EXAMINATION AND ELIGIBILITY

The National Police Commission shall administer the entrance and promotional
examinations for police officers on the basis of the standards set by the Commission
(as amended by RA 8551).

POLICE ENTRANCE EXAMINATION – taken by applicants of the PNP

POLICE PROMOTIONAL EXAMINATIONS – taken by in-service police

officers as part of the mandatory requirements for promotion

POLICE OFFICER EXAMINATION

SENIOR POLICE OFFICER EXAMINATION
INSPECTOR EXAMINATION
SUPERINTENDENT EXAMINATION

Police officers, who are LICENSED CRIMINOLOGISTS, no longer need to

take the Police Promotional Examinations as part of the requirements for
promotion. As PRC BOARD PASSERS, they have already complied with the
eligibility requirement.

APPOINTMENT OF UNIFORMED PNP PERSONNEL

PO1 TO SPO4 – appointed by the Regional Director for regional personnel or by the
Chief, PNP for the national headquarters
INSP TO SUPT – appointed by the Chief, PNP
SR SUPT TO DEPUTY DIR GEN – appointed by the President upon
recommendation of the Chief, PNP, subject to confirmation by the Commission on
Appointments
DIRECTOR GENERAL – appointed by the President from among the senior
officers down to the rank of CSupt, subject to the confirmation of the Commission on
Appointments

KINDS OF APPOINTMENT

1) PERMANENT – when an applicant possesses the upgraded general

qualifications for appointment in the PNP
2) TEMPORARY – when the appointment of an applicant is under the waiver
program due to weight requirements pending satisfaction of the requirement
waived

LATERAL ENTRY OF OFFICERS

- admission to the PNP with the initial rank of Inspector or Senior Inspector
of qualified applicants belonging to certain professions

INSPECTOR RANK:
- dentists, optometrists, nurses, engineers, graduates of forensic sciences,
graduates of the Philippine National Police Academy and licensed
criminologists

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SENIOR INSPECTOR RANK:
- chaplains, members of the bar and doctors of medicine

WAIVERS FOR INITIAL APPOINTMENT TO THE PNP (RA 8551)

The age, height, weight and educational requirements for initial appointment
to the PNP may be waived only when the number of qualified applicants falls below
the minimum annual quota, provided:

1) That an applicant shall not be below twenty (20) nor over thirty-five (35)
years of age; and
2) That any applicant not meeting the weight requirement shall be given
reasonable time but not to exceed six (6) months within which to comply
with the said requirement;
3) That the waiver for height requirement shall be automatically granted to
applicants belonging to the cultural minorities

SELECTION CRITERIA UNDER THE WAIVER PROGRAM

1) Applicants who possess the least disqualification shall take precedence over
those who possess more disqualification;
2) The requirement shall be waived in the following order: age, height, weight
and education.

PROMOTION
- the upgrading of ranks and/or advancement to a position of leadership

KINDS OF PROMOTION

1. REGULAR – promotion granted to police officers meeting the mandatory

requirements for promotion
2. SPECIAL – promotion granted to police officers who has exhibited acts of
conspicuous courage and gallantry at the risk of his/her life above and beyond
the call of duty

CONSPICUOUS COURAGE
- courage that is clearly distinguished above others in the performance of
one’s duty

MANDATORY REQUIREMENTS FOR PROMOTION

1. Educational attainment – applicable in promotion in position

2. Completion of appropriate training/schooling, such as:

Masteral Degree - Chief Superintendent and above
Officers Senior Executive Course (OSEC) – Supt to Sr Supt
Officers Advance Course (OAC) – Chief Insp
Officers Basic Course (OBC) – Sr Insp
Officers Candidate Course (OCC) – SPO4
Senior Leadership Course (SLC) – SPO3 to SPO4
Junior Leadership Course (JLC) – PO3 to SPO1

