R A 8551 “P H ILIP P IN E

N ATIO N A L P O LIC E
R EFO R M A N D
R EO R G A N IZ ATIO N A C T O F
AN ACT PROVIDING FOR THE REFORM
AND REORGANIZATION OF THE PHILIPPINE
NATIONAL POLICE AND FOR OTHER
PURPOSES, AMENDING CERTAIN
PROVISIONS OF REPUBLIC ACT NUMBERED
SIXTY-NINE HUNDRED AND SEVENTY-FIVE
ENTITLED, "AN ACT ESTABLISHING THE
PHILIPPINE NATIONAL POLICE UNDER A RE-
ORGANIZED DEPARTMENT OF THE
INTERIOR AND LOCAL GOVERNMENT, AND
FOR OTHER PURPOSES"
 
TI
TLEI
TI
TLEANDDECLARATI
ONOFPOLI
CY

 Section 2. Declaration of Policy and

Principles. – to establish a highly
efficient and competent police force
which is national in scope and
civilian in character administered
and controlled by a national police
commission.
 TITLE II
TH E RO LE O F TH E PN P IN CO UN TER-
IN SURG EN CY FUN CTIO N S
 Section 3. Section 12 of R.A.6975 is
hereby amended to read as follows:
 "SEC. 12. Relationship of the Department
with the Department of National Defense.
–
 "In times of national emergency, the PNP,
 BFP, and the BJMP shall, upon the
direction of the President, assist the AFP
in meeting the national emergency."
D epartm ent ofN ationalD efense
(Philippines)
 The Department of National Defense (DND)
(Filipino: Kagawaran ng Tanggulang Pambansa)
(KTP)
 is the executive department of the Philippine
government responsible for guarding against
external and internal threats to peace and security
in the country. It exercises executive supervision
over the (AFP).It is also responsible for disaster
preparation and management in the country.
 It is headed by the Secretary of National Defense,
who is a member of the President's cabinet. The
current Secretary of National Defense of the
Philippines is Voltaire T. Gazmin as of June 30, 2010.
 Department overview
 Formed November 1, 1939
 Preceding Department Created under
National Defense Act (Commonwealth
Act No. 1) of December 31, 1935
 Jurisdiction Sovereign territory of the
Republic of the Philippines
 Headquarters Segundo Ave. Camp Gen.
Emilio Aguinaldo, EDSA cor. Col. Bonny
Serrano, Quezon City, Metro Manila
 Employees 800
 Annual budget P 310 Million (2011)
TITLE III
TH E N ATIO N AL PO LICE CO M M ISSIO N

 Section 4. Section 13 of
R.A.6975 is hereby
amended to read as follows:
 The Commission shall be an
agency attached to the
Department for policy and
program coordination.
CO M PO SITIO N O F N APO LCO M

Chairperson,
four (4) regular
Commissioners,
 and the Chief of PNP as ex-
officio member
4 REG U LAR CO M M ISSIO N ERS
 Three (3) of the regular commissioners shall
come from the civilian sector who are neither
active nor former members of the police or
military (one (1) of whom shall be designated as
vice chairperson by the President).
 The 4th regular commissioner shall come from
the law enforcement sector either active or
retired (active member of a law enforcement
agency shall be considered resigned from said
agency once appointed to the Commission )
**Provided, further, That at least one (1) of the
Commissioners shall be a woman
 The Secretary of the
Department shall be the
ex-officio Chairperson of
the Commission, while the
 Vice Chairperson shall act
as the executive officer of
the Commission."
Section 5.Section 14 ofR.A.6975 is hereby am ended to
read as follow s:

Powers and Functions of the Commission

a) Exercise administrative control and
operational supervision over the
Philippine National Police which shall
mean the power to:
b) Advise the President on all matters
involving police functions and
administration;
c) Render to the President and to the Congress an
annual report on its activities and accomplishments
during the thirty (30) days after the end of the
calendar year, which shall include an appraisal of the
conditions obtaining in the organization and
administration of police agencies in the municipalities,
cities and provinces throughout the country, and
recommendations for appropriate remedial legislation;
d) Recommend to the President, through the
Secretary, within sixty (60) days before the
commencement of each calendar year, a crime
prevention program; and
e) Perform such other functions necessary to carry out
the provisions of this Act and as the President may
direct.
a)Exercise adm inistrative controland operational
supervision over the Philippine N ationalPolice w hich
shallm ean the pow er to:

1. ) Develop policies and promulgate a

police manual prescribing rules and
regulations for efficient organization,
administration, and operation,
including criteria for manpower
allocation, distribution and
deployment, recruitment, selection,
promotion, and retirement of
personnel and the conduct of
qualifying entrance and promotional
examinations for uniformed
 2) Examine and audit, and thereafter
establish the standards for such purposes on
a continuing basis, the performance,
activities, and facilities of all police agencies
throughout the country;
 "3) Establish a system of uniform crime
reporting;
 "4) Conduct an annual self-report survey and
compile statistical data for the accurate
assessment of the crime situation and the
proper evaluation of the efficiency and
effectiveness of all police units in the
country;
 5) Approve or modify plans and programs on
education and training, logistical requirements,
communications, records, information systems,
crime laboratory, crime prevention and crime
reporting;
 "6) Affirm, reverse or modify, through the National
Appellate Board, personnel disciplinary actions
involving demotion or dismissal from the service
imposed upon members of the Philippine National
Police by the Chief of the Philippine National
Police;
 "7) Exercise appellate jurisdiction through the
regional appellate boards over administrative
cases against policemen and over decisions on
claims for police benefits;
 8) Prescribe minimum standards for arms,
equipment, and uniforms and, after consultation
with the Philippine Heraldry Commission, for
insignia of ranks, awards, and medals of honor.
Within ninety (90) days from the effectivity of
this Act, the standards of the uniformed
personnel of the PNP must be revised which
should be clearly distinct from the military and
reflective of the civilian character of the police;
 "9) Issue subpoena and subpoena duces tecum
in matters pertaining to the discharge of its own
powers and duties, and designate who among its
personnel can issue such processes and
administer oaths in connection therewith;
 A subpoena /səˈpiːnə/ is a writ by a government agency,
most often a court, that has authority to compel testimony
by a witness or production of evidence under a penalty for
failure. There are two common types of subpoena:
 1. subpoena ad testificandum orders a person to testify
before the ordering authority or face punishment. The
subpoena can also request the testimony to be given by
phone or in person.
 2. subpoena duces tecum orders a person or organization to
bring physical evidence before the ordering authority or
face punishment. This is often used for requests to mail
copies of documents to requesting party or directly to court.
 writ is a formal written order issued by a body with
administrative or judicial jurisdiction; in modern usage, this
body is generally a court. Warrants, prerogative writs and
subpoenas are common types of writs but there are many
others.
Exam ple Copy ofSubpoena in Anderson v.
Cryovac landm ark case
 10) Inspect and assess the compliance of
the PNP on the established criteria for
manpower allocation, distribution, and
deployment and their impact on the
community and the crime situation, and
thereafter formulate appropriate guidelines
for maximization of resources and effective
utilization of the PNP personnel;
 "11) Monitor the performance of the local
chief executives as deputies of the
Commission; and
 "12) Monitor and investigate police
anomalies and irregularities.
Section 6.Section 15 ofR.A.6975 is hereby
am ended to read as follow s:

 Qualifications. – No
person shall be
appointed regular
member of the
Commission unless:
Q ualifi
cations(Regular m em ber of
Com m ission)
 "(a) He or she is a citizen of the Philippines;
 "(b) A member of the Philippine Bar with at least
five (5) years experience in handling criminal or
human rights cases or a holder of a master's
degree but preferably a doctorate degree in
public administration, sociology, criminology,
criminal justice, law enforcement, and other
related disciplines; and
 "(c) The regular member coming from the law
enforcement sector should have practical
experience in law enforcement work for at least
five (5) years while the three (3) other regular
commissioners must have done extensive
research work or projects on law enforcement,
Section 7.Section 16 ofR.A.6975 is hereby
am ended to read as follow s:

 Term of Office. – The four

(4) regular and full-time
Commissioners shall be
appointed by the President
for a term of six (6) years
without re-appointment or
extension."
Section 8.Expiration ofthe Term s of
Of c
i
fe ofCurrent Com m issioners
 Upon the effectivity of this Act the
terms of office of the current
Commissioners are deemed
expired which shall constitute a
bar to their reappointment or an
extension of their terms in the
Commission except for current
Commissioners who have served
less than two (2) years of their
terms of office who may be
Section 9.Section 17 ofR.A.6975 is hereby
am ended to read as follow s:

 Temporary or Permanent Incapacity of the

Chairperson. – In case of absence due to
the temporary incapacity of the
chairperson, the Vice chair shall serve as
Chairperson until the Chairperson is
present or regains capacity to serve. In
case of death or permanent incapacity or
disqualification of the chairperson, the
acting chairperson shall also act as such
until a new chairperson shall have been
appointed by the President and qualified."
Section 10.Section 20 ofRA 6975 is hereby
am ended to read as follow s:

 Organizational Structure.
– The Commission shall
consist of the following
units:
O rganizationalStructure(Com m ission)

a)
CHAIRMA
N&4
REGULAR
COMMISS
IONERS
b) STAFF SERVICES
PRS, LAS, CPCS, PAS, IMIS, ILS, FS

c) DISCIPLINARY APPELLATE BOARDS

b) StaffServices

 1) The Planning and Research Service,

which shall provide technical services to
the Commission in areas of overall policy
formulation, strategic and operational
planning, management systems or
procedures, evaluation and monitoring of
the Commission's programs, projects and
internal operations; and shall conduct
thorough research and analysis on social
and economic conditions affecting peace
and order in the country;
b) StaffServices

 2) The Legal Affairs Service, which shall

provide the Commission with efficient
and effective service as legal counsel of
the Commission; draft or study contracts
affecting the Commission and submit
appropriate recommendations pertaining
thereto; and render legal opinions arising
from the administration and operation of
the Philippine National Police and the
Commission;
b) StaffServices

 3) The Crime Prevention and

Coordination Service, which shall
undertake criminological researches
and studies; formulate a national
crime prevention plan; develop a
crime prevention and information
program and provide editorial
direction for all criminology research
and crime prevention publications;
b) StaffServices

 4) The Personnel and Administrative Service,

which shall perform personnel functions for
the Commission, administer the entrance and
promotional examinations for policemen,
provide the necessary services relating to
records, correspondence, supplies, property
and equipment, security and general services,
and the maintenance and utilization of
facilities, and provide services relating to
manpower, career planning and development,
personnel transactions and employee welfare;
b) StaffServices

 5) The Inspection, Monitoring and

Investigation Service, which shall
conduct continuous inspection and
management audit of personnel,
facilities and operations at all levels
of command of the PNP, monitor the
implementation of the Commission's
programs and projects relative to law
enforcement; and monitor and
investigate police anomalies and
irregularities;
b) StaffServices

 6) The Installations and Logistics Service,

which shall review the Commission's plans
and programs and formulate policies and
procedures regarding acquisition,
inventory, control, distribution,
maintenance and disposal of supplies and
shall oversee the implementation of
programs on transportation facilities and
installations and the procurement and
maintenance of supplies and equipment;
and
b) StaffServices

 7) The Financial Service, which shall

provide the Commission with staff
advice and assistance on budgetary
and financial matters, including the
overseeing of the processing and
disbursement of funds pertaining to
the scholarship program and
surviving children of deceased and/or
permanently incapacitated PNP
personnel.
c) D isciplinary Appellate
Boards
 "The National Appellate Board shall
decide cases on appeal from
decisions rendered by the PNP chief,
while the regional appellate boards
shall decide cases on appeal from
decisions rendered by officers other
than the PNP chief, the mayor, and
the People's Law Enforcement Board
(PLEB) created hereunder."
Section 11.Section 22 ofRepublic Act N o.6975
is hereby am ended to read as follow s:

 Qualifications of Regional Directors

a) He or she is a citizen of the
Philippines; and
b) A holder of a master's degree and
appropriate civil service eligibility."
TITLE IV

TH E PH ILIPPIN E N ATIO N AL
PO LICE
B.Q U ALIFICATIO N U P
G RAD IN G
Section 14.Section 30 ofRepublic Act N o.
6975 is hereby am ended to read as follow s

 General Qualifications for Appointment

 "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 in 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 crime 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 centimeters (1.57 m.) for
female;
 "i) Must weigh not more or less than
five kilograms (5 kgs.) from the
standard weight corresponding to his
or her height, age, and sex; and
 "j) For a new applicant, must not be less than
(21) nor more than (30) years of age:
 Provided, That PNP members who are already
in the service upon the effectivity of this Act
shall be given at least (2) more years to obtain
the minimum educational qualification and
one (1) year to satisfy the weight requirement.
 "For the purpose of determining compliance
with the requirements on physical and mental
health, as well as the non-use of prohibited
drugs, the PNP by itself or through a
NAPOLCOM accredited government hospital
shall conduct regular psychiatric,
psychological drug and physical tests
randomly and without notice.
 "After the lapse of the time period for the
satisfaction of a specific requirement,
current members of the PNP who will fail to
satisfy any of the requirements enumerated
under this Section shall be separated from
the service if they are below fifty (50) years
of age and have served in Government for
less than twenty (20) years or retired if they
are from the age of fifty (50) and above and
have served the Government for at least
twenty (20) years without prejudice in
either case to the payment of benefits they
may be entitled to under existing laws."
 50 20
BELOW

SEPARATED

5020
ABOVE

RETIRED
Section 15.W aivers for Initial
Appointm ents to the PN P
 Age, Height, Weight and Educational
 Age - an applicant shall not be below twenty (20) nor over
thirty-five (35) years of age:
 Weight- any applicant not meeting the weight requirement
shall be given reasonable time but not exceeding six (6)
months within which to comply with the said requirement:
 Educational-only applicants who have finished second year
college or have earned at least seventy-two (72) collegiate
units leading to a bachelor's decree shall be eligible for
appointment: Provided, furthermore, That anybody who will
enter the service without a baccalaureate degree shall be
given a maximum of four (4) years to obtain the required
educational qualification:
 Height- requirement shall be automatically granted to
applicants belonging to the cultural communities.
Section 16.Selection Criteria Under the
W aiver Program

 selection of applicants
under the Waiver
Program shall be subject
to the following
minimum criteria:
 a) Applicants who possess the least
disqualification shall take precedence
over those who possess more
disqualifications.
 b) The requirements shall be waived
in the following order: (a) age, (b)
height, (c) weight, and (d) education.
 The Commission shall promulgate
rules and regulations to address
other situations arising from the
waiver of the entry requirements.
Section 17.N ature ofAppointm ent Under a
W aiver Program
 Any PNP uniformed personnel who is
admitted due to the waiver of the
educational or weight requirements
shall be issued a temporary
appointment pending the satisfaction
of the requirement waived. Any
member who will fail to satisfy any of
the waived requirements within the
specified time periods under Section
13 of this Act shall be dismissed from
the service.
Sec 17.N ature ofAppoinm ent
U nder a W aiver Program

 Eligibility requirements
 CSP
 PO1 ENTRANCE EXAMINATION
Sec 17.N ature ofAppointm ent
U nder a W aiver Program

 Personal Data Sheet

 Colored Picture
 Background Investigation Result
 Transcript of Records
 NBI Clearance
 Physical EVALUATION Result
 Certificate of Employment/Experience and
Training
SCREEN IN G CO M M ITTEE for
provincial
 The Chief PNP shall establish
screening committee
 District and Regional Office that shall
be responsible for the widest
dissemination of vacancies
 Chief Assitant Provincial Dir. For
Administration
 Or PNP Senior Officer in the Province
m em bers

 NAPOLCOM official designated by

NAPOLCOM Reg. Dir.
 Private citizen of known priority
 PLEB Chairman in the locality
RegionalScreening Com m ittee

 PNP Deputy
 Members:
 NAPOLCOM Regional Dir.
 Private citizen
 PLEB Chairman
PH YSICAL AG ILITY TEST

 Maximum total 100 pts

 Passing men 70 pts
 Women 50 pts

 1. 7 pull ups(3 pts each)

