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BICOL COLLEGE College of Criminology

SUBJECT-1 LAW ENFORCEMENT A MINISTRATION !OLICE !ERSONNEL AN RECOR S MANAGEMENT

PERSONNEL MANAGEMENT
T"e Are# of $%m#n Re&o%r'e M#n#gemen( Efficient management of human resources in any organization can spell the difference success and failure to attain its o "ecti#es or goals$ et!een its

The need for a more efficient management of human resources is #ery demanding today$ %n it is the success of e#ery organization for it to o#ercome the demands in human response rought a out y the follo!ing factors& stiffer competition in usiness' rapid changes in technological( competiti#e( and economic en#ironments' the e)pletion of technical and managerial *no!ledge' spiraling !age and enefits costs' increasingly comple) go#ernment inter#ention in running the usiness through la!s and regulations' the gro!ing strength of la or unions and the felt need in many usinesses to find etter !ays to manage rapidly changing tas*s in#ol#ing the coordination of many di#erse specializations$ The human resource management approaches that e)ecuti#e use differs ecause of e)ternal and internal en#ironment an organization has to contend !ith$ T!o e)tremes approaches to human resource management e)ecuti#e employ are& e)ploitation( manipulation or ta*ing ad#antage of employees in order to ma)imize return on in#estment in people' and pro#iding the highest form of enefit a company can offer its employees$ %n the latter approach( the organization uses a systematic( organized approach to guarantee opportunities for the full use of the talents and potentials of its personnel$ %t offers the employees an opportunity to achie#e appropriate return on his or her in#estment of time and effort through greater economic and personal re!ards$ The organization enefit since it is a le to achie#e its production( sales and profit goals$ All managerial employees of an organization are in#ol#ed in managing personnel$ +uman resource management is a line management responsi ility$ Efficient management of employees is the tas* of all managers e#en if this is not their primary duty( function( or responsi ility$

F%n'(ion %n)er !er&onnel M#n#gemen(

Operati#e ,unctions of Police Personnel The primary function of Personnel -epartment is commonly Personnel Operati#e ,unctions$ These are the follo!ing& .$ Police Personnel planning / is a study of the la or supply of "o s( !hich are composed !ith the demands for employees in an organization to determine future personnel re0uirements( !hich either increase or decrease$ %f there is an e)pected shortage of personnel the organization may decide to train and de#elop present employees and1or recruit from outside sources$ 2$ Police Recruitment 3 is the process of encouraging police applicant from outside an organization to see* employment in an organization$ The process of recruitment consists of de#eloping a recruitment plan( recruitment strategy formulation "o applicants search( screening of 0ualified applicants( and maintaining a !aiting list of 0ualified applicants$ 4$ Police Selections 5screening6 3 is the process of determining the most 0ualified police applicant for a gi#en position in the police organization$ 7$ Police Placement3 is the process of ma*ing police officers ad"usted and *no!ledgea le in a ne! "o and or !or*ing en#ironment$ 8$ Police Training and -e#elopment / refers to any method used to impro#e the attitude( *no!ledge( and s*ill or eha#ior pattern of an employee for ade0uate performance of a gi#en "o $ %t is a day3to3day( year

Page 2 of 19 round tas*$ All police officers on a ne! position undergo a learning process gi#en a formal training or not$ Learning is made easier for officers !hen the organization pro#ides formal training and de#elopment$ %t reduces unnecessary !aste of time( materials( man hours and e0uipment$ 9$ Police Appraisal or Performance Rating 3 performance rating is the e#aluation of the traits( eha#ior and effecti#eness of a police officer on the "o as determined y !or* standards$ %t is "udgmental if it is made a tool in decision3 ma*ing for promotion( transfer( pay increase( termination or disciplinary actions against police officers$ %t is de#elopmental in purpose !hen the e#aluation is used to facilitate officer:s impro#ement in performance or used to impro#e recruitment( selection( training and de#elopment of personnel$ ;$ Police <ompensation 3 ,inancial compensation in the form of !ages of salaries constitutes the largest single e)penditure for most organizations$ %n Metropolitan Manila and other ur an centers( !ages of salaries represent the sole source to meet the asic needs of food( clothing and shelter and it also pro#ide the means to attain that standard of li#ing and economic security that #ary in degrees upon a person:s e)pectations$

!OLICE !ERSONNEL !ROGRAM

=O> -ES<R%PT%ON After a "o is analyzed( the facts a out it are gathered( summed up( and recorded in the "o description and "o specifications$ A "o description may e defined an a stract of information deri#ed from the "o analysis report( descri ing the duties performed( the s*ills( the training( and e)perienced re0uired( the responsi ilities in#ol#ed( the condition under !hich the "o is done( and the relation of the "o to the other "o ( in the organization$ Therefore( a "o description contains detailed and accurate descriptions of the follo!ing& .$ Ma"or duties performed$ 2$ Percentage of time de#oted to each duty$ 4$ Performance standards$ 7$ ?or*ing conditions including possi le hazards$ 8$ Num er of persons !or*ing on the same "o $ 9$ Reporting relationships ;$ Machines and e0uipment used$ @$ Ma"or responsi ilities 5money( men( etc$6 T"e &(%)y of #ny *o+ i& 'on&i&(& of fo%r ,#r(&.$ The description of the functions& duties performed and responsi ilities in#ol#ed( and the relation of the "o !ith other "o s in the company$ This is *no!n as "o description$ 2$ The specification of the minimum personal 0ualifications in terms of trait( s*ill( *no!ledge and a ility re0uired of a !or*er to perform the "o satisfactorily$ This is *no!n as "o specification$ 4$ After !riting the "o description and "o concerned for #erification and confirmation$ 7$ The identification of the "o "o $ specification( the draft must e su mitted to the super#isor

y its correct title$ The title must e reflecti#e for the functions of duties of the

A'.%iring Com,e(en( #n) /%#lifie) !er&onnel T"e Re'r%i(men( of !oli'e !er&onnel The first step in the recruiting procedure( and the one !hich should recei#e greatest emphasis( is that of attracting !ell30ualified applicants$ The est selection de#ices a#aila le are of little #alue if the recruiting effort has failed to attract candidates of high cali er$ ?idespread pu licity directed at the particular element of the population !hich it is hoped !ill he attracted to the e)amination is the est method of see*ing outstanding applicants$ +o!e#er( in order to point pu licity and to direct it into the most effecti#e channels( it is necessary

Page 3 of 19 to *no! that type of employment( it is necessary to analyze the duties and responsi ility of the class of positions for !hich applicants are eing sought in order to determine !hat 0ualifications are needed$ ABAL%,%<AT%ON APPRA%SAL GB%-E The follo!ing is a 0ualifications appraisal guide for patrolmen candidates( !herein the applicant is rated either 5.6 clearly unsuited( 526 deficient( 546 satisfactory( 576 superior( 586 outstanding$ .$ A,,e#r#n'e0 M#nner #n) Be#ring 2$ A+ili(y (o ,re&en( i)e#& 4$ S,e'i#l A)#,(#+ili(y 7$ J%)gmen( 8$ Aler(ne&& 9$ Emo(ion#l S(#+ili(y ;$ Re&,ir#(ion @$ Cir'%l#(ion C$ 1i)ney& ME-%<AL STAN-AR-S ,OR POL%<E <AN-%-ATES The follo!ing is a chec* list of medical standards for e)amination of police candidates& .$ Gener#l A,,e#r#n'e The applicant must e free from any mar*ed deformity( from all parasite or systematic s*in disease( and from e#idence of intemperance in the use of stimulants or drugs$ The ody must e !el.3proportioned( of good muscular de#elopment( and sho! careful attention to personal cleanliness$ O esity( muscular !ea*ness or poor physi0ue must e re"ected$ Girth of a domen should not more than the measurement of chest at rest 2$ No&e0 Mo%(" #n) Tee(" O struction to free reathing chronic cataract or #ery offensi#e reath must e re"ected$ The mouth must e free from deformities in conditions that interfere !ith distinct speech or that predisposes to disease of the ear( nose or throat$ There shall e no disease or hypertrophy of tonsil or thyroid enlargement$ Teeth must e clean( !ell3cared for and free from multiple ca#ities$ Missing teeth may e supplied y cro!n or ridge!or*( !here site of teeth ma*es this impossi le( ru er denture !ill e accepted$ At least t!enty natural teeth must e present$ Pyorrhea !ill e re"ected$ 4$ $erni# %n any form( actual or potential must e re"ected$ 7$ Geni(#l& Must e free from deformities and from #aricose( hydrocele( and enlargement of the testicle( stricture or incontinence of urine$ Retained or strophy is re"ected$ Any acute and all #enereal diseases of these organs must e re"ected$ 8$ 2#ri'o&e 2ein& A mar*ed tendency to their formation must e re"ected$ 9$ Arm&0 Leg&0 $#n)& #n) Foo( Must e free from infection of the "oints( sprains( stiffness or other conditions( such as flat foot( ingro!ing nails or hammer toes !hich !ould pre#ent the proper and easy performance of duty$ ,irst 5inde)6 second 5middle6( and third 5ring6 fingers and thum must e present in their entirely$ The toe must e the sane

