CHAPTER 1

THE IMAGE OF THE PHILIPPINE

NATIONAL POLICE

1
 At present, there exists a poor image of the Philippine National Police with respect
to public opinion.1 This can be attributed to a few rogues who through their abuse of
authority and corrupt practices have effectively reduced the respect and dignity that our
people should accord to the police institution. 2 According to Rex C. Drilon II, the
Philippine National Police has developed a not-so-ideal and not-so-noble image and
reputation, referring to the 7 Cs of Crisis/Concerns in the Philippine National Police:
Crisis of Confidence (ratings); Crisis of Credibility (who believes in the PNP); Crisis of
Corruption (euro generals, helicopters, boats, handcuffs); Crisis of Conspiracy in Crimes
(jueteng, drugs, KFR, crime syndicates, VIP assignment to not-so-nice-politicians); Crisis
of Capability (60,000 FAs for 120,000 policemen, 7 bullets per month); and Crisis of
Competency (Surigao mine incident, hotage-taking in Luneta). The 8th C which he did
not include is the Crisis of Internal Complaints about inequality, batch.class factionalism,
favoritism in promotions, etc.3 James J. Skehan,4 points a word picture of the crux of the
police image. Since public attitude toward the police are mostly the result of personal
contacts rather than a knowledge of police methods, the public is not only ill-informed
concerning the caliber of its police generally but it also lacks appreciation of the
conditions under which the police must operate. It is therefore important to police
departments to spend considerable amount of time in public relations and the building of
a favorable image. To most citizens, according to Atty. Romeo V. Pefianco 5, Law
enforcement is represented by police officers and their men numbering 130,000
nationwide. He added that there are common jokes about policemen without
diminishing their standing and usefulness such as: (1) police price for small/ basic items
(presyong pulis) (2) free ride on PUJ buses and jeeps (badge) (3) free sabaw at
corner restaurant (4) the police school for public safety (changed to public danger at
coffee shops), to name only four out of a dozen or more. According to J. Flink,6 the
conflict between the police and the residents of the city slums and ghetto the very
neighborhoods that need and want effective policing the most has, on occasions, broken
out into open warfare. It is common to those neighborhoods for citizens to fail to
report crimes or refuse to cooperate in investigations. Often, policemen are sneered at or
insulted on the beat.

A police officer is expected to perform his duties without fear or favor. According
to Mark Danzker7, when a police officer is called to the scene of a crime, that officer is
expected to recognize and collect all the evidence, apprehend the criminal, and complete
1
Feliciano C. Matalang, Every Police Officer is a PR Man Doctrine, Philippine Public Safety College, Fort
Bonifacio, PSOSEC Class 34-98, Proposed Doctrine, 1998.
2
Ricardo F. De Leon, Community Policing: Pathway To Good Governance, Quezon City, 2005, p. 27.
3
Rex C Drilon II, Aim To Be The Integral Police Officer,Police Digest, Camp Crame, Quezon City, Calendar
year 2012-01.
4
James K. Skehan, Modern Police Work, New York, 1951, p. 8-9.
5
Romeo V. Pefianco, Moral Test and Hazing Rites, Plain View, Manila Bulletin, Volume 464, Number 9, August 9,
2011, p. 11,
6
J. Flink, Police in a Community-Improving a Deteriorating Image, Journal of Criminal Law, Criminology and
Police Science, Volume LIX, Number 4, December 1968, p. 684.
7
Mark Danzter, Understanding Todays Police, Prentice Hall, 2nd Edition, New Jersey, 2000, pp. 5-6.

2
the report for the prosecution quickly. However, he added, this is seldom the case. In
many situations, the case cannot be solved. There maybe little evidence and no witnesses,
or the criminal cannot be identified, and victims were afraid to logged their complain in
their nearest police stations. Yet because of the perceived image, as Danzker averred, if
the officer does not accomplish the task as expected, he or she is viewed as incompetent.
In most cases, incompetence is not the problem; it is the publics perception of policing
that creates the problem. Because of the way the police are portrayed in the media, the
public expects near-miraculous solution of crimes that do not often occur in reality.
Robert Trojanowicz,8 et al, commented that the police are the visual symbols of authority
and have historically castigated and distrusted. Moreover, according to Police Chief
Superintendent Jose Jorge E Corpuz9, sensational cases and heinous crimes can subject
our Police Officers to the rigorous scrunity of the judicial process, media analysts and
public opinion. He added, almost everyday, we are fed with a hosts of heinous and
sensational crimes that includes murders targeting female students, rape, homicide,
robbery victimizing students and call center agents, hold-ups committed by juvenile
offenders, assassinations by motor riding in tandem suspects, bank robberies, mall heists,
theft among others. No other type of crime generates the same amount of public interest,
has the same propensity to dominate the media, or can propel once anonymous people in
the spotlight.

It is important to bring back the discipline and good manners of the police.
This is where the public trust lies for the policeman.
-President Benigno Simeon Noynoy Aquino III10

Police responsibilities in the ghetto are greater than elsewhere in the community
since the other institutions of social control have so little authority: the schools, because
so many are segregated, old and inferior; religion which have lost hope; career
aspirations, which for many people are totally lacking; the family, because its bonds are
so often snapped. It is the policeman who must deal with the consequences of this
international vacuum and is then resented for the presence and measure these efforts
demands.11 One of the principal responsibilities of the police, according to Police
Superintendent Cesar D. Elenzano12, is sad state of affairs that this phase of police work
is most neglected.

8
Robert C. Trajanowicz, et al, Criminal Justice and the Community, Englewood Cliffs, Prentice Hall,
Incorporated, 1974.
9
Jose Jorge E Corpuz, In: The Chairmans Message, The Detective, October-December 2012, Volume 1, Issue 4,
p. 5.
10
Sppech of Benigno S Aquino III during the PNP Change of Command in Camp Crame, In: Aquino Ask Police To
Bring Back Its Clean Image As New Chief Assume Post at http://www.philstar.com posted on September 14, 2010
11
Report of the National Advisory Commission on Civil Disorder, Washington, D.C.: Government Printing Press
Office, 1969, p. 157.
12
Cesar D. Elenzano, A Study on Areas of PNP Developments for Domestic and International Crime Prevention
Program, National Police College, Fort Bonifacio, Makati City, OSEC Class Number 22-93.

3
REDUCING INFLUENCES CONTRIBUTING TO THE BAD IMAGE OF THE
PHILIPPINE NATIONAL POLICE

The law enforcers are tasked with dangerous missions. The nature of their jobs
make the law enforcement as one of the most intriguing professions yet because it is so
complicated, it can be one of the most frustrating. 13 This was confirmed by Philip Ash, et
al,14 in their article entitled Police Academy Selection Process, they described police
work as complex, frequently dangerous and physically demanding and emotionally
stressful. They continued: The job involves problems arising from allowing the use of
power and force in the performance of his job and on the other, from the temptation
and challenges to the officers integrity. Peter Finn15 concluded that in order to develop
and maintain the confidence of the public, a police agency should be responsive to the
citizens it serves. Police are implicitly promising the same kinds of advances in reducing
crime, increasing order, neighborhood quality life, and community cohesion. By relying
heavily on laws, rules, education, and training to advance their occupational status-
especially with regards to principles of lawful egalitarianism, police have set high
standards for the processes of policing. Reform movements such as community policing,
thus cut both ways- increasing the publics faith in the motivation and capabilities of their
police, but also increasing their expectations in the results. According to President
Benigno Simeon Aquino III16, if policemen shun temptation of corruption, run after
fugitives and courageously protect the people from danger, their service will certainly
gain public trust. But if policemen tolerate any anomaly within the ranks, this would only
bring perwisyo (hardship) to the people. He says: Kapag pinili ninyong magbulag-
bulagan sa pang-aapi sa karapatan ng mamamayan, asahan ninyong bukas-
makalawa, karapatan naman ninyo ang mismong yuyurakan. A problem-oriented-
policing promises to solve a wide range of problems, not just to process paper about
those problems. Such promises have consequences for what citizens come to expect
police can accomplish17.

13
John Baillizi, Training is Vital to Successful Investigations to Insure Safety of Investigations, The Narcotic
Officer, 2001.
14
Philip W. Ash, et al., Police Academy Officer Selection Process, Journal of Police Service and Administration,
Volume XVII, Number 4, December 1990, p. 258.
15
Peter Finn, Reducing Stress: An Organizations-Centered Approach, FBI Law Enforcement Bulletin, 1977.
16
Benigno Simeon Auino III, In: Resist Corruption, Aquino Tells PNPA Graduates, by Genalyn D. Cabiling
posted at www.tempo.com posted on April 1, 2014.
17
Stephen D. Mastrofski, Community Policing As Reform: A Cautionary Tale, In: Jack R. Geene and Stephen
D.M., eds., Community Policing or Reality, New York, Praeger, pp. 44-67, 1999.

4
 In a report by Manolo B. Jara 18, a senior member of the government disclosed
survey findings, which indicated that half of the ninety million Filipinos have a lingering
perception that members of the Philippine National Police are to be treated with distrust
and fear. Same survey showed that most of the Filipinos still consider police officers and
men as extortionists. According to the aforementioned government official, men in
uniform have also been involved in various activities such as extortion, involvement in
the illegal drugs trade as well as violation of human rights. Jing Mable19 averred that
despite of the fact that the Philippine National Police has proven its competence, the
organization continues to be hounded by a not so pristine public image. As a result to
several studies of police strategies, theorists quickly move to serious and absolute
conclusions regarding police effectiveness. Samuel Walker 20, for example, describes this
syllogism: There are serious elements to the crime capacity of the police; Citizens play
a major role in maintaining order in the communities; therefore, the police should
direct their efforts towards strengthening the citizens role.

HB & A Research21, for instance, showed that 50% of the Metro Manilans
expressed little or no faith and trust to their police, 36% has some faith and trust, 14%
only expressed full faith and trust to their police.

You felt the shame when robbers-cops, kotong cops hold-upper cops were
arrested and paraded unto the glare klieg lights. Theyve roiled their uniforms for
monetary factor, coddles and oodles to sustain a standard of living way beyond the
means of an honest cop.
18
Manolo B. Jara, 50 pc Filipinos Treat Cops With Distrust, Fear at http://www.omantribune.com/index.php?
pages=newsbid=40227&heading-Asia.
19
Jing A. Mable, Ready for Challenge, Free Press, January 21, 2004, p. 24.
20
Samuel Walker, Between Two Worlds: The Presidents Crime Commission and the Police, Cincinnate OH:
Anderson Publishing Company, 1992, p. 30.
21
Ching E. Pialan, Win Back the Trust and Confidence of the People, The Police Tribune Magazine, August-
September 2004, San Miguel, Manila, p. 37.

5
 -Lt Bambi Barretto22

The Editorial of Peoples Journal Tonight23, the efficiency of law enforcement in

the Philippines has been declining by 3.9 percent annually and that index crimes are on
the rise. The article is disheartening to learn that the Philippine law enforcement ranked
third worst records trailing Israel and Thailand, which failed to provide statutory
protection among its citizenry. Angelito Gerangco24, in his unpublished thesis averred that
the publics perception of traffic cops is very disturbing. He noted that the public thought
that most traffic cops whether on foot or in mobile vehicles were mulcters. Moreover,
the 2013 Global Corruption Barometer of the anti-corruption watchdog Transparency
International labeled the Philippine National Police (PNP) as the most corrupt institution
in the country.25

Let us not get distracted by the issues that have cropped up the past days. We
know that we can do our sworn tasks.
-Police Deputy General Raul M Bacalzo26

For most people, the Philippine National Police culture often resembles a Clint
Eastwood movie backdrop wherein the good, the bad and even the ugly are meshed into
one. Usual corruption charges, barbaric brutality, and ghastly manner of implementation
displayed on the ill-fated Manila bus hostage tragedy brought only more ire not only from
the Filipino public but also the world from the PNP.27 The Philippine National Police
leadership is struggling hard to save a positive image it slowly built through the years
only to crumble as a result of the tragic incident that left eight Hongkong tourists dead.
The August 23, 2010 hostage-crisis incident had triggered funny jokes about the Manila
Police District (MPD) and its SWAT. From Manilas Finest, the MPD is now being called
Manilas Funniest while critics and observers have given new meaning to SWAT such
as Sugod, Wait, Atras, Tago and worse, Sobrang Wala Akong Training.28 The
Philippine National Police suffered a beating in terms of public perception and the
institution as a whole was very demoralized.29 According to International Associations of

22
Bambi Barretto. The Way We Were, The Police Tribune Magazine, August-September 2007, San Miguel,
Manila, p. 37.
23
,Editorial, Cops Efficiency Peoples Journal Tonight, Volume VII, Number 15, November 10, 2007.
24
Angelito Gerangco, An Assessment of the Traffic Congestion Problems in Metro Manila, Unpublished Thesis,
Philippine Christian University, 1993.
25
Survey on PNP Corruption A Challenge posted at http://www.sunstar.com.ph/tacloban/local-
news/2013/07/17/survey-pnp-corruption-challenge-293011 posted on July 17, 2013.
26
Raul Bacalzo, In: Training To Restore Public Trust In Police Force by Abigail Kwok at
http://newsinfo.inquirer.net/breakinggnews/nation/20100920-293326 posted on September 20, 2010.
27
Transform the PNP: Transform the Nation, exerpts from the CORPS Movement Vision Casting Activity for the
Independent Baptist Missions for Asians last February 6, 2011 at Tugegarao City posted at
http://www.thekeepercorpsmovementblogspot.com.
28
Alfred Dalizon, Police Struggles To Save Image, August 30, 2010 at http://journal.com.php/content/17285.
29
Police Director General Raul Macalalad Bacalzo in: Reforming the PNP by Domini M Torrevillas, The
Philippine Star, Opinion, August 9, 2011, Volume 26, Number 13, p. 11.

6
Chief of Police publication30, Increasing public access to information, knowledge
about policing, creates an increasing proactive mindset. Citizens expect to work more
closely than ever with the police, including the chief, and to have their overtures acted
on. In the Philippines, it is crucial that police personnel explore how the Philippine
National Police can best respond to, and satisfy the needs of the people. To this end, the
Philippine National Police must objectively evaluate its performance in delivering the
end product of police service.

Peoples perception of government is, in large part, dictated by what they

experienced on a daily basis with policemen. If they suffer indifference or abuse in the
hands of law enforcers, they are likely to harbor negative views of the whole
government.
But if our policemen respond fast to contingencies and remain honest and fair,
then our citizenry will embrace them, as well as the entire government, as their
protectors.
-Former President Gloria M. Arroyo31

In a study conducted by Police Chief Superintendent Joel D. Padilao 32 entitled

The Image of the Police Assigned at Kababayan Centers in Quezon City
recommended that the Philippine National Police should step up its campaign of image
building through community and police related projects and activities which are geared
on improving police work and ensuring the enhancement of their values and ethical
standards. According to Police Director General Santiago L. Alino, there are several
internal weaknesses in the Philippine National Police: graft and corruption, poor
leadership qualities of middle echelon and public misfits and scalawags. 33 The study
conducted by Police Superintendent Primo B Golingay 34 reveals that his respondents, the
business groups and transport groups gave a low rating on police image. In fact, in terms
of generating public trust, one of his respondents commented that police officers getting
cut (from drivers) should be kicked out from the service. Ivy Jean Vibar 35 on Philippine
Online Chronicles commented that the image of the Philippine National Police and the
Armed Forces of the Philippines is far from pristine. With stories of corrupt and unethical
police officers and army officials in the media, the Philippine national Police and Armed
Forces of the Philippines may find it difficult to recover from their reputation slump.
30
International Associations of Chiefs of Police, Police Leadership in the 21 st Century: Achieving and Sustaining
Executive Success, Recommendations from the Presidents First Leadership Conference, Alexandria, Vancouver,
1999, p. 9.
31
Speech delivered by President Gloria M. Arroyo at the PNP Change of Command Ceremony at Camp Crame on
October 1, 2007.
32
Joel D Pagdilao, The Image of the Police Assigned at Kababayan Centers in Quezon City, Public Safety Officers
Senior Executive Course Class 98-32, PPSC, Fort Bonifacio, 1998.
33
Presented during the Annual Public Safety Management and Leadership Forum on May 5, 1998.
34
Primo B. Golingay, The Pulis Magalang Program in Quezon City: An Assessment, Public Safety Officers
Senior Executive Course, Class 51-2006.
35
Ivy Jean Vibar, Scarry AFP and PNP Need More Than Makeovers, Philippine On Line Chronicles: Dare To
Share, posted on November 12, 2008 at: http://www.thepoc.net/index.php/Politi-Ko/Sa-Madaling-Salita.

7
Police Superintendent Celis J. Nani36 on the other hand, in his position paper stressed that
in order for the Philippine National Police to regain its lost image; it should exert a
considerable effort towards gaining the understanding, sympathy and cooperation of the
members of the community. To achieve this, he recommended that internal reforms be
obtained through continuing value orientation and skill development of Philippine
National Police personnel. He further recommended that the news media must be tapped
for the publication of press releases emphasizing positive developments in the
organization and, if possible, downplay negative incidents inimical to the image of the
Philippine National Police.

Let us bring back the old glory of the police force, when the mere sight of the
man in uniform evoked respect and a feeling of safety and security among the
citizenry.
-Former Police Director General Avelino I. Razon Jr37

One comment posted at abscbn website from pinoy_alae regarding the image of
the Philippine National Police, as I quote: Good image? What good image? The police
force has not had a good image since I can remember. Reason? For every heinous
crime committed, pretty much a policeman or officer is involved. Most citizens are
scared of them for they cannot distinguish who are the cop and robber. How pathetic is
the sate of our country.38 Another blogger39 says: Love of money is the root of evil.
Graduates of PMA pass on to their Mistahs their positions and traditions (including
corrupted money and ways on how to get it). Ilan na silang PMAyer na NAHULI o
NAGPAKAMATAY. That is the reasons why they want to get back into the row PNP and
take the POLICE POWER BACK. Pinagsisiksikan nila masyado sarili nila sa posisyon
na hindi naman para sa kanila, the reason? To corrupt more.. PAMANA, PABAON, etc.
According to Bartolome C. Fernandez Jr.40, a retired Commission on Audit
Commissioner, in his letter-opinion published by the Philippine Daily Inquirer, hoodlums
in uniform are the ones breaking the law, to quote: Indeed, these hoodlums in
uniform are the bad guys, the villains who should be brought before the bar of
justice and neutralized. Its a pity that while they have sworn to serve and
protect the people, they appear to be serving and protecting themselves by
fearlessly breaking the law which they are supposed to enforce.
36
Celis J Nani, Improving Police Image Thru the News Media Unpublished Position Paper, Philippine Public
Safety College, 1995.
37
Valedictory Address at the PNP Command Turn-Over Ceremony at Camp Crame, on October 1. 2007, in: Razon,
New Chief of PNP, Vows Continued Reforms by Aris R. Ilagan, Manila Bulletin, Volume 418, No. 2, October 2,
2007, p. 1.
38
Pino_alae posted at http://www.abs-cbnnews.com/nation/regions/12/02/09 posted on December 12, 2009.
39
Anonymous, In: Keeping up with the Joneses (and how it fuels corruption in the PNP) posted on September 26,
2014 at http://pulisnapogi.blogspot.com/2014/09/keeping-up-with-joneses-and-how-it.html

40
Bartolome C. Fernandez, At The Scene of the Crime. Opinion-Letter, Philippine Daily Inquirer, September 20,
2014, p.A14, Vol. 29, No.284

8
 In one of my lectures on Ethics, I presented some pictures of Philippine National
Police community relations activities such as blood-letting, food distribution to flood
victims, mass celebration, Physical Fitness Test, school mentoring and the like. I asked
comments to my students on the pictures shown to them. On my dismay, to them, most
pictures shown are only Pogi Points (A term used for hypocrisy like balat-sibuyas,
or ningas cogon). Despite the efforts of our brothers in uniform particularly our
decision-makers in bringing closer to the stakeholders and the community we serve, other
law enforcers are dissatisfied on what the Philippine National Police organization for
decades. If some of our law enforcers are not satisfied to the PNP organization they
belong, how much more with the community? How then could we change the image of
the Philippine National Police, inasmuch as hundreds of rotten eggs, hoodlums in
uniforms, buwaya, kotong cops, multchers, who, still enjoy the juices of their
salaries and benefits? And even the highest rank of the Philippine National Police is in
limbo. One blogger41 bravely commented regarding current Chief, Philippine National
Polices issue on alleged corruption, saying: How can Purisima still be an effective
leader if he was caught on camera lying with a straight face, on an issue where the
evidence is right inside the National Headquarters? He added, General Purisima was
also surrounded by various scandals involving institutional corruption. How can he
tell policemen to do their jobs cleanly when he himself got embroiled in WERFAST, in
an operation that even policemen felt its effects because they themselves were
victimized and complained about the absurdity of the system? Another blogger
(Pignoy)42 says: Officers neither has the skills to lead or too lax to lead as they
themselves are too busy building up their wealth. The Disciplinary Process of
PNP/NAPOLCOM is too lax and takes years even for a sanamagan policeman accused
of kidnappings, extortions, etc..

THE PHILIPPINE NATIONAL POLICE AND THE MEDIA

What do we mean by image? According to Websters Collegiate Dictionary,

image may best be defined as a popular conception projected especially through the
mass media. The media may wield different kinds of effect. They educate the public.
They facilitate the exchange of ideas among policy actors in or out of the government.

41
Anonymous, PNP Morale and Discipline After These Hard Hits, posted on September 12,2014 posted at
http://pulisnapogi.blogspot.com/2014/09/pnp-morale-and-discipline.html

42
Pignoy, In: Most Policemen Are Dumb,posted on September 13, 2014 posted at
http://newsinfo.inquirer.net/637629/most-policemen-are-dumb

9
 The media has a significant role. In addition to providing the public with
accurate information and expert opinion, media also serves as a watchdog for the
general public.
-Former President Fidel V. Ramos43

The media is a mirror of society for it reflects simply what people do in different
places and what their experiences lead them to what to read about and takes on the form
of social and political structures where is exists. Through their vigilance and courage in
exposing corruption and denouncing abuses committed by the authorities. According to
Peoples Journal Tonight44 editorial, media play a stellar role in fashioning a society that
is decent, law-abiding, orderly and gentle. According to Police Chief Superintendent
Crescencio L. Maralit45, one of the problems that law enforcers and mediamen face is that
both are inundated with information that may not be true. Every professional media
person is motivated by the attitude that an informed public can- and does-make a
difference. The universal view is that the institution that is mass media performs an
extremely important function. In democratic countries as J. Crank et al.,46 assessed,
controlling the abuse of police officers have been daunting tasks for police managers. A
manifestation of this concern is the multiplicity that the police are perhaps the most
scrutinized profession.

Alec Francis Santos, a student of the Ateneo de Naga University once wrote: The
media, as a crucial part of our society, should ensure that the truth always prevail .
He continued: It is our role as journalists to watch over the integrity of government
officials. It is our duty to tell the Filipino people about government and societys
wrongdoing. We have to be steadfast and serve as constant reminders to government
officials not to betray the trust that the people have given them. It is our responsibility
to expose graft and corruption on any level of government to the people.47

It would be from the recognition of what keeps us from reporting the truth that
we can start building our strength.
-Edith Burgos48

43
Speech of Fidel V. Ramos at the Lecture-Forum on the Occasion of the 32 nd Anniversary of the Development
Academy of the Philippines, Tagaytay City, June 14, 2005.
44
Role of Media, Peoples Journal Tonight, Volume XXVII, Number 181, April 27, 2007, p. 4.
45
Crescencia L. Maralit, Terrorism Police and Media Philippine National Police Journal, April 2008, p. 12.
46
J. Crank and M. Caldero, Police Ethics: The Corruptions of Noble Cause, Anderson Publishing, Cincinnati,
OH, 2001.
47
Alec Francis A. Santos, Real Change , In: Young Blood, Philippine Daily Inquirer, Volume XXIII, Number 122,
April 10, 2008, p. A11.
48
Speech of Edith Burgos during the 6 th National Congress of the National Union of Journalists of the Philippines
last August 23-24, 2008, In: Self-Censorship Biggest Enemy, Journalist Told by Delfin T. Mallari, Jr., Philippine
Daily Inquirer, September 1, 2008, p. A18.

10
 On the other hand, as Alfred Dalizon 49 emphasizes, the media has exposed the so-
called bad eggs and misfits in the service. There were countless of news bits reported
by the media on illicit activities of some erring cops. According to Steven Chermak50,
one cause of public dissatisfaction with police may be thought of the way the police are
presented to the public through the press and media. The Philippine National Police has
admitted this reality and has not left a stone unturned to cleanse its ranks of these
individuals who have managed to blemish the image of the organization, this is one
among the goals of Mamang Pulis Program under the flagship of the former Chief,
PNP.

We want Mamang Pulis to be loved by the citizenry and not loathed by

them.
-Police Director General Avelino I. Razon Jr.51

According to the study conducted by Police Superintendent Ma. O. R. Aplasca 52 et

al., in many occasions, the Philippine National Police becomes vulnerable to public
criticism for its inability to observe police relations with the media and follow the
policies and guidelines set forth by the Philippine National Police in the conduct of press
release especially on sensational cases. These adverse publicities not only negate the
positive accomplishments the Philippine National Police had done but remain to be a
stumbling block of the Philippine National Police organization in achieving its vision of a
credible national police institution. Michael P. Tremoglie53, a former Philadelphia
police officer now a freelance writer wrote that police officers have only a set of narrowly
defined objectives- and a body of law that is continually subject to revision and
interpretation- to guide them. Given the urgency of the plight in which police usually find
themselves, it is a wonder that the police are able to perform their duties with as little
controversy as they do. There is no question that many time police are forced to act
intuitively. Yet, this is not the characterization of police that is rendered to the public.
Police work is rarely presented to the public in a positive light. The mainstream liberal
media seem to think that police work is not entertaining unless it is in a quandary.

According to MD Ashraful Huda, PPM 54, Inspector General of Bangladesh Police,

the police needs to improve the relationship with the media because media can play a
49
Alfred Dalizon, PNP and Media: Partnership, The PNP Journal, March-April, 1994, p.2.
50
Steven Chermak, Image Control: How Police Affect the Presentation of Crime News, American Journal of
Police 14-21-44, 1995.
51
Speech of Police Director General Avelino I. Razon During the PNP Command Turn Over Ceremony at Camp
Crame, Quezon City on October 1, 2007.
52
Ma. O. R. Aplasca, Doctrine on the Conduct of Press Briefing On Sensational Cases, PSOEC Class 93-03,
Philippine Public Safety College, Fort Bonifacio, Makati City, October 2003.
53
Michael P. Tremoglie, Police and Public Opinion, at
http://www.2ampd.net/articles/tremoglie/police_and_public_opinion.
54
Ashraful Huda, Access To Justice And The Urgency Of Police Reform: A View From Bangladesh In Improving
The Polices Role And Performance In Protecting Human and Economic Security at
http://www.adb.org/documents/reports/law_policy_reform/chap4.pdf.

11
significant role in bringing the police and public closer. Establishing and maintaining a
positive working relationship with the local media is essential. Mark A Chaney, 55 Chief of
Police, New Albany, Ohio recommended that new chiefs take a course in media relations
during their first six months of tenure. Even if new chiefs discover that their predecessors
did not have an open or working relationship with the media, they must reach out to
establish one. Failure to do so will impede both their agencies and their own progress and
may weaken their standing in the community. He added that in some respects, the media
is like an animal that must be fed. If chiefs do not take the time to develop a good
working relationship, the media may feed off of chiefs or their agencys bad news. By
taking the time to develop a good relationship, chiefs can feed the media positive stories
about their agency. Chiefs should consider submitting guest columns with the local
newspaper to get their agencys good work into print and in the public eye. Chiefs are
advised to be mindful of the fact that when the public reads a story in the newspaper or
sees a television news report, their agency is being graded. They should make sure that
they know the local reporters so that when negative news reports are published or
broadcast, chiefs are not stuck cold-calling media representatives or, worse yet, being
heard or read stating the dreaded no comment.

The following are excerpts from the different publications regarding the
perception to the Philippine National Police:

Donald Kirk56, a veteran correspondent firmly believes that PNP chieftains, were
linked to jueteng, a number game from which not only they (PNP chieftains) but a
network of officials earned fortunes for themselves and the mobsters behind them. He 57
(Kirk) wrote: The moment you step out of the doors of Ninoy Aquino International
Airport, into a swarm of drivers waiting to charge several times the rate of the normal
manila taxis, you feel as though you are walking into cartoon land You are entering
a strip of caricatures, a new face surrounded by comic-book stereotypes. There are
filthy rich. There are gangsters, the kidnappers, the killers. There are bargirls and, not
always distinguishable from them. There are military officers, the police and soldiers,
but be careful. They may one and the same as the filthy rich, or paid killers or both. In
page 157 of his book, Kirk58 also mentioned that elite families dont need a better PNP.
He said, Elite families dont want any police at all. They dont trust the PNP inside
their villages. Theyre too afraid the cops are casing their homes, stealing whatever is
loose, planning a kidnapping, maybe a killing. He continues: The higher the ranking
the cop, the more likely hes on the take-responsibility accepting the biggest pay-offs,
controlling those who do the taking for him, running gambling rackets, sharing riches
from relatives, cronies and benefactors up and down the structure of governance.

55
Mark A. Chaney, Guidance From A Mentor Helps Avoid The Pitfalls of Many New Police Chiefs, The Police
Chief, Volume LXXV, Number 1, January 2008, Virginia, USA.
56
Donald Kirk, Philippine in Crisis: U.S. Power Versus Local Revolt, Anvil, Manila, p. 13.
57
Ibid., p. 152.
58
Ibd., p. 157.

12
 Asian Human Rights Commission based in Hongkong averred Donald Kirks
views regarding bad image of the police commenting that the criminal justice system of
the Philippines is rotten.59 Two columnists from Philippine Graphic and Sunday
Philippine Daily Inquirer, respectively commented that Philippine National Police Police
is corrupt and litany of sins, as quoted: The Philippine National Police appears to have
been identified in the public mind with inefficiency and corruption., says Nati
Nuguid60 while Maria Doyo says, The litany of sins of PNP personnel is long: from
petty tong collection and jueteng to rape, bank robbery, kidnapping for ransom, drug
trafficking and murder61.

Alfredo Dizon62 of Philippine Daily Inquirer in his news item says: The public
looks at the police officers as extortionists, robbers, murderers, illegal loggers, drug
traffickers, among others. Likewise, the Peoples Journal63 printed an article on
Jueteng. It reads: The operators, who spoke on condition of anonymity, said
jueteng is held daily-with the apparent protection of civilian, military and the police
officials in almost all towns and provinces of Regions 1,2,3,4 and 5, all in Luzon. It
continues: They said that illegal gambling, particularly jueteng can not be totally
eradicated because of the support of certain civilians, military and police officials.

I want to make Central Luzon jueteng free as illegal gambling is a part of

my eight point agenda.
- Police Chief Superintendent Errol Pan64

Chito Dela Torre65, a well known journalist criticized the police in solving crimes.
He wrote: Its always a big question mark, why police officers cant execute arrest
warrants even when such officers are strongly believed to know enough of the
circumstances of the wanted persons, such as their birth places. Such strong belief
develops from a fact that most police officers assigned in a town are original natives
and have long been, and still are, residing in that town. This is worsened by the fact
that some of those wanted are known to civilians to be present, alive and often visiting
places within the town, after a short period of time of having gone outside of the town
to hide and elude arrest, notably in Tacloban, Manila or Cebu. He stated that not every
police officer deserves his badge. He continues: The worst scalawags among them are
themselves the masterminds of crimes and criminal syndicates. Some of them are
willing (bad cops for hire) tools of politicians and those who behave as though they are

59
Philippine Deck, Asian Human Rights Commission, The Criminal justice System of the Philippines is Rotten at
http://www.article2.org/mainfile.php/0601/266.
60
Nati Nuguid, Hope and Turmoil, Philippine Graphic, March 6, 1993, 9. 3.
61
Maria Ceres Doyo, Exorcising the Police, Sunday Philippine Daily Inquirer, October 3, 1993, p. 6.
62
Alfredo Dizon, 145 Cordillera Cops Not Mentally Stable, Philippine Daily Inquirer, March 15, 1995, p. 18.
63
Peoples Journal, Gambling Lords Admit Php 50 Million Daily Take From Jueteng, December 11, 1992.
64
Ric Sapnu, The Philippine Star, October 2, 2007, p. A19.
65
Chito Dela Torre, A Repeated Police Failure posted at http://www.samarnews.com/news-2009/dec/2523.htm
posted on December 19,2009.

13
somebody higher than the laws of the land and there are deplorably many of them
around the Philippines.

The challenge that must be met today is how to regain trust and confidence in
the police and other services and how to unite everyone in the common battle against
criminality and social disorder.
- Former President Fidel V. Ramos66

Isagani A. Cruz67, columnist and a former Supreme Court Justice writes in his
column regarding his perception of the police:

Policemen are more ubiquitous leeches. They operate through out the land and
exercise wider authority. Given their surbid record, they cannot inspire the peoples
confidence and feared to do more harm than good. Unless corrected and improved our
Philippine National Police can be a really vicious institution like Hitlers Gestapo and
the OGPU of the Soviet Union.

The public is a potent force in bringing about public opinion in which in turn can
either be beneficial or destructive to the image of the Philippine National Police. A
negative image for the police agency results from failure to perform effectively, lack of
public relations and information and failure to counteract adverse propaganda by
elements hostile to it.68 This is true as averred by Tango et al69. In their unpublished
thesis, they attributed to the fact that the police perceived themselves as being unfairly
projected by the media. To the public as symbols of corruption, rather than exemplary
behavior. Moreover, the public expects the police an exemplary conduct. As Don Kooler 70
averred: It is an inescapable fact that a public official has no private life; as soon as
he enters public service and so long as he remains therein, his conduct, whether on or
off duty, will be subjected to the unrelenting scrunity and critical analysis of the public
he serves.

We maintain a policy of utmost support and cooperation with media especially

on matters of general public interest. We have high respect for journalists and the
institution that they respect.
-Police Director Nicanor A. Bartolome71
66
Speech of President Fidel V. Ramos, Regaining the Peoples Trust. Fifteenth Philippine National Police
Academy Commencement Exercises at Camp Vicente Lim, Calamba, Laguna, April 7, 1994.
67
Dick Foilan, Peoples Perception On The Police, in Philippine National Police Journal, Volume X, Number 4,
July-August 2000. p.3.
68
Germaelina Montaez, A Study on the Personnel Management of the Philippine National Police, Unpublished
Term Paper, Philippine National Police Academy, 1990.
69
Pedro Tango, et al., Perceived Job-Stress Coping Ability and Job Satisfaction of Police Commissioned Officers
of Region V Particularly Albay Province, Unpublished Thesis, Manuel L Quezon University, Manila, 1995.
70
Don L. Kooler, Ethics in Police Service, Journal of Criminal Law and Criminology, July-August 2004.
71
In: PNP Vows Better Media Relations by Alfred P. Dalizon, Peoples Journal Tonight, Volume XXVIII, No. 91,
January 25, 2008, p. 11.

14
 The Philippine National Police is severely criticized for the perceived crime wave
affecting the entire country as brought about the sensationalization of some heinous
crimes like the Kuratong Baleleng72. Former NAPOLCOM Regional Director Yolanda
Lira73 finds the public looked police as extortionists, robbers, murderers, illegal
loggers, drug traffickers, etc. Her study said more cases against erring police officers
were dropped due to pakikisama.

Memories of the abuses committed during the martial law years, when the
police were part of the Philippine Constabulary, are hard to forget. Incidents during
the past police chiefs, like the Kuratong Baleleng case and the Ortigas rub-out, have
not forgotten. -Leila de Lima74

The media also organize the issues and project scenarios to prime the ground for
public acceptance of certain policy options. 75 While it is the policy of the Philippine
National Police to cooperate fully with the media, there were some procedures in
releasing information such as those regarded as active or classified as criminal
intelligence information. Hence, the Philippine National Police Media Relations
Policy76 aims to re-orient and further motivate every Philippine National Police personnel
to be cognizant of the importance of a good working relationship with the media as a vital
component of the organizations over-all Police Community Relations Program, but with
utmost awareness of the limits of disclosure of information. Media relations and publicity
programs are conducted for public awareness of the Philippine National Police policies
and programs in addressing peace and order which includes among other: PNP
Supervised/ Supported Radio Programs (DZRM, DWBL, DZRB, DZRV, and DWDD)
and Television Programs (NBN and RPN Channel 9).77

The best public relation is good performance and dedication and commitment
to the service. No amount of propaganda can change the shattered image of the police
organization if some of its members continue to commit abuses and shenanigans.
-BobbyNalzaro78

72
Philippine Daily Inquirer, Kuratong Baleleng Rob-Out, April 1994.
73
Yolanda Lira, The Phenomenon of Police Corruption: Its Implications to National Security and Police
Management, National Defense College of the Philippines, 1988.
74
Speech of Commission of Human Rights Chair Leila de Lima during the flag raising ceremonies on the occasion
of the first year anniversary of the PNP Human Rights Affairs Office (HRAO) in Camp Crame, Quezon City, July
14, 2008.
75
Melinda O. De Jesus, Medias Role in the Creation of Culture of Peace in: The Media and Peace Reporting,
Unpublished Report on The Report on Internalization of Peace Advocacy and Global Intervention submitted to
Bicol University by Maria Jesusa N. Pajarillo, 2004.
76
PNP Memorandum Circular Number 2006-022 entitled PNP Media Relations Policy dated November 21, 2006.
77
PNP 2008 Annual Accomplishment Report.
78
Bobby Nalzaro, Police and the media, Sunstar Cebu City posted on September 12, 2006 at
http://www.com.ph/static/cebu/2006/09/13/oped/bobby.nalzaro.

15
 How do the Philippine National Police deal exactly with the media? There are
some legal mandates to be observed and followed by the PNP personnel: Pulis
Magalang Program79 aimed to identify the PNP personnel and its service with a smile
which connotes a positive illustration of the organization as a whole. (The Pulis
Magalang Program also include guidelines to use the Telephone Answering Standard
(TSA) format); Memorandum Circular 2004-1080 adheres all PNP personnel at all time, be
courteous in communicating, and/ or dealing with members of the community regardless
of stature or affiliation especially those who are on duty and assigned to positions directly
in contact with the members of the society. Al Martinez, columnist of the Los Angeles
Times believed that not all police are corrupt. He says:Police officers who are caught
breaking the law are big news stories, but the number of dirty police officers is
miniscule compared to the number of police officers who are willing to risk their lives
to help the public remain safe. Just as there are issues of police misconduct, there are
examples of police officers who died during the performances of their duty.

Let us examine some incidents involving the treatment of some police personnel
with the media:

In one incident, GMA 7 newsmen and his crew filed a case against a police
colonel for allegedly arrogance unbecoming of a police officer. 81 Another cop detailed at
Quezon City Police Division Criminal Investigation and Detection Unit was accused of
mistreating DzBB reporter over the telephone. According to the report 82, the cop yelled at
the reporter and banged the phone while the reporter was still on the line.

If we want to improve the image of the Philippine National Police to be

admired and appreciated by the public, let us be conscious that the improvement must
come from ourselves first.
- Reverend. Isaias R. Lim83

When a police officer lack good manners and right conduct especially uttering
nasty remarks against media reporters and journalists, that officer affects the credibility of
the Philippine National Police organization. One incident happened when a police beat
reporter asked for a copy of a report regarding a Manila Police District official who was
accused by two women of robbery-extortion, bribery and planting of evidence 84. Despite
of courteous request of the reporter, a police colonel assigned with the General

79
Memorandum from Chief, Philippine National Police dated November 7, 2006 re; Pulis Magalang (Serbisyong
May Ngiti).
80
Memorandum Circular 2004-10,Policies, Guidelines, and Procedures on the Implementation of Pulis
Magalang Program (Police Courtesy) approved by Police Director General Edgar B Aglipay, Chief, PNP. .
81
Joel Dela Torre, Relieved QC Cop Reinstated; Reporters Dismayed, Peoples Journal, January 18, 2008, p. 14.
82
Joel dela Torre, Cop Under Fire for Mistreating Newsmen, Peoples Journal, Volume XXIX, No. 308,
November 13, 2007, p.12.
83
Isaias R. Lim, Seeking Room for Improvement of Oneself, The PNP Journal, May-June 1998, p. 38.
84
Alfred Dalizon, Rude MPD Officials Slammed, Peoples Journal, Volume XXIX, No. 301, November 6, 2007.

16
Assignment Section, MPD displayed his arrogance and vehemently denied his untoward
remarks. Another journalist of The Examiner who was robbed twice along Legarda Street
and Mendiola who seek assistance from Mendiola Police Community Precinct was
dismayed over the cold-shoulder treatment from the aforesaid precinct prompting his
colleagues from Manila City Hall Reporters Association (MACHIRA) to ask the MPD
Director to step into the problem85.

