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Wednesday, October 01, 2014
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BOARD OF CRIMINOLOGYResolution No. ___01__
Series of 2010
I. Police Organization and Administration with PolicePlanning 4.5%
II. Industrial Security Management 2.0%III. Police Patrol Operations with Police Communication
System 4.0%
IV. Police Intelligence 4.0%
V. Police Personnel and Records Management 4.5%
VI. Comparative Police System 1.0 %
20%
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TABLE OF SPECIFICATIONS
October 1, 2014POLICE PERSONNEL AND RECORDS MANAGEMENT
Concepts, purpose and functions ofpersonnel management
Police personnel programs in relations to
pertinent provisions of R.A. No. 6975, asamended by R.A. No. 8551, and
NAPOLCOM-issued policies and guidelines
Police administration disciplinary system
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PERSONNEL MANAGEMENT
October 1, 2014POLICE PERSONNEL AND RECORDS MANAGEMENT
Part of management concerned with people
at work and their relations within an
organization.
Area of management concerned with human
relations in the organization.It involves Planning, organizing, and
controlling the efforts of a group of individuals
toward achieving a common goal withmaximum dispatch and minimum use of
administrative resources.
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POLICE PERSONNEL MANAGEMENT
October 1, 2014POLICE PERSONNEL AND RECORDS MANAGEMENT
Area of management concerned with humanrelations in the police organizationuses planning, organizing, directing and
controlling of day-to-day activities involved inprocuring, developing and motivating themand in coordinating their activities to achieve
the aims of the police
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OBJECTIVES OF PERSONNELMANAGEMENT
October 1, 2014POLICE PERSONNEL AND RECORDS MANAGEMENT
To assist top and line management achieves the
organizations objectiveof fostering harmoniousrelationship with its human resource.
To acquire capable people and provide them with
opportunities for advancement in self-development.
To assist top management in formulating policies andprograms that will serve the requirements of the
police organizationand administer the same fairly to
all members.
Toprovide technical services and assistance to the
operating management in relation to their personnel
functions in promoting satisfactory work environment.
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To assist management in training and
developing the human resources of the
organization if it does not have a separatetraining department to perform its
functions.
To see that all police members aretreated equallyand in the application of
policies, rules and regulations and in
rendering services to them.To help effect organization development
and institution building effort.
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A. Classical ApproachThis approach is
mainly focused on aspects of organizations
and ignoring the human aspects.A.1 Scientific Management (Frederick
Taylor, 18561915)
It is focused on methods of increasing workerproductivity.
Taylor believed that. workers are motivated
primarily by economic rewards
If workers were taught the best procedures,
with pay tied to output, they would produce the
maximum amount of work.
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A.2 Bureaucratic Management (Max Weber,
18641920)
Division of Labor based on a specified sphere ofcompetence
Hierarchy of authority where its lower office is
under the control and supervision of a higher one.
Specified set of rules applied uniformlythroughout the organization
Maintenance of interpersonal relationships,
because rational decisions can only be madeobjectively and without emotions
Selection and promotion based on competence,
not on irrelevant considerations.
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A.3 Administrative Management
Henri Fayol (18411945)
In his most influential work Industrial andGeneral management, 14 principles of efficient
management was identified
Division of Workspecialization can increaseefficiency with the same amount of effort.
Authority and responsibilityAuthority
includes the right to command and the power to
require obedience.DisciplineThe state of its disciplinary process
depends upon the quality of its leaders.
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Unity of Commandemployee should receive
orders from one superior only.
Unity of Directionthere should be only one
manger and one plan for a group of activities thathave the same objective.
Subordination of Individual interest to general
interestThe interest of employee shall not takeprecedenceover the organization.
Remuneration of personnelcompensation
should be fair both to employee and employer.
CentralizationThe objective is to pursue theoptimum utilization of the capabilities of personnel.
Scalar Chainhierarchy of authority fromtop to
bottom.
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Ordermaterial and human resources should
be in the right time at the right place.
Equityemployees should be treated withkindness and justice.
Stability of personnel tenureemployee
needs time to adjust to a new job and reach apoint of satisfactory.
Initiativethe ability to conceive and execute
the plan.
Espirit the CorpsHarmony and Teamwork
are essential to effective organizations.
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Gullick and Urwick (19201937)
They have described the major functions of
Administration in the book The Science ofAdministration using the acronym
(POSDCoRB).
Emphasis on the principles of planning,organizing, staffing, directing, coordinating,
reporting, budgeting
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B. Human Relations ApproachIt is focused
on thepredicted patterns of behavior, thus the
occurrence of the human relations movement,emphasizing the informal aspect of organization.
B.1 Hawthorne Study (Elton Mayo)
It suggests that when special attention is paid to
employees by management,productivity is likelyto increase regardless of changes by
management.This occurrence is called as
Hawthorne Effect.Workers do not act or react as individual but as
members of a group.
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C. Behavioral Science Approachutilizes scientific
method as the foundation for testing and developing
theories about human behavior that can be used to
guide and develop managerial policies and practices.
C.1 Maslows hierarchy of needs (Abraham
Maslow, 1940)
Maslow suggested basic classes of needs, ormotives, influencing human behavior, these motives
are: Biological, Safety, Love, Cognitive needs,
Esteem, Aesthetic and Self Actualization.
It is significant to a police manager because he willconsider human needs as a factor in making
decisionswhich affect human relationship in his
organization.
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C.2 Theory X and Y (Douglas McGregor, 1960)
Theory X
Management assumes employees are inherently lazy
and will avoid work if they can and that they inherentlydislike work.
Managers rely heavily on threat and coercion to gain
their employee's compliancetowards organizations goals.
Theory YAssumes employees may be ambitious and self-
motivatedand exercise self-control.
Managers believe that, given the right conditions, most
people will want to do well at work.Employees possess the ability for creative problem
solving, but their talents are underused in most
organizations
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D. Contemporary Approachmovement
towards quality management, theories have
incorporated the influences of the behavioralsciences and other school of thoughts.
D.1 System theory
All parts of a system are interrelated and
interdependent to form the whole.
A system is composed of elements or
subsystems that are related and dependent
upon one another.Subsystems are in interaction with one
another, they form a unitary whole.
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D.2 Contingency theory
It recognizes various internal and
external environment variables affect
organizational behavior.
