CEPRO

LAW ENFORCEMENT ADMINISTRATION

LEA-1
POLICE ORGANIZATION AND INTER-AGENCY APPROACH

Compiled by: Joy S. Macayan, RCrim

POLICE ORGANIZATION AND ADMINISTRATION

Etymology
 Politeia ( Greek ) – means Government of a city
 Politia ( Roman ) – means Citizenship or Government
 Police ( French ) – means Person who enforce the law

Basic Terms
 Police – body of civil authority which is tasked to maintain peace and order, enforce the law, protect
lives and property, and ensure public safety.
 Organization- refers to a group of people working together for a common objective.
 Administration – organization process that deals with the implementation of plans and internal
operating efficiency.
 Police Administration- is the process, art, and science of the management, supervision, and ethical
leadership of a police agency.

TYPES OF ORGANIZATION
1. Formal Organization
 This refers to a structure of well defined of well defined jobs each bearing a measure of authority and
responsibility
 It is a conscious determination by which people accomplish goals by adhering to the norms laid down
by the structure.
2. Informal Organization
 it refers to a network of personal and social relationships which spontaneously originates within the
formal set up.
 Informal organization develop relationships which are built on likes, dislikes, feeelings and emotions.
Therefore the network of social groups based on friendships, can be called as informal organizations.

TYPES OF ORGANIZATION BASED ON STRUCTURE

1. Line Organization
 it is the simplest type of organization. The channel of authority flows in a direct line from top to bottom.
 Follows the principle of Scalar Chain.
 Oldest and simplest method of administrative organization.
 According to this type of organization the authority flows from top to bottom in concern.
 this is the reason for calling this organization as scalar organization which means scalar chain of
command is part and parcel of this type of organization.
 The line of command flows on an even basis without any gaps in communication and coordination
taking place.

2. Functional Organization
 In this type of organization responsibility and authority are divided into several people based on
functions.
 Follows the Principle of Specialization.

3. Line and Staff Organization

  Combines line organization with staff members such as the Criminalist, Training Officer and Intelligence
Officer and Intelligence Officer so that their knowledge and expertise can be used by the line officer.
 Line and staff is the modification of line organization.
 According to this administrative organization, specialized and supportive activities are attached to the
line of command by appointing staff supervisors and staff specialist who are attached to the line
authority.
 The power of command always remain with the line executives and staff supervisors, guide advice, and
council the line executives.

PRINCIPLES IN POLICE ORGANIZATION

1. Scalar Chain
 the formal line of authority which moves from highest to lowest rank in straight line. Scalar Chain is a
chain of command which flows from top to bottom. A scalar chain of commands facilitates workflow in
an organization which helps in achievement of effective results. As the authority flows from top to
bottom it clarifies the authority positions to managers at all levels and that facilitates effective
organization.
2. Unity of Command
 This means that onldy one man should be in complete command of particular situation. It implies on
subordinate-one superior relationship. Every subordinate is answerable and accountable to one boss at
a time. This helps in avoiding communication gaps and feedback and response is prompt. Unity of
command also helps in effective combination of resources, that is, physical, financial resources which
helps in easy co-ordination and, therefore, effective organization.
3. Specialization
 Is an organizational principle which happens when a group of individuals gets separated from the
force to form a unit having a clear and specific objective. According to the principle, work should
be divided amongst the subordinates based on qualifications, abilities and skills.
4. Span of Control
 The number of people who report to one boss or superior. Span of control is a span of supervision
which depicts the number of employees that can be handled and controlled effectively by a single
manager. A manager should be able to handle what number of employees under him should be
decided.
5. Delegation of Authority
 This happens when you delegate or commit in the form of work •A manager alone cannot perform
all the tasks assigned to him to meet the targets •Delegation of authority means division of
authority and powers downwards to the subordinate. Delegation is about entrusting someone else
to do parts of your job. DeIegation of authority can be defined as subdivision and sub-allocation of
powers to the subordinates to achieve effective results.

THEORIES OF POLICE SERVICE

1. Home Rule Theory- police officers are servants of the people.
 Prevalent in United States of America and England.

2. Continental Theory- Police Officers are servants of the government.

 Prevalent in European countries like France, Italy and Spain.

CONCEPTS OF POLICE SERVICE

1. Old Police Concept – measure of police efficiency is based on the number of arrests made.
o Suppressive Model
2. Modern Police Concept- measure of police efficiency is based on the absence of crime.
o Preventive Model.

