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POLICE PERSONNEL MANAGEMENT 1. Base pay or basic compensation
Personnel Management
• May be defined as that area of management concerned
with human relations.
• It uses planning, organizing, directing, and controlling of
day to day activities involved in procuring workers,
developing and motivating them and in coordinating their
activities to achieve the aims of the enterprises.
OBJECTIVES OF PERSONNEL MANAGEMENT
1 .To assist top line management to achieve the organizations
goals of fostering harmonious relationship with its
human resource
2. To acquire capable people and provide them WITH
KNOWLEDGE in the performance of their job.
OPERATIVE FUNCTIONS OF PERSONNEL
The primary functions of Personnel Department is commonly
Personnel Operative Functions. These are the following:
Planning - is a study of the labor supply, of jobs which are
composed with the demands for employees in those within an
organization to determine future personnel requirements
which either increase or decrease. If there is an expected
shortage of personnel the company may decide to train and
develop present employees and/or recruit from outside
sources.
Recruitment - is the process of encouraging job applicants
from an organization to seek employment in an organization.
The process of recruitment consists of developing a
recruitment plan, recruitment strategy formulation job
applicant search, screening of qualified job applicants, and
maintaining a waiting list of qualified job applicants.
Selections - are the process of determining the most qualified
police applicant for a given position in the organization
Police Training and Development - refers to any method
used to improve the attitude, knowledge, skill or behavior
pattern of an employee for adequate performance of a given
job. It is a day-to-day, year round task. All employees on a
new job undergo a learning process given a formal training or
not. Learning is made easier for employees when an
organization provides formal training and development. This
reduces unnecessary waste of time, materials, man-hours and
equipment.
POLICE APPRAISAL OR PERFORMANCE RATING
Police performance rating is the evaluation of the traits, behavior
and effectiveness of a police officer on the job as determined by
established work standards. Employee performance rating may be
judgmental or developmental in purpose.
• It is judgmental if it is made a tool in decision-making for
promotion, transfer, pay increase or termination
• It is developmental in purpose when the evaluation is used
to facilitate improvement in performance or used to
improve recruitment, selection, training and development.
POLICE COMPENSATION
• Financial compensation in the form of wages of salaries
constitutes the largest single expenditure for most
organizations. In Metropolitan Manila and other urban
centers, wages, or salaries represent the sole source to
meet the basic needs of food, clothing and shelter and it
also provide the means to attain that standard of living
and economic security that vary in degrees upon a
person’s expectation.
Three Types of Police Compensation
Col. Enrique Agtarap
2. Incentive or variable compensation
3. Supplementary compensation
POLICE PERSONNEL PROGRAM
Personnel Program
A personnel program refers to the activities programmed to
implement the organizational philosophy or creed and the
personnel philosophy of central managers in relation to people so
as to accomplish organizational objectives.
It serves as a fundamental guide for personnel practices and
personnel policies used in an organization for maintaining harmony
between management and employees. A good personnel program
covers all the operative functions of personnel.
FACTORS TO CONSIDER IN PERSONNEL PROGRAM
a. Objectives of the organization
b. Organizational Philosophy of central management in
relation to personnel
c. Financial condition and physical facilities of the
organization
d. Cultural background and tradition of people
e. Community and employees
f. Governmental factors
PROGRAMS OF GOOD POLICE OFFICER COVERS :
1. Acquiring competent personnel
2. Holding and retaining competent police personnel
3. Developing and motivating personnel
4. Labor and human relations
5. Efficient administration of the program with ADEQUTE
BUDGET
POLICE POLICIES AND PROCEDURES
WHAT IS A POLICY?
A policy has been defined as a “general plan of action that
serves as a guide in the operation of a company. It
makes up the basic framework of management decisions
which set the course the organization is to follow.” It
defines the authority and responsibility of supervisors
and manger in their job of directing group efforts and
implementing personnel programs.