There is no best way of structuring andmanaging diverse types of organization, it
all depends on a particular situation on
what course of action is appropriate.
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SKILL
the ability to translate knowledge into action
that results in desired performanceability that allows a person to achieve
superior performance in one or more aspects
of his or her workA. Technical Skill
the ability to perform specialized tasks
this skill involves being highly proficient at
using selected methods, processes and
proceduresto accomplish tasks
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B. Human/Interpersonal Skill
the ability to work well with other people
this skill emerges as a spirit of trust, enthusiasm
and genuine involvement in interpersonal
relationships
the skill essential in networking activities
C. Conceptual Skillthe ability to analyze and solve complex
problems
this skill draws on ones mental capacities toidentify problems and opportunities and to make
good problem-solving decisions that serves the
organizations purpose
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B. ORGANIZING
involves the determination and allocation of the
men and women as well as the resource of an
organization to achieve pre-determined goals
or objectives of the organization
It is the identification and classification of
required activities, the grouping of activitiesnecessary to attain objectives, the assignment of
each grouping to a manager with the authority
necessary to supervise it.
It is the establishment of the formal structure of
authority, on the basis of which work
subdivisions are established and coordinated.
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C. STAFFING
It is the filing and keeping filled positions in the
organizational structure. This is done byidentifying work force requirements,
inventorying the people available, recruiting,
placing, promoting, appraising, compensatingand training of personnel.
It is the entire personnel function of recruiting
and training staff and maintaining favorable
working condition.
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ACTIVITIES OF STAFFING:
SelectionThe process of choosing from
among candidates from within the organizationor from the outside, the more suitable person
for the current position or for future positions.
RecruitmentRefers to the set of activities
and processes used to legally obtain a sufficient
number of the right people at the right place and
time so that the people and the organization
can select each other in their own best shortand long run interest.
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TrainingIt is an attempt to improve the
ability required by the job of operative
employees and is immediately focused onskill.
AppraisalIt is theprocess of measuring the
performancesin achieving goals and plans.DevelopmentThe attempt to improve the
abilities of personnel to prepare them for more
responsible positions in the future.
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D. Directing- involves the overseeing and supervising
of the human resources and the various activities in an
organization to achieve through cooperative efforts the
pre-determined goals or objectives of the organizationE. Coordinating
It is the manner of integrating the different elements
with in or outside the organization into an efficient and
harmonious relationship, thus making things work
together or fit with each other.
involves the checking or evaluation and measurement
of work performance and comparing it with plannedgoals or objectives of the organization and making the
necessary corrective actions so that work is
accomplished as planned
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F. RecordingRefers to the system of putting
what is reported into records and the manner
of classifying documents or notes within theorganization or those written communications
received from outside the organization.
G. Budgeting The management of incomeand expenditures within the organization. It
includes the appropriation of funds to be
distributed to functional units and the system of
determining expenses.
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POLICY
General Plan of Action that serves as a guide in the
operation of the organization.
It defines the authority and responsibility of supervisors
in their job of directing group efforts and implementing
personnel programs.
PURPOSES OF POLICE POLICIES
To give life and direction to the program of activities
covering the needs of the police organization and its
resources.
Toprovide definite guidelines to achieve consistenttreatment of all employees.
Policies serve as standards of performance.
To help build police officers enthusiasm and loyalty.
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TYPE OF POLICE POLICIES
A. According to Origin:
Originated Policythis type of policy comes from
top management level and is intended to set up
guidelines in the operation of the police organization
Appealed Policythis type of policy is born when
problems arise at the lower levels of organizationand the man in charge does not know how to meet
the problem; he then appeals to his superiors for and
for guidance
Imposed Policy this type of policy comes fromthe government in the forms of laws, administrative
orders and rules and procedures
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B. According to Subject Matter:
General Statement of Principles
policies stated in broad terms, such as
statement of objectives, philosophy and
creed
Specific Rulescover specific
situations; they are more direct and are
less flexible; more rigid in nature
DISSEMINATION OF POLICIES
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DISSEMINATION OF POLICIES
A. Police Handbooks
these handbooks are distributed to all
personnel and contain among things,
information about the benefits and services that
the organization grants to its officers, the
organizations history, its organizationalstructure, its officers, and other information
useful to the officers in understanding their
relationship with the organizationB. Police Manual
a policy manual covering all police personnel
policies and procedures
C Memoranda and Circular
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C. Memoranda and Circular
another common means of communicating
police policies to all officers
can be issued fast and they provide thegreatest assurance of reaching every
employee
D. Bulletin Boardsorganizational policies, rules and regulations
and activities may be posted on bulletin boards
if strategically located and well-managed,these are effective medium for transmitting
newly-issued policies, rules and regulations
to police officers
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E. Meetings or Conferences
often held to inform officers about new
policies, their objectives and implementationone advantage of this type of policy
dissemination is that it gives the officers the
opportunity to ask questions and requestclarification on some points
F. Police Publications
may be in the form of magazines, journal,
newsletters or brochures
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Recruitment the process of attracting
candidates who have maximum qualificationsto be eligible for selection procedure. It is the
process of searching the candidates for
employment and stimulating them to apply forjobs in the organization.
Selection is concerned with screening out
undesirable candidates after they have applied
and appointing the best qualified.
RECRUITMENT VS SELECTION
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In the Philippine National Police, the
recruitment and selection of applicants who
will be appointed to the police service is theresponsibility of the Directorate for
Personnel and Records Management
(DPRM). DPRM is tasked in the managementof PNP uniformed and non-uniformed
personnel as individuals, manpower
procurement and control and in the recordsmanagement of the organization.
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SCREENING COMMITTEE
responsible for the widest dissemination ofvacancies in their respective areas, the
evaluation of the applicantsqualifications and
the selection of the most qualified applicants tobe recommended for appointment to the police
service.- established at the NHQ, NSUs and
PROs.
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A. NATIONAL SUPPORT UNIT (NSU)
SCREENING COMMITTEE:
Chairman:Deputy Director for Administration
of the respective National Support Unit/ the
Deputy Director General for Administration.
Vice Chairperson: Senior NAPOLCOM
official with Salary Grade 24 or higher which
shall be designated by the Vice Chairpersonand Executive Officer of the NAPOLCOM.
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Members:
National Peace and Order Council (NPOC)
member designated by the NPOC Chairman;Private Sector representative designated by
the NPOC Secretary General; and
Womens representative from private sector
with known probity designated by the NSU
Director.