Evolution of Policing System

 Ancient England
A. Tun Policing – all male residents were required to guard the town.
o TUN- group of families in a place.
o TITHING- ten families in a town lead by TITHINGMAN.
B. Hue and Cry – complaint/ victim shouts for help and all male residents gather to arrest
the offender.
C. Shire-Rieve- during the Norman Conquest England was divided into fifty-five (55) military
areas known as “ SHIRES”. These headed by the “RIEVE” or Military Lieutenant.
( LATER became Sheriff) “ Constabuli” or the “ keeper of the horse” acts as the deputy of
the Rieve. (became constable
D. Legis Henrici- classified offenses against the King. Introduced “ Citizens Arrest”. Also the
Grand Jury.
E. Statute of Winchester of 1295- collection of laws aimed at keeping the peace. Started
CURFEW HOURS . WATCH ( Night time) and WARD ( Day time ) constables.
F. Bow Street Runner- or sometimes called as THIEF TAKERS.
 Introduced by Judge Henry Fielding. Designated to catch Thieves and
robbers.

Beginning of Modern Policing in ENGLAND

ROBERT PEEL
 Father of Modern Policing System
 Metropolitan Police organized through Metropolitan Police Act of 1829.
 Now Metropolitan Police Service or Force.
 Also called “ THE MET (new) and “Bobbies” ( old )

Beginning of Modern Policing in AMERICA

AUGUST VOLLMER
 1st police Chief of Berkeley, CA. and known as the "Father of Modern Law Enforcement”.
 He introduced the use cf Came Laboratory. the use of Polygraphs, Fingerprinting,
Toxicology and other scientific means of crime detection.
Beginning of Policing in the PHILIPPINES

a. During the Spanish Regime

 Cuadrilleros — 5% of abled bodied males are mandated to serve for 3 years
 Cuerpo de Carabineros de Seguridad Publica — armed with carbines and was considered as
mounted police.
 Guardia Civil — Filipino policemen officered by the Spanish troops and under the Alcalde Mayor.

b. American Period
 Organic Act no 175 - Åug. 8, 1901 — formally established a national police force name
“ lnsular Constabulary”
 Brig. Gen. Henry Tureman Allen became Its first chef Known as the Father of Philippine
Constabulary.
 December 1902 the Insular Constabulary (IC) was renamed “Philippine Constabulary” (PC)
 December 1917 Brigadier General Rafael T. Crame became the First Filipino Chief of the Philippine
Constabulary. The PNP National Headquarters was named in Honor of Brig. Gen. Rafael T. Crame.

c. Post American Period

 * After the war, it went back to being the NATIONAL POLICE FORCE using its OLD NAME (PC)
but was placed under the control and supervision of LGU’s where they are stationed.

d. Martial Law Period

* Presidential Decree 765 Aug. 8, 1975- created the Integrated National Police (INP) with the PC as
nucleus and local police as components or the PC-INP.

e. Post Martial_Law Period

* Republic Act no. 6975 approved Dec. 13, 1990 - Department of the Interior and Local
Government (DILG) Act of 1990 (took effect January 29, 1991). Reorganized the DILG and created
the PNP with PDG Cesar Nazareno as Its first Chief It also established the BFP, BJMP and the
PPSC.
* Republic Act no. 8551- Feb. 25, 1998 — Philippine National Police Reform and Reorganization Act
of 1998 . Professionalization of PNP.
* Republic Act No. 9708 – Aug. 12, 2009- amendatory law to R.A 6975 and 8551 regarding education
and promotion.

DEPARTMENT OF THE INTERIOR AND LOCAL GOVERNMENT ( DILG)

 On December 13, 1990, the DILG became into what is now known as the Department Of The
Interior And Local Government ( DILG ) by virtue of RA No. 6975, which also created the TRI-
BUREAU and the Philippine Public Safety College.

 The DILG shall consist of the “DEPARTMENT PROPER”, the NAPOLCOM, the PPSC, and the
following bureau; PNP, BFP and the BJMP.

 The Department Proper shall consist of the office of the Secretary, 2 Undersecretaries ( 1 for Local
Government and 1 for Peace and Order) and 3 Assistant Secretaries.

National Police Commission (NAPOLCOM)

 Aug. 08, 1966, Congress enacted R.A 4864 known as the “POLICE ACT OF 1966” to provide the
foundation for the much needed police reforms in the country.

Powers and Functions

 Exercise ADMINISTRATIVE CONTROL and OPERATIONAL SUPERVISION over PNP

 Advise the President on all matters involving police functions and
administration
Composition
 The NAPOLCOM is composed of an Ex-Officio Chairperson. Four (4) regular Commissioners and
the
Chief, PNP as ex-officio member, one of whom is designated by the President as the vice-
chairperson. The DILG Secretary is the Ex-Officio Chairperson. while the Vice-Chairperson is
the Executive Officer of Commission.
The ex-offico chairperson and four (4) Commissioners constitute the Commission Proper which
serves as the governing body thereof .