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 3. Time-in Grade – the number of years required for a police officer to hold a
certain rank before he can be promoted to the next higher rank
1 year – from Sr Supt to Deputy Director General
3 years – from Supt to Sr Supt
5 years – Chief Insp to Supt
5 years – Sr Insp to Chief Insp
3 years – Insp to Sr Insp
3 years – SPO4 to Insp
2 years – SPO3 to SPO4
2 years – SPO2 to SPO3
2 years – SPO1 to SPO2
2 years – PO3 to SPO1
1 year – PO2 to PO3
5 years – PO1 to PO2

4. Appropriate eligibility – the required promotional examinations

POLICE OFFICER PROMOTIONAL EXAMINATION
SENIOR POLICE OFFICER PROMOTIONAL EXAMINATION
POLICE INSPECTOR PROMOTIONAL EXAMINATION
POLICE SUPERINTENDENT PROMOTIONAL EXAMINATION
Exemptions:
Bar and PRC board examination passers (RA 1080)
LICENSED CRIMINOLOGISTS (RA 6506)
Honor Graduates (PD 907)

Except for the Chief, PNP, no PNP member who has less than one (1) year of
service before reaching the compulsory retirement age shall be promoted to a higher
rank or appointed to any other position.

Pursuant to RA 9708, “…In addition, the institution of a criminal action or

complaint against a police officer shall not be a bar to promotion: Provided,
however, That upon finding of probable cause, notwithstanding any challenge that
may be raised against that finding thereafter, the concerned police officer shall be
ineligible for promotion: Provided, further, That if the case remains unresolved
after two (2) years from the aforementioned determination of probable cause, he
or she shall be considered for promotion. In the event he or she is held guilty of the
crime by final judgment, said promotion shall be recalled without prejudice to the
imposition of the appropriate penalties under applicable laws, rules and regulations:
Provided, furthermore, That if the complaint filed against the police officer is for a
crime including, but not limited to, a violation of human rights, punishable by
reclusion perpetua or life imprisonment, and the court has determined that the
evidence of guilt is strong, said police officer shall be completely ineligible for
promotion during the pendency of the said criminal case.”

ATTRITION (RA 8551)

- the downsizing of personnel in the PNP on the basis provided by law.

MODES OF ATTRITION

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 1) ATTRITION BY ATTAINMENT OF MAXIMUM TENURE
- those who have reached the prescribed maximum tenure corresponding to
their position shall be retired from the service
Chief 4 years
Deputy Chief 4 years
Director of Staff Services 4 years
Regional Directors 6 years
Provincial/District Directors 9 years
other positions higher than
Provincial Director 6 years

2) ATTRITION BY RELIEF
- those who have been relieved for just cause and have not been given an
assignment within TWO (2) YEARS after such relief shall be retired or
separated

3) ATTRITION BY DEMOTION IN POSITION OR RANK

- those who are relieved and assigned to a position lower than what is
established for his or her grade in the PNP staffing pattern and who shall
not be assigned to a position commensurate to his or her grade within
EIGHTEEN (18) MONTHS after such demotion shall be retired or
separated

4) ATTRITION BY NON-PROMOTION
- those who have not been promoted for a continuous period of TEN (10)
YEARS shall be retired or separated

5) ATTRITION BY OTHER MEANS

- those who have at least five (5) years of active service shall be separated
based on any of the following:
a) inefficiency based on poor performance during the last two (2)
successive annual rating periods;
b) inefficiency based on poor performance for three (3) cumulative
annual rating periods;
c) physical and/or mental incapacity to perform police functions and
duties; or
d) failure to pass the required entrance examinations twice and/or finish
the required career courses except for justifiable reasons

RETIREMENT
- the separation of the police personnel from the service by reason of
reaching the age of retirement provided by law, or upon completion of
certain number of years in active service

A PNP uniformed personnel shall retire to the next higher rank for purposes of
retirement pay.