Dialogue is the appropriate means to come up with guidelines on behavior of

media during crisis situations. The guidelines should be drawn up by consensus
between government and media.
-Muntinlupa Representative Ruffy Biazon86

A label tagged by Transparency International87 that the Philippine National Police

is the most corrupt agency in the country.

This label is even more destructive than any typhoon, that we, the members of
the police force could ever experience.
-Police Director General Edgar B. Aglipay88

The Editorial of Peoples Journal Tonight89 relates on cops efficiency. According

to the study made by the Surveillance Studies Network (SSN) published in the United
Kingdom, the efficiency of law enforcement in the Philippines has been declining by 1.9
percent annually and that index crimes are on the rise. The aforementioned study stated
that among the more than 20 countries with the worse records in law enforcement, the
Philippines ranked third, tailing Israel and Thailand.

I sincerely wish that our combined efforts will be rewarded with a more solid
performance and more impressive accomplishment that will restore the credibility of
the PNP in the face of rising public perception of criminality, anomalies, corruption,
incompetence and inefficiency prevailing among our police forces.
-Former President Joseph E. Estrada90

85
Itchie Cabayan, Cops Snub Holdup Victim, Peoples Journal Tonight, November 9, 2007.
86
Ruffy Biazon, In: PNP: Raul Is Right by Jester Manalastas, Peoples Journal, Volume XXX, Number 6, January
15, 2008, p. 3.
87
Police Digest, National Headquarters, Camp Crame, Quezon City, December, 2004, pp. 11-12.
88
Speech of Police Director General Edgar B. Aglipay during the Seasons Message, Christmas Party, Camp
Crame, 2004.
89
Peoples Journal Tonight, November 10, 2006, p.4
90
Speech of Vice-President Joseph E. Estrada at the Joint Graduation Ceremonies of the PNP Officers Advance
Course Class 93-D and Officers Basic Course Class 93-D, PNP Training Center, Camp Castaeda, Silang, Cavite
on April 4, 1994.

17
 I came across with the complain of Karina Antonette Agudo 91, a researcher with
the Philippine Navy against policemen assigned along Espana Avenue published by the
Young Blood Column of Philippine Daily Inquirer. She (Agudo), reiterated that the
reasons why many people choose to keep quiet instead of going to authorities with their
complains and take justice to their own hands because those who should help them are
the ones who encourage them and keep justice away from them. She said: The police
will never change. Their tendency to act only in their own interest is deeply rooted.
They have developed the habit of humiliating instead of helping those who come for
help. Once the PNP personnel have been identified as bad cop, the PNP organization
gets into trouble. The trouble is made public. The damage to the PNP organization will
have serious consequences. In most cases, critics against the PNP were being posted to
blogs via social media. Some are as follows:

Erowhon_0792 says: Wala akong tiwala sa mga pulis.. mas hanga pako sa mga
sundalo. Siguro may iilan na matino, pero karamihan nagpupulis lang para
makapagdala ng baril panakot. Tama, kung malilinis ang PNP, malamang pogi points
nga yun. Pero ewan ko lang, malabong sa revamp lang magawa yun. Dito lang sa may
Eastwood, pati parking ng jeep may kotong na mga pulis.

In the regular column of Neal H. Cruz 93 As I See It, he commented: Legitimate

press-composed of practitioners from the broadsheets and the broadcast media- and the
tabloids that, except a few, among them, Peoples Journal and Tempo are fly-by-night
publication that publish pornography and smut, gossip, small police stories and are
published mostly to exert influence among some government offices and often even
blackmail government officials. These journalists maliciously commit libel to scare
people to silence. Then they cry that their press freedom is being violated when they
are haled in court.

Do not intercede in behalf of notorious scalawags in the military and police

organizations who destroy the image, honor and integrity of the great majority of men-
in-uniform.
-Major General Cesar P. Nazareno94

An anonymous journalist wrote on junk journalism peddled by gung-hoo, asinine,

brains-in-between-their legs columnists and reporters: These closet morons hang
around police stations or morgues is a proof of machismo.. And you will believe us
91
Karina Antonette Agudo, Inside a Police Station, Philippine Daily Inquirer, Volume XXIII, Number 88, March
4, 2008, p. A13.
92
PNP Reorganization Start of Massive Reforms in Police System, posted on October 10, 2014 posted at
Interaction.com
93
Neal H. Cruz. Dont Coddle Fake, Irresponsible Journalist, Philippine Daily Inquirer, Volume XXIII, Number
268, September 1, 2008, p. A14.
94
Cesar P. Nazareno, Manila Bulletin, November 13, 1990, In: The Constable and INP Journal, Camp Crame,
Quezon City,, November-December 1990, p. 16.

18
when we say that the takes are good when police authorities themselves are party to
such crimes as smuggling and extortion. For a price, our macho writers will stand by
their men in uniform, write about them as if they were first cousins, extol their virtues
to the very people who, directly and indirectly, are suffering as a result of the
collaboration between crime kingpins, police or government authorities and, yes,
journalist95. Meanwhile, the Philippine National Police cried foul over the presence of
dozens of fly-by-night journalists troping daily in Crame who demand money, gasoline
and other favors from them. According to the news report of Alfred Dalizon 96, its easy to
spot fake journalists: they have oversized identification cards from unknown media
entities, wear vests and are equipped with tape recorders and instant cameras. They are
also the first to ask for snack or any meal.

Meanwhile, in My Viewpoint column of Ricardo V. Puno Jr97. regarding PNP

image wrote: The PNP is a deeply diseased and troubled organization, and another
revamp wont cure its terminal illness. I truly marvel at those PNP publicists who
whine about its tarnished image supposedly being the result of misguided but
widespread public misunderstanding or of unwarranted media assault. They keep on
complaining about how media overplay their failures but underplay their successes.
They are distressed about how media chews especially and cut pieces the numbing, yet
often highly suspect, statistics the PNP serves up from time to time. No one, seems, is
telling the PNP the bottom line truth, that is, when weighed on the scales of justice
done and service rendered to the people, the PNP is still wanting.

The police organizations image was tarnished. The alleged involvement of

police elements on various illegal activities has hogged the limelight. The need for
value formation, the retraining, professionalizing and cleansing process must continue
to rid over police agency of misfits and scalawags.
-Former President Fidel V. Ramos98

Where public dissatisfaction and negativity about the police image exist, the
reasons for that perspective are undoubtedly complex. Dissatisfaction and negativity may
exist in part because the police simply fail to perform well at a given time or place. If
lawfulness, fairness, professionalism, integrity, and service are keys to the legitimacy of
police agencies, the police may simply fail to live up those standards often enough to cast
doubt in the public mind.99 Sara S. De Guzman100 described government officials as
95
Anonymous, Tabula Rasa: Journalism From Between The Legs, Economic Warrior, Official Newsletter of the
Economic Intelligence and Investigation Bureau, Camp Aguinaldo, Quezon City, May 1990, p. 5.
96
Alfred Dalizon, Abusive Media Hao-Siaos Irk PNP, Peoples Journal, October 3, 2007, p. 6.
97
Ricardo V. Puno,My Viewpoint- PNP Image, Philippine Star, June 18, 1995.
98
Speech of the former President Fidel V. Ramos during the 3rd PNP Recognition Day, Camp Crame, Quezon City,
August 11, 1993.
99
Catherine Gallagher et al., The Public Image of the Police: Final Report to the International association of
Chiefs of Police by the Administration of Justice Program, George Mason University, in:
http://www/theiacp.org/Policeservices?ExecutiveServices/ProfessionalAssistance.
100
Sara S. De Guzman, Political Lame Ducks, Philippine Star, Volume XXVII, Number 336, June 30, 2008, p. 14.

19
political lame ducks. In her regular column As A Matter Of Fact, she says: While
government clamors for good news-reality sets in and the truth always prevails. The
events in itself are stressful but what makes it worse is when you find out that the
problems were caused by men officials who are lax, who are corrupt, who are
inefficient and who simply do not care about the welfare of the country and its
peopleALL GOVERNMENT WORKERS seem to be aiming for its promotion. All
they have is YABANG.

There is one story cited by William M. Esposo101 published by the Philippine Star:

An American, a Brit and a Filipino were trying to outdo each other in bragging
just how fast their policemen respond and arrive at the crime scene. The American
boasted: In New York, our cops can get to the crime scene in five minutes. Not to be
outdone, the Brit countered: In London, the Scotland Yard is in the crime scene in three
minutes. Unimpressed, the Filipino coolly stated: In Manila, our cops are in the crime
scene in less than two seconds.
Thats incredible!, the Brit reacted. Unfazed, the Filipino clarified his claim:
Not impossible, many times our cops are very the ones committing the crimes.

According to Esposo, it is an old joke but most relevant to the situation we face
today with rogue cops preying on helpless citizens. Across all socio-economic classes
of Filipino society today, youll find fear and distrust of the police, he added.

We are encouraging policemen to be community-friendly on the street or inside

police stations. There is no place for rough and brusque officers and men in the
organization.
-Police Director Leopoldo A. Bataoil102

Michael Tooley, et al.,103 averred that the risk to police and sheriffs departments is
that prolonged negative feelings can become self-fulfilling; an untrusted,
unappreciated department can come to find itself at odds with a public it perceives as
ungrateful, self-entitled, uncooperative, or worsestupid. This potentially
dangerous situation not only can give rise to demeanor complaints against officers but
can raise the stakes to the possibility of violence between officers and the public.
Further, The changes in technology that made it easier for the public to interact with the
police simultaneously made it harder for police departments to find their target audiences.
In the past, the simple press release picked up by reporters from local newspapers and
television and radio stations would reach most of the people with whom the department
101
William M. Esposo, Worlds Fastest Cops On The Crime Scene, The Philippine Star, Volume XXIII, Number
275, April 30,2009, p. 11.
102
Leopoldo A. Bataoil, In: PNPs Courtesy Program, Editorial, Peoples Journal Tonight, Volume XXVIII,
Number 210, May 25, 2008.
103
Michael Tooley, Brian J. Lande, Gary M. Lande, The Media, the Public, and the Law Enforcement Community:
Connecting Misperceptions, The Police Chief, Volume LXXVI, Number 6, June 2009, Virginia, U.S.A.

20
wanted to communicate. Now, the market is so segmented that it can be difficult for
police departments to find and reach their intended audience.104

In their research entitled The Media, the Public, and the Law Enforcement
Community: Correcting Misperceptions discussed that social norms theory states that,
to a large extent, peoples behavior and attitudes are influenced by their perception of
normal behaviors and beliefs within their social group. According to social norms theory,
people tend to misperceive (that is, exaggerate) the negative behaviors and attitudes of
their peers. If people think that negative behavior is typical, they are more likely to
engage in that type of behavior. However, Toodley argued that such perceptions are often
incorrect. If negative behaviors or attitudes are perceived to be the standard in a social
group, the social urge to conform will negatively affect overall behavior and attitudes of
the group members. Alternatively, by educating a group about the sort of positive
behavior that is in fact the usual and expected practice among their peers, behaviors and
attitudes can be affected in a positive manner.

Social norms theory, per se, as discussed by H. Wesley and Alan D. Berkowitz 105,
attempts to explain how the perceptions of a group can shape the groups behavior,
suggests that when police officers come to believe that their peers have negative beliefs
about the populations they serve, they are likely to take on those attitudes themselves. To
help people better understand and accept social norms, it can be helpful to frame it within
the larger context of the science of the positive. The Positive Community Norms Model
(PCN) is a process of promoting health and safety norms within a community based on
the theory of the science of the positive. PCN incorporates multiple social change
theories through a unifying community development process. Consistent with both the
spirit of community policing and other law enforcement strategies, this model is a way to
approach issues from a positive rather than a negative perspective. It is a move away
from the media-driven if it bleeds, it leads sensationalizing mentality. PCN and the
science of the positive hold that peoples behavior can be shaped through positive
modeling and reinforcement rather than through threats and punishment. 106 Framing this
mission in this way calls to mind the words of a great visionary, R. Buckminster Fuller:
You never change things by fighting the existing reality. . . . To change something, build
a new model that makes the existing model obsolete.

Many Filipinos are more afraid of the policemen than criminal.

104
Susan Braunstein, Adapting to Change in Law Enforcement Public Information, The Police Chief, Volume. 74,
Number 12, December 2007. Copyright held by the International Association of Chiefs of Police, 515 North
Washington Street, Alexandria, VA 22314 USA.
105
H. Wesley Perkins and Alan D. Berkowitz, Perceiving the Community Norms of Alcohol Use Among Students:
Some Research Implications for Campus Alcohol Education Programming , International Journal of the Addiction,
Volume 21, 1986, pp. 961-976.
106
Michael Tooley, Brian J. Lande, Gary M. Lande, The Media, the Public, and the Law Enforcement Community:
Connecting Misperceptions, The Police Chief, Volume LXXVI, Number 6, June 2009, Virginia, U.S.A

21
 -Former President Fidel V. Ramos107

107
Speech of former President Fidel V. Ramos during the PNP Anniversary Address last January 1996, In: An
Evaluation Of The PNP Effectiveness On The Community-Oriented Policy System: Evolving A Doctrine On Police-
Community Partnership, by Police Chief Inspector Odilar G. Ramoneda, Staff Study, Police Senior Officer
Executive Course Class 35-98, PPSC, 1999.

22
THE PHILIPPINE NATIONAL POLICE AS THE FRUIT-BEARING TREE

If one wishes to discover what a tree is about, one must reflect upon what
makes a tree a tree.
- Mark Sherman108

If the Philippine National Police were a fruit-bearing tree, is it an organization that

bears good fruits; neither can a corrupt tree bring forth good fruits?

On the other hand, like other organization too, while the Philippine National
Police is bearing good fruits, bad fruits have also come out from it. Graft and corruption
have been very much alive for many years, e.g. scandals involving PNP personnel in
extortion, bribery, gambling, drug proliferation, prostitution and cyber sex, and the like.
These bad fruits are also manifested in other forms such as described as prone to crab
mentality using leveling instrument of unconstructive criticisms, intriga and tsimis
are evident among people in the government bureaucracy.109

We knew that the major crimes in this country are committed by HOODLUMS
IN UNIFORM. We know they are protected by hoodlums in barong and acquitted by
hoodlums in robes. We know that the most damaging crimes against society are not
those of petty thieves in rags, but those of economic saboteurs in expensive clothes: the
dishonest stockholders, the wheeling-dealing businessmen, influence-peddlers, price-
peddlers, and other crooks in the government.
-Former President Joseph E. Estrada110

So then, since the Philippine National Police is producing both good and evil
fruits, what then is the Philippine National Police? ---- A good tree or a bad tree? For
according to the New Testament, A good tree cannot bring forth evil fruit, neither a
corrupt tree bring forth good fruit. What makes the Philippine National Police a bad
tree? Or a good tree? Are those law enforcers lodging in this good tree causing it to
become a bad one? Or, are there factors hidden from behind that prevent the Philippine
National Police to be transformed from good to bad? Where are the good fruits of this
tree? Do they do their job for commitment sake or merely just for compliance? Or, are
they outnumbered by the bad elements residing in this organization-tree? Some of the
fruits of the bad tree are rejection, hatred, anger, self-pity, hostility, depression, abuse,
guilt, negatism, shame, low-esteem and lack of self-confidence. Joyce Meyer 111, author of
108
Mark Sherman, Personality: Inquiry and Application, Pergamon Press, USA, 1979, p. 74.
109
Maria Jesusa N. Pajarillo, Reactions on Corruption in the Philippine Bureaucracy, Police Regional Office 12
Newsletter, Tambler, General Santos City, Volume 1, Number 4, July-September, 2000, p. 4.
110
Inaugural Address of former President Joseph E. Estrada, Official English Translation), At the Quirino
Grandstand, Manila, June 30, 1998, In: Manuel L. Quezon III, 20 Speeches That Moved A Nation, Anvil Publishing,
Pasig City, in cooperation with Platypus Publishing, 2002, pp. 98-101.
111
Joyce Meyer, Managing Your Emotions: Instead of Your Emotions Managing You, Harrison House, Inc.,
Oklahoma, 1984, p. 193.

23
Managing Your Emotions commented that the roots of the bad tree are producing the
bad fruit that grew from it.

Our dedication as public servants to secure our peoples safety and protect
them from scalawags white collar or otherwise must be unassailable. The officers and
personnel of the PNP must not be found wanting. Do not tarnish your badge with a
stain of corruption.
-Former President Gloria Macapagal Arroyo112

According to the lecture on Thought Management presented by Mr. Lawrence

Esguerra113 of Man in Natures Design (M.I.N.D.): When God endowed you with the
intellect, free will and freedom of choice, He gave you a conscious sphere (10% of your
whole mind) where all endowments are rooted. Ninety percent (90%) of your mind is
the sub-conscious mind, which is the source of everything. While you make mental
pictures of your thoughts, desires, and the choices with the conscious mind, it is the
sub-conscious mind that expresses it as an experience on a thing, with such thoughts,
desires and choices are impressed upon it. Therefore manage your thoughts and you
gain full control over all your circumstances. A saying goes, if you think good, good
will follow. If you think evil, evil will follow. Therefore, if you think corruption, corrupt
activities follow.

James Saspa114 argued that there are more decent and hardworking peace officers
than there are rogue cops. The latter, according to him, are exception, as opposed to what
some in the sensational press. Every man has some persistent temptations that get in the
way of achieving his goal of righteousness. Even Apostle Paul was not immune to this
human frailty. He wrote: I do not understand what I do. For what I want to do I do not
do, but what I hate to do For I have the desire to do what is good, but I cannot carry
it out. When I want to do good, evil is right there with me. (Romans 7:15,18 and 21)
Paul adds that the old sinful nature loves to do evil, which is just the opposite of what the
Holy Spirit desires (Galatians 5:16-17). Therefore, the two forces the sinful nature and
the Holy Spirit is spiritual warfare, so that the choices of law enforcers to do either good
or bad, as the passage says.

The PNP leadership offers no compromise with any breach of discipline and
misconduct.
-Police Director General Oscar C. Calderon115

112
Speech of Her Excellency Gloria Macapagal Arroyo during the Monday Flag Raising Ceremony and 14 th PNP
Anniversary, Camp Crame, Quezon City posted on January 31, 2005 at http://www.gov.ph/index.php?
113
Lecture presented by Lawrence Esguerra held at the Media Center, PNP Multi-Purpose Center, Camp Crame,
Quezon City on March 26, 2009.
114
James P. Sapa, The New Crime-Fighters, Philippine Free Press, February 2, 2002, p. 12.
115
Police Digest, April 2007, p. 10.

24
 Let us examine some of these police personnel if they are bad fruits allegedly
involved in anomalous activities and/or lapses in the performance of their duties:
* Several concerned citizens and civic organizations complained against illegal
activities of a certain policeman long suspected of peddling drugs. According to Bert
Ignacio116 of Manila Bulletin, said policeman had been using his house at 1905
Dimasalang Street as a drug den for young shabu users. He was arrested in a raid on
his house by the Western Police District Drug Enforcement Unit.

* Agents of the National Bureau of Investigation arrested a police officer that

reportedly heads a kidnap-for-ransom group during operation inside the Philippine
National Police Maritime Headquarters at the Subic Bay Freeport Zone. The police
officer and seven other unidentified suspects, according to Jonas Reyes 117 of Manila
Bulletin, forced entry into Aida Amanudins house in Plaridel town and dragged the latter
with them after ransacking the family room of Php 50,000.00 worth of compact discs.

* Non Alquitan118, in his police beat entitled Police Officer Involved in 2.2
Million Hi-jacking Case Dismissed, a Manila police official and a member of Philippine
National Police Academy Class 88 was arrested by the National Bureau of Investigation
for his alleged role in the hi-jacking of a vehicle carrying Php 2.2 million worth of
cellular phones in San Juan. According to the report, said police officer had been already
behind bars for his involvement in the kidnapping of two people in Las Pias City.

* A Manila policeman and his cohort tagged in the kidnapping-for-ransom of a

Filipino-Chinese businessman were arrested by the Western Police District in an
entrapment in Quezon City. The suspects were nabbed during a supposed pay-off inside a

116
Bert Ignacio, Manila Cop Arrested In Anti-Drug Raid, Manila Bulletin, March 6, 1999.
117
Jonas Reyes, Cop Tagged in Kidnapping of Businesswoman Collared, Manila Bulletin, June 27, 2005, p. G1.
118
Non Alquitran, Police Officer Involved in 2.2 Million Hi-jacking Case Dismissed, The Philippine Star, August
8, 2005, p. 18.

25
restaurant at Banawe Street, Quezon City. The suspects were locked up in jail while
charges of kidnapping for ransom, robbery and car theft are being readied against them 119.

* Margausa Ortiz120 of Philippine Daily Inquirer reported regarding two brother

policemen who have been implicated with two other companions in the abduction of a
Chinese businessman, following their involvement in the kidnap-for-ransom case of
Henry Sia, a Chinese-Filipino. Accordingly, operatives of the National Bureau of
Investigation raided the house of the policemen at Linao Street, Quezon City and were
able to seize a Toyota Lucida van used in abduction, a 9 mm Beretta pistol and a hand
grenade.

* Jester Manalastas121 of Peoples Journal Tonight reported that genuine opposition

and House Minority Leader Francis Escudero urged the immediate relief of all police
officers assigned in Region 5 following the killing of a local official in Pilar, Sorsogon.
Accordingly, Escudero said the police failed in their duty to protect the people from
criminals.

The local police have failed in their duty to protect the people with criminals
picking their targets with impunity.
-House Minority Leader Francis Escudero122

* A Police Inspector assigned with the National Capital Region Police Office was
picked up for questioning for alleged violation of Commission on Election Gun Ban.
Jeamina E. Sabate123 in her report entitled Manila Cops Pick PNP Inspector Up,
policemen of the Manila Police District Anti-Illegal Drugs (DAID) found in possession of
a .45 caliber pistol of the suspect and failed to show papers for the gun.

* Interior and Local Government Secretary Ronaldo Puno sacked three senior
police officials of the Manila Police District following the 10-hour hostage drama in
Manila. The police admitted lapses were committed during the hostage-taking crisis,
among others, allowed the civilians to get close to the bus where the children were being
held by businessman Armando Ducat and Cesar Carbonel.124

When you understand the fruits, youll understand the man. By his fruits you
will know that his identity is clear.
119
Allan Bergonia, Cop Held for Tsinoys Kidnap, Peoples Journal, September 6, 2005, p. 12.
120
Margausa C. Ortiz, Kidnapped Trader Tags Brother-Cops, Philippine Daily Inquirer, September 21, 2005, p.
A22.
121
Jester Manalastas, Escudero Urges Relief of PRO 5 Police Chiefs, Peoples Journal, Volume XXIX No. 47,
February 21, 2007, p. 12.
122
Ibid. p. 12
123
Jeamina E. Sabate, Manila Cops Pick PNP Inspector Up, Tempo, Volume XXV, Number 57, February 26,
2007, p. 5.
124
Jun Icban Legaspi, Cops Sacked: Hostage Crisis Mishandled, Peoples Journal, Volume XXIX, No. 84., March
30, 2007, p.2.

26
 -Archbishop George Augustus Stallings, Jr.125

* Four police personnel have been disarmed of their service pistols and are
restricted to the Caloocan Police Headquarters in Sangandaan. According to Elison A.
Quismorio126 of Tempo, charges of robbery-extortion and illegal detention have been filed
against the policemen in connection with the arrest of driver Ronald Arzadon in Phase 4,
Barugo, Bagong Silang.

* Zambo Cop Nabbed Over Hot Shipment, a news report in page 4 of Tempo 127
newspaper. It stated that operatives from the Philippine National Police Aviation Security
Group apprehended a Zamboanga police officer for the illegal shipment of a grenade
launcher and a semi-automatic pistol.

The days of corrupt kotong cops are numbered

-Police Director General Avelino I Razon Jr.128

* Jeamma E. Sabate129 of Tempo reported regarding four cops who were

sentenced to maximum of eight years of imprisonment by a Manila Regional Trial Court
on robbery-extortion and threatening a woman with torture and evidence planting.

Do your job- or else get out of the service

-Police Director General Oscar C. Calderon130

* Jeamma E. Sabate131 reported two (2) issues: Police Chief Relieved and
Wanted Cop Strikes Again, respectively. The former issue reported regarding the relief
of a certain Police Senior Inspector relative to the Petron incident allegedly robbed three
times and the attempted killing of a German national. The latter incident on the other
hand, a certain Commission on Election employee personally filed a complaint to a
Police Officer 1 for robbery-hold-up. Said personnel already facing charges of robbery
hold-up, attempted kidnapping and robbery with violence and intimidation.

The police has its internal disciplinary mechanism that deals with abuses and
corruption in its ranks.

125
George Augustus Stallings, Jr., World Peace Tour, Philippines, September 25, 2006.
126
Elison A. Quismoria, 5 NPD Cops Face Axe, Tempo, Volume XXV, No. 87, March 28, 2007, p. 3.
127
Anjo Perez, Zambo Cop Nabbed Over Hot Shipment, Tempo, Volume XXV5, No. 086, March 27, 2007, p. 4.
128
Avelino I Razon Jr., In: DILG Leads Campaign VS. Kotong, Kolorun, by Elena L Aben, Manila Bulletin,
January 17, 2008, p.2.
129
Jeamma E. Sabate, Four Cops Draw Four-Year Jail Term, Tempo, March 22, 2007, Volume XXV, No. 81, p. 5.
130
Speech of Police Director General Oscar C. Calderon during the Grand Ugnayan Katipunan of the Caloocan
City Hall on February 20, 2007 cited by Mia B. Billones, Cops Told: Shape Up or Ship Out, Peoples Journal
Tonight, Volume XXVII, No. 118, February 21, 2007, p. 3.
131
Jeamma E. Sabate, Police Chief Relieved, and Wanted Cop Strikes Again, Tempo, Volume XXV, No. 150,
June 8, 2007, p. 3.

27
 - Police Director General Hermogenes Ebdane132

* Anti-Kidnapping agents arrested a Police Senior Inspector, a former soldier and

a cohort for allegedly kidnapping a Pakistani businessman. According to Aaron R.
Recuenco133, the suspect, formerly with the Central Mindanao Regional Office who is on
AWOL and other cohorts were arrested by the PACER agents while transporting their
Pakistani victim aboard a taxi cab.

Ang tunay na Mamang Pulis ay hindi abusado. Ang tunay na Mamang Pulis
ay hindi nangongotong. At ang tunay na Mamang Pulis ay kaibigan at kabalikat ng
mamamayan.
-Former Police Director General Avelino I Razon Jr134

* The City Council of Malabon admonished City Police Chief for alleged
mushrooming of video karera machines reportedly operating in the citys 16 barangays.
According to Mia Billones135 of Peoples Journal Tonight, the council summoned a
former Manila policeman tagged as Video Karera King, forged an unholy alliance with
some police and local officials to establish the formers illegal activity in the city.

* The Peoples Journal Tonight published the following articles: (a) A source
identified as Sid Paparazzi said there were some powerful men from DILG, LGUs and
PNP who take protection money through their bagmen named only as Tatlong
Itlog,; ;136 (b) Alfred Dalizon reported that there were five (5) members of the notorious
kidnapping-for-ransom syndicate operating in Southern Tagalog and Metro Manila who
were assigned in Philippine Drug Enforcement Agency and Police Regional Office 4-A,
Headquarters Support Group, Camp Vicente Lim, Canlubang, Laguna. (c) The Peoples
Journal Tonight137 learned from some conductors of buses plying Mabalacat that some
individuals in civilian clothes, who are claiming they are cops, are seeking exemption
from paying bus fares.138 (d) Another issue139 reported that a top cop in Bicol blamed
jueteng as behind allegedly efforts to remove the Regional Director as well as the
worsening brouhaha involving two members of a powerful political clan in the region. (e)
Another issue140 published an article regarding two young cops who were implicated in
132
Totel De Jesus, Year of the Police, Philippine Free Press, January 21, 2004, p. 12.
133
Aaron B. Recuenco, Pakistani Trader Rescued: PNP Captain, Ex-Soldier Fall, Tempo, June 13, 2007, Volume
XXV, No. 154, p. 1.
134
Speech of Police Director General Avelino I Razon Jr during the Traditional Monday Flag Raising in front of
NHQ Building, Camp Crame, Quezon City on November 12, 2007.
135
Mia B. Billones, Police Chief in Hot Water Over Video Karera, Peoples Journal Tonight, Volume XXVII, No.
271, July 26, 2007, p. 3.
136
Cris Ibon, Tonight Expose Prompts Anti-Jueteng Campaign, Peoples Journal Tonight, July 30, 2007, p. 10.
137
FMC, Pampanga Cops Probed for not Paying Bus Fares, Peoples Journal Tonight, July 30, 2007, p. 10.
138
Alfred Dalizon, Cops By Day, Crooks by Night, Peoples Journal Tonight, July 26, 2007, p.6.
139
Melvin Casas, Jueteng War Behind Top Cops Ouster?, Peoples Journal Tonight, Volume XXVII, No. 151,
March 26, 2007, p. 2.
140
Fernando M. Cariaso, Padrino System No Longer Works at PNP, Peoples Journal Tonight, Volume XXVIII,
Number 282, August 6, 2007, p.5.

28
the kidnapping of businessman in Davao City. The two cops belong to batch 2001 recruits
of the Philippine National Police. Further, said cops were arrested along with five other
suspects in follow-up operations. (f) A former member of the Philippine National Police,
who used to be assigned at the PNP Aviation Security Group with cohorts were nabbed at
the Ninoy Aquino International Airport after their Australian visas were found to be fake.
141

We are your police force. Call on us, count on us.

-Police Director General Hermogenes E. Ebdane142

* In Olongapo City143, a member of Nueva Ecija Provincial Office and his brother,
a former National Bureau of Investigation agent, and four civilians faced multiple charges
for strafing the car of a Pakistan National. They were arrested by SWAT, Intelligence and
Investigation Branch, Police Stations 1 and 5 of the Olongapo City Police Office.

* In a news tidbits published by the Philippine Daily Inquirer, there were two
Taguig policemen assigned in Police Community Precinct who faced charges of
attempted robbery and extortion, light coercion, serious physical injuries, grave threats
and arbitrary detention. The two policemen allegedly tried to extort Php 10,000 cash from
a tricycle driver.

* On same day, Alfred Dalizon144 of Peoples Journal reported that policemen in

Tigaon, Camarines Sur were ordered investigated for allegedly whitewashing a murder
case to favor of Barangay Talojongon Chairman Rogelio Ret and allegedly allied with the
family of prominent Bicol politicians.

* In another incident, an officer of the Philippine National Police Crime

Laboratory is in hot water for allegedly firing shots at another policeman after he rammed
his vehicle into the center island in Makati City. The incident, according to Philippine
Daily Inquirer145, the suspect got into altercation with the residents in the area, prompting
them to call the police.

* A Police Officer 2 was charged with appropriate criminal and administrative case
while a stolen Toyota Corolla was recovered in his possession. According to Alfred
Dalizon146, in his news report entitled TMG Recovers More Stolen Vehicles, the

141
Peoples Journal Tonight.Ex-Prober Nabbed for Fake Passport, July 26, 2007, p.6.
142
Hermogenes E. Ebdane, Police Digest, Camp Crame, Quezon City, January 2003, p.11.
143
Johny R. Rolando, Cop, 5 Others Face Criminal Raps, Peoples Journal, August 4, 2007..
144
Alfred Dalizon, Bicol Cops Probed on Murder Cover up, Peoples Journal, August 24, 2007, p. 11.
145
Philippine Daily Inquirer, Cops in Trouble for Firing at Another Cop, Philippine Daily Inquirer-Metro,
September 4, 2007.
146
Alfred Dalizon, TMG Recovers More Stolen Vehicles, Peoples Journal Tonight, Volume XXVII, No. 313,
September 6, 2007, p. 3.

29
policeman was arrested by agents of Cavite Provincial Traffic Management Office while
trying to pawn the vehicle to a local trader identified as Vicente Lepardo.

* Meanwhile, on another occassion147, two policemen in Nueva Ecija were arrested

and charged with kidnapping for ransom following a successful rescue of their alleged
victim in Barangay Daan Sarile, Cabanatuan City.

I will not tolerate anything or anyone that will taint the men in uniform, more
so, the members of the PNP, so if there are policemen under my command who are
engaged in illegal activities, I am warning you, beware, because the long arm of the
law will catch you in due time
- Police Chief Superintendent Errol T. Pan148

* Illegal gambling seems to be tolerated by both barangay officials and the police,
just like many others that abound near the Manila Police District Station 10, according to
the report of Jun Abad149 of Peoples Journal.

The men and women of the PNP have the sworn duty to serve and protect the
people. This duty cannot be fulfilled if there is no support from the community.
-Honorable Jose D. Lina Jr.150

* A member of the Aviation Security Group of the PNP was arrested by his
colleague after he fired his gun indiscriminately at the Daet Airport in Camarines Norte,
according to Alfred Dalizon151.

* Also in Camp Olivas, a number of the lawmen facing charges were caught by the
so-called eagle eye or honesty teams to crack down on kotong (mulcting cops).
The erring 35 policemen, faced reprimand, admonition, suspension without pay and even
dismissal from the police service if found guilty of the charges against them. 152

Corresponding punishments are given to those undesirable and incorrigible

PNP members depending on the gravity of their offenses.
-Police Chief Superintendent Errol Pan153

147
Franco G. Regala, Kidnapped Local Rap Artist Rescued, 2 Ecija Cops Fall, Tempo, Volume XXV, No. 225,
September 12, 2007, p. 8.
148
Ibid, p. 8.
149
Jun Abad, A Bad Moro-Moro: Are MPD Cops, Barangay Officials and Pandacan Drug Lords Crime
Partners?, Peoples Journal, September 20, 2007.
150
Hon. Jose D. Lina Jr. Police Digest,Camp Crame, Quezon City, January 2003, p. 3.
151
Alfred Dalizon, ASG Cop in Hot Water, Peoples Journal, October 4, 2007, p. 13.
152
Ding Cervantes, 35 Central Luzon Cops Face Administrative Charges, The Philippine Star,, October 17, 2007,
p. A29.
153
Ibid., p. A29.

30
 * In General Santos City, agents of the Criminal Investigation and Detection
Group are facing several charges after they allegedly forced a nightclub guest relations
officer to undress and trumped up charges against her. According to Joseph Jubelag 154 of
Manila Standard, Miss Subanda, owner of Pier 8 Super grave misconduct and conduct
unbecoming of a police officers from the CIDG.

* Two policemen assigned with Gapan City Police were arrested two hours after
they abducted Wilfredo Austria of Barangay Bantog Norte, Gapan City. The policemen,
according to Ferdie Domingo of Manila Standard demanded Austria to pay Php 20,000
for his release.155

This is part of our continuing effort to rid the organization of undesirables

under the Mamang Pulis program of Gen. Razon
- Police Director Edgardo F. Acuna156

* The Directorate for Investigation and Detective Management recommended the

filing of administrative charge against Police Regional Office 5 officer-in-charge for
alleged failure to obey lawful orders from Camp Crame. According to Peoples Journal 157
issue , there were fourteen policemen who filed charges against the OIC Regional Office
before the Ombudsman for gross misconduct, violation of Omnibus Election Code and
violation of Republic Acts 6713 and 3019.

We must sustain the momentum of our successful operations against illegal

number games to end and for all spare our communities from the ill effects of their
crime against social morals.
-Police Director General Avelino I. Razon, Jr.158

* An intelligence officer and twenty four (24) of his men assigned with the
Regional Intelligence Operations Unit were relieved due to their alleged involvement in
the arrest of three foreigners for illegal gambling in Binondo159.

154
Joseph Jubelag, GenSan Cops Hit For Fake Raid, Manila Standard, October 24, 2007, p. 19.
155
Ferdie Domingo, 2 Cops Arrested for Kidnap, Manila Standard, Volume III, Number 156, September 7, 2007,
p. A8.
156
Speech during the Talakayan sa Isyong Pulis or T.S.I.P. In: Alfred Dalizon, 38 Cops Fired, Peoples Journal
Tonight, November 7, 2007.

157
Alfred Dalizon, Bicol PNP Chief Faces Raps, Peoples Journal, November 9, 2007, p.7.
158
In: Stop Jueteng, Razon Order Cops, by Fernando M. Cariaso, Peoples Journal Tonight, Volume XXVIII, No.
21, November 16, 2007.
159
Julie M. Aurelio, PNP Intel Officer, 24 Others Relieved for Irregularities, Philippine Daily Inquirer, Volume
XXII, No. 338, November 13, 2007, p. A18.

31
 * A policewoman assigned with Cebu Provincial Police Office was arrested in an
entrapment conducted by the Regional Anti-Illegal Drugs Special Operations Task Group
7 after handling over Php 50,000 and allegedly upon the instruction of the unidentified
lawyer160. According to Fernando M. Cariaso 161, said policewoman told probers she felt
obligated to heed the lawyers request because she was her professor in a law school and
served as her legal counsel in her annulment case.

* Another two policemen assigned with Navotas Police Mobile Unit and Malabon
were charged with kidnapping for ransom following their arrest in an entrapment
operation in Caloocan City. According to Anthony Giron162 of Tempo, the duo were
arrested by Northern Police District detectives after they held Reynaldo Malocwat for
several hours in Caloocan City, demanded and received Php 6,000 cash from the victims
wife.

No matter how much you want to instill discipline and order, but if the law
enforcers themselves are in cahoots with the perpetrators of illegal acts, chaos and
anarchy will definitely set in.
-Manila Mayor Lito Atienza163

* A Police Officer 2 was arrested by Northern Police District Intelligence Unit for
alleged possession of 50 grams of Ephedrine, unlicensed firearms and fake money
amounting to Php 210,000 in Malabon City on the strength of a warrant of arrest issued
by Manila Judge Romeo Rabaca.164

I have time and again warned that illegal arrests, illegal detention, hulidap,
bangketa/ areglo or case fixing and recycling of confiscated drugs will not be
tolerated. Those who commit these irregularities will be dealt with severely.
- Police Director General Avelino I. Razon Jr.165

* In an entrapment operation in Caloocan City, two policemen were charged with

kidnapping for ransom following their arrest. According to Anthony Giron 166, in his
article entitled Tango Warns Erring Policemen as 2 Cops Charged in Court, the duo
were arrested by Northern Police District operatives after they held 43 years old electrical
160
Fernando M. Cariaso, Female Cop Nabbed For Extort Attempt, Peoples Journal Tonight, December 12,
2007.
161
Ibid,.
162
Anthony Giron, Tango Warns Erring Lawmen As 2 Cops Charged In Court, Tempo, Volume XXVI, No. 39,
February 8, 2008.
163
Lito Atienza, In:Atienza Sacks Cops, Peoples Journal Tonight, Volume XXVII, Number 43, December 8, 2007,
p. 6.
164
Alfred P. Dalizon, Cop Held for Shabu, Counterfeit Money, Peoples Journal, Volume XXX, No. 34, February
12, 2008, p. 12.
165
Cited in CIDG Hunting For Rogue Cops by Alfred Dalizon, Peoples Journal, March 27, 2008, p. 6.
166
Anthony Giron, Tango Warns Erring Lawmen as 2 Cops Charged in Court, Tempo, Volume XXV, Number 39,
February 8, 2008, p. 3.

32
contractor for several hours and demanded and received Php 6,000 cash from the latter
wife.

* A policeman and his civilian agent were arrested for their alleged involvement in
the theft of a passenger jeepney in Taguig City. According to Pete Laude 167, Fe Galangera,
the owner of the jeepney, said that a certain SPO4 contacted her through her cellular
phone and told her that her jeepney was already recovered. However, she was told to
proceed to a mall on Letre Road in Malabon and bring money.

Would you believe that a Police Officer 2 of Manila Police District Station 4 in
Sampaloc, Manila is a snatcher? In a report of Jeamma Sabate 168 of Tempo, a certain
Alicia Sigua filed a complaint against the law enforcer who allegedly took away Php
30,000 which was meant for the formers hospital bill. According to the complainant, she
withdrew the cash from the Western Union Branch in Sampaloc, Manila. The law
enforcer accosted the victim stating that the former was a suspect of snatching case. The
lawman, according to the victim frisked her and took the money, including the receipt
from the bank and after taking the cash, the policeman left. Meanwhile, three Quezon
City cops were relieved after they were implicated in a million peso jewelry theft. The
case stemmed from the arrest of a housemaid of an Indian resident in Corinthian Graden.
The maid later told her employer that the policemen took the jewelry from the toilet bowl
where the former hid the said jewelry.169

The Regional Trial Court Branch 76 in Quezon City sentenced a policeman to life
imprisonment for allegedly detaining a businesswoman on trumped-up drug charges and
demanding a Php 100,000 ransom in exchange to his freedom.170

I shall expect every policeman and policewoman to be actively involved in

pushing the PNP forward. I shall not condone non-performers and dead weights in the
service. They have no place in our ranks.