PHILIPPINE NATIONAL POLICE (PNP)

Philippine National Police Mandate
 Sec. 6 Art. XVI, 1987 Constitution — the state shall establish and maintain one police
 force,which shall be national in scope and civilian_in character to be administered and the authority
of Local executives over the police units in their jurisdiction shall be provided for by law.
 Republic Act no. 6975
 Republic Act no. 8551
 Republic Act No. 9708
 Republic Act No. 11200
 Republic Act No.11549
National Capital Region Police Office (NCRPO)
 Headed by the NCR Director With the rank of Police_MajorGeneral
 Divided into five (5) District Offices each headed by a District Director With the rank of Police
Brigadier General.

Five (5) District Offices

1. Manila Police District or the Western Police District (MPD/WPD) covers the entire city
of Manila.
2. Northern Police District (NPD) — covers the cities of Caloocan, Malabon, Navotas and
Valenzuela.
3. Eastern Police District (EPD) — covers Marikina, San Juan, Mandaluyong and Pasig.
4. Southern Police District (SPD) — covers Makati, Pasay, Paranaque, Las Pinas, and
Muntinlupa.
5.Quezon City Police District (QCPD) — covers the entire of Quezon City.

The PNP Command Group

1. Chief, PNP
2. Deputy Chief for Administration
3. Deputy Chief for Operation
4. The Chief of the Directorial Staff
The PNP Directorial Staffs
1. Directorate for Personnel and Records Management
2. Directorate for Human Resource and Doctrine Development
3. Directorate for Logistics
4. Directorate for Research and Development
5. Directorate for Comprotellership
6. Directorate for Operation
7. Directorate for Intelligence
8. Directorate for Plans
9. Directorate for Community Police Relations
10. Directorate for Investigation and Detective Management
11. Directorate for Integrated Police Operations
12. Directorate for Information and Communication Technology Management.
National Administrative Support Units (NASU's)
1. Chaplain Service
2. Legal Service
3 Health Service
 4 PNP Retirement and Benefits Admin Service
5. Recruitment and Selection Service
6. Engineering Service
7. Headquarters Support Service
8 Logistics Support Service
9 Finance Service
10 Communications and Electronics Service
1 1 Information Technology Management Service
12 Training Service
13. Philippine National Police Academy
14. National Police Training Institute

National Operational Support Units (NOSU's)

1.Intelligence Group
2. Integrity Monitoring and Enforcement Group
3.Criminal Investigation and Detection Group
4.Forensic Group
5.PNP Anti-Cybercrime Group
6. Highway Patrol Group
7. Civil Security Group
8. PNP Drug Enforcement Group
9.Maritime Group
10. PNP Anti-Kidnapping Group
11. PNP EOD!K9 Group
12 Aviation Secunty Group
13.Special Action Force
14. Police Security and Protection Group VI p
15. Police Community Affairs Development Group
Police Regional Offices
1. NCRPO
2. PRO 1 (ILOCOS)
3. PRO 2 (CAGAYAN)
4. PRO 3 (CENTRAL LUZON)
5. PRO 4A (CALABARZON)
6. PRO 4B (MIMAROPA)
7. PRO 5 (BICOL)
8. PRO 6 (WESTERN VISAYAS)
9. PRO 7 (CENTRAL VISAYAS)
10. PRO 8 (EASTERN VISAYAS)
11. PRO 9 (ZAMBOANGA)
12. PRO 10 (NORTHERN MINDANAO)
13. PRO 11 (DAVAO)
14. PRO 12 (SOCCSKSARGEN)
15. PRO 13 (CARAGA)
16. PR0 (14) CAR
17. PRO (15) ARMM

PNP Police Officer Ranks

A. Police Commissioned Officer or PCO — Police Lietutenant/lnspector to Police General/Director General
 B. Police Non-Commissioned Officer or PNCO — Patrolman/Police Officer I to Executive Master
Sergeant/Senior Police Officer IV
PNP Recruitment
The process of attracting candidates who have minimum qualifications to be eligible for selection procedure
PNP RECRUITMENT PROCEDURE (NAPOLCOM M.C. No. 2007-009)
Preparation and proper approval of quota allocation
1. The PNP shall prepare, through the Directorate for Personnel and Records Management (DPRM) and submit it
to the NAPOLCOM for approval of the PNP annual recruitment quota
2. Posting and publication of Notice of Recruitment
The Notice of Recruitment shall include the following data for the Information of prospective
applicants
1. quota for the city/municipal police station;
2. vacancies are open to both male and female applicant;
3. general qualification standards;
4. documentary requirements;
5. where to submit the application papers and documents;
6. deadline for submission; and
7. schedule of screening evaluation.
3. Submission of the application folders.
4. Selection and evaluation process by the PNP Screening Committee.
5. psychiatric/PsychologlcaI Examination (PPE)
6. Complete Physical, Medical and Dental Examination (PMDE)
7.Physical Agility Test (PAT) 8. Final Committee Interview. (FCI)
8. Certification by the NAPOLCOM and attestation by the Civil Service Commission.
9. Issuance of appointment order and oath taking.

