Marc T. Vila
1071 ADDRESS : Poblacion 2 Pasuquin, Ilocos Norte
1072 DATE OF BIRTH : January 12, 2000
1073 PLACE OF BIRTH : Poblacion 2 Pasuquin, Ilocos Norte
1074 CIVIL STATUS : Single
1075 SEX : Male
1076 NATIONALITY : Filipino
1077 RELIGION : Aglipayan
1078 PARENT’S NAME
1079 FATHER : Marcos S. Vila
1080 OCCUPATION : Farmer
1081 MOTHER : Ruth T. Vila
1082 OCCUPATION : Housewife
1083
1084 II. EDUCATIONAL BACKGROUND
1085 TERTIARY : Bachelor of Science in Criminology
1086 Northwestern University
1087 Laoag City, Ilocos Norte, Philippines
1088
1089 SECONDARY : Ilocos Norte Agricultural College
1090 Pasuquin, Ilocos Norte, Philippines
1091
1092 PRIMARY : Pasuquin Central Elementary School
1093 Pasuquin, Ilocos Norte, Philippines
1094
 39

1095
1096
1097
1098
1099
1100
1101
1102
1103
1104
1105
1106
1107
1108
1109
1110
1111
1112
1113 CURRICULUM VITAE
1114
1115 I. PERSONAL INFORMATION
1116 NAME : Roberto [Link]
1117 ADDRESS : Brgy. Juan, Solsona, Ilocos Norte
1118 DATE OF BIRTH : October 02,1999
1119 PLACE OF BIRTH : Solsona, Ilocos Norte
1120 CIVIL STATUS : Single
1121 SEX : Male
1122 NATIONALITY : Filipino
1123 RELIGION : Aglipayan
1124 PARENT’S NAME
1125 FATHER : Rodulfo ABubo
1126 OCCUPATION : OFW
1127 MOTHER : Roena Mamuad
1128 OCCUPATION : Housekeeper
1129
1130 II. EDUCATIONAL BACKGROUND
1131 TERTIARY : Bachelor of Science in Criminology
1132 Northwestern University
1133 Laoag City, Ilocos Norte, Philippines
 40

1134
1135 SECONDARY : Solsona National High School
1136 Solsona, Ilocos Norte, Philippines
1137
1138 PRIMARY : Solsona Central Elementary School
1139 Solsona, Ilocos Norte, Philippines
1140
1141
1142
1143
1144
1145
1146
1147
1148
1149
1150
1151 CURRICULUM VITAE

1153 I. PERSONAL INFORMATION

1154 NAME : Jan Kimverlee S. Abarabar
1155 ADDRESS : Brgy. #13 Naglicuan P. I. N
1156 DATE OF BIRTH : January 05,2000
1157 PLACE OF BIRTH : Brgy. #13 Naglicuan P. I. N
1158 CIVIL STATUS : Single
1159 SEX : Female
1160 NATIONALITY : Filipino
1161 RELIGION : Catholic
1162 PARENT’S NAME
1163 FATHER : Edison R. Abarabar
1164 OCCUPATION : Business Man
1165 MOTHER : Genevieve S. Abarabar
1166 OCCUPATION : Teacher
1167
1168 II. EDUCATIONAL BACKGROUND
1169 TERTIARY : Bachelor of Science in Criminology
1170 Northwestern University
1171 Laoag City, Ilocos Norte, Philippines
1172
1173 SECONDARY : Ilocos Norte Agricultural College
1174 Pasuquin, Ilocos Norte, Philippines
1175
1176 PRIMARY : Pasuquin Gabaldon Elementary School
1177 Pasuquin, Ilocos Norte, Philippines
1178
 41

1179
1180