TYPES OF POLICE POLICIES (According to origin)
a. Originated policy
This type of policy comes from the board of directors or the
president and is intended to set up guidelines in the
operation of the firm.
b. Appealed policy
This type of policy is born when problems arise at the lower
levels of the organization and the man in charge does not
know how to meet the problem. He then appeals to his
superiors for guidelines and for guidance.
c. Imposed policy
This type of policy comes from the government in the forms
of laws, administrative orders, and rules and procedures
or contract specifications. Labor unions too, impose
policies through collective bargaining agreements.
TYPES OF POLICE POLICIES (According to their subject
matter)
a. General statement of principles
Some companies have their policies stated in broad terms,
such as statement of objectives, philosophy and creed.
Others stress in general terms management traits, such
as fairness in dealing with employees, understanding and
humane treatment of the work force.
b. Statement of procedures
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This pertains to procedures to be taken in certain situations
and is narrower in scope than statement of principles.
Normally, directions are given, but the specific solution to
a problem is not stated so that the policy may apply to as
many situations, as possible.
c. Specific Rules
Specific rules can cover specific situations. They are more
direct and are less flexibIe. They are more rigid in nature.
Uses of ADMINISTRATIVE Personnel Policies
1. Employees orientation and training – LOI, Tamang Bihis,
Circulars, Directives are policies which are bible of all
personnel
2. Administering disciplinary action – 2007-001, URACCS
3. Handling complaints and grievances – Pre- charge, etc
4. Delegation and decentralization of responsibility and
authority
Ex. Disciplinary Authority – RD, DD, COP, C, PNP
Promoting/Appointing Authority – RD, C, PNP
5. Enabling the supervisors and managers to develop
confidence in themselves in their day to day relationships
with their subordinates.
Communicating Personnel Policies and Regulations
To be effective, personnel policies must be understood by
all concerned, including the managers and supervisors
who are to interpret and implement them to the
employees who will be affected by the policies. The most
common means are employee handbooks, manuals,
company organs or publications, memoranda, and
circulars, bulletin boards, meeting and conferences.
1. POLICE Handbooks
These handbooks are distributed to all police officers and
contain among other things, information about the
benefits and services that the organization grants, the
organization’s history, its organizational structure, its
officers, and other information useful to the personnel in
understanding his relationship with the organization.
2. Police Manuals
A police manual covering all personnel policies and
procedures, LIKE Invest Manuals, POP
3. Memoranda and Circulars
Memoranda and circulars are another common means of
communicating policies to police officers. They can be
issued fast and they provide the greatest assurance of
reaching every personnel. They are built in means by
which every member of the organization is reached.
4. Company Bulletin Board
Company policies, rules and regulations, and activities may
be typed out of mimeographed and then posted on
bulletin boards. If strategically located and well-managed,
bulletin boards are an effective medium for transmitting
newly issued policies, rules and regulations to police
officers.
5. Meetings or Conferences
Meeting or conferences are often held to inform personnel
about new policies, their objectives and implementation.
One advantage of this type of policy dissemination is that
it gives the personnel an opportunity to ask questions
and request clarification on vague and doubtful points.
6. POLICE PUBLICATIONS
Magazines, Journals, newspapers
POLICE JOB DESCRIPTION
POLICE JOB DESCRIPTION
A job description may be defined an abstract of information
derived from the job analysis report, describing the duties
Col. Enrique Agtarap
performed, the skills, the training, and experienced
required, the responsibilities involved, the condition
under which the job is done, and the relation of the job to
the other job, in the organization.
Job Description contains detailed and accurate Descriptions of the
following:
 major duties performed
 Percentage of time devoted to each duty
 Performance of standards
 Working conditions including possible hazards
 Number of persons working on the same job
 Reporting Relationships
 Machines and equipment used
POLICE RECRUITMENT, SELECTION AND PLACEMENT
ON POLICE RECRUITMENT
The first step in the recruiting procedure, and the one that
should receive greatest emphasis, is that attracting well-qualified
applicants. The best selection devices available are of little value if
the recruiting effort has failed to attract candidates of high caliber.
Recruitment in the police service is dependent on the
availability of national or regional quota of the PNP, such being
determined by the NAPOLCOM.