Documentary Requirements (NAPOLCOM Memorandum Circular No. 2011-007)

The application folder of the applicant shall contain the following mandatory requirements:
a. Duly accomplished CSC Form 212,
b. Birth Certificate authenticated by the NSO,

c. Report of Rating Eligibility authenticated by issuing the authority,applicant's name,

d. Two (2) pieces “2x2” black and white picture indicating the applicant’s name:
e. Transcnpt of Scholastic Records and diploma duly authenticated by the school registrar.

f. Clearance from the Barangay, Local Police Station. RTC/MTC and NBI

g. Medical Certificate Issued by the Local Health Officer:

h. Copy of two (2) valid ID's with picture. signature and address, and

i. Certificate of Good Moral Character issued by the applicant's college!university

GENERAL QUALIFICATIONS FOR APPOINTMENT TO THE PNP (R.A. 6975, as amended by R.A. 8551
and R.A.9708)
a) A citizen of the Philippines.
b) A person of good moral conduct.
 c) Must have passed the psychiatric/psychological drug and physical tests to be administered by
the PNP or by any NAPOLCOM accredited government hospital for the purpose of determining
physical and mental health,
d) Must possess a formal baccalaureate degree from a recognized institution of learning
e) Must be eligible 'n accordance with the standards set by the Commission.
f) Must not have been dishonorably discharged from military employment or dismissed for cause
from any civilian position in the Government,
g) Must not have been convicted by final judgment of an offense or cru-ne involving moral
turpitude,
h) Must be at least one meter and sixty-two centimeters (1 62 m) in height for male and one meter
and fifty-seven (1 57 m) for female.
i) Must weigh not more or less than five kilograms (5kgs) from the standard weight corresponding
to his or her height. age and sex; and
J) For a new applicant, must not be less than twenty-one 21) nor more than thirty (30) years of age
Eligibility Requirements
 The appropriate eligibilities for Police Officer I are those acquired from the following (NAPOLCOM
MC No. 2008-003).
1. NAPOLCOM PNP Entrance Examination
2. R. A. 6506 (Registered Criminoloqists) as amended bv R.A
11131

3. R. A. 1080 (Bar and Board Examinations of other Baccalaureate Degrees)

4. P. D. 907 (Granting Civil Service Eligibility to College Honor Graduates)
5. Civil Service Professional Examination
• The NATIONAL POLICE COMMISSION is vested with the authority to administer the
ENTRANCE. and PROMOTIONAL Examinations for members of the PNP based on the
standards set by the Commission .These examinations are given twice a year and
simultaneously conducted in different examination venues nationwide.
Napolcom Examinations
I. PNP_Entrance_Examination — an examination taken by the applicants to the PNP.
2. Police Promotional Examination — an examination taken by in-service police officers as part of
the mandatory requirements for promotion. They are the following:
a. Police Officer Examination
b. Senior Police Officer Examination
c. Inspector Examination
d. Superintendent
Examination

SELECTION
 the process of screening out or eliminating undesirable applicants who do not meet the
organization's criteria.

In the Philippine National Police, the recruitment and selection of applicants who will be appointed to the
police service is the responsibility of the Directorate for Personnel and Records Management (DPRM).

DPRM IS tasked with the management of PNP uniformed and non-uniformed personnel as Individuals,
manpower procurement and control and in the records management of the organization

SCREENING COMMITTEE
Responsible for the widest dissemination of vacancies in their respective areas, the evaluation of the applicant's
qualification and selectlon of the most qualified applicants to be recommended for appointment to the police service.
Established at the NHQ, NSU's and PRO's.

NATIONAL SUPPORT UNIT (NSU) SCREENING COMMITTEE

Chairman: Deputy Director for Administration of the respective National Support Unit/ the Deputy Director
Vice Chairperson: Senior NAPOLCOM official with Salary Grade 24 or higher which shall be designated by
the Vice Chairperson and Executive Officer of the NAPOLCOM
Members:
1. National Peace and Order Council (NPOC) member designated by the NPOC Chairman.
2. Private Sector representative designated by the NPOC Secretary General, and
3 Women's representative from private sector with known probity designated by the NSU Director
Secretariat: Assistant Director for Personnel and Records Management (ADPRM) I Human
Resource Management Officer (HRMO)
POLICE REGIONAL OFFICE (PRO) SCREENING COMMITTEE
Chairman: Deputy Regional Director for Administration
Vice Chairperson: Senior NAPOLCOM official With Salary Grade 24 or higher which shall be
designated by the NAPOLCOM Regional Director Members:
1. Regional Peace and Order Council (RPOC) member designated b'/ the RPOC Chairman,
2 Senior Regional OILG Officer designated by the DILG Regional Director,
3 Women's representative from private sector With known probity designated by the PNP Regional
Director Secretariat: Chief. Regional Personnel and Human Resource and Doctrine
Development (RPHRDD)