Help us identify the rogue cops so we can apply to them the full force of the
law. Let us know of peace and order problems in your communities so that we can duly
address them.
-Police Director General Avelino I. Razon Jr.171

167
Pete Laude, Malabon Cop, Informant Nabbed For Car Theft, The Philippine Star, June 30, 2008, p. 20.
168
Jeamma Sabate, Cop Faces Probe for Snatching, Tempo, Volume XXVi, Number 245, September 2, 2008. P. 8.
169
Meinie Ragasa Jimena, 3 Cops Sacked For Theft, Peoples Journal, VolumeXXXIV, Number 78, News, March
29, 2012, p. 12.
170
Julie M. Aurelio , QC Cop Gets Life Term For Holding Businesswoman, Philippine Daily Inquirer, October 22.
2008, p. A24.
171
To Serve and Protect Remains Our Battlecry, Manila Bulletin, October 2, 2007, p. 11.

33
 The policemen remind of us an old Gene Hackman film where he played the role
of a killer, says Ramon Mayuga 172. He continues: Today one usually reads in the news
about police officers and military men involved in kidnapping for ransom, robberies,
hold-ups, drug trafficking and petty crimes.

Unrighteousness, practiced in this world, does not at once produce its fruits;
but, like a cow, advancing slowly, it cuts off the roots of him who committed it
-Hinduism, Laws of Manu 4.172

More than half of the murder cases in the Philippines involved policemen, either
as protectors or perpetrators of the crime. According to Stella Gonzales and Jerry
Esplonada173 of Philippine Daily Inquirer, the National Police Commission disclosed that:

o Less than half of the killings have resulted in arrests;

o Very few of the suspects are charged in court and less than 10% get convicted, and
o Even if convicted, very few of the murderers get to serve in their sentence in
prison and fewer still serve their sentences in jail.

M. Lipsky174 says: What really makes the police controversial public servants is
not only their power to take life in certain circumstances but the vast array of
circumstances where the use and abuse of their powers maybe involved. This very
same exercise of coercive power by the police often make them controversial and their
very existence is considered as an anomaly in democratic society, as averred by R.H.
Lanworthy175. While there are some who sacrificed their lives in the battlefield, some
police enforcers shot their bullets in a no non-sense fights. To my great dismay, some
lost their lives not because of in-line-of-duty-related but due to the result of war-
shock, pride, moonlighting, under influence of liquor and the like:

A murder charge was filed before the Ombudsman against a policeman accused of
killing Rogelio Villafuerte of DzEQ in Baguio City. According to Joel de la Torre 176 of
Peoples Journal, the witness claimed he saw the policeman drag Villafuerte out of his car
then shoot him. Another broadcaster Dennis Cuesta of Digos City was killed by a lone
assassin near the busy Gaisano shopping. According to Orlando Dinoy 177, the main
suspect turned out to be a Police Inspector, a nephew of then Mayor Pedro Acharon Jr.
172
Ramon Mayuga, Todays Rogue Cops, And Memories of Manilas Finest, In: Letters to the Editor, Philippine
Daily Inquirer, Volume XXIII, Number 193, June 17, 2008, p. A14.
173
Stella Gonzales et al, Cops Behind Half of Murders in R.P., Philippine Daily Inquirer, March 11, 1994, Volume
IX, No. 93, p.1.
174
M. Lipsky, Street Level Bureaucracy: The Dilemmas Of The Individual In Public Services, New York, Sage
Foundation, 1980.
175
R.H. Langworthy and L.R. Travis III, Policing In America Balance Of Forces, Cincinnati, O.H., Mc Millan
Publishing Company, 1994.
176
Joel de la Torre, Peoples Journal, January 30, 2007, p. 7.
177
Orlando Dinoy, Cop In Digos Broadcasters Slay 3 Years Ago Still At Large, Philippine Daily Inquirer, Volume
XXVI, Number 244, August 11, 2011, p. 7.

34
Meanwhile, a Police Senior Inspector in La Paz Police Station, Bangued, Abra shot to
death a son of a barangay captain for self defense. Accordingly, said policeman shot the
victim after the latter shot him first when he tried to pacify the barangay heads son who
was then reportedly creating trouble in the barangay. 178 Meanwhile, Manila Mayor
Alfredo Lim has ordered the arrest of a rookie policeman who is being sought for the
killing of a Filipino-Norwegian in Quezon City.179 Meanwhile. Elements of Police
Station of Quezon City Police Office apprehended a fellow officer (Police Officer 1)
during a follow-up operation. A case of frustrated murder (2 counts) was filed against the
suspect while a case of grave threat was filed against the policemans father who is at
large.180

Dave Veridiano181 of Philippine Daily Inquirer reported that there were charges of
multiple murder against 10 Manila policemen, 3 National Bureau of Investigation officers
and 3 United States Narcotics agents in connection with the killing in Makati last July 10,
1990. Also, in same newpaper,182 in its front page reported three cops convicted of murder
for their participation in the massacre of demonstrators of Escalante, Negros Occidental.
The policemen were among the 46 accused in the carnage of September 20, 1985 which
claimed the lives of 20 persons and wounded 24 others who had joined a protest march to
commemorate the 13th anniversary of the imposition of Martial Law.

SPO1 Caparoso, a traffic policeman was allegedly shot by a Police Superintendent

in Fairview, Quezon City relative to the incident when the former accosted a tricycle
driver for counter-flow violation. Said driver went to see the police colonel assigned to
the Ilocos Norte Internal Affairs Service who happens to be his uncle. 183 Investigators in
the case want a paraffin test on the corpse to determine whether the victim fired his gun
during their confrontation.

An official of the Eastern Police District station and two other policemen assigned
in Mandaluyong City Police were in hot water after they were linked in the slaying of
Jonathan Diasanta in Taytay, Rizal. According to Annaliza Villas 184, the remains of
Diasanta were found at Sitio Bangyad, Barangay San Juan. Probers found out that
Diasanta sustained a gunshot wound on the right side of his head. Investigation showed
that he was arrested by the suspects in front of Star Mall Complex, Shaw Boulevard,
178
Mar T. Supnad, Abra Politics Heat Up:Town Cop Chief Kills Barangay Heads Son, Tempo, Volume XXV,
Number 100, April 10, 2007, p. 2.
179
James T. Gamil, Lim Orders Arrest Of Rookie Cop Tagged In Slay, Metro Briefs, Philippine Daily Inquirer,
Volume XXVI, Number 242, August 9. 2011, p. A26.
180
In: QC No Place For Police Scalawags, Philippine Information Agency Press release posted on February 4,
2011 at http://www.pia.gov.ph.
181
Dave Veridiano, Manila Cops, NBI Execs in Murder Raps, Philippine Daily Inquirer, August 2, 1990, Volume
V, No. 235, p.1.
182
Carlito Pablo, 3 Cops Convicted for 1985 Massacre, Philippine Daily Inquirer, Volume IX, No. 299, October
4, 1994, p.1.
183
Jing Villamente, Probers Want Paraffin Test on Slain Cop, Manila Standard, June 27, 2005, p. A5.
184
Anna Liza T. Villas, 3 Policemen in Hot Water for Killing of Teenager, Manila Bulletin, July 25, 2005.

35
Mandaluyong City for his alleged involvement in snatching case. Meanwhile, a Makati
City court meted the death penalty to a member of an elite Special Weapons and Tactics
team (SWAT) for the killing of a barangay tanod. Judge Selma Alaras said that the
prosecution was able to establish the guilt of the policeman in the murder of Oscar Alvir,
a member of the Makati Public Safety Assistance (MAPSA).185

Police officials presented to Manila Mayor Lito Atienza a member of the Traffic
Management Group tagged as brain in a double murder case. According to Peoples
Journal186, a certain Police Senior Inspector was tagged in the killing of sisters Rosa and
Lorna Retumban of Pureza Street, Sta. Mesa. In Bacolod City, Antonieta Lopez187 of
Philippine Star reported that a former police station commander meted a maximum of
thirteen years in jail for gunning down Police Senior Inspector Reynaldo Ganadillo
outside the police station of Himamaylan Town.

A former member of the defunct Philippine Constabulary and his companion were
nabbed by Manila Police District policemen for allegedly killing a barangay chairman in
Sampaloc, Manila. According to Renato Quilicol 188 of Peoples Journal Tonight, The
killing happened at Lacson Street when the victim was cleaning a vehicle. The suspects
approached the victim from behind and shot him twice before escaping.

Police will file a case of arson with double murder and arson with multiple serious
physical injuries against six members of the Police Regional Office 4-A Regional Special
Operations Group linked in the May 14 burning of an elementary school in Tayaan,
Batangas that killed a teacher and a poll watcher. According to Alfred Dalizon 189 of
Peoples Journal Tonight, the investigation conducted show that the burning was
politically motivated.

Alfred Dalizon190 in his follow-up stated that the Chief, PNP disarmed and placed
under restrictive custody for their involvement in the arson attack. However, the
Department of Justice has cleared the policemen of arson and triple homicide charges
because there was no evidence to show that they have conspired to burn down the
Pinagbayaran Elementary School.191

185
Ashzel Hachero, SWAT Man Gets Death For Slay of Barangay Tanod, Malaya, October 5, 2005, p. A2.
186
Peoples Journal, Volume XXIX, No. 70, March 16, 2007.
187
Antonieta Lopez, Negros Cop Convicted of Killing Superior, The Philippine Star, August 5, 2005, p. 31.
188
Renato Gomba Quilicol, Ex-PC Member Arrested for Barangay Chiefs Slay, Peoples Journal Tonight,
Volume XXVII, No. 200, May 16, 2007, p.3.
189
Alfred Dalizon. Arson, Homicide Raps Vs. 6 Cops, Peoples Journal Tonight, Volume XXIX, No. 135, May 22,
2007, p.2.
190
Alfred Dalizon, 5 Cops in Taysan Arson Arrested, Peoples Journal Tonight, Volume XXVII, No. 262, May 18,
2007, p. 10.
191
Leila B. Salavera, Batangas Poll Violence: Ex-Mayor, 3 Cops Cleared of Arson, Slays, Philippine Daily
Inquirer, Volume XXIII, Number 194, June 18, 2008, p. A7.

36
 We have achieved a major breakthrough in this investigation. Whoever is
responsible for this should suffer the consequences. This is a heinous crime. Imagine
that the victims here are a teacher and a poll watcher.
- Police Director General Geary L. Barias192

The Peoples Journal Tonight193 issue, three policemen, among them a Police
Superintendent, accused of killing a young man in Cavite were ordered dismissed from
the service by PNP Chief Director General Oscar C. Calderon. Another Police
Superintendent and two lower-ranked officers were detained in connection with
kidnapping and murder of a woman after they were caught on camera driving the victims
vehicle. The fourth suspect has been also arrested and confessed to the crime, which led
police to the womans already decomposing remains.194

He who commits murder must be considered as the worst offender more

wicked than a defamer, than a thief, and than he who injures with a staff.
-Hinduism. Laws of Manu 8.365

Alfred Dalizon195 also reported in Peoples Journal issue relative to the incident.
He (Dalizon) stated that a Police Major who went into a shooting incident and detonated
a grenade inside Camp Crame last November killing one officer and wounding six others
including a general was ordered dismissed by PNP Chief Director General Oscar C.
Calderon.

The police can only do so much under our justice system. We do have the Task
Force Usig but this unit is not the sole machinery of the system for justice to work. We
expect other pillars of the system to be equally responsive to these issues because it is
always the police that appear to be carrying all the burden
-Police Director General Avelino I Razon, Jr.196

A policeman was shot and killed by another policeman, both members of the 201 st
Police Provincial Mobile Group, after they quarreled inside a restaurant in Aparri,
Cagayan.197

192
Cited in the news item of Alfred Dalizon, 5 Cops in Taysan Arson Arrested, Peoples Journal Tonight, Volume
XXVII, No. 262, May 18, 2007, p. 10.
193
Alfred Dalizon, Cops in Cavite Slay Case Axed, Peoples Journal Tonight, Volume XXVII, No. 172, April 18,
2007, p. 10.
194
Three Philippine Police Linked To Kidnap and Murder at http://www://ph.news.yahoo.com/three-philippine-
police-linked-kidnap-murder-170800645-html.
195
Alfred Dalizon. PNP Officer Fired for Crame Grenade Attack, Peoples Journal, Volume XXIX, No. 159, June
15, 2007.
196
Avelino I. Razon Jr., In: PNP Reacts To Rights Gorups View on Extra-Judicial Killings Peoles Tonight,
October 8, 2007, p. 10.
197
Villamor Visaya Jr., Cop Kills Cop, Inquirer Luzon, Philippine Daily Inquirer, October 5, 2003, Volume XXII,
No. 299, p. A 17.

37
 Rudy Abular198 of Peoples Journal reported that a drunken policeman shot dead a
colleague who accosted him at the Bayanihan Park in Clark Special Economic Zone.
Kenneth del Rosario199 in his report stated that relatives of slain men Leonito Bajon Jr.,
Joel Adique and Raffy Alondres, all residents of Marikina City accused members of
Quezon City Police District Station 8, of having a hand in the brutal deaths. The three
victims had been detained for questioning at the city police station hours before they were
found dead. Menawhile, an aviation policeman is set to be charged with murder and child
abuse for his alleged involvement in the killing of a 15-year old boy in San Andres,
Manila. The policeman, according to witnesses, was one among those who mauled
Bernardo Bandejas for reportedly stealing a mountain bike. Bandejas was later confined
in a hospital for severe injuries where he died due to traumatic head injuries. 200

A policewoman shot dead her drunk and jobless husband during a scuffle inside
their house in Quezon City. According to Joel dela Torre 201, the policewoman Assigned
with the National Capital Regional Police Office surrendered to her superiors after the
incident. There were some policemen involved in the killing of journalists in the country
since 2004. A senior Police Officer IV was arrested and jailed for the murder of DzJC
radio Broadcaster Roger Mariano; likewise a certain Police Officer 1 was arrested and
detained for the murder of DyPR radio announcer Fernando Batul and another Police
Officer 1 was convicted for the slaying of Edgar Damalerio, a DxKP announcer and
publisher of the Mindanao Gold Star in Zamboanga del Sur.202

We are continuing our coordination with various government agencies

specifically the prosecution and the courts to immediately resolve the cases involving
suspects, majority of whom are already behind bars.
-Police Director Jefferson P. Soriano203

According to the Peoples Journal issue, a policeman was sentence to life

imprisonment for the murder of a security officer of former President Fidel Ramos and
ordered to pay the heirs of the victim a total of Php 2,739,000 damages. According to
Alvin Murcia204, the court proved that the murder stemmed from a rivalry over the
presidency of the Homeowners Association at Tropical Village, Gen. Trias, Cavite.
Meanwhile, a traffic policeman who was linked to the killing of a member of the Viva
198
Rudy I. Abular, Cop Kills Colleague, Peoples Journal, October 4, 2005, p. 13.
199
Kenneth M. Del Rosario, Grudge Angle Eyed in Q.C. Police Officials Death, Philippine Daily Inquirer,
Volume XXII, No. 299, October 5, 2007, p. 21.
200
Allison W. Lopez, Cop Faces Charge for Death of 15-year-old Boy, Philippine Daily Inquirer, October 8, 2007,
p. A27.
201
Joel dela Torre, Policewoman Shoots Hubby Dead, Peoples Journal, Volume XXIX, No. 308, November 13,
1007, p. 12.
202
Alfred P. Dalizon, USIG Bares Cops, Soldiers in Slay of Militants, Mediamen, Peoples Journal Tonight, Volume
XXVIII, No. 76, January 10, 2008, p.6.
203
Ibid., cited by Alfred P. Dalizon
204
Alvin Murcia, Life For Cop-Killer of Ramos Security Officer, Peoples Journal, Volume XXX, No. 35,
February 13, 2008, p. 12.

38
Hot Babes and three others in Olongapo City denied involvement in the massacre.
According to Alcuin Papa205 of Philippine Daily Inquirer, the police officer was ordered
to undergo paraffin test when the officers name came up in the newspapers as a possible
suspect after his police uniform was found inside the car of one of the victims.

Meanwhile, four suspected extortionists/ drug dealers, including two policemen

were killed in an encounter with the police team in Binangonan, Rizal Province. In a
report of Kristine Alave206 of the Philippine Daily Inquirer, the police had received
numerous reports unfavorable to the group prior to the incident. In addition to the report,
Non Alquitan207 in his news item entitled 2 Hulidap Lawmen, 2 Others Slain in
Shootout, the modus operandi of the group would allegedly arrest suspected drug
pushers and users, but instead of filing charges against these violators, would extort
money from them in exchange for their release.

We have gone a long way in ridding the police force of scalawags and misfits.
And while there may be a few left of these undesirables, we shall not cease to find,
identify, and punish or remove them from the service.
-Police Director General Avelino I. Razon Jr208

In the Ortigas incident, three men were killed in an alleged shoot-out with police
Traffic Management Group (TMG) agents inside the Ortigas Center in Pasig City.
According to Alcuin Papa209 of the Philippine Daily Inquirer, TMG officials claimed the
three were suspected car thieves and interior department officials denied it was a rub-out.
Three bodies of alleged victims of salvaging or summary executions allegedly by
Police Precinct 14 of Bagong Silang Caloocan were found in the different parts of the
City particularly in Palmera Springs, Bagong Silang and Acacia Street. In the testimony
of Glen Gensolanggo told Alcuin Papa210 of the Philippine Daily Inquirer, he was on
board a tricycle along with Archie Aben, Robert Tan and a certain Aduy while cruising
along Congressional Avenue, policemen in board five motorcycle blocked their way.
They were handcuffed by the policemen but Gensolanggo managed to slip off his
handcuffs and made a dash for his freedom.

The continued expose on illicit activities involving public officials irrespective

of their post, religious, or political affiliations is quite a serious matter which the
administration must look into without any stigma of whitewash.

205
Alcuin Papa, Cop Denies Complicity in Massacre, Philippine Daily Inquirer, Volume XXIII, Number 101, March
17, 2008.
206
Kristine L. Alave, 4 Suspected Extortionists Killed in Shootout in Binangonan, Philippine Daily Inquirer, April
4, 2008, p. A23.
207
Non Alquitan, 2 Hulidap Lawmen, 2 Others Slain in Shootout, The Philippine Star, April 4, 2008, p. A26.
208
Avelino I Razon Jr., Mamang Pulis Program, Editorial, Peoples Journal Tonight, October 5, 2007, p. 4.
209
Alcuin Papa, Human Rights Chief Chides PNP, Philippine Daily Inquirer, July 15, 2008, p. 1.
210
Alcuin Papa, et al., Caloocan Cops Suspects in Salvaging 3 Men, Philippine Daily Inquirer, Volume XXIII,
Number 182, June 6, 2008, p. A24.

39
 -Chito S. Palma211

Manila Police District operatives are hunting a certain Police Officer 2 tagged as
Noel Pulis detailed at National Capital Region Police Office in Taguig City and a
certain Chokoy for alleged killing of a 48 year old man in Pandacan, Manila. In a
newsbit of Sandy Araneta212, the policeman avenged the shooting of the relative of
Chokoy. Meanwhile, in a follow-up report, murder charges have been filed against said
policeman and his cousin. According to Nestor Etolle213 of the Philippine Star, said
policeman was identified by witnesses as the one who shot Ferdinand Javier. In Agoncilo,
Batangas City a policeman allegedly shot and killed a fellow policeman and wounded
another when a fistfight turned into shooting spree. According to Ferdie Castro 214 of
Manila Bulletin, PO2 Jessie Landicho was declared dead on arrival at Metro Hospital in
Lemery, Batangas.

A murder case was filed against a Police Officer 3 suspected of killing Akiyu
Ohara in Barangay Villafuente, Cabanatuan City. According to Tonette Orejas 215 of
Philippine Daily Inquirer Central Luzon, a report in the regional police camp in
Pampanga said investigators were looking into reports that a person close to Ohara hired
the policeman to kill the latter.

Meanwhile, a Police Inspector was tagged as a suspect in the killing of Dennis

Cuesta, a commentator of the Radio Mindanao Network. According to Jerry Adlaw 216 of
Peoples Journal, upon the recommendation of the National Union of Journalist of the
Philippines, said policeman was relieved pending the preliminary investigation of the
case. The Philippine National Police Task Force Usig bared a list of soldiers, policemen
and civilian investigated and later arrested for their involvement in the killings of
journalists and militants in the country since 2001. To mention some: One SPO4 was
arrested and jailed on November 18, 2004 for the murder of DzJC radio broadcaster; one
PO1 was arrested and detained at the Puerto Princesa City Jail on May 24,2006 for the
murder of DyPR radio announcer Fernando Dong Batul; and, another PO1 convicted in
2003 for the slaying of Edgar Damalerio, a DxKP announcer and publisher of the
Mindanao Gold Star in Zamboanga Del Sur217.

211
Chito S. Palma, Public Trust or Public Trash?, Economic Warrior, Official Newsletter of the Economic
Intelligence and Investigation Bureau, Camp Aguinaldo, Quezon City, p. 6.
212
Sandy Araneta, Manhunt On Vs. Cops Who Shot Dead 48 Year Old Man, The Philippine Star, Volume XXVII,
Number 350, July 14, 2008, p. 19.
213
Nestor Etolle, Cop Faces Murder Raps, The Philippine Star, Volume XXII, Number 354, July 18, 2008, p. 21.
214
Ferdie Castro, Cop Hunted For Slay Of Fellow Cop In Batangas, Manila Bulletin, July 15, 2008, p. 12.
215
Tonette Oreja, Cop Faces Murder Rap, Philippine Daily Inquirer, August 11, 2008, p. A21.
216
Jerry Adlaw, Cops Denied In Broadcasters Slay, Peoples Journal, Volume XXX, Number 233, August 29,
2008, p. 6.
217
In: Usig Bares Cops, Soldiers In Slay of Militants, Mediamen, by Alfred Dalizon, Peoples Journal Tonight,
Volume XXVIII, Number 76, January 10, 2008, p. 6.

40
 Our country now has been referred to as the second most corrupt country. We
have also have been identified as the most murderous place for journalist.
-Senator Jinggoy Estrada218

Another law enforcers were charged with multiple murders before the
Sandiganbayan including a Mayor of Sultan Kudarat and civilian supporter for allegedly
killing two men during the 2004 election. In the report of Jester Manalastas 219, the
prosecutor recommended no bail for the accused and were asked the court to award
damages to the heirs of the two victims. Based on police report, the victims were
accompanying poll officials and Army men escorting the transport of ballot boxes to
Isulan, Sultan Kudarat when they were shot.

Meanwhile, complaints were filed by the relatives of three slain suspects against
38 cops before the Department of Justice for their participation in the May 15 Rizal
Commercial banking Corporation (RCBC) robbery massacre in Cabuyao, Laguna.
According to Gina Elorde220 of Philippine Daily Inquirer, Task Force RCBC conducted
simultaneous raids in the suspects homes in Barangay Pagaspas, Tanauan City. The Task
force claimed that the three suspects resisted arrest and fired back at the police authorities
resulting in a brief shoot-out, in which the three suspects were killed. In another incident,
Judge Bonifacio Maceda of branch 275 of the regional Trial Court of Las Pinas sentenced
to life imprisonment a Police Superintendent for masterminding the murder of Young
Officers Union spokesperson based on circumstancial evidence including the confession
of a convicted gunman ex-Marine sergeant.221

The PNP like other institution of public service- needs a continuing program
of reformation and transformation in order to secure a higher degree of performance.
But reforms, if they are to serve any purpose, must encourage and empower ant not
to discourage and dis-empower the police institution.
- Police Director General Ricaredo A. Sarmiento II222

In spite of the PNP pledge to uphold and protect the human rights of the people,
police human violations occur. The United States Information Service (USIS) 223, United
States embassy in Manila had made the following disclosures of some occurrences of
Human Rights violations where the PNP are involved:
218
Privilege Speech of Senator Jingoy Estrada entitled The Philippines as the Wiretapping Capital of the World
last July 27, 2005.
219
Jester Manalastas, Mayor, 2 Cops Charged With Murder, Peoples Journal, Volume XXX, Number 237,
September 2, 2008, p. 7.
220
Gina Elorde, 38 Cops in RCBC Rub-Out Face Murder Charges Before DOJ, Philippine Daily Inquirer,
September 3, 2008, p. 3.
221
Marlon Ramos, Ex-Cop Exec Gets Life For Cervantes Slay, Philippine Daily Inquirer at
http://newsinfo.inquirer.net/20090328.196675.
222
Speech of Police Director General Ricaredo A. Sarmiento II during the Turn-Over Ceremony of C, PNP to
incoming Acting Chief, PNP, Deputy Director General Santiago L. Alio, December 17, 1997, PNP Grandstand.
223
Commission on Human Rights Annual Report 1994.

41
 1. Police sometimes kill the alleged criminals in stage shoot-outs.
2. Red Scorpion group kidnap Gang executions.
3. Ten victims of salvaging found in Manila where public sentiment pointed to the
police or local citizens (vigilantes) as perpetrators, and;
4. Leading number of defunct Presidential Anti-crime Commission (PACC) regularly
receive requests from relatives of victims of heinous crimes to kill the suspect/s
extrajudiciary.

Perhaps, at no other time in our history has the police organizations image
have been tarnished as now. The alleged involvement of police elements in rape-
killing. Kidnap-for-ransom. Robbery and drug-trafficking from North to South, from
top brass to the lower ranks , from retired to active to fake personnel has hugged the
limelight so much in the recent past that one begins to wonder how the PNP could be
trusted to be at the vanguard of maintaining peace and order.
-Former President Fidel Valdez Ramos224

Let me quote the verses of Hinduism, Bhagavad Gita 15.-3225.

There is an eternal pipal tree with roots on high

And branches downward
The verses of Scriptures are its leaves
Who understands this tree, Understands the Scriptures.
It stretches its branches upward and downward
The state of all things nurture the young shoots
The young shoots are the nourishment of our senses
And below, the roots go far into the world of men
They are the sequences of action.
This understanding of the trees shape- its ends
And its beginnings, and its ground-is not open
To the ordinary world. The roots of that pipal tree
Have spread far. With a strong axe of detachment,
A man should cut the tree.

On Brutality

Police brutality is the intentional use of excessive force, usually physical, but
potentially also in the form of verbal attacks and psychological intimidation by a police
officer, prison officer or other law enforcement officer. Widespread police brutality exists

224
Speech of the Former President Fidel V Ramos during the 3 rd PNP Recognition Day At Camp Crame, Quezon
City on August 11, 1993.
225
Bhagavad Gita 15.1-3:Cf. Suhi M5. pp. 282-283, Sustazatana Zoponishad 1.6-8 p.882; Uttaradhyayana Sutra
3.1-7, p.220; Udana 77.p.379.

42
in many countries226. According to Wikipedia Encyclopedia, police brutality is one of
several forms of police misconduct, which include false arrest, intimidation, racial
profiling, political repression, surveillance abuse, sexual abuse and police corruption.
Achieving transformational change in rogue police cultures is a very difficult task. In
some cases, it has taken more than a decade. One hurdle is getting cops to understand
theres something wrong in the way they had been operating. Many consider their work-
cultures to be consistent with their self-image as upholders of law and order in the
community227. The Philippine National Police should strictly adhere to the legal mandates
on brutality as prescribed in Department of Interior and Local Government Memorandum
entitled Strengthening The Memorandum of Agreement Among The Commission on
Human Rights (CHR), Department of Justice (DOJ), Department of National Defense
(DND) and the Department of Interior and Local Government 228, directing the
Philippine National Police to strictly respect the human rights of everyone particularly
suspects in criminal cases. However, there were some isolated reports of brutality
committed by police authorities. For some reasons, the complainants against these erring
personnel were afraid to logged their complaints in their nearest police stations. The low
percentage of crime reporting is an indication of diminishing public trust and confidence
in the police and the criminal justice system.229

When we were s flagging nations, many of the older generation of citizens

knew and respected the policemen in the early days. A policeman before was proud of
his uniform which he used to serve and protect the citizens. But in time, we lost both
self-respect and the peoples esteem.
-Police Senior Inspector Ponce Rogelio J. Penones Jr.230

The police is the primary coercive force in our society, Joseph B. Gonzalo231
discloses in his research work entitled: An Analysis of Administrative Offenses
Involving Police Brutality. The following of his findings were presented: (1) Seventy
four (74%) of police brutality cases were induced by some form of provocation on the
part of the victims (2) The high incident of police brutality cases occurring during night
time and in urban areas.

226
171 Jerome H. Skolnick, James D. Fyfe, Community-Oriented Policing Would Prevent Police Brutality In:
Policing The Police by Paul A. Winters, San Diego, Greenhaven Press, 1995, pp. 45-55.
227
Joe Domanick, Police Reforms Best Tool: A Federal Consent Decree posted at
http://www.thecrimereport.org/news/articles/2014-07-police-reforms-best-tool-a-federal-consent-decree posted on
July 15, 2014 05:29:38 am

228
DILG Memorandum dated July 1996 signed by Secretary Robert Z. Barbers.
229
Alfred Dalizon, 9 Reasons Why PNP Needs To Transform, Peoples Journal Tonight, Volume XXVII, Number
180, April 25, 2008, p.1.
230
Ponce Rogelio J. Penones Jr., Reform Yourself- An Alumni Speaks, Kalasag, December 2000 Issue, Philippine
National Police Academy, p. 14.
231
Joseph B. Gonzalo, An Analysis Of Administrative Offenses Involving Police Brutality, National Defense
College of the Philippines, Metro Manila, Unpublished Thesis, 1994.

43
 The PNP are still leading (the list of human rights violators) based on the
statistics until late 2007, says Commission of Human Rights Chair Leila de Lima 232.
She chided the police for still no. 1 human rights violators in the country. The United
States diplomats thought Philippine police to be as corrupt as Chicago cops in the Al
Capone era who torture, extort and even murder suspected criminals. According to a
leaked embassy cablepublished by anti-secrecy website WikiLeaks, mission observers
compare the Philippine National Police to police forces in Al Capone Chicagos, or
1940s La Confidential Los Angeles.233

In the report of Alquin Papa234, the Philippine National Police along with the
Armed Forces of the Philippines has been tagged by both local and international agencies
as major human rights abusers. In 1999, statistics from the Commission of Human Rights
showed the Philippine National Police was the top human rights violator in the country.
The United States Department in its 1999 country report, also noted that Philippine
security forces were responsible for extra-judicial killings, torture, disappearances and
arbitrary arrest. My nephew was also a victim of brutality. He was hogtied with
aluminum wire, his face was covered with masking tape, fractures, multiple stab wounds
a bullet wound. Same fate with my two brothers who died with multiple gunshots.

232
Speech of Commission of Human Rights Chair Lelila de Lima during the flag raising ceremony on the occasion
of the first year anniversary of the PNP Human Rights Affairs Office (HRAO) in Camp Crame, Quezon City last
July 14, 2008.
233
Philippine Police: Like Capone-Era Cops-US Cable, Agence France-Presse, September 11, 2011 at
http://www.newsinfo.inquirer.net.54745.
234
Alcuin Papa, Human Rights Chief Chides PNP, Philippine Daily Inquirer, July 15, 2008, p. 1.

44
 According to the Asian Human Rights Commission235, a human rights groups
based on Hongkong continues to receive reports of torture and claimed that allegations of
torture are not even investigated. The Philippine Task Force on Intelligence and Center
Intelligence236, 609 soldiers and policemen were involved in bank robbery and hold-up
while 158 were engaged in kidnapping. In a news article in Philippine Free Press 237, one
reporter wrote; In the Philippines, rogue policemen raised the crime of kidnapping to
a multi-million industry. They have been so successful as it that now, even small-time
hoods armed with knives and maybe a stolen gun, are moving in for the share of
market: the market is the same one on which many policemen have become
millionaires- the Chinese-Filipino community. Meanwhile five persons were arrested
by elements of San Fernando City Police and the Provincial Public Safety Office in Villa
Barcelona Subdivision, Barangay Sindalan on their alleged involvement with the
Marxist-Leninist Party of the Philippines (MLPP-RHB), an illegal armed group.
According to the appeal case AHRC-UAC-133-201 238, the suspects were beaten with gun,
burnt their body and neck with lit cigarettes, applied dry suffocation covering their faces
with a cellophane and their genitals were kicked hard at the police station.

The SunStar Pangasinan239 reported that a case of manhandling was filed before
the two policemen in Dagupan City Police Station. The case was filed by the son of the
Tondaligan Park Administration head. Accordingly, the suspects handcuffed and punched
the victim with a cover of kettle at the Police Community Precinct 1 inside the City Hall
compound. The case was referred to the Internal Affairs Service of the Pangasinan
Provincial Police Office.

Another incident occurred in Bacolod City240 where two police personnel of Police
Station 6 were tagged in the mauling of a tricycle driver in Barangay Taculing, Bacolod
City. David Arandia of 1742 Natividad Street, Sta. Cruz, Manila claimed that a Police
Senior Inspector ordered the jail warden to bring him to the investigation office where he
was allegedly beaten several times on the legs, arms and stomach. According to Melvin
Casas241 of Peoples Journal Tonight, Arandia was detained for a week at Manila Police
District Station 3 for allegedly violating the Omnibus Election Code and robbery.
Another incident of brutality occurred when a rookie cop assigned with local police
station in Navotas, along with his brother allegedly peppered a 60-year old womans
house. According to Elison A Quismorio242 of Tempo, the cop, using his firearms
repeatedly shot the womans house while pelting stones.
235
This statement was posted on its website (www.ahrchk.net).
236
The Philippine Daily Inquirer, May 27, 1996, p.1.
237
Philippine Free Press, 1996, p. 8.
238
Philippines: Police Torture Five Men Inside Their Headquarter, posted on September 9, 2010 at
htt://www.humanrights.com.
239
Sunstar Pangasinan, November 14, 2003.
240
SunStar Bacolod, January 26, 2004.
241
Melvin Casas, Injury Raps Filed Vs Cop, Peoples Journal Tonight, Volume XXVII, Number 110, February 13,
2007, p. 3.
242
Elison A. Quismorio, Cops, Brods Charged, Tempo, Volume XXV, Number 046, February 15, 2007, p. 3.

45
 Mr. Ricardo Ayeras243 claimed that the police brought him to Camp Crame and
tortured him in connection with the bombing incident in 2005. Accordingly, torture is
regularly being committed as an integral part of the methods of criminal investigation and
as a form of punishment.In another incident, police beat reporter Jeamina E. Sabate 244
wrote in a local tabloid that a Police Senior Inspector was charged with child abuse
before the Manila Regional Trial Court for allegedly dragging, strangling, kicking, and
slapping a 13 year old boy whom he reportedly illegally arrested after the boy engaged
the policemans son in a fistfight. Meanwhile, two erring cops allegedly mauled and
extorted money from Mark Jason Santos, a tricycle driver of Pateros. According to
Peoples Tonight245, the policemen hailed Mark for a ride. When Mark refused to drive
one of the policemen to Palar which was out of the drivers route, the policemen
threatened Mark and pointed gun against the latters side. The policemen ordered Mark to
drive heading to Police Precinct where the policemen were assigned where he was
mauled and asked P 10,000 in exchange for his release. Meanwhile, in a police statement
by the police forces in Laguna province confirmed that 10 officers have been suspended
and confined to a police camp for "alleged maltreatment of detainees." Accordingly, these
police officers are running a secret prison where jailors wear wigs and
masks beat and abused inmates.246

A Quezon City Police District operative was charged before the Quezon City
Regional Trial Court for allegedly taking the money and personal valuables of Benedict
Marvin Castro, whom he arrested for hitting him with the latters driven motorcycle.
Castro narrated that while inside the police station, the police took his 3310 Nokia and
K7001 Erickson cellular phones, 2 pieces of car holder, wallet containing 2,000 cash and
another 110 cash from his pocket. The police allegedly took the helmet of the
complainant and hit the head with it twice, hitting his head with a record book and then
slapped and punched him.247

In another incident, a former Bulacan governor filed charges of a Police Senior

Inspector from the Criminal Investigation and Detection Group who allegedly shot her
back-up vehicle and mauled her driver following a traffic altercation in Guadalupe,
Makati City. According to the report of Peoples Journal 248, the former governor lodged
charges of attempted murder, grave threat and physical injuries against the police officer

243
Hecor Lawas, Police Torture Hit, Peoples Journal, News Section, May 22, 2007, p. 3.
244
Jeamma E. Sabate, MPD Cop Slapped With Multiple Raps for Child Abuse, Tempo, Volume XXV, No. 296,
October 23, 2007, p. 4.
245
Peoples Tonight. Taguig Police Arrests Erring Cop, Volume XXVII, No. 290, August 14, 2007, p. 3.
246
Agence France-Presse, PNP Suspends 10 CopsOver Torture Jail, posted on January 29.2014 posted at
Rappler.com.
247
Cory Martinez, QC Cop Faces Theft Raps, Peoples Journal Tonight, October 15, 2007, p.6.
248
Alfred Dalizon, CIDG Officer Faces Raps, Peoples Journal, Volume XXIX, Number 337, December 12, 2007,
p.10.

46
who was earlier disarmed and stripped of his badge. According to Aaron B. Recuenco 249,
said police officer was relieved to give way for an impartial investigation. The police
officer allegedly shot several times and ordered the victims to follow to Camp Crame
only to make himself scarce when news reporters arrived, according to Ferdinand
Fabella250. Another incident of brutality was reported when an operative of the Special
Weapons and Tactics Team of the Valenzuela City Police Station was charged with direct
assault, grave threat and physical injuries before the City Prosecutors Office. According
to the new item by Mia Billones251, the policemen allegedly mauled and poked a gun to
Jerry Dy and Jeffrey Maduma and disarming the members of Caloocan City Police
Station who responded to the fracas inside a karaoke bar in Caloocan City.

A former bodyguard of Evangelist Eddie Villanueva now the Puerto Princesa City
Police Chief allegedly raids houses without warrants and plants weapons on crime
suspects, According to people who complained to Ramon Tulfo 252. Some complains
involved the Police Colonel in hitting a motorcycle rider with his own helmet on the
head, cuts the hair of teenagers arrested for vagrancy and forces boys to remove their
earrings when they go to the police station. Meanwhile, A member of the Manila Police
District was ordered disarmed and restricted to headquarters for allegedly terrorizing a
neighborhood and stripping a minor and touching the latters breasts in Tondo, Manila. 253
In Puerto Princesa, the controversial Police Chief of Police was relieved and was replaced
by an officer in charge. In a report of Redempto D. Anda 254 of the Philippine Daily
Inquirer Southern Luzon, said officer faced several complaints of abuse of authority filed
by local citizens.

While the PNP is quick and grateful (when it comes to) giving due recognition
to outstanding personnel for good performance the PNP is also swift and decisive in
addressing issues of discipline (involving) some erring members of the force.
-Police Director General Avelino I Razon Jr255

One of the suspects in a bloody bank robbery in Laguna claimed he was tortured
and made to admit his participation on the grisly heist that killed 10 people. Allegedly, he
was abducted on May 22 from his house and then subjected to five days of continued

249
Aaron B. Recuenco, Cop Relieved For Shooting Car, Mauling Driver, Tempo, Volume XXV, Number 345,
December 11, 2007, p. 5.
250
Ferdinand Fabella, et al., Cop In Road Rage Shoots Ex-Governors Convoy, Manila Standard Today,
December 11, 2007.
251
Mia Billones, SWAT Man Charged With Assault, Peoples Journal Tonight, Volume XXVII, No. 74, January 8,
2008.
252
Ramon Tulfo, An Abusive Police Chief, In: On Target, Philippine Daily Inquirer, March 18, 2008, p. A18.
253
Itchie G. Cabayan,Cop in Hot Water for Stripping, Fondling Minor in Public, Peoples Journal Tonight,
Volume XXVIII, Number 75, January 9, 2008.
254
Redempto D. Anda, Puerto Cop Chief Sacked, Philippine Daily Inquirer, Volume XXVIII, Number 179, June 3,
2005, p. A15.
255
Avelino I Razon Jr. Philippine Daily Inquirer, Volume XXVIII, Number 179, June 3, 2005, p. A15.

47
torture in an undisclosed place. According to Paul Guttierez 256 of Peoples Journal
Tonight, Jesus Narvaez was hanged upside down, water was poured on his nostrils and
then punched repeatedly in the abdomen. Lawyer Freddie A. Venida, counsel of Narvaez
claimed that Narvaez is with the CIDG on May 30, despite receiving the writ of habeas
corpus on May 27 to produce the living person of his client but to no avail.