STANDARD POLICY ON SELECTION AND APPOINTMENT
No person shall be appointed as uniformed member of the
PNP unless he or she possesses the following minimum
qualifications:
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 admitted 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
NAPOLCOM (BOARD,CSC, PO1 Entrance Exam, RA
1080, PD 907,PD 997, INP Entrance/PO3);
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 convicted by final judgment of an offense or
crime involving moral turpitude;
h. Must be at least 1.62m in height for male and 1.57m. for
female;
i. Must weigh not more or less 5kgs. from the standard weight
corresponding to his or her height, age, and sex; and
j. For a new applicant, must not be less than twenty-one (21)
nor more than thirty (30) years of age.
Except for the last qualification, the above-enumerated
qualifications shall be continuing in character and an absence of
any one of them at any given time shall be a ground for separation
or retirement from the service: Provided, That PNP members who
are already in the service upon the effectivity of RA 8551 shall be
given at least two (2) years to obtain the minimum education
qualification and one (1) year to satisfy the weight requirement.
ON SELECTION PROCEDURES
The purpose of the selection process is to secure these
candidates who have the highest potential for developing into good
policemen. The process involves the basic functions:
1. to measure each candidate’s qualification against whose
ideal function that are established
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chiefly through job analysis.
2. To rank the candidates relatively on the basis of their
qualification.
PROCEDURES IN SCREENING
1. Preliminary Interview
The applicants shall be interviewed personally by the personnel
officer. If the applicant qualifies with respect to the requirements of
citizenship, education, and age, he shall be required to present the
following:
(a) A letter of application if none has been submitted.
(b) An information sheet.
(c) A copy of his picture (passport size)
(d) Birth Certificate
(e) Transcript of scholastic records and/or diploma
(f) Fingerprint card, properly accomplished.
(g) Clearance papers from the local police department PNP
provincial Headquarters, city or municipal court and city
or provincial fiscal’s office and his hometown police
department, NBI, and others that may be required.
2. Physical and Medical Examination
In order to determine whether or not the applicant is in good he1th,
free from any contagious disease and physically fit for police
service, he shall undergo a thorough physical and medical
examination to be conducted by the local health officer after he
qualifies in the preliminary interview.
3. Physical Agility Test
The Screening Committee shall require the applicant to undergo
physical agility test designed to determine whether or not he
possess the required coordination strength, and speed of
movement necessary for police service. The applicant shall pass
the following tests:
(a) Pull-ups - 6
(b) Push-ups - 27
(c) Two-minutes sit-ups - 45
(d) Squat jumps - 32
(e) Squat thrusts - 20
4. Character and Background Investigation
The screening Committee shall cause a confidential investigation
of the character and from among various sources.
5. Oral Interview
The Screening Committee shall interview the qualified applicants
for suitability for police work. The interview shall aid in determining
appearance, likeableness, affability attitude toward work, outside
interest, forcefulness, conversational ability, and disagreeable
mannerism.
6. Psychological and/or Neuro-Psychiatric Test
In order to exclude applicants who are emotionally or
temperamentally unstable, psychotic, or suffering from any mental
disorder, the applicant shall take a psychological and/or neuro-
psychiatric test to be administered by the NBI, the PNP, or other
duly recognized institution offering such test after he has qualified
and not all the requirements above.
MEDICAL STANDARDS FOR POLICE CANDIDATES
The following is a check list of medical standards for examination
of police candidates:
1. General Appearance
The applicant must be free from any marked deformity,
from all parasite or systematic skin disease, and from
evidence of intemperance in the use of stimulants or drugs.
The body must be wel1-proportioned, of good muscular
development, and show careful attention to personal
cleanliness. Obesity, muscular weakness or poor physique
Col. Enrique Agtarap
must be rejected. Girth of abdomen should not more than
the measurement of chest at rest.
2. Nose, Mouth and Teeth
Obstruction to free breathing chronic cataract or very
offensive breath must be rejected. The mouth must be free
from deformities in conditions that interfere with distinct
speech or that predisposes to disease of the ear, nose or
throat. There shall be no disease or hypertrophy of tonsil or
thyroid enlargement. Teeth must be clean, well-cared for
and free from multiple cavities. Missing teeth may be
supplied by crown or bridgework, where site of teeth makes
this impossible, rubber denture will be accepted. At least
twenty natural teeth must be present. Pyorrhea will be
rejected.