Page 4 of 19 ;$ Eye& The applicant must e free from color lindness( and e a le to read !ith each eye separately standard test type at a distance of t!enty feet$ Loss of either eye( chronic inflammation of the lids or permanent a normalities of either eye must e re"ected( 2D12D or 2D14D in one eye( !ith inocular #ision of 2D14D$ T+E SELE<T%ON O, POL%<E PERSONNEL The purpose of the selection process is to secure these candidates !ho ha#e the highest potential for de#eloping into good policemen$ The process in#ol#es t!o asic functions$ The first function is to measure each candidate:s 0ualifications against !hose ideal 0ualifications !hich are esta lished chiefly through "o analysis$ The second function( ecause of the comparati#e nature of the merit system( is to ran* the candidates relati#ely on the asis of their 0ualifications$ T+E S<REEN%NG PRO<ESS The selection process is largely one of screening$ Normally in the selection of entrance le#el policemen( the follo!ing steps are made& .$ A,,li'#(ion All candidates !ho do not meet the should e dis0ualified$ 2$ Finger,rin( C"e'3 <andidates are chec*ed for past criminal records or say derogatory information as file !ith the go#ernment$ 4$ Wri((en E4#min#(ion Applicants are tested !hether they ha#e the re0uire minimum attitudes( *no!ledge( and a ilities necessary for the proper performance of their duties as police officers$ 7$ !"y&i'#l A+ili(y Te&( -esign to eliminate those !ho at the time of the test do not ha#e the re0uired coordination( strength and speed of mo#ements$ 8$ !er&on#l In(er5ie6 To determine !hether or not the candidates pattern of personality traits is suita le for police !or*$ 9$ Me)i'#l E4#min#(ion To determine !hether or not the candidate is in good health and is free from defects this !ould disa le or reduce his police efficiency and meets the standard distance and color #ision$ ;$ Ne%ro-!&y'"i#(ri' Te&( To e)clude those applicants !ho are emotionally and temperamentally unsta le( psychotic and suffering from mental disorder$ @$ C"#r#'(er In5e&(ig#(ion To determine the candidates reputation and character in his neigh orhood and if his ha its and attitude !ould ma*e him a good prospect for the police "o $ %MPORTAN<E O, %NTELLE<TBAL( EMOT%ONAL AN- ET+%<AL ABAL%T%ES The need for more than a#erage intelligence in police ser#ice from the necessity of dealing !ith e)tremely comple) situation and of matching !ith malefactors( some !hom are e)tremely intelligent though fre0uently other!ise deficient$ The need for high ethical standards springs from the nature of police !or*' it in#ol#es dealing !ith many persons !ho are ethically deficient$ %t also fre0uently presents unusual( opportunities and temptation that re0uire more than a#erage moral stamina to !ithstand$ The need for emotional sta ility arises from the gra#e nature of the responsi ilities that are imposed on policeman and the authority that is theirs$ The need for a suita le personality gro!s from the fact that the principal duties of policemen in#ol#es dealing !ith other persons getting them to conform to regulations and to do !hat the policeman !ant !ith minimum friction and resentment$ asic height( !eight( education( and citizenship re0uirements

Page 5 of 19 So long as policemen indulge in the petty graft or a handout' so long as they are una le to control their o!n emotions' so long as they arouse resentment in the persons !ith !hom they deal'' and so long as the le#el of intelligence in many is elo! a#erage' professionalization of police ser#ice and the de#elopment of pu lic respect and friendliness !ill e unli*ely$ On Sele'(ion !ro'e)%re& The purpose of the selection process is to secure these candidates !ho ha#e the highest potential for de#eloping into good policemen$ The process in#ol#es t!o asic functions$ The first function is to measure each candidate:s 0ualifications against !hose ideal 0ualification that are esta lished chiefly through "o analysis$ The second function( ecause of the comparati#e nature of the merit system( is to ran* the candidates relati#ely on the asis of their 0ualifications$ T"e S'reening !ro'e)%re& Preliminary %nter#ie! 3 the applicant shall e inter#ie!ed personally y the personnel officer$ %f the applicant 0ualifies !ith respect to the re0uirements of citizenship( education and age( he shall e re0uired to present the follo!ing& ELetter of application if none has een su mitted EAn information sheet EA copy of his picture 5passport size6 E>irth <ertificate ETranscript of scholastic records andF or diploma E,ingerprint card( properly accomplished$ E<learance papers from the local police department PNP pro#incial head0uarters( city or municipal court and city or pro#incial prosecutor:s office and his hometo!n police department( N>%( and others that may e re0uired$ Physical and Medical E)amination 3 in order to determine !hether or not the applicant is in good health( free from any contagious diseases and physically fit for police ser#ice( he shall undergo a thorough physical and medical e)amination to e conducted y the police health officer after he 0ualifies in the preliminary inter#ie!$ Physical Agility Test 3 the Screening <ommittee shall re0uire the applicant to undergo a physical agility test designed to determine !hether or not he possess the re0uired coordination strength( and speed of mo#ement necessary for police ser#ice$ The applicant shall pass the tests li*e Pull3ups39 Push3ups32;( T!o minutes sit3ups3 78( S0uat "umps342( S0uat thrusts32D The Police Screening <ommittee may prescri e additional re0uirements if facilities are a#aila le$ !OLICE A!!OINTMENT Any applicant !ho meets the general 0ualifications for appointment to police ser#ice and !ho passes the tests re0uired in the screening procedures( shall e recommended for initial appointment and shall e classified as follo!s& Temporary / if the applicant passes through the !ai#er program as pro#ided in under R$A @88.$ Pro ationary / if the applicant passes through the regular screening procedures$ Permanent / if the applicant a le to finish the re0uired field training program for permanency$ Appointment in the PNP shall e affected in the follo!ing manner& A$ PO. to SPO7/ appointed y the PNP Regional -irector for regional personnel or y the <hief of the PNP for National +ead Auarter:s personnel and attested y the <i#il Ser#ice <ommission 5<S<6 >$ %nspector to Superintendent / appointed y the <hief PNP as recommended y their immediate superiors and attested y the <i#il Ser#ice <ommission 5<S<6$ <$ Sr$Supt to -ep$ -ir$ Gen$ / Appointed y the President upon the recommendation of the <hief PNP !ith the endorsement of the <i#il Ser#ice <ommission 5<S<6 and !ith confirmation y the <ommission on Appointment 5<A6$ -$$-irector General / appointed y the President from among the most senior officers do!n to the ran* of <hief Superintendent in the ser#ice su "ect to the confirmation of the <ommission on Appointment 5<A6$ Pro#ided( that the <1PNP shall ser#e a tour of duty not e)ceeding four 576 years$ Pro#ided further( that in times !ar or other national emergency declared y congress( the President may e)tend such tour of duty$