The policeman is a wall against the forces of evil, a barricade erected by the
law-abiding against the attack of lawless. Those who would destroy societys rights,
must first destroy this wall, this barricade of flesh and blood.
-Alice C. Cortes257

In the deployment of cops to monitor peaceful rallies, what Standard Operating

Procedures be followed? Should abusive acts be countenance, in case. In a video footage
presented by Hanzel Santos and Deuel Managuey of San Jose, Rodriguez, showed armed
cops forcefully taking them into custody. According to Jerico Javier 258 of Peoples Journal
Tonight, more than 10 cops were dragging the duos. They (Santos and Managuey)
claimed that they heard the guard tell the inmates: May timbre na kayo diyan. They said
that the inmates beat them up with paddles and punches.

According to Amir Mir259, correspondent of Gulf News, torturing the accused to

elicit confessional statements has become a common practice at most of the police
stations elsewhere. He added that in some cases, police officers detain people in personal
torture cells. A typical example of this is the complaint logged at National Bureau of
Investigation regarding a Palawan police official and at least three subordinated over
alleged brutality. Citing the NBI findings according to GMA News, the police beat up the

256
Paul Guttierez, Laguna Massacre Suspects Cries Torture, To Sue Cops, Peoples Journal Tonight, June 5,
2008, p. 10.
257
Alice C. Cortes, The Lawman and Human Rights, Criminal Justice Journal, Volume VI, Number 2, May-
August 1986, Manila, p. 37.
258
Jericho Javier, Cops Batter, Mayors Men, Peoples Journal Tonight, Volume XXVIII, Number 173, April 18,
2008, p. 1-2.
259
Amir Mir, Police Widely Use Private Torture Cells January 20, 2007, in:
http//www//archive.gulfnews.com/articles/07/01/20/10098153.html.

48
complainant inside the police headquarters in Palawan. 260 Another related case happened
in Pasig City Police Station. According to GMA News 261, a suspected snatcher detailed at
aforesaid police station claimed at least four policemen beat him and slashed his organ.
His wife confessed to dzBB radio that her husband appeared okay when she visited the
latter the night when the suspect was arrested. Unfortunately, she continued, her husband
had bruises in several parts of the body, pants were bloodied and walked limping.

Cases should be filed against PNP suspects immediately to spare the

organization from public opprobrium.
-Senator Aquilino Pimentel262

Another incident of police brutality inside the police station occurred where
Mayor Mirran of Pagadian City cried in anger: My daughter and her woman friend was
brought to the Police station but instead of being safe there they were instead punched
and kicked by the Chief of Police and another policeman. They were also hit using a
plastic chair and even butt strucked by a pistol in the head resulting in a wound that
required stitches.263

260
Police Chief, 3 Subordinates Face Brutality Raps-Report cited in: http//www.gmanews.tv/story/94854.
261
GMA News, Alleged Police Brutality In Pasig New Headache for PNP at http://www.gmanews.tv/story/96905
posted on May 23, 2008.
262
Aquilino Pimentel Jr., In: CHR Urges PNP To Go Slow In Presenting Suspects To Media by Katherine
Adraneda and Christina Mendez, Philippine Star, July 15, 2008, p. 21.
263
Jong Cadion, Women Mauled by COP, The News, Police Files, in: http//www.unsapa.com/police-files/woman-
mauled-by-chief-of-police.html.

49
 The Commission of Human Rights (CHR) has found policemen assigned with the
Cavite Police Station involved in the case of the so-called Tagaytay 5 guilty of
abduction, unlawful arrest and arbitrary detention. According to Katherine Adraneda 264 of
the Philippine Star, the Tagaytay 5 were blindfolded and hogtied for seven days while
being involuntary interrogated, physically harmed and repeatedly threatened with
electrocution and summary execution, held incommunicado in various military and
police camps and safehouses and deliberately hidden from their relatives. In an unusual
incident, a police major who was arrested for his alleged role in a kidnapping-slay was
tortured by fellow policemen, according to the Commission on Human Rights based on
the news report of Marlon Ramos265. Said police official suffered physical abuse (26
contusions, abrasions and hematomas all over his body) while he was under the custody
of the policemen who arrested him in Sta. Rosa, Laguna as attested by the Commission
on Human Rights doctor, Joseph Andrew Jimenez.

Torture has no place in the democratic society like ours. Our chairperson
(Leila de Lima) has openly spoke against this notorious way of policemen to extract
extra-legal confessions.
- Dexter Calizar266

A 20 year old victim Ericson Castillo survived the alleged salvaging and
filed a complaint against four Manila policemen. In his complaint, Castillo and two other
264
Katherine Adraneda, Cops Violated Rights of Tagaytay 5, Says CHR, The Philippine Star, Volume XXII,
Number 343, July 7, 2008, P. A-30.
265
Marlon Ramos, CHR Claims Police Officer In Kidnap-Slay Was Tortured, Philippine Daily Inquirer, Volume
XXIII, Number 223, July 17, 2008, p. A2.
266
Dexter Calizar, In: CHR Claims Police Officer In Kidnap-slay Was Tortured, by: Marlon Ramos, Philippine
Daily Inquirer, Volume XXIII, Number 223, July 17, 2008, p. A2.

50
victims were on a pedicab in Binondo when they were picked up by the policemen and
were taken to a police outpost on Asuncion Street. At 10 p.m., Castillo was taken out of
the place excluding his companions. According to him, the suspects allegedly shot him
several times. Thinking that the victim is already dead, the policemen left. 267 Meanwhile,a
police colonel is in hot water who allegedly beaten up a 16 year old 1 st year college
student of Philippine Merchant Marine School who was arrested for robbery. The suspect
showed to reporters several bruises and injuries on his legs which he claimed was a result
of the police colonels beatings. According to the report of Jericho Javier 268 entitled
PNP Official Beats Up Rob Suspects, the colonel kicked the suspect on the leg when
he was brought to the security office of the condominium unit in Ermita, Manila.
Meanwhile, at least 11 policemen including mid-ranking police officers are being held by
Philippine authorities after a torture video was aired by local TV station showing a
naked man being whipped by a police officer in Tondo police station. According to the
news report of Leo Reyes269, in between blows the torturer yanked a rope that appeared to
be tied to the victims penis. The police responsible for these violent act is a Police Chief
Inspector who allegedly already been accused three times of human rights violations and
was also charged with murder sometime 2009. 270 Dr. Florangel Rosario271, in his article
entitled Torture and Impunity stated that the torture drew so much public outrage and
evidently much more compelling. He wrote The question in the minds of many is:
How could such a dastardly inhumane act happen in a presumably civilized society?
Have the onlookers become so desensitized that they allowed themselves to witness a
punitive deed without feeling any conpunction? He continues: The outcome of
investigation should result in drastic policy reforms of our law enforcement systems.
But reforms should be complimented by sociological research that examines the root
causes of these aberrant mindsets and behaviors. Prisoners at Central Police District
cried in vain, according to Patricio Mangubat 272, in his blog at
http://www.newphilrevolution.com, For CPD members, best to kill everybody since
theyre the dregs of society anyway and theyll just become a burden to the state
once they allow them to live and population distressful overpopulated CPJ jail.
He added: In the minds of CPD cops, everybody should be accorded such
brutality, be it a person who was just accused for a crime or just accused of a
crime or just being blamed of an illegal act. One blog Ive read at
http://fvdb.press from an anonymous writer273 says: Police brutality is one of the
267
Andrea H. Trinidad, Salvaged Snatcher Shows Up,Tags 4 Cops, Philippine Daily Inquirer, March 3, 1999.
268
Jericho Javier, PNP Official Beats Up Rob Suspects, Peoples Journal Tonight, August 21, 2008, p. 3.
269
Leo Reyes, Police Brutality Video Enrages Philippine Public posted at
http://www.digitaljournal.com/article/296376 posted on August 21, 2010.
270
Torture Scene in Manila Police Station posted at http://www.observers.france24/en/content/20100820-htm
posted on August 8, 2010.
271
Florangel Rosario, Torture and Impunity at http://www.mb.com.ph/article/27340.
272
Patricio Mangubat, RP Police Brutality and Professional Barbarism)at New Philippine Revolution , at
http://www.newphilrevolution.com posted on April 18, 2009.
273
Anonymous, Brokeback Police Officers Unspeakable Brutality, http://fvdb.worldpress.com, August 10, 2010.

51
reasons why a lot of Filipino doesnt trust the government. And if the government
could no longer protect the right of individuals and if it condoned the brutality and
abuses of some people in uniform then it is our responsibility as individuals to
protect our life, liberty and property by aiming ourselves against the violators of
our rights. Indeed, if the government failed in its duty to protect individual rights,
then every individual has the moral duty to aim him/ her in order to protect his
rights against his intruder.

Any form of brutality and abuse of authority by PNP personnel will not be
tolerated and will be dealt with swiftly and decisively according to our own disciplinary
rules and internal policy.
Police Director General Jesus A Verzosa274

This is not the first time that video footage allegedly of police torture has surfaced
in the Philippines. In the news report by Hrvoje Hrnjski 275 of Associated Press, a police
colonel was seen punching a suspect whose face was covered with a plastic bag and
another video showed three handcuffed teenage boys, two of them forced to kiss each
other. The video appears to have been taken by the culprit in an unknown place. It
appears that the video was taken after these three guys who were merely identified as
snatchers, were brutally beaten and abused by the police. The video speaks for itself the
three young victims with bloodied, swollen faces due to severe beatings and abused they
received from their brutal, evil captors. 276 Meanwhile, a policeman assigned with
Highway Patrol was caught by a surveillance camera beating up two tricycle drivers,
reportedly over a basketball game bet in Mandaluyong City. Said Policeman was
reportedly trying to collect his additional winnings from a basketball game bet from the
complainant, who had earlier given him only a small amount.277

Meanwhile, to shed light on the summary killings that took place in Davao City,
the Commission on Human Rights summoned the former chiefs of the different precincts
in Davao City. The probe on the summary executions supposedly perpetrated by the so-
called Davao Death Squad278. According to Police Senior Superintendent Crisogono
Fransisco279, cops resort to evil ways because they received low salaries. He disclosed
274
Jesus A Verzosa, In: Police Officers Suspended Amid Beating Probe in the Philippines by CNN Wire Staff
posted at http://www/articles.com//world.philippines.police.video1_police_officers_human
rights_police_task_force.
275
Hrvoje Hranjski, Philippine Suspends Entire Police Station, Investigates Alleged Torture of Detainee at
http://www.sfexaminer.com/world/philippines posted on August 18, 2010.
276
Brokeback Police Officers Unspeakable Brutality, posted on August 18, 2010 at
http://fvdb.wordpress.com/2010/08/18.
277
Non Alquitan, Cop Beats Up 2 Men over Basketball Bet, Philippine Star, Volume XXIX, Number 47,
September 12, 2014, p. 18.
278
Edith Regalado,CHR To Summon Former Davao City Police Executives, The Philippine Star, Volume XXIII,
Number 283, May 8, 2009, p. A30.
279
Crisogono Fransisco, Manila Times, March 15, 1995, p. 1.

52
that ridding the PNP of the bad eggs is a tough job; for every policeman you dismiss in
service, you add one sophisticated criminal to society. In the recommendation of Runaldo
P. Pepito280 in his unpublished thesis, a more effective education program for the
Philippine National Police in order for them to have a better understanding of their duties
and responsibilities in the protection and promotion of human rights in accordance with
the Constitution, laws and internationally accepted human rights norms and standards.

If we want to eliminate this culture of violence the best thing to do is to show

that we will not tolerate it anymore and thats what the government is doing right
now.
-Secretary Ricky Carandang281

Even the training of the newly recruited police is no excuse of cases on brutality. A
videotape of hazing in Camp Soliven Ola was exposed where police trainees were shown
being beaten up and humiliated. John Concepcion, spokesperson of Karapatan-Bicol
questioned the credibility of training in law enforcement. He lamented, If hazing is used
in training the cops and soldiers, then we can expect those who are supposed to serve
and protect us to be violent and trigger-happy and to be the first ones to hurt us. It is by
such trainings that they are transformed into heartless, vindictive brutes. Romeo V.
Pefianco282, in his article Moral Test and Hazing Rites, stated that If and when
victims of violent and savage hazing leave the academy, scarred by the experience.
They will remember the brutalities and in turn apply them to new cadets and recruits.
Meanwhile eight police officers have been detained for investigation after a video
surfaced showing them humiliating, laughing and taking videos of naked recruits during
anti-insurgency training. The video showed the officers applying liquid laced with chili
pepper on the penices of the trainees, who screamed in pain. 283 Meanwhile, a member of
Philippine National Police Academys batch 2010 died while on his second day of
physical training at the academy. According to his colleagues in PNPA, the victim
complained of difficulty breathing in the night of reception and was immediately rush to
PNPA medical station. The PNPA Commandant however, denied that hazing has been the
academys policy to install discipline within the ranks. 284 Moreover, the Anti-Hazing law
has been incorporatd in the PNPA Cadets Guide and Manual on discipline and have
barred body contact among upperclassmen and thir underclassmen. According to Police
Snior Superintndent Ferdinand R. Bartolome285, Hazing activity in the PNPA is now a
Class 1 offense which is punishable by dismissal from the Corps. Amidst critics of the
280
Runaldo P. Pepito, Police Observance of Human Rights (July 1992-June 1996): An Analysis, Unpublished
Thesis, National Defense College of the Philippines, Metro Manila, 1997.
281
Ricky Carandang, In: Torture Victim Identified by Percius Echeminada at
http://www/philstar.com/Article/Aspo
282
Romeo V. pefianco, Moral Test and Hazing Rites, posted at http://mt.com.ph/node/330038 or
roming@pefiangco.com posted o August 9, 2011.
283
Jim Gomez, Police Detain 8 Filipino Officers Linked To Hazing, Associated Press, updated August 4, 2011 at
http://www.todayonline.com.
284
Family of PNPA Cadet in Alleged Hazing Refuses Autopsy, GMA News Online at http://www.gmanews.tv posted
on April 24, 2010.

53
exposed hazing activities of some PNP members, most personnel are pleased that their
mistakes have been exposed. According to Police Chief Superintendent Agrimero Cruz 286,
Those who have committed mistakes, those who intentionally violated the law and the
PNP rules-they must be penalized. Maybe soon, we will find the end of the tunnel and
see the light. Perhaps, you will realize the PNP is no longer hiding anything and there
will be no anomalies to discover.

In order to eliminate hazing in the training camps, the Commission on Human

Rights proposed to have an access on the pre-training, actual training and post-training
activities of PNP Recruits so that training officers will not be tempted or be given a
chance to carry out INHUMANE acts against the recruits. However, former DILG
Secretary noted that the PNP leadership could address the problem of hazing because the
institution already has existing units that handles such incidents.287

I have always thought that hazing no longer exists in our PNP training camps
when the Anti-Torture Act (R.A. 9745) and the Anti-Hazing Act (R.A. 8049) were enacted
into law These violators cant call themselves law enforcers, as they have no place in
the police service. They can neither protect human rights nor uphold the rule of law if
they themselves are the first ones who would transgress them, inflicting torture and other
cruel, inhuman and degrading treatment or punishment to young police recruits and
using the police camps as their torture training grounds.
-DILG Secretary Jesse Robredo288

Police brutality in other countries is no excuse. The existence of specific torture

rooms has been reported in Mozambique, South Africa and Zambia. The Polcia de
Investigao Criminal (PIC), Criminal Investigation Police, in Nampula, Mozambique,
allegedly had a torture room within their offices until 2001. Consistent accounts from
survivors of torture by members of the Brixton Serious and Violent Crimes Investigation
(formerly Murder and Robbery) Unit in South Africa indicate that interrogators have used
a toilet at the Units headquarters where victims have been tied up, naked and hooded,
and subjected to electric shock torture. Similarly, torture survivors in Zambia have
referred consistently to a Criminal Investigation Division torture room at Lusaka Central
Police Station, known as C5. Special places in the countryside, where police officers take
suspects to be tortured, have been reported in Malawi. Taking arrested suspects to such
informal interrogation locations forms another disturbing pattern, sometimes
associated with failure to register their custody at any police station. Certain forms of
torture are associated with certain countries. Suffocation with the inner tube of a tyre or a
285
Frdinand B. Bartolome, In: No Hazing In Police Academy-Commandant, Peoples Journal, August 7, 2012 at
http://www.journal.com.ph.
286
In: Service As Usual Despite Graft and Corruption, Philippine Information Agency Press Release by Lanie
Bolina posted on September 2, 2011 at http://www.pia.gov.ph.
287
Jefferson Antiporda, CHR Seeks To Maintain Police Training Camps, posted on August 8, 2011 at
http://www..manilatimes.net/index.php/news/nation/3!
288
Mpost, DILG Files Criminal, Administrative Raps Vs Police Hazing Officers, The Mindanao Post, , posted
on August 10, 2011 at http://www.mindanao post.com.

54
plastic bag has been reported in Lesotho, South Africa, Swaziland and, less frequently,
Botswana. It is hard to detect medically in survivors. In Zambia, kampelwa or the
swing is reportedly a common torture method. Victims have their hands tied or
handcuffed behind their back and their feet tied together. They are then suspended from a
metal bar by their bound hands and feet, and beaten as they swing. A similar method of
torture, referred to as the helicopter, was once notorious among members of the former
Security Branch in apartheid South Africa and has also been reported in Swaziland. This
similarity of methods across different countries raises the troubling issue of how police
officers learn torture techniques. Evidence of institutionalized torture is found in several
countries where torture sessions appear to occur at specific times and in special places.
Certain forms of torture are associated with certain countries. Suffocation with the inner
tube of a tyre or a plastic bag has been reported in Lesotho, South Africa, Swaziland and,
less frequently, Botswana. It is hard to detect medically in survivors. In Zambia,
kampelwa or the swing is reportedly a common torture method. Victims have their
hands tied or handcuffed behind their back and their feet tied together. They are then
suspended from a metal bar by their bound hands and feet, and beaten as they swing. A
similar method of torture, referred to as the helicopter, was once notorious among
members of the former Security Branch in apartheid South Africa and has also been
reported in Swaziland. This similarity of methods across different countries raises the
troubling issue of how police officers learn torture techniques. 289 Meanwhile, a former
Chicago Police Commander was sentenced to five years in prison for lying about police
torture and abuse. According to the United States Justice Department, said police officer
abused multiple victims, suffocating them with plastic bags, shocking them with
electrical devices and placing a loaded gun to their heads.290

Good work must be rewarded. Abuse must be addressed with the full force of
the law. This is one way to promote a positive perception of the PNP and its
personnel.
-Police Deputy Director General Raul Bacalzo291

There are many factors which have been said to contribute to the existence of
police brutality. One factor, according to J.A. Inciardi 292, is the police working
personality. Its characteristics are the feeling of constant pressure to perform, the
authority over others, suspicion, hostility, insecurity and cynicism. J.Q. Wilson 293, in his
book Varieties of Police behaviour, another factor of police brutality is what is referred

289
Policing To Protect Human Rights: A Survey of Police Practice in Countries of the Southern African
Development, at http:www.amnesty.org/on/library/asset/AFRO3/004/2000.
290
Ex-US Cop Gets Prison For Lying About Torture, Agence France-Press at Breaking news/World at
http://www.newsinfo.inquirer.net/breakingnews/world/news/20119122-315940.
291
Raul Bacalzo, In: Training To Restore Public Trust In Police Force by Abigail Kwok at
http://newsinfo.inquirer.net/breakingnews/nation/20100920-293326 posted on September 20, 2010.
292
J.A. Inciardi, Beyond The Limits of Law: Police Crimes, Corruption and Brutality, University of Delaware,
Hardcourt, Brace Jovanovich, Incorporated, Orlando, Florida, 3rd Edition, 1990.
293
J.Q. Wilson, Varieties of Police Behavior, New York, Atheneum, pp. 140-171.

55
to as The Watchman Style. Here, the officers feel that all they do is act as maintainers
of order, ignoring minor problems such as misdemeanours, traffic infractions, the poor,
and domestic disputes. The consequences of the watchman style tends to allow
corruption, bad arrests and unnecessary police violence. Another factor according to the
research conducted by Earl C. John294 is decision making. The role of a police officer
requires that guide decisions be made. Many of these decisions are based on fragmented
information. As a result, the officers and departments tend to defend the use of force as a
quick resolution to the problem. The research of Earl C. John explored the possible,
multiple causal factors in the life-long learning process that might contribute to police
brutality. He argued that brutality can not be proven as a life-long process, however, give
indications that various things which are learned can cause various reactions to occur
within an individual. These reactions are both learned and instinctive based on the
perceptions at the time of occurrence. Thus, he averred there could be the possibility that
brutality is the result of these learned reactions to the various pressure put upon a person
as well as police officer. One aspect which deem important in research is whether the
process of an officers life-long learning has any influence on brutality or the use of
unnecessary force. Can brutality be the ersult of law enforcers past learning experiences?
What is the correlation between what has been learned in the training by a law enforcer
and what that law enforcer does when confronted with a situation which requires the use
of force?

On Illegal Gambling

Representative Edcel Lagman of 1st District Albay averred that the Philippine
National Police is the principal agency tasked to enforce anti-illegal gambling laws, as
quoted: The PNPs failure to apprehend violators or stop these illegal activities,
therefore, makes it susceptible to accussations that it is protecting jueteng
operations295. The former DILG Secretary asserted that jueteng still exist in
Pampanga despite a standing order from Malacanang that it should be eradicated.
According to the report of Louie Legarda published in the commentary section of The
Tribune, Secretary Mar Roxas had independently verified the continued existence of
jueteng in Pampanga by ordering civilian mystery shoppers to fan out to various
places and place bets, and that he had in his possession the papelitos or pieces of paper
issued by the bet collectors which serves as the receipts for the bets to prove his point. 296
According to Melvin Casas297, officials of the Philippine National Police are reportedly in
a mad scramble for juicy posts where the illegal numbers game flourishes. In his police
beat report, he stated that these police officers are like hungry wolves after juicy steak.
He further stated that according to police source, Philippine National Police officers earn
294
Earl C John, Police Brutality: A Life-Long Learning Process.
295
In: Unabated Jueteng Operations, PNP Chief Puts Blame on Inadequate Personnel, Committee News,
Committee Affairs Department, Volume XIII, Number LIX, posted on Jume 6, 2005 at http://www.congress.gov.ph.
296
Louie Legarda, Of Lies and Secretary Roxas, at http://www.tribune.org on November 4, 2012.
297
Melvin Casas, Anti-Jueteng Cops Turn Gambling Lords, Peoples Journal Tonight, Volume XXVII, No. 233,
June 18, 2007, p. 3.

56
millions of pesos from jueteng operations in Metro Manila and regional districts and
some cops have reportedly turned gambling lords themselves. He added: For coddling
jueteng operators, police officers allegedly earn millions of pesos a month. Sources
said the jueteng kitty is worth 10 million in Albay, 2 million in Cavite, 4 million in
Laguna, 4 million in Baguio-Benguet and Cordillera, 2 million in Nueva Ecija and 1
million at the Southern Police District, Camanava and Eastern Police District.
Meanwhile, according to Melvin Casas298, an alleged whistle blower revealed in an
interview that a police general from the region and a colonel from Camp Crame are
behind jueteng operations in Bicol, including the Southern Police District which covers
Paranaque, Taguig, Pasay, Las Pinas and Alabang. The expose of Senator Mirriam
Santiago during her priviledge speech connotes that illegal number s game still flourishes
due to the blessings of the DILG and the Chief of the PNP. Santiago says: The equation
DILG plus PNP equals jueteng means that illegal jueteng consists of a conspiracy
between the Interior Secretary and the Police Chief.299 Raffy Rey Hipolito300, in his
Letter to the Editor of the Philippine Daily Inquirer raised questions relative to the
request/ demand of Pampanga governor for a police provincial director who can help him
rid his province of gambling allegedly being blocked by the interior secretary. He asks:
Are they afraid of the lord of all Jueteng lord? Or are they just obeying an order of
the President, who is from that province and the First Gentleman? Meanwhile, an
Anti-Police Scalawag Group (APSG) spokesperson disclosed that in Metro Manila alone,
there were about 30 to 45 gambling maintainers of vice dens such as video karera,
sakla, hi-lo, bookies and prostitution dens who give goodwill money ranging from
the monthly payola for protection of Php 100.000 to Php 500,000.301

The Chief, Philippine National Police continue his predecessors one-strike

policy (which means that a police official would be immediately axed if found to be
collaborating with the jueteng syndicate in his area) in connection with the illegal
numbers racket jueteng. Jueteng is a multibillion-peso industry, employing thousands
of collectors, mainly in Luzon. It is a source of graft for government officials, including
governors, mayors and police officers.302 According to Northern Philippines Times,303
Jueteng is still thriving in Baguio City and Cordillera provinces Benguet (La Trinidad,
Itogon, Tublay, Mankayan and Buguias) Abra, Kalinga and Bauko (Mountain Province).
Sources said the extent of jueteng is such that even government officials are involved in
the illegal numbers game as protectors, in exchange for money. But officials like those
from the Philippine National Police who have been alluded to, have denied being
298
Melvin Casas, Jueteng War Behind Top Cops Ouster, Peoples Journal, Volume XXVII, Number 151, March
26, 2007, p. 2
299
In: Singsongs, Atong, Named in Jueteng by Jay-ar Mendoza, posted at http://www.allvoices.com
300
Raffy Rey Hipolito, DILG, PNP Loath To Help Pampanga Gov Curb Jueteng, Letter To The Editor,
Philippine Daily Inquirer, June 6, 2008.
301
Philippine Daily Inquirer, August 10,1998, p. 22.
302
Dona Pazzibugan, PNP Chief Keeps 1-Strike Policy, Philippine Daily Inquirer, September 12, 2011 at
htt://www.newsinfo.inquirer.net/57273.
303
Northern Philippines Times, Jueteng Thriving in Cordillera Province, March 23, 2012 at
http://www.northphiltimes.com.

57
involved in the menace. In Camarines Sur, three Chiefs of Police were relieved due their
failure to stop the operation of numbers game in their respective jurisdiction. In a news
bit written by Manny Galvez304, the provincial Director of Baler, Aurora was relieved
from his post due to his dismal failure to stop the operations of lo-teng, another form
of illegal gambling. His relief came as a big shock since barely seven months ahead of
his scheduled retirement. He was reportedly placed on floating status at the Police
Regional Office 3 headquarters in Camp Olivas, Pampanga. In Pangasinan, the Police
Commander has been relieved for his failure to stop jueteng as illegal, but lucrative
numbers game. Said commander was the fifth police officer sacked for alleged cuddling
operation of jueteng. 305

Our stand against jueteng has not and will never change. Jueteng is
illegal and we are duty-bound to enforce the law on those who operate, maintain and
play the illegal game The policy remains in effect. Police commanders who will be
remiss in their duty to enforce the law against this illegal activity will have to go. And
the doctrine of command responsibility shall apply to his superiors.
- Police Director General Avelino I Razon III 306

The One Strike Policy states that any successful anti-illegal gambling
operations in a town or city shall result in the relief of the Chief of Police or the precinct
commander.307 Meanwhile, former DILG Secretary Jesse Robredo stated that illegal
gambling goes on in the provinces of La Union, Ilocos Sur and Pangasinan apparently
under the protection of local government and police officials. Robredo said some people
are reportedly receiving bribes from jueteng operators in Ilocos region by falsely
claiming to represent the Department of Interior and Local Government. 308 He (Robredo)
ordered the dismissal of three (3) chiefs of police for failing to curb jueteng within their
area of responsibilities. The relief orders were carried out based on the PNPs standing
one strike policy that officers would be sacked if they remiss in their duty to curb
illegal gambling activities within their area of responsibilities309. Moreover, even the
honest cops are willing to blow the whistle on its existence, however, there may not be
anyone willing to listen. Amidst media exposure on such anti-illegal gambling policy, the
barangay officials, Police Station level had certified on non-existence maybe because of
weekly dues received by every police officer. Further arrested bet collectors and bettors
are afraid to expose the involvement of the law enforcers and other government officials
due to fear. The issue on jueteng is one among the questions in National Police
304
Manny Galvez, Aurora Top Cop Sacked Over Lo-teng, The Philippine Star, October 12, 2007, p. A31.
305
Philippine Daily Inquirer, Pangasinan Cop Chief Sacked for Failing to Stop Jueteng, November 5, 1992,
Volume VII, No. 332, P. 4.
306
Avelino Razon, In: Stop Jueteng, Razon Order Cops, by Fernando M. Cariaso, Peoples Journal Tonight,
Volume XXXVIII, Number 21, November 16, 2007.
307
Joel Dela Torres, 3 Cops Axed Over Jueteng, Peoples Journal, Volume XXXIV, Number 78, News March 29,
2012, p.12.
308
Dona Pazzibugan, Jueteng Still Rampant in Northern Luzon, Says Robrero,Philippine Daily Inquirer,
February 12, 2012 at http://www.newsinfo.net.
309
In: Robredo: Police Can Stop Jueteng posted on April 2, 2012 at http://www.ph.news.yahoo.com.

58
Commissions Police Executive Service Eligibility (PESE) where many police colonels
failed such. The catch, according to a police official, was in the choice given to the
examinee vis--vis attending circumstances, e.g. If his superior does not want him to
meddle with the gambling issue; If the Provincial Governor has issued orders to put a
halt to the same; and if the Chief of Police knows about jueteng activities in his area
of jurisdiction and is doing nothing because the big boss appears to be on the take.310

Policeman must do what they think is right and not yield to pressures of the
majority.
-Chief Justice Reynaldo Puno311

If the Philippine National Police is a papal tree, where the bad cops are the roots
that have spread so far, the question is: who will cut the tree? Where bad cops
allegedly involved in various crimes indicated that people have lost faith in the police
organization and the individuals who led the agency. The image of the Philippine
National Police suffers daily from newspapers comments.

God calls to the Abode of Peace and He guides whom e wills to a straight path.
Those who do good will have the best and more.
-Quran 10:25-26

Although the PNP personnel tried to change to become good fruits, they could
not do so because within them is a root of bitterness. And a bitter root always produces
bitter fruit. Likewise, day in and out, we are constantly making choices, we make is a
seed we sow that will eventually produce a harvest, says Joyce Meyer. Everything we
think, say and do is a seed. If the seed we sow are bad, such as criticism and impatience,
we will reap the same back in our life. However, if the seeds we sow are good like
kindness, mercy and love, we will reap a good harvest. The choice is ours. 312 Therefore,
does it mean that if the law enforcers make one wrong choice, or sow to the flesh one
time, that were going to reap decay, ruin and destruction? The famous sayings of August
Volmer313, as I quote, The average citizen expects the policeman to have the wisdom of
Solomon, the courage of David, the strength of Samson, the patience of Job, the
leadership of Moses, the faith of Daniel, the diplomacy of Lincoln, the tolerance of the
Carpenter of Nazareth, the kindness of Good Samaritan, and finally an intimate
310
Michael Punongbayan, Why Many Polce Colonels Failed NAPOLCOM Test, The Philippine Satr, News
Section, June 13, 2008, p. 9.
311
Speech delivered during the PNP Police Ethics Day, In: Do Right, Cops Urged, by Hector Lawas, Peoples
Jounal, Volume XXX, Number 2, January 11, 2008.
312
Joyce Meyer, Enjoying a Life of Freedom, Enjoying Everyday Life, Joyce Meyer Ministries, Incorporated,
Ferton, Minnesota, November 2007, p. 20.
313
In: From the Chairman, Transformational Leadership, Guillermo T Domondon, The Chiefs Focus, 4th Issue,
Ground Floor, Legal Service Building, Camp Crame, Quezon City.

59
knowledge of every branch of biological and social science. If he possesss all these
qualities, then he might be a good policeman. For in Galatians 6:78, Whatever a man
sows, that and that only is what he will reap. For he sows to his own flesh will from the
flesh reap decay and ruin and destruction, but he who sows to the Spirit will from the
Spirit reap eternal life.

Corruption is a tree, whose branches are of an immeasurable length: they

spread everywhere; and the dew that drops from thence had infected some chairs and
stools of authority.
- Francis Beaumont and John Fletcher314

Is there a room for optimism? According to Perfecto V. Hernandez, 315 People still
want and need the police. He continued: They just want this institution to be
endowed with leaders who hold to an ethic of service and are genuinely respectful of
the vision and values of their constituents. They desire police leaders who will put
principles ahead of politics and other people before their self-interest. A department
cannot discipline an officer or take informal corrective action for inappropriate hehavior
it does not know about. Since citizen complaints are one (but hardly the only) source of
information about officer misconduct, it follows that departments hould maintain open
and accessible complaints system316.

Huwag nating hayaan mantsahan ng iilan, ang 111 taon na karangalan ng

PNP. Kung may nakita tayong mali, magkusang itama ito. Kung may alam tayong
katiwalian, magkusang ipaalam sa mga opisyal upang maaksyunan ang mga ito at
kung natatakot kayo na sangkot sila ditto, huwag kayong mag-atubili na lumapit sa
akin. Ako mismo ang mag-iimbestiga, ako mismo ang magsasampa ng kaso.
-Secretary Manuel Mar Roxas II317

Could the Philippine National Police still overcome its bad image on the few
rogues in uniform and scalawags in the force? The PNP leadership in its aim to
weed out erring law enforcers with unscrupulous activities had enforced disciplinary
action to clean up the ranks. As Ramon Tulfo 318 says: The PNP has produced the
most corrupt and abusive members of the police organization. Why is that so? At
the PNPA, junior cadets are already exposed to corruption when senior cadets
order them to produce money from nowhere. Most junior cadets, who come
314
Francis Beaumont and John Fletcher, Corruption Quotes, at http://www.dumb.com
315
Perfecto V. Hernandez, The Law of Preliminary Investigation: Transgression Upon Separation of Powers and
Other Constitutional Violations, Criminal Justice Journal, Volume XII, No. 1, 1st and 2nd Quarter, 1995, pp. 3-18.
316
U.S. Depatment of Justice, Principles For Promoting Police Integrity, Washington, D.C., COPS Office,2003 at
http//www.cops.gov or http//www.ncrjs.org.NCJ#210245.
317
Manuel Mar Roxas II, :New DILG Chief Mar Roxas Cites Polices Pivotal Role, In: Establishment of
Bangsamoro State by Abigail Kwok at http://www.interakson.com on October 8, 2012.
318
Ramon Tulfo, How to EliminateSscalawags in the PNP, posted at http://newsinfo.inquirer.net posted on
September 11, 2014.

60
from poor families, beg, steal or borrow from their fellow junior cadets to
comply with with the illegal order One blogger Pulis na Pogi, as mentioned by
Sator Ocampo319, depicts the various levels of corruption in the PNP:

*Since the PMAyers are on top, the top level corruption is committed by them.
*Since there are no more PMAyers lower than Superintendents (Class 92, the
youngest PMAyers will be promoted to Senior Superintendents this year), the
corruption at the lower levels are mastermind by PMAyers
*Top level corruption would be in the form of wholesale clearingof MOOEs and
special realeses of DBM, mostly from the pork barrel of politicians.
*At the middle level (RDs-PMAyers), PDs, mix of PMAyers and PNPAyers) would
be organized rackets, most especially illegal gambling
*At the bottom, where most of the junior. PNPAyers are, that would be street-level
corruption such as hulidaps, small time protection rackets and recycling of illegal
drugs.

We all knew that the Philippine National Police has been forfront of
controversies following the involvement of some personnel in illegal activities.
Police Chief Superintendent Reuben Sindac320 appealed to the public not to look
down on the entire organization, saying that the rotten eggs in the 148,000 strong
organization is only represented by a handful of its personnel. He says: The fact
that those who arrested these erring policemen are also cops means that we are
really serious in purging the police organization with misfits. There are few
examples below:

Pasay Police Chief was removed from his post for allegedly failing to check
the rising cases of theft and robbery in the city; Caloocan police chief was relieved
after his men were found tampering with the records of crime statistics in the city;
MPD Station 11 Commander was sacked because he failed to implement the
minimum number of checkpoint operationn in his area (at least 3 teams 3 shifts per
day).321 A high ranking police an official have been placed under investigation and
was administratively relieved form his post as Director of the Bulacan Provincial
Police Office. Investigations being conducted a several high- profile criminal
incidents during his catch such as involvement of policeman with drugs, murder
incidents as well as car theft.322 Further, the Regional Director of Police Regional

319
Sator Ocampo, Lifestyle gap and PNP Corruption, Philippine Star, Volume XXIX, Number83, October 18,
2014, p. 18.
320
Reuben Sindac, In: 8 Cops in EDSA Kidnap Charged, by Aaron B. Recuenco et.al, Manila Bulletin, Volume
501, Number 10, September 10, 2014, p. 1.
321
Non Alquitan, Crime Rate in 5 Metro Areas Down, Philippine Star, August 25, 2014, p.19.

61
Office 4-A was sacked over the controversial death of a recaptured Ozamiz robbery
gang leader and his cohort.323

Meanwhile, five officials of the QCPD (with the rank of Police Directors)
were ordered relieved for high crime rate in their jurisdiction. 324 Police Senior
Superintendent William Mayor explained that the District Directors were sacked
not necessarily because crime worsenes in their areas but because they did not
meet the standards set by the Secretary of Interior and Local Government.325

This now serves as a challenge to every commander that he has to do his

best in fighting crime in their AOR.
-Police Senior Superintendent William Mayor326

In Mangaldan, Pangasinan, twelve lawmen including their Chief have been

relieved from their posts pending investigation for allegedly inviting a female guest
Relation Officer (GRO) to perform a lewd show in their police station. The incident was
reported by a concerned citizen thru PNP textline 2920. 327 Some 295 policemen were
penalized for various offenses, eight of them were demoted in rank, 74 were
suspended, 144 had their salary forfeited, 29 were reprimanded and three were
forced to resign. On November 2007, there were at least 633 administrative
complaints stemmed from complaints which were all investigated and acted upon
at different levels of command, some of which were meted non-disciplinary
sanctions while others exonerated their cases dropped.328 In a news bit by Julie
Aurelio329 entitled, 42 Erring Cops Sacked, four of the 42 policemen, who were
reported to be involved in sensational cases were Commissioned Officers, 18 were
proven beyond reasonable doubts to have committed grave offenses and demotion
of 5 Officers. About 173 were suspended, 79 for minor offenses involving internal
discipline and about 266 cops will have to forfeit their salaries for various offenses.
322
Bulacan Police Chief Relieved for Alleged Involvement in Crimes posted at www.philstar.com/breakingnews
posted on Jan 23, 2011 10:46 pm
323
Jaime Sinapit, Police General Sacked Over Death of Ozamiz Gang Leader, Member posted on July 17, 2013
posted at http://www.interaction.com
324
Reiner Padua, et. Al, 5 QCPD Officials Sacked, Philippine Star, Volume XXIX, Number 44, September 9,
2014, pp. 14-15.
325
Kristine Felise Manganay, Axed Cop Chiefs Fell Below Standard, Philippine Daily Inquirer, Volume XXIX,
Number 302, October 18, 2014, p. A25-A26.
326
William Mayor, In: Relief Came as a Shocker in PNP, Manila Bulletin, Volume 508, Number 10, October 12,
2014, p. 2.
327
Eva Visperas, 12 Pangasinan Police Officers Lot Posts Over Lewd Show, The Philippine Star, July 31, 2010 at
http://www.philstar.com?Article.aspx?articleid=598218.
328
Alfred Dalizon, 38 Cops Sacked, Peoples Journal, November 7, 2007, p. 6.
329
Julie M. Aurelio, 42 Erring Cops Sacked, Four Officers Among Those Dismissed, The Philippine Star, Volume
22, Number 254, April 9, 2008, p. A19.