3. Hernia
In any form, actual or potential must be rejected.
4. Genitals
Must be free from deformities and from varicole, hyrocole,
and enlargement of the testicle, stricture or incontinence of
urine. Retained or strophy is rejected. Any acute and all
venereal diseases of these organs must be rejected.
5. Varicose Veins
A marked tendency to their formation must be rejected.
6. Arms, Legs, Hands and Foot
Must be free from infection of the joints, sprains, stiffness or
other conditions, such as flat foot, long nails or hammer
toes which would prevent the proper and easy performance
of duty. First (index) second (middle), and third (ring)
fingers and thumb must be present in their entirely. The toe
must be the same
7. Eyes
The applicant must be free from color blindness, and be
able to read with each eye separately standard test type at
a distance of twenty feet. Loss of either eye, chronic
inflammation of the lids or permanent abnormalities of
either eye must be rejected, 20/20 or 20/30 in one eye, with
binocular vision of 20/30.
8. RESPIRATION
Must be full, easy, regular, the respiratory murmur must be
clear and distinct over the lungs and no disease of the
Respiratory organ is present
9. CIRCULATION
The action of the heart must be uniform, free and steady,
it’s rhythm and the heart from organ changes. Blood
Pressure systolic maximum 135; diastolic 90;
pulsepressure 15 to 50. Brain and nervous system must be
free from defects.
10. KIDNEYS
Must be healthy and urine is normal
THE PNP ORGANIZATIONAL SET UP
The PNP is composed of a national headquarters, regional
headquarters, provincial, district, city or municipal stations. At the
national level, the PNP maintains its national headquarters in
Camp Crame, Quezon City, which houses the directorial staff,
service staff and special support units. (Command group /CPNP,
DCA, DCO. CDS)
Qualifications upgrading (Minimum requirements)
- A citizen of the Philippines
- Person of good moral character
- 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
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- Must possess a formal Baccalaureate degree from a
recognized institution of learning
- Must be eligible in accordance with the standards set
by the commission
- Must not have been dishonorably discharged from
military employment or dismissed for caused from
any civilian position in the government
- Must not have been convicted by final judgment of an
offense or crime involving moral turpitude
- Must be at least 1.62 m in height for male and 1.57 m
for female
- Must weight not more or less than 5 kgs from standard
weight corresponding to his/ her height, age and sex.
- For a new applicant, must not be less than 21 nor more
than 30 years of age
Waivers for initial appointments to the PNP
a. Age- provided not below 20 nor over 35 years of age
b. Height- automatically granted to cultural minorities
c. Weight- to comply within 6 months
d. Education- 4 years Bachelors degree
Note: Under the waiver program, it can only be applied if
applicants are lacking to meet the quota. Appointment
under waiver program shall be temporary and last priority
Selection Criteria under the waiver program
• Applicants who possess the least disqualification shall take
precedence over those who possess more
disqualifications.
• The requirements shall be waived in the following order:
age, height, weight and education.
What is Field-training program?
All uniformed members of the PNP shall undergo a field training
program for 12 months involving actual experience and assignment
in patrol, traffic and investigation as a requirement for permanent
status of appointment.
POLICE APPOINTMENT
Any applicant who meets the general qualifications for appointment
to police service and who passes the tests required in the
screening procedures, shall be recommended for initial
appointment and shall be classified as follows:
1. Temporary – if the applicant passes through the waiver
program as provided in under RA 8551
2. Probationary – if the applicant passes through the
regular screening procedures
3. Permanent – if the applicant is able to finish the required
field training program for permanency
Appointment in the PNP shall be affected in the following
manner:
1. PO1 to SPO4 – appointed by he PNP Regional Director for
regional personnel or by the Chief of the PNP for
National Headquarters’ personnel and attested by the
Civil Service Commission
2. Inspector to Superintendent – appointed by the Chief
PNP as recommended by their immediate superiors and
attested by the Civil Service Commission (CSC)
3. Sr. Superintendent to Dep. Dir. Gen. – appointed by the
President upon the recommendation of the Chief PNP
with the endorsement of the Civil Service Commission
(CSC) and with confirmation by the Commission on
Appointment
4. Director General – appointed by the President from
among the most senior officers down to the rank of Chief
Superintendent in the service subject to the confirmation
Col. Enrique Agtarap
of the Commission on Appointment (CA). Provided, that
the Chief PNP shall serve a tour of duty not exceeding
four (4) years. Provided further that in times of war or
other national emergency declared by Congress, the
President may extend such tour of duty.