1. PSYCHIATRIC/PSYCHOLOGICAL EXAMINATION (PPE)

 to exclude applicants who may be suffering from any mental and personality disorder
 It shall be administered to all applicants under the supervision of
the PNP Medical Officer and NAPOLCOM Representative.
2. COMPLETE PHYSICAL, MEDICAL and DENTAL EXAMINATION PMDE
 this test shall determine whetner the applicants are in good health and free from any contagious
disease.
 It shall be conducted by the PNP Health Service under the supervision of the PNP Medical Officer and
NAPOLCOM Representative.

3. PHYSICAL AGILITY TEST (PAT)

 this test shall determine whether or not the applicant possesses the required coordination strength and
speed of movement necessary in the police service The PAT consists of the following-
a. Pull-up for Men: Horizontal Bar Hang for Women,
b. Two (2) Minutes Push-ups;
c. Two (2) Minutes Sit-ups;
d. 100 meter dash; and
e. 1000 meter run

4. FINAL COMMITTEE INTERVIEW (FCI)

 it shall determine the applicants' aptitude to join the police service. likableness, affability, outside
interest, conversational ebility, disagreeable mannerisms etc.,
 DRUG TEST — The drug test (DT) shall not follow the sequential steps but shall be conducted on
passers only anytime after the PPE, PMDE, or PAT but before the Final Committee Interview. It
shall be administered by the PNP Crime Laboratory.
CHARACTER AND BACKGROUND INVESTIGATION (CBI) — The complete Character and
Backgroud Investigation ( CBI ) conducted on all PNP passers and must be completed be ore the
start of the Final Committee Interview. The complete CBI shall determine their reputation and
possible involvement In any criminal activities or violent incidents.
APPOINTMENT OF UNIFORMED PNP PERSONNEL
1. PATROLMAN TO POLICE EXECUTIVE MASTER SEARGENT (POI TO SP04) -appointed by the
Regional Director for regional personnel or by the Chief, PNP for the national headquarters.

2. POLICE LIEUTENANT TO POLICE LIEUTENANT COLONEL (INSP. TO SUPT.) appointed by the

Chief PNP

3. POLICE COLONEL TO POLICE LIEUTENANT GENERAL (SR. SUPT. TO DEP. DIR. GEN.) -
appointed by the President upon recommendation of the Chief, PNP, subject to confirmation by the
CSC
4. POLICE GENERAL (DIRECTOR GENERAL) — appointed by the President from among the senior
officers down to the rank of POLICE BRIGADIER GENERAL (CHIEF SUPT.),

KINDS OF APPOINTMENT
1. PERMANENT — when an applicant possesses the upgraded general qualifications for appointment in the
PNP
2. TEMPORARY — Any PNP personnel who is admitted due to a waiver on weight requirement and all other
personnel pending the completion of the PSBRC and FTP

APPOINTMENT UNDER A WAIVER PROGRAM (NAPOLCOM MC No. 2013-004)

I). Conditions on waivers for initial appointment to the PNP
a. The age, height and weight for Initial appointment to the PNP may be waived only when the
number of qualified applicants falls below the approved national/regional quota
b. WAIVER OF THE AGE granted provided that the applicant shall not be less than twenty (20) nor
than (hit tv-five (3%) of aqe.For purposes of this paragraph, one is considered to be not over thirty-
five (35) years old if he or she has not yet reached his or her thirty-six (36 th) birthday on the date of
the issuance of his or her appointment
c. WAIVER OF THE HEIGHT requirement may be granted to a male applicant who is at least 1
meter and 57 cm (1. 57m / 5’2") and to a female applicant who is at least 1 meter and 52crn (1.52m
/ 5'0")

Provided that the minimum height requirement for applicants who belong to Indigenous group duly certified
by the National Commission on Muslim Filipinos (NCMF) or the National Commission on Indigenous
People (NCIP) shall be “1.52m / 5’0” f0r male and “1.45m / 4’7 " for female.

Provided further that the Commission shall require said applicants to submit appropriate proof of their
membership In a certain indigenous group
d. An applicant who is granted a WEIGHT WAIVER shall be given reasonable time not exceeding
SIX (6) months within which to comply with the said requirement
e. The grant of waiver is not a guarantee for appointment into the police service
 Factors to be Considered in the Grant of Waivers
a. Possession of special skills in evidence gathering and safekeeping, cyber crime investigation, detection
and prevention crime scene investigation, martial arts, marksmanship and similar special skills.

b. Special talents in the field of sports, music or arts and culture,

c. Extensive experience or training in forensic science and other legal. medical and technical services
and

d.Outstanding academic records and extracurricular activities of applicant during his/her school days,
good family background in law enforcement or socio-civic activities, recognized social standing in the
community awards and commendation received which should indicate to the Commission En Banc that
the applicant can become a good member of the Philippine National Police.

