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LEA 21 LAW ENFORCEMENT ORGANIZATION AND ORGANIZATION

2. Personnel Recruitment and Selection
3. Appointment, Placement, and Assignment
CHAPTER 6
POLICE PERSONNEL MANAGEMENT 4. Performance Appraisal
5. Personnel Compensation and Welfare Benefits
Learning Objectives: At the end of the chapter, the students will be able to:
1. Define police personnel management and other law enforcement personnel actions such 6. Career and Employee Development
as recruitment, selection, assignment, training, awards, promotion, retirement, etc.
7. Discipline
2. Classify types of law enforcement personnel policies;
3. Distinguish job description to job specification; 8. Separation
4. Recite the PNPs recruitment and selection policies and procedures; and
5. Discuss entirely various police personnel actions from appointment to separation from the Police Personnel Program
service.
Plan of action, formal or informal, designed to implement organization philosophy or
creed and personnel philosophy of central managers concerning people to accomplish
This chapter details basic law enforcement personnel actions starting from recruitment to organizational objectives.
separation from the service. Topics discussed are personnel actions in the Philippine National Police
for two main reasons:
a. The law governing personnel actions of the law enforcement agencies presented in this Humans Wants Essential in Eliciting Maximum Personnel Efficiency
book are all governed by the Civil Service Commission. Hence, its personnel policies,
rules, and regulations are similar; 1. Adequate pay
b. Most Criminology graduates aspire to join with the Philippine National Police, the largest
2. Opportunity for advancement
employer of the Filipino Criminologist.
3. Recognition for good work
4. Interesting and meaningful work
A. PERSONNEL MANAGEMENT, Defined
5. Reasonable security
- refers to the management function that concerns promoting and enhancing the
6. Recognition and respect for the individual as a human being
development of work effectiveness and advancement of human resources in the
organization, through proper planning, organizing, directing, coordinating, and
Five Areas of Personnel Program
controlling activities; related to procurement, development, motivation, and
compensation of employees to achieve organizational goals.
1. Acquisition of competent personnel consists of human resource planning, job description,
specification, recruitment, selection, placement, transfer, separation, etc.
Functions Under personnel Management
2. Conduct the holding and retaining competent personnel, promoting fair wages, reasonable
working hours, other employees’ benefits.
1. Personnel Planning – this is the process of analyzing an organization’s human resources
need under changing conditions and developing activities to
3. Provide Development and motivation of personnel consists of training, education,
satisfy these needs.
appraisal, promotion, suggestion system, etc.
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4. Labor and human relations deal with applying laws and court decisions affecting
personnel actions, proper attitude, courtesy, and behavior of all employees from top to
bottom.
5. Efficient program administration deals with the attitude in applying, implementing, and
interpreting organization policies, rules, and regulations.
but a specific solution to a problem is not stated so that the policy may apply to as
many situations as possible.
2.3 Specific Rules – it can cover specific situations. They are more direct and less flexible.
While they can solve specific problems, they can cause more irritations because of
their rigid nature.

Communicating Personnel Policies

Personnel Policies
1. Handbooks
Policy – the general plan of action serves as a guide in the operation of the organization. All
2. Policy Manual
the organization’s policies make up the basic framework of management decisions
that set the course of the organization to follow. 3. Numbered Memoranda and Circulars
4. Bulletin Boards
Types of Policies
5. Meetings and conferences
1. According to their origin
Jobs Descriptions and Specifications
1.1 Originated Policy – this type of policy comes from top-level management and is
intended to set up guidelines in the organization’s operation. It is usually broad in Job description – defined as an abstract of information derived from the job analysis report, describing
scope to allow subordinates officers some latitude in implementing them in minor the duties performed, the skills, training, and experience required, the
policies or rules and procedures. responsibilities involved, the conditions under the job are done, and the relation
of the jobs in the organization.
1.2 Appealed Policy – a policy is borne when problems arise at the lower levels of the
organization and the person in charge does not know how to meet the problem. He then Job specification – is the statement of the qualification and traits of the worker so that he may perform
appeals to his superiors for guidance. The decision made by top management on the the job properly. It specifies the type of employee the job calls for in terms of
matter becomes a precedent and a guide for future action. skills, experience, training, and other special qualifications.