Secretariat:Assistant Director for Personnel
and Records Management (ADPRM) / HumanResource Management Officer (HRMO)
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B. POLICE REGIONAL OFFICE (PRO)
SCREENING COMMITTEE
Chairman: Deputy Regional Director for
Administration
Vice Chairperson: Senior NAPOLCOMofficial with Salary Grade 24 or higher which
shall be designated by the NAPOLCOM
Regional Director
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Members:
Regional Peace and Order Council (RPOC)
member designated by the RPOC Chairman;Senior Regional DILG Officer designated by
the DILG Regional Director;
Womens representative from private sectorwith known probity designated by the PNP
Regional Director.
Secretariat: Chief, Regional Personnel on
Human Resource and Doctrine Development
(RPHRDD)
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PNP RECRUITMENT PROCEDURE
(NAPOLCOM M.C. No. 2007-009)
1. Preparation and proper approval of quota
allocation
The PNP shall prepare, through theDirectorate for Personnel and Records
Management (DPRM) and submit it to the
NAPOLCOM for approval of the PNP annualrecruitment quota.
2. Posting and publication of Notice of
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2. Posting and publication of Notice of
Recruitment
The Notice of Recruitment shall include the
following data for the information of prospectiveapplicants:
quota for the city/municipal police station;
vacancies are open to both male and female
applicant;
general qualification standards;
documentary requirements;
where to submit the application papers anddocuments;
deadline for submission; and
schedule of screening/evaluation.
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3. Submission of the application folders
4. Selection and evaluation process by the
PNP Screening Committee5. Psychiatric/Psychological Examination
(PPE)
6. Complete Physical, Medical and DentalExamination (PMDE)
7. Physical Agility Test
8. Final Committee Interview9. Certification by the NAPOLCOM and
attestation by the Civil Service Commission
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1. Psychiatric/Psychological Examination
(PPE)to exclude applicants that may be
suffering from any mental disorder. It shall be
administered to all applicants under the
supervision of the PNP Medical Officer and
NAPOLCOM Representative. Only thoseapplicants who passed the PPE shall proceed
to the next stage, the Physical, Medical and
Dental Examination (PMDE).
2 C l t Ph i l M di l d D t l
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2. Complete Physical, Medical and Dental
Examination (PMDE)
Conducted by the PNP Health Service or accredited
diagnostic centers inside the camp (mobile clinic) oroutside the camp under the supervision of the PNP
Medical Officer and NAPOLCOM representative.
The tests shall determine whether or not the
applicants are in good health and free from any
contagious diseases.
Applicants who passed the PMDE shall be indorsed
for the conduct of the Physical Agility Test (PAT).The items to be covered by the Physical, medical
and Dental Examination are specified under PNP
Circular No. 2000010.
MEDICAL STANDARDS FOR POLICE
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MEDICAL STANDARDS FOR POLICE
CANDIDATES
A. General Appearance
must be free from any marked deformity, from allparasite or systematic skin disease, and from
evidence of intemperance in the use of stimulants
or drugs
must be well proportioned, of good muscular
development and show careful attention to personal
cleanliness
obesity, muscular weakness or poor physique mustbe rejected
Girth of abdomen should not be more than the
measurement of chest at rest
B N M th d T th
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B. Nose Mouth and Teeth
obstruction to free breathing, chronic cataract, or
very offensive breath must be rejected
mouth must be free from deformities in conditions
that interfere with distinctspeech or that
predispose to disease of the ear, nose or throat
shall be no disease of tonsils or thyroidenlargement
teeth must be clean, well cared for and free from
multiple cavities
missing teeth may be supplied by crown or
bridgework
at least twenty natural teeth must be present
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C. Genitals
must be free from deformities and from varicole,
hyrocole and enlargement of the testicles, stricture of
urine
any acute and all venereal disease of these organs
must berejected
D. Varicose veinsa marked tendency to their formation must be
rejected
E. Arms, Legs, Hands and Feet
must be free from infection of the joints, sprains,stiffness or other conditions, such as flat foot, which
would prevent the proper and easy performance of
duty
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F. Eyes
the applicant must be free from color
blindness, and must be able to read with eacheye separately from standard test type at a
distance of twenty (20) feet
permanent abnormalities of either eye mustbe rejected
G. Respiration
must be full, easy, regular, respiratory murmur
must be clear and distinct over the lungs and
no disease of the respiratory organ is present
H. Circulation
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H. Circulation
the action of the heart must be uniform, free
and its rhythm steady
blood pressure: systolic, maximum 135;diastolic, 90; pulse pressure, 15 to 50
I. Kidneys
must be healthy and urine normal3. Physical Agility Test(PAT) - the Screening
Committee shall require the applicant to
undergo a physical agility test designed todetermine whether or not he possess the
required coordination strength, and speed of
movement necessary for police service
The PAT shall consist of the following events and Standards
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4. Final Committee Interview (FCI)
The Final Interview shall determine theapplicants aptitude to join the police service,
likableness, affability, outside interest,
conversational ability, disagreeablemannerisms,etc.
Absolutely, no applicant shall be interviewed
unless he/she passes through the sequential
process and is declared Passed in all thesestages.
REASONS FOR ORAL INTERVIEW
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It is a means of evaluating candidate
qualifications, which may not be effectively
measured by other devices in the selectionprocess.
It provides samples of the ability of the applicant
to identify and respond to important
considerations in job related problems.
It permits the interviewer to assess the
effectiveness of the applicant in verbal
communications, which demonstrate familiaritywith the nature and demand of police work.
To screen out applicants whose motivation for
police work is questionable.
TYPES OF ORAL INTERVIEW
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Highly Structured Type Every questioned is
predetermined in advance. No follow up questions
are permitted.Structured TypeAll applicants are asked some
questions in common. Sequence of questions is also
pre-arranged but interviewers maybe allowed
conducting follow-up questions.Semi-structured TypeAll applicants are asked in
common; sequence of questioning may vary
somewhat from applicant to another applicant.
Unstructured Type Interviewers are allowed to aflexible approach wherein applicants are questioned
along those lines most likely to produce important
information at any given moment.
INTERVIEW CONTENTS
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Police contact, arrest, convictions, military
status, and honesty/integrity
Nature and extent of military experienceWork history, technical knowledge and
experiences relevant to police works.