62
In another newsbit of Alcuin Papa330, there were 52 cops dismissed while 313
others meted out sanctions for various offenses ranged from demotion in rank to
suspension, forfeiture of salary, forced resignation and restriction to headquarters.
One of the 52 cops was an officer and others were non-commissioned officers who
held ranks up to SPO4 and one non-uniformed personnel. Citing data from the PNP
Directorate for Personnel and Records Management, a total of 365 personnel
meted out disciplinary punishment were among 881 personnel investigated and
charged in 589 cases handled by summary hearing boards over the past four
months. Meanwhile, 82 policemen were ordered dismissed from the service, 24
were suspended while five resigned from the service and seventy nine police
officers undergo summary dismissal proceedings for drug abuse. According to the
report, a total of 216 members of the Philippine National Police tested positive for
drugs which indicated that the problem posed for illegal drugs is serious and far-
reaching.331 Across the Ilocos region, 57 police officers including the Director of
Ilocos Sur Provincial Mobile Group have been relieved from their posts as a result
of the revitalized campaign against all forms of illegal gambling, particularly
jueteng.332 In Cordillera Police Command, riding its ranks of scalawags, two
police officers and 12 others were dismissed, 28 other policemen were suspended
for various offenses.333

The Police Digest334 issue regarding the recommendation of summary dismissal of

Police Commissioned Officers, Police Non-Commissioned Officers and Non-Uniformed
Personnel due to various offenses; e.g. Police Superintendent who killed a certain Gilbert
P. Javier in VFL Subdivision, San Rafael II, Noveleta, Cavite on December 25, 2005;
Another Police Superintendent for acts of lasciviousness who sexually molested a woman
inside the TEGs office in Pasig City last July 11, 2005, a Police Senior Inspector for
damage to property, a Police Inspector for abandoning his post, a Senior Police Officer 3
for indiscriminate firing of gun and damage to property, a Senior Police Officer 2 for
falsification of public document (submission of fake Civil Service Commission
Professional Career Eligibility), a Police Officer 1 for killing a young man in Tondo last
October 12, 2005 and Non-Uniformed Personnel for claiming an unauthorized longevity
pay, accepting money to facilitate the stopping of loan deductions of another policeman
and issuing fake gun safety seminar certificates. The PNP personnel involved faced
330
Alcuin Papa, 2 Cops Sacked; 313 Got Sanctions, Philippine Daily Inquirer, Volume XXIII, Number 179, June
3, 2008, p. A3.
331
MBJ, 216 Filipino Cops Positive For Drugs, Official Reveals, at http:??bloggista.org/1535-216 posted on
February 1, 2009.
332
Jun Elias and Eva Visperas, 57 Ilocos Cops Sacked Over Illegal Gambling, The Philippine Star, May 12, 2006
at http://www.philstar.com/philstar/NEWS200605129963.htm.
333
Artemio Dumlao, @ Police Officials, 18 Others Sacked, The Philippine Star at http://www.philstar.com?
Article.aspx?articleid=524864 posted on November 20,2009.
334
Drive vs. Rogue Cops Continues: Calderon Sacks Colonel in Cavite Murder Case, Police Digest, April 2007,
p.10.

63
Summary Dismissal upon recommendation of Police Director Geary L. Barias, Director,
Directorate for Investigation and Detective Management, Camp Crame, Quezon City.

Much have been said about policing in the country and while our police force
has played a constructive role in practically all the milestone events in our Republic, a
number of our citizens have a sad story to tell about their experience with the police.
These experiences, told and retold, and garnished even, unfortunately woven an
adverse perception of the public vis--vis their police.
-Police Director Reynaldo G. Wycoco335

On Grooming

One of the bad images garnered by the police is how he or she carries himself or
herself particularly in wearing proper uniform. Some of the members of the Philippine
National Police are not in complete uniform, with long hair, unshaved beards, unshined
buckles and shoes, rotten caps, old and crumpled uniforms, etc. The personal appearance
of a police officers is embodied in the Customs of the service in the Philippine National
Police336. A Police Commissioned Officers (PCO), Police Non-Commissioned Officers
(PNCO) and Non-Uniformed Personnel (NUP) must at all times appear neat and clean.
Nothing destroys the respect and confidence of subordinates than the shubbiness of their
superiors. In order to be neat and clean, PNP personnel should wear proper uniform as
mandated in NAPOLCOM Resolution Number 96-116. 337 There are among others,
directives and issuances anchored on the observation that some PNP offices and units
require their personnel to wear uniforms and paraphernalia which are not covered by
approved issuances: Directorate for Personnel and Records Management Memorandum
dated October 13, 2004 with subject: Wearing of Uniform; Directorate for Research and
Development Memorandum Circular 2004-06 with subject PNP GOA Uniform and
UESB Resolution Number 2005-11 with subject: Amendment of UESB Resolution No.
2002-35 with subject: Standard Specifications for Bush Coats for Police Commissioned
Officers. Wearing uniform is in accordance with Civil Service Commission
Memorandum Circular 14, s. 1991 prescribing a dress code for all government officials
and employees when reporting to work which requires, among others, modesty and
proper decorum in the civil service.338 What about during the conduct of crisis incident?
Take a look to a police colonel who was ordered relief following his unwarranted acts
that further heightened criticisms from Hongkong Nationals. According to the news

335
Speech of Police Director Reynado G. Wycoco during the turn-over ceremony at the National Capital Regional
Police Office last July 7, 1998.
336
PSBRC Module 1, Foundation Subjects, Curriculum Standards Development Service, Philippine Public Safety
College, Makati City, 2002, p. 2.
337
NAPOLCOM Resolution Number 96-116 dated December 16, 1996 entitled Approving the Specification for
New PNP GOA Uniform With Coat and Ceremonial Uniform and Their Paraphernalia for Use of Police Uniformed
Personnel.
338
Dress Code for Government Workers Urge, Economic Warrior, Official Newsletter of the Economic Intelligence
and Investigation Bureau, Camp Aguinaldo, Quezon City, August-October 1991, p. 6.

64
report of Alfred Dalizon339, said colonel was seen his pistol drawn meddling with the
assault team although he was not part of the MPDs SWAT Team. One general noted:
Mala-Robin Padilla pa ang ginawa niya. Binaliktad niya ang sombrero niya na akala
mo hindi tatamaan. Katawa-tawa talaga.

The Directorate for Police Community Relations and the Public Information
Office are deeply involved in the monitoring of the use of police uniforms in movies and
television because it somehow affects the image of the national police particularly when
the uniform is not worn properly according to Police Deputy Director General Jesus A.
Verzosa. 340

We are appealing to our movie and television directors and actors to please
stop depicting PNP members as villains or bumbling cops in dramas and comedies.
Please dont make money at our own expense.
-Police Deputy Director General Jesus A. Verzosa341

I agree with the appeal of Police Deputy General Verzosa over the continued
practice of movie and television industry in portraying the cops as laughing stocks in
uniform. I was dismayed when I watched the segment of Sa Puti, Sa Pula of Eat
Bulaga last June 24, 2008.When the Q & A portion was asked by comedian Wally, he
(Wally) wore improperly the pershing cap facing his left side. Seeing portrayed funny
cops on television like this is opposite of what a real Mamang Pulis image. Another
observation in the same portion Sa Pula Sa Puti is the double wearing of rank insignia,
where the rank of Police Commission Officer and Police Non-Police Commission Officer
is being worn by either Wally and Julia. In another hand, an episode of the television
series Maging Sino Ka Man at ABS-CBN Channel 2 played by actor Christopher De
Leon had the rank of Police Director General, directing his men to commit crime. Alfred
Dalizon342, in his article, End To Cops As Bad Guys in Films Urged, cited that
Mamang Pulis is crying foul over the continued practice of the local movie and
television industry to portray PNP officers and men as laughing stocks and villains in
uniform as seen in movies like Bobocop and Pulis Patola. According to Police
Senior Superintendent Cesar Hawthorne Binag, lawmen are still being portrayed as
Stupid law enforcers wearing ill-fitting uniforms and sporting unkempt mustaches or
the so-called beer bullies. The Program Management Office revealed that they
proposed the drafting of an agreement in which the Philippine National Police is to be
consulted first before movie and tv producers come up with shows which depict
339
Alfred Dalizon, Picture-Hungry Cops, Yabut Nakakahiya, at http://www.journal.com.php?/contenet/17301
posted on August 30, 2010.
340
Jesus A. Verzosa, In: End To Cops As Bad Guys In Films Urged by Alfred Dalizon, Peoples Journal Tonight,
Volume XXVIII, Number 176, April 21, 2008, p. 1.
341
Jesus A. Verzosa, In: Stop Portraying Cops As Villains, Comedians, Filmmakers Told by Alfred Dalizon,
Peoples Journal, Volume XXX, Number 104, April 21, 2008.
342
Alfred Dalizon, End To Cops As Bad Guys In Films Urged, Peoples Journal Tonight, Volume XXVIII, Number
176, April 21, 2008.

65
policemen in a poor light.343 Deputy Director General Jesus A. Versoza 344 also pointed out
that when uniform is not worn properly, it somehow affects the image of the Philippine
national Police. He said: The police force does not find it funny seeing cops being
portrayed as the exact opposite of what a real Mamang Pulis is just in comedy
movies and TV sitcoms, past and present. Curbing to this erroneous and degrading
portrayals of police officials in films and television shows, the Chief, Directorate for
Public Community Relations recommend some police officials as consultants to
filmmakers and would coordinate with writers, producers and directors.345

I came across with the letter from Mr. Robert Z. Lazo 346 addressed to the Chief,
PNP. In his letter, he mentioned four (4) focal points on how trust in the police can be
resolved: personal grooming, privileges, visibility on street duties and extra-curricular
activities. In personal grooming, Lazo stated that seeing to it that PNP personnel is well-
groomed from head to foot such as good hair-cut, crisps and clean uniform, equipped
with commitment, undergone personality, hygiene seminars and table manners, clean
boots and shoes.

Continue to keep clear the image of Mamang Pulis who now stands tall and
proud as the servant and protector of our country and people. Wear your uniform with
dignity, pride and integrity. And wear it with a full heart for service.
- Police Director General Avelino I Razon III347

The former Chief, PNP created Task Force Bantay Bihis to supervise the
massive campaign against illegal manufacture, distribution, sale and use of police
uniforms. Said Task Force mandates the proper wearing of uniform. In the Mamang
Pulis Section of Alfred P. Dalizon in Peoples Journal, Tamang Bihis will also go
after those unscrupulous and lawless individuals who use the same for unlawful
purposes.348 In a letter complaint of Governor Gwendolyn F. Garcia 349, chairperson of the
Regional Peace and Order Council addressed to SILG Ricardo Puno, it stated the
proliferation of the PNP GOA Uniforms, Field Service Uniforms, insignias and
accoutrements being used by some lawless elements in Central Visayas Region who pose
as members of the Philippine National Police and Armed Forces of the Philippines in
perpetrating their nefarious act. Prompted by persistent reports of the rampant
unauthorized production and misuse of PNP uniforms and insignias, the directorate for
343
MBJ, Philippine Police Want To Correct Image as Bumblers, Pinoy News and Blogsphere Buzz posted on
March 15, 2009 at http://www.bloggista.org.
344
Jesus A. Versoza, In: Stop Portraying Cops As Villains, Comediancs, Filmmakers Told, by Alfred Dalizon,
Proples Journal, Volume XXX, Number 104, April 27, 2008.
345
Cecille S. Felipe, PNP Offers to Guide Produces on Portrayal of Cops, The Philippine Star, Volume XXIII,
Number 233, March 17, 2009, p.10.
346
Memorandum for D-Staff from SDS dated December 15, 2004 with Subject: Letter from Mr. Robert Z. Lazo.
347
Farewell message of Police Director General Avelino I. Razon III, PNP Journal, 3rd Quarter 2008, pp. 80-81.
348
Alfred P. Dalizon, PNP Presses Drive Vs Illegal Sale of Police Uniforms, Peoples Journal, January 31, 2008.
349
Memorandum from TDRD to the Regional Directors, PROs 1-13, NCRPO, AOR and ARMM with subject Strict
Implementation of PNP LOI Tamang Bihis, April 2, 2008.

66
research and Development has began sending notices to retail outlets and distributors of
police and military uniforms to enlist their cooperation in implementing rules and
regulations as well as to enforce laws that prohibit the manufacture, sale, distribution and
use of PNP uniforms, insignias and equipment.350 Meanwhile, some NGO members of the
PNP Federation of Accredited NGO (PNPFAN) aired their concern regarding the wearing
of uniform with the word POLICE by a non-accredited NGO. According to the PNP
Public Information Office press release, said non-accredited NGO pointed out that they
have an existing Memorandum of Agreement with Police Station 3 of the Manila Police
District allowing their members to use the word POLICE being tasked as Force
Multipliers of the Philippine National Police. The PNP Chief, Police Director General
Nicanor A Bartolome reminded the accredited NGOs and the public, the prohibition to
use the word Police as part of NGO organizations name since it could mislead or confuse
the public into believing that it is part of the national government or another law
enforcement agency. It was emphasized that the PNP or police name cannot be use in
their logos, symbols and/or uniform as part of their corporate communication, uniform,
signage, insignia, badge, rank and other paraphernalia. 351 Such provision is in accordance
to Article 179 or The Illegal Use of Uniforms and/or Insignia and only accredited NGOs
are utilized by the PNP in its Police Community Relations projects.

Bukidnon representative Juan Miguel Zubiri called for stricter controls in the sale
of military and police uniforms. He noted that fly-by-night stores and flea markets were
making brisk business selling uniforms. He said, There should be penalties for any
civilian who wears a police and military uniform and higher penalties for those who
make them without permit from law enforcement agencies.352 Fransisco S. Linders353 of
the News Today commented that police and military uniforms can easily be accessed
nowadays in a very low price at the mushrooming UK (Ukay-Ukay) stalls everywhere,
e.g. seven colors, dessert storm, flexi-lice, camou green/ blue. It is of no surprise then
why we see individuals clad in police or military uniforms roaming around. While many
live their fantasies by wearing the police and military uniforms, others wear them to
penetrate some evils.

Police impersonation is an act of falsely portraying oneself as a member of the

police, for the purpose of deception. In the vast majority of countries the practice is
illegal, and carries a custodial sentence. Impersonating a police officer is sometimes
committed in order to assert police-like authority in order to commit a crime. Posing as a
police officer enables the offender to legitimize the appearance of an illegal act, such as;

350
PNP Checks Illegal Sale of Police Uniforms, in:
http://www.positivenewsmedia.net/am2/publish/cities_AndTowns-23.
351
PNP Warns The Unauthorized Use of Police Logo and Uniform, PNP Public Information Office Press
release at http://wwww.pnp.gov.ph/main/index.php.option=com_content&view=article&id=685.
352
Joel M. Sy Egco, et al., Cops No Talk On Ledesma Kidnap, Manila Standard Today posted at:
http;//www/manilastandardtoday.com/mnlastd/sept16
353
Fransisco S. Linders, Beware of a Fake Police or Military Res Gestare, The News Today posted on November
20, 2006 at http://www.thenewstoday.info/2006/12/20.

67
breaking and entry, making a traffic stop, or detaining.354 In a flash report by Jaime
Laude355, there were reports that unofficial identification cards showing the bearer as a
legitimate member of the PNP chaplain service are being sold for P1,500 in Cavite,
Pampanga, Tarlac and even as far as Baguio City. The PNP traced the origin of the fake
chaplain service card to the Values Formation Council of Ministries (VFCM) in Cavite.
The VFCM reportedly distributes the identification cards bearing the official seal of the
PNP and signatures of ranking PNP officials. At the back portion of the identification
card are the names and signatures of Bishop Bernardo Pinile, national president of the
VFCM; and Senior Superintendent Roberto Bondoc, national chairman of VFCM.
Further, the identification card and the signatures of the issuing authorities were forged
by the syndicate to cash-in on the good name of the PNP chaplain service, especially
during the Christmas season.

An employee of the Rizal Provincial Capitol for instance, posed as a police officer
when spotted on a white motorcycle bearing POLICE sign minus license plates.
According to Rene M. Alvier356 of Manila Standard, said impostor introduced himself as a
fellow officer and showed an ID to the two police officers. The suspect was wearing a
black jacket marked POLICE markings and riding boots to match, leather pistol belt
and holster with chromeplated revolver. Another two fake policemen with badges and
identification cards who regularly extorted money and pick-pockets at the Chinatown
354
Wikipedia, The Free Encyclopedia at http://www.en.wikipedia.org/wiki/Impersonating_an_officer.
355
Jaime Laude, PNP Warns Public of fake Police-Priest at http://www.newsflash.org/2004/02/ht/ht004839.htm.
356
Rene M. Alvier, Real Cops Pounce On Impostor, Manila Standard, June 4, 2008, p. A7.

68
District in Manila. In a report of Alfred Dalizon 357, cases of coercion, robbery-extortion
and usurpation of authority were filed against the suspects.

I shall lead the organization by my example of what a policeman should be:

physically, mentally, morally and spiritually fit for the job and I shall ensure that we
will all be proud to wear the uniform of the police
-Police Deputy General Edgar B. Aglipay358

There are many incidents other where heavily armed men posed as policemen and
clad in POLICE or SWAT uniforms. Alfred Dalizon359 reported three incidents on
July 2008: July 4 in Cavite, July 16 in Muntinlupa City and July 23 in Marikina City. In
the Cavite City incident, about 10 gunmen forced their way into the National Food
Authority. In Marikina City, 10 gunmen posing as SWAT members entered the compound
of the FreshTex Philippines Incorporated and stole an undetermined amount of cash after
disarming five guards on duty and stripping them of their cellular phones.

The police have identified Augusto Celis Zafra, the new leader of a band of
robbers disguised as police and military personnel allegedly responsible for high-profile
cases in Metro Manila. In a report of Nancy C. Carvajal 360 of Philippine Daily Inquirer,
the suspect was identified by several witnesses in a police photo gallery as the leader of
the group who broke into a compound in Caloocan City. Accordingly, at least 15 heavily
armed men in military and police uniform nabbed the office of R & E taxi in Baesa Road.
Meanwhile, two fake policemen who reportedly collected protection from vendors and
pickpockets in Divisoria were nabbed by the Manila Police. The pickpocketers according
to Nestor Etolle361, regularly remit their loots to the suspects in the belief that they are
police protectors of criminals in the Divisoria area.

I have standing orders to all PNP units to arrest any person who will misuse
the name of the PNP and its top leadership in unlawful activities to get away with
criminal liability.
-Police Director General Avelino I. Razon, Jr.362

Another two fake cops tagged in the rash of extortion incidents in Laguna were
arrested in a police operations following reports from businessmen in Laguna particularly
junkshop owners about rampant extortions, hulidap and improper procedure in
357
Alfred P. Dalizon, 2 Bogus Cops Held, Peoples Journal, December 27, 2007, Volume XXIX, Number 346, p.
11.
358
PNP Journal, Camp Crame, Quezon City, July-September Issue, backpage.
359
Alfred Dalizon, Beware of Fake Cops, Peoples Journal, August 1, 2008, p. 5.
360
Nancy C. Carvajal, Police Identity New Head of Robbers Posing as Cops, Philippine Daily Inquirer,
September 12, 2006, p. A26.
361
Nestor Etolle, fake Cops Caught In Divisoria, The Philippine Star, Volume XXIII, Number 146, December 21,
2007, p. 20.
362
VR/Sunnex, Police Chief Warns Public Anew Vs. Namedroppers, Sun Star, Manila, March 31, 2001, cited in:
http//www.Sunstar.com.ph/static/man/2008/03/31/news.

69
conducting a checkpoint in Laguna province causing the operation of small entrepreneurs
to be affected. Ed Amoroso363 of the Philippine Star reported that recovered from the
arrested suspects are identification cards and various PNP solicitation letters. In another
incident, a suspected hold-upman masquerading as a policeman was nabbed at a police
checkpoint in Calumpit, Bulacan. According to the report of Emil G. Gamos 364 and
Manny Balbin of Peoples Journal, said cop was also involved in 24 robbery and
carnapping cases and has warrants for carnapping in San Fernando City, Pampanga and
Gapan, Nueva Ecija. Meanwhile undetermined armed men believed to be involved in a
series of robberies in some parts of Metro Manila robbed the Light Rail Transit Authority
(LTRA) in Pasay City and carted an undetermined amount of cash. According to Pat C.
Santos365 of the Daily Tribune, the suspects wear police uniforms and carry high-powered
firearms. In Pasig City, around ten heavily armed robbers posing as cops struck anew in
Metro Manila victimizing the Precision crest Printing Press along E. Rodriguez Avenue
and fled with still unknown amount of loot.366

Due to the rampant illegal activities by numerous gangs posed as cops, the
Commanders in Metropolitan will be immediately relieved and slapped with
administrative sanctions should they fall to stop heists being pulled of by these groups. In
the report of Jeanette Adrade367 of the Philippine Daily Inquirer, the relief order will
prevent any occurrence in their (commanders) area of responsibility. For according to
Police Director Jefferson Soriano: Any similar incident occuring in the future will be
considered inefficiency on the part of the commander concerned for which an
administrative sanction maybe imposed as a consequence.

One allegation by an anonymous text sender thru PNP Text 2920 as quoted:

PNP Bakit po ang mga pulis assigned sa DHRDD hindi nag uuniporme lalu
na ang mga babae napagkakamalan po namin silang NUP. Walang ginagawa kundi
mag internet.

The text implicates negative impression of PNP personnel particularly

policewomen assigned at the aforementioned office. Whether its true or not, how would
the PNP personnel defend themselves from orchestrating complaints spurred by unknown
sender? A mysterious cop posted her hot picture in her Friendster account, allegedly a
member of the Office of the Chief, Philippine National Police. The allegation sparked
when a certain civilian reported to the National Police Commission, as reads: This is
Corazon Santos of Cainta, Rizal, mother of two kids. This is to report what I saw on the
Internet whose user name was Queen Rubie on Monday (June 18, 2007), particularly
363
Ed Amoroso, Two Fake Cops Arrested In Laguna, Philippine Star, August 21, 2008, p. A20.
364
Emil G. Gamos and Manny Balbin. Cops Arrest Fake Cop, Peoples Journal, September 10, 2008, p. 11.
365
Pat C. Santos, Heavily Armed Men Wearing PNP Uniform Rob LRTA in Pasay, The Daily tribune, October 22,
2008, p.4.
366
Alfred Dalizon, Fake Cops Rob Pasig Printing Press, Peoples Journal, November 6, 2008
367
Jeanette Adrade, Philippine Daily Inquirer, November 3, 2008, p. A15.

70
in Friendster which really caught my attention as a parent and civilian. Santos said the
picture showed the policewomans breasts in a bra. Her gallery also showed her other
pictures, some wherein she was in uniform, also pictures accompanied with a caption that
read: Mei ipagmalaki ba? Said Policewoman was reassigned to Philippine National
Police Holding Center by the Chief, Philippine National Police as reported by Cecile S.
Felipe.368However, a source close to the policewoman said that that the charges against
her at the NAPOLCOM were part of a personal vendetta. 369

The Integrated Patrol System: Police Visibility and Crime Deterrence 370 cited a
story of a complainant who seek assistance to a policeman:

There is a story that had been repeated several times over where a complainant
went to a police station to file his complaint. Upon entering the investigation room, he
saw two men inside, one wearing a sando with a towel slung on his neck, unshaved and
in slippers and another in polo barong seated quietly near the desk. The complainant
who needed a policeman on duty quickly approached the man in polo barong, whom he
assumed was the policeman on duty to ask for assistance. To his surprise, the man in polo
barong curtly replied, Sir, ako ho yung nahuli at iniimbestigahan.

PNP personnel should adhere to the prescribed provisions especially policewomen

and female civilian employees. Likewise, the use of tight-fitting, seductive micro-mind
and flimsy transparent dresses and of course wearing of too much costume jewelry and
flashy bangles are considered taboo. It reminds me of the words of my former mentor and
the former Chief, Women Police Service, Police Senior Superintendent Editha Hinlo
during my training way back 1995. She used to tell us to Walk with pride. This
connotes that being proud of wearing proper uniform reflects our image as a whole
person. In their article, The Uniform: A Sociological Perspective, N. Joseph and N.
Alex371 stated that: The uniform serves several functions, such as acting symbolically,
certifying legitimacy, and suppressing individuality. The uniform stands as one of the
most important representations of the law enforcement profession. Various law
enforcement agencies have long had policies, guidelines and regulations regarding
grooming standards for police officers, of course, wearing proper uniform is most likely
important. According to Paul N. Linsley372, the Deputy Chief, Abbotsfot, British
Columbia Police, these agencies have argued strict grooming standards are necessary to

368
Cecile S. Felipe, Policewoman in Indecent Friendster Photo Reassigned, The Philippine Star, August 13, 2007,
p.2.
369
Cecile S. Felipe, Policewoman In Bra Controversy Says Photo Not Indicent, The Philippine Star, News
Section, July 17, 2007, p. 2.
370
Integrated Patrol System: Police Visibility and Crime Deterrence, National Headquarters, Camp Crame, 1998,
pp. 52-53.
371
N. Joseph and N. Alex, The Uniform: A Sociological Perspective, American Journal of Sociology, Volume
XXVII, Number 4, 1972, pp. 719-730.
372
Paul N. Linsley, Studying Police Perception of Police Grooming Standards, American Journal of Sociology,
Volume XVII, 1972.

71
ensure safety, discipline and uniformity, to promote esprit de corps, and to foster public
respect for police.

I will carry on from my predecessor left off, and work on instilling in the
hearts of our men and women in uniform the honor and pride that comes with wearing
our police badges. As the most wildly recognized symbol of police authority and public
trust, the PNP badge of honor is a source of pride for the dedicated Filipino police
officer.
-Police Director General Jesus Ame Versoza373

One of the practices being observed despite of directives from higher headquarters
regarding wearing of uniforms by law enforcers is failure to wear prescribed headgear
while in uniform which shall be worn outdoors and during specified activities and special
occasions374. On some occasions especially in the Police Station level, there are some
hardheaded police personnel who wore their civilian clothes, during their tour of duty.
Police personnel should be reminded with the directives prohibiting the unauthorized
manufacturers, sale, distribution and use of uniforms, insignias and other accoutrements
of the Philippine National Police. Executive Order 297 in effect complements article 199
of the Revised Penal Code (R.A. 3805), which penalizes any person who shall publicly
and improperly make use of insignias, uniform or dress pertaining to an officer of whom
he or she is not a member375. During media interviews, some PNP personnel sometimes
face the media wearing civilian uniforms especially those first respondents who arrive at
the scene of the crime, which creates bad impression on the state of discipline of the
PNP376. Based on PNP policy: Any PNP personnel giving statements to media recorded
in film/ tape for publication/ telecast or when invited as a guest in a television program,
should see to it that they are wearing the prescribed uniform377. To prevent misuse
and abuse of unauthorized manufacturing, selling and distribution of police uniform in
the market, the Philippine National Police filed application for design patents to confer
Intellectual Property Rights (IP) over the design of police uniform from the caps to the
boots they use in all occasions. According to Atty. Adrian S. Cristobal Jr., 378 Director
General of the Intellectual Property Office of the Philippines, using the IP system to
preserve and protect symbols of the Philippine National Police and to prevent their
misuse and abuse, is an innovation in itself for the police.

373
Jesus A Versoza, A Call To Leadership, A speech delivered at turn over command ceremonies as he assumes
his post as Chief, PNP at Camp Crame on September 27, 2008, posted at mb.com.ph.
374
Memorandum from The Chief, Directorial Staff dated January 27, 2009 re: Reminder re-Wearing of Headgear
When in Uniform Especially Outdoor.
375
PNP Checks Illegal Sale of Police Uniforms, Police Digest, December 2008, p.3.
376
Memorandum from The Chief, Directorial Staff dated January 30, 2009 re: wearing of Prescribed uniform
During Media Interviews
377
Memorandum Circular Number TCDS-01, Series of 1996 dated July 10, 1996, Subject: Policies and Guidelines
on the Matter of Giving Statements and Answering Questions Raised By Media Pertaining To Cases Handled By
and Such Other Issues Affecting the Philippine National Police.
378
Adrian S. Cristobal Jr., Police Patents, Opinion, Business Mirror, March 20, 2009.

72
On Badge of Honor

The policemans badge is not an ordinary badge. It is replete with meaning and is
the most widely recognized symbol of police authority and public trust. The PNP badge is
a Badge of Honor a service of pride for the dedicated Filipino police officer. To be true
to symbolism and what the PNP badge really stands for, each and every member of the
police force must perform mandated duties and dynamism, volition and integrity. 379
As the most widely recognized symbol of police authority and public trust, the
PNP Badge of Honor is a source of pride for the dedicated Filipino police officer.
According to PDG Jesus A Verzosa380, various campaign were launched to motivate every
policeman to contribute to the prestige and respect due to the badge by performing his
duties with dynamism, volition and integrity.

Let us give more meaning and significance to our police badge by wearing it
with pride and honor in our hearts. Let us not tarnish it with sloppy work and abusive
behavior. Let us not deface it with ineptness and incompetence. Let us instead keep it
shining with gallantry, integrity and sterling work.
-Police Director General Jesus Ame Verzosa381

FURTHER READINGS (Biblical Verses)

Psalm 37:1. Cease from anger and forsake wrath; fret not yourself- it tends only to
evildoing.

Psalm 37:8. Fret not yourself because of evildoers, neither be envious against those who
work unrighteousness. For they shall soon be cut down like the grass and either as the
green herbs.

Romans 3:23: All have sinned and fall short of the glory of the Lord.

Matthews 12:33: Either makes the tree sound and its fruit sound, or make the tree rotten,
and its fruits rotten, for the tree is known and recognized and judged by its fruit.

379
Editorial, Laying Down The Fundamentals of Leadership, Police Digest, October 2008, p. 4.
380
Assumption Speech of Police Director General Jesus A Verzosa As Chief, PNP, A Call To Leadership
Towards Genuine Transformation, Lead PNP, Maiden Issue, October 2008.
381
Jesus Ame Verzosa, Chief, PNPs Corner: Let Us Make 2009 Far Better, Police Digest, December 2008, p.3.

73
CORRUPTION

Graft and corruption is one of the unwholesome practices that have blocked the
progress of our country. There have come down from centuries of colonial life, national
practices and habits which although taken for granted and accepted by our people,
nevertheless, impede a sound and speedy development, and should, therefore, be rectified
and discarded.382 Graft and corruption are the order of the day. How to fill ones pocket
with the fund, how to entrench oneself, ones party, even ones family in power, how to
enjoy the perks in terms of travels abroad become the name of the game in the
government. The National Anti-Corruption Framework and Strategy 2000 383 has defined
corruption as the use of public office for private gain or the betrayal of public trust for
private gain and the definition of graft refers to the acquisition of gain in a dishonest
or questionable manner. Corruption, according to Francis Beamont and John Fletcher 384
is a tree whose branches are of an immeasurable length; they spread everywhere, and the
dew drops from thence hath infected some chairs and stools of authority. While in Islam
doctrine, according to Syed Othman Alhabshi, Deputy Director General, Institute of
Islamic Understanfing Malaysia, corruption is definitely a sinful act. All benefits
derived from sinful activities are definitely unlawful. To this applies the famous hadith
that states that the flesh that grows out of unlawful income has no place in the
hereafter but hell.385

There is petty corruption committed everyday, by lowless clerks and lowly

examiners, by kotong cops and traffic aides. Police generals along with mayors,
governors and congressmen tolerate illegal gambling.
- Panfilo Lacson386

Corruptions are derived from lack of ethics, human greed, and misuse of power.
For instance, a government official, that take bribe by handing down a contract and a
policeman who take money for letting a driver off on a traffic violation. 387 Corruption is
extremely difficult to study in a direct, quantitative and empirical manner. Because most
incidents of corruption are never reported or recorded, official data on corruption are best
regarded as measures of police agencys anti-corruption activity, not the actual level of
corruption. Even with assurances of confidentiality, police officers are unlikely to be

382
PSBRC Module IV, Public Service Ethics and Accountability, Philippine Public Safety College, Makati, 2002,
p. 57.
383
In: Examples of Graft and Corruption, What is the Exact Definition of Corruption, by Marg Reynoldo,
Philippine Daily Inquirer, March 26, 2001 cited in http//www.fordham.educ/economics/virod/CIE/Philippines.htm.
384
Francis Beamont and John Fletcher, Honest Mans Future, act III, Section 3, In:
http//www.worldofquotes.com/topic/corruption/index.html.
385
Syed Othman Alhabshi, Definition of Bribery According To Islam, cited in
http//www.corruptionmonitor.com/definitionofcorruption.html.
386
Speech of Senator Panfilo Lacson before a public forum sponsored by the Concerned Citizens Movement, Manila
Polo Club, Makati City on May 28, 2008.
387
Fighting Corruption, Is It Possible?, at http://www.eu-corruption.org.

74
willing to report their own or anothers officers corrupt activities. 388 As part of the PNP
compliances to its commitment to fight corruption, a series of Self Check Seminar for
Combating Corruption for PNP Officers389 with the rank of Police Chief Inspectors and
above were being conducted by the Philippine National Police Training Service. This is
to obtain a process of understanding the culture of corruption, its various standpoints, and
the roles of individuals and institutions in the perpetuation of corruption in the Philippine
society, to have a serious introspection to generate insights and awareness on their value
systems that reinforce or prevent corruption and have a commitment and formulate plans
to help fight corruption.

Traditionally, police corruption has been defined as the following: a misuse of

authority by a police officer for personal gain390; accepting money or moneys worth to
provide a service they are duty bound to provide391, or physical, psychological or legal
abuse used by police392. This comes in many shapes and sizes, from the major drug
trafficking and money laundering to looking the other way on minor everyday violations
of the law. Ever since the concept of rules and regulation came about there have been
certain people who were chosen to enforce those regulations. Some of those law
enforcement personnel have been persuaded to look the other way on certain violations
committed by their friends or family. Payments for these inconsistencies could come in
the way of personal favors, bribes, or gratuities. Other corruption activities involve more
serious crimes such as brutality, drugs, and framing of suspects. 393 Police corruption is the
lack of police integrity. It also constitutes one of the most significant obstacles to positive
police-public relations in todays society.394

We have corruption most gross-worse with each passing leadership. For public
servants, elected or appointed, it has become a way of life, but for exceptional few. The
higher position, the bigger the cost of corruption, while those in lower positions justify
their own take because their superiors have become immoderately greedy. From
kotong paid by lowly workers to policemen and traffic aides, to outright bribes given
to generals and prosecutors, judges and justices to perpetuate impunity, to
commissioners and kickbacks given to legislators for their pork barrel, all the way to
the top, for huge contracts and monopoly priveleges - corruption sucks the lifeblood of

388
Carl B. Klockars, et al, The Measurement of Police Integrity, National Institute of Justice, in:
http://www.ncjrs.gov/txtfiles1/nji/181465.txt.
389
Memorandum from DHRDD for C, PNP dated January 18, 2008 with Subject: A Self-Check Seminar for
Combating Corruption.
390
H. Goldstein, Policing A Free Society, Cambridge, Massachussettes, Balinger, 1977.
391
V. E.Kappeler, R.D. Sluder and G.P. Alpert, Forces Of Durance: Understanding The Dark Side of Policing,
Prospect Heights, Illnois, Waveland Press, 1994.
392
D.L. Carter,Police Brutality: A Model for Definition Perspective and Control In: A.S. Blumberg and E.
Neiderhoffer (Eds), The Ambivalnet Force, New York, Holt, Rinehart and Winston, 1985.
393
Frank Schmallenger, Criminal Justice Today: An Introductory Text for 21 st Century, Upper Saddle River, New
Jersey, Ppinglacson.net/speeches.ersian Education, incorporated, 2003, pp. 227-229.
394
Kevin J. Grant, Ethics and Law Enforcement FBI Law Enforcement Bulletin, Volume XVII, Number 12, pp. 11-
14, 2002.

75
our economy, and distorts the principle of equal opportunity.
-Senator Panfilo Lacson395

Corruption can be broken down into two sections, internal and external corruption.
Internal corruption is the illegal acts and agreements within a police department by more
than one of the officers. External corruption is the illegal acts and agreements with the
public by one or more officers in a department. For a corrupt act to occur, three distinct
elements of police corruption must be present simultaneously: 1) misuse of authority, 2)
misuse of official capacity, and 3) misuse of personal attainment. It can be said that
power inevitably tends to corrupt, and it is yet to be recognized that, while there is no
reason to suppose that policemen as individuals are any less fallible than other members
of society, people are often shocked and outraged when policemen are exposed violating
the law. The reason is simple. The danger of corruption for police, and this is that it may
invert the formal goals of the organization and may lead to "the use of organizational
power to encourage and create crime rather than to deter it. General police deviance
can include brutality, discrimination, sexual harassment, intimidation, and illicit use of
weapons. However it is not particularly obvious where brutality, discrimination, and
misconduct end and corruption begin. The external corruption generally consists of one
ore more of the following activities:

1) Payoffs to police by essentially non-criminal elements who fail to comply with

stringent statutes or city ordinances; (for example, individuals who repeatedly violate
traffic laws).

2) Payoffs to police by individuals who continually violate the law as a method of making
money (for example, prostitutes, narcotics addicts and pushers, & professional burglars).

3) "Clean Graft" where money is paid to police for services, or where courtesy discounts
are given as a matter of course to the police.396

In the issue of Graft Buster397, an official newsletter of the Presidential Anti-Graft

Commission, the Philippine National Police is the fourth among agencies tagged as under
high profile investigation with Bureau of Immigration, number one; followed by Bureau
of Internal Revenue. Four out of seven high profile investigations named in the top most
compliant agencies in fighting graft and corruption where the PNP ranked fourth. The
problem of credibility of the police forces is rapidly eroded because of some erring
personnel. Some of whom are subjected to disciplinary actions such as dishonorably
discharged for various offenses ranging from corruption, unethical conduct, involvement
in criminal activities, habitual absenteeism or absences without leaves. According to Dr.

395
Speech of Senator Panfilo Lacson at Rotary Club of Manila, Manila Polo Club on February 12, 2009
396
Brandon Holloway, Police Corruption, International Encyclopedia of Justice Studies, December 2002 at
IEJS.com.
397
GraftBuster, Presidential Anti-Graft Commission

76
Hans King398, corruption has to do with common ethical values. He averred that the
political will to fight corruption is often weak, because it is not supported by ethical will.
According to the crusaders399 in fighting corruption, many nations continue to suffer from
deep-seated problems, including patronage politics, weaknesses in state institutions and
poor management of public funds.

We have a cancer within, close to the Presidency, thats growing. It is growing

daily.
-John Dean, U.S. Presidential Counsel400

Adrian Cristobal401 of Tempo once asked: Is our country most corrupt in Asia?
According to Cristobal, when counseling an organization speak of corruption, they
mean government, they also mean the perception of those who deal with the government.
They do business with the government, they get frustrated with red tape or are shaken by
the bribes they have to give.

We are confident that the anti-corruption measures we have just put in place
had been adequate for our own purposes, but we are always willing to listen to new
ideas because we are determined to uphold good governance, transparency, and
accountability in all levels of the institution.
- Police Director General Oscar C. Calderon402

Laws without morality cannot endure, and no legal provision against corruption
can be implemented without moral consciousness based on elementary ethical standards.
In March 1994 for instance, a NAPOLCOM study claimed that more than half of the
murder cases in the Philippines involved policemen, either as protectors or perpetrators of
the crime.

You must take it upon yourselves to reform your own units, to instill discipline,
to weed out the misfits. You must serve as the watchdogs and guardians of your
respective units so that we can collectively bring our police forces to a position of
respect and esteem that it once enjoyed.
- Former Vice-President Joseph E. Estrada, 1994403

398
Speech of Dr. Hans King, President of Global Ethic Foundation during the 11 th Anti-Corruption Conference in
Seoul, Korea.
399
International Anti-Corruption Day, Tempo, Volume XXV, Number 344, December 10, 2007, p. 3..
400
This quote was cited by Adrian Cristobal, Corruption, in his Commentary entitled Breakfast Table, Tempo,
March 16, 2007, Volume XXV, No. 79, p. 6.
401
Ibid.
402
PNP is now the 7th Most Compliant Agency in the Government Anti-Corruption Plan, Police Digest, National
Headquarters, Camp Crame, Quezon City, February 2007, p.4.
403
Speech of Vice President Joseph E. Estrada at the Joint Graduation Ceremonies of the PNP Advance Course
Class 93-D and Officers Basic Course Class 93-D, PNP Training Center, Camp Castaeda, Silang, Cavite on April
21, 1994.

77
 The Philippine National Police, which is supposed cure of our society, is looked
upon not as an ally but woefully, as an adversary. It is widely-held perception and
sentimental that the Philippine National Police is composed of misfits, undesirables,
scalawags and hoodlums who used their uniforms to perpetuate their criminal designs.
The editorial of Sunstar404 stated that the greatest public service the Philippine National
Police, in all levels, can render is to continuously clean their ranks of these scalawags.
There is nothing more reprehensible than a person vested with authority by government,
and given firearms at that, with the mandate to protect the people and given a salary
much higher than public school teachers; and yet are still not content and instead use the
power to steal, maim, and kill.

No one wants to do business in a place with a great deal of corruption.

-Rudolf Guilani405

An essay written by Evelyn M. Feleciano entitled Integrity discussed about

sterling corruption. She explains: We need not be sucked in by the common trilogy of
maneuvers of lusot (implies cutting corners or side-stepping responsibilities),
lakad (fixers, connections, padrino system), and lagay (grease money or
payola). And all its attendant of lying, cheating (mandaraya), thieves
(mandarambong) and deceivers (manlilinlang).