1.3 Imposed Policy – a policy from government agencies in-laws, administrative orders, B. ACQUIRING COMPETENT AND QUALIFIED PERSONNEL
rules, procedures, or contract specifications.
Definitions:
2. According to their subject matter
Recruitment – the process of attracting candidates who have the maximum qualifications to be eligible
2.1 General Statement of Principles – policies stated in broad terms, such as a statement for the selection procedure.
of objectives, philosophy, or creed.
Selection – process of screening out/eliminating undesirable applicants that do not meet the
2.2 Statement of Procedures – pertains to procedures to be taken in certain situations and organization’s selection criteria.
are narrower in scope than the statement of principles. Normally, directions are given,
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Appointment – selection by the authority, vested with power, of an individual who exercises the 4. Evaluation of the application folders by the Secretariat with NAPOLCOM representative
functions of a given office. reviews, applicant’s folder to check compliance with Qualification Standards

Selection: General Qualifications 5. Psychiatric/Psychological Examination (PPE) (MCO No. 2011-004 approved on Feb. 1, 2011,
(Sec.14 of R.A 8551 amended by R.A 9708) is now before the PAT)

1. A citizen of the Philippines;  For the ranking 150% of the Quota

2. A person of good moral conduct;  Conducted by the Neuro-Psychiatric Section, PNPHS
 Written and oral
3. Must have passed psychiatric/psychological drug physical tests to be administered by the PNP  Either RECOMMENDED or NOT RECOMMENDED
or by NAPOLCOM accredited government hospital to determine physical and mental health.  No retake for six months
4. Must possess a formal baccalaureate degree from a recognized institution of learning; 6. Physical, Medical, and Dental Examination
5. Must be eligible in accordance with the standards set by the commission; 7. Physical Agility Test (PAT), with the supervision of a NAPOLCOM Representative
 Conducted by designated unit
6. Must not have been dishonorably discharged from military employment or dismissed for cause  Pull-up for men, horizontal bar hang for female
from any civilian position in the government;
 Two minutes push-ups
 Two minutes sit-ups
7. Must not have been convicted by final judgment of an offense or crime involving moral
turpitude;  100-meter dash
 1000-meter run
8. Height: Male = 1.62m. (5’4”)/ Female = 1.57m. (5’2”)  Passing = 75%
 Absolute No Retake
9. Weight: Not more or less than 5kgs. From the standard weight corresponding to his/her height,
weight, age, and sex; and 8. Drug Test and complete Background Investigation (shall not follow the sequential steps but
shall be conducted on passers only anytime the PPE, PMDE, or PAT but before Final
10. Age 21 to 30 years old Interview)

9. Essay writing conducted by the Secretariat of the unit with quota

Recruitment and Selection Procedures
1. Preparation and proper approval of quota allocation: Regular or attrition quota, which is
prepared by the Directorate for Personnel and Records Management (DPRM) and confirmed
by NAPOLCOM
2. Posting/Publication of Notice of Recruitment
3. Submission and acceptance of application folders to the Secretariat of the Unit concerned
10. Final Interview conducted by the Recruitment and Selection Board
11. Deliberation by the Board
12. Resolution of Appointment
13. Issuance of Appointment (Appointment is temporary in nature)
 The Chief PNP for applicants at the national office
 The PNP Regional Director for applicants at a regional level
 The Director of the concerned NSU for applicants of that unit
14. Oath Taking
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15. Certification by the NAPOLCOM  1000-meter run

16. CSC Attestation 6. Final Committee Interview (FCI) aptitude, likability, affability, outside interest,
17. Issuance of Order and Designation of Account Numbers conversational ability, disagreeable mannerism, etc.