Extent and nature of formal educationMotivations and interest, understanding of the
nature of the job and its demands.
Reasoning ability, judgment, common sense,
and decision-making abilityVerbal communications and self-expression
Sociability, alertness and maturity.
NOTE:
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The drug test (DT) shall not follow the sequential steps
but shall be conducted on passers only anytime after the
PPE, PMDE, or PAT but before the Final Committee
Interview. It shall be administered by the PNP Crime
Laboratory.
The conduct of the Physical Agility Test (PAT) and Neuro-
Psychiatric (NP) examination shall be simultaneous
nationwide to prevent a retake in another place of said
tests by applicants who initially failed on the same.
The complete Character and Background Investigation
(CBI) shall be conducted on all PPE passers and must be
completed before the start of the Final CommitteeInterview. The complete CBI shall determine their
reputation and possible involvement in any questionable
or criminal activities or violent incidents.
NAPOLCOM PARTICIPATION IN THE PNP
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NAPOLCOM PARTICIPATION IN THE PNP
RECRUITMENT AND PROMOTION
PROGRAMSNAPOLCOM representatives to the PNP
Recruitment Screening Committees are
actively involved in the recruitment and
selection process including interview of
applicants, the PNP Neuro-Psychiatric
Examinations, Physical/Medical and Dental
Examination, Physical Agility Test (PAT) andDrug Test.
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There are also NAPOLCOM
Representatives to the following PNPPromotion Boards:
PCO Promotion Boards;
PNCO Promotion Boards; and
Lateral Entry Board
STATUS OF APPOINTMENT OF A NEWLY
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STATUS OF APPOINTMENT OF A NEWLY
APPOINTED PO1
Tempo rary Appointment shall be issued to anewly recruited PO1 who meets the required
minimum qualifications, except the training
requirement which is the PNP Field Train ing
Program(FTP). The FTPshall be composed
of the Public Safety Basic Recruit Course
(PSBRC) and the Field Training Exercise (FTX)
such temporary appointment shall not exceedtwelve months to be reckoned from the date it
was issued.
TERMINATION OF SERVICE OF PO1 IN
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TEMPORARY STATUS
A. Grave Administrative Offensethe following
are the offenses for which a PNP member undertemporary status maybe terminated from the
police service.
Grave misconduct
Incompetence
Dishonesty
Disloyalty to the government
Serious irregularities in the performance ofduties
Serious Neglect of duty
Oppression
B Lack of Ap t itude in the Serv ice This shall
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B. Lack of Ap t itude in the Serv iceThis shall
refer to any of the following circumstances:
Academic deficiency arising from failure to obtain
a passing grade in the required basic training
course in accordance with the established training
rules and regulations;
Serious violation of training rules and regulationsinvolving non academic matters.
Possession of such habits, traits, conduct or
behavior which, when taken on their overall
context. Tend to manifest and display an
undesirable disposition or attitude towards the law
enforcement profession.
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C. Failure to complete the required FTPwithin
the prescribe period of twelve (12) months
from the time he/she was issued an
appointment under temporary status.
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POLICE TRAINING i f idi
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POLICE TRAINING - is a means of providing
knowledge and skill to police officers which are
needed in the performance of their functions. Itis the objective of police training to bring the
police force to the desired standards of
discipline and efficiency by making each policeofficer fully aware of his duties and
responsibilities and by providing him with a
working knowledge of police procedures and
techniques.
TYPES OF POLICE TRAINING
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TYPES OF POLICE TRAINING
PROGRAM
1. Basic Recruit Training is the mostbasic of all police training. It is a pre-
requisite for permanency of appointment
and is required for newly hired policeofficers. In the Philippine National Police,
a newly appointed Police Officer 1 is
required to undergo a Public SafetyBasic Recruit Course (PSBRC) as a
basic recruit training.
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Structu re of Basic Recrui t Curr icu lum :
Curriculum are prepared / organized based
on the following structures:
oIntroduction to criminal justice system
oCriminal jurisprudence
oHuman values and problemsoPatrol and investigation procedures
oPolice proficiency
oPolice organization and administration
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Recommended Dist r ibu t ion of train ing t ime
by % by area:
Introduction to criminal justice system 8Criminal jurisprudence 10
Human values and problems 22
Patrol and investigation procedures 33Police organization and administration 9
Police proficiency 18
_______
Total 100 %
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2. Field Training Program (FTP)or on-the-
job training is the process by which anindividual police officer who is recruited into the
service receives formal instruction on the job
for special and defined purpose and performs
actual job functions with periodic appraisal on
his performance and progress.
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As provided for under R.A. 8551, police
officers are required to undergo a FieldTraining Program for twelve (12) month s
(inc lus ive o f the PSBRC)involving actual
experience and assignment in PATROL,TRAFFIC AND INVESTIGATIONwhich is
required for permanency in the police service.
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EXCEPTION FROM FIELD TRAINING
PROGRAMUnder Section 33, R.A. 6975, PNPA
Graduates shal l be automatical ly appo inted
to the ini t ial rank of Inspecto r v ia LateralEntry.
3 In-Service Training Program or refresher training
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3. In-Service Training Program or refresher training
program.
The following are examples of in-service training
programs as mandatory requirement for promotion:Junior Leadership TrainingPO1 to PO3
Senior Leadership TrainingSPO1 to SPO4
Police Basic Course (PBC)for senior police officers
Officers Basic Course (OBC) Inspectors to Chief
Inspectors
Officers Advance Course (OAC)for Chief Inspectors
to Senior Superintendent
Officers Senior Executive Course (OSEC)
Superintendent and above
Directorial Staff Course (DSC) for Directors and
above
4 D t t l T i i P
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4. Departmental Training Program
a)Roll-Call Training instructional courses
of several hours a day concerningdepartmental activities
b)Supervisory Development, Specialized
or Technical Trainingseminars or specialsessions on criminal investigation, traffic,
drug control, etc
c)Training conducted by other law
enforcement units or agencies
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POLICE ASSIGNMENT- refers to theprocess
of designation a police officer at a particularfunction, duty or responsibility. The very
purpose of police assignment is to ensure
systematic and effective utilization of all themembers of the police force.