 2. 25 push ups (1 pt each)
 3. 36 sit-ups (1/2 pt each)
 4. 100 meter run (18 pts)
 5. Pick up and carry on shoulder (45
kilo weight for men, 20 kilo weight
for women) walking 25 meters up
and down, not dropping (18 pts)
Section 18.Re-application ofD ism issed PN P
M em bers Under a W aiver Program
 Any PNP member who shall be
dismissed under a waiver program
shall be eligible to re-apply for
appointment to the PNP: Provided,
That he or she possesses the
minimum qualifications under
Section 14 of this Act and his or
her reappointment is not by virtue
of another waiver program.
Section 19.The Field Training Program

 All uniformed members of the PNP

shall undergo a Field Training
Program for twelve (12) months
involving actual experience and
assignment in patrol, traffic, and
investigation as a requirement for
permanency of their appointment
Section 20.Increased Q ualifi
cations for
ProvincialD irectors
 No person may be appointed Director of a
Provincial Police Office unless:
 a) he or she holds a master's degree in public
administration, sociology, criminology,
criminal justice, law enforcement, national
security administration, defense studies, or
other related discipline from a recognized
institution of learning; and
 b) has satisfactorily passed the required
training and career courses necessary for the
position as may be established by the
Commission.
 Any PNP personnel who is currently occupying
the position but lacks any of the qualifications
Section 21.Section 32 ofRepublic Act N o.
6975 is hereby am ended to read as follow s:

 "SEC. 32. Examinations of

Policemen. – The National
Police Commission shall
administer the entrance and
promotional examinations for
policemen on the basis of the
standards set by the
Commission."
 Section 22.Section 34 ofRepublic Act N o.
6975 is hereby am ended to read as follow s:

 "SEC. 34. Qualifications of Chief of City and

Municipal Police Stations. –he/she is a
graduate of Bachelor of Laws or has finished
all the required courses of a master's
degree program
 chief of a municipal police station -he or she
has finished at least 2nd year Bachelor of
Laws or has earned at least twelve (12)
units in a master's degree program
 : Provided, That members of the Bar with at
least five (5) years of law practice, licensed
criminologists or graduates of the Philippine
National Police Academy and who possess the
general qualifications for initial appointment to
the PNP shall be qualified for appointment as
chief of a city or municipal police station:
Provided, further, That the appointee has
successfully passed the required field training
program and has complied with other
requirements as may be established by the
Commission: Provided, furthermore, That the
chief of police shall be appointed in
accordance with the provisions of Section 51,
paragraph (b), subparagraph 4(i) of this Act."
C.ATTRITIO N SYSTEM FO R UN IFO RM ED
PERSO N N EL

 Section 24. Attrition System. – There

shall be established a system of
attrition within the uniformed
members of the PNP within one (1)
year from the effectivity of this Act to
be submitted by the PNP to the
Commission for approval. Such
attrition system shall include but is
not limited to the provisions of the
following sections.
 Section 25. Attrition by Attainment of
Maximum Tenure in Position. – The
maximum tenure of PNP members
holding key positions is hereby
prescribed as follows:
 POSITION MAXIMUM TENURE
 Chief four (4) years
 Deputy Chief four (4) years
 Director of the Staff Services four (4)
years
 Regional Directors six (6) years
 Provincial/City Directors nine (9) years
 Other positions higher than Provincial Director shall have the
maximum tenure of six (6) years. Unless earlier separated,
retired or promoted to a higher position in accordance with
the PNP Staffing Pattern, police officers holding the above-
mentioned positions shall be compulsorily retired at the
maximum tenure in position herein prescribed, or at age
fifty-six (56), whichever is earlier: Provided, That in times of
war or other national emergency declared by Congress, the
President may extend the PNP Chief's tour of duty: Provided,
further, That PNP members who have already reached their
maximum tenure upon the effectivity of this Act may be
allowed one (1) year more of tenure in their positions before
the maximum tenure provided in this Section shall be
applied to them, unless they shall have already reached the
compulsory retirement age of fifty-six (56), in which case the
compulsory retirement age shall prevail.
 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.
 Section 26. Attrition by Relief. – A
PNP uniformed personnel who has
been relieved for just cause and has
not been given an assignment within
two (2) years after such relief shall
be retired or separated.
 Section 27. Attrition by Demotion in
Position or Rank. – Any PNP personnel,
civilian or uniformed, who is 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 in position
shall be retired or separated.
 Se
 Section 28. Attrition by Non-
promotion. – Any PNP personnel who
has not been promoted for a
continuous period of ten (10) years
shall be retired or separated.
 Section 29. Attrition by Other Means. – A PNP
member or officer with at least five (5) years of
accumulated active service shall be separated
based on any of the following factors:
 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
 Section 30. Retirement or Separation
Under the Preceding Sections. – Any
personnel who is dismissed from the
PNP pursuant to Sections 25, 26, 27, 28
and 29 hereof shall be retired if he or
she has rendered at least twenty (20)
years of 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.
 D. PRO
prom otion

 Is the advancement of an
employee’s rank or position
in an organizational
hierarchy system. Promotion
may be an employee’s
reward for good performance
based on positive appraisal.
D .PRO M O TIO N SYSTEM

 Section 31. Rationalized Promotion System.

– Within six (6) months after the effectivity
of this Act, the Commission shall establish
a system of promotion for uniformed and
non-uniformed personnel of the PNP which
shall be based on merits and on the
availability of vacant positions in the PNP
staffing pattern. Such system shall be
gender fair and shall ensure that women
members of the PNP shall enjoy equal
opportunity for promotion as that of men.
 Section 32. 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:
Provided, That the personnel shall not be
reassigned to a position calling for a higher rank
until after two (2) years from the date of such
rank adjustment: Provided, further, That any
personnel designated to the position who does
not possess the established minimum
qualifications therefor shall occupy the same
temporarily for not more than six (6) months
without reappointment or extension.
Section 33.Section 38 (a)and (b)ofRepublic Act N o.
6975 is hereby am ended to read as follow s

 "SEC. 38. Promotions. – (a) A uniformed member of the PNP

shall not be eligible for promotion to a higher position or
rank unless he or she has successfully passed the
corresponding promotional examination given by the
Commission, or the Bar, or the corresponding board
examinations for technical services and other professions,
has satisfactorily completed the appropriate and accredited
course in the PNPA or equivalent training institutions, and
has satisfactorily passed the required
psychiatric/psychological and drug tests. In addition, no
uniformed member of the PNP shall be eligible for promotion
during the pendency of his or her administrative and/or
criminal case or unless he or she has been cleared by the
People's Law Enforcement Board (PLEB), and the Office of
the Ombudsman of any complaints proffered against him or
her, if any.
 "(b) Any uniformed member of
the PNP who has exhibited
acts of conspicuous courage
and gallantry at the risk of
his/her life above and beyond
the call of duty, shall be
promoted to the next higher
rank: Provided, That such acts
shall be validated by the
Commission based on
established criteria."
E.UPG RAD IN G O F SALARIES AN D BEN EFITS

 Section 34. Section 75 of the same

Act is hereby amended to read as
follows:
 "SEC. 75. Retirement Benefits. – Monthly retirement pay
shall be fifty percent (50%) of the base pay and
longevity pay of the retired grade in case of twenty (20)
years of active service, increasing by two and one-half
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: Provided, That, the uniformed personnel shall
have the option to receive in advance and in lump sum
his retirement pay for the first five (5) years: Provided,
further, That payment of the retirement benefits in lump
sum shall be made within six (6) months from effectivity
date of retirement and/or completion: Provided, finally,
That retirement pay of the officers/non-officers of the
PNP shall be subject to adjustments based on the
prevailing scale of base pay of police personnel in the
active service."
Section 35.Section 73 ofthe sam e Actis hereby am ended
to read as follow s:

 "SEC. 73. Permanent Physical Disability. – An officer or non-

officer who is permanently and totally disabled as a result of
injuries suffered or sickness contracted in the performance of his
duty as duly certified by the National Police Commission, upon
finding and certification by the appropriate medical officer, that
the extent of the disability or sickness renders such member
unfit or unable to further perform the duties of his position, shall
be 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.
 "Should such member who has been retired under permanent
total disability under this section die within five (5) years from
his retirement, his surviving legal spouse or if there be none, the
surviving dependent legitimate children shall be entitled to the
pension for the remainder of the five (5) years guaranteed
period."
Section 36.Section 36 ofRepublic ActN o.6975 is hereby
am ended to read as follow s:

 "SEC. 36. Status of Members of the Philippine

National Police. – The uniformed members of
the PNP shall be considered employees of the
National Government and shall draw their
salaries therefrom. They shall have the same
salary grade level as that of public school
teachers: Provided, That 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."
Section 37.Early Retirem ent Program

 Within three (3) years after the

effectivity of this Act, any PNP officer
or non-commissioned officer may
retire and be paid separation
benefits corresponding to a position
two (2) ranks higher than his or her
present rank subject to the following
conditions:
 a) that at the time he or she applies for
retirement, he or she has already rendered at
least ten (10) years of continuous government
service;
 b) the applicant is not scheduled for
separation or retirement from the service due
to the attrition system or separation for cause;
 c) he or she has no pending administrative or
criminal case; and
 d) he or she has at least three (3) more years
in the service before reaching the compulsory
retirement age and at least a year before his
or her maximum tenure in position
InternalAff
airs Service
 The Internal Affairs Service of the
Philippine National Police was
established by Republic Act No.
8551, otherwise known as "Philippine
National Police Reform and
Reorganization Act of 1998," to serve
as the institutional watchdog for the
Philippine National Police
TITLE V
INTERNAL AFFAIRS SERVICE

 Section 39. Creation, Powers, and

Functions. – An Internal Affairs Service (IAS)
of the PNP is hereby created which shall:
 a) pro-actively conduct inspections and
audits on PNP personnel and units;
 b) investigate complaints and gather
evidence in support of an open
investigation;
 c) conduct summary hearings on PNP
members facing administrative charges;
 d) 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;
 e) file appropriate criminal cases
against PNP members before the
court as evidence warrants and
assist in the prosecution of the case;
 f) provide assistance to the Office of
the Ombudsman in cases involving
the personnel of the PNP.
The IAS shallalso conduct,m otu proprio,autom atic
investigation ofthe follow ing cases:
 a) incidents where a police personnel discharges a firearm;
 b) incidents where death, serious physical injury, or any
violation of human rights occurred in the conduct of a
police operation;
 c) incidents where evidence was compromised, tampered
with, obliterated, or lost while in the custody of police
personnel;
 d) incidents where a suspect in the custody of the police
was seriously injured; and
 e) incidents where the established rules of engagement
have been violated.
 Finally, the IAS shall provide documents or
recommendations as regards to the promotion of the
members of the PNP or the assignment of PNP personnel to
any key position.
M otu proprio

 Latin “on his own impulse”

 Of one’s own accord: used of certain
documents issued by the Pope without
counsel from others

 Rules of Engagement
 Refers to those responses that are
permitted in the employment of military
personnel during operations or in the
course of their duties.
 The Philippine National Police enumerated six salient
points of the guidelines: police and military officers
must observe inter-unit coordination at all times
especially in hot pursuit operations; all police
intervention operations must be carried out with
marked police vehicles and in the proper uniform;

 Warning shots during police intervention should not

be used at any point; excessive use of force must be
avoided and security forces must ensure that no
innocent civilian will be caught in crossfire;

 Moving vehicles may not be fired upon except when

the suspects pose "imminent danger" to security
forces and the officer in charge shall secure and
preserve the site after an armed confrontation.
Section 40.O rganization.
 National, regional, and provincial offices of the
Internal Affairs shall be established. Internal Affairs
Service shall be headed by an Inspector General
who shall be assisted by a Deputy Inspector
General. The area offices shall be headed by a
Director while the provincial offices shall be headed
by a Superintendent: Provided, That the head of the
Internal Affairs Service shall be a civilian who shall
meet the qualification requirements provided
herein.
 The commission shall establish a rationalized
staffing pattern in the Reorganization Plan as
provided for in Section 13 hereof.
Section 41.Appointm ents

 The Inspector General shall be

appointed by the President upon the
recommendation of the Director
General and duly endorsed by the
Commission. Appointments of
personnel who shall occupy various
positions shall be made by the
Inspector General and shall be based
on an established career pattern and
criteria to be promulgated by the
Commission.
Section 42.Entry Q ualifi
cations to IAS

 Entry to the Internal Affairs Service

shall be voluntary and subject to
rigid screening where only PNP
personnel who have at least five (5)
years experience in law enforcement
and who have no derogatory service
records shall be considered for
appointment: Provided, That
members of the Bar may enter the
service laterally.
Section 43.InitialAppointm ents to the N ational,
D irectorial,and ProvincialInternalAff
airs Service
Of c i
fes.
 Initial appointments of the heads of
the offices in the Internal Affairs
Service shall be made by the
President upon recommendation by
the Commission. Thereafter,
appointments and promotions to the
Service shall follow the established
requirements and procedures.
Section 44.Prom otions

 The Commission shall establish the

promotion system within the IAS
which shall follow the general
principles of the promotion system in
the PNP.
Section 45.Prohibitions

 Any personnel who joins the IAS may

not thereafter join any other unit of
the PNP. Neither shall any personnel
of the IAS be allowed to sit in a
committee deliberating on the
appointment, promotion, or
assignment of any PNP personnel.
Section 46.Career D evelopm ent and
Incentives

 (1) Personnel of the Internal Affairs Service

shall in addition to other allowances
authorized under existing laws be granted
occupational specialty pay which shall not
exceed fifty percent (50%) of their basic pay.
This pay shall not be considered a forfeiture
of other remuneration and allowances which
are allowed under existing laws.
 (2) IAS members shall also have priorities in
the quota allocation for training and
education.
Section 47.Records M anagem ent ofthe IAS

 Local Internal Affairs Offices shall be responsible for the

maintenance and update of the records of the members of the
PNP within their jurisdiction.
 When a PNP personnel is reassigned or transferred to another
location or unit outside the jurisdiction of the current Internal
Affairs Office, the original records of such personnel shall be
transferred over to the Internal Affairs Office that will acquire
jurisdiction over the transferred personnel while copies will be
retained by the former Internal Affairs Office. In cases where a
PNP personnel has been relieved of his/her position and has not
been given an assignment, the Internal Affairs Office where the
person has been assigned last shall continue to have jurisdiction
over his or her records until such time that the officer or
member shall have been given a new assignment where the
records will be forwarded to the Internal Affairs Office acquiring
jurisdiction over the PNP personnel.
Section 48.Inclusion ofSupervisors and
Superiors in IAS Investigations

 The immediate superior or

supervisor of the personnel or
units being investigated under
the preceding section shall be
automatically included in the
investigation of the IA to
exclusively determine lapses in
administration or supervision.
Section 49.D isciplinary Recom m endations of
the IAS

 (a) Any uniformed PNP personnel found guilty of any of

the cases mentioned in Section 39 of this Act and any
immediate superior or supervisor found negligent under
Section 48 shall be recommended automatically for
dismissal or demotion, as the case may be.
 (b) Recommendations by the IAS for the imposition of
disciplinary measures against an erring PNP personnel,
once final, cannot be revised, set-aside, or unduly
delayed by any disciplining authority without just cause.
Any disciplining authority who fails to act or who acts
with abuse of discretion on the recommendation of the
IAS shall be made liable for gross neglect of duty. The
case of erring disciplinary authority shall be submitted
to the Director General for proper disposition.
Section 50.Appeals
 Decisions rendered by the provincial inspectors shall
be forwarded to the area internal affairs office for
review within ten (10) working days upon the receipt
thereof. Decisions of the area office may be appealed
to the national office through the Office of Inspector
General. Decisions rendered by the National IAS shall
be appealed to the National Appellate Board or to the
court as may be appropriate: Provided, That the
summary dismissal powers of the Director General and
Regional Directors as provided in Section 42 of
Republic Act No. 6975 shall remain valid: Provided,
further, That the existing jurisdiction over offenses as
provided under Republic Act No. 6975 shall not be
affected.
Section 51.Com plaints Against the IAS

 A complaint against any personnel or

office of IAS shall be brought to the
Inspector General's Office or to the
Commission as may be appropriate
TITLE VI
D ISCIPLINARY M ECHANISM S

 Section 52. Section 41 of Republic

Act No. 6975 is hereby amended to
read as follows:
"SEC.41(a).Citizen's Com plaints.– Any com plaintby a naturalor
juridicalperson againstany m em ber ofthe PN P shallbe brought
before the follow ing:

 "(1) Chiefs 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) Mayors of cities and municipalities, where
the offense is punishable by withholding of
privileges, restriction to specified limits,
suspension or forfeiture of salary, or any
combination thereof, for a period of not less
than sixteen (16) days but not exceeding thirty
(30) days;
 "(3) People's Law Enforcement Board, as
created under Section 43 hereof, 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.
 "The Commission shall provide in its
implementing rules and regulations a
scale of penalties to be imposed upon any
member of the PNP under this Section.
 "(b) Internal Discipline. – On dealing
with minor offenses involving internal
discipline found to have been
committed by any regular member of
their respective commands, the duly
designated supervisors and
equivalent officers of the PNP shall,
after due notice and summary
hearing, exercise disciplinary powers
as follows:
 "(1) Chiefs of police or equivalent supervisors may
summarily impose the administrative punishment
of admonition or reprimand; restriction to specified
limits; withholding of privileges; forfeiture of salary
or suspension; or any of the combination of the
foregoing: Provided, That, in all cases, the total
period shall not exceed fifteen (15) days;
 "(2) Provincial directors or equivalent supervisors
may summarily impose administrative punishment
of admonition or reprimand; restrictive custody;
withholding of privileges; forfeiture of salary or
suspension, or any combination of the foregoing:
Provided, That, in all cases, the total period shall
not exceed thirty (30) days;
 "(3) Police regional directors or equivalent supervisors
shall have the power to impose upon any member the
disciplinary punishment of dismissal from the service. He
may also impose the administrative punishment of
admonition or reprimand; restrictive custody; withholding
of privileges; suspension or forfeiture of salary; demotion;
or any combination of the foregoing: Provided, That, in all
cases, the total period shall not exceed sixty (60) days;
 "(4) The Chief of the PNP shall have the power to impose
the disciplinary punishment of dismissal from the service;
suspension or forfeiture of salary; or any combination
thereof for a period not exceeding one hundred eighty
(180) days: Provided, further, That the chief of the PNP
shall have the authority to place police personnel under
restrictive custody during the pendency of a grave
administrative case filed against him or even after the
filing of a criminal complaint, grave in nature, against
such police personnel.
"(c) Exclusive Jurisdiction

 A complaint or a charge filed against a PNP

member shall be heard and decided
exclusively by the disciplining authority
who has acquired original jurisdiction over
the case and notwithstanding the
existence of concurrent jurisdiction as
regards the offense: Provided, That
offenses which carry higher penalties
referred to a disciplining authority shall be
referred to the appropriate authority which
has jurisdiction over the offense.
 "For purposes of this Act, a 'minor
offense' shall refer to any act or
omission not involving moral
turpitude, but affecting the internal
discipline of the PNP, and shall
include, but not limited to:
 "(1) Simple misconduct or negligence;
 "(2) Insubordination;
 "(3) Frequent absences and tardiness;
 "(4) Habitual drunkenness; and
 "(5) Gambling prohibited by law.
 "(d) Forum shopping of multiple filing
of complaints. – When an
administrative complaint is filed with
a police disciplinary authority, such
as the People's Law Enforcement
Board (PLEB), no other case involving
the same cause of action shall be
filed with any other disciplinary
authority.
 "In order to prevent forum shopping or
multiple filing of complaints, the
complainant or party seeking relief in
the complaint shall certify under oath in
such pleading, or in a sworn certification
annexed thereto and simultaneously
filed therewith, to the truth of the
following facts and undertaking:
 "(a) that he has not heretofore
commenced any other action or
proceeding involving the same issues in
other disciplinary forum;
 "(b) that to the best of his knowledge, no such
action or proceeding is pending in other police
administrative disciplinary machinery or
authority;
 "(c) that if there is any such action or proceeding
which is either pending or may have been
terminated, he must state the status thereof; and
 "(d) that if he should thereafter learn that a
similar action or proceeding has been filed or is
pending before any other police disciplinary
authority, he must undertake to report that fact
within five (5) days therefrom to the disciplinary
authority where the original complaint or
pleading has been filed."
Section 53.Section 42 ofRepublic ActN o.6975 is
hereby am ended to read as follow s:

 "SEC. 42. Summary Dismissal Powers

of the National Police Commission,
PNP Chief and PNP Regional
Directors. – The National Police
Commission, the chief of the PNP and
PNP regional directors, after due
notice and summary hearings, may
immediately remove or dismiss any
respondent PNP member in any of
the following cases:
 "(a) When the charge is serious and the evidence of
guilt is strong;
 "(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
offense 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 during the period shall
be investigated and if found to have committed a
crime, he shall be prosecuted accordingly."
Section 54.Section 44 ofRepublic ActN o.6975 is hereby
am ended to read as follow s:

 SEC. 44. Disciplinary Appellate Boards. – The

formal administrative disciplinary machinery of the
PNP shall be the National Appellate Board and the
regional appellate boards.
 "The National Appellate Board shall be composed
of the four (4) regular commissioners and shall be
chaired by the executive officer. The Board shall
consider appeals from decisions of the Chief of the
PNP.
 "The National Appellate Board may conduct its
hearings or sessions in Metropolitan Manila or any
part of the country as it may deem necessary.
 "There shall be at least one (1) regional
appellate board per administrative
region in the country to be composed of
a senior officer of the regional
Commission as Chairman and one (1)
representative each from the PNP, and
the regional peace and order council as
members. It shall consider appeals from
decisions of the regional directors, other
officials, mayors, and the PLEBs:
Provided, That the Commission may
create additional regional appellate
boards as the need arises."
Section 55.Section 47 ofRepublic ActN o.6975 is hereby
am ended to read as follow s:

 "Sec. 47. Preventive Suspension Pending Criminal Case.

– Upon the filing of a complaint or information sufficient
in form and substance against a member of the PNP for
grave felonies where the penalty imposed by law is six
(6) years and one (1) day or more, the court shall
immediately suspend the accused from office for a
period not exceeding ninety (90) days from
arraignment: Provided, however, That if it can be shown
by evidence that the accused is harassing the
complainant and/or witnesses, the court may order the
preventive suspension of the accused PNP member
even if the charge is punishable by a penalty lower
than six (6) years and one (1) day: Provided, further,
That the preventive suspension shall not be more than
ninety (90) days except if the delay in the disposition of
the case is due to the fault, negligence or petitions of
Section 56.Section 49 ofRepublic ActN o.6975 is hereby
am ended to read as follow s:

 "SEC. 49. Legal Assistance. – The Secretary of Justice, the

chairman of the Commission or the Chief of the PNP may
authorize lawyers of their respective agencies to provide
legal assistance to any member of the PNP who is facing
before the prosecutor's office, the court or any competent
body, a charge or charges arising from any incident which
is related to the performance of his official duty: Provided,
That government lawyers so authorized shall have the
power to administer oaths: Provided, further, That in such
cases, when necessary, as determined by the Commission,
a private counsel may be provided at the expense of the
Government. The Secretary of Justice, the Chairman of the
Commission and the Chief of the PNP shall jointly
promulgate rules and regulations to implement the
provisions of this Section."
TITLE VII
CREATIO N O F W O M EN'S DESKS IN ALL PO LICE STATIO NS AND THE FO RM ULATIO N O F A GENDER
SENSITIVITY PRO GRAM
 Section 57. Creation and Functions. – The PNP
shall establish women's desks in all police
stations throughout the country to administer
and attend to cases involving crimes against
chastity, sexual harassment, abuses
committed against women and children and
other similar offenses: Provided, That
municipalities and cities presently without
policewomen will have two (2) years upon the
effectivity of this Act within which to comply
with the requirement of this provision
Section 58.Prioritization ofW om en for
Recruitm ent.–

 Within the next five (5) years, the

PNP shall prioritize the recruitment
and training of women who shall
serve in the women's desk. Pursuant
to this requirement, the PNP shall
reserve ten percent (10%) of its
annual recruitment, training, and
education quota for women
Section 59.G ender Sensitivity Program .–

 The Commission shall formulate a

gender sensitivity program within
ninety (90) days from the effectivity
of this Act to include but not limited
to the establishment of equal
opportunities for women in the PNP,
the prevention of sexual harassment
in the workplace, and the prohibition
of discrimination on the basis of
gender or sexual orientation.
Section 60.Adm inistrative Liability.–