18. Assignment of Badge Number Police Appointment: Kinds of Appointment

19. Addition to the PNP Roster
1. Permanent – an appointment issued to a police officer after having completed the PSBRC and
20. Addition to the PNP Alpha list FTP for 12 months involving experience and assignment in patrol, traffic, and
21. Issuance of PNP Identification Cards investigation (NAPOLCOM MC No. 2005-002)

22. Payments of Salary to Payroll 2. Temporary – an appointment is issued to the police officer who meets the required education
and eligibility for the rank to which he is appointed except the training
requirement.
The Sequence of Examinations/Tests During the Selection and Appointment of Police Applicant
Waiver for Appointment
1. Preliminary Interview (NAPOLCOM MC No. 2011-007 in connection with NAPOLCOM
MC No. 2004-006) The age, height, weight, and education requirements for an initial appointment to the PNP
may be waived.
2. Psychiatric/Psychological Examination [(PPE) NAPOLCOM MC No. 2011-004]
The waiver issued by the NAPOLCOM en banc through the recommendation of the
3. Complete Character and Background Investigation Committee on Waiver after considering the following:

4. Complete Physical, Medical, and Dental Examination (PMDE) 1. The number of qualified applicants falls below the minimum quota;
2. Endorsement of the Chief PNP;
 General appearance 3. Outstanding accomplishment or possession of special skills in law enforcement, police
 Nose, mouth, and teeth work, martial arts, marksmanship, and similar skills; Special talents in the field of sports,
 Genitals music, and others; and extensive experiences of training in forensic science and other
 Varicose veins technical services.
 Arms, legs, hands, and feet
 Eyes Special Waiver and Preferential Consideration for Appointment in the PNP
 Respiration
 Circulation 1. Grant of Special Waiver under Resolution No. 2002-048
 Brain and nervous system
a. Direct filing of waiver to the NAPOLCOM is now allowed without endorsement from
 Kidneys
the Chief PNP, in so far as the application for age and height waivers by the top twenty
5. Physical Agility Test (PAT) board passers of the Criminologist Licensure Examination and related disciplines
where examinees exceed 2,000.
 Pull-up for men, horizontal bar hang for female
 Two minutes push-ups
 100-meter dash

b. A waiver for height requirement shall be automatically granted to applicants belonging
to the cultural communities. (Sec. 15, R.A 8551)
2. Grant of Preferential Consideration for Appointment in the PNP to the Widow/Widower, or
Any of the Beneficiaries, of a PNP Member, who Died or Incurred Total Permanent Disability
while in the Performance of Duty
a. The widow/widower has the priority in the recruitment. However, he/she can waive
said privilege in favor of any one of the qualified beneficiaries
b. If said widow/widower, or beneficiary, possesses highly technical qualifications,
she/he may be considered for lateral entry to the PNP
Appointment of Officers via Lateral Entry
1. Those with highly TECHNICAL QUALIFICATIONS applying for PNP technical services,
such as dentist, optometrist, nurses, engineer, and graduates of forensic sciences, shall be
appointed Inspectors; while Doctor of Medicine, members of the Bar, and chaplain shall
be appointed to the rank of Senior Inspector in their particular technical services.
2. GRADUATES OF THE PNPA shall be automatically appointed to the rank of Inspector.
3. LICENSED CRIMINOLOGIST may be appointed to the rank of inspector to fill up the vacancy
after promotion from the ranks are completed (See NAPOLCOM MC No. 2003-010)
Note: The applicant must possess other qualifications prescribed under Sec. 14, R.A 8551 and must
meet the height, weight, and age.
Appointing Authority and Manner of Appointment
1. Pat to PEMS – appointed by the RD or by the C/PNP for the national headquarters personnel
and attested by the CSC.
2. PLT to PLTCOL – appointed by the C/PNP, as recommended by their immediate superiors,
and attested by the CSC.
3. PCOL to PLTGEN – appointed by the president upon recommendation of the C/PNP, with
proper endorsement by the Chairperson of the CSC.
4. PGEN – appointed by the President from among the SENIOR OFFICERS, down to the rank of
BGEN.
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HOLDING AND MAINTAINING A COMPETENT WORKFORCE
1. Compensation and Salary Grade – National Budget Circular No. 574
2. Longevity pay and Allowances
Uniformed personnel of the PNP is entitled to a longevity pay of ten (10%) percent of their
basic monthly salary for every five (5) years of service, which is reckoned from the personnel’s
original appointment date. Provided that the totality of such longevity pay shall not exceed fifty
percent (50%) of the basic pay. The likewise entitled the following:
 Subsistence allowance
 Quarter allowance
 Clothing allowance
 Cost of living allowance
 Hazard pay; and
 All other allowances as provided by existing laws (Sec 71, R.A 6975)
Welfare Benefits
1. Health Benefits: PNP Health Service
 Reimbursement of Hospitalization and Reasonable Medical Expenses
 Mandatory Medical Examination with complete laboratory workup
 Regular aerobic physical activities
 Advocacy on lifestyle modification and diet counseling (Section 70, R.A 6975)
2. Permanent Physical Disability Benefits
PNP PCOs and PNCOs, having accumulated at least twenty (20) years of active service,
incur total permanent physical disability in line of duty are compulsory retired. Suppose he has
accumulated less than twenty (20) years of service. In that case, he is separated from the service
and entitled to a separation pay equivalent to one and one-fourth months base pay for every year of
service, or a fraction thereof, and longevity pay of the permanent grade he/she holds. (Section 73,
R.A 6975)
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Moreover, uniformed personnel and/or their heir shall be entitled to all benefits relative to
said personnel’s death or permanent incapacity, as provided under R.A 6975 and/or other existing
laws. (Section 76, R.A 6975)