ACTIVE SERVICE
- shall refer to services rendered as an officer and non-officer, cadet, trainee
or draftee in the PNP
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KINDS OF RETIREMENT
1) \COMPULSORY – upon reaching the age FIFTY-SIX (56), the age of
retirement
2) OPTIONAL – upon completion of TWENTY (20) YEARS of active service

RETIREMENT BENEFITS

Monthly retirement pay shall be FIFTY PERCENT (50%) of the base pay in
case of twenty years of active service, increasing by TWO AND ONE-HALF
PERCENT (2.5%) for every year of active service rendered beyond twenty
years.

RETIREMENT DUE TO PERMANENT PHYSICAL DISABILITY

A PNP uniformed personnel who is permanently and totally disabled as a result

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

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

ABSENCE WITHOUT OFFICIAL LEAVE (AWOL)

- failure to report for duty without official notice for a period of TTHIRTY
(30) DAYS

MISSING IN ACTION (MIA)

- any PNP personnel who, while in the performance of duty or by reason of
his being an officer or member of the PNP, is officially confirmed missing
in action, kidnapped or captured by lawless elements shall be entitled to
receive or to have credited to his account the same pay and allowances to
which such officer or uniformed member was entitled at the time of the
incident

CREATION OF WOMEN’S DESK

- provided by RA 8551
- women’s desk in all police stations shall administer and attend to cases
involving crimes against chastity, sexual harassment, abuses committed
against women and children and other similar offenses
- the PNP shall reserve TEN PERCENT (10%) of its annual recruitment,
training and education quota for women
- policewomen shall enjoy the same opportunities in terms of assignment,
promotion and other benefits and privileges extended to all police officers

PARTICIPATION OF LOCAL GOVERNMENT EXECUTIVES IN THE

ADMINISTRATION OF PNP

OPERATIONAL SUPERVISION
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 - shall mean the power to direct, superintend and oversee the day-to-day
functions of police investigation of crime, crime prevention activities and
traffic control
- shall also include the power to direct the employment and deployment of
units or elements of the PNP, through the station commander, to ensure
public safety and effective maintenance of peace and order within the
locality

EMPLOYMENT
- refers to 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
bringing the offenders to justice and ensuring public safety, particularly in
the suppression of disorders, riots, lawlessness, violence, rebellious and
seditious conspiracy, insurgency, subversion 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.

POWER OF THE PROVINCIAL GOVERNOR

- he has the power to choose his PROVINCIAL DIRECTOR from a list of
three (3) eligibles recommended by the PNP Regional Director.

POWER OF THE CITY AND MUNICIPAL MAYOR

- he has the power to choose his CHIEF OF POLICE from a list of five (5)
eligibles recommended by the provincial police director
- he has the authority to recommend to the provincial director the transfer,
reassignment or detail of PNP members outside of their respective city or
town
- the control and supervision of anti-gambling operations shall be within the
jurisdiction of local government executives.

DISCIPLINARY MECHANISMS OF THE PNP

INTERNAL AFFAIRS SERVICE (IAS)

- created by RA 8551

FUNCTIONS OF THE IAS

1) pro-actively conduct inspections and audits on PNP personnel and units;
2) investigate complaints and gather evidence in support of an open
investigation;
3) conduct summary hearings on PNP members facing administrative charges;
4) submit a periodic report on the assessment, analysis, and evaluation of the
character and behavior of PNP personnel and units to the Chief PNP and the
Commission;

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 5) file appropriate criminal cases against PNP members before the court as
evidence warrants and assists in the prosecution of the case;
6) provide assistance to the Office of the Ombudsman in cases involving the
personnel of the PNP;

The IAS shall also conduct, motu propio (on its own initiative), automatic
investigation of the following cases:

1) incidents where a police personnel discharges a firearm;

2) incidents where death, serious physical injury, or any violation of human
rights occurred in the conduct of a police operation;
3) incidents where evidence was compromised, tampered with, obliterated, or
lost while in the custody of police personnel;
4) incidents where a suspect in the custody of the police was seriously injured;
and
5) incidents where the established rules of engagement have been violated.