Police Officer 1s specifically those who were
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Police Officer 1s, specifically those who were
recruited under the attrition recruitment program,
after undergoing the required Field Training
Program (FTP), shall be assigned with the
Regional/Provincial/City Public Safety
Battalion/Companyof their place of recruitment for
a maximum per iod of two (2) years.After their assignment with the
Regional/Provincial/City Public Safety
Battalion/Company, they shall be
downloaded/assigned to their respective
city/municipal police stations where they were
recruited.
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POLICE APPOINTMENT
Any applicant who meets the generalqualifications for appointment to police service
and who passes the tests required in the
screening procedures shall be recommendedfor initial appointment and shall be classified as
follows:
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Temporaryif the applicantpasses through
the waiver programas provided in under R.A
8551.
Permanentif the applicant able to finish therequired field training program for permanency.
APPOINTMENT OF UNIFORMED PNP
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PERSONNEL
PO1 TO SPO4appointed by the Regional
Director for regional personnel or by the Chief,
PNP for the national headquarters
INSP. TO SUPT.appointed by the Chief, PNP
SR. SUPT TO DDGappointed by the Presidentupon recommendation of the Chief, PNP, subject
to confirmation by the Commission on
Appointments
DIRECTOR GENERALappointed by thePresident from among the senior officers down to
the rank of C/Supt.
PERFORMANCE EVALUATION
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PERFORMANCE EVALUATION
POLICE APPRAISAL
refers to the process of measuring theperformance of people in achieving goals and
objectives
also known as the PERFORMANCE
EVALUATION SYSTEM
it shall be the responsibility of the
NAPOLCOMwhich shall issue the necessary
rules and regulation for the orderlyadministration of the appraisal process
OBJECTIVES OF PERFORMANCE EVALUATION
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OBJECTIVES OF PERFORMANCE EVALUATION
Toprovide an administrative effectiveness andefficiency in the performance of the mission and
functions of the PNP;
Toprovide a basis of professional growth and
conferment of greater responsibility;To foster the improvement of individual efficiency,
work ethics and behavioral discipline among the PNP
uniformed personnel; and
To motivate the personnel in working to the fullestand exerting greater effort to improve themselves.
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FREQUENCY OF RATING
Frequency of the individual performance shall
be undertaken every SIX (6) MONTHS.
Evaluation report covering the period of
January to June shall be submitted 1stWEEK
OF JULYand the report from June toDecember shall be submitted 1stWEEK OF
JANUARY of the succeeding year.
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METHOD IN PERFORMANCE EVALUATION
It is the qualitative and quantitative
judgments about traits or dimensionspresumed to be critical indicators of job
success or failure.
Rating methodsGraphic rating scale
Essay method
Ranking method
INTENTION OF RATINGS
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To keep employees informed of what is
expectedof them and how well they are
performing.
To recognize and reward good works
To keep supervisors recognize
weaknesses and give opportunity toremedydeficiencies
To identify general training needs
To provide a continuing record of theofficersperformance history
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To guide decisions on matters of
promotions, transfers and otherpersonnel transactions
To help determine if an employeewill be givensalary increase
To check accuracy of job
descriptionsand clarifications
To verify the accuracy and
effectiveness of recruitment andexamination procedures
PROMOTION
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PROMOTION
the upgrading of ranks and/or advancement to
a position of leadershipa system of increasing the rank of a member
of the police service
the NAPOLCOM shall establish a system of
promotion which shall be based on the
following:
meritqualifications
seniorityavailability of vacant positions
FACTORS CONSIDERED IN PROMOTIONLength of Service It should be measured
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Length of Service It should be measured
according to judgments, self-confidence,
decisiveness, knowledge on the job and personalrelation.
Promotional Written Exam It is primarily on a
basis of merit.
Oral InterviewsPromotion-Potential RatingAssessment of the
candidatespotential in the rank being sought.
Seniority Credit It is only as a factor inpromotion as a means to decide which of the two or
more officers should be given first priority or choice.
PREFERENCES FOR PROMOTION
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Appropriate Eligibilitywhenever there are two or
more persons who are next in rank, preference shall
be given to the person who is the most competent andqualified and who has the appropriate eligibility
Competency and Vacancywhen competency,
qualification and eligibility are equal, preference shall
be given to the qualified member in the organizational
unit where the vacancy occurs
Senioritywhen all the foregoing conditions have
been taken into account, and still the members in thenext rank have the same merit and qualifications,
preference shall be given to the most senior officer
FACTORS IN SELECTION FOR PROMOTION
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EFFICIENCY OF PERFORMANCEas an aid
to fair appraisal of the candidates proficiency,
theperformance rating period shall be
considered; provided that in no instance,
shall a candidate be considered for promotion
unless he had obtained a rating of at leastsatisfactory
EDUCATION AND TRAININGeducational
background which includes completion of in-service training courses, academic studies,
training grants and the like
EXPERIENCE AND OUTSTANDING
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ACCOMPLISHMENT includes occupational history,
work experience and other accomplishments
worthy of commendationPHYSICAL CHARACTER AND PERSONALTY 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
LEADERSHIP POTENTIAL capacity and ability to
perform the duties required in the new or higher
position and good qualities of leadershipNOTE:All police officers are eligible to be promoted
during the entire length of his service, provided they
meet the minimum requirements for promotion.
KINDS OF PROMOTION
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Regular Promotion - promotion granted to police
officers meeting the mandatory requirements for
promotion.Special Promotion promotion granted to police
officers who have exhibited acts of conspicuous
courage and gallantry at the risk of his/her life above
and beyond the call of duty.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.
DISCIPLINARY MECHANISMS OF THE
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DISCIPLINARY MECHANISMS OF THEPNP
A. INTERNAL AFFAIRS SERVICE (IAS) created by RA 8551
Functions of the IAS
pro-actively conduct inspections and auditson PNP personnel and units;
investigate complaints and gather evidence in
support of an open investigation;
conduct summary hearings on PNP membersf i d i i i h
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facing administrative charges;
submit a periodic report on the assessment,analysis, and evaluationof the character andbehavior of PNP personnel and units to theChief PNP and the Commission;
file appropriate criminal cases against PNPmembersbefore the court as evidence warrantsand assists in the prosecution of the case;
provide assistance to the Office of theOmbudsman in cases involving the personnel ofthe PNP;
The IAS shall also conduct, motu propio of thefollowing cases:
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incidents where apolice personnel discharges a
firearm; incidents where death, serious physical injury, or
any violation of human rights occurred in theconduct of a police operation;
incidents where evidence was compromised,tampered with, obliterated, or lost while in thecustodyof police personnel;
incidents where a suspect in the custody of thepolice was seriously injured; and
Incidents where the established rules of engagementhave been violated.