Grounds for Compensability

Recognition and Incentive System
1. For the injury and resulting disability or death to the compensable, and the injury must be PNP AWARDS, CITATION BADGES, GRANTING AUTHORITY & INCENTIVES
the result of the employment accident satisfying ANY of the following reasons: (NAPOLCOM MC NO. 93-018)
GRANTING
AWARDS INCENTIVES
 The PNP member must have been injured at the place of his work requires him to be and AUHTORITY
must have been performing his official function; Scholarship of ALL
 If the death or injury is sustained elsewhere, the PNP must have been executing lawful qualified Children at
order from his COP or his supervisor, as the case may be; 1 Medalya ng Kagitingan PRESIDENT PNPA, P1,000.00
(Medal of Valor) cash and Parade
 The death or injury because of the performance of his official duty. Honors at GHQ PNP
& HRECOMs
2. For the sickness and the resulting disability or death to be compensable, the sickness must
Scholarship of ONE
result from an occupational disease as determined by the Commission; otherwise, proof must be shown Medalya ng Kabayanihan DILG (1) dependent at
that the risk of contracting the disease is increasing by the working conditions. 2 (PNP DISTINGUISHED SECRETARY PNPA & P900.00
CONDUCT MEDAL) cash
3. Retirement Benefits
3 Medalya ng Katapatan sa
PNP personnel are entitled to monthly retirement pay of 50% of the base pay and Paglilingkod CHIEF PNP Cash of P500.00
longevity pay of the retired grade in case of 20 years in service, INCREASINGLY by (PNP DISTINGUISHED SERVICE
2.5% for every year of active service rendered beyond 20years to a maximum of 90% for MEDAL)
36 years of service and over: Provided, that the uniformed member has the option to Medalya ng Katapangan
receive in advance and in LUMP SUM his/her retirement for the first 5years, which shall 4 CHIEF PNP Cash of P500.00
be made within 6months from the effectivity date of his retirement. (PNP BRAVERY MEDAL)
Medalya ng Katangitanging Gawa Tour for two (2) of
5 (PNP OUSTANDING CHIEF PNP RECOM Hqs and
4. Retirement in the Next Higher Rank ACHIEVEMENT MEDAL) Parade Honors at
GHQ PNP
5. Special Financial Assistance
Medalya ng Pambihirang
6. Exemption from Attachment and Taxes Paglilingkod (PNP SPECIAL
6 CHIEF PNP
SERVICE MEDAL)
Medalya ng Kadakilaan
7 RD/DSS Cash of P400.00
(PNP HEROISM MEDAL)
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Medalya ng Katangitanging Asal (VISAYAS CAMPAIGN MEDAL)