Waiver of Appointment
Waivers for initial appointment to the police service shall
be governed by Section 15 of republic Act 8551, IRR.
Appointment by Lateral Entry
In general, all original appointments of Commissioned
Officers (CO) in the PNP shall commenced with the rank of
Inspector to include those with highly technical qualifications
applying for the PNP technical services, such as dentist,
optometrist, nurses, engineers and graduates of forensic sciences.
Doctors of medicine, members of the Bar and Chaplains shall be
appointed to the rank of Senior inspector in their particular
technical services.
Graduates of the PNPA shall be automatically appointed to
the initial rank of Inspector. Licensed Criminologist may be
appointed to the rank of Inspector to fill up any vacancy.
POLICE TRAINING
THE NEED FOR POLICE TRAINING
Organized training is the means by which officers are provided with
the knowledge and the skills they require to perform their multiple,
complex duties. In order that the recruit officer may commence his
career with a sound foundation of police knowledge and
techniques.
Even the most carefully selected and highly motivated individual
will not be capable of performing the hazardous, complicated task
of maintaining the peace and order o a community without carefully
prepared and well presented training program
STANDARD IN POLICE TRAINING
1. The major portion of a training program should be functional.
This means that the controlling purpose of the program should be
to bring about improvement in the performance of the duties of
law enforcement officers. When a program is functional in
character, it is directed toward:
a. Providing information needed in the performance of
duty, or in meeting responsibilities.
b. Developing ability to perform duties.
c. Developing and maintaining high morale.
d. Developing ability to think clearly and to exercise sound
judgment in the performance of
duties.
2. All training program operated by law enforcement agencies
should limit their enrollment to law enforcement officers.
3. Training courses should he set-up in prescribed units of
instruction arrange on a time schedule.
4. Practical recruit training subsequent to employment should be
provided.
5. Instructors of police training should be qualified in at least five
particulars, as follows:
a. Knowledge of the job based upon successful
experience.
b. Sufficient general education to meet instructional
demands.
c. Ability to apply good training methods in instructional
work.
d. Such personal characteristics are as important for
instructors.
e. Employment states all law enforcement officers or
other satisfactory official status.
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6. Working conditions affecting the training program should be
sufficiently favorable to make it possible to do a satisfactory job.
Some of the more important conditions, which can be varied widely
to meet local conditions, include:
a. Time schedules; times of day, length of periods.
b. Frequency of class meetings
c. Classroom facilities
d. Equipment and supplies
e. Requirements concerning attendance
PHASES OF POLICE TRAINING
1. Induction training of’ recruits who have been selected
on the basis of intelligence and aptitude for police
works.
2. Contaminations training of recruits throughout their
probationary period to increase their knowledge and
skill.
3. Refresher and advanced training of experienced police
officers, including presentation of new methods in such
aspects as traffic control, juvenile delinquency, or
investigation.