Page 6 of 19 W#i5er for A,,oin(men( ?ai#ers for initial appointment to the police ser#ice shall e go#erned y Section .8 of Repu lic Act @88.( %RR$ A,,oin(men( +y L#(er#l En(ry %n general( all original appointments of <ommissioned Officers 5<O6 in the PNP shall commenced !ith the ran* o inspector to include those !ith highly technical 0ualifications applying for the PNP technical ser#ices( such as dentist( optometrist( nurses( engineers( and graduates of forensic sciences$ -octors of Medicine( mem ers of the >ar and <haplains shall e appointed to the ran* of Senior %nspector in their particular technical ser#ices$ Graduates of the PNPA shall e automatically appointed to the initial ran* of %nspector$ Licensed <riminologist may e appointed to the ran* of %nspector to fill up any #acancy$

!OLICE SALARIES0 BENEFITS0 AN !RI2ILEGES

On S#l#ry The uniformed mem ers of the PNP are considered employees of the National Go#ernment and dra! their salaries there from$ They ha#e the same salary grade that of a pu lic school teacher$ Police Officers assigned in Metropolitan Manila( chartered cities( and first class municipalities may e paid !ith financial incenti#es y the local go#ernment unit concerned su "ect to the a#aila ility of funds$ On Benefi(& #n) !ri5ilege& .$ %ncenti#es and A!ards The NAPOL<OM shall promulgate standards on incenti#es and a!ard system in the PNP administered y the >oard of %ncenti#es and A!ards$ A!ards may e in the forms of decorations( ser#ice medals and citation adges r in monetary considerations$ T"e follo6ing #re e4#m,le& of #%("ori7e) e'or#(ion&8me)#l&8'i(#(ionEPolice Medal of Galor E Police Medal of Merit E?ounded Police Medal E Police Efficiency Medal E Police Ser#ice Medal E Police Bnit <itation >adge Posthumous A!ard / in case a police officer dies$ 9: $e#l(" #n) Welf#re The NAPOL<OM is mandated to pro#ide assistance in de#eloping health and !elfare programs for police personnel$ All heads of the PNP in their respecti#e le#els are responsi le to initiate proper steps to create a good atmosphere to a superior3 su ordinate relationship and impro#ement of personnel morale through appropriate !elfare programs$ ;: Longe5i(y !#y #n) Allo6#n'e& Bnder Repu lic Act 9C;8( PNP personnel are entitled to a longe#ity pay of .DH of their asic monthly salaries for e#ery fi#e years of ser#ice ut the totality of such longe#ity pay does not e)ceed 8DH of the asic pay$ They shall also en"oy the follo!ing allo!ances& ESu sistence allo!ance EAuarter:s allo!ance E <lothing allo!ance E <ost of li#ing allo!ance E +azard pay EOthers <: Re(iremen( Benefi(

Page 7 of 19 Monthly retirement pay shall e fifty percent 58DH6 of the ase pay and longe#ity pay of the retired grade in case of t!enty 52D6 years of acti#e ser#ice( increasing y t!o and one3half percent 52$8H6 for e#ery year of acti#e ser#ice rendered eyond t!enty 52D6 yeas to a ma)imum of ninety percent 5CDH6 for thirty3si) 5496 years of ser#ice and o#er& Pro#ided( That the uniformed mem er shall ha#e the option to recei#e in ad#ance and in lump sum his or her retirement pay for the first fi#e 586 years& Pro#ided( further( That payment of the retirement enefits in lump sum shall e made !ithin si) 596 months from effecti#ity date of retirement and1or completion& Pro#ided( finally( That retirement pay of PNP mem ers shall e su "ect to ad"ustments ased on the pre#ailing scale of ase pay of police personnel in the acti#e ser#ice$ 5Section 49( RA @88. / %RR6 =: !erm#nen( !"y&i'#l i&#+ili(y !#y

A PNP mem er !ho is permanently and totally disa led as a result of in"uries suffered or sic*ness contracted in the performance of duty as certified y the National Police <ommission( upon finding and certification y the appropriate medical officer( that the e)tent of the disa ility or sic*ness renders such mem er unfit or una le to further perform the duties of his or her position( shall e entitled to a gratuity e0ui#alent to one year salary and to a lifetime pension e0ui#alent to eighty percent 5@DH6 of his or her last salary( in addition to other enefits as pro#ided under e)isting la!s$ Should such mem er !ho has een retired under permanent total disa ility under this Section die !ithin fi#e 586 years from his retirement( his sur#i#ing legal spouse or( if there e none( the sur#i#ing dependent legitimate children shall e entitled to the pension for the remainder of the fi#e 586 year guaranteed period$ 5Section 4;( RA @88. / %RR6 >: E#rly Re(iremen( Benefi( A PNP mem er of his or her o!n re0uest and !ith the appro#al of the NAPOL<OM( retire from the ser#ice and e paid separation enefits corresponding to a position t!o ran*s higher than his present ran* pro#ided that the officer or non3officer has accumulated at least 2D years of ser#ice$

!OLICE ISCI!LINAR? MEC$ANISM

Aside from higher police management le#els that can impose disciplinary actions against su ordinates( the follo!ing also ser#es as disciplinary mechanisms in the police ser#ice A)mini&(r#(i5e i&'i,lin#ry !o6er& of ("e LCE 3 The <ity and Municipal Mayors shall ha#e the po!er to impose( after due notice and summary hearings( disciplinary penalties for minor offenses committed y mem ers of the PNP assigned to their respecti#e "urisdictions as pro#ided in Section 7. of Repu lic Act No$ 9C;8( as amended y Section 82 of Repu lic Act No$ @88.$ !LEB 3 the PLE> 5People:s La! Enforcement >oard6 is the central recei#ing entity for any citizen:s complaint against PNP mem ers$ As such( e#ery citizen:s complaint( regardless of the imposa le penalty for the offense alleged( shall e filed !ith the PLE> of the city or municipality !here the offense !as allegedly committed$ Bpon receipt and doc*eting of the complaint( the PLE> shall immediately determine !hether the offense alleged therein is gra#e( less gra#e or minor$ Should the PLE> find that the offense alleged is gra#e or less gra#e( the >oard shall assume "urisdiction to hear and decide the complaint y ser#ing summons upon the respondent !ithin three 546 days from receipt of the complaint$ %f the PLE> finds that the offense alleged is minor( it shall refer the complaint to the Mayor or <hief of Police( as the case may e( of the city or municipality !here the PNP mem er is assigned !ithin three 546 days upon the filing thereof$ %f the city or municipality !here the offense !as committed has no PLE>( the citizen:s complaint shall e filed !ith the regional or pro#incial office of the <ommission nearest the residence of the complainant$ A)mini&(r#(i5e Offen&e& ("#( m#y +e im,o&e) #g#in&( # !N! The follo!ing are the offense for !hich a mem er of the may e charge administrati#e& % Neglect of duty or non3feassance / is the omission of refusal( !ithout sufficient e)cuse( to perform an act or duty( !hich it !as the peace officer:s legal o ligation to perform' it implies a duty as !ell as it:s reach and the fast can ne#er e found in the a sence of a duty$$ E%rregularities in the performance of duty / %s the improper performance of some act !hich might la!fully done$

Page 8 of 19 EMisconduct or Malfeasance / %s the doing( either through ignorance( inattention or malice( of that !hich the officer had no legal right to do at all( as !here he acts !ithout any authority !hatsoe#er( or e)ceeds( ignores or a uses his po!ers$ E%ncompetency / is the manifest lac* of ade0uate a ility and fitness for the satisfactory performance of police duties$ This has reference to any physical( moral or intellectual 0uality the lac* of !hich su stantially incapacitates one to perform the duties of a peace officer$ EOppression / imports an act of cruelty( se#erity( unla!ful e)action( domination( or e)cessi#e use of authority$ The e)ercise of the unla!ful po!ers or other means( in depri#ing an indi#idual of his li erty or property against his !ill( is generally an act of oppression$ E-ishonesty / is the concealment or distortion of truth in a matter of fact rele#ant to one:s office( or connected !ith the performance of his duties$ E-isloyalty to the Go#ernment / consists of a andonment or renunciation of one:s loyalty to the Go#ernment of the Philippines( or ad#ocating the o#erthro! of the go#ernment$ EGiolation of La! / presupposes con#iction in court of any crime or offense penalized under the Re#ised Penal <ode or any special la! or ordinance$