One week service
8 (PNP OUSTANDING CONDUCT RD/DSS Medalya ng Paglilingkod sa
credits RD/DSS
MEDAL) 21 Mindanao (MINDANAO
CAMPAIGN MEDAL)
Medalya ng Kagalingan Cash of P200.00 and
9 RD/DSS service credit of one Mga Tsapa ng Kuwalipikasyon
(PNP MEDAL OF MERIT) RD/DSS
(1) day 22 (PNP QUALIFICATION
10 Medalya ng Kasanayan BAGDES)
RD/DSS Leave credits of four
(PNP EFFICIENCY MEDAL) (4) days
EDUCATION AND TRAINING
Medalya ng Papuri Leave credits of
RD/DSS
11 (PNP COMMENDATION three (3) days 1. The Philippine Public Safety College [(PPSC) Sections 66-67 R.A 6975]
MEDAL)
Component Institutions
Medalya ng Sugatang Magiting P600.00 cash &
RD/DSS a.) National Police College (NPC) – the lead agency for commissioned public safety officer’s
12 (PNP WOUNDED PERSONNEL leave credits of five
career training.
MEDAL) (5) days
13 Medalya ng Ugnayang Pampulisya Leave credits of b.) National Crime Research and Training Institute (NCRTI) – the lead agency for
RD/DSS
(PNP RELATIONS MEDAL) three (3) days criminological research and technical training for the public safety services.
14 Medalya ng Mabuting Asal Leave credits of
RD/DSS c.) Philippine National Police Academy (PNPA) – provides preparatory education and training
(PNP GOOD CONDUCT MEDAL) three (3) days for the development of potential police, fire, and jail officers.
15 Medalya ng Paglilingkod Service credits of
RD/DSS d.) Police National Training Institute (PNTI) – the lead agency for police rank and file.
(PNP SERVICE MEDAL) three (3) days
Medalya ng Paglaban sa e.) Fire National Training Institute (FNTI) – the lead agency for fire services career and
16 Manliligalig (ANTI-DISSIDENCE RD/DSS specialist training.
MEDAL)
17 Medalya ng Pagtulong sa mga f.) Jail National Training Institute (JNTI) – the lead agency for correctional service career and
Nasalanta (PNP DISSASTER RD/DSS specialist training.
RELIEF REHABILITATION
MEDAL) 2. Types of Training in the PNP
18 Tsapa sa Natatanging Unit a. Basic Recruit Training
CHIEF PNP
(PNP UNIT CITATION BADGE) A PPSC and NAPOLCOM prescribed training program is completed for not less than
19 Medalya ng Paglilingkod sa Luzon six (6) months and typically consists of 40 hours of scheduled instructions.
RD/DSS
(LUZON CAMPAIGN MEDAL)
20 Medalya ng Paglilingkod sa Visayas
RD/DSS
b. Field Training
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2. Potential to discharge more significant duties and responsibilities in the next higher
Field Training is where the recruits undergo experience and assignment in patrol, traffic, degree.
and investigation as a requirement for permanency. The program shall last for 12months,
including the PSBRC for PNCO and OBC for PCO (NAPOLCOM MC no. 2008-005). Requirements for Promotion

c. In-Service Training 1. Education

2. Experience
 JLC (Junior Leadership Course) for Pat to PSSg
 SLC (Senior Leadership Course) for PMSg to PEMS 3. Training
 PBC (Police Basic Course) Preparation for Officer’s Basic Course 4. Eligibility
 OBC (Officer’s Basic Course) for PLt to PMAJ
 OAC (Officer’s Advance Course) for PMAJ to PCOL Two-fold Goals of a Sound Promotion Policy
 OSEC (Officer’s Senior Executive Course) for PLTCOL and above
 DSC (Directorial Staff Course) for PMGEN and others higher in rank 1. Selection for promotion of those persons who are the best for increased responsibilities.

d. Department In-Service Program 2. Assuring all employees that sound selection procedures are being followed, which are
germane to work objectives and free from any irrelevant considerations such as race,
Roll-Call Training – the instructional course of several hours a day concerning religion, politics, or personal bias.
departmental activities.