4. Training of command officers in supervision,
departmental objectives, and administrations
TYPES OF POLICE TRAINING PROGRAMS
1. BASIC RECRUIT TRAINING - the most basic of all police
training which is a prerequisite to permanency of
appointment. It shall be in accordance with the programs
of instructions prescribed by the PPSC and the
NAPOLCOM subject to modifications to suit local
conditions. It is conducted with in not less than six (6)
months. A training week shall normally consist of 40
hours of scheduled instructions. The subjects are as
follows:
 Origin and nature of Police Work
 General Police Responsibilities
 Criminal Law and Procedures
 Police Laws, Rules and Regulations, and
Ordinances
 Police Methods and Procedures
 Criminal Investigation Techniques
 Scientific Aids
2. FIELD TRAINING - is the process by which an individual
police officer who is recruited into the service receives
formal instruction on the job for special and defined
purposes and performs actual job functions with periodic
appraisal on his performance and progress
3. IN-SERVICE TRAINING PROGRAMS
 Junior Leadership Training – for PO1 to PO3
 Senior Leadership Training – for SPO1 to
SPO4
 Police Basic Course (PBC) – preparatory for
OBC – for senior police officers
• Officers Basic Course (OBC) – for Inspectors
to Chief Inspectors
• Officers Advance Course (OAC) – for Chief
Inspectors
• Officer Senior Education Course (OSEC) –
Superintendent and above
• Directorial Staff Course (DSC) – for Directors
and above
4. DEPARTMENT IN-SERVICE TRAINING PROGRAMS
As often as practicable and as need arises, all members of
the police department shall undergo
Col. Enrique Agtarap
appropriate department in-service training which includes the
following:
• Roll-Call Training – instructional courses of
several hours a day concerning
departmental activities
• Supervisory developmental, Specialized or
Technical training – seminars or special
sessions on criminal investigation, traffic
control, drug control, etc.
• Training conducted by other law enforcement
units or agencies
5. NATIONAL AND INTERNATIONAL CONVENTIONS ON
POLICING
POLICE APPRAISAL
Appraisal refers to the process of measuring the performance of
people in achieving goals and objectives.
It is also known as “performance evaluation system” PER
Purposes of Police Appraisal
1. It serves as guide for promotion, salary increase, retirement
and disciplinary action
2. It increases productivity and efficiency of police work
3. It assimilate supervision
4. It informs the officer of the quality of his work for
improvements
POLICE PROMOTION
PROMOTION - is a system in the manner of increasing the rank
of a member of the police service. It has the
following objectives:
1. To invest a member of the police force with the degree of
authority necessary for the effective execution of police
duties
2. To place the police officer in a position of increased
responsibility where he can make full use of his
capabilities
3. To provide and promote incentives, thus motivating greater
efforts of all members of the police force, which will
gradually improve efficiency in police works
Under the law, the NAPOLCOM shall establish a system of
promotion for uniformed and non-uniformed members of the PNP
which shall be based on:
1. Merit – which include length of service in the present rank
and qualification
2. Seniority
3. Availability of vacant position
Such position shall be gender fair – women in the PNP
shall enjoy equal opportunity for promotion as that of
men
PREFERENCES FOR PROMOTION
1. Efficiency of Performance – as an aid to fair appraisal of
the candidates proficiency, the performance-rating period
shall be considered. Provided, that in no instance shall a
candidate be considered for promotion unless he has
obtained a rating of at least “satisfactory”
2. Education and Training - educational background and
among others successfully completed the in-service
training course, academic studies, training grants and the
like
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3. Experience and Outstanding Accomplishment – this
includes occupational history, work experience and such
other accomplishment worthy of commendation
4. Physical Character and Personality - the factors of
physical fitness and capacity as well as attitude and
personality traits in so far as they bear on the nature of
the rank and/or position to be filled. This means that the
candidate should have no derogatory records which
might affect integrity, morality and conduct.
5. Leadership potential – the capacity and ability to perform
the duties required in the new or higher position and
good qualities for leadership.
KINDS OF POLICE PROMOTION
1. Regular Promotion – shall be based on the following
requirements:
 He or she has successfully passed the
corresponding promotional examination given
by the NAPOLCOM
 Passed the Bar or corresponding Board
examination for technical services and other
professions
 Satisfactory completion of the appropriate
accredited course in the PPSC or equivalent
training institutions
 Passed the Psychiatric, Psychological and
Drug test
 Cleared by PLEB and the Office of the
Ombudsman for any complaints against
him/her
2. Promotion by virtue of Exhibited acts (special
promotion)
Any uniformed member of the PNP who has exhibited acts
of conspicuous courage and gallantry at the risk of
his or her life above and beyond the call of duty,
shall be promoted to the next higher rank. Provided,
that such act shall be validated by the NAPOLCOM
based on established criteria.