=:9:=

e5elo,ing #n) Mo(i5#(ing !er&onnel

!OLICE TRAINING

The Need for Police Training Organized training is the means y !hich officers are pro#ided !ith the *no!ledge and the s*ills re0uired in the performance of their multiple( comple) duties$ %n order that the recruit officer may commence his career !ith a sound foundation of police *no!ledge and techni0ues( it is most important that the entrance le#el training he soundly concei#ed( carefully organized and !ell3presented$ E#en the most carefully selected and highly moti#ated indi#idual !ill not e capa le of performing the hazardous( complicated tas* of maintaining the peace and order of a community !ithout carefully prepared and !ell3presented training program$ Officers in a police department often ha#e to !or* indi#idually( e#en independently to accomplish the police mission$ Some phases of police !or* re0uire an e)tremely high degree of technical s*ill or specialized e)pertise$ Tr#ining #n) ("e C"#nge& in !oli'e Wor3& -uring the past decades tremendous changes in police !or* ha#e occurred$ Ad#ances in technology of communications and e0uipment( pu lic relations and employee relations as !ell as total e#olution in the !hole social structure ha#e made a la! enforcement !or* more comple) and difficult to pursue$ The ordinary officer must e riefed and oriented on ne! changes and de#elopments that affect his "o and the recruit must e gi#en a ne! solid foundation contemporary !ith the needs of the time$ Policemen do not stay trained$ %f they do not forget !hat they ha#e learned( it is continually made a solute y impro#ed technology and social changes( and re0uires fre0uent rene!al to *eep it current and useful$ S(#n)#r)& for !oli'e Tr#ining The ma"or portion of a training program should e functional$ This means that the controlling purpose of the program should e to ring a out impro#ement in the performance of the duties of Pa! enforcement officers$ ?hen a program is functional in character( it is directed to!ard& Pro#iding information in the performance of duty( or in meeting responsi ilities E-e#eloping a ility to perform duties E-e#eloping and maintaining high morale E-e#eloping a ility to thin* clearly and to e)ercise sound "udgment in the performance of duties EAll training program operated y la! enforcement agencies should limit their enrolment to la! enforcement officers$ ETraining courses should e set3up prescri ed units of instruction and arranged on a time schedule$ EPractical recruit training su se0uent to employment should e pro#ided$

Page 9 of 19 E%nstructors of police training should e 0ualified in at least fi#e particulars( as follo!s& EIno!ledgea le of the "o ased upon successful e)perience

ESufficient general education to meet instructional demands$ EA ility to apply !ell training methods in instructional !or*$ ESuch personal characteristics are as important for instructors$ EEmployment states la! enforcement officers or other satisfactory official status$ ?or*ing conditions affecting the training program should e sufficiently fa#ora le to ma*e it possi le to do a satisfactory "o $ Some of the more important conditions( !hich can e #aried !idely to meet local conditions( include& Time schedules& times of day( length of periods$ E,re0uency of class meeting$ E<lassroom facilities$ EE0uipment and supplies ERe0uirements concerning attendance

!"#&e& of !oli'e Tr#ining

E%nduction training of recruits !ho ha#e een selected on the asis of intelligence and aptitude for police !or*$ E<ontamination training of recruits throughout their pro ationary period to increase their *no!ledge and s*ill$ ERefresher and ad#anced training of e)perienced police officers( including presentation of ne! methods in such aspects as traffic control( "u#enile delin0uency( or in#estigation$ E Training of command officers in super#ision( departmental o "ecti#es( and administration$ !re-#n)-,o&( em,loymen( %ni5er&i(y (r#ining: Responsi ility of Training The training of police officers shall e the responsi ility of the PNP in coordination !ith the Philippine Pu lic Safety <ollege 5PPS<6 !hich shall e the premier educational institution for the training of human resources in the field of la! enforcement 5PNP( >,P( >=MP6( su "ect to the super#ision of the NAPOL<OM$ Ty,e& of !oli'e Tr#ining !rogr#m& The follo!ing are the training programs in the police ser#ice& E>asic Recruit Training E ,ield Training E %n3Ser#ice Training programs E -epartment %n3ser#ice training programs E National and %nternational <on#entions on Policing T"e B#&i' Re'r%i( Tr#ining @ the most asic of all police training !hich a prere0uisite to permanency of appointment is$ The >asic Recruit Training shall e in accordance !ith the programs of instructions prescri ed y the PPS< and the NAPOL<OM su "ect to modifications to suit local conditions$ %t shall e a course( !hich is conducted !ith in not less than si) 596 months$ A training !ee* shall normally consist of 7D hours of scheduled instructions$ F%ll (ime #((en)#n'e in ("e B#&i' Re'r%i( Tr#ining / Attendance to this type of training is full time asis$ +o!e#er( in cases of emergency( recruits may e re0uired to render ser#ice upon certification of the Regional -irector or the <ity or Municipal <hief of Police the necessity of such ser#ice$ Com,le(ion #n) Cer(ifi'#(ion of Tr#ining / after the >asic Recruit Training( the Regional -irector shall certify that the police recruits has completed the training and has satisfied all the re0uirements for police ser#ice$

Page 10 of 19 T"e !N! Fiel) Tr#ining / is the process y !hich an indi#idual police officer !ho is recruited into the ser#ice recei#es formal instruction on the "o for special and defined purposes and performs actual "o functions !ith periodic appraisal on his performance and progress$ Bnder R$A @88.( all uniformed mem ers of the PNP shall undergo a field training program in#ol#ing actual e)perience and assignment in patrol( traffic and in#estigation as a re0uirement for permanency of their appointment$ The program shall e for t!el#e 5.26 Months inclusi#e of the >asic Recruit Training <ourse for non3officers and the Officer Orientation <ourse or Officer >asic <ourse for officers$ 5Section 2D( RA @88. / %RR6 T"e In-Ser5i'e Tr#ining !rogr#m& E =unior Leadership Training / for PD. to PD4 E Senior Leadership Training / for SPO% to SPO7 EPolice >asic <ourse 5P><6 / preparatory for O>< / for senior police officers E Officers >asic <ourse 5O><6 / for %nspectors to <hief %nspectors Officers Ad#ance <ourse 5AA<6 / for <hief %nspectors to Sn Superintendent E Officer Senior Education <ourse 5OSE<6 / Superintendent and a o#e E-irectorial Staff <ourse 5-S<6 / for directors and a o#e$ The -epartmental Training Programs / as often as practica le and as the need arises( all mem ers of the police department shall undergo appropriate department in3ser#ice training !hich includes the follo!ing& .$ Roll3<all Training / instructional courses of se#eral hours a day concerning departmental acti#ities$ 2$ Super#isory de#elopment( Specialized or Technical Training / Seminars or special sessions on criminal in#estigation( traffic control( drug control( etc$ 4$ Training conducted y other la! enforcement units or agencies$ POL%<E APPRA%SAL Appraisal refers to the process of measuring the performance of people in achie#ing goals and o "ecti#es$ %t is also *no!n as Jperformance e#aluation systemK$ Purposes of Police Appraisal .$ %t ser#es as guide for promotion( salary increase( retirement( and disciplinary actions$ 2$ %t increases producti#ity and efficiency of police !or*s$ 4$ %t assimilate super#ision 7$ %t informs the officer of the 0uality of his !or* for impro#ements U&e& of !oli'e A,,r#i&#l Police appraisal can e useful for personal decisions ma*ing in the follo!ing areas& E Eligi ility to e hired E Salary ad"ustments E -etermining potential for promotion E E#aluation of pro ationary officers E %dentification of training needs E %solating super#isory !ea*nesses E Galidating selection techni0ues E Reduction in ran*s 5demotion6 E -ismissal from ser#ice and other disciplinary actions$ F#'(or& %&e) in !oli'e A,,r#i&#l EO ser#ation of !or* hours E Attendance E Appearance E <ompliance !ith rules E Safety practices E Pu lic <ontacts and relations E Ino!ledge of !or* E ?or* "udgment E Planning and organizing E Leadership E Auality of !or* E Acceptance and directions of responsi ility E Effecti#eness under stress