Supervisory Development, Specialized, or Technical Training – it involves seminars or

special sessions on criminal investigations, traffic control, etc.
Kinds of Promotion
e. National and International Conventions on Policing (NAPOLCOM MC No. 1995-025)
1. Regular
f. Other trainings conducted by law enforcement units or agencies Principles
- Authority of the NAPOLCOM to develop policy on promotion
PROMOTION - Considerable balance between competence and seniority
The movement upward from one classification or rank to another carrying higher pay and - Corresponding Promotion Board for each rank
more responsibility. - No person shall be promoted if less than one (1) year in the service
Promotion Policy - Rank of Inspector and above shall be coursed through the NAPOLCOM for
review and confirmation
Promotion of personnel action are aligned towards:
2. Special/Meritorious
1. Recognition of good performance in the service Principles
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- Exhibited acts of conspicuous courage and gallantry at the risk of his/her life
above and beyond the call of duty
- Validated by the NAPOLCOM based on establish criteria (Sec. 38 (b), R.A 6975
as amended)
- Applicable even on personnel with temporary appointment (MC No. 2008-002)
- Must be transmitted to the NAPOLCOM within (1) year from the time of the
occurrence of the deed
Acts Amounting to Conspicuous Courage and Gallantry
A deed of personal bravery and self-sacrifice above and beyond the call of duty, e.g.,
overwhelming number and firepower of the enemy against the PNP, infiltration of enemy’s hideout,
shootouts in robbery at the PUVs rescue/disaster operations and saves lives.
1. Educational Attainment
2. Completion of Appropriate Training Course, such as:
2.1 MNSA or related/allied Master’s Degree for BGEN and above;
2.2 OSEC (Officer Senior Executive Course) for PLTCOL to PCOL;
2.3 OAC (Officers Advance Course) for PMAJ
2.4 OBC (Officers Basic Course) for PLT to PCPT;
2.5 BSPS (Bachelor of Science in Public Safety) for PLT;
2.6 OCC (Officers Candidate Course) for PEMS;
2.7 SLC (Senior Leadership Course) for PSMS to PCMS
2.8 JLC (Junior Leadership Course) for PSSg to PMSg
2.9 PSBRC (Public Safety Basic Recruit Course) for Pat to PCpl

An act of heroism exhibited in the face of an armed enemy or the conduct of rescue or disaster
3. Experience/Time-in-Grade (NAPOLCOM MC 2013-501)
operations resulting in the loss of life (Posthumous Promotion)

Notes: Only OPERATIONAL accomplishment merits special promotion. It must be supported by the 2 years PCOL to PBGEN
affidavit of two (2) eyewitnesses to the deed or act cited if none by a sworn statement of the immediate
superior. 3 years PLTCOL to PCOL

3 years PMAJ to PLTCOL

Waiver of Certain Requirements for Special Promotion 3 years PCPT to PMAJ

a. For Non-Officers (PNCOs) – educational attainment, eligibility, training, and experience 3 years PLT to PCPT
b. For Officers (PCOs) – experience (time-and-grade)
3 years PEMS to PLT

2 years PCMS to PEMS

3. Promotion by Virtue of Position
2 years PSMS to PCMS
- promotion given to the PNP personnel who was designated to any key position lower
than that of his rank required for such position for more than six (6) months is entitled to 2 years PMSg to PSMS
a rank adjustment corresponding to the position. That personnel shall not be reassigned
to a position calling for a higher rank until after two (2) years from the date of such rank 3 years PSSg to PMSg
adjustment.
2 years PCpl to PSSg