3. Promotion by virtue of position
Any PNP member 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 promotion, subject to the
availability of vacant positions; provided that the
member shall not be reassigned to a position calling
for a higher rank until after two (2) years from the
date of such promotion: Provided further, that any
member designated to the position who does not
possess the established minimum qualifications
thereof shall occupy the same for not more than
six(6) months without extension. (Section 34, RA
8551 – IRR)
POLICE ASSIGNMENT
POLICE ASSIGNMENT
Is the process of designating a police officer at a particular
function, duty or responsibility.
PURPOSE OF POLICE ASSIGNMENT
Is to ensure systematic and effective utilization of all the
members of the force
POWER TO MAKE DESIGNATION OR ASSIGNMENT
Col. Enrique Agtarap
The Chief of PNP, Regional Director, Provincial Director
and the City or Municipal Chief of Police can make
designation or assignment of he police force within
their respective levels. They shall have the power to
make designations or assignments as to who
among the police officers shall head and constitute
various offices and units of he police organization.
The assignment of the members of the local police agency
shall be in conformity with the career development
program especially during the probationary period.
Thereafter, shall be guided by the principle of
placing the right man in the right job after proper
classification has been made.
POLICE SALARIES, BENEFITS AND PRIVILEGES
ON SALARY
The uniformed members of the PNP are considered
employees of the National Government and draw
their salaries there from. They have the same salary
grade that of a public school teacher. Police officers
assigned in the Metropolitan Manila, chartered
cities, and first class municipalities may be paid with
financial incentives by the local government unit
concerned subject to availability of funds
ON BENEFITS AND PRIVILEGES
1. Incentive and Awards
The NAPOLCOM shall promulgate standards on incentives
and award system in the PNP administered by the
Board of Incentives and Awards. Awards may be in
the forms of decorations, service medals and
citation badges or in monetary considerations.
The following are examples of authorized
decorations/medals/citations:
 Police Medal of Valor
 Police Medal of Merit
 Wounded Police Medal
 Police Efficiency Medal
 Police Service Medal
 Police Unit Citation Badge
 Posthumous Award – in
case a police officer dies
2. Health and Welfare
The NAPOLCOM is mandated to provide assistance in
developing health and welfare programs for police
personnel. All heads of the PNP in their respective levels
are responsible to initiate proper steps to create a good
atmosphere to a superior-subordinate relationship and
improvement of personnel morale through appropriate
welfare programs.
3. Longevity Pay and Allowances
Under Republic Act 6975, PNP personnel are entitled to
longevity pay of 10% of their basic monthly salaries
for every five years of service but the totality of such
longevity pay does not exceed 50% of the basic
pay. They also enjoy the following allowances:
 Subsistence Allowance
 Quarters Allowance
 Clothing Allowance
 Cost of Living Allowance
 Hazard Pay
 Others
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4. Retirement Benefit
 Monthly retirement pay shall be fifty percent
(50%) of the base service rendered beyond
pay and longevity pay of the retired grade in
case of twenty (20) years of active service,
increasing by two and a 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
service and over:
 Provided that the uniformed member shall have
the option to receive in advance and in lump
sum his or her 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 PNP
members shall be subject to adjustments
based on the prevailing scale of base pay of
police personnel in the active service. (Section
36, RA 8551 – IRR)
5. Permanent Physical Disability Pay
A PNP member who is permanently and totally disabled
as a result of injuries suffered or sickness
contracted in the performance of duty as
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
is her position, shall be entitled to a gratuity
equivalent to one year salary and to a lifetime
pension equivalent to eighty percent (80%) of
his or her 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) year guaranteed period. (Section 37,
RA 8551)
6. Early Retirement Benefit
A PNP member on his or her own request and with the
approval of the NAPOLCOM, retire from the
service and be paid separation benefits
corresponding to a position two ranks higher
than his present rank provided that the officer
or non-officer has accumulated at least 20
years of service.
POLICE INSPECTION
POLICE INSPECTION
The purpose of Police Inspection is to ascertain the standard
policies and procedures, review and analyze the
performance, activities and facilities affecting
operations, and to look into the morale, needs and
general efficiency of the police organization in
maintaining law and order.