The IAS shall recommend promotion of the members of the PNP or the
assignment of PNP personnel to any key position.

ORGANIZATION OF IAS
- headed by the INSPECTOR GENERAL who is a CIVILIAN and
appointed by the President upon the recommendation of the Director
General (Chief, PNP)
- the Inspector General shall be assisted by a Deputy Inspector General
- there shall be national, regional and provincial offices
- the national office shall be headed by the Inspector General, the regional
offices by a Director, and the provincial offices by a Superintendent

ENTRY QUALIFICATIONS TO IAS

1) entry shall be voluntary
2) PNP personnel with at least five (5) years experience in law enforcement
3) with no derogatory service record
4) members of the bar may enter the service laterally

CAREER DEVELOPMENT AND INCENTIVES

- IAS personnel shall be granted occupational specialty pay which shall
not exceed FIFTY PERCENT (50%) of his base pay
- IAS personnel shall also have priorities in the quota allocation for training
and education

DISCIPLINARY RECOMMENDATIONS OF THE IAS

- any PNP personnel found guilty of any of the cases mentioned and any
immediate superior found negligent shall be recommended automatically
for dismissal or demotion
- recommendation by the IAS, once final, cannot be revised, set-aside or
unduly delayed without just cause
- decisions rendered by the provincial inspectors shall be forwarded to the
regional office for review within ten (10) days

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 - decisions of the regional office may be appealed to the national office
- decisions rendered by the national IAS shall be appealed to the
National Appellate Board

PEOPLE’S LAW ENFORCEMENT BOARD (PLEB)

- a body created pursuant to RA 6975
- one of the disciplinary authorities of the PNP authorized to handle and
investigate citizen’s complaint
- the central receiving entity for any citizen’s complaint against the PNP
members
- shall be created by the sangguniang panlungssod/bayan in every city and
municipality as may be necessary
- there shall be at least one (1) PLEB for every five hundred (500) city or
municipal police personnel
- membership in the PLEB is a civic duty

COMPOSITION OF PLEB
- PLEB shall be composed of five (5) members who shall be as follows:
any member of the sangguniang panlungsod/bayan
any barangay chairman of the locality concerned
three other members to be chosen by the local peace and order council
from among the members of the community
- for the three other members, the following conditions must be met:
one must be a woman
one must be a lawyer, or a college graduate, or the principal of an
elementary school in the locality
- the CHAIRMAN of the PLEB shall be elected from among its members
- the term of office of the members of the PLEB is THREE (3) YEARS

PROCEDURE IN THE PLEB

- the procedure shall be summary in nature, conducted in accordance with
due process but without strict regard to technical rules of evidence
- cases handled by PLEB shall be decided by majority votes of its members
- each case shall be decided within SIXTY (60) DAYS from the time it has
been filed with the PLEB
- the decision of the PLEB shall become final and executory, except for
decisions involving demotion or dismissal from the service
- decisions involving demotion or dismissal from the service may be
appealed with the REGIONAL APPELLATE BOARD within TEN (10)
DAYS from receipt of the copy of the decision

ADMINISTRATIVE DISCIPLINARY MACHINERIES IN THE PNP

A) CITIZEN’S COMPLAINTS
- pertains to any complaint initiated by a private citizen or his duly
authorized representative on account of an injury, damage or disturbance
sustained due to an irregular or illegal act committed by a member of the
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 PNP

DISCIPLINARY AUTHORITIES FOR CITIZEN’S COMPLAINTS

1) CHIEF OF POLICE
- where the offense is punishable by withholding of privileges, restriction to
specified limits, suspension or forfeiture of salary, or any combination
thereof, for a period not exceeding FIFTEEN (15) DAYS