Indeed, given the corruption we are suffering from, The Old Testament says:

So justice is driven back, and righteous stands at a distance; truth has

stumbled in the streets, honesty cannot enter. Truth is nowhere to be found, and
whoever shuns evil becomes a prey (Isaiah 59:14-15)

When the late President Diosdado P. Macapagal 406 ascended the platform at the
Quirino Grandstand, he laid five missions. His first mission is the solution of the problem
of corruption, he said: We assume leadership at a time when our nation is in the throes
of a moral degeneration unprecedented in our national history. Never within the span
of human memory has graft permeated every level of government. I shall consider it,
therefore, my duty to set a personal example in honesty and uprightness. We must
prove that ours is not a nation of hopeless grafters but a race of good and decent men
and women.

Our investment also includes essential ways to strengthen our institutions of

governance in order to fight the decades old scourge of corruption.
404
Editorial, Of Scalawags and Continued Purging Or Ranks, posted on May 22, 2012 posted at
http://www.sunstar.com.ph/davao/opinion/2012/05/22/editorial-scalawags-and-continued-purging-or-ranks-222671
405
Robert Guilani, In: Guilani To RP: Choose A Leader You Can Trust by: Marichu Villanueva, Philippine Star,
Volume XXIII, Number 8, July 29, 2008, p.1.
406
Inaugural Address of the late Diosdado P. Macapagal at Quirino Grandstand, Manila, December 30, 1961, In:
Official Gazette, Volume LVIII, Number 1, January 1, 1962.

78
 -President Gloria Macapagal Arroyo407

Corruption destroys the integrity of the social order. Former General Jose T.
Almonte408 disputes the vicious circles of graft and corruption. He said: The lack of
concept of the common good, the use of public resources as if they were private
domain, every man for himself, lack of feeling of oneness these are the root causes of
corruption in our country. Because we lack nationalism, our behavior is taken over by
narrower values: kanya-kanyahan, utang na loob, lagay-lakad-lusot strategies,
ethnic loyalties, extreme familism and personalism.

407
Gloria M. Arroyo, In: GMA: We Will Survive Crisis by Paolo Romeo and Marvin Sy, The Philippine Star,
Volume XXIII, Number 8, July 29, 2008, p. 1.
408
Jose T. Almonte, To Put Our Hands In Order We Must Level The Playing Field, Foundation for Economic
Freedom, Incorporated, 2007, p. 24.

79
UNDERSTANDING POLICE CORRUPTION

Corruption is defined as the exercise of public power for private gain. 409 Police
corruption generally occurs at two levels: operationally on the street or back in the office
behind the scenes. Officers working alone or in pairsout of sight of supervisorsface a
constant stream of opportunities for corruption. This may range from petty corruption and
small-scale bribery to collusion with criminals in accepting kick- backs for looking the
other way, in extorting regular pay-offs, or even in taking direct part in criminal
activities. In order to carry out their duties, police are endowed by law with extraordinary
powers, most notably the use of coercion and force, including lethal force. Police can
stop, question, and search; issue citations and fines; arrest people; and may use force
where circumstances warrant.410

Corruption is a difficult concept to define accurately. Indeed, the United Nations

Convention on Corruption finds it more appropriate to offer a list of examples of corrupt
practices rather than seek a universally applicable definition. The Britannica Concise
Encyclopaedia offers this definition: Improper and usually unlawful conduct intended to
secure a benefit for oneself or another. Its forms include bribery, extortion, and the
misuse of inside information. It exists where there is community indifference or a lack of
enforcement policies. In societies with a culture of ritualized gift giving, the line between
acceptable and unacceptable gifts is often hard to draw. 411Transparency International (TI)
defines corruption as: the misuse of entrusted power for private gain. TI further
differentiates between "according to rule" corruption and "against the rule" corruption.
Facilitation payments, where a bribe is paid to receive preferential treatment for
something that the bribe receiver is required to do by law, constitute the former. The
latter, on the other hand, is a bribe paid to obtain services the bribe receiver is prohibited
from providing.412 Thus, corruption implicates not only the official, but also the person
bribing the official to undertake his or her corrupt act. In policing terms, corruption
would commonly involve doing something one should not, or not doing what one should,
for profit, gain or other advantage for oneself, or for another, or to the detriment of
another. Some of the most common examples of police corruption involve:

Failing to enforce the law (turning a blind eye) in return for favour or gain;
Demanding fines or bribes for a non-existent traffic violation or other offence;
Stealing or misusing property lawfully held in police custody;
Losing or tampering with evidence to sabotage a conviction;
Selling confidential information; or,

409
USAID AntiCorruption Strategies, January 2005.
410
UN General Assembly 1979a: Code of Conduct for Law Enforcement Officials; UN General Assembly 1990b:
Basic Principles on the Use of Force and Firearms by Law Enforcement Officials; Amnesty International 10 basic
Standards for Law Enforcement Officials, at http://www.hrea.org/ere/Library/law_enfocrement/standards.html.
411
http://www.concisebritannica.com/ebc/article-93616666/corruption
412
http://www.transparency.org.

80
 Directly participating in criminal activity such as smuggling or trafficking.413

In a pioneering work by William N. Grajeda 414, some substantial findings on

corruption are as follows: The crime situation in the Philippines is unique and this
requires a different approach in addressing the problem. It is made complicated by the
culture systems of the Filipinos, i.e., the padrino, palakasan, kamag-anak at
kababayan systems which institutionalized corruption. He says: Syndicated crime
personalities such as gambling lords, drug lords and political war lords have make
their influence felt in government organization such as the police, the court, the
bureaucracy and the elected official.

The subordination of the public good to individual or group interests is what

corruption is all about. In whatever form it takes, the practice of corruption in both
immoral and unjust, Corruption is worse than lies, because lies are employed only to
cover it.
-Pastoral Letter, Bishops of Manila415

A training program416 for combating corruption was designed to provide PNP

personnel with better understanding of corruption and bring out their positive values to
resist and prevent corruption which includes among others:

o Closer look at peoples perception and general notion of corruption;

o Case analysis to aid the PNP personnel to prove and examine situations that lead
people to engage in corruption and to realize the instantaneous and long-term
consequences of their action;
o An opportunity for discernment that leads to a decision; and,
o Avenue to help PNP personnel get disposed and challenged to identify concrete
and specific ways so that they can contribute to counter the culture of corruption.

The value training introduced by the Singapore Police Force for the basic training
course for both junior and senior police officers consists of 40 hours of instruction in the
code of conduct, police regulations and government intervention manuals. 417 One of their
strategies in combating corruption is the inclusion of case studies of their police officers
found guilty of corruption. The Commissioner of Police has highlighted this aspect of
training as an important measure adopted by the Singapore Police Force to combat

413
http://www.undoc.org/documents/justic-and-prison-reform/cjat_eng/2_Integrity_and_Accountability.
414
Williard N. Grajeda, The Essentiality of the Presidential Anti-Crime Commission On Effective and Efficient Law
Enforcement Administration, The Metro Manila College, Unpublished Thesis, 1996.
415
Pastoral Letter, cited by Boo Chanco, Demand and Supply: Greed is a Deadly Sin, The Philippine Star, March
19, 2008, p. B3.
416
DHRDD Training Design for a Self-Check Seminar for Combating Corruption.
417
Speech of Boon Hui Khoo at the World Ethics and Integrity Forum 2005 at the Integrity Institute of Malaysia,
Kuala Lumpur, Malaysia on April 29, 2005.

81
corruption. Yolanda Lira418, the former NAPOLCOM Regional Director identified two
forms of corruption in the police organization: Systemic corruption and bureaucratic-
societal. Systemic corruption according to her, occurs as a way of life, and which derives
model from policeman occupying higher position. It is a practice that justifies corruption
as normal since everybody from Police Officer 1 to Director General is into it.
Bureaucratic societal corruption on the other hand attributes to traditional interpersonal
practices like gift giving to reciprocate favors and administrative red tape.

Tim New419 concludes with eleven key messages central to any understanding of
corruption and which should underpin reforms introduced for its prevention:
1. Police corruption is pervasive and not bounded by rank.
2. Any definition of corruption should cover both financial and process
corruption, and should acknowledge the varying means, ends and motivates of
corrupt activities.
3. The boundary between corrupt and non-corrupt activities is difficult to define,
primarily because this is at heart of an ethical problem.
4. The causes of corruption include: factors that intrinsic to policing as a job, the
nature of police organization, the nature of police culture.
5. Police corruption cannot simply be explained as the product of a few bad
apples.
6. Some areas of policing are more prone to corruption than others.
7. Although there are many barriers to successful corruption control, there is
evidence that police agencies can be reformed.
8. Reform needs to go beyond the intermediately identified problem.
9. Reform must look at the political and task environments as well as the
organization itself.
10. Reform tends not to be durable, and;
11. Continued vigilance and skepticism is vital.

We are on a mission to keep the communities safe and secure for the people.
We will work to ensure that the streets are safe. This will be commitment to serve our
country and the people in the finest tradition of service, honor and justice.
-Police Director General Avelino Razon Jr420

Acts of corruption by people in power have long shaken public faith in

government, but the loss of public faith is particularly acute when those acts involve the
police, says Hubert Wiliams421. He continues: That is because the public relies on the
police uphold the law, protect the community and assist it in times of need. Police also
418314
Yolanda Lira, The Phenomenon of Police Corruption: Its Implications to National Security and Police
Management, National Defense College of the Philippines, 1988.
419
Tim New, Preventing Police Corruption: Understanding and Preventing Corruption and Reducing Crime
Briefing Note, in: http://www.policeoracle.com/news_article/police_news.
420
Avelino Razon Jr., In: Improved Performance Hikes PNP Rating by Alfred Dalizon, Peoples Journal Tonight,
Volume XXVIII, Number 291, August 14,2008, p. 2.

82
the most visible arm of government for most citizens and a yardstick by which they
measure authority. When an officer acts illegally, he dishonors both himself and the law
and justice system he represents. Unfortunately, the organizational culture of the police
does encourage some officers to commit acts of corruption. Such acts might involve
taking monetary bribes, abusing their authority or concealing criminal enterprises. More
importantly, they might also involve violation of human rights or ethnic and racial
discrimination. When police organizations fail to punish travesties of justice, they
inadvertently foster a culture of corruption that breeds discrimination, deception and
greed. Mr. Chu Ming-hin422, Chief Investigator, Operations Department, Commission
Against Corruption in Hongkong, stresses commitment to serve the community as well as
professional skills and knowledge, plus the right attitude in order to be successful. He
says: First you must show initiative and commitment to the mission in fighting
corruption. You must have the determination to becoming a graft fighter. Its the
persons character and attitude that counts.

Gratuity is a favor or gift, usually in the form of money, given in return for
service423. Gratuities involved mixed motives on thr part of business people. In some
cases they represent a sincere effort to thank police officers for doing a dangerous job to
protect the community. In other cases, they reflect self-interest: the burglars on the
expectation that the police will return the favor by providing extra patrol coverage in the
area.424 People who believe that the offers should never be allowed to receive gratuities
agree that they open the door to more serious forms of corruption. 425 According to
Detective Joseph Petrocelli426, Commander of Resource Protection Unit of Passaic
Country, New Jersey, each gratuity by itself may be small, but the cumulative effect is
said to be great. The merchant supplying the cup of coffee will ultimately receive a
disproportionate amount of police services at the expense of other merchants. The police
need the community's support to properly do their job. The police must be perceived as
an honest group of crime fighters, not a bunch of coffee mooching do-nothings. Prenzler
and Mackay427 point out that many officers feel that gratuities are an acceptable part
of the job. While not necessarily corrupt, gratuities are a grey ethical area which
can lead to expectations about behaviour and what some consider to be the stepping
stone to corruption. Similarly, Son and Rome428 found that accepting free coffee or food
421
Hubert Williams, Core Factors of Police Corruption Across The World, Forum on Crime and Society, Volume
II, Number 1, December 2002.
422
Chu Ming-hin, In: Keeping Hongkong Corruption-Free Takes More Than Just Qualification by Charles Mak,
cited in http://www.careertime.com.hk/english/article/show_article.asp.
423
The American Heritage Dictionary of the English Language, Fourth Edition, Houghton Miffin Company at
http://dictionary.reference.com/browse/gratuities.
424
Richard Kania. Should We Tell The Police To Say Yes or Noto Gratuities?, Criminal Justice Ethics 7,
Number 2, 1983. Pp. 37-49.
425
Report on Police Corruption, Knapp Commission, Police Forum, October 1997, pp. 6-11.
426
Joseph Petrocelli, Free Cup of Coffee? Sure Ill Take One, at http://www.officer.com.
427
Tim Premzler and Peta Mackay, Police Gratuities: What The Public Think, Criminal Justice Ethics, Volume
XIV, Number 1, pp.15-25, 1995.
428
In Soo Son and Dennis M. Rome, The Prevalence and Visibility of Police Misconduct: A Survey of Citizens and
Police Officers, Police Quarterly, Volume VII Number 2, pp. 171-204, 2004.

83
was the most common form of police misconduct observed by both citizens and by police
officers in a study in Ohio.

Allow me to give some examples of police corruption and other police abuses
committed by law enforcers abroad:

Supervisory negligence, or complicity, similarly accounted for widespread

corruption in the Rampart division of the Los Angeles Police Department. The corruption
came to light in 1999, after Rampart office Rafael Perez, who had been caught stealing a
million dollars worth of cocaine from police evidence storage facilities, signed a plea
bargain in which he promised to uncover corruption within the Los Angeles Police
Department. Mr. Perez eventually implicated about 70 other Rampart officers in
wrongdoing and painted a picture of a division where it was routine to conduct illegal
searches, beat and shoot suspects, plant illicit drugs on them and lie under oath. In
recounting these incidents, Mr. Perez also showed how the Los Angeles Police
Department had created an environment that allowed corruption to flourish. Supervisors
missed or ignored signs that should have tipped them off to corruption in a local police
station and there was a general lack of oversight by command supervision going all the
way up through the department.429

In the United Kingdom of Great Britain and Northern Ireland, a police culture that
also engenders corruption draws support from laws that inadvertently sanction the code
of silence and require an unusually high burden of proof to convict an officer of
wrongdoing.430 As a result of these idiosyncrasies in the law, departments have found it
difficult to dismiss officers, even though some of them have been involved in bank
robberies and drug dealing and others have been paid to suppress evidence and gather
information on the strength of prosecution cases. The flaws in the law became
particularly apparent in 1999, when the Crown Prosecution Service refused to press
charges against 80 London officers from the Metropolitan Flying Squad questioned
during the countrys biggest police corruption investigation. Evidence against the officers
was not strong enough to proceed with criminal charges, even though two former
members of the Flying Squad who testified to setting up robberies and perverting the
course of justice also convincingly implicated dozens of officers in similar crimes. 431

Everything in this (police) job is money! 432 That is the cri de coeur of a typical
Mexican police officer as he tries to raise a family on about US$ 4,500 a year, besides
paying for gasoline, uniforms and other basic equipment. Graft, bribery and extortion are
integral aspects of survival for some Mexican officers, as they are for police officers
429
Peter Boyer, Bad Cops, New Yorker, Associated Press. February 17, 2001. available online at
http://www.neworker.com/fact/content/010521
430
Robert Chesshyre, The Most Dangerous Tribes in London, New Statesman, July 17, 1998, p.28.
431
Nick Hopkins, Corrupt Squad Inquiry Cleans 80 Police, Guardian, June 30, 1999, p. 8.
432
Nelson Artega Botello and Adrian Lopez Rivera, Everything In this Job Is Money!, World Policy Journal,
Volume XVII, Number 3, pp. 61-69, 1999.

84
throughout the world whose departments lack the resources to pay the adequate wages
and give them the basic tools that they require for their jobs.

Another example of corrupt practices of corruption in Brazil, where the average

police officer makes about US$ 300 a month and can go for years at a time without a
raise. Some Brazilian police officers have been able to supplement their meager incomes,
however, by acting as hit men for organized criminal groups, a particularly lucrative
sideline with the burgeoning of the illicit drug trade. In February 2000, one human rights
group estimated that Brazilian police had participated in 2,500 killings since 1997, a
figure that some law enforcement officials considered too low. In a partial state-by-state
breakdown, this included more than 100 killings in Goias, 160 killings in Bahia and 500
killings in Acre, evidently one of the most violent areas in Brazil.433

CATEGORIES OF CORRUPTION

We will remove the scar of doubt of the people, not only in our police force but
also in the government.
-His Excellency Benigno Simeon Noynoy Aquino III434

According to the book published by the International Criminal Investigative Training

and Assistance Program (ICITAP) entitled Police Ethics435, the term police corruption
is often used in reference to all kinds of wrongful police conduct, including brutality or
excessive use of force. The following are the major categories of corruption engaged by
the police: negotiable graft, extortion, acceptance of petty bribes, taking kickbacks and
similar rewards, opportunistic theft and taking bribes from other officers.

o Negotiable Graft

Negotiable graft refers to mutual bargaining behavior engaged in between officers

and criminals. The police officer who apprehends a drug dealer may negotiate a payoff or
extort money from him or her. Police may be vulnerable to overtures from vice and drug
dealers, not only because of the money to be made, but also as a consequence of public
apathy towards enforcement. This form of corruption according to T.R. OConnor 436 is
also considered as police perjury. This may include leaving out certain pertinent pieces
of information in order to fix a criminal prosecution. Moreover, Alfred Dalizon437 of
433
Stephen Buckley, Brazilian Police Verdict Expose Open Wound, Washington Post, August 26, 2000, p. A1.
434
Benign S Aquino III, In: Philippine Leader Vows To Restore Peoples Trust in Police at
http://www.monstercritics.com/news/asiapacific/news/article/1504234.php posted on September 14, 2010.
435
Police Ethics, International Criminal Investigative Training and Assistance Program (ICITAP), a joint venture
of the United States Department of International Narcotics and Law Enforcement Bureau, The United States
Embassy Manila and the Philippine National Police, pp. 28-30.
436
T.R.OConnor, In: Police Deviance and Ehtics, cited in PoliceCrimes.com/police_deviance.html.
437
Alfred Dalizon, More Cops In Trouble For Bungling Cases, Peoples Journal, June 12, 2007, p. 6.

85
Peoples journal stated that more police anti-narcotic agents are being investigated by
Philippine drug Enforcement Agency for deliberately bungling cases in court in exchange
for hefty bribes from well-entrenched drug syndicates.

The Philippines has long struggled with this category of corruption among the
police, which has sometimes led to foreign tourists being victimized. One example of this
category is the complain of Masakazu Okada, a Japanese national who was allegedly
arrested by police personnel assigned with the Criminal Investigation and Detection
Group and Camp Bagong Diwa, Taguig City. The cops along with their Japanese cohorts,
according to Al Rivera-438 of Peoples Journal Tonight, were nabbed in an entrapment
operation for alleged extortion in Makati City. Similar to the aforesaid example, four
Korean tourists sought help from their embassy to complain that their tour guides had led
them into a trap set up by the Makati policemen. At gunpoint, the tourists were forced
into a van where the policemen allegedly showed them a sachet of marijuana that they
would be accused of possessing unless they paid 30,000 US dollars. 439 Another Korean
tourist guide facilitated the transfer of money. 440 In 2011, five Philippine policemen were
sacked after they forced a German tourist to buy laptops for them by threatening to
charge him with terrorism.441

All institutions are prone to corruption and to the vices of their members.
-Morris West442

o Extortion

Extortion refers to the practice of solicitation of money or favors by officers in

return for ignoring violations of law. According to Fr. Bel R. San Luis, SVD443, in his
article published at Manila Bulletin, Whats more damaging thats linked to the
extortion scheme, is the new allegation by a high- ranking police officer of a
quota system in the Philippine National Police which refers to police officers
collecting weekly bribers from illegal activities to give to higher officials or
superiors in exchange for favours or their positions. He added: Police officials
have practiced the quota system for decades now and it is hard to prove since
erring policemen abide by a code- of silence the informant said. Nobody among
the lower-ranking policeman in his right mind would speak up against their

438
Al Rivera, 2 Cops Nabbed For Kotong, Peoples Journal Tonight, Volume XXVII, Number 213, May 29, 2007,
p. 3.
439
Scalawags In Uniform, Editorial, The Philippine Star at www.philstar,com, February 20, 2012.
440
Philippine Police Wanted For S. Korean Kidnap, AFP News at http://www.ph.news,yahoo.com/philippine-
police-wanted-korean-kidnap-214440665,html.
441
Ibid.
442
In: http//www.brainyquote.com/quotes/keywords/corruption.html.
443
Bel R. San Luis, Law Enforcers, Law Breakers, Manila Bulletin, Volume 507, Number 18, September 18, 2014,
p. 10.

86
superiors who are involved in the quota system as it would mean a hard life for
him and his family.

One example of this category is extortion committed by new cops assigned with
Pasig Police Station. According to Fernando M. Cariaso 444, the three policemen barged
into the residence of Roditha Martin and arrested her live in partner (Leo) supposedly on
drug case. Accordingly, said policemen took cash, Yamaha motorbike, 10 units of cellular
phones, DVD player, video cameras and other valuable things. The rookies asked for P
200,000 cash in exchange for Leos freedom. Meanwhile, four cops detailed at Manila
Police District Anti-Illegal Drugs allegedly extorted Php 800,000 from Seong Mun Kin, a
Korean national in exchange for the release from jail of an alleged suspect Sungion Byun,
also a Korean national. According to Jerico Javier 445 of Peoples Journal, the arrest of
Byun was not also reported in the police headquarters.

In any society, crime has always been an urgent item in the agenda of public
business. If the government fails in this basic duty, it cannot hope to establish order.
-Dr. Cicero C. Campos446

Extortion at the Office of Manila Police District is another example. Imagine a

Police Majors modus operandi was confirmed by complainants who suffered similar
ordeal of extortion against the police. According to Aaron R. Recuenco 447, ordered to be
subjected for investigation were a police major and his men assigned with Anti-Illegal
Drugs Unit whom they are engaged in hulidap or robbery-extortion operations in
Sampaloc area. Another example of extortion is the report entitled Cops Recalled for
Extort by Joel Dela Torre448 of Peoples Journal reported that Land Transportation
Office Chief Reynaldo Berroya sent back 140 policemen of the Traffic Management
Group and Regional Special Action Unit to their mother units following complains they
were extorting money from farmers at the North Luzon Expressway.

It is hard to imagine a genuine crusade against corruption where the crusader

himself is corrupt or susceptible to the lures of corruption.
-Ombudsman Ma. Merceditas Guttierez449

Five Manila Policemen charged with robbery extortion, grave threats and physical
injuries would be assigned to the ARMM and Police Regional Police 9 in Zamboanga

444
Fernando M. Cariaso, 3 Cops Held for Extortion, Peoples Journal Tonight, Volume XXVII, No. 343, October
4, 2007, p. 6.
445
Jericho Javier, 4 MPD Cops Under Fire, Peoples Journal, October 22, 2008, p.2.
446
Cicero C. Campos, The Police Professionals: A Catalyst For Change, Criminal Justice Journal, Volume VI,
Number 2, May-August 1986, Manila, p. 30.
447
Aaron B. Recuenco, 7 MPD Cops in Hot Water, Tempo, Volume XXV, Number 309, November 5, 2007, p. 3.
448
Joel Dela Torre, Cops Recalled for Extort, Peoples Journal, Volume XXIX, No. 178, July 5, 2007.
449
Ma. Merceditas Gutierrez, In: Fight Against Corruption, Editorial, Peoples Journal Tonight, Volume XXVII,
Number 193, May 9, 2007, p. 4.

87
City. The charges, according to Alison W. Lopez450 of the Philippine Daily Inquirer,
stemmed from a complaint of Christian Kalaw, a Makati Hotel Chef who was arrested on
fake drug charges and fed shabu so he would test positive for drugs. Allegedly, he
(Kalaw) was forced to eat shabu by the cops, who later demanded Php 200,000 for his
release.

A Police Inspector and a Senior Police Officer 2 who introduced themselves as

members of the Anti-Smuggling Task Force were tagged by Peter Ang, a businessman as
among those who tried to extort Php 5 million from him in exchange for the release of
three vans of clothing materials which their group had flagged down451.

We are now changing the image of the Metro Manila Police Force. We want
them to look good, better and best as possible in the eyes of the public: courteous,
human rights advocates, God-fearing and ideal family men.
-Police Director Geary L. Barias452

o Acceptance of Petty Bribes

In addition to vice and narcotics, other activities provide opportunities for graft.

Those who hold the keys to the barns and the storehouses do not have the right
to plunder, much less use the countrys resources, to enrich themselves.
-Apolonio Batalla453

One example in this category is the operation of the Security Agencies and Guards
Supervisory Division, which has been rocked by complaints of alleged massive
450
Allison W. Lopez, 5 Cops In Chefs Case to be Transferred, Philippine Daily Inquirer, May 30, 2008, p. A26.
451
Rico Navarro, Cop, 2 Others In Hot Water, Manila Bulletin, January 17, 1999.
452
Geary L. Barias, In: Razon Re-invents Cop on the Block, Peoples Journal, October 9, 2007, p. 11.
453
Apolonio Battala, In: The Communist Party of the Philippines, Volume 1, Number S, Series 1982, Cover back
page.

88
irregularities, according to Peoples Journal Tonight 454 issue on June 24, 2007.
Accordingly, among the allegations are the huge monetary demands being asked from
security agency operators for the release of their approved licenses. The complaints
reached the office of Chief, PNP and are investigated by the PNP Internal Affairs Service
headed by Inspector General Alexis Canonizado. A police beat article by Alfred
Dalizon455, which stated that there were more police anti-narcotics agents being
investigated by the Philippine Drug Enforcement Agency for deliberately bungling drug
cases in court in exchange for hefty bribes from well-entrenched drug syndicates.

Same issue was reported by Alfred Dalizon 456 in Peoples Journal Tonight entitled
PDEA Probes Cops Bungling Cases for a Fee. Relatively, PDEA Chair Dionisio R.
Santiago stated, as I quote:

This is our own way of stopping the illegal activities of some unscrupulous
policemen who instead of testifying as prosecution witnesses in drug cases they filed in
court, have failed or refused intentionally to testify thus resulting in the dismissal of
the drug cases.

We are studying a long list of losing cases for violation of Republic Act 9165 or
the Comprehensive Dangerous Drugs Act of 2002 traced to the failure of anti-narcotics
agents to appear in court despite repeated summons. This hopefully will serve as strong
deterrent against other law enforcers who are negligent in appearing before the
courts.
-PDEA Chair Dionisio R. Santiago457

o Taking Kickbacks and Similar Rewards

Corruption is a two-way street for both the giver and the taker. But it is better if we
can take away both.
-Police Director General Avelino I. Razon Jr458

An officer who is accustomed to accepting small rewards may become greedier

over time. Establishing relationships with businesses can provide additional
opportunities for income. Officers who refer customers to these businesses can receive a
kickback. A kickback is money or something of value given to the officer by a
business in exchange for a consideration.

454
Peoples Journal, PNP Shakeup on 9 Senior Police Officers Reshuffled, Peoples Journal Tonight, Volume
XXVII, Number 229, June 14, 2007, p. 11.
455
Alfred Dalizon, More Cops in Trouble for Bungling Cases, Peoples Journal, June 12, 2007, p. 6.
456
Alfred Dalizon, PDEA Probes Cops Bungling Cases For a Fee, Peoples Journal Tonight, June 12, 2007, p. 2.
457
Ibid., p. 6.
458
In: Editorial, Mulcting Cop, Tempo, Volume XXV, No. 311, November 7, 2007.

89
 Law enforcers, in serving and protecting the community, cannot be
lawbreakers themselves. They should be the protectors and not the oppressors in the
community. I am seriously in saying there is no place for abusive behavior in the
police
-Police Director General Avelino I. Razon Jr.459

Sales representatives and supervisors of Small Town Lottery (STL) in Angeles

City, Pampanga has accused the police for allegedly harassing them despite being legal
and authorized by the Philippine Charity Sweepstakes Office (PCSO) amid reports of the
resurgence of jueteng operations in the city.460 Accordingly, the STL within Angeles
City has no clear and relevant benefits derived from its continued operation.

We are where we are now--- mired in the deep shit of corruption, because in
the past and up to the present, we as people tolerated small graft, be it the kotong
of cops, or the padulas for clerks in regulatory and licensing agencies.
-Senator Panfilo Lacson461

Another example of this category is the two policemen who were nabbed by
Manila Police District Homicide Section for allegedly working as collectors for Go Ko
Lai, businessman from Mabini, Ermita. According to the report by Joel Atencio 462 of

459
Speech of Police Deputy Director General Avelino I. Razon Jr during the Talakayan sa Isyong Pulis or T.S.I.P.
last October 2, 2007, Camp Crame.
460
Philippine News Agency, Angeles Mayor, Cops Harassing STL Operators, The Daily Tribune, August 13, 2007,
p. 3.
461
Speech of Senator Panfilo Lacson before the Rotary Club of Makati, The Peninsula Manila on March 2, 2008.
462
Joel C. Atencio, 2 Cops Officers Nabbed, Tempo, Volume XXV, Number 45, February 14, 2007, p. 3.

90
Tempo tabloid, the duo were arrested by their colleagues for alleged grave threats against
group of vendors for failure to pay rentals in their business establishments.

You cannot keep birds from flying over your head but you can keep them from
building a nest in your hair.
-Martin Luther

Questions were raised why herbal traders are still allowed just beside the Police
Community Precinct in Quiapo, Manila. Manila Mayor Lito Atienza ordered the
immediate relief of all policemen assigned at the Plaza Miranda Detachment for failing to
implement an order to clear the area of herbal traders which use their businesses as fronts
for selling abortion pills, according to the report of Peoples Journal Tonight.463

o Opportunistic Theft

Another form of corruption may be characterized as opportunistic theft. This is a

theft that arises naturally out of the performance of an officers routine duties.
One revelation from a traffic officer in Land Transportation Office stated that
some policemen have been manipulating traffic lights in key intersections as part of their
mulcting activities. According to Juan V. Sarmiento464, in his article Cops Make Money
From Traffic Lights, he averred that some traffic lights in Metro Manila are blinking
fast bucks for policemen bent on extorting money from motorists.

A report that certain Police Superintendent tried to ask for the release of his
substation commander who was arrested by the National Bureau of Investigation for
allegedly accepting marked money during an entrapment operation. According to Jun M.
Santos465 of Peoples Journal Tonight, the entrapment operation was conducted after
operators of the Baes Liner, Ferdinand Liner and Safeway Transit accused the sub-station
commander in Barangay Manggahan, Imus, Cavite of extorting Php 30,000.00 from the
operators monthly in exchange for their authorization to park and load passengers in the
latters area of jurisdiction.

Citing another incident in this category is the alleged involvement of members of

the Criminal Investigation and Detection Group for the reported Hulidap attempt from
the BSG Fishing and Trading Incorporated. According to the report of Mia B. Billones 466
of Peoples Journal Tonight, the lame excuse of said operatives is the usual phrase Doon
na lang kayo magpaliwanag sa Crame. The director of BSG Fishing and Trading Inc.
463
Atienza Sacks Cops, Peoples Journal Tonight, Volume XXVII, Number 43, December 8, 2006, p.6.
464
Juan V. Sarmiento, Cops Make Money From Traffic Lights, Tempo, Volume XXI, Number 332, November 5,
1998, p. 4.
465
Jun M. Valdecantos, Police Chief Denies Asking For Suspects Release, Peoples Journal Tonight, Volume
XXVIII, Number 41, December 6, 2007, p. 3.
466
Mia B. Billones, CIDG Men Hit For Hulidap, Peoples Journal Tonight, Volume XXVIII, Number 45,
December 10, 2007, p. 1.

91
claimed that the cops find Arrest-and-Extort Racket a lucrative operation adding high-
stake extortion is the latest threat facing wealthy businessmen in Camanava.

Police and judicial systems in many developing countries are ill-prepared to

combat sophisticated criminal organizations because they lack adequate resources,
have limited investigative authorities or are plagued by corruption.
- Bruce Swartz467

Extortion in Police Regional Office 12 is no excuse. According to Alfred P.

Dalizon468, in his report 2 Cotabato Cops Held For Extort-Rob, two policemen
assigned with Kabacan Municipal Police Station in Cotabato were arrested in an
entrapment by their colleagues for robbery-extortion. Said policemen demanded money
from Percy Aragon in exchange for dropping the criminal charges against her two sons
who were arrested for Arrogance to Police Authority. Also in Kabacan Municipal
Police Station, two cops were entrapped in an attempt to extort a total of Php 50,000 from
the mother of two teeners they arrested for illegal drug possession. In the report of Alfred
Dalizon469, the victim initially paid Php 40,000 but to ensure the payment of the Php
10,000 balance, the two cops took the familys motorcycle.

In another incident, cops who allegedly mauled the General Manager of CRC
Transport and Trucking along with his driver who conducted the raid without search
warrant. One policeman allegedly asked Php 100,000 in exchange for the release of the
General Manager and four vehicles and the charges filed such as Resistance and
Disobedience Upon Person of an Agent in authority, Reckless Imprudence Resulting to
Physical Injuries.470 Another two policemen of Quezon City Police District were charged
for allegedly extorting money from a security guard whom they earlier arrested also for
alleged extortion. According to the news item by Cory Martinez 471, the complainant was
to pay Php 10,000 for the settlement of his case.

We will never allow corrupt policemen to undermine our efforts to bring the
PNP closer to people. Definitely we will not tolerate this.
-Police Superintendent Christopher Mateo472

o Taking Bribes from other Officers

467
Bruce Swartz, Helping The World Combat International Crime, 2001.
468
Alfred P. Dalizon, 2 Cotabato Cops Held For Extort-Rob, Peoples Journal, Volume XXX, No. 20, January
29,2008, p. 6.
469
Alfred P. DAlizon, Dismiss Kotong Cotabato Cops, Peoples Journal Tonight, Volume XXVII, No. 102,
February 5, 2008, p.1.
470
Renato G. Quilicol, Traders Hits 8 Cops For Illegal Raid, Peoples Journal Tonight, Volume XXVIII, No. 26,
November 21, 2007.
471
Cory Martinez, 2 QC Cops Face Extortion Raps, Peoples Journal Tonight, Volume XXVIII, No. 95, January
29, 2008, p.7.
472
Cited in: 4 Cops Accused of Taking Php 345,000 from Businesswoman, by Marlon Ramos, Philippine Daily
Inquirer, March 18, 2008, p. A18.

92
 Another significant form of corruption is that which occurs among officers. Some
examples are street officers who pay inside officers to falsify attendance records,
influence vacations and day-offs and report them as being on duty when they are not.

Taking into account on the complains among PNP applicants who, in exchange for
assurance that they will pass the National Police Commission examinations. According to
Rizal S. Obanil473, a Police Officer 2 was arrested by National Bureau of Investigation for
allegedly extorted a total of Php 50,000.00 from these applicants in a follow-up
operations in Makati City.

What about gratuity? Gratuity is the receipt of free meals, services, or discounts.
Some police officers usually do not regard these as forms of corruption (not another
lecture on the free cup of coffee or police discount"). These are considered fringe benefits
of the job. Nevertheless, they violate the Code of Ethics because they involve financial
reward or gain, and there is corruption because the officer has been placed in a
compromising position where favors (a "fix") can be reasonably expected in the future.
When there is an implied favor (a "wink and nod"), it's called "mooching". When the
officer is quite blatant about demanding free services, it's called "chiseling". 474 Gratuities
often lead to things like kickbacks (bribery) for referring business to towing companies,
ambulances, or garages. Further up the scale comes pilfering, or stealing (any) company's
supplies for personal use. At the extreme, opportunistic theft takes place, with police
officers skimming items of value that won't be missed from crime scenes, property
rooms, warehouses, or any place they have access to. Theft of items from stores while on
patrol is sometimes called "shopping."475

In addition to understanding the forms of police corruption according to Gareth

Newham476, an understanding as to the causes of corruption can also help in developing
measures to tackle the problem. He cited the range of studies conducted by Dr. David
Carter477, the various facts that contribute to corruption in the police as being: Greed;
Personal ego, such as ego, sex or the lust for power; Cultural intolerance; Socialization
from peers and/ or the organization; Poor selection of officers; Inadequate supervision
and monitoring of behavior; Lack of clear accountability of the police officers behavior
and No real threat of discipline or sanctions.

473
Rizal S. Obanil, Cop Nabbed For Mulcting Would Be Cops, Manila Bulletin, Volume 417, No. 19, p. 3.
474
K.M. Gilmartin, Ethics-Based Policing: Undoing Entitlement
475
S. Coleman, When Police Should Say NO To Gratuities, Center for Applied Philosophy and Public Ethics,
Charles Sturt University, Australia, 2003.
476
Gareth Newham, Towards Understanding and Combating Police Corruption, In: Crime and Conflict, Number
19, Autumn 2000, pp. 21-25,
477
D.L. Carter, The Identification of Prevention of Police Corruption, An Unpublished paper presents to the
Japanese Ministry of Justice Public lecture Programme, Tokyo, Japan.

93
 When I was assigned in Police Regional Office 12 in General Santos City, I wrote
about Corruption in the Philippine Bureaucracy478, and I quote: Extending the
analogy of corrupt practices, we might argue that moral doctrines appropriate for law
enforcers vary between limits. This argument strikes me as patently absurd. This is not to
say of course, that corrupt practices in the PNP appear to impose greater obstacles to
success, rather, we can modify in ways appropriate to that purpose. Despite the
existence of graft and corruption counter-measures, the menace remains a major problem
of the government. According to PCTC, in their paper PCTC Paper on Graft and
Corruption479, this could be attributed to some factors: (1) Specific culture of Filipinos
is enhancing the proliferation of graft and corruption. The strong family ties justify
benefits to unqualified recipients which are very evident in employment and awarding of
contracts. (2) The Filipino culture of gift giving justifies bribery and extortion thereby
making it hard for law enforcement and anti-corruption agencies to arrest the problem.
(3) The statement of assets and liabilities which is an effective mechanism to curb graft
and corruption is religiously submitted by all public officials. However, no agency of
government is deputized to examine the veracity of the data entered in those stements.
Moreover, the unexplained wealth, dollar accounts, and unofficial business trips
outside the country are only scrutinized during Senate hearings and media exposures.

DEVELOPING STRATEGIES FOR ADDRESSING POLICE CORRUPTION

The job of a police officer is not only hazardous but also vulnerable to
corruption and malpractices. The PNP leadership sees it to infuse and integrate
Christian values to truly achieve the desired transformation of the organization.
-Police Director General Nicanor A. Bartolome480

Many experts caution that tackling police corruption requires support from both
political and senior police leaders.481 Irrespective of the initial focus of anticorruption
efforts, core strategies to address individual and bureaucratic corruption involve the
introduction of professional standards of ethics, management, administration, and
accountability across the institution. Without these bulwarks against corruption,
misconduct is all too likely to reappear, even after important successes in achieving
changes in law or major purges or successful criminal prosecutions. Even as practical and
political considerations may require a sequenced approach, there is grave danger in
declaring victory prematurely. A police administrator determined to engaged in an
extreme reform and invest resources in corruption control without information about the
nature, extent and the organization of corruption in the agency is likely wasting at least
478
Maria Jesusa N. Pajarillo, Reactions on Corruption in the Philippine Bureaucracy, Police Regional Office 12
Newsletter, General Santos City, Volume 1, Number 4, July-September 2000, p. 4.
479
PCTC Paper on Graft and Corruption, at http://www.pctc.gov.ph/papers/graft.htm.
480
Nicanor A. Bartolome, In: Cops Undergo Spiritual Seminar by Alfred Dalizon, Peoples Tonight, September 8,
2008, p. 2.
481
David Bayley, Democratizing The Police Abroad: What To Do and How To Do It, Issues in International
Crime, Washington, D.C., Office of Justice Programs, U.S. Department of Justice, 2001.