NOTE:
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O
The IAS can recommend p romo t ionof the
members of the PNP or the ass ignment ofPNP personnel to any key pos i t ion .
COMPLAINTS AGAINST THE IAS: shall be
brought to the Inspector Generals Office
PEOPLES LAW ENFORCEMENT BOARD (PLEB)
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a body created pursuant to RA 6975
one of the disciplinary authorities of the PNPauthorized to handle and investigate citizens
complaint
the central receiving entity for any citizens complaint
against the PNP members
shall be created by the sangguniang
panlungssod/bayan in every city and municipality as
may be necessary there shall be at least one (1) PLEB fo r every fiv e
hund red (500) ci ty o r mun ic ipal pol ice personnel
membership in the PLEB is a civic duty
Composition of PLEB
PLEB h ll b d f fi (5)
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PLEB shall be composed of five (5)
memberswho shall be as follows:
any member of the sangguniang
panlungsod/bayan
any barangay chairman of thelocality concerned
three other members to be chosen
by the local peace and order councilfrom among the members of the
community
for the three other members, the following
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, gconditions must be met:
one must be a woman one must be a lawyer, or a college
graduate, or the principal of an
elementary school in the locality the CHAIRMAN of the PLEB shall be
elected from among its members
the term of officeof the members of thePLEB is THREE (3) YEARS
ADMINISTRATIVE DISCIPLINARY
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ADMINISTRATIVE DISCIPLINARYMACHINERIES IN THE PNP
Citizens Complaints- pertains to anycomplaint initiated by a private citizen orhis duly authorized representativeon
account of an injury, damage ordisturbance sustained due to an irregularor illegal act committed by a member ofthe PNP.
DISCIPLINARY AUTHORITIES FOR CITIZENS COMPLAINTS
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Chief of Police - where the offense is punishable by
withholding of privileges, restriction to aspecified limits,
suspension or forfeiture of salary, or any combination thereof,
for a period not exceeding FIFTEEN (15) DAYS
City/Municipality Mayors- where the offense is punishable by
withholding of privileges, restriction to specified limits,
suspension or forfeiture of salary, or any combination thereof,for a period not less than SIXTEEN but not exceeding
THIRTY (30) DAYS
Peoples Law Enforcement Board (PLEB)- where the
offense is punishable by withholding of privileges, restriction tospecified limits, suspension or forfeiture of salary, or any
combination thereof, for a period exceeding THIRTY (30)
DAYS, or by DISMISSAL
Breach of Internal Discipline- refers to any offensecommitted by a member of the PNP involving and
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affecting order and discipline within the police
organization
Minor Offense -shall refer to an act or omission not
involving moral turp i tudebut affecting the internal
discipline of the PNP, and shall include but not be
limited to: simple misconduct or negligence
insubordination
frequent absences or tardiness habitual drunkenness
gambling prohibited by law
DISCIPLINARY AUTHORITIES FOR BREACH OF
INTERNAL DISCIPLINE
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INTERNAL DISCIPLINE
Chief of Police- may impose the administrative
punishment of admonition or reprimand; restriction tospecified limits; withholding of privileges; forfeiture of
salary or suspension; or any combination of the
foregoing for a period NOT EXCEEDING FIFTEEN
(15) DAYS
Provincial Directors- may impose the administrative
punishment of admonition or reprimand; restriction to
specified limits; withholding of privileges; forfeiture ofsalary or suspension; or any combination of the
foregoing for a period NOT EXCEEDING THIRTY
(30) DAYS
Regional Director- may impose the administrative
i h t f d iti i d t i ti t
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punishment of admonition or reprimand; restriction to
specified limits; withholding of privileges; forfeiture of
salary or suspension; demotion; or any combinationof the foregoing for a period NOT EXCEEDING
SIXTY (60) DAYS
Chief of the PNP- shall have the power to impose
the disciplinary punishment of dismissal from the
service;suspension or forfeiture of salary; demotion;
or any combination of the foregoing for a period
NOT EXCEEDING ONE HUNDRED EIGHTY (180)DAYS
SUMMARY DISMISSAL POWERS
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The NAPOLCOM, PNP CHIEFand REGIONAL
DIRECTORShave summary dismissal powers in
any of the following cases:
when the charge is serious and the evidence of
guilt is strong
when the respondent is a recidivist or has beenrepeatedly charged and there are reasonable
grounds to believe that he is guilty of the charges;
and
when the respondent is guilty of a serious offense
involving conduct unbecoming of a police officer
DISCIPLINARY APPELLATE BOARDS
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Formal administrative disciplinary appellate
machinery of the National Police Commission, tasked
to hear cases on appeal from the different disciplinaryauthorities in the PNP composed of the following:
National Appellate Board
shall decide cases on appeal from decisions renderedby the PNP Chief and the National Internal Affairs
Service
shall be composed of the four (4) regular
commissionersand shall be chaired by the executive
officer
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Regional Appellate Board
shall decide cases on appeal from decisionsrendered by the Regional Director, Provincial
Director, Chief of Police, the city or municipal
mayor and the PLEB there shall be at least one (1) regional
appellate board per administrative region
WELFARE AND BENEFITS
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Incentives and Awards - The NAPOLCOM
shall publicize standards on incentives andaward system in the PNP administered by the
Board of Incentives and Awards.
Salary (Status of members of PNP) - The
uniformed members of the PNP are considered
EMPLOYEES OF THE NATIONAL
GOVERNMENTand draw their salaries there
from. They have the SAME SALARY GRADETHAT OF A PUBLIC SCHOOL TEACHER.
Longevity Pay and Allowances- PNP
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personnel are entitled to a longevity pay of
10%of their BASIC MONTHLY SALARIESFOR EVERY FIVE YEARSof service.