 Any personnel who shall violate the

established rules and regulations
regarding gender sensitivity and gender
equality shall be suspended without pay
for not less than thirty (30) days and
shall undergo gender sensitivity seminar
or training: Provided, That any personnel
who violates the rules more than twice
shall be recommended for demotion or
dismissal from the PNP.
Section 61.N on-prohibition for Prom otion.–

 Nothing in this title shall be

construed as a restriction on the
assignment of policewomen to other
positions in the PNP nor shall any
provisions of this title be used for the
non-promotion of a PNP female
personnel to higher position.
 TITLE VIII
 PARTICIPATION OF LOCAL
GOVERNMENT EXECUTIVES IN THE
ADMINISTRATION OF THE PNP
 "The term 'operational supervision and control'
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 in accordance with the rules and
regulations promulgated by the Commission.
 "It 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. For this
purpose, the terms 'employment' and 'deployment'
shall mean as follows:
 "'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 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 as herein defined."
Section 63.Section 51 (b) (4) ofRepublic Act
N o.6975 is hereby am ended to read as
follow s:
 "(4) Other Powers. In addition to the aforementioned powers,
city and municipal mayors shall have the following authority
over the PNP units in their respective jurisdictions:
 "(i) Authority to choose the chief of police from a list of five (5)
eligibles recommended by the provincial police director,
preferably from the same province, city or municipality:
Provided, however, That in no case shall an officer-in-charge be
designated for more than thirty (30) days: Provided, further,
That the local peace and order council may, through the city or
municipal mayor, recommend the recall or reassignment of the
chief of police when, in its perception, the latter has been
ineffective in combating crime or maintaining peace and order in
the city or municipality: Provided, finally, That such relief shall
be based on guidelines established by the NAPOLCOM;
 "(ii) Authority to recommend to the provincial
director the transfer, reassignment or detail of PNP
members outside of their respective city or town
residences; and
 "(iii) Authority to recommend from a list of eligibles
previously screened by the peace and order council
the appointment of new members of the PNP to be
assigned to their respective cities or municipalities
without which no such appointments shall be
attested: Provided, That whenever practicable and
consistent with the requirements of the service, PNP
members shall be assigned to the city or
municipality of their residence.
 "The control and supervision of anti-gambling
operations shall be within the jurisdiction of local
government executives."
 Section 64. Automatic Deputation of Local
Government Executives as Commission
Representatives. – Governors and mayors,
upon having been elected and living
qualified as such, are automatically
deputized as representatives of the
National Police Commission in their
respective jurisdiction. As deputized
agents of the Commission, local
government executives can inspect police
forces and units, conduct audit, and
exercise other functions as may be duly
authorized by the Commission.
Section 65.Section 52 ofRepublic ActN o.6975 is hereby
am ended to read as follow s:

 "SEC. 52. Suspension or Withdrawal of Deputation. – Unless

reversed by the President, the Commission may, after
consultation with the provincial governor and congressman
concerned, suspend or withdraw the deputation of any local
executive for any of the following grounds:
 "(a) Frequent unauthorized absences;
 "(b) Abuse of authority;
 "(c) Providing material support to criminal elements; or
 "(d) Engaging in acts inimical to national security or which
negate the effectiveness of the peace and order campaign.
 "Upon good cause shown, the President may, directly or
through the Commission, motu proprio restore such
deputation withdrawn from any local executive."
 TITLE IX
 STRENGTHENING THE PEOPLE'S LAW
ENFORCEMENT BOARD
Section 66.Paragraph (a),Section 43 ofRepublic
Act N o.6975 is hereby am ended to read as follow s:

 "SEC. 43. People's Law Enforcement Board (PLEB). – (a)

Creation and Functions – The sangguniang
panlungsod/bayan in every city and municipality shall
create such number of People's Law Enforcement Boards
(PLEBs) as may be necessary: Provided, That there shall be
at least one (1) PLEB for every five hundred (500) city or
municipal police personnel and for each of the legislative
districts in a city.
 "The PLEB shall be the central receiving entity for any
citizen's complaint against the officers and members of the
PNP. Subject to the provisions of Section 41 of Republic Act
No. 6975, the PLEB shall take cognizance of or refer the
complaint to the proper disciplinary or adjudicatory
authority within three (3) days upon the filing of the
complaint."lawph!l.net
Section 67.Num ber (3)ofParagraph (b),Section 43 ofRepublic
ActNo.6975 is hereby am ended to read as follow s:

 "(3) Three (3) other members who

are removable only for cause to be
chosen by the local peace and order
council from among the respected
members of the community known
for their probity and integrity, one (1)
of whom must be a woman and
another a member of the Bar, or, in
the absence thereof, a college
graduate, or the principal of the
central elementary school in the
Section 68.The lastparagraph ofSection 43 (b)(3)ofRepublic
ActNo.6975 shallbe am ended to read as follow s:

 "The Chairman of the PLEB shall be

elected from among its members.
The term of office of the members of
the PLEB shall be for a period of
three (3) years from assumption of
office. Such member shall hold office
until his successor shall have been
chosen and qualified."
Section 69.Com pensation and Benefits.– Paragraph
c,Section 43 ofRepublic ActN o.6975 shallbe
am ended to read as follow s:
 "(c) Compensation. – Membership in
the PLEB is a civic duty. However,
PLEB members shall be paid per
diem and shall be provided with life
insurance coverage as may be
determined by the city or municipal
council from city or municipal funds.
The DILG shall provide for the per
diem and insurance coverage of
PLEB members in certain low income
municipalities."
Section 70.Budget Allocation.
–
 The annual budget of the Local Government Units (LGU)
shall include an item and the corresponding appropriation
for the maintenance and operation of their local PLEBs.
 The Secretary shall submit a report to Congress and the
President within fifteen (15) days from the effectivity of
this Act on the number of PLEBs already organized as well
as the LGUs still without PLEBs. Municipalities or cities
without a PLEB or with an insufficient number of organized
PLEBs shall have thirty (30) more days to organize their
respective PLEBs. After such period, the DILG and the
Department of Budget and Management shall withhold
the release of the LGU's share in the national taxes in
cities and municipalities still without PLEB(s).
Section 71.Request for Preventive Suspension.

 The PLEB may ask any authorized superior to impose preventive

suspension against a subordinate police officer who is the subject
of a complaint lasting up to a period as may be allowed under the
law. A request for preventive suspension shall not be denied by the
superior officer in the following cases:
 a) when the respondent refuses to heed the PLEB's summons or
subpoena;
 b) when the PNP personnel has been charged with offenses
involving bodily harm or grave threats,
 c) when the respondent is in a position to tamper with the
evidence; andlawphil.net
 d) when the respondent is in a position to unduly influence the
witnesses.
 Any superior who fails to act on any request for suspension
without valid grounds shall be held administratively liable for
serious neglect of duty.
 Approved: February 25, 1998
 The Lawphil Project - Arellano Law
Foundation
 IAS

 The Internal Affairs Service of Philippine National Police

(PNP) was created pursuant to Republic Act (RA) 8551
otherwise known as " The PNP Reform and
Reorganization Act of 1998". It was envisioned to be a
truly independent and impartial body, manned by God-
centered and professional officers. Its mandate is to
instill police discipline, enhance the delivery of police
service and dispense justice. An effective Internal Affairs
Service is intended to aid the evolution of a well
disciplined, effective, efficient and service-oriented
Philippine National Police.(Jen-PRD 2008)
 The Philippine National Police (PNP)
(Filipino: Pambansang Pulisya ng Pilipinas)
is the national police force of the Republic
of the Philippines. It is both a national and
a local police force in that it does provides
all law enforcement services throughout
the Philippines. To The Philippine National
Police, which was a result of a merger of
the Philippine Constabulary and the
Integrated National Police, was activated
on January 29, 1991. Its national
headquarters are based at Camp Crame in
Quezon City. It has a manpower of 140,000.
 Commissioned officers

 1. Inspector (Insp.)
 2. Senior Inspector (S/Insp.)
 3. Chief Inspector (C/Insp.)
 4. Superintendent (Supt.)
 5. Senior Superintendent (S/Supt.)
 6. Chief Superintendent (C/Supt.)
 7. Director (Dir.) - Major General
 8. Deputy Director General (D/DGen.)
 9. Director General (D/Gen.)
 Non-commissioned officers