Col. Enrique Agtarap
TYPES OF POLICE INSPECTION
1. Authoritative Inspection – those conducted by the head of
subordinate units in a regular basis
2. Staff Inspection – those conducted by the staff for and in
behalf of the Chief PNP or superior officers in command
of various units or departments. AGI No more
NATURE OF POLICE INSPECTION
1. Internal Affairs - inspection on internal affairs embraces
administration, training, operation, intelligence,
investigation, morale and discipline as well as
financial condition of the police organization
2. External Affairs – it embraces the community relationship
of the organization, the crime and vice situation of
the locality, and the prevailing public opinion
concerning the integrity and reputation of the
personnel
AUTHORITY TO INSPECT
In the PNP, the following are the authority to conduct inspection:
1. NAPOLCOM or its representative
2. PNP Chief or his designated representative
3. PNP Director for Personnel or his representative
4. PNP Regional Director or his representative
5. City/Municipal Chief of Police or his representative
6. Internal Affairs Service (IAS under RA 8551)
The inspecting officer/s shall examine, audit, inspect police
agencies in accordance with existing standards and with the
following objectives:
1. To take note or discover defects and irregularities
2. To effect corrections on minor defects being discovered
3. To bring to the attention of and recommend to the
concerned officers for appropriate actions on defects
noted
Where the irregularity noted during inspection is serious
as to warrant administrative charges against a police
officer, the inspecting officer shall immediately file the
necessary charge or charges before he appropriate
disciplinary action.
POLICE DISCIPLINARY MECHANISM
Aside from higher police management levels that can
impose disciplinary actions against subordinates,
the following also serves as disciplinary
mechanisms in the police service:
Administrative Disciplinary powers of the LCE – The City and
Municipal Mayors shall have the power to impose,
after due notice and summary hearings, disciplinary
penalties for minor offenses committed by members
of the PNP assigned to their respective jurisdictions
as provided in Section 52 of Republic Act No. 8551.
PLEB - the PLEB (People’s Law Enforcement Board) is the central
receiving entity for any citizen’s complaint against PNP
members. As such, every citizen’s complain, regardless of
the imposable penalty for the offense alleged, shall be
filed with the PLEB of the City or Municipality where the
offense was allegedly committed. Upon receipt and
docketing of the complaint, the PLEB shall immediately
determine whether the offense alleged therein is grave,
less grave or minor
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DISCIPLINARY OFFENSES THAT MAY BE IMPOSED AGAINST

A PNP

The following are the offenses for which a member of the PNP may
be charged administratively:
 Neglect of Duty on non-feasance - is the
omission or refusal , without sufficient excuse
to perform an act o duty, which it was the
peace’s officers legal obligation to perform: it
implies a duty as well as it’s breach and the
fact can never be found in the absence of a
duty.
 Irregularities in the performance of duty – is
the improper performance of some act which
might lawfully done
 Misconduct or Malfeasance - is the doing,
either through ignorance, inattention or malice,
of that which the officer has no legal right to do
at all, as where he acts without any authority
whatsoever, or exceeds, ignores or abuses his
powers.
 Incompetency – is the manifest lack of
adequate ability and fitness for the satisfactory
performance of police duties. This has
reference to any physical, moral or intellectual
quality the lack of which substantially
incapacitates one to perform the duties of a
police officer.
 Oppression – imports an act of cruelty,
severity, unlawful exaction, domination or
excessive use of authority. The exercise of the
unlawful powers or other means, in depriving
an individual of his liberty or property against
his will, is generally an act of oppression.
 Dishonesty – is the concealment or distortion
of truth in a matter of fact relevant to one’s
office, or connected with he performance of his
duties.
 Disloyalty to the Government – consist of
abandonment or renunciation of one’s loyalty
to the Government of the Philippines, or
advocating the overthrow of the government
 Violation of Law – presupposes conviction in
court of any crime or offense penalized under
the Revised Penal Code or any special law or
ordinance.

The Disciplinary Authorities in the PNP:

1. C, PNP
2. RD
3. Director NSU’s
4. PLEB
5. NAPOLCOM

Col. Enrique Agtarap