Applicants who possess the least disqualifications shall take precedence over those who possess more
disqualifications. The requirement shall be waived in the following order:
1. AGE
2. HEIGHT
3. WEIGH
NOTE use the acronym AHW (age, height and weight)
Waiver is If you're underqualified, what if it's the opposite?

LATERAL ENTRY
 Starting employment in an organization at a level higher than normal entry level.
New Policy on LATERAL ENTRY (NAPOLCOM M.c 2008-006)
a). A person with highly technical qualifications such as:
1) Dentist_
2) Optometrist
3) Nurse
4) Engineer
5) Graduate of Forensic Science
6) Doctor of Medicine
7) Member of the Philippine Bar
8) Chaplain
9) Information Technologist
10) Pilot
11) Psychologist
b). Graduate of PNPA
c). Licensed Criminologist
Top priority consideration for lateral entry into the rank of Police Inspector shall be given to TOP Ten (10)
placers of different Licensure_Exarninations.

However, incumbent PNP members who land in the top ten shall be given first preference over the civilian
provided that the qualifications are satisfied.
The maximum age of PNP member applicants through lateral entry shall be forty-six(46) years old at the time
of appointment. Age waivers shall not be allowed
 POLICE TRAINING
Is a means of providing knowledge and skill to police officers which are needed In the performance of
their functions.

TYPES OF POLICE TRAINING PROGRAM

1. BASIC RECRUIT TRAINING — the most basic of all police training It is a pre-requisite for
permanency appointment and is required for newly hired police officers
In the Philippine National Police. a newly appointed Police Officer I is required to undergo a Public Safety Basic
Recruit Course (PSBRC) as basic recruit training

FIELD TRAINING PROGRAM (FTP) or OJT Training is the process by which by which an Individual police
officer who is recruited into the service receives formal instruction on the job for special defined purpose and
performs actual job functions with periodic appraisal on his performance and progress.
As provided for under R A 8551 police officers are required to undergo a Field Training Program for twelve
( 12 ) months (inclusive of the PSBRC) involving actual experience and assignment in patrol traffic and
investigation which is required for permanency in police service.

2.IN-SERVICE TRAINING PROGRAM- or refresher training program.

The following are examples of in-service training programs as mandatory requirement for promotion.
1. Junior Leadership Course – PO3- SPO1
2. Senior Leadership Course- SPO2-SPO3
3. Officers Candidate Course – OCC-SPO4
4. Officers Basic Course (OBC) - INSPECTOR
5. Officers Advance Course (OAC)-SINP TO PCINSP
6. Officers Senior Executive Course (OSEC) SUPERINTENDENT

PROMOTION SYSTEM
 Promotion is defined as the upward movement from one classification or rank and/or advancement to a
position of leadership.

Kinds of Promotion.
1. REGULAR PROMOTION
2. SPECIAL/MERITORIOUS/SPOT PROMOTION
3. PROMOTION BY VIRTUE OF POSITION

. A. REGULAR PROMOTION- promotion granted to police officers meeting the mandatory requirements
for promotion.

MANDATORY REQUIREMENT FOR PROMOTION

1. Educational Attainment ( NAPOLCOM RESOLUTION NO. 2011-196 dated July 06, 2011)
 For Police Sr. Supt. To Director General
 Masters in Public Safety Administration ( MPSA )
 Allied Master’s Degree

For Chief Inspector to Superintendent

 Bachelor’s Degree preferably Master’s Degree

For POI to Sr. Inspector

 Bachelors Degree

2. COMPLETION OF APPROPRIATE TRAINING/SCHOOLING, such as:

 Officers Senior Executive Course (OSEC)
 Officers Advance Course (OAC)
 Officers Basic Course (OBC)
 Officers Candidate Course (OCC)
 Senior Leadership Course (SLC)
 Junior Leadership Course (JLC)
 Public Safety Basic Recruit Course (PSBRC)