2) CITY/MUNICIPAL MAYORS
- where the offense is punishable by withholding of privileges, restriction to
specified limits, suspension or forfeiture of salary, or any combination
thereof, for a period not less than SIXTEEN but not exceeding
THIRTY (30) DAYS

3) PEOPLE’S LAW ENFORCEMENT BOARD (PLEB)

- where the offense is punishable by withholding of privileges, restriction to
specified limits, suspension or forfeiture of salary, or any combination
thereof, for a period exceeding THIRTY (30) DAYS, or by
DISMISSAL

B) BREACH OF INTERNAL DISCIPLINE

- refers to any offense committed by a member of the PNP involving and
affecting order and discipline within the police organization

MINOR OFFENSE
- shall refer to an act or omission not involving moral turpitude but affecting
the internal discipline of the PNP, and shall include but not be limited to:
a) simple misconduct or negligence
b) insubordination
c) frequent absences or tardiness
d) habitual drunkenness
e) gambling prohibited by law

DISCIPLINARY AUTHORITIES FOR BREACH OF INTERNAL

DISCIPLINE

1) CHIEF OF POLICE
- may impose the administrative punishment of admonition or reprimand;
restriction to specified limits; withholding of privileges; forfeiture of
salary or suspension; or any combination of the foregoing for a period
NOT EXCEEDING FIFTEEN (15) DAYS

2) PROVINCIAL DIRECTORS
- may impose the administrative punishment of admonition or reprimand;
restriction to specified limits; withholding of privileges; forfeiture of
salary or suspension; or any combination of the foregoing for a period
NOT EXCEEDING THIRTY (30) DAYS

3) REGIONAL DIRECTORS
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 - may impose the administrative punishment of admonition or reprimand;
restriction to specified limits; withholding of privileges; forfeiture of
salary or suspension; demotion; or any combination of the foregoing for a
period NOT EXCEEDING SIXTY (60) DAYS

4) CHIEF OF THE PNP

- shall have the power to impose the disciplinary punishment of dismissal
from the service; suspension or forfeiture of salary; demotion; or any
combination of the foregoing for a period NOT EXCEEDING ONE
HUNDRED EIGHTY (180) DAYS

SUMMARY DISMISSAL POWERS

- the NAPOLCOM, PNP Chief and Regional Directors have summary
dismissal powers in any of the following cases:
1) when the charge is serious and the evidence of guilt is strong
2) 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
3) when the respondent is guilty of a serious offense involving conduct
unbecoming of a police officer

DISCIPLINARY APPELATE BOARDS

- formal administrative disciplinary appellate machinery of the National
Police Commission
- tasked to hear cases on appeal from the different disciplinary authorities in
the PNP
- composed of the following:
1) NATIONAL APPELLATE BOARD
o shall decide cases on appeal from decisions rendered by the PNP Chief
and the National Internal Affairs Service
o shall be composed of the four (4) regular commissioners and shall be
chaired by the executive officer
2) REGIONAL APPELLATE BOARD
o shall decide cases on appeal from decisions rendered by the Regional
Director, Provincial Director, Chief of Police, the city or municipal
mayor and the PLEB
o there shall be at least one (1) regional appellate board per
administrative region

D. BUREAU OF FIRE PROTECTION (BFP)

- created by virtue of RA 6975
- initially composed of the officers and uniformed members of the fire
service of the former Integrated National Police

POWERS AND FUNCTIONS OF THE BFP

1) shall be responsible for the prevention and suppression of all destructive
fires on buildings, houses and other structures, forests, land transportation
vehicles and equipment, ships or vessels docked at piers or wharves or
anchored in major seaports, petroleum industry installations, plane crashes

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 and other similar incidents
2) shall be responsible for the enforcement of the Fire Code of the Philippines
and other similar laws
3) shall have the power to investigate all causes of fires, and if necessary, file
the proper complaints with the city or provincial prosecutor who has
jurisdiction over the case