However, the totality of such longevity pays
DOES NOT EXCEED 50% OF THE BASIC
PAY. They shall also enjoy the following
allowances: Subsistence allowance, Quarters
allowance, Clothing allowance, Cost of living
allowance, Hazard pay and others. Sec. 71,R.A. 6975
The total earnings of a police officer consist ofthe following:
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Base pay;
Longevity pay;Personnel Economic Relief Allowance
(PERA);
Incentive pay;Hazard pay;
Subsistence allowance;
Quarter allowance;
Additional compensation;
Clothing allowance; and
Laundry allowance.
Permanent Physical Disability
PNP uniformed personnel who are permanently and
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PNP uniformed personnel who are permanently and
totally disabled as a result of injuries suffered or
sickness contracted in the performance of his dutyshall be entitled to ONE YEARSSALARY and to a
LIFETIME PENSION equivalent to EIGHTY
PERCENT(80%)of his last salary, in addition to other
benefits.Should such PNP personnel die within FIVE (5)
YEARS from his retirement due to physical disability,
his legal spouse or legitimate children shall be entitled
to receive the pension for the remainder of the five
year-period. (Sec. 35, R.A. 8551)
Missing in Action
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g
any PNP personnel who, while in the
performance of duty or by reason of his beingan officer or member of the PNP, is officially
confirmed missing in action, kidnapped or
captured by lawless elementsshall be entitledto receive or to have credited to his account
the same pay and allowances to which such
officer or uniformed member was entitled at the
time of the incident.
Payment of Salary and allowances to Heirs
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of Uniformed Personnel of PNP- the Chief of
the PNP, shall direct payment of the absentuniformed personnel's monthly salary and
allowances and other emoluments pertinent
thereto his/her heirs for their support for a
maximum period o f one (1) year from the
date of commencement of absent or when last
heard from as those kidnapped or captured by
lawless elements.
After One Year the missing uniformed
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After One Year the missing uniformed
personnel shall be automatically terminated. In
the event said personnel shall thereafter befound to have been alive and is not entitled to
the benefits paid, said benefits shall be
reimbursed to the State within six (6)months from the discovery of the fact or his
reappearance.
RETIREMENT PROGRAM
Retirement is the separation of the police
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Retirement is the separation of the police
personnel from the service by reason of
reaching the age of retirement provided by law,
or upon completion of certain number of years
in active service
PNP uniformed personnel shall retire to thenext higher rank for purposes of retirement
pay.
Active Service shall refer to servicesrendered as an officer and non-officer, cadet,
trainee or draftee in the PNP
TYPES OF RETIREMENT IN THE PNP
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Compulsory retirement separation fromthe PNP upon reaching the age of fifty-six (56),
the compulsory age of retirement.
Optional Retirement - separation from the
PNP upon accumulation of at least twenty (20)
years of satisfactory active service.
Retirement Benefits -Monthly retirement pay
shall be FIFTY PERCENT (50%) of the base
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shall be FIFTY PERCENT (50%) of the base
pay in case of twenty years of active service,
increasing by TWO AND ONE-HALF
PERCENT (2.5%) for every year of active
service rendered beyond 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 ORHER RETIREMENT PAY FOR THE FIRST
FIVE (5) YEARS.
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POLICE RECORDS
MANAGEMENT
A. RECORDS
an oral or written evidence that has been
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an oral or written evidence that has been
gathered or collected for decision making
includes letters, contracts, books, photos,
drawings, maps, motion picture film, microfilm,
sound recording, videos, and other documents
or recording of any physical formanything that contains information of whatever
form or kind that would prove the existence of
something that was said or done
B. RECORDS MANAGEMENT
f ti f d i i t ti t
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function of administrative management
concerned with the creation, protection,retention, retrieval, preservation and disposal of
records and records informationrequired for
the continuance of operations at cost consistent
with the services involved
involves the different phases of the records
cycle
C. RECORD CYCLEthe life span of a record, from the time it was
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created up to the time it was disposed or
destructed; also called the birth-to-deathcycle
D. RECORDS CENTER/DIVISION
a facility or section specially designed andconstructed for the efficient storage and
security of records
E. RECORDS CUSTODIAN
a qualified officer who has the responsibilityand control of all the records of the
organization
F. FILE- folder containing records that are
related to each other
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related to each other
G. FILING SYSTEMthe manner of
organizing recordsdesigned to make retrieval
for future use easy and convenient for the
users
H. RETENTION PERIODspecific period oftime established and approved by competent
authority to store records, after which said
records are deemed ready for permanentstorage or destruction
CLASSIFICATION OF RECORDS
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A. According to Period of Retention:
Permanent Record to be kept for not lessthan ten (10) years
Semi-Permanent to be kept for five (5)
years
Temporary no specified period but usually
less than (5) years.
B. According to Importance or Essentiality:
Vital Records are records that are
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Vital Records are records that are
irreplaceable, but can be reproduced.
Important Records records that can be
reproduced after considerable delay.
Useful Records records that would cause
inconvenience if lost but could be readilyreplaced.
Non-essential Records records that are
previously determined by retention schedule tobe illegible for destruction.
C. According to Phases of its Life Cycle
C t Ph (C t A ti R d )
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Current Phase (Current or Active Records) -
records that are regularly used andmaintained.
Semi-current Phase (Semi-current Records)
- records that are still used but only
infrequently.
Non-current Phase (Non-current or Inactive
Records) - records that are no longer used.
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TYPES OF POLICE
RECORDS
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A CASE RECORDS
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A. CASE RECORDS
the heart of any police records systemthe basis of analysis of offenses and the
methods by which they are committed
CATEGORIES OF CASE RECORDS
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COMPLAINT/ASSIGNMENT SHEET
reflects all information regarding complaints andreports received by the police from citizens or actions
initiated by the police
the foundation record of the police department
two copies must be prepared for every complaintthere shall be a consecutive series of complaint
number
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TYPES OF INVESTIGATION RECORDS
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Initial or Advance Report is an advance
information on a new or fresh case. It is written andsubmitted immediately after having conducted the
initial investigation of the case.
Progress or Follow-up Report it is the result of
the follow-up investigation of a new or fresh case. It iswritten and submitted every time or whenever any
development or progress is accomplished in the
follow-up investigation.
Final or Closing Report is a complete written
narration of facts based on an exhausted
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narration of facts based on an exhausted
investigation of the case. It is the result of evaluated,
summation, analysis of all facts and circumstances ofthe case. This is written and submitted whenever the
case is solved and closed. A case is solved and
closed when the offender was arrested; evidence
against him was completely gathered to warrant
prosecution and witness located to testify in the trial.