2 years Pat to PCpl

Mandatory Requirements for Promotion
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Placement – refers to the selection and designation of an officer to a critical position of responsibility.
Note: Through NAPOLCOM’s recommendation, the President has the prerogative to promote
Power to Make Designation or Assignment
PBGEN-PGEN without requiring experience or time-in-grade.
- CPNP, RD, PD, and COP (Section 26 of R.A 6975)
- Governor and Mayor (Section 51, 62-64 of R.A 6975)

4. Appropriate Eligibility Assignment of Officers Appointed via Lateral Entry

NAPOLCOM Examination
- Police Entrance Examination
- Promotional Examination such as for PSSg, PLT, PLTCOL & PCOL
- Others: RA 6506 (Now RA 11131); RA 1080; PD 907; and CSP
5. Clearance from the People’s Law Enforcement Board (PLEB)
Appointing Authority in Promotion (NAPOLCOM MC No. 93-004)
Line Officers – they are assigned to the PROs where they applied for lateral entry. Line
Officers are PCOs who are mandated to perform essential and purely
police functions, i.e., law enforcement, crime prevention and
investigation, intelligence, internal security operations, and relative
administrative work who were commissioned initially and/or absorbed
into the PNP by virtue of R.A 6975, and SPO4s promoted to the rank of
Inspector/PLT
Technical Services Officers – they will be assigned exclusively to the technical services of
the PNP where they were recruited or commissioned.
They are exempted from taking mandatory officer’s
training courses but required to take career service
courses to their field of specialization to enhance their
professional advancement and service efficiency (MC
94-019).

GRADE AUTHORITY – are PCOs who were initially commissioned to the PNP,
PGEN President either directly or through lateral entry, by virtue of their
PCOL-PLTGEN President special technical skills and competencies, such as
PLT-PLTCOL PNP Chief medical officers, dentists, nurses, lawyers, priests and
RD/Director of various support groups or services pastors, forensic specialists, licensed criminologists,
Pat-PEMS nutritionists, etc.
Police Assignment/Designation and Placement
SEPARATION FROM THE SERVICE
Police Assignment – is the process of designating a police officer in a particular function, duties, or
responsibilities. Its purpose is to ensure systematic and effective utilization 1. Attrition may be defined as a separation from the PNP due to the natural course of
of all members of the force. events or circumstances that the law may provide.
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Section 24 of R.A 8551 provides that “there shall be established an established
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”.
Notes: The subsequent provisions of R.A 8551 concerning attrition, such as Sections 25, 26,
27, 28, 29, and 30, provide guidelines on its implementation which the NAPOLCOM
is mandated to perform.
- Inefficiency based on poor performance during two successive annual rating
periods;
- Inefficiency based on poor performance during three cumulative annual rating
periods;
- Physical and mental incapacity to perform police functions and duties;
- Failure to pass the required entrance examination twice and/or finish the
required career courses except for justifiable reasons;

Kinds of Attrition - Refusal to take periodic PNP Physical Fitness Test without justifiable reasons;

a. Attrition by attainment of maximum tenure in position - Failure to take the PNP Physical Fitness Test for four consecutive periodic tests
due to health reasons
POSITION MAXIMUM TENURE
- Failure to pass PNP Physical Fitness Test for two consecutive periodic test or
Chief 4 years four cumulative periodic tests
Deputy Chief 4 years
- Non-compliance with the minimum qualification standards for permanency or
Director of Staff Services 4 years original appointment.
Regional Directors 6 years
Provincial/City Directors 9 years
Effect of Attrition to the Employment of Police Officer with the PNP
b. Attrition by relief
Relieved for just cause and not given an assignment within 2 years after relief.
a. RETIRED if he or she has rendered at least twenty (20) years of service.
c. Attrition by demotion in position
It refers to being assigned in a position lower than his/her grade within 18 months b. SEPARATED if he or she has rendered less than twenty (20) years of service
after such demotion in position. unless the personnel is disqualified by law to receive such benefits.