 1. Police Officer I (PO1)

 2. Police Officer II (PO2)
 3. Police Officer III (PO3)
 4. Senior Police Officer I (SPO1)
 5. Senior Police Officer II (SPO2)
 6. Senior Police Officer III (SPO3)
 7. Senior Police Officer IV (SPO4)
List ofchiefs
 # Name Term of Office Start
End
 1 Cesar P. Nazareno
 31 March 1991
 28 August 1992
 2 Raul S. Imperial
 28 August 1992 (acting)
 28 October 1992 (official)
 6 May 1993
List ofchiefs
 3 Umberto Rodriguez
 6 May 1993 8 July 1994
 4 Recaredo Arevalo Sarmiento
 8 July 1994 1997
 5 Santiago L. Aliño
 1997 1998
List ofchiefs

 6. Roberto Lastimoso
 1998-1999
 7. Edmundo L. Larruza
 1999(acting)
 8. Panfilo M. Lacson
 Nov 1999-Jan 2001
 9. Leandro M. Mendoza
 March 16,2001-2002
List ofchiefs

 10. Hermogenes E. Ebdane, jr.

 July 2002- Aug 23, 2004
 11. Edgar B. Aglipay
 Aug 23, 2004-march 6, 2005
 12. Arturo Lumibao
 March 13, 2005-Aug 29,2006
 13. Oscar Castelo Calderon
 Aug 29,2006-Oct 1, 2007
List ofchiefs

 14 Avelino Ignacio Razon, jr

 Oct 1,2007-Sept 27, 2008
 15. Jesus Ame Verzusa
 Sept 27, 2008-Sept 14, 2010
 16. Raul Macalalad Bacalso
 Sept 14, 2010-Sept 8, 2011
 17. Nicanor Bartolome
 Sept 8, 2011
Police regionalof c
i
fes

 Police Regional Offices

 NCRPO – Metro Manila
 PRO1- Ilocos Region
 PRO2- Cagayan Valley (Police Chief
Superintindent
 PRO3- Central Luzon
 PRO4A-CALABARZON
 PRO4B-MIMAROPA
 PRO5- Bicol
Police regionalof c
i
fes

 PRO6- Western Visayas

 PRO7- Central Visayas
 PRO8-Eastern visayas
 PRO9- Western Mindanao
 PRO10- Nothern Mindanao
 PRO11-Davao Region
 PRO12- Socsargen
 PRO13-Caraga
 PROARMM- ARMM
 PROCOR-Cordillera
 THE DIRECTORATE FOR POLICE
PERSONNEL ND RECORDS
MANAGEMENT (DPRM)
 DPRM(RSD,PTD, PPPD, BPAD, CRD)
 Recruitment and selection division
 Personnel Transaction division
 Presonnel plans and Policy division
 Benefits and Pension Administration
division
 Central records division
 Management – the process of
directing and facilitating the work of
people organized in formal groups in
order to achieve a scientific
management.

 Managers – those who control or

direct
 Elements of Management
 1. Authority – This comes from law
and tradition.

 2. Responsibility – This is a state of

being accountable
Elem ents ofscientifi
c
m anagem ent
 1. Definition of purpose
 2. Analysis
 3. Gathering facts
 4. Devising methods
 5. Finding person’s best fitted for the task
at hand
 6. Teach the person the best fitted method
 7. Plan carefully
 8. Win cooperation
M anagem ent Principles

 1. Span and control

 2. A group of workers must have only
one supervisor
 3. Flow of communication
 4. Staff and line function must be
defined
 5. Everyone in the organization
knows his job and to whom he
reports
M anagem ent Tools for
Coordination
 1. Clear chain command and unity of command
 2. Clear channels of communication and strict
adherence to them
 3. Clear specific job descriptions
 4. Clear specific goals, objectives and work
plans
 5. Standard operating procedures (SOP) for
routine tasks
 6. An agency regulation guide book
 7. Meeting and roll calls
 8. Information bulletin, newsletters and memos
D evelopm ent ofCooperation

 1. Cooperation with the group

supervised;
 2. Cooperation with the man above;
 3. Cooperation with the fellow
supervisors
Q ualities ofa G ood M anager

 1. Through experience and knowledge in

the job
 2. Tact and good judgment
 3. Sales ability
 4. Resourcefulness
 5. Systematized method of handling work
 6. Thorough understanding of the term
service
 7. Leadership
Five Basic Attributes O fA
Police Supervisor
 1. Knowledge of work
 2. Skill in instructing his men or
others
 3. Knowledge of the responsibilities
 4. Skill in improving methods and
seeing the areas needing such
improvement
 5. Skill in working with people
M EASU RIN G PO LICE W O RK
EFFECIEN CY
 Efficiency is securing of maximum
results with a minimum effort. In
police service it is using minimum
manpower and equipment to attain
good results. Admittedly, police
efficiency is difficult to measure, thus
police efficiency factors are being
used to measure performance such
as:
 1. Crime prevention
 2. Crimes committed
 3. Convictions obtained
 4. Accident prevention
 5. Arrests made
 6. Stolen property recovered
FU N CTIO N S O F M AN AG EM EN T

 I. PLANNING
 A. Its significance and importance
 Police Fire and Jail operations demand the
utmost skill and careful planning in order to
insure the accomplishementof their
objectives and mission. It is an important
and never ending process of administration;
particularly in the police service. Its
importance cannot be minimized even in the
local police command, and a commander
who ignores it, does so at substantial peril.
PLAN N IN G

 the process for preparing for chances and coping

with uncertainty for formulating future causes of
action.
 - Devising method of action arraainging ways
and means or steps for attainment of objectives.
 - A methid of systematic thinking
 - The mental process of finding adequate
solutions to management problems and the
preparation of an outline of all things to be done
and how they will be done to achieve the results.
PLAN -

 a documented method by which a

things should be done.
 - A listing course of action by an
individual or groups following a
predetermined course of action.
PO LICE PLAN N IN G

 is an attempt by administration to
allocate anticipated resources to
meet anticipated service demands.
PO LICE O PERATIO N AL
PLAN N IN G
 – is the process of formulating
coordinated sequence of methodical
activities and the allocation of
resources to line units of police
organization in order that it can
attain its mandated objective or
mission.
CLASSIFICATIO N O F PLAN N IN G /LEVEL O R
H IERARCH Y O F PLAN N IN G
 1. Strategic or Long Range Planning
 - It relates to plans which are strategic or long range in application
it determines original goals and strategy.
 - It refers to the process of determining how to pursue the
organizations long term goal with the resources expected to be
available.
 2. Intermediate or medium range planning
 - It relates to plans which determines quantity and quality of
efforts and accomplishment. Its application is medium-range
duarations.
 3. Operational or short-range planning
 - It refers to the production of plans which determines the
schedule of special activity and are applicable from one week to
less than a year duration.
 - It refers to the process of determining how specific tasks can be
accomplished on time with available allocated resources.
AD VAN TAG E IN PLAN N IN G

 a. Competition
 b. Relief from pressure
 c. Coordination
TYPES O F PLAN S

 1. Policy or Procedural Plan

 2. Tactical Plans
 3. Operational plans
 4. Extra-departmental plans
 5. Management Plans
1. Policy or ProceduralPlan

 - These are standard operating

procedures that guide members in
the field and routine operations and
in some special operations

 A. Field Procedures
 B. Headquarters Procedures
A. Field Procedures

 Procedures intended to be used in all

situations of all kinds shall be
outlined as a guide to officers and
men in the field. Procedures that
relate to reporting, to dispatching, to
raids, stopping suspicious persons,
receiving complaint, touring beat,
and investigation of crimes.
B. H eadquarters Procedures

 – these are the duties of the

dispatcher, jailer, matron, and other
personnel, concerned which may be
reflected in the duty manual.
Procedures that involved coordinated
action on activity of several offices;
however, shall be established
separately as in the case of using
telephone for local/long distance
calls, the radio teletype, and other
similar devices.
2. TacticalPlans

 – Procedure for coping with specific

situations at known locations. Included in
this category are plans dealing with an
attack against the PNP police headquarters
against lawless elements. Plans shall
likewise be made for blockage and jail
emergencies and for special community
events, such as large public meeting,
athletic contest, parade religious
celebrations, carnivals, demonstration and
other street affairs.
3. O perationalplans

 this pertains to plans of divisions;

they are prepared to accomplish
each of the primary police tasks such
as:
 a. Patrol Division
 b. Investigation divison
 c. Traffic Control division
 d. Vice control division
 e. Juvenile control division
4. Extra-departm entalplans