Technical Report a report on the laboratory
examination of the physical evidence gathered inorder to supplement the findings of the investigator.
Accident Report an investigation report
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regarding an accident which includes
vehicular accident and damage to property.Wanted Persons Report a report on
persons who are wanted by the police.
Daily Record of Events a record neededto keep all members of the police force
informed concerning police operations,
assignments, and administrative functions.
CLOSED CASE AND CLEARED CASE
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Closed Casewhen the case is no longer
being investigated and is not assigned to anyinvestigator;can either be solved or unsolved
Cleared Casewhen one or more personshave already been arrested, charged with an
offense and turned over to the prosecutor or
court for prosecution
B. ARREST AND BOOKING RECORDS
required for all persons arrested
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q p
TYPES OF ARREST AND BOOKING RECORDS
ARREST REPORTshould be made out in full on each person arrested
should be prepared at the time a prisoner is booked
information regarding the arrested offender must be
recorded before he is locked in jail or released onbail
the arresting officer should prepare the report
shall be filed according to arrest number
shall contain the complaint numberand case
number
BOOKING REPORT
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the list of all prisoners in custodywhich contains
all information regarding status and dispositionthe booking sheet shall be filed alphabetically and
kept at the booking counterunder the supervision
of the booking officerafter the release of the prisoner, the booking
sheet is forwarded to the records division and shall
be filed according to arrest number
PRISONERS PROPERTY RECEIPT
the receipt issued to prisoners for their properties
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the receipt issued to prisoners for theirproperties
surrendered to the police upon arrest and detention
original shall be given to the prisonerthe properties must be sealed in a plastic or
envelope containing the name of the prisoner, the
property receipt number and the date
the booking officer is responsible for the custody of
the property until his release or transfer
IDENTIFICATION RECORDSrecords containing identification information
TYPES OF IDENTIFICATION RECORDS
CRIMINAL FINGERPRINT
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all persons arrested shall be fingerprinted and
identification number shall be issued to eacharrested person
same identification number shall be used for
the same personidentification numbers shall be issued
chronologically
Fingerprint Recordheart of anyident i f icat ion system.
CRIMINAL SPECIALTY FILE (MODUS
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(
OPERANDI FILE)
consists of photographic records and modusoperandi of known criminals
shall contain the description of the modus
operandi of criminals and criminal groups
D ADMINISTRATIVE RECORDS
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D. ADMINISTRATIVE RECORDS
recordspertaining to the personnel, as well asletters, memoranda, orders and others that are
related to the efficient administration of the
organization
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RECORD CYCLEA. CREATION- involves the preparation of the
d th d i
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record as the need arises
B. USE - the phase where the record serves itspurpose
C. CLASSIFICATION - assignment of the
classification of the record for filing purposes
D. STORAGEthe filing of the record according to its
classification
includes the proper labeling of the record andputting it in the place according to its classification
filing for temporary or short-term period only
E. RETRIEVAL - the taking out of a record from
storage for reference or other purposes
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storage for reference or other purposes
F. PURGING OR RETENTION - determination ofwhich documents should be retained or disposed
G. TRANSFER - moving of records from onestorage to another
H. ARCHIVAL STORAGE OR DISPOSITION
involves the transfer of records to the archives for
long-term storage; or
involves the disposal or destruction of records
FILING SYSTEM
1. Alphabetical all materials are filed in
di ti d It i th t id l d f f
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dictionary order. It is the most widely used form of
filing.2. Encyclopedic Order the subjects are
grouped into major headings, individual folders
are filed in alphabetical order behind each
heading.
3. Chronological Orderfolders are arranged by
sequential date order. It is useful for records that
are created and monitored on a daily basis.4. Geographical files are arranged
alphabetically by geographical name of the place.
5. Numerical assigning of numerical value
or number into a specific file which can be
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managed through the following system: a.
Serial Number b. Digit Filing6. Centralized Filing places all record
series in one central locationin an office. Most
useful when the majority of individuals withinan office require access to majority of files
7. Decentralized Filingit physically locates
record series in different places within an
office. Most useful when only one individual
requires access to a specific record series.
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RECORDS CREATION - refers to the act of
exchanging written ideas between two (2)
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exchanging written ideas between two (2)
sources. At this point, the life of the recordbegins. However, due to the fast pace at
which the records of PNP personnel are
created, and the cost involved in maintainingthem, a control system is necessary.
THE PNP PERSONNEL FILE (PPF)
The PNP Personnel File which is also known as 201
Fil i f ld t i i t f l d
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File is a folder containing a set of personal records
and information pertaining to an individual member ofthe PNP, which serves as basis in availing of service
record, leave record, PNP ID, legal beneficiaries,
authentication of photocopies, etc.
The color of the folder for the PPFs shall be asfollows:
a)Red, for Police Commissioned Officers (PCO);
b)Blue, for Police Non-Commissioned Officers
(PNCO)c)Green, for Non-Uniformed Personnel (NUP)
RECORDS MAINTENANCE - refers to the activities involving
proper handling of records, arranging them into usable filing
sequence using the most efficient type of filing equipment
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sequence, using the most efficient type of filing equipment.
RECORDS DISPOSITION it is the systematic transfer on
non-current records from an office to any records storage area,
the identification and preservation of permanent records and
the outright destruction of valueless records.
No PNP personnel or units/offices shall dispose of, destroy or
authorize the disposal or destruction of records or PPFs whichare in the custody or under its control except with the prior
written authority of the Executive Director, National Archives of
the Philippines (Section 18, R.A. 9470).
Any PNP personnel who, willfully or negligently, damages apolice record or disposes of or destroys a police record shall be
deemed to have committed an offense.
RECORDS SECURITY AND
PROTECTION refers to the preventive
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PROTECTION - refers to the preventive
and protective measures and actionsundertaken in order to safeguard
records/documents in all government
agencies from unauthorized andindiscriminate disclosure, damage,
destruction and loss, whether records are
filed in current of non-current storagearea.
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RECORDS PROTECTION LEVEL
Vitalor topprotection priority,consists of
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p p p y
all essential records considered as mission
critical and irreplaceable.
Important or second protection priority,
consists of all documents still considered as
essential but could be replaced or recreated.Useful or lowest protection priority,
consists of all other documents considered to
be non-essential to normal operations butinconvenient when lost.
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