0RGANIZATION AND COMPOSITION

- shall be headed by a CHIEF, with the rank of DIRECTOR, to be
assisted by a DEPUTY CHIEF with the rank of CHIEF
SUPERINTENDENT
- shall be composed of provincial offices, district offices and city or
municipal fire stations
- at the provincial level, there shall be an OFFICE OF THE
PROVINCIAL FIRE MARSHALL
- in case of large provinces, there shall be DISTRICT OFFICES to be
headed by a DISTRICT FIRE MARSHALL
- at the city or municipal level, there shall be a FIRE STATION each
headed by a CITY OR MUNICIPAL FIRE MARSHALL

RANK CLASSIFICATION

DIRECTOR
CHIEF SUPERINTENDENT
SENIOR SUPERINTENDENT
SUPERINTENDENT
CHIEF INSPECTOR
SENIOR INSPECTOR
INSP
SENIOR FIRE OFFICER 4
SENIOR FIRE OFFICER 3
SENIOR FIRE OFFICER 2
SENIOR FIRE OFFICER 1
FIRE OFFICER 3
FIRE OFFICER 2
FIRE OFFICER 1

E. BUREAU OF JAIL MANAGEMENT AND PENOLOGY (BJMP)

- created by virtue of RA 6975
- initially composed by the officers and uniformed members of the former Jail
Management and Penology Service

POWERS AND FUNCTIONS OF THE BJMP

- shall exercise supervision and control over all city and municipal jails;
however, the provincial jails shall be supervised and controlled by the
provincial governor within his jurisdiction

ORGANIZATION AND COMPOSITION

- shall be headed by a CHIEF with the rank of DIRECTOR, to be
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 assisted by a DEPUTY CHIEF with the rank of CHIEF
SUPERINTENDENT
- shall be composed of city and municipal jails each headed by a city or
municipal jail warden

RANK CLASSIFICATION

DIRECTOR
CHIEF SUPERINTENDENT
SENIOR SUPERINTENDENT
SUPERINTENDENT
CHIEF INSPECTOR
SENIOR INSPECTOR
INSP
SENIOR JAIL OFFICER 4
SENIOR JAIL OFFICER 3
SENIOR JAIL OFFICER 2
SENIOR JAIL OFFICER 1
JAIL OFFICER 3
JAIL OFFICER 2
JAIL OFFICER 1

RA 9263 - Bureau of Fire Protection and Bureau of Jail Management and

Penology Professionalization Act of 2004
- approved on 10 March 2004
- provided for the professionalization of the BFP and BJMP

RA 9592 – amendatory law to RA 9263

- approved on 8 May 2009
- amended the provision on the minimum educational qualification

F. PHILIPPINE PUBLIC SAFETY COLLEGE (PPSC)

- created by virtue of RA 6975

FUNCTION OF THE PPSC

- shall be the premier educational institution for the training, human resource
development and continuing education of all personnel of the PNP, BFP and
BJMP

ORGANIZATION AND COMPOSITION

- shall be under the direct supervision of a Board of Trustees composed of
the Secretary of the DILG and the three (3) bureau heads (PNP, BFP
and BJMP)
- shall consist of the Philippine National Police Academy, the National
Police College, the Philippine National Training Institute and other
training centers as may be created

POWERS AND FUNCTIONS

1) formulate and implement training programs for the personnel of the
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 Department;
2) establish and maintain adequate physical training facilities;
3) develop and implement research and development to support educational
training programs;
4) conduct an assessment of the training needs of the bureaus;
5) perform such other related functions as may be prescribed by the Secretary

G. PHILIPPINE NATIONAL POLICE ACADEMY (PNPA)

- created pursuant to Section 13 of Presidential Decree No 1184
- a primary component of the Philippine Public Safety College (PPSC)
- the premier educational institution for future officers of the Philippine
National Police (PNP), Bureau of Fire Protection (BFP) and Bureau of Jail
Management and Penology (BJMP)
- upon completion of training, graduates will be conferred the degree of
Bachelor of Science in Public Safety (BSPS) and appointed as
Police/Fire/Jail Inspector.