94
part of the resources, lowering the morale, strengthening the code of silence and raising
doubts about his ability to manage the organization. Moreover, without accurate
measurement of corruption, the degree of success of reform is often determined on the
basis of its political appeal and the absence of subsequent scandals, rather than on the true
impact the reform has had on the actual corruption in the agency.482

Is there a solution to police corruption problem? A source at

http://www.Policecrime.com483 posted an article which stated that there is no probably no
solution to problems on police corruption because since its beginnings, many aspects of
policing have changed, but one thing that had not is the existence of corruption: Police
agencies, in an attempt to eliminate corruption have tried everything from increasing
salaries, requiring more training and education, and developing policies which are
extended to focus directly on factors leading to corruption; it still occurs. Regardless of
the fact, police corruption cannot be simply overlooked. Controlling corruption is the
only way that we can really limit corruption, because corruption is the by-product of
the individual police officer, societal views, and, police environmental factors.
Controlling corruption from the departmental level requires a strong leadership
organization because corruption can take place anywhere from the patrol officer to the
Chief. In Sierra Leone for instance, the traffic unit was simply abolished 484. In Columbia
and Peru, female officers were assigned to traffic duties, reportedly with some success in
reducing complaints of bribery.485

ICITAP had recommended program to address police corruption: First, there must
be sufficient political will on the part of senior government leaders and officials. In some
cases, senior police leadership may itself be corrupt and require replacement before
progress can be achieved. Additionally, new laws and regulations may need to be enacted
to provide the tools to fight corruption. For these reasons, the commitment of senior
government leaders to a sustained, long-term fight against police corruption is crucial to
the success of any such effort. Second, senior police officials must be receptive to
change. In order for programs seeking to effect organizational reform to be successful,
senior management must be committed to and take an active role in the development,
marketing, and operation of such efforts. Law enforcement executives and their staff must
fully embrace the move to a corruption-free environment or must be replaced with those
who will do so without qualification or reservation. Finally, there must be demonstrated
willingness to commit appropriate resources to the fight against police corruption. In
some cases, police corruption begins, and becomes entrenched, on the basis of claims of
inadequate compensation for law enforcement personnel. While there is no excuse for

482
Sanja Kutnjak ivkrovic, To Serve and Collect: Measuring Police Corruption. At http://www.questia.com.
483
Analysis of Police Corruption posted at http://www.Policecrime.com
484
Adrain Horn and Funmi Olonisakin, with Gordon Peake, United Kingdom-Led Security Sector VIII, Number 2,
June 2006, pp. 109-123.
485
Interviews conducted by Rachel Neild in Sima and with Columbian experts on Policing cited in USAID Program
Brief: Anti-Corruption and Police Integrity, Security Sector Reform Program, May 2007.

95
illegal conduct, anticorruption programs can be enhanced through compensation and
other anticorruption measures.486

According to Steve Rothlein487, the Deputy Director of the Miami-Dade Police

Department, The challenge to our profession is to convince our officers that no matter
how tempting, we cannot legitimize throwing out the rules and the constitution because
we are doing something for the greater good. This type of thinking is an abuse of
power and violates the sacred freedom of liberty upon which our democratic society is
based. When we allow the abuse of power by individuals in the name of Noble
Cause, we are no better than the tyrannical societies our soldiers have spilled their
blood and sacrificed their lives to eliminate. Our criminal justice system is flawed and
imperfect, yet it is by far the most civilized and humane method of maintaining order
and providing a free society for our citizens. Rothlein laid eight steps in preventing the
noble cause mind set as follows:

Step 1: Define Noble Cause Corruption to officers in the academy and explain why this
type of behavior can be illegal and destroy an officers career and reputation or worse.
Conduct in-service ethics training at least annually and discuss Noble Cause Corruption.

Step 2: Explain the consequences of a civil rights violation, including potentially being
confined in a federal penitentiary.

Step 3: Foster a value driven orientation as the driving force in the police agency vs.
being strictly rule driven. Officers find it easier to rationalize violating rules than
compromising values, especially when officers truly believe in the values, and use them
to guide their behavior.

Step 4: Reward those officers that exemplify the agency core values in their daily
performance via commendations and performance reports.

Step 5: Eliminate both formal and informal arrest quotas, which pressure officers to
exaggerate the facts in order to establish probable cause and please their supervisors.

Step 6: Train officers that operating within the law is the only acceptable choice, even
though guilty subjects will sometimes avoid arrest and conviction. This is the
consequence of living in a free society and what separates our nation from those
tyrannical governments that execute suspects without a fair trial.

Step 7: Provide leadership and supervision, which fosters an environment that is

committed to due process and respecting the rights of all of our citizens.
486
International Criminal Investigative Training Assistance Program (ICITAP) at
http://www.usdoj.gov/criminal/icitap/officeProfessionalstandards
487
Steve Rothlein, Noble Cause Corruption, Written for and Distributed by Public Agency Training Council and
PATC Partners and affiliates at newsletter@patc.com.

96
Step 8: Involve the first line supervisors and FTOs in the battle to eliminate the Noble
Cause sub-culture. They are the most influential stake holders in controlling the agency
culture and will recognize and, hopefully, discourage Noble Cause mentality in the field.

Completely eliminating corruption from policing is impossible, yet it is essential

to build mechanisms that can detect and stem corruption, and support a culture of
integrity in policing. The costs of police corruption are high. Police corruption
undermines the public trust and its cooperation in crime prevention, detection, and
investigation; it diverts resources and undermines operational capacity; it sustains
organized crime and the victimization of vulnerable groups such as trafficked women and
children, and refugees; and has been linked to support for subversive groups and
terrorists. Police can and should investigate corruption cases and enforce anticorruption
laws, yet if they themselves are corrupt, government-wide anticorruption efforts may be
profoundly undermined. When police build corrupt political alliances, they may
contribute to antidemocratic practices or shore up authoritarian regimes. When they are
tolerant of, complicit with, or even involved in criminal activity, they pervert their
mission, becoming purveyors of insecurity rather than security. It is important to address
police corruption in any setting, but in transitional and conflict-ridden settings, it may be
impossible to build the public safety conditions necessary to achieve a lasting peace
without addressing police corruption.488

Taleh Sayed and David Bruce489, researchers of Criminal Justice Policing Unit
Center for the Study of Violence and Reconciliation concluded that in order to formulate
strategies to combat police corruption, one needs to grasp the broad range of factors
which cause and facilitate the existence of corrupt practices. Towards such an
understanding, the knowledge that a clear definition provides of the specific
circumstances (i.e., the `how' and `why') of any one corrupt act plays an important role.
Knowing what types of power are used and what types of gain are involved can aid
strategies in various ways. Specifying what powers are involved in the committing of
corrupt acts highlights some of the circumstances which enable corruption to flourish,
providing indications as to some areas where strategies should focus (e.g. perhaps
increased transparency or controls in certain aspects of police work). The delineating of
different kinds of gain serves to identify a variety of sources of motivation for police
corruption. Different forms of gain can have different causes. Realising that there may be
different motivations behind corrupt behaviour alerts us to the need for a multifaceted
approach in trying to limit such behaviour. For example, strategies geared towards
combating the acceptance and covering up by some officers of other officers' corrupt
activities may need to be quite different from those used to put an end to the immunity of
local political leaders from police scrutiny or investigation.

488
USAID Program Brief: AntiCorruption and Police Integrity, Security Sector Reform Program, May 2007.
489
Taleh Sayed and David Bruce, Inside and Outside the Boundaries of Police Corruption, African Security
.Review, Volume VII, Number 2, 1998

97
 For police organizations that are serious about dealing with corruption, both the
reality and the perception, Don Loree490 presented number of actions that would seem to
be an integral part of any strategy and its assessment:

a) First, it is essential that the organization establish a clear, articulate and inclusive
definition of corruption as well as the necessary operational indicators and measures of
such behavior.

b) Given this, it will be possible to identify the data that are currently available for these
measures as well any additional data which will be needed in the future. It is important
that a data collection process be established that integrates past information where
possible. The longer the time line the better.

c) Identify and evaluate whatever anti-corruption initiatives may have been implemented;
their rationale, scope, and, where possible, their impact using appropriate available data.
For example, if psychological testing of recruits was introduced, did it have any
measurable impact? Did the introduction of specific training, or the public promotion of
ethics, for example, have any effect? In looking at such initiatives, it is important to
consider both preventive and reactive actions.

d) Develop a comprehensive plan to address the areas of culture and leadership which are
fundamental to any real change in the organization. This is critical and will undoubtedly
take the most time and cause the most concern. It is essential that this be an inclusive
process not one that is uni-directional from the top.

e) Implement a methodologically sound strategic process to identify changes in

corruption patterns, future threats and so on, so that necessary preventive measures can
be undertaken as appropriate.

f) Design, and make a long-term commitment to, the ongoing assessment and evaluation
of changes that are implemented as well as their effectiveness.

Although many theories can be applied to the study of police corruption, the
contemporary organizational/occupational culture theory has an important advantage over
the traditional administrative/individual bad-apple theory. The consequences of those
two visions are critical. According to Carl b. Klockers, et al., although it maybe possible
to use an administrative/individual approach to measure the level of corrupt behavior, the
number of morally defective police officers, and an agency s vigilance in discovering
misconduct, the obstacles to doing so, are enormous. Using an
organizational/occupational culture approach by contrast, modern social sciences can
easily measure how seriously officers regard misconduct, how amendable they are to
490
Don Loree, Corruption in Policing: Causes and Consequences A Review of the Literature, Research and
Evaluation, Contrate and Aboriginal Policing Directorate, Royal Canadian Mounted Police at
http://dsp_psd.pwgsc..gc.ca/Collection.

98
supporting punishment, and how willing they are able to tolerate misconduct in silence. 491
Internal approaches on the other hand, takes place within the department and generally
are more effective when the problem is not too serious. This includes: Strengthening
police leadership. The chief and top administrators have to clearly and publicly show
their commitment to anti-corruption policies; and developing clear written department
policies and procedures that draw the line and make it clear to the officers and the
community what behavior are not acceptable. Finally, putting more emphasis on
corruption control at the selection and training phase of policing. This would include
greater focus on each applicants integrity recruitment phase (background checks,
integrity tests, polygraph tests) as well as providing more anti-corruption and ethics
training at the academy.492

Batid ko rin pong may mga pulis na kumakapit sa patalim, hindi dahil sa
pagiging likas na tiwali, kundi dahil na rin sa kakulangan sa umento at benepisyo.
Paano nga naman kayo magiging alagad ng batas kung wala naman kayong sapat na
kasanayan at panahon pa ni Magellan ang inyong kagamitan? Mali naman po
sigurong iatang sa inyong balikat ang kapakanan ng taumbayan kung ni ang sarili
ninyong pamilya, hindi ninyo maiuwian ng sapat na hapunan. Huwag po kayong
mabahala; tapos na ang ganitong kalakaran. Hindi ko hahayaang kayo ang umako sa
mga kakulangan na dulot ng maling pagpapatakbo ng nakaraang pamahalaan.
Habang pinaglilingkuran ninyo nang tapat ang mga Pilipino, kasangga ninyo ako sa
pagpapabuti ng inyong estado, at sa tuluyang pag-aangat sa dangal ng institusyong
ito.
-President Benigno Simeon C.Noynoy Aquino III493

Curbing to fight corruption, the topnotcher of the Philippine National Police

Academy has vowed to fight corruption among police ranks and called on fellow
graduates to do the same. Speaking during the graduation rites of the PNPA "Mabikas"
Class 2010, Cadet Caesar Ian Binucal494 called on the 198 graduates to be like a "salmon

fish" and "go against the current of corruption." He said: We are like salmon fish. As
we gotogether, and with the help from heaven above, we shall take an active part in
making this country our great mission. Just like the salmon going against the current,
we shall traverse the strong waves and fight against corruption. How can we
traverse the strong temptation of the current, if we dont change ourselves? A very
491
Carl B Klockers, Sanja Kutnjak Ivkovich, William E Henver and Maria Haberfeld, The Measurement of Police
Integrity, United States Department of Justice, Office of the Justice Programs, National Institute of Justice, May
2000.
492
What Are Some Methods To Police Corruption? at http://www.answers.yahoo.com/questions/index-
ylt=AqkfNDa16C.
493
Speech of President Benigno S. Aquino III during the 32nd Commencement Exercises of the Philippine National
Police Academy Masaligan Class of 2011 at Camp General Mariano Castaneda, Silang, Cavite on March 26,
2011.
494
Caesar Ian Binucal, In: Top PNPA Graduate: Be A Salmon Against Corruption by Abigail Kwok posted at
http://www.newsinfo.inquirer.net/breakingnews.

99
popular saying change comes from within, which means an internal change within
ourselves. This was averred from a senior writer of Vox Bikol, A Naga City newspaper:
A culture of corruption prevails not only in government but in our society as well.
When we continue to allow public officials to steal, lie and cheat, we give them the
power to betray our nation. When we allow society to ignore its own ills instead of
addressing them, we contribute in perpetuating the problem. What we need is not a just
a change of officials, government or constitution. What we need is real change in
ourselves and in our society.495 Froilan L Cabarios496 of Department of Justice, Public
Attorneys Office, in his paper Corruption Control in the Criminal Justice System of
the Philippines recommended substantive, procedural and administrative issues in
combating corruption. In administrative issues in particular, he recommended elimination
of partisan politics in the appointment of judges, prosecutors, law enforcers and other
government personnel involved in the justice system, and relevant training for judges,
prosecutors, public attorneys and law enforcers. The USAID Program Brief 497 concluded
that police can and should investigate corruption cases and enforce anti-corruption laws,
yet if they themselves are corrupt, government-wide anti-corruption efforts may be
profoundly undermined. When police build corrupt political alliances, they may
contribute to antidemocratic practices or shore up authoritarian regimes. When they are
tolerant of, complicit with, or even involved in criminal activity, they pervert their
mission, becoming purveyors of insecurity rather than security. Thus, if senior officers
are corrupt, what more we expect from their subordinates, e.g. the case of our former
generals who had been interrogated in the hot seats of the Senate related to the purchase
of second hand helicopters, Dacer case, Hongkong Nationals hostage-taking and Euro
generals and the current Chief PNPs accepting donations to build the Chief PNPs official
residence in Camp Crame which is known as the White House to mention some. The
quagmire of issues on police irregularities- from illegal arrest to summary execution,
from extortion to syndicated robbery spoils the image of our organization. 498 As
Domini M. Torrevillas499 stated in his column From the Stand: Anecdotal evidence
does not help the cause of the PNP to improve its image. Over the years, weve always
viewed the boys in blue in the most unflattering light. But perhaps, this time, the
stereotype may have had too much of an effect on us; to the point that we now refuse to
discern if there are still any good cops around. Former Deputy Chief of Mission, Joesph
Mussomelli, in a cable sent to the United States embassy commented that Cops are
among the most noticeable of public servants and daily exposure to corrupt,
495
Alc Francis A. Santos, Real Change, Young Blood Section, Philippine Daily Inquirer, Volume XXIII, Number
122, April 10, 2008, p. A11.
496
Froilan L Cabarios, Corruption in the Criminal Justice System of the Philippines, Department of Justice, Public
Attorneys Office posted at http://www.unafei.oc.jp.
497
USAID Brief: Anti-Corruption And Police Integrity, Security Sector Reform Program, May 2007, at
http://www.usaid.gov/our_work/democracy.USAID Brief: Anti-Corruption And Police Integrity, Security Sector
Reform Program, May 2007, at http://www.usaid.gov/our_work/democracy.
498
Fransisco B Lindero, Jr. Our Badge Our Identity, The Chiefs Focus, 4th Issue, p. 83.
499
Domini M. Torrevillas, Good Cop, Bad Cop, posted on October 2, 2014 posted at
http://www.philstar.com/opinion/2014/10/02/1375493/good-cop-bad-cop

100
inefficient or badly managed police officials. He said the United States had proposed a
Management Assessment of the Philippine National Police which envisions a joint US-
Philippines analysis of the PNPs institutional flaws in order to provide recommendations
for reconstructuring, modernization and professionalism. However, according to the
aforesaid cable, some top police officials and the government had never been more
willing to buy into such an in-depth study 500. However, in the wake of the release of
WikiLeaks document, the Department of Interior and Local Government Secretary Jose
Robredo commented that the allegations about the Philippine National Police could just
be a gossip.501

We, in government service, must constantly bear in mind that we are mere
trustees and agents of our fellow citizens. As such, we must perform our duties and
responsibilities faithfully, efficiently and effectively in order to respond excellently to
the needs of the people whom we represent.
Honorable Alexander P. Aguirre502

Further Readings (Biblical Readings)

James 4:1: Far from within, out of a persons heart, come evil thoughts, sexual
immorality, theft, murder, adultery, greed, wickedness, deceit, eagerness for lustful
pleasure, envy, slander, pride and foolishness. All these vile things come from within.

James 1:14-16: We are tempted when we are drawn away and trapped by our own evil
desires. Then our evil desires conceive and give birth to sin; when it is full-grown, gives
birth to death.

John 8:44: You belong to your father, the devil, and you want to carry out your fathers
desire from the beginning, not holding to the truth, for there is no truth in him. When he
lies, he speaks his native language, for he is a liar and father of all lies.

Exodus 23:8: Do not accept a bribe, for a bribe blinds those who see and twist the words
of the righteous.

Galatians 6:8. For he who sows to his flesh will of the flesh reaps corruption.

500
Jojo Malig, WikiLeaks Cable: Philippine Police, A Mess at abs-cbnNEWS.com posted on October 26, 2011.
501
Danica Hermogenes, Robredo Admits Hearing Corruption, Abuse Issues Vs Cops posted at http://global
nation.inquirersnet/11929/robredo-admits-hearing-corruption-abuse-vs-cops posted on September 8, 2011.
502
Speech of Honorable Alexander P. Aguirre during the Joint Graduation Exercises for the Public Safety Officers
Senior Executive Course Classes 98-33 and 98-34, PPSC Complex, Fort Bonifaciom Makati City on July 8, 1998.

101
1Cor 10:13. No temptation has overtaken you except what is common to us all. And God
is faithful; he will not let you be tempted beyond what you can bear. But when you are
tempted, he will also provide a way out so that you can endure it.

1Cor 6:9. Or do you not know that wrongdoers will not inherit the Kingdom of God? Do
not be deceived.

1Cor 13:4. Love is patient, love is kind. It doe not envy, it does not boast, it is not proud.

1Cor 8:9. Be careful, however, that the exercise of your rights does not become a
stumbling block to your weak.

102
STRUGGLE IN THE PHILIPPINE NATIONAL POLICE

Struggle is central to success. The trouble with struggle of course, is that it often
hurts. It can hurt physically, psychologically, spiritually, emotionally and financially 503.
There is no goal of significance is ever achieved without a struggle. Those who endure
will excel. Those who avoid it survive, but they fail.

In filing promotion to the next higher rank, for instance, some PNP personnel
struggle due to failure to submit numerous requirements: clearances, physical tests,
seniority lineal lists, time and grade and the like. To some, promotion leads to intense
effort and extreme pain to hold fast to their dreams. The promotion process has been
questioned by enraged officers. We deserve to be promoted but we did not expect that
we will be getting this unfair treatment from our superiors, says a Mindanao-based
Non-Commissioned Officer.504 The police enforcers remain hanging in balance because
of pending criminal and administrative cases arising from counter-suits filed by arrested
crime offenders. This greatly hindered the promotion of qualified and deserving
policemen, who had retired or died without getting their due promotion. One classic case
is a full-pledged colonel of PMA Class 1976 has yet to get his star-rank due to a pending
Ombudsman case.505 Another struggle on the requirements of promotion for senior
officers is the six-month Public Safety Officer Senior Executive Course (PSOSEC), a
requirement for all PNP officials at the superintendent level who want to be eligible for
promotion to Chief Superintendent. According to Jojo Malig 506, in his article WikiLeaks
Cable Philippine Police, A Mess, Internal PSOSEC documents cited an unspecified
Training Sustenance Allowance 'subject to availability of funds,' which often do not exist
in practice despite budget allocations," it revealed. "PSOSEC also contains a foreign
travel requirement supposedly funded by the PPSC, where students travel to countries
such as the United States and Australia to observe counterpart institutions." However,
according to the embassy's PNP contacts, "PPSC instructors often tell students that
there are 'no funds available' for the trip and the students must pay not only their own
way, but also that of their instructors." Malig, added in his article that, "Because the
students fear they may not qualify for coveted US and Australian visas as ordinary
tourists and want the promotions upon graduation, they allegedly readily agree to the
payola and go along with the fiction that the trip is official (government)-funded
travel.

In the Filipino culture, promotions are tainted with favoritism. The

kumpadre system and the palakasan and lagayan styles are widespread
especially in the government. It does not surprise anymore to know that some
503
Alan Hobson, One Step Beyond: Rediscovering the Adventure Attitude, Based on the Ideas of John Amatt,
Altitude Publishing, Banff Alberta, 1993, p. 240.
504
Alfred Dalizon, Getting a Promotion No Walk in the Park, Peoples Journal, August 6, 2007, p. 5.
505
Alfred Dalizon, In: Mamang Pulis, Bar To Police Promotion Lamented, Peoples Journal, Volume XXX, No.
29, February 7, 2008, p.3.
506
Jojo Malig, WikiLeaks Cable: Philippine Police, A Mess, at abs-cbnNEWS.com posted on October 26, 2011.

103
government positions are for sale either in cash or kind. Such unfair and immoral
practices are very frustrating to honest and dedicated employees.
- Feliciano R. Fajardo507

Curbing to this problems, the Philippine National Police, in a news report by

Raymond Africa508, the Philippine National Police is seeking additional amendments to
the PNP Law aimed at limiting the coverage of the ban on the promotion of policemen
with pending cases before the Ombusman or the Peoples Law Enforcement Board
(PLEB).

The Philippine National Police only wants to rephrase and insert qualifying
words/ phrases to said provision to address some legal infirmities, including needlessly
exposing our hardworking policemen to harassment suits, personal vendettas and
professional blackmail.
-Police Director General Jesus Ame Verzosa509

Section 38 of the Philippine National Police Reform and Reorganization Act of

1998 (Republic Act 8551) provides that No uniformed member of the PNP shall be
eligible for promotion during the pendency of his or her administrative and/ or
criminal case or unless he or she has been cleared by the Peoples Law Enforcement
Board (PLEB) and the Office of the Ombudsman of any complaints and proffered
against him or her, if any. Thanks to Senator Panfilo Lacson. A bill filed by the former
Chief, PNP will make it possible for a policeman who has been charged administratively
or criminally but against whom probable cause has not been established to remain
eligible for promotion, according to the news report of JR Lopez.510

507
Feliciano R. Fajardo, Management, Rex Bookstore Inc., Metro Manila, 1997.
508
Raymond Africa, Police Seeking Changes to PNP Law To Promote Deserving Cop, Even Those With Pending
Cases, Malaya, October 8, 2007.
509
Ibid,.
510
JP Lozez, Lacson Bill Sets More Reasonable Rule To Disqualify Cops From Promotion, Malaya, July 9, 2008,
p. A2.

104
 When a person goes through difficult times, or when there is death or serious in
the family, or when a PNP personnel got demoted or faces criminal and administrative
cases, it is easy for him/ her to become disheartened and disillusioned. Everyday, police
officers put their lives on the line life and death decisions are part of the job description.
Because of the enormous responsibility that comes with the badge, law enforcement
officers are held to a much higher standard of personal and professional standard of
personal and professional conduct- as well as they should be. The higher standard and
increased visibility renders police officers vulnerable to false accusations from the
criminal elements and others in society whose sole motivation in making these
allegations is to disrupt law enforcement activities. 511 What would happen if a police
officer has a pending case or convicted? The Police Digest June 512 issue reported that a
certain doctor assaulted his commanding officer, Police Chief Superintendent Federico
Damatac during the celebration of the Philippine National Police Health Service in Camp
Crame. Said doctor fired several shots and detonated a grenade inside the Multi-purpose
Center killing Police Senior Inspector Wenefredo Temprosa and wounding several others,
mostly senior members of the Philippine National Police Medical Society. Said doctor
was guilty of Grave Misconduct, which is punishable by dismissal from the service,
which is without prejudice to the criminal cases for Murder and Frustrated Murder filed
against the suspect before the court. A bemedalled officer turned hostage-taker had been
following-up his case at the Ombudsman for more than nine months but to no avail. Said
officer decided to take hostage to dramatized his plight. Another bemedalled officer
found guilty of grave misconduct over a mistaken arrest by the AIDSOTF of Arlene Tan
in 2002 believe that he was unjustly treated by the Ombudsman at it continues to be
unmindful, if not downright irresponsible in the discharge of his duty by taking its own
sweet time in resolving cases.513 Hopefully this officer will not do any drastic action
against his organization, or turn-hostage taker. What would be the greatest battle of the
career of a bemedalled officer, a cavalier awardee and one of the countrys Ten
Outstanding Policemen who professed innocence of the charges against him by his
former asset who was arrested during the La Union raid? According to Alfred Dalizon 514,
said officer was linked to the operations of a shabu laboratory following the raid at
Barangay Bimotobot, Naguilan Town.

Were hoping and praying that there will be a complete reform in our
wearisome promotion system, a system that will improve the efficiency, quality and
integrity of the promotion process.
-Anonymous515
511
Chuck Centerbury, The Future of Law Enforcement in the United States of America.
512
Police Digest, Camp Crame, Quezon City, June 2007, P. 11.
513
Paul Gutierez, Model Officer Takes Brunt of Fellow Cops Misdeeds, at
http://www.journal.com.php/content/17336 posted on August 21, 2010.
514
Alfred Dalizon, Cop Linked To Shabu: Im Innocent, Peoples Journal, Volume XXX, Number 136, July 28,
2008, p. 7.
515
Alfred Dalizon, Police Seek Reforms in Promotion System, Special Report, Peoples Journal Tonight, August 5,
2007, p. 6.

105
 During these times of adversity, it is those who are able to dig deep and find the
hidden reserves to continue who will achieve ultimate success. This does not mean they
should deny his/ her pain or turn himself/ herself into drugs and liquor. It means he/ she
should acknowledge it, but work to overcome it. An experience master of spirituality,
Hubert Van Zeller516 expresses his deep convictions on this topic: Lacking Spirituality,
he writes, Human afflictions must appear as either punitive, arbitrary, vengeful, self-
induced by blind fate or bad luck. The late Martin Luther teaches the same thing in his
book Strength to Love. A positive religious faith, he says, does not offer an illusion
that we shall be exempt from pain and suffering, nor does it imbue us with the idea
that life is a drama of unalloyed comfort and untroubled ease. Rather, it instills us
with the inner equilibrium needed to face strains, burdens, and fears that inevitably come,
and assures us that the universe is trustworthy and that God is concerned.

Think of the small as large and the few as many. Confront the difficult while it
is still easy.
- Tao Te Ching, Chapter 6.3

One common struggle is the collapse of space between Police Commissioned

Officer (PCO) and the Police Non-Commissioned Officer (PNCO). When the PNCOs are
talking with their PCOs, especially with their immediate superior, the former always
aware of hierarchy, so basically, they measure their words and actions. This is, in fact
most often the case. But if the PNCOs feel that they can be themselves, then they become
liberated to do their best work. When the PNCOs can act this way to support ideas,
concepts, programs, etc., the PNCOs will be creating an atmosphere that gives birth to
high morale and productivity. In the case of a certain Senior Police Officer 1 assigned
with Quezon City Police Districts Criminal Investigation Division is a different story.
Said Non-Commissioned Officer logged a complaint against his Station Commander after
the former and his two colleagues arrested and filed charges against jueteng collector.

516
Hubert Van Zeller cited in: Reflection Today- Jesus Departure, Tempo, July 21, 2007.

106
 How will the PNCOs manifest their best selves? How can we see the best in
PNCOs and let them know that you see the best in them? How will we prevent wrong
doing instead of encourage right doing? How will subordinate react if his/her superior are
corrupt? The great Confucius517 said: If the ruler himself is upright, all will go well, even
though he does not give orders. But if he himself is not upright, even though he gives
orders, they will not be obeyed. Confucius believed that government should be based on
virtue, or goodness, not on laws and punishment. We begin to learn from our struggles
when we discover that it is in this whole process of meeting and solving problems that
life has its meanings. Scot Pecks518 The Road Less Travelled reads problems are the
cutting edge that distinguishes between success and failures. It is only because
problems that we grow mentally and spiritually.

Who is little and who is big? Is the Chief, Philippine National Police big and the
Police Officer 1 little? People in the hierarchy tend to think this way. James Autry and
Stephen Michell, et al,519 argued that no person in the organization has more human worth
than the other. Regardless of the importance of the jobs, regardless of income or stocks,
no one is bigger or smaller than anyone else. The higher-ups arent necessarily the most
intelligent people in an organization, but they are probably very good at orchestrating the
talents of others. They understand that their role is to bring those talents together with
other resources for the good of the organization. They continued: People can
understand that a mail-room job isnt of the same importance to an organizations
success as is a senior sales position, but they can understand or accept it when you

517
Beverly J Armento et al, A Message of Ancient Days, Houghton Miffilin Company. USA, chapter 9, !991, p.
272.
518
Scott Peck, The Road Less Travelled, New York, Simon and Schuster, 1978, p. 15.
519
James Autry and Stephen Michell, Real Power: Business Lessons from the Tao Te Ching. Riverhead Books,
New York, 1998, pp. 33-34.

107
think of the mail sorter as a little person. When this happens, the little became
resentful. They lose their commitment, loyalty and enthusiasm to the organization
because they dont feel valued. They resent to their immediate superiors that leads to
communication gap, tardiness, low esteem and the like. (These values will be discussed
in the later part of this book). But when these little were valued, change in the police
organization ensures quick success. If these little were carefully explained the
Purpose of the change, given the Picture or vision; have a well thought out Plan
and be given a Part to play in accomplishing the change as nurtured by Alexander
Crispo520, it ensures quick success of the organizations goal. One story written by
Chaplain Steve Norden521, the founding pastor of new Hope Church, a ministry of the
Reformed Church in Powell, Ohio narrated: The sergeant addressed the patrol officers
at the beginning of roll call, saying, Ladies and gentlemen, the problem with our
department is that too many of you are ignorant and apathetic. What do you think
about that, 142? The officer thought for a moment and said, Well, sergeant, I dont
know. I guess I really dont care! In this story, does the situation described fictitious?
Or does it point to an underlying issue that seems to plague some police departments:
where a low level of morale compromises the efficiency and effectiveness of the
department? I agree with Jocelyn Roland522, PhD, ABPP, Chair, IACP Police
Psychological Services Section; Robin L. Greene, PhD, Occupational Psychologist, City
of Los Angeles, California and Gary Hampton, Chief of Police, Tracy, California. In their
article entitled Building a Better Workforce Through the Use of Pre-Employment
Psychological Evaluations, they averred that respect for others is paramount within the
workforce to foster morale among coworkers, instill respect toward superiors, mediate
conflicts with members of the general public, and ensure appropriate conduct with
detainees under the color of authority. Public safety enforcement requires daily
encounters with a broad range of persons, and, often, newly hired personnel may have
minimal knowledge about their specialized needs. In the Philippine National Police what
is the percentage among its thousands of personnel who really care about the
organization they belong? If same question be raised during Monday Flag Raising or Flag
Retreat, how many personnel will answer, I dont care! What must be the reason?
Maybe because they are not being valued. Maybe because they feel they are
not involved. Critical questions were raised regarding people involvement by Susan M.
Heathfield523, in her article Set Them Free: Two Musts For Employee Motivation, What
Organizations Can Do About Employee Motivation: Does the Clear Expectation for
employee involvement exist in your organization? Are the people who make decisions
520
Alexander Crispo, The Cycle of Change: Undertaking How Employees Feel When They Faced With Change,
Society for Manufacturing Engineers,-Education Foundation, Grant # 5004 for Curriculum Modules in Product
Lifecycle management.
521
Steve Norden, Chaplains Colun: Organizational Toxicity: Hows Your Morale?, International Conference of
Police Chaplains at http://www.officer.com.
522
Josephine Roland et al, Building a Better Workforce Through the Use of Pre-Employment Psychological
Evaluations, The Police Chief, Volume LXXXI, Number. 3, March 2014. Copyright held by the International
Association of Chiefs of Police, 515 North Washington Street, Alexandria, VA 22314 USA.
523
Susan M. Heathfield, Set Them Free: Two Musts For Employee Motivation, What Organizations Can Do About
Employee Motivation.

108
and contribute ideas rewarded and recognized? Workplaces that are successful in
fostering employee motivation strike a balance between needed policies and rule overkill.
If this happens, PNP personnel are more courageous, unfettered and encouraged in their
efforts to make a difference.

Furthermore, Daniel DeLoenzi, former Deputy Chief of Police of Newark, New

Jersey averred that criticizing or disciplining someone in front of others can cause
embarrassment, and the subordinate can come to resent the supervisor. Because law
enforcement agencies are seen as paramilitary organizations with strict codes of conduct,
individuals may build resentment but resist outwardly manifesting it through anger or
other inappropriate behaviors toward superiors, as that would be tantamount to
insubordination. Instead, the resentment leads to poor work performance or mistreatment
of one's subordinates-or worse, mistreatment of the service population. Public criticism
promotes employee indifference and, in many cases, creates an adversarial relationship
between managers and subordinate personnel. 524 In transfer and reassignment of
personnel for instance, according to Karen J. Kringer, Senior Assistant CountyAttorney
and Counsel to the sheriff, Harford County, Maryland, law enforcement managers should
thread carefully when considering whether a transfer or reassignment is the best action to
take with respect to an employee who brings other issues to the table. If so, management
must articulate reasons for the personnel action, distuingishing it from other underlying
issues, and is able to verify the reasons given. Police personnel who had returned to the
country after one year of rendering their services as members of the United Nations
Police Force were transferred/ reassigned to far flung regions particularly Police Regional
Office 8, Police Regional Office 12, and ARMM. These personnel complied with the
directive from the management, reported to their place of reassignment with grief,
frustrations, low esteem and discernment. These personnel brought pride and honor to the
Philippines and the Filipino people through their outstanding performance as Technical
Advisers of the Philippine National Police Peacekeeping contingents. There is no
question on the authority (of course, since we are sworned to serve and protect anywhere
in the world) and the legitimate reasons for making these personnels deployment but for
some, it was not implemented fairly. While these personnel (from NCR and Luzon) were
deployed to Mindanao, other personnel who were from Mindanao and those with
ninong in Camp Crame returned to their former unit assignment for unknown reasons.
In this particular case, how could these personnel foster their deployment? Can we expect
these personnel good performance and efficiency? After all, they were allowed to return
to their units after six months with empty pockets.

For Liz Mitchell525, any job can be great the dignity, the pride. If bosses could
appreciate the responsibility and pride people take in doing things, bosses know how to

524
Daniel DeLorenzi, The CompStat Process: Managing Performance On The Pathway To Leadeship, The Police
Chief, Volume LXXIII, Number 9, September 2006.
525
Liz Mitchell, How Employees Take Ownership: Crow Profile 57 Percent, On Achieving Excellence, December
1993. pp. 2-3.

109
tap a very profound power. According to Moises Dela Cruz 526, the non-office sector
composed the work force were not allotted space in the conference table during the
planning and execution of sensitive missions, and more of the juicy positions were given
only to selected few known to the commander. The findings of the research conducted by
Jose Ramon De Leon527 revealed that the morale of the employees, which he interpreted
as indicative of working relationship with supervisors, the result of which was neither
encouraging nor depressing. The condition, which uplifts morale, is friendliness between
employees and workers, while one of the causes of low morale is the practice of
supervisors by employing too much political tactics. De Leon recommended providing
avenues for the participation of employees in identifying and finding solutions to human
relation and other work-related problems, a committee which addresses the grievances of
employees and establishment of counseling group to provide physiological support to
employees with problems unrelated to their jobs. While Roger A. Ritvo 528, et al., opined
that the relationship managers have their employees provides a unique vantage point for
helping employee performance daily, this enables them to identify strengths and areas for
development. At the same time since the managers are generally more familiar with the
organizations structure and policies, they can help employee align career aspiration with
real organizational opportunities and needs.

Deprive a man of his self-esteem and nothing is left but dead worms.
-Jose Rizal529

An organization hinges of effective leadership and direction. But even the greatest
leaders may fail if the persons around them are lacking. Everyone strives for greatness as
individuals and to be great as a group would be a worthy goal, indeed. This was the
revelation that came during the planning session of the Bankers Institute of the
Philippines, Inc. (BAIPhil).530 Although the work environment in an organization is
critically important, it must be stressed that it does not mean that everything in the
organization is perfect for all employees. It is important for both managers and workers to
realize that each must exercise some give and take in achieving a mutually beneficial
relationship. Employees need to come to work ready to do their best, and managers must
strive to create a work environment in which employees can thrive. Organizational
successes should be shared and appreciated; organizational failures, unless they are
deliberate, must be viewed as problems to be corrected rather than as the fault of people
to be identified, blamed and punished. Neither managers nor workers can legitimately fix

526
Moises B. Dela Cruz, Occupational Factors and Their Effects on the Performance of the Uniformed PNP
Personnel of Western Police District Office, National Capital Region Police office, Unpublished Thesis, Bicol
University, 2000.
527
Jose Ramon E. De Leon, Factors Affecting The Morale of Bicol University Employees, Unpublished Thesis,
Bicol University, 1995.
528
Roger A. Ritvo, et al., Managing In The Age Of Change, New York, Irvin, 1995.
529
Jose Rizal, as quoted by Blas Ople, Indolence of the Filipinos, Philippine Panorama, Manila, November 7,
1996, p. 14.
530
In: Great Things From Great People, The Philippine Star, Volume XXII, Number 351, July 15, 2008, p. F-1.

110
the blame or take the credit for life inside the organization. In general, however, a fix-the-
problem managerial philosophy may be difficult for police departments to adopt, because
they have a long history of blame-and-punishment management. Such an approach does
not always result from a lack of education and training for managers; rather, it is a
product of a political environment in which only punishment for a perceived police abuse
will satisfy the public. Blame-and-punishment management is an abuse of managerial
authority and is a major cause of inadequate employee performance and the development
of a code of silence in most police departments. Employees who are criticized and
punished for nondeliberate mistakes may treat citizens in a similar fashion, try to avoid
difficult situations and people, and band together to protect one another from what they
consider to be arbitrary and unfair treatment.531

Conflict

Websters Dictionary532 defines conflict as sharp disagreement or opposition of

interest or ideas. According to Gatlin et al., 533when conflict occurs in the workplace, it
can reduce morale, lower productivity, increased absentism and caused large-scale
crimes. Conflict a challenge facing both managers and associates. Reynolds and Kalish 534
noted that managers spend at least 20 percent of their time resolving conflicts. Such
percentage affects the impact on organizational performance and the productivity of both
managers and associates. Adriaan Groewald MD 535, of Moditure Consulting, a company
focused on generating profitable leaders and employees in commerce and civic society,
says that the inability to promote effective and constructive communication between staff
members can defocus a company and result in an unproductive workforce. He added that
conflict in the workplace generally the result of serious disagreement over needs and
goals, and can result in behaviors such as gossip, avoidance, verbal abuse, passive/
aggressive communication and hostility. This can in term lead to a drop in productivity, a
focus on problems rather than solutions and slump in creativity and innovation.

Conflict is a process in which one party perceives that its interests are being
opposed or negatively affected by another party.536 Nelly Barkley537, in her book entitled,

531
Roy Roberg, Jane Kuykendall and Kenneth Novak, Police Management, Roxbury Publishing Company, Los
Angeles, California, 2002.
532
Websters New Universal Unabridged Dictionary, Second Edition, New York, 1983.
533
Julie Gatlin, Allen Wysocki and Karl Kepner, Understanding Conflict in the Workplace, posted at
http://www.edis.fas.ufl.edu/hr024.
534
Stephanie Reynolds and Eryn Kalish, Managing Collaborative Conflict Resolution 2002, posted at
http://www.reynodskalish.com/mccr.html.
535
Adriaan Groenewald, A Nine-Step Process for Resolving Workplace, posted at
http://www.themanager.org.com.
536
Wall and R.R. Callister, Conflict and Its Management, Journal of Management, Volume XXI, 1995, pp. 515-
558.
537
Nelly Barkley, How to Help Your Child Land the Right Job: Without Being a Pain in the Neck, Worksman
Publishing, New York, 1993, p. 274.

111
How to Help Your Child Land the Right Job? says there are number of possible
reasons why co-workers just dont click: conflict in values, differences in abilities, gender
issues, political gamesmanship, attitude problems all these can cause a basic rift among
co-workers that may be virtually uncorrectable.