Page 11 of 19 E <are and operations of e0uipment E ?or* coordination E %nitiati#e E Super#isory s*ills E others !N! A,,r#i&#l Sy&(em The Performance E#aluation in the police ser#ice is the responsi ility of the NAPOL<OM( !hich shall issue the necessary rules and regulation for the orderly administration of the appraisal process$ Such performance e#aluation shall e administered in such a manner as to foster the impro#ement of e#ery indi#idual police efficiency and eha#ioral discipline as !ell as the promotion of the organization:s effecti#eness$ The rating system shall e ased on the standards set y the National Police <ommission and shall consider results of annual physical( psychological and neuropsychiatric e)aminations$ W"#( #re ("e r%le& on re(iremen( +enefi(& in ("e !N!A Monthly retirement pay shall e fifty percent 58DH6 of the ase pay and longe#ity pay of the retired grade in case of t!enty 52D6 years of acti#e ser#ice( increasing y t!o and one3half percent 52$8H6 for e#ery year of acti#e ser#ice rendered eyond t!enty 52D6 yeas to a ma)imum of ninety percent 5CDH6 for thirty3si) 5496 years of ser#ice and o#er& Pro#ided( That the uniformed mem er shall ha#e the option to recei#e in ad#ance and in lump sum his or her retirement pay for the first fi#e 586 years& Pro#ided( further( That payment of the retirement enefits in lump sum shall e made !ithin si) 596 months from effecti#ity date of retirement and1or completion& Pro#ided( finally( That retirement pay of PNP mem ers shall e su "ect to ad"ustments ased on the pre#ailing scale of ase pay of police personnel in the acti#e ser#ice$ 5Section 49( RA @88. / %RR6 =:9:B:; e#(" =:9:B:< i&'i,lin#ry A'(ion C i&mi&&#lD ?hat is >reach of %nternal -isciplineL >reach of internal discipline refers to any offense committed y a mem er of the PNP affecting order and discipline !ithin the police organization$ 5Section 88( RA @88.3 %RR6 An e)ample of this is a minor offense !hich shall refer to any act or omission not in#ol#ing moral turpitude( ut affecting the internal discipline of the PNP( and shall include( ut shall not e limited to& .$ Simple misconduct or negligence' 2$ %nsu ordination' 4$ ,re0uent a sences and tardiness' 7$ +a itual drun*enness' and 8$ Gam ling prohi ited y la! W"#( i& ("e r%le in )e#ling 6i(" +re#'" of in(ern#l )i&'i,lineA %n dealing !ith reach of internal discipline( including minor offenses( committed y any mem er( the duly designated super#isor or e0ui#alent officer of the PNP shall after due notice and summary hearing( e)ercise disciplinary po!ers as follo!s& a$ <hief of Police or e0ui#alent super#isor may summarily impose the administrati#e penalty of admonition or reprimand( restriction to specified limits( !ithholding of pri#ileges( forfeiture of salary or suspension( or any com ination of the foregoing& Pro#ided( that in all cases( the total period shall not e)ceed fifteen 5.86 days$ The super#isor e0ui#alent to a <hief of Police is the officer3in3charge of the police station( the district commander of the PNP Mo ile ,orce( or any other officer classified as such y the <ommission' $ Pro#incial -irector or e0ui#alent super#isor may summarily impose the administrati#e penalty of admonition or reprimand( restricti#e custody( !ithholding of pri#ileges( forfeiture of salary or suspension( or any com ination of the foregoing& Pro#ided( That( in all cases( the total period shall not e)ceed thirty 54D6 days$

Page 12 of 19 The super#isor e0ui#alent to a PNP Pro#incial -irector is the +ead of the Regional Mo ile ,orce( the +ead of the Regional Bnit of Administrati#e and Operational National Support Bnits( the -irector of a Police -istrict Office( or any other officer classified as such y the <ommission' c$ Police regional director or e0uipment super#isor shall ha#e the po!er to impose upon any mem er the administrati#e penalty of dismissal from the ser#ice$ +e may also impose the penalty of admonition or reprimand( restricti#e custody( !ithholding of pri#ileges( suspension or forfeiture of salary( demotion( or any com ination of the foregoing& Pro#ided( That( in all cases( the total period shall not e)ceed si)ty 59D6 days$ The super#isor e0ui#alent to a PNP Regional -irector is the -irector of a PNP administrati#e or operational support unit or any other officer classified as such y the <ommission' and -$The <hief of the PNP shall ha#e the po!er to impose the administrati#e penalty of dismissal from the ser#ice( suspension or forfeiture of salary( or any com ination thereof for a period not e)ceeding one hundred eighty 5.@D6 days& Pro#ided( That the <hief of the PNP shall ha#e the authority to place a PNP mem er under restricti#e custody during the pendency of an administrati#e case for a gra#e offense or a criminal case for a serious offense filed against said mem er$ 5Section 88( RA @88. / %RR6 W"o &"#ll "#5e S%mm#ry i&mi&&#l !o6er& #g#in&( !N! mem+er&A The National Police <ommission( the <hief of the PNP and PNP Regional -irectors( after due notice and summary hearings( may immediately remo#e or dismiss any respondent PNP mem er in any of the follo!ing cases& a$ ?hen the charge is serious and the e#idence of guilt is strong' $ ?hen the respondent is a recidi#ist or has een repeatedly charged and there are reasona le grounds to elie#e that he or she is guilty of the charges' and c$ ?hen the respondent is guilty of a serious offense in#ol#ing conduct un ecoming of a police officer$ The PLE> has also dismissal po!er against PNP mem ers !hose are charged for administrati#e case1s under its "urisdiction$

W"#( i& AWOLA I& i( # gro%n) for &%mm#ry )i&mi&&#lA A?OL means A sence !ithout Official Lea#e 5A?OL6 and it refers to the status of any PNP mem er !ho a sents himself or herself from !or* !ithout appro#ed lea#e of a sence and encompasses ut is not limited to the follo!ing& a$ A sence from place of !or* or assignment !ithout appro#ed #acation lea#e' $ ,ailure to report for duty after the e)piration of appro#ed lea#e of a sence' c$ ,ailure to gi#e notice to his her or her immediate superior officer the fact of his or her ina ility to report for !or* on account of sic*ness or in"ury' d$ ,ailure to file appropriate application for sic* lea#e after his or her return for !or* attaching there!ith the re0uired medical certificate' e$ A andonment of !or* or assignment !ithout prior appro#al of his or her immediate superior officer' and f$ ,ailure to report to his or her ne! assignment or unit !ithin three 546 days from receipt of the order of reassignment or for reporting to a unit !here he or she is not officially assigned$ <ontinuous a sences !ithout official lea#e for thirty 54D6 calendar days or more incurred y any PNP mem er under any of the aforementioned categories( shall e a ground for the summary dismissal of a PNP mem er$ 52nd paragraph of Section 8@( Section 8C;( RA @88. / %RR6$ I& AWOL # +#&i& for )ro,,ing # !N! mem+er from ("e roll& of ,oli'e offi'er&A Mes( a PNP mem er !ho has een continuously a sent !ithout appro#ed lea#e for thirty 54D6 calendar days or more may e dropped from the rolls !ithout prior notice$ Pro#ided( that said mem er shall e notified of his or her ha#ing een dropped from the rolls( !hich is a non3disciplinary action( not later than fi#e 586 days from its effecti#ity$ Pro#ided( further( That such notice shall e sent to the address of the PNP mem ers concerned appearing on his or her latest personnel record on file in his or her latest place of !or* or assignment$ 5Section 9D( RA @88. / %RR6