VI. POLICE PLANNING

PLAN
- an organized schedule or sequence by methodical activities intended to attain a
goal or objectives for the accomplishments of mission or assignment
- a method or way of doing something in order to attain objectives and provides
answers to the 5Ws and 1H

PLANNING
- the determination in advance of how the objectives of the organization will
be attained; involves the determination of a course of action to take in
performing a particular function or activity
- the process of developing methods or procedures, or an arrangement of
parts intended to facilitate the accomplishment of a definite objective
- a management function concerned with visualizing future situation,
making estimates concerning them, identifying issues, needs and potential
danger points, analyzing and evaluating the alternative ways and means of
reaching desired goals according to a certain schedule, estimating the
necessary funds and resources to do the work and initiating action in time
to prepare what may be needed to cope with changing conditions and
contingent events
- the process of deciding in advance what is to be done and how it is to be
done

POLICE PLANNING
- an attempt by police administrators in trying to allocate anticipated
resources to meet anticipated service demands
- the systematic and orderly determination of facts and events as basis for
policy formulation and decision-making affecting law enforcement
management.

OPERATIONAL PLANNING

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- the use of a rational design or pattern for all departmental undertakings
rather than relying on chance in an operational environment.
- the preparation and development of procedures and techniques in
accomplishing each of the primary tasks and functions of an organization.

POLICE OPERATIONAL PLANNING

- the act of determining policies and guidelines for police activities and
operations and providing controls and safeguards for such activities and
operations in the department
- involves strategies or tactics, procedures, policies or guidelines

STRATEGY
- a broad design or method; or a plan to attain a stated goal or objectives

TACTICS
- are specific design, method or course of action to attain a particular
objective in consonance with strategy

PROCEDURES
- are sequences of activities to reach a point or to attain what is desired

POLICY
- a course of action which could be a program of actions adopted by an
individual, group, organization or government, or the set of principles on
which they are based

GUIDELINES IN PLANNING
1) WHAT TO DO – mission/objective
2) WHY – reason/philosophy
3) WHEN – date/time
4) WHERE – place
5) WHO – people involved
6) HOW – strategy/methods

CHARACTERISTICS OF A GOOD PLAN

1) with clearly defined goals or objectives
2) simplicity, directness and clarity
3) flexibility
4) possibility of attainment
5) must provide standards of operation
6) economy in terms of resources needed for implementation

CLASSIFICATION OF POLICE PLANS

1) According to Coverage:
a) Local Plans – within police precincts, sub- stations and stations
b) Regional Plans
c) National Plans
2) According to Time:
a) Strategic or Long Range Plan
- relates to plans which are strategic or long range in application

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 b) Intermediate or Medium Range Plan (MASTER PLANS)
- relates to plans which determine quantity and quality efforts and
accomplishments.
- example is the 6 Master Plans of the PNP
c) Operational or Short Range Plan (OPLANS)
- refers to the production of plans which determine the schedule of special
activity and are applicable from one week or less than a year duration
- plans that address immediate need which are specific and how it can be
accomplished on time with available allocated resources.