 -plans designed to guide the

organization of the community to
assist in accomplishing the police
objectives in the field of juvenile and
delinquency prevention, traffic
control, and organized crimes. It will
assist in coordinating community
effort, in promoting public support
and in combating organized crimes.
5.M anagem ent Plans

 it includes budget planning;

accounting procedures; speciation's;
personnel; organization.
 a. Budget Planning – present and
future money needs for personnel ,
equipment and capital investments
must be estimated, and plans for
supporting budget requests must be
made if needed appropriations are to
be obtained.
 b. Accounting procedures- shall be
established and expenditures resorts
shall also be provided to assist in
making administrative decisions and
in holding expenditures within the
appropriations.

 c. Specifications and purchasing

procedures.
STEPS IN PLAN N IN G

 1. Frame of Reference – based on a

careful view of the matters relating
to the situation for which plans are
being developed.
 2. Clarifying the Problem – this calls
for the identification of the problem,
understanding both its record and its
possible solution.
 - A situation must exist for which
something must and can be done.
STEPS IN PLAN N IN G
 3. Collecting all pertinent facts- no attempt shall be
made to develop a plan until all facts relating ti it have
been gathered. In the series of robberies, all cases on
files shall be carefully reviewed to determine the
modus operandi, suspects, type of victims and such
other information as may be necessary. Facts relating
to such matters as availability, deployment, and the
use as of present personnel shall be gathered.
 4. Analysing the facts – after all date have been
gathered a careful analysis and evaluation shall been
made. This provides the basis from which a plan or
plans are evolved. Only such facts as may have
relevance shall be considered.
STEPS IN PLAN N IN G

 5. Developing alternative plans –in the

initial phases of plan development, several
alternative measures shall appear to be
logically comparable to the needs of a
situation. As the alternative solutions are
evaluated, one of the proposed plans shall
usually prove more logical than the others.
 6. Selecting the most appropriate
alternative – a careful consideration of all
facts usually leads to the selecting of a
“best” of alternative proposals.
STEPS IN PLAN N IN G

 7. Selling the plan- a plan to be effectively

carried out, must be accepted by persons
concerned at the appropriate level of the
plans development.
 For example, a robbery case, the patrol
division head may be preparing the plan. At
the outset, the detective chief is concerned
and shall be consulted. As the planning
develops, there may be a need to involve
the haeds of personnel, records and
communication units, and all patrol officer.
STEPS IN PLAN N IN G

 8. Arranging for the execution of the

plan- the execution of a plan requires
the issuance of orders and directives
to units and personnel concerned,
the establishment carrying out the
plan.
 - Briefings shall be held assurance
shall be receive that all involved
personnel understood when, how,
what is to be done.
STEPS IN PLAN N IN G

 9. Evaluating the effectiveness of the plan-

the results of the plan shall be determined.
This is necessary in order to know whether a
correct alternative was chosen, whether or not
the pplan was correct, which phase was
poorly implemented, and wither additional
planning may be necessary. Also the effects of
the executed plan on other operations and on
total police operations shall be determined.
Follow-up is the control factor essential for
effective command management.
STEPS IN PLAN N IN G

 1. Frame of Reference
 2. Clarifying the Problem
 3. Collecting all pertinent facts
 4. Analysing the facts
 5. Developing alternative plans
 6. Selecting the most appropriate alternative
 7. Selling the plan
 8. Arranging for the execution of the plan
 9. Evaluating the effectiveness of the plan
CH ARACTERISTICS O F PLAN S

 1. Clearly defined goals or objectives

 2. Clarity, simplicity and directness
 3. Flexibility
 4. Possibility of attainment
 5. Provisions for standard of
operaions
 6. Economy
Leadership – is

 the process of influencing

organizational members to use their
energies willingly and appropriately
to facilitate the achievement of the
police department’s goal.
 -Is a group dynamic and leadership
involves the exercise of influence.
Leadership principles
 - Be technically and tactically proficient
 - Know yourself and seek self-improvement
 - Know your men and look out for their welfare
 - Keep your men informed
 - Set the example
 - Insure that the task is understood supervised, and
accomplished
 - Train your men as a team
 - Make sound and timely decision
 - Develop a sense of responsibility in your subordinates
 - Employ your command in accordance with its capabilities
 - Seek responsibility and take responsibility for your
actions.
The PN P Leadership
Requirem ent:
“Leaders should
be the first to do
what they say.”
Styles ofLeadership

 1. Autocratic Leadership – Superior

assumes full responsibility for all
action and seeks obedience from the
group in the following out of orders.

 2. Democratic Leadership –
supervisor draws ideas and
suggestions from his group by means
of discussion and consultation; Staff
is encouraged to take part in making
Styles ofLeadership

 3. Free-Rein Leadership - the supervisor is

more or less an information booth.
Provide materials and information,
together with a minimum control. A
leader who takes a “hands-off” passive
approach in dealing with subordinates.
 4. Traits of Leadership – Supervisor and
leader must win and respect the liking of
our people if we hope to get them to work
willingly. “Leadership must be earned.”
D esirable Factors ofLeadership other than
Technicalknow -how :

 1. Loyalty – most essential factors of

leadership
 2. Positive thinking – think of how
things can b done, not why they
can’t.
 3. Genuine interest and liking for
people – they are approachable.
 4. Initiative – evidence of open and
alert mind
 5. Decisiveness – good decision
D esirable Factors ofLeadership other than
Technicalknow -how
 6. Tact and courtesy – doing the right thing at the right way
 7. Sincerity and integrity – A man who is sincere no matter
whether he is right or wrong, knows where to stands.
 8. Humbleness- real leaders realize that the others can do
things just as well or better than they; others are
intelligent than they.
 9. Self-confidence – “confidence begets confidence.”
Hesitant supervisor who lacks confidence in himself cannot
inspire confidence in his people.
 10. Teaching ability – giving orders is a form of
instructions.
 11. Friendly personality – a ready smile, a friendly
approach, will open doors like a magic.
PO LICE PERSO N N EL
M AN AG EM EN T
 -(Human Resource Management)
may be defined as that area of
management concerned with human
relations in the police organizations.
PPM uses planning, organizing,
directing and controlling of day-to-
day activities involved in procuring,
developing and motivation them and
in coordinating their activities to
achieve the aims of the police.
 Efficient management of human
resource in any organization can
spell the difference between its
success and failure to attain its
objectives or goals. The need for a
more efficient management of
human resources is very demanding
today. The success of every
organization is for the organization to
overcome the demands in human
response brought about by the
O perative Functions ofPolice
Personnel
 The primary function of Personnel
Department is commonly Personnel
Operative Functions. These are the
following:
 1. Police Personnel Planning – is a study of
the labor supply jobs, which are composed
with the demands for employees in an
organization to determine future personnel
requirements, which either increase or
decrease. If there is expected shortage of
personnel the organization may decide to
train and develop present employees
and/or recruit from outside sources.
 2. Police Recruitment- process of
encouraging police applicant from outside
an organization to seek employment in an
organization
 3. Police Selections (screening ) is
the process of determining the most
qualified police applicant for a given
position in the police organization.
 4. Police Placement – is the process
of making police officers adjusted
and knowledgeable in anew job and
or working environment.
 5. Police Training and Development – refers to
any method used to improved the attitude,
knowledge, and skill or behaviour pattern of
an employee for adequate performance of a
given job. It is a day-to-day, year round task.
All police officers on new position undergo a
learning process given a formal training or not.
learning is made easier for officers when the
organization provides formal training and
development. It reduces unnecessary waste of
time, materials, man hours and equipment.
 6. Police Appraisal or Performance
Rating - performance rating is the
evaluation off the traits, behaviour
and effectiveness of a police officer
on the job as determined by work
standards.
 7. Police Compensation - Financial
compensation in the form of wages
of salaries constitutes the largest
single expenditure for most
Three TYPES O F Financial
Com pensation
  Base pay of basic compensation
  Incentive of variable compensation
  Supplementary compensation
 Spindle file
 Pigeonhole file
 Bellow file
 Box file
 Shannon file (Claude shannon)
 Vertical file