d. Attrition by non-promotion 2. Retirement

It refers to non-promotion for a continuous period of 10 years despite the existence Kinds;
of a vacant position. a. Compulsory – a retirement for PCO and PNCO of the PNP upon attaining age fifty-six
(56).
e. Attrition by other means such as:
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b. Optional – a retirement requested by the PNP PCO and PNCO upon accumulation of at
LEAST TWENTY (20) YEARS of satisfactory service, subject
to the approval of NAPOLCOM.
3. Death and Permanent Physical Disability
Disability – the loss or impairment of the normal functions of the physical or mental faculties
of an employee, which reduces his/her capacity to continue with his present
employment (NAPOLCOM MC No. 2001-006).
7.
Permanent Total Disability – any impairment of the mind or body which renders the
disabled PNP member incapable of performing the duties of a police officer
substantially and which is expected to be a long, continued, and of definite
duration, such as loss of power of speech, sense of hearing, loss of one or both
hands and feet.
It is a movement from one position to another, equivalent to rank, level, or salary
without a break in service. In the PNP, reassignment, transfer or relief of PNP personnel is not
a disciplinary action that would require prior investigation or observance of due process. It
can be affected by the commander concerned at his discretion but only when the distress of
the service so requires or as may be necessary to effectively carry out the functions/powers
and duties of the PNP. (NAPOLCOM MC No. 2002-007)
Performance of Prohibited Acts
As professional police, fire and jail officers and members responsible for the
maintenance of peace and order and public safety, members and officers of the PNP, BFP, and
BJMP are prohibited from engaging in the strikes, rallies, demonstrations, and other similar
concerted activities, or performing other acts prejudicial to good order and police discipline.

4. Disciplinary Action [(Dismissal) NAPOLCOM MC No. 2002-013] POLICE EXAMINATION SYSTEM

The dismissal from the service of a police officer shall result in the cancellation of The NAPOLCOM shall administer the entrance and promotional examinations for policemen.
his eligibility, retirement benefits, and disqualification for reemployment in the police service; It shall also design and establish qualifications upgrading program for the members in coordination
and the confiscation of his service firearms and other paraphernalia to be confiscated by the with CSC and the CHED through education program and/or an in-service education program or other
COP where he was assigned or by his immediate commander tasked to implement the order. similar programs. (Sec. 19, R.A 8551)

1. NAPOLCOM Examinations (NAPOLCOM MC No. 2000-007)

- PNP Entrance Examination
5. Missing Person
- Police Officer Examination
Any uniformed personnel who, while in the performance of duty or because he was
an officer of the PNP, BFP, BJMP, is officially confirmed missing in action, kidnapped or - Senior Police Officer Examination
captured by lawless elements shall, while so absent, be entitled to receive or to have credited
- Police Inspector Examination
to his account the same pay and allowances to which such officer or a uniformed member was
entitled at the time of the incident: - Police Superintendent Examination
PROVIDED, that the compulsory retirement of a person missing in action shall be
2. Licensure Examinations for Criminologists (R.A 11131)
processed to allow the members of the next kin to enjoy the retirement benefits: PROVIDED
FURTHER, that should be the CPNP, BFP, BJMP as the case may be, upon the 3. Bar and Board Examinations of Baccalaureate Degree (R.A 1080)
recommendation of the proper authority and/or immediate supervisor, subsequently determine
4. CS Professional
that the officer or uniformed member concerned or his heirs shall reimburse the PNP, BFP or
BJMP all such amount and allowances received by him. (Section 78, R.A 6975).
POLICE CADETSHIP PROGRAM (NAPOLCOM 2008-001)
6. Transfer
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The cadetship program of the PNP is administered by the Philippine National Police Academy
(PNPA), which was initially established by virtue of section 19, Presidential Decree 1184 otherwise
known as the INP Professionalism Law of 1977.

Privileges After Graduation (MC 2008-001)

1. Automatic appointment as Commissioned Officer of the PNP, BFP, and BJMP with the
rank of Inspector/PLT.

2. Testimonial eligibility for such automatic appointment. However, it cannot be used for
promotion.

3. Exemptions from mandatory Field Training Program (FTP)