TYPES OF PLANS
1) PROCEDURAL PLAN OR POLICY PLANS
- deal with procedures that have been outlined and officially adopted by all
members of the unit under specified circumstances
- guidelines for actions to be taken
- include all STANDARD OPERATING PROCEDURES (SOP)

POLICY
- general plan of action that serves as a guide in the operation of the
organization or unit
- codes of procedures

EXAMPLES OF PROCEDURAL PLANS/POLICY PLANS

a) FIELD PROCEDURES
- procedures intended to be used in all situations of all kinds shall be outlined
as guide to officers and men in the field, such as: procedures that relate to
reporting, to raids, arrests, stopping suspicious persons, receiving
complaints, investigation, etc

b) HEADQUARTERS PROCEDURES
- include the procedures to be followed in the headquarters, usually reflected in
the duty manual

c) STANDARD OPERATING PROCEDURES (SOP)

- procedures intended for specific operations to ensure uniformity of action

2)OPERATIONAL PLANS
- often called work plan
- the work program of the field units
- describe specific actions to be taken
- the work to be done is estimated, manpower and equipment is allocated,
proper objectives are defined and methods of accomplishment are developed
- statistical analysis is widely used

3) TACTICAL PLANS
- plans that concern methods of action to be taken at a designated location and
under specific circumstances
- generally emergency type plans that can be put into effect on the sudden

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 occurrence of a condition requiring their use
- planning for emergencies of a specific nature at known locations
- developed for specific situations as they arise
- examples are: planning for major accidents; calamities or disasters;
special events; hostage-taking situations, etc

4) ADMINISTRATIVE or MANAGEMENT PLANS

- those plans that relate to staffing, equipping, supplying and organizing
- include the structuring of functions, authority and responsibilities, the
allocation of resources, personnel management, budgeting and other concerns
administrative in nature
- examples are: assignment and training of personnel; recruitment;
equipment and supply procedures, etc

5) EXTRA-DEPARTMENTAL PLANS
- those which require actions or assistance from persons or agencies outside of
the department
- involve coordination with other agencies
- examples are: exchange of information on wanted persons, known drug
syndicates, known organized crime groups, stolen vehicles, etc

SYPNOTIC PLANNING
- also called rational-comprehensive approach
- the dominant tradition in planning
- Especially appropriate for police agencies as it is based on the problem-
oriented approach of planning
- relies heavily on the problem identification and analysis phase of the planning
process and can assist police administrators in formulating goals and priorities
in terms that are focused on specific problems and solutions that often
confront law enforcers
- consists of ELEVEN PROGRESSIVE STEPS, and each step is designed to
provide the police manager with a logical course of action:

1) PREPARE FOR PLANNING

a) what actions are necessary?
b) when must they take place?
c) who is to be involved in each action and for how long?
d) how will the various actions interlock with one another?

2) DESCRIBE THE PRESENT SITUATION

a) evaluate the present situation: what is the present situation?
b) compare the present situation to the ideal situation: what is the ideal
situation?

3) DEVELOP PROJECTIONS
a) what are the desired outcomes?

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 b) what are the desired results?

4) CONSIDER ALTERNATIVE FUTURE STATE

a) what will possibly happen in the future?
b) what are the possible changes that can happen in the future?

5) IDENTIFY AND ANALYZE PROBLEMS

a) what is the problem?
b) what are the areas that need attention?
c) what are the causes of the problem?
d) how serious is the problem?

6) SET GOALS
a) what are the objectives?

7) IDENTIFY ALTERNATIVE COURSES OF ACTIONS

a) what are the possible policies, possible strategies or possible specific
actions that are aimed at eliminating the problem?
b) what are the different possible procedures to be followed?

8) SELECT PREFERRED ALTERNATIVES

a) what are the selected policies, strategies and specific actions to be
followed and undertaken?
b) what are the established procedures to be followed?

9) PLANS FOR IMPLEMENTATION

a) how are the policies, strategies and specific courses of actions going to
be implemented or executed?

b) who are the persons responsible for the implementation?

10) IMPLEMENT PLANS

- actual execution of the plans that fulfill the objectives or goals

11) MONITOR AND EVALUATE PROGRESS

- the final step of the synoptic planning
- important step to determine if the plan was a success or not
- necessary in order to compare the goals with the results
a) were the objectives or goals achieved?
b) were the problems resolved?
c) what were the strengths and the weaknesses of the plans?

- end –

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