Page 13 of 19 W"#( #re ("e i&'i,lin#ry A,,ell#(e Bo#r)& of ("e NA!OLCOMA The formal administrati#e disciplinary appellate machinery of the <ommission for the PNP mem ers shall e the National Appellate >oard 5NA>6 and the Regional Appellate >oards 5RA>s6$ The NA> shall e composed of the four 576 regular <ommissioners and shall e chaired y the E)ecuti#e Officer$ The >oard shall consider appeals from decisions of the <hief of the PNP$ The NA> may conduct its hearing or sessions in Metropolitan Manila or any part of the country as it may deem necessary$ There shall e at least one 5.6 RA> in e#ery administrati#e region in the country to e composed of a senior officer of the regional office of the <ommission as <hairman and one 5.6 representati#e each from the PNP( and the regional peace and order council as mem ers& Pro#ided( That the <ommission may create additional regional appellate oards as the need arises$ 5Section 9.( RA @88. / %RR6 W"#( i& ("e r%le 6"en # !N! mem+er i& '"#rge) of # 'rimin#l '#&eA Bpon the filing of a complaint or information sufficient in form and su stance against a mem er of the PNP for gra#e felonies or serious offenses !here the penalty imposed y la! is si) 596 years and one 5.6 day or more( the court shall %mmediately suspend the accused from office for a period not e)ceeding ninety 5CD6 days from arraignment& Pro#ided( ho!e#er( That if it can e sho!n y e#idence that the accused is harassing the complainant or !itnesses( the court may order the pre#enti#e suspension of the accused PNP mem er e#en if the charge is punisha le y a penalty lo!er than si) 596 years and one 5.6 day& Pro#ided( further( That the pre#enti#e suspension shall not e more than ninety 5CD6 days e)cept f the delay in the disposition of the case is due to the fault( negligence or petitions of the respondent& Pro#ided( finally( That such pre#enti#e suspension may e sooner lifted y the court in the e)igency of the ser#ice upon recommendation of the <hief of the PNP$ Such case shall e su "ect to continuous trial and shall e terminated !ithin ninety 5CD6 days from arraignment of the accused$

=:;:; C#reer #n) Jo+- Enri'"men( !rogr#m&

EEAMINATION AN ELIGIBILIT? The National Police <ommission shall administer the entrance and promotional e)amination for policemen on the asis of the standards set y the commission 5Sec$ 2.( RA @88.6 The !ritten e)amination has een a standard part of the police selection process in the go#ernment ser#ice since ci#il ser#ice !as created$ This screening de#ice is still used effecti#ely in the la! enforcement organization$ To date there is a research that has esta lished a correlation et!een scores on a police entrance e)amination and successful "o performance$ The difficulty in designing a !ritten e)am comes from the fact that most applicants ha#e no police ac*ground$ Most police e)aminations are o "ecti#es( multiple3choice test$ The o "ecti#e test are much more common( although the essay format can pro#ide a etter understanding of the applicant:s a ility to !rite concise( coherent report necessary for effecti#e la! enforcement$ The pro lems associated !ith the su "ect nature of essay e)aminations ho!e#er( ma*e them especially suscepti le to changes of discrimination$ The applicants ta*ing the !ritten e)amination !ould costly more time and effort on the part of the test grades to e#aluate essays( !hen multiple3choice test are graded 0uic*ly and accurately$ ,or eligi ility purposes follo!ing are the different police e)aminations administer y the National Police <ommission .$ Entrance10ualifying e)amination 2$ Police officer e)amination / from PD. PD4 4$ Senior Police officer e)amination / from SPO. / SPO%G 7$ %nspector e)amination 8$ Senior %nspector e)amination 9$ <hief %nspector e)amination Superintendent e)amination =:;:<:9 !oli'e !romo(ion#l E4#min#(ion LATERAL ENTR?0 !ROMOTION AN TRAINING CSe' ;;0 RA >FB=D

.$ L#(er#l En(ry / %n general( all original appointment of commissioned officers in the PNP shall commence !ith the ran* of inspector( to include all those !ith highly technical 0ualification applying for the PNP technical ser#ices$

Page 14 of 19 a$ Senior %nspector ran* 5.6 <haplain 526 Mem er of the ar 546 -octor of medicine $ %nspector 5.6 -entist 526 Optometrist 546 Nurses 576 Engineers 586 Graduate of forensic sciences c$ Graduate of the Philippine National Police Academy d$ Licensed <riminologist =:;:<:; !oli'e E4e'%(i5e Ser5i'e E4#min#(ion =:;:<:< O("er Rele#&e) E4#min#(ion

=:;:G Com,en&#(ion #n) Welf#re Benefi(&

WELFARE AN BENEFITS

A: A6#r)&H

e'l#r#(ion #n) Ci(#(ion B#)ge&

The National Police <ommission issued the follo!ing rules and regulations in furtherance Sec$ .7$ 5m6( and Sec$ 9C$ R$A 9C;8 5-%LG Act of .CCD6 for a!ards and medals of +onor for PNP uniformed personnel$ Policy / it is here y esta lished as a policy in the Police Organization to confer a!ards( decorations and citation adges to all mem ers of the PNP and other indi#iduals !ho shall 0ualify( in order to gi#e due recognition to outstanding performance of police functions and acti#ities 5Sec .( NAPOL<OM M<N C43D.@6$ Authorized -ecorations$ Ser#ice Medals( Ri follo!ing& 5Sec$ 2( NAPOL<OM M< NC43D.26 .$ 2$ 4$ 7$ 8$ 9$ ;$ @$ C$ .D$ ..$ .2$ .4$ .7$ .8$ .9$ .;$ .@$ .C$ ons and >adges of the Philippine National Police are the

Medalya ng Iagitingan 5PNP Medal of Galor6 Medalya ng Ia ayanilian 5PNP -istinguished <onduct Medal6 Medalya ng Iatapatan sa Pagliling*od 5PNP -istinguished Ser#ice Medal6 MOdalyang Iatapangan 5PNP >ra#ery Medal6 Medalya ng PQatangitanging Ga!a 5PNP Outstanding Achie#ement Medal6 Medalya ng Pam iliirang Pagliling*od 5PNP Special Ser#ice Medal6 Medalya ng Iada*ilaan 5PNP +eroism Medal6 Medalya ug Iatangitanging Asal 5PNP outstanding <onduct Medal6 Medalyang Iagalingan 5PNP Medal of Merit6 Medalya ng Iasaaayan 5PNP Efficiency Medal6 Medalya ng Papuri 5PNP <ommendation Medal6 Medalya ng Sugatang Magiting 5PNP ?ounded Personnel Medal6 Medalya rig Bgnayang Pampullsya 5Police Relations Medal6 Mectalyang Ma uting Asal 5PNP Good <onduct Medal6 Meclalyang Pagliling*od 5PNP Ser#ice Medal6 Medalya rig Pagla an sa Manliligalig 5Ami3-issidence Medal6 Medalya ng Pagtulong sa Nasalanta 5PNP -isaster Relief and Reha ilitation Medal6 Tsapa sa Natatanging Munit 5PNP Bnit <itation >adge6 Medalya n Pagliling*od sa Luzon PNP Luzon <ampaign