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 The time-in grade in the PNP is
maintained as follows (NAPOLCOM Resolution No. 2013-501)
 2 YEARS - SR. SUPT TO CHIEF SUPERINTENDENT
 3 YEARS -SUPERINTENDENT TO SR. SUPT.
 3 YEAR - CHIEF INSP. TO SUPT.
 3 YEARS - SR. INSP. TO CHIEF INSP.
 3 YEARS - INSP. TO SR. INSPECTOR
 3 YEARS -SPO4 TO INSPECTOR
 2 YEARS - SP03 TO SPO4
 2 YEARS - SP02 TO SP03
 2 YEARS -SPO 1 TO SP02
 2 YEARS -P03 TO SPO1
 2 YEAR - P02 TO P03
 2 YEARS - POI TO P02
4. APPROPRIATE ELIGIBILITY — the required promotional examinations
* Police Officer Promotional Examination
* Senior Police Officer Promotional Examination
* Police Inspector Promotional Examination
* Police Superintendent Promotional Examination
Members of the Bar and licensed Criminologist whose profession are germane to law enforcement and police
functions are no longer required to take promotional examinations up to the rank of Superintendent
(NAPOLCOM MC)

C. SPECIAL PROMOTION
 Promotion granted to police officers who have exhibit acts of conspicuous courage and gallantry at the
risk of his/her life above and beyond the call of duty.

Conspicuous courage- is a courage that is clearly distinguished above others in the performance of one's duty
 ACTS OF CONSPICUOUS COURAGE AND GALLANTRY (NAPOLCOM Memorandum Circular No. 2007-
003 and PNP Memorandum Circular No. 2009-019)
1. A deed of personal bravery and self sacrifice above and beyond the call of duty. so conspicuous as to
distinguish the act clearjv over and above his/her comrades In the performance of more than ordinary
hazardous service such as. but not limited to the following circumstances:
a. Overwhelming nurnber of enemies and firepower capability as against the strength of PNP
operatives and their firepower capability;
b. Infiltration and penetration of the safe houses and hideouts of organized crime syndicates like
kidnapping, Illegal drugs. catnapping, hijacking and terrorism;
c. Shoot-out in robbery/hold-up incidents inside public places such as: malls, government offices.
business establishments and PLJVs; d Conduct of rescue/disaster operations that resulted in the saving
of lives and properties.
2. An act of heroism exhibited In the face of an armed enemy or in the conduct of rescue/disaster operations
resulting in the loss of life (posthumous promotions).
Posthumous Award in case an individual who distinguish himself dies before the granting of the awards
C. PROMOTION BY VIRTUE OF POSITION
* Any PNP personnel designated to any key position whose rank is lower than that which is required for
such position shall, after six (6) months of occupying the same, be entitled to a rank adjustment
corresponding to the position

Attrition System
 Attrition refers to the gradual reduction of personnel.

KINDS OF ATTRITION
1. Attrition by attainment of maximum tenure ( 4-6-9)
2. Attrition by relief ( 2 years )
3. Attrition by demotion in position of rank ( 18 months)
4. Attrition by non-promotion ( 10 yrs )
5. Attrition by other means. ( years )

RETIREMENT OR SEPARATION
 Any personnel who is dismissed shall be retired if he or she has rendered at least twenty (20) years in
service ; and
 SEPARATED if he or she has rendered less than twenty (20) years of service unless the personnel is
disqualified by law to receive such benefits.

Kinds of retirement:
1 Compulsory Retirement — when a PNP uniformed personnel reaches the age of 56 years
old
2 Optional Retirement — under sec. 40 of R.A. 6975 an officer or a non-officer may optionally
retire provided he has rendered 20 years of satisfactory service with the approval of the
Napolcom

Retirement Benefits
The PNP member Who has been retired from the service is entitled to a monthly retirement pay of
fifty percent (50%) pf the base pay and longevity pay of the retired grade in case of twenty (20)
years of active service. Increasing by two and one haIf percent (2.5%) for every year of_active
service rendered beyond twenty (20) years to a maximum of ninety percent (90%) for thirty-six
(36 ) years of active service and over
 DISCIPLINARY MECHANISMS OF THE PNP
The PNP disciplinary machinery is composed of three (3)
processes
1. Internal Disciplinary Machinery.
Ex COP/PD/R[YIAS. CHIEF.
PNP

2. Concurrent Disciplinary Machinery

Ex. Local Chief Executives

3. External Disciplinary Machinery.

Ex. PLEB

People's Law Enforcement Board (PLEB)

Function

The PLEB shall be the central receiving entity for any citizen's complaint against the officers and
members of the PNP

Composition and Term of Office

1.) Any member of the sangguniang panlungsod/bayan. chosen by his respective sanggunian,
2.) Any barangay captain of the city or municipality concerned choosen by the association of barangay
captains. and
3.)) Three (3) other members who shall be chosen by the peace and order council from among the
respected members of the community known for their probity and integrity, one (I) of whom must be a
member of the Bar or, in the absence thereof, a college graduate, or the Principal of the central
elementary school the locality.
The term of office of the members of the PLEB shall be for a period of three (3) years from assumption
of office.