Page 15 of 19 2D$ 2.$ 22$ Medalya ng Pagliling*od sa Gisayas 5Gisayas <ampaign Medal6 Medalya rig Pagliling*od sa Mindanao 5Mindanao <ampaign Medal6 Mga Tsapa ng I!alipi*asyon 5PME Aualification >adges6

efini(ion& of Term& .$ 2$ 4$ 7$ 8$ 9$ ;$ @$ C$ .D$ ..$ .2$ A!ard/ Any tangi le granted to an indi#idual in recognition of acts of gallantry or heroism( meritorious ser#ice or s*ill and proficiency$ -ecorations 3 A piece of metal1material representing a!ard$ <i#ilian Golunteer / mem er of the community1ci#ic organizations !ho assists the PNP in the maintenance of peace and order and1or fire pre#ention1fire fighting$ Li*e!ise( any person !ho renders #oluntary ser#ice to the PNP for a period of time or during a specific crime or fire situation$ <onspicuous / clearly distinguished a o#e others in the performance of one:s duty$ Eminently / +igh in merit characterized y high degree of performance of one:s duty$ +eroism / specific acts of ra#ery or outstanding courage or a closely related series of heroic acts performed !ithin a short period of time$ +onora le / praise!orthy accomplishment of duties of ser#ice sho!ing a sense of !hat is right( proper and no le$ PNP -ecoration / an a!ard conferred on a restricted indi#idual asis in recognition of and as& a re!ard for heroic( e)traordinary( outstanding and meritorious acts( achie#ements and ser#ices$ PNP Personnel / Officers and non3Officers of the Philippine National Police and cadets of the PNPA$ Ma"or Responsi ility / duty of such character that is e)ceptionally meritorious ser#ice therein has contri uted in a high degree to the success of ma"or command acti#ity agency$ Medal / refers to the distincti#e physical de#ice of metal and ri on( !hich constitute the tangi le e#idence of an a!ard$ Meritorious Ser#ice 3 praise!orthy e)ecution of duties o#er a period of time$ Ser#ice differs from achie#ement in that ser#ice concerns a period of time !hile achie#ement concerns a enterprise ha#ing definite eginning and end ut riot necessarily connected !ith a specific period of time$ Meritorious achie#ement / praise!orthy accomplishment( !ith easily discerni le eginning and end and carried through to completion$ The length of time in#ol#ed is not consideration ut speed and impact of accomplishment may e a factor in determining the !orth of the enterprise$ Miniatures / replica of decorations( ser#ice medals and ri ons in miniatures authorized for !ear on certain occasion( one fourth of the actual prescri ed medal and ri on$ Outstanding / a performance of duty standing out from the others$ Auasi/Police ,orces / mem ers of: ci#il security forces such licensed pri#ate security guards( company guards and <+-,s Ser#ice Medal / an a!ard gi#en to indi#iduals !ho rendered ser#ice in a campaign operation in the PNP under certain conditions !ithin a definite period of time$ %t is a!arded generally in recognition of honora le performance of duty during the campaign operation or ser#ice Ser#ice Ri on / a ri on in color !ith the suspension ri on of the ser#ice 3medal it represents( attached to a ar e0uipped !ith a suita le attaching de#ice$ A$ ser#ice ri on is issued !ith each set3 #ice medal$ Galua le / a performance of duty or ser#ice ha#ing an estimate performance$ 5Sec$ 4( NAPOL<OM M< N C43D.@6 1:;:F Mo)e& of Se,#r#(ion from ("e !N!

.4$ .7$ .8$ .9$ .;$ .@$ .C$

A: ATTRITION Attrition !ithin the uniformed mem ers of the PNP is not limited to the follo!ing& .$ Attrition y attainment of ma)imum tenure in position' the ma)imum tenure of PNP mem ers including *ey position are as follo!s& Position Ma)imum tenure

<hief

7 years

Page 16 of 19 -eputy <hief -irector of the Staff Ser#ices Regional -irectors Pro#incial1<ity -irectors 7 years 7 years 9 years C years

Other positions higher than pro#incial -irectors shall ha#e the ma)imum tenure of si) 5R years$ Bnless earlier separated( retired or promoted to higher position in accordance !ith the staffing pattern( police officers holding the a o#e3mentioned positions shall e compulsorily retired at the ma)imum tenure in position herein prescri ed( or at age fifty3si) 5896( !hich e#er is earlier$ Pro#ided( in times of !ar or other national emergency declared y congress( the president may e)tend the PNP chief tour of duty' Pro#ided( further that PNP mem ers !ho ha#e already reached their ma)imum tenure upon the affecti#ity of the Act may e allo!ed one 5.6 year more of tenure in their position efore the ma)imum tenure pro#ided( unless they shall e applied to them( unless they shall ha#e reach the compulsory retirement are of fifty3si) 5896( in !hich case compulsory retirement age shall pre#ail$ E)cept for the <hief( PNP( no PNP mem er !ho has less than one 5.6 year of ser#ice efore reaching the compulsory retirement age shall e promoted to a higher ran* or appointed to any other position$ 2$ Attrition y Relief Any PNP uniformed personnel !ho has een relie#ed for "ust cause and has not assignment !ithin t!o 526 years after such relief shall e retired or separated$ een gi#en an

4$ Attrition y -emotion in Position or Ran*$ Any PNP personnel( ci#ilian or uniformed !ho is relie#ed and assigned to a position lo!er than !hat is esta lished for his or her grade in the PNP staffing pattern and !ho shall not e assigned to a position commensurate to his or her grade !ithin eighteen 5.@6 months after such demotion in position shall e retired or separated$ 7$ Attrition y Non3 promotion$ Any PNP personnel !ho ha#e not een promoted for a continuous period often 5%-6 years shall e retired or separated$ 8$ Attrition y Other Means$ PNP mem er or officer !ith at least fi#e 586 years accumulated acti#e ser#ice shall e separated ased on any of the follo!ing factors& %nefficiency ased on poor performances tinting the last t!o 526 successi#e annual rating periods' %nefficiency ased on poor performance for three 546 cumulati#e annual rating periods' Physical and1or mental incapacity to perform police functions and duties( or$ ,ailure to pass the re0uired entrance e)aminations t!ice and1or finish the re0uired career courses e)cept for "ustifia le reasons$ Retirement or Separation under Attrition System Any personnel !ho is dismissed from the PNP pursuant to the different !ays stated shall e retired if he or she has rendered at least t!enty 52D6 years of ser#ice and separated if he or she has rendered less than t!enty 52D6 years of ser#ice unless the personnel is 0ualified y la! to recei#e such enefits$ a$ $ c$ d$

=:;:1I Re'or)& M#n#gemen(

=:;:1I:1 !N! Org#ni7#(ion#l S(r%'(%re for Re'or)& m#n#gemen( =:;:1I:9 Cl#&&ifi'#(ion #n) filing of ,er&onnel re'or)& Cl#&&ifi'#(ion of Re'or)& The classification of records is important from the management #ie!point ecause the classification fre0uently determines the *inds of filing system used( the type of e0uipment re0uired( and the arrangement of the records in the system$ Records can e classified in se#eral !ays$ Some managers classify records into t!o asic types& Tr#n&,or(#(ion )o'%men(& and referen'e )o'%men(&$ Other managers classify records into t!o other asic types& e4(ern#l 'omm%ni'#(ion& and in(ern#l 'omm%ni'#(ion&$

Page 17 of 19 ?ith the %ndustrial Re#olution( the rapid mo#ements in production technology( the introduction of the factory system( and the changes in forms of usiness o!nership( firms gro! in size and scope of operations$ <ompetition ecame *eener' finance$ production( mar*eting( and other functions #ied for management attention$ An a!areness of the responsi ilities !or*ers spend a great deal of time reading( analyzing( !riting and summarizing usiness letters and interoffice memoranda$ Reference documents also include reports and studies 5formal and informal6$ Telegrams( printed nrtters 5catalog( pamphletes( rochures6 and technical places 5engineering specification( ad#ertising copy( galley proofs6 are also classified as reference documents$ ESTERNAL <OMMBN%<AT%ON ?ritten communications et!een organizations et!een customer1client and the organization( et!een uyer and supplier and et!een the organization and #arious ranches of the go#ernement are the most nota le e)amples of e)ternal communicfations$ ,urther e)amples are pu lic ser#ice or pu lic relation messages( 5the reply recei#ed after !riting to a usiness of information6 and telephone messages 5recei#ed orally( ut !ritten on a message form for a recon and often confirmed in !ritinrg y a letter6$