Internal Affairs Service (IAS)

Headed by the INSPECTOR GENERAL The IAS can conduct MOTU PROPIO investigations and
Incidents involving:
a. Member of the police force discharging a firearm.
b. Death, serious physical injury or any human rights violation during a police operation.
c. Compromised, tampered, obliterated, or Iost evidence while in police custody
d. Suspect seriously injured while in police custody.
e. Violation of rules of engagement.
RA 8551 mandates that ‘’ the head of the IAS ‘’ shall be a civilian who shall meet the qualification requirements.

APPELLATE BOARDS
* Formal administrative disciplinary appellate machinery of the NAPOLCOM tasked to hear cases on
appeal from the different disciplinary mechanism of the PNP.
1. National Appellate Board (NAB)
2. Regional Appellate Board (RAB)
Regional Appellate Board — decides cases on appeal from decisions rendered by the RD, PD, COP, City or
Municipal Mayor and the PLEB.
Composition
CHAIRMAN - Senior Officer of NAPOLCOM Regional; Office.
MEMBER - PNP Representative designated by the Regional Director.
MEMBER-Regional Peace and Order Council (RPOC) Representative.
National Appellate Board — decides cases on appeal from decisions rendered by the IAS and the Chief, PNP
Composition:
CHAIRMAN — NAPOLCOM Vice Chairperson and Executive Officer.
1 st MEMBER - Regular Commissioner
2nd MEMBER — Regular Commissioner
3 rd MEMBER — Regular Commissioner

SUMMARY DISMISSAL POWERS

The NATIONAL POLICE COMMISSION, the CHIEF PNP and PNP REGIONAL DIRECTORS,
after due notice and summary hearings, may immediately remove or dismiss any respondent
PNP member.

SUMMARY DISMISSAL CASES- a cases where the maximum omposable penalty is dismissal from the
service.
Cases for Summary Dismissal
(a) When the charqe is serious and the evidence or guilt is stronq,
(b) When the respondent is a recidivist or has been repeatedly charged and there are
reasonable grounds to believe that he is guilty of the charges and
(c) When the respondent is guilty of a serious offenses involving conduct unbecoming of a
police officer.
"Any member or officer of the PNP who shall go on absence without official leave (AWOL) for a
continuous period of thirty (30) days or more shall be dismissed immediately from the service.
His activities and whereabouts durinq the period shall be investigated and if found to have
committed a crime. He shall be prosecuted accordinqly

PERFORMANCE EVALUATION
'
Refers to the process of measuring the performance of PNP members. It is also known as
performance evaluation system" The Performance Evaluation System in the PNP IS focused on
two (2) areas administrative (40%) and operational (60%). It is conducted every six (6) months
or twice a year

FREQUENCY OF RATING
 The frequency of the individual performance shall be undertaken every six (6) months. Evaluation
report covenng the pertod of January to June shall be submitted on the 1 st week of July report from
July to December shall be submitted on the 1st week of January of the succeeding year

POLICE COMPENSATION (WELFARE AND BENEFITS IN THE PNP)

 The uniformed members of the PNP are considered employees of the National Government and shall
draw their salaries therefrom.
 The PNP members assigned in Metropolitan Manila, chartered cities and first-class municipalities may
be paid financial incentive by the local government unit concerned subject to the availability of funds

LONGETIVITY PAY AND ALLOWANCES

  A uniformed personnel of the PNP is entitled to a longevity pay OF TEN PERCENT (10%) of basic
monthly salaries for every FIVE (5) YEARS of service, which is reckoned from the date of the
personnel's original appointment in the AFP, or appointment in the police, fire jail or other allied
services to the Integration of the
PC and the INP.
 The totality of such longevity pay should not exceed FIFTY PERCENT (50%) of the basic pay. It
should also continue to enjoy the subsistence allowance, quarter's allowance, clothing allowance cost
of living allowance, hazard pay, and all other allowances as provided by existing laws.

PERMANENT PHYSICAL DISABILITY

 Total Permanent Physical Disability refers to any impairment of the body which renders PNP member
indefinitely incapable of substantially performing the mandated duties and functions of his positions
 Entitled to ONE YEAR'S SALARY and to lifetime pension equivalent to EIGHTY PERCENT (80%) of
his last salary. In addition to other benefits as provided under existing laws.

PARTICIPATION OF LOCAL GOVERNMENT EXECUTIVES IN THE ADMINISTRATION OF THE PNP

(under R.A.8551)
 "Employment" refers to the utilization of units or elements of the PNP for purposes of protection of
lives and properties , enforcement of laws maintenance of peace and order, prevention of crimes,
arrest of criminal
offenders and bring in the offenders to ustice and ensuring public safety, particularly in the
suppression of disorders, riots, lawlessness, violence, rebellious and seditious, insurgency,
subversion, and or other related activities.
• ‘’ DEPLOYMENT’’- Shall mean the orderly and organized physical movement of elements or units
of the PNP within the province, city or municipality for purposes of employment as herein defined.