%NTERNAL <OMMBN%<AT%ON

E)amples of internal communications are cnnnunicatiors et!een an organization and its employees 5such as payroll( records( ulletins( and regulations6 and communications among organizations: department 5such as in#entory control records( interoffice memoranda( and reports$ Also in the internal communications category are plans for future products or ser#ices and records e0uipment and assets o!ned$ T+E RE<OR- <M<LE Records may differ from each other in construction or contents( ut each follo!s a common cycle 5or path6 through its life$ The life span of a record from creation to final disposition is called the record cycle$ ?hether you are considering a simple one3copy payroll chec*( a comple) ten3copy report( or a recorded cassette tape 3 the record cycle is often referred to as the J irth3through3deathK cycle$ .$ <reation 2$ <lassification 4$ Storage 7$ Retrie#al 8$ Purging or retention 9$ Transfer ;$ Archi#al storage or disposition

%f an organization has no plan for seeing that all records flo! smoothly through the record cycle( it !ill e faced !ith more of the follo!ing pro lems( any one of !hich can se#erely drain of profits$ .$ An unmanagea le tangle of papers !ithin the office$ 2$ ?asted clerical effort searching for information$ 4$ Loss of important operating information$ $ 7$ E)tra#agant use of operating information$

8$ Possi le loss of *ey information in defending the company against legal actions or go#ernmental in0uiries$ Poor records management also creates chaos and !astes a tremendous amount of time and money$ Such mismanagement is characterized y& .$ %mproper control of records creation$ 2$ ,ree access y anyone at any time to the files$ 4$ No control o#er records ta*en from the files$ 7$ No plans for disposition of a solute records$

Page 18 of 19 8$ Retention of unnecessary records$ 9$ No plans for retention of needed records$ Proper records management pro#ides information( instantaneously and streamlines the operations of any organization$ The information contained in the filed records is the life lood of any office$ The person !ho is responsi le for the orderly arrangement and control of those records has one of the most responsi le positions in any offices$

RE<OR-S STORAGE Although filling and records management are sometimes used interchangea ly( storage is only one phase in the management of a record$ Material is placed in the files ecause it may e useful in the future 3 to help information too complicated to e trusted to memory( to assist departments in communicating !ith each other( to su stantiate claims( and to pro#ide a record of the past( to pro#ide information useful for legal purposes$ The filler( therefore( must e a le to find 0uic*ly any information contained in the stored records$ ?hen a record is created and is ready for filing( unnecessary !or*ing papers or rough drafts used in its creation should e destroyed$ E)cessi#e duplicate copies should e a#oided$ And papers of temporary #alue should e prominently mar*ed for destruction efore they are put into files so that the files do not "umped !ith duplicates and records of little or no #alue$ This is a process of control that is continued as papers are dated and time stamped upon receipt( started through the !or* flo! from office to office( and stored for retrie#al !hen needed$ Efficient records control includes& .$ Standardizing the purchase of e0uipment and supplies to allo! their usage any!here in the organizations$ 2$ Training personnel 4$ ,ollo!ing standards procedures of storage and control$

TERM%NOLOGM O, STORAGE ,iling terminology may e confusing to someone !ho is not familiar !ith it$ Bnderstanding the meaning of records control and eing a le to analyze the #arious systems of storage a#aila le re0uire a *no!ledge of the terms used$ The definition gi#en in the follo!ing paragraphs !ill help in understanding$ .$ ,iling 3 ,iling is the actual placement of materials in a storage container( generally a folder( according to a plan$ %t includes the process of classifying( coding( arranging( and storing systematically so that they may e located 0uietly !hen needed$ 2$ ,iling Manual T A filing manual is an instructional oo* containing detailed information a out #arious phases of filing and records management including files for the procedures used$ 4$ Procedures 3 Procedures are series of steps for the orderly arrangement of records !hich include' alpha et( geographic( numeric( su "ect or chronologic$ 7$ System 3 The !ord system as used in records storage means any plan of filing de#ised y a filing e0uipment manufacturer$ System has a roader meaning in a management circles$ 8$ <lassifying 3 Mentally determining the name of su "ect or num er of !hich a specific record is to e filed is called classifying$ 9$ %nde)ing 3 another method of classifying$ ;$ <oding T Ma*ing an identifying mar* on the item to e stored to indicate !hat classifications it is to e filed is called coding$ <oding mat e done y underlining( chec*ing( circling( or ma*ing the record in some other !ay$ ?hen a record does not need to classify or reinde) to determine !here it should e refilled ecause the original code mar* remains on it$ @$ Bnit 3 The names( initials( or !ords used in determining the alpha etic order of field materials are called units$ The name =oan <$ >ro!n( for e)ample has three units$ >ro!n is the first( =oan is the second( and < is the third$

Page 19 of 19 $ C$ <ross reference 3 A cross reference is a notation ut into a file to indicate that a record is not stored in that file ut in the file specified on the cross3reference$ A cross3reference is some!hat li*e a directional sign 3 it tells the filer or searcher !here to find the needed material$ .D$ Guide 3 -i#iders in filing e0uipment are called guide ecause in formation on them ser#es as a guide to the eye of filing and locating stored items$ A primary guide introduces a special section that falls !ithin the alpha etic range of the primary guide it follo!s 5such as a section de#oted to a special su "ect applications( or a special name group( such as names eginning !ith the !ord General6 An OBT guide is a hea#y di#ider that replaces a folder in the file !hen the folder is temporarily remo#ed$ ..$ ,older 3 The container in !hich papers or materials are *ept in a filing ca inet is called a folder$ Popular materials used in ma*ing folders( are Manila( Iraft( plastic and press oard$ A miscellaneous folder is a folder that contains has not accumulated is sufficient #olumetric is eing remo#ed to its o!n especially la eled folder *no!n as an indi#idual folder$ A special folder contains( all papers containing to one su "ect 5such as application6 or 1all papers from correspondence !ith names eginning !ith the same name 5such as American or National6$ .2$ Score 3 A score is an indented or raised line 5or series of ran*s6 near the ottom edge of a folder$ The score sho!s !here the folder may e refolded one or more times to allo! for e)pansion of its contents .4$ Ta 3 The portion of a guide or of a folder that e)tends a o#e the regular height of the folder or the guide is called a ta $ %t may e in anyone of a mem er of positions from left to right across the top$ The material of !hich is a ta is made may e reinforced !ith an e)tra thic*ness of its o!n material' or it may e of celluloid( metal( plastic( or any com ination thereof$ Ta s are sometimes angled so that they can e seen more easily$ .7$ <ut 3 The ta s on guides and folders are said to e out according to the !idth of the ta s$ A ta e)tends across the complete !idth of a folder is said to e straight cut' a ta is only one third the !idth of a folder is *no!n as one3third out$ ,i#e one3fifth3cut ta s is staggered positions could completely fill the space across the top of folder$ .8$ Position T Position refers to the location of that ta at the top of the guide of a folder( as seen from left to the right$ ,irst position means that the ta is located at the e)treme left edge of the guides or folder' second position refers to the location of the ta in the second place from the left edge' and so on$ Series of guides and folders may ha#e ta s in staggered positions or straight3line positions$ The term S(#ggere) ,o&i(ion means that the ta s on the folders or the guides in a series are se#eral different positions from left to right according to a set pattern$ Straight line position means that the ta s on all the folders or on all the guides are on one position only' for e)ample' all the ta s in the first position or all do!n the middles( or all in some other one position$ .9$ La el 3 the ta on a folder is often co#ered !ith a piece of gummed paper( called a la el that identifies the contents of the folder$ %nsertion of a la el or a strip of la els into a type!riter for typing information on the la el is easier than attempting to roll the complete folder into the type !riter in order to type directly on the ta $ La els may e o tained in #arious colors and styles$ %n many instances( they aid in proper filing ecause of color and1or mem er se0uence$ Guides li*e folders( ha#e la els on their ta s for identification purposes$