Is conflict always bad for Philippine National Police organization? Not

necessarily. Constructive conflict (known as task-related conflict) potentially improves
team decision-making.538 It occurs when members of the organization debate their
different perceptions about an issue, for instance, the issue on implementation of the
Integrated Transformation Program that keeps the conflict focused on the task rather than
people. This form of conflict is constructive because members of the organization learn
about other points of view, which encourages them to re-examine their assumptions about
a problem and its possible solutions. Unfortunately, the conflict among law enforcers
becomes emotional and personal. This condition, called socio-emotional conflict, is
apparent when differences are viewed as personal attacks rather than attempts to resolve
an issue. One classic example is the conflict of interest between the Senior Officers
Placement and Promotions Board and the appointment of some officers. Cecille Felipe 539
of the Philippine Star, in her news item entitled PNP Colonel Rejects Appointment to
Protest Promotion System, stated that a number of police officers have expressed
disappointment on influence peddling by some politicians in the appointment of posts in
the police. A number of police officers have reportedly expressed their support for the
colonels call for transparency in the procedures used in deciding who gets promoted and
to what position Cecille Felipe,540 in her March 13, 2008 news report said that a police
officer who declined to be named said that Transparency is needed and there should be
clear criteria, policies and guidelines. In her March 11, 2008 issue (Cecille Felipe 541),
the said colonel expressed his side, as quoted: It is against my principle to accept such
designation because the deliberation proceedings, containing the justification for such
selection, have not been made transparent, not only to me, but to any fellow candidates
who also deserve the same information. She (Cecille Felipe542) mentioned that Interior
and Local Government Secretary admitted that some politicians are meddling in the
appointment of provincial directors and chiefs of police in accordance to the
implementing rules of Republic Act 8551 or the PNP Reform and Reorganization Law,
governors and mayors may choose from the list of nominees submitted by the Senior
Officers Placement and Promotions Board (SOPPB). In addition, said police officer
538
S. Schultz-Hardi, M. Jochins and D. Frey, Productive Conflict in Group Decision Making: Genuine and
Contrived Dissent as Strategies to Counteract Biased Information Seeking, Organizational Behavior and Human
Decision Processes, Volume XXVIII, 2002, pp. 563-586.
539
Cecille S. Felipe, PNP Colonel Rejects Appointment to Protest Promotion System, The Philippine Star, March
10, 2008, p. 15.
540
Cecille S. Felipe, More PNP Officers Back Colonel Who Refused Promotion, The Philippine Star, Volume
XXII, Number 229, March 13, 2008, p. 17.
541
Cecille S. Felipe, Razon Orders Probe of Grievances of PNP Colonel Who Refused Promotion, Philippine Star,
Volume 22, Number 227, March 11, 2008, p. 13.
542
Cecille S. Felipe, Puno Admits Politicking in Appointment of PNP Officials, Philippine Star, Volume 22,
Number 235, March 19, 2008, p. 11.

112
averred that appointments in the Philippine National Police were apparently not based on
the principles of merit and seniority but on the choice of politicians and ranking officials
of the Philippine National Police.543

According to Gonzalo M. Gumagay544 stressed that promotion rules and

regulations prescribed are intended to provide a uniform, valid and systematic
qualification standards in the selection and screening of candidates. Police
Superintendent Rayland L. Malenab545, in his thesis presented to the faculty of the
National Police College, Fort Bonifacio recommended strict implementation of the
existing system in the application of meritorious promotion for outstanding and deserving
personnel and shield the system from undue political influence, internal and external
factors. He says, Its unfortunate that promotion, particularly the meritorious
promotion is marred by dishonesty and other irregularities. The Manila Police District
officers criticized the new promotion policy of the Philippine National Police, calling it
capricious. These officers who are due for promotion, according to Nestor Estolle 546 of
the Philippine Star expressed disgust and demoralization after they were told that they
will only be promoted to the next higher rank if they are occupying positions in the Table
of Organization (TO). The policy, according to the affected officers is not a criteria for
promotion since the Philippine National Police used to observe only four qualification
criteria: eligibility, time and grade, schooling and training.

The police often have to serve political masters and powerful persons and this
prevents the police from serving the rule of law by eradicating their control by politicians
and other powerful persons.547 On one occasion, a resolution seeking for the relief and
transfer of a certain general was unanimously signed by the members of the League of
Municipalities of the Philippines-Leyte Chapter for failure to solve the illegal gambling
existing in the province.548 According to Deeday A Cairo549 of Leyte Samar Daily
Express, the local officials who moved for the generals ouster are simply implying that
their localities, they are sole power and that no one, must cross the line, not even the
peace officers who are the civilians first defense. She (Cairo) averred that if the police
are beholders to the local politicians or influencial people, how could the people feel safe
even in their own homes. Under the Republic Act 8551, it places joint responsibility on
the Philippine National Police and the local government units, both sharing the
543
Cecille Suerte felipe, Support Pours For PNP Official in Promotion , Philippine Star updated on March 25,
2008 at http://www.philstar.com.
544
Gonzalo M. Gumagay, Doctrine on Promotion of PNP Officers, A Staff Study, Philippine Public Safety College,
Fort Bonifacio, Makati City, 1998.
545
Rayland L. Malenab, Factors That Influence the Meritorious Promotion System in the PNP, Public Safety
Officers Senior Executive Course Class 60-2006, November 2006.
546
Nestor Estolle, MPD Cops Slam New Promotion Policy, The Philippine Star, November 14, 2008, p. 13.
547
Asia: Priorities in Police Reform, Asia Human Rights Commission at http://www.humanrights.asia posted on July
12, 2010.
548
Alvin P. Cardines, LMP-Leyte Chapter Move For Relief of PNP Regional Director Chief Superintendent
Revilla, Leyte Samar Express, July 13, 2011, p.1.
549
Deeday A Cairo, Petition To Oust Revilla, A Show of Arrogance, Leyte Samar Daily Express, July 30, 2011.

113
power, authority and accountability. Under the said law, The PNP Provincial office is
tasked to recommend qualified nominees for Chief of Police to the city or municipal
mayor. The local Chief Executive Officer are given the power to choose from the
nominees, acting as deputized members of the NAPOLCOM and can remove police
officials whose performance are deemed unsatisfactory. Those are some of the
predicament of police officials, whose appointment in provincial of mayors and
governors which will end up being indebted to local executive officers due to the
latters granted appointment power.550 This is one of the main issues with leadership in
the police field, and probably a reason it has not been studied extensively, is the
tremendous turnover that occurs. Most studies have found that the average tenure of a
chief of police is two to three years. This creates a need for city managers and mayors to
groom replacements, something that is done much more often in corporate organizations
than in public agencies. Often, a new chief comes in with a new philosophy, new ideas,
and new programs; and chiefs promoted through the ranks often stick to the traditional
ideas and programs, even if change is needed 551. Meanwhile, an acting director in
Bulacan answered point by point the accusations hurled against him by a governor and
his supporters in full-page advertisements in three leading newspapers. Said PNP official
stated that the costly ads asking the President to replace him as Provincial Director of
Bulacan is uncalled for, contemptuous and waste of money which could have been used
to buy thoudands of canned sardines, noodles and relief goods for flood victims. 552 In
Silay City, Negros Occidental, the Police Chief was relieved from his post after Silay
City Mayor expressed dissatisfaction over his performance.553

We cant stop governors and mayors from making their own choices because
the law gives them operation supervision over the police force. Of course, they cant
avoid endorsing their favorites.
-Honorable Ricardo Puno554

In his book Policing a Free Society, Hernan Goldestein555 cited that the
citizenry and the police together have adhered to provisions governing recruitment and
promotion of police personnel that appear to have the opposite effect.

We are implementing new procedures in the selection process for assignment

of third level officers (Senior Superintendent and higher) to key positions. We want to

550
In Nothing Wrong With PNP Reform Law, DILG Chief Tells Verzosa, GMA News Online, Breaking News,
posted on August 3, 2010.
551
Edward Connors, Transforming th eLaw Enforcement Organization to Community Policing, Final
Monograph, Institute of law and justice, Alexandria, Virginia, January, 2001.
552
Emil G. Gamos and Erick Silverio, Bulacan Top Cop Strikes Back, Peoples Journal, October 8, 2007, p. 12.
553
Carla P. Gomez, Silay Police Chief Relieved, Philippine Daily Inquirer, Volume XXIII, Number 221, July 15,
2008, p. A14.
554
Ricardo Puno, In: Puno Admits Politicking In Appointment of PNP Officials, The Philippine Star, Volume
XXII, Number 235, March 19, 2008, p. 11.
555
Hernan Goldstein, Policing a Free Society, Cambridge, Massachussettes, Ballinger, 2000.

114
guarantee utmost transparency and equality in the designation of officers to higher
posts
-Police Director General Avelino I. Razon Jr.556

In the case of police intelligence operatives who arrested three suspected members
of an Al-Qaeda terror cell in the country for instance, the police operatives were
demoralized due to the meddling of a Malacaang official. The newsbit reported by Alvin
Papa557 revealed that mixing the accomplishments in politics leaves a bad taste in the
mouth where the job was hijacked by politicians and used for political purposes. This
kind of conflict should steer clear to politics and must focus only to their tasks.

When we allow ourselves to remain wounded, bitter, resentful persons, we

contaminate not only ourselves but everyone we contact. Our community, our children,
our friends, our society, our very world is marred, soiled and degraded.
-Roin Casarjan558

Michael B. Ross559, one among the hundreds of inmates in death row in

Connecticut Department of Correction Facility in Somers, Connecticut once wrote: We
can find inner peace only when we realize that we must change ourselves rather than
the people who have hurt us. A major analysis of past studies concluded that both
constructive and socio-emotional conflict have a negative effect on team performance 560.
The studies reported that teams with high levels of team trust and norms of openness are
less likely to have negative consequences from constructive conflict. Conflict is also
manifested by the style each side uses to resolve the conflict: Does one side try to defeat
the other or to find a mutually beneficial solution, for example? What we really need to
understand are the sources of conflict that lie under the surface. Goal incompatibility
occurs when personal or work goal seem to interfere with another persons or
development goals.561 On the issue of alleged discrimination against PNPA graduates in
PNP key positions with the system allegedly favoring PMA alumni for instance, many
PNP officers reacted to a recent full-page newspaper advertisement where some alleged
graduates from the PMA had undue advantage over PNPA graduates, lateral entrants
and rank and file policemen in terms of promotions and assignments. This was averred by
one among the famous blogger: Pulisnapogi 562, the leadership of the PNP is almost
556
Avelino I. Razon Jr., In: No More Favoritism At PNP by Aaron B. Recuenco, Tempo, July 2, 2008, p.4.
557
Alvin Papa, Cops Decry Palace Meddling in Special Operations, Philippine Daily Inquirer, March 10, 2008,
p. A11.
558
Robin Casarjan, A Bold Choice For A Peaceful Heart, In: Forgiveness From Death Row by MichaelB. Ross,
Health and Home, September-October 2000, p. 27.
559
Michael B. Ross, Reflections On Forgiveness From Death Row, Health and Home, January-February, 2000,
p.27.
560
C.K.W. De Dreu and L.R. Weingart, Task Versus Relationship Conflict, Team Performance and Team Member
Satisfaction: A Meta-Analysis, Journal of Applied Psychology, Volume 88, August 2003, pp. 587-604.
561
R.E. Walton and J.M. Dutton, The Management of Conflict: A Model and Review, Administrative Science
Quarterly, Volume IV, 1969, pp. 73-84.
562
PulisnaPogi, PulisnaPogi vs PMA, posted on September 14, 2014 posted at http://pulisnapogi.blogspot.com

115
monolithic, with the top 100 positions all occupied by PMAyers except for a few deputy
positions numbering to less than 10 occupied by officers from other sources of
commission. According to the report of Julie Aurelio 563, the ad is not the official
statement of the PNPA alumni, although some of the issues affecting the PNPA on
assignments might be valid, as averred by one senior officer. Curbing to this, A PMA
Class 92 has apologized for comparing graduates of the PNPA to substandard factory
products. In a report of Sun Star Davao earlier reported that said officer had sent a
message to a reporter, saying, The problem really with the (PNPA) mismo, they are the
bunch of officers na kung sa factory pa mga substandard. The officer added, Sino ba
ang mga PNPA grads dyan sa atin na matatawag mo na magaling? Gusto nila to be
given juicy positions they must show they are qualified. Ang problema, hindi eh. Said
senior officer was relieved according to Edith Regalado 564 of Philippine Star. In a report
of Cecille Felipe565 in her March 28 issue mentioned that according to the former chief of
Fire Protection admitted that there were other PNPA alumni who placed the
advertisement at a cost of over Php 100 thousand. Another alleged conflict issue is
between the PNPA and the Philippine Public Safety (PPSC) regarding anomalies in the
academy where 230 police personnel were recalled. Accordingly, the Director of PNP
bared alleged corruption in the academy, from cadets' allowances to the lack of a
procurement process for the food and services concessionaires within the PNPA. He
claimed his anti-corruption reforms compelled PPSC President.566

Goal incompatibility in this sense caused the conflict between and among the
police officers in the organization. Stephen Robbins567 makes a strong case for the need
of a more realistic approach to conflict with his interactionist approach. He stated that
there are three basic managerial attitudes towards conflict which he identified as
traditional, behavioral and interactionist. The traditionalist, following our social teaching
believes that all conflicts are destructive and managements rule is to get out of the
organization. The traditionalist, therefore, believes conflict should be eliminated. The
behaviorist seeks to rationalize conflict as inevitable in complex organizations or
relationships. Thus, the behaviorist accepts it. The interactionist views conflict as
absolutely necessary, encourages oppositions, defines management of conflict to include
simulations as well as resolution and considers the management of conflict as a major
responsibility of all administrators. The interactionist view is accepted and encourages
conflict.

563
Julie M. Aurelio, Philippine Daily Inquirer, Puno Probes PNPA Alumni Ad. Volume 23, Number 109, March
28, 2008, p. A9.
564
Edith Regalado, Police Official Apologizes for Anti-PNPA Remarks, The Philippine Star, April 4, 2008, p. A27.
565
Cecille S. Felipe, PNP to Sanction Retired General, Others Behind Paid Ad on Promotion Complains,
Philippine Star, March 28, 2008, p. 17.
566
Marc jayson Cayabyab, PNPA Director Claims Corruption in the Academy,posted at
http://www.gmanetwork.com/news/story/329296/news/nation/pnpa-director-claims-corruption-in-police-academy
posted on October 3, 2013.
567
Stephin Robbins, Managing Organizational Conflict, Eaglewood Cliffs, New Jersey, Prentice Hall, 1974, p.19.

116
 Conflict occurs due to lack of opportunity, ability, or motivation to communicate
effectively. Some people lack the necessary skills to communicate in diplomatic, non-
confrontational manner. When one party communicates its disagreement in an arrogant
way, opponents are more likely to heighten their perception of the conflict. Also, People
tend to feel uncomfortable or awkward interacting with co-workers from different
cultures, so they are less motivated to engage in dialogue with them. 568 Mary Rau-
Foster,569 a certified mediator who specializes in workplace issues including employee
motivation, management, communications and conflict resolution says conflict is normal
and natural part of our lives, both professionally and personally. She identified three
common sources of conflict:

1. Unclear definition of responsibility. There will be numerous occasions for conflict

to arise over decisions made or actions taken in disputed territory.
2. Limited Resources- time, money, space, materials, supplies, and equipment are
valuable resources. Competition for any of these resources will inevitably lead to
interpersonal and interdepartmental conflict.
3. Conflict of interest. Individuals may fight for their personal goals and lose sight of
organizational goal. Each individual needs to know his or her personal goals and
efforts fit within the organizational goals and efforts.

Observing the lives of people who have mastered adversity, I have repeatedly
noted that they have established goals, and irrespective of obstacles, sought with all
their effort to achieve them. From the moment theyve fixed an objective in their mind
and decide to concentrate all their energies on a specific goal, they begin to surmount
the most difficult odds.
-Ari Keiv570

Another source of conflict is scarce resources because scarcity motivates people to

compete with others who also need these resources to achieve their objectives. 571 The sad
plight of officers and men of an elite Philippine National Police unit has been allegedly
neglected by previous PNP chiefs is one example. Alfred Dalizon572 cited in his Crame
Files that members of the Explosives and Ordnance Disposal Division lament the fact
that their exploits are not being recognized by the PNP leadership. The problems
hounding the bomb experts are Hazardous Duty Pay, lack of basic equipment as well as
vehicles, issuance of individual bomb suit and protective suit. In case of delay in the
payment of hazard pay to members of the Philippine National Police bomb squads not
568
D.C. Dryer and L.M. Horowtz, When Do Opposites Attract?, Interpersonal Complementary Versus Similarity,
Journal of Personality and Social Psychology, Volume LII, 1997, pp. 592-603.
569
Mary Rau Foster, Conflict in the Workplace, posted at http://www.workplaceissues.com.
570
Ari Keiv, A Strategy for Daily Living, Free Press, New York, 1973, p. 3.
571
W.W. Notz, F.A. Starke and J. Atwell, The Manager as Arbitrator: Conflict Over Scarce Resources, In:
Negotiating in Organization, ed. Bazerman and Lewick, pp. 143-164.
572
Alfred P. Dalizon, The Sad Plight of the PNP Blasters, Peoples Journal, Volume XXX, No. 321, November 26,
2007.

117
only in Western Mindanao but other parts of the country, a low ranking officer who asked
not to be identified said while their benefits were delayed, top PNP officials were taking
out hefty cash advances for trips to other countries. 573 Also, there are some police groups
blame poor pay and working conditions for many of the problems. To suffice their needs,
they allegedly pawned their service pistols. 574 Meanwhile some retirees expressed their
sentiments regarding the unfair treatment being accorded to them while transacting
business in the Philippine National Police e.g. process of their pensions, backpays, lump
sum claim etc.. According to Police Deputy Director Domondon, in some cases the
retirees are being shouted at or scolded by active personnel involved in the processing
and releasing of pension checks. In accordance with the legal mandates provided in
Executive Order Number 292 and other Civil Service Laws (Mamamayan Muna, Hindi
Mamaya Na) provide acts that discourtesy in the course of official duties with
corresponding penalties and classification.575

If the leaders are clean, pressure is exerted on their followers by their example
to be clean in their dealings also. If the followers see that their leaders are corrupt,
they are encourage to follow the lead example of the lives of the latter.
-Senator Aquilino Nene Q. Pimentel Jr.576

According to Jayanti Kirplani577, the London-based director of the Brahma

Kumaris for Europe, the commulative effect of actions motivated by anger, ego, greed,
attachment and consuming desires results in deprivation and ultimately sorrow. He says:
When a mistake is committed, the adage of honesty as the best policy applies in
removing the ego. He continues, Until Ive learned to forgive the person with whom
there is conflict, therell always be problems in my relationships with others. Conflict
oftentimes viewed negatively. However, it can lead to enlightenment if solutions are
reached. Brett Hart578, in his article Conflict in the Workplace discussed two causes of
conflict: Different personal values and Unpredictable policies. In different personal
values, he recommended that employees need to learn to accept diversity in the
workplace and to work as a team. In unpredicted policies, he averred that whenever
company policies are changed, inconsistently applied, or non-existent, misunderstandings
are likely to occur. If these things occur, employees need to know and understand rules
and policies. While conflicts of value are slow to erupt between individuals and
institutions in a stable society, conflict is prevalent in times of rapid change according to

573
Julie Alipala, Cop Hit Delay In Hazard Pay But Not for Trip Funds, Philippine Daily Inquirer, November 7,
2008, p. a8.
574
In: Philippines Police Pawned Guns posted at http://news.bbc.co.uk/2/hi/asia-pacific/5127882.stm
575
Memorandum from TDPRM dated April 23,2007 re: Observance of Courtesy of PNP Personnel in the Discharge
of their Sworn Duties.
576
Speech of Senator Aquilino Nene Pimentel Jr. before the Cambodian Delegation on August 6, 2006 at the
senate.
577
Jayanti Kirplani, In: Abundance and Letting Go, by Marge C. Enriquez, Philippine Daily Inquirer, November 4,
2008, p. C4.
578
Brett Hart, Conflict in the Workplace, posted at http://www,excelatlife.com/articles/conflict_at_work.htm.2002

118
Lt Col Russel Pierre Jr et al.579 They say, In our age of dynamic change it is
imperative that the manager understand the source of it and various strategies for
dealing with conflict which inevitably occurs in the organization.

Managing Crisis

Crisis Management is the systematic anticipation of and preparation for internal

and external problems that seriously threaten an organizations reputation, profitability, or
survival. Importantly, crisis management involves much more than an expedient public
relations ploy to make the organization look good. This new discipline relates generally
to strategic management, but specifically to strategic control. 580 Crisis is a tool that causes
a necessary crack in the soul through which light must enter. When you are in crisis,
according to Panjee Tapales581, you can barely breath. Everything hurts and you are
certain that every bit of pain is afflicted on you by some other party, for no other reason
than to maim your soul. So you allow yourself to get entangled in the drama, name-
calling, blame-hurling, wallowing, grieving and gasping for survival, fully believing that
you dont deserve this, that fate is surely conspiring against you. In every crisis, she
continued, there is grace. It comes floating in the minute we become accountable for our
part in the mess. If we can find space to listen inwardly and gather enough courage to ask
ourselves, What is all this really asking of me?, new solutions comes forth. If we keep
asking Why me? and insist on reacting negatively and with the bitterness at each turn,
windows and doers remain shut.

Col. Romeo A. Miguel582 (Ret), in his regular column Christian Viewpoint

wrote: Mans ultimate good can best be described as peace yet the most obvious
feature of human life is not peace but strife. He explains that in James 4: 1-4, that the
source of conflict which has such a disintegrating effects on individual personality and
upon society as a whole. He continues: Factions within communities are the outcome
of quarrels between individuals; and both are due ultimately to the lust that war in
your members.

I believe that we need a vision for tomorrow. A vision that is as large as life
itself because it is borne out of passion and urgency. Only this, with a working faith in
God and our people, will sustain us in times of many crises and discouragement.
-Former President Fidel Valdez Ramos583
579
Russel and Jerome G. Peppers, Jr., Conflict in Organizations: Good or Bad?, Air University Review,
November-December, 1976.
580
Robert Kreitner, Management, 4th Edition, Hougton Mifflin Company, U.S.A., 1989, p. 614,
581
Panjee Tapales, Grace, The Philippine Star-Sunday Lifestyle, September 9, 2007, p. G-2.
582
Romeo A. Miguel, Christian Viewpoint, Economic Warrior, Official Newsletter of the Economic Intelligence
and Investigation Bureau, Camp Aguinaldo, Quezon City, p. 4-5.
583
Fidel V. Ramos, In: Leadership that Builds: Nehemia, A Model for Our Times of Crisis by Glenn Johnson
OMF Literature, Inc., Mandaluyong, Manila, 2007.

119
 Any firm can encounter a crisis. Some companies, though, are more crisis-prone
than other. According to Gerald C. Meyer584, the first steps in crisis management are to
determine: (1) how likely you are to run suddenly into deep trouble, and (2) how well
prepared you are to deal with. He suggested the following tips for managing crisis:

Conduct open dialogue with the police personnel especially those who maybe having
problems. As managers, it would be better to spot trouble before it erupts. Talk to the
personnel informally who seems to be in trouble. Learn what is troubling that person.

Responding to mistakes. Mistakes are key to learning and identifying needs. The attitude
of a police manager should prevail that if mistakes are made then there is the opportunity
to learn from mistakes.

Institute leadership. The purpose of supervision should be to help others to do a better

job. Supervision of management is in need of overhaul, as well as supervision of workers.

State the problem very clearly. Be fair. Use facts not impressions nor rumors. Dont be
judgmental or evaluative.

Improve and adopt a new philosophy. Police management must awaken to the crisis and
must learn their responsibilities and take on leadership for change.

Simply look at whatever gripes and brought with a welcoming attitude to both aggrieved
parties and personnel concerned.

Make sure that the decision must be fully justified by the circumstances and consistent
with the over all PNP policy.

Ask for feedback. When confronting the person, listen to him/ her carefully. Never
interrupt. Allow the PNP personnel to have time to respond on the charges you make.

Never take for granted the gripes of personnel. It will damage the relationship to both
personnel and the supervisor.

Avoid interruptions. Make sure that the meeting is in a private, not a public place. It is
potentially embarrassing for the police personnel what will transpire in the meeting.

Give advance notice of the meeting so that the personnel concerned can also be prepared.
Never set the meeting far advance or prolong the same to avoid anxiety of the personnel.

584
Gerald C. Meyers, Managing Crisis, UNWIN Paperbacks, London, 1987, p. 217.

120
Motivate and induce the personnel to drive for higher productivity. Each personnel has a
role to play in the organization.

Encourage the personnel to make the best possible use of their abilities. In any
organization, if the skills and abilities were not used, it is a sheer waste organizations
productivity. Therefore, it is important to encourage them to utilize the abilities and
potentialities to the fullest.

Never apologize. As managers, you are doing your job. If you treat your personnel with
respect and or if your actions were prompted with sincere desire to help your personnel,
theres nothing to be sorry for.

Train your personnel to sharpen his work skills not only on his/ her present job but
prepare himself/ herself for designation/ position of responsibility in the future. Thru this,
the attitude of the personnel be developed and maintain philosophy of opportunities
inherent in their work.

Internationally renowned crisis management experts Gerald and Susan Meyers 585
classified district styles of management used by top businesspeople in times of severe
crisis: welcoming change; finding peace; achieving goals; restoring corporate health;
forging agreement; earning respect; inspiring troops and embracing risks. They said:
Crisis leaders should have the courage and conviction to see their efforts through, no
matter how many threats and derailments they may encounter. According to Bong R.
Osorio586, leadership during crisis should be filled with honesty, sincerity and courage and
honesty to take necessary responsibility and sincerity to provide for the health and safety
needs of people and the courage to stand up and get to the root of predicament. We should
understand therefore that crisis contains two characters: the sense of danger and the other
opportunity. If we have sense of our vision, they are far more likely to perceive, work
toward, the potentials of situation. As Robert Theobald587 says: Crises are times when
we are challenged to face the inability of current systems of thinking and action to
respond to real needs. When this moment of realization comes, we can choose to move
forward beyond the blocks of the past.

585
Gerald and Susan Meyer, In: Leading Your Business Out Of Crisis by Bong R. Osorio, The Philippine Star,
Volume XXVII, Number 336, June 30, 2008, p. J-4.
586
Bong R. Osorio, To Rise Again After A Crisis, The Philippine Star, Volume XXII, Number 350, July 14, 2008,
p. i-4.
587
Robert Theobald, Turning The Century: Personal and Organizational Strategies For Your Changed World,
Knowledge Systems, Inc., Indianapolis, U.S.A., 1992, p. 56.

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 Crises Management is a test of the quality and character of leaders as much as it is
a test of their skill and expertise. There are too few outstanding examples of leaders who
understood the imperative, who prepared the organization for our emergency, who
instilled values that would support a powerful and ethical response, and who- when the
crises bit-led from the front and communicated in an open and powerful way, says
Frances Hesselbein.588 He initiated steps to effective crises management:

Appoint a crises management team

Brainstorm all possible crises that could hit the organization, develop the response
required for each
Prepare a master plan where everyone understands, a plan with clear delegation of
responsibility across the organization
Designate official spokesperson at every location, or the one voice for the
organization
Prepare the field as carefully as headquarters- one team, one response, and
Secure or activate the best public relations team

Preparation for an inevitable crisis requires a strategy that will leverage relationships
developed and nurtured in advance. By the very nature of the business, chiefs of police
are confronted by crisis during their tenure. When a crisis occurs, according to John
Middleton-Hope589, the following should be considered:

Publicly disclose the problem and take affirmative action to deal with the issue.
Tell people what you are going to do and do it!
Ensure a transparent investigation occurs. This may require an outside agency
being called in to air your departments laundry. This is a sign of strength, not one
of weakness.
588
Frances Hesselbein, Crises Management: A leadership Imperative, Leader to Leader Journal, November 26,
Fall, 2002.
589
John Middleton-Hope, Challenges in Contemporary Police Leadership, International Police Executive
Symposium Working Paper, Number 3, February 2007.

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 Inform your Commission, city manager or council of the investigation and
reassure them you are in charge and you are taking the necessary steps to
thoroughly resolve the matter. Public safety is in good hands.
Provide open and timely information both externally and internally. Your
members want to know that they can trust that you have taken command of the
situation.
If the department is wrong ~ say so and what you will do to correct the situation.

Managing Stress

Stress management encompasses techniques intended to equip a person with

effective coping mechanisms for dealing with psychological stress, with stress defined as
a person's physiological response to an internal or external stimulus that triggers the
fight-or-flight response. Stress management is effective when a person utilizes strategies
to cope with or alter stressful situations.590
While it has always been considered one of the most stressful occupations in the
world, law enforcement doesn't hold the copyright on stress. Instead, it's the uniqueness
of police stress, the work, the responsibility for people, the dangers associated with the
job, the long, irregular hours, the pressures placed upon you to perform at maximum
capacity 24-hours a day and the need to control your emotions on a fulltime basis. 591

Police officers experience frequent and ongoing stressors in their work. These
stressors range from cumulative stress (constant risk on the job, the need for adherence to
often restricting and conflicting regulations, public perceptions that may be inaccurate) to
critical incidents such as violent crimes, shootings and mass disasters. While these
stressors are inherent and accepted by officers, they need not necessarily lead to burnout
or other psychological problems including substance abuse, marital problems, anxiety,
depression or post traumatic stress disorder. These stressors range from cumulative stress
(constant risk on the job, the need for adherence to often restricting and conflicting
regulations, public perceptions that may be inaccurate) to critical incidents such as
violent crimes, shootings and mass disasters. While these stressors are inherent and
accepted by officers, they need not necessarily lead to burnout or other psychological
problems including substance abuse, marital problems, anxiety, depression or post
traumatic stress disorder.592

Following are some sources of Psychological Sources of Stress:

* Within the organization characteristics: lack of supervision, lack of positive reward,

restrictive policies, excessive paperwork, poor equipment
590
Stress Management, at http://www.sellfgrowth.com/articles/Definition_Stress_Management.htn.
591
James T. Reese, Dont Let Police Stress Get In The Way Of Your Life Or Your Career at
http://www.jamestreese.com.
592
Police Stress. http//:www.traumacenter.org/resources/pdf.files/Police Stress.pdf.

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* Criminal Justice practices: unfavorable court decisions, recidivism, court delays and
continuances, adversarial nature of the justice system.

* Public practices: distorted press accounts of police work, allegations of brutality and
racism, adverse local government decisions such as funding.

* Police work itself: role conflict (e.g. apprehension of criminals while needing to
maintain their rights), irregular work schedule, danger inherent in the profession,
inability to resolve and close many problems in the community, witnessing human
suffering, seriousness of the consequences of ones actions, critical incidents such as
shootings or mass disasters, cumulative nature of stress.

Some stress can be healthy in that it galvanizes us into action and we may enjoy
the sense of achievement that comes from rising to a challenge and beating the odds:

The more you do, the more you find time to do.
Stop it before it starts.
Know thyself.
Lead from strength.
Find your winning formula
Plan ahead to get the odds on your side.
Time is more important than money.
Choose a healthy discipline and stick to it .
Feeling guilty helps no one.
Dont confuse linear time with quality time.
Cling to your anchors.
Create favorable working conditions.
Banish interruptions.
Stopping keeps you going.
Get yourself into the right frame of mind .
A tranquil mind is a receptive mind.
Coping With Overload .
Go slow to go fast.
Start by doing a few very easy things.
Discriminate between the urgent and the important.
Deal with first things first.
Never take refuge in tomorrow.
Divide and conquer .
Aim for a little often.
Do one job at a time.
Be good to yourself.
Adapt and survive.

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Cultivate your support networks.
Change your behavior to create virtuous circles.
Instead of filling your mind, try emptying it.

Ask yourself what you would do if you failed. By developing contingency plans in
this way, you make failure less likely because the very act of searching for and generating
alternatives shows you that although gaining a qualification is important, it is not that
important. Thus do you open the golden gate to success?593 Thomas Turner594 in his article
How To Deal With Work-Related Stress indicates that stress can occur at any type of
job no matter what position you hold. In fact the higher the position the more
responsibility you usually have, and when you get stressed out in the workplace it can
start to affect your job performance. Turner presented some best answers to work-related
stress:

1. Ignoring Trivial Matters

Quite interestingly, majority of stress triggers in the office are actually very trivial issues
that don't have anything to do with your work and as such, shouldn't really affect you at
all. It can range from your employer's apparent favoritism of certain employees to an
irritating mannerism of one of your cubicle neighbors. If you stop noticing these things,
not only will you bring down your stress level but save a lot of time as well.

2. Keeping Home and Office Matters Separate

A lot of work-related stress is developed when you are so in over your head with projects
and paperwork that you have to constantly bring your work home with you. You may
think that this practice is good for your career because it allows you to accomplish so
much more. In the long run though, this will become more tiring than ever, and stress will
soon eat you up alive.

3. Stay Updated with Happenings outside the Office

For many busy career-oriented people, everything is about work and the office. These are
people who usually can't stop talking about their jobs during a date or a dinner with the
family. Doing this is a very effective way to keep stress at a perpetually high level.
Instead, you should try to be as updated as possible to things that are going on around you
and that are not work-related. For instance, be more involved in your kids' soccer games
or meet up with your college buddies from time to time.

593
Stress Management, The Chartered Institute of Public Finance and Accountancy, London, 2006.
594
Thomas Turner, How To Deal With Work-Related Stress at
http://www.selfgrowth.com/articles/How_To_Deal_With_Work-Related-Stress.

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 Several studies have been conducted to determine stress among police officers. One
of the studies conducted by Colleen A. Cosgrove and Jerome E. McElrey 595 focused on
(1) reducing the levels of stress experienced by patrol officers; (2) delivering police services
within the territory of the new precinct in at least as effective a manner as was the case before the
precinct opened; (3) increasing the sense of safety of the civilian population there, and their
positive assessments of police services in the area; and (4) realizing improvements in the
management of patrol resources at the precinct level. In their study, they prepared
comprehensive questionnaire and asked the respondents a series of questions related to:
(1) job frustration (that is, the degree to which various aspects of the job are a source of
frustration or stress, e.g., inadequate equipment, the promotion system, bureaucracy); (2)
major pressures in personal life (e.g., marital problems, financial problems); (3) the
extent to which the respondent enjoyed being a police officer; (4) physical symptoms
commonly associated with stress; (5) the effect that working schedules have had on
various aspects of private life (e.g., family life, sleep, social life); (6) the officers
perception of stress-related problems among his/her three closest friends who are police
officers (e.g., problems with spouses, excessive worrying, excessive complainants); (7)
strategies that the officer uses to reduce stress (e.g., exercise, listening to music, hobbies);
and (8) the ways in which being a police officer may cause problems in the household
(e.g., communication problems with spouse, bringing work problems home).

Lawrence N. Blum596, the International Association of Chief of Police wrote about

a system of training and practice that makes police personnel expert and well-conditioned
in the management of stress-exposure incidents will bring about a substantial decrease in
the frequency and severity of errors in their tactical responses, and substantially lower the
amount of physical or emotional injury they will suffer from those conditions.The goal of
training for police work is skill acquisition and retention of learned material (such as
laws and procedures) by trainees. The environment established in most contemporary
training programs follows adult learning principles, as adult education or learning is
known to enhance the goals of skill acquisition and retention (a quiet classroom,
predictable conditions in tasks performed, and so on). He (Blum)597 also presented
overriding principles stress exposure management training:
Police officers must develop a working knowledge of, and familiarity with, the
reactions of their brains and bodies under stress-exposure conditions. They need to
be shown-through the video-recorded reactions they demonstrate in response to,
for instance, ambush conditions-how their performance is affected by precisely the
same conditions that they would encounter in the field. This task cannot be
performed in a classroom setting or in scenarios where the officer may be able to
predict the conditions he or she will encounter.

595
Colleen A. Cosfrove and Jerome E. McElrey, The First Tour Experiment in the 115 th Precinct: Its Effect on
Police Officers Stress, Vera Institute of Justice, Incorporated, New York, 1986.
596
Lawrence N. Blum, Storming The Keepers of the Gate: Societys Relationship With Law Enforcement, New
York, Lanter Books, 2003, pp. 171-173.
597
Lawrence N. Blum, Why Things Go Wrong in Police Work, The Police Chief, Volume LXXI1, July 2004,

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 Officers must be shown how to countermand the negative effects of stress. They
must be taught to control and mediate their reactions to stressful events in real
time. They must learn to defuse symptoms of stress to prevent any degradation in
effective performance or health under stressful conditions.
All officers, especially those who do not have a great deal of rehearsal experience
for police work, must build a great deal of self-confidence in their performance in
order to succeed in police work. The lack of mastery learning that currently exists
in law enforcement must be changed. Peak performance is a difficult goal to attain
under the best of circumstances, but the increase in self-confidence and skill the
officers feel as they see themselves control conditions in which they initially were
helpless will be of great benefit in a wide range of work and life tasks.

According to Terry Constant598, police officials should stop distinguishing between

personal problems and job-related problems. Many departments look closely into the
personal lives of applicants during background investigations. Many departments forget
the importance of a police officer's personal life when it comes time to help him. The fact
remains that police work affects an officer's personal life, especially the family, and his
personal life affects job performance. Any separation of the two is unreal. Officials can't
stop stress in police work, but they can recognize it and help officers in three areas. First,
they can provide help to individual officers. Second, family life can be helped. Third, the
stress caused by the police organization itself can be reduced. Terry Constant commented
that a direct help for individual officers come in many forms. Every large department
should have a psychologist and a chaplain for the officers and ensure that insurance plans
have good provisions for outpatient counseling with outside psychologists, psychiatrists
and therapists. Doubly important is confidentiality; the department should not know when
an officer uses a department counselor or insurance for counseling.

Stress is one factor why some police officers end their lives to suicide. Sergeant
Monroe Dugdale599 said rarely is found as much lack of emotion and as many tears as
found at a police officers funeral. Mostly those emotions are reserved for a police officer
that has lost his or her life in the line of duty. But what happens to the family and the
police department of an officer who commits suicide? As police departments continue to
experience police officer suicides, a blank stare can be found on the faces of fellow
officers. Couple those stares with the silence and it is best described as shock and lack as
emotion. Perhaps the lack of emotion is part of the taboo associated with a person taking
his or her own life, or perhaps it is the shame bestowed upon the department. Dugdale
recommended that departments must stop ignoring the problem before the problem
becomes a nightmare in their own department. Too many excellent and proficient police
officers have ended their life when perhaps help was only a call away. Police departments
need to confront the stress of the job before the sound of Taps can be heard once again
598
Terry Constant at tearsofcop.com/police/articles/constant.html.
599
Monroe Dudale, Every Police Departments Nightmare: Officer Suicide, August 1, 1999 at
tearsofacop.com/police/articles/dugdale.html.

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shrieking from a police officers gravesite. Teresa Tate600 for instance, was married to a
police officer who committed suicide in 1989. In her article entitled Police Suicide,
What Can Be Done, she commented that officers experiencing emotional distress
believe they are unable to confide in their peers and worry about the reactions or
retributions from within the agency. The fear of losing their status or their job within the
agency is overwhelming for many. Tate narrated that several months before her husband's
death, his doctor diagnosed him as suffering from chronic fatigue syndrome. The doctor
wanted to prescribe an antidepressant, but her husband declined taking the medication. At
that time, the police department was conducting random drug tests and her husband
feared he might lose his job.

Whenever a police officer is involved in a stressful situation, certain mental and

physiological reactions take place. In very stressful situations such as a shooting where
the police officer kills or seriously injures another person, the stress can be so severe, that
much of the trauma is internalized to avoid immediate pain. It is this internalization of
stress which result in a delayed stress reaction known as post-traumatic stress disorder.
After the initial stress reaction begins to subside, the delayed stress reaction takes place.
This reaction may surface within a few days or it may continue for years. The symptoms
are:

1. Sleep pattern disturbance, including problems in a sleeping and recurring nightmares

of the incident.

2. Flashbacks of the incident. The flashbacks are generally very vivid and presented in
slow motion.

3. Development of emotional isolation which affects job performance but, more critically,
family relationships as the officer becomes emotionally cold and withdrawn, having
difficulty establishing or maintaining intimate relationships.

4. Episodes of depression and helplessness. Thoughts of suicide are common with self
destructive behavioral tendencies.

5. Fears and anxiety where the officer questions himself as to his ability to handle further
situations.

6. Alienation, cynicism, distrust of the agency in particular and the system in general/ The
officer has difficult with authority figures and may challenge and test rules and
regulations.601

600
Teresa Tate, Police Suicide, What Can Be Done at tearsofacop.com/police/articles/tate.html.
601
The Police Chief, June 1981, pp.58-59.

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Further Readings (Biblical Verses)

James 1:3 Under pressure, your faith-life is forced into the open and shows its true
colors.

Hebrews 5:8-9 Learned obedience through suffering and was made perfect through
suffering.

Jeremiah 29:11 The plans I have for you are plans to prosper you and not to harm you,
plans to give you hope and future.

2Corinthians 4:17 Our present troubles are quite small and wont last very long. Yet they
produce for us an immeasurably great glory that will last forever.

Romans 8:17-18 If we are to share his glory, we must also share his suffering. What we
suffer now is nothing compared to the glory he will give us later.

Romans :3-4 We can rejoice when we run into problems. They help us learn to be
patient. And patient develops strength of character in us and helps us trust God more each
time we use it until finally our hope and faith are strong and steady.

Psalm 119:71 It was good for me to be afflicted so that I might learn your decrees.

Amos 3:3 Can two wall together, except they be agreed.

Colossians 3: 13: If one has a grievance against another, as the Lord has forgiven you, so
must you also do.

Exodus 23:1: You shall not repeat a false report. Do not join the wicked in putting your
hand as an unjust witness upon anyone.

Proverbs 26:18: Like a club, or a sword, or a sharp arrow, is the man who bears false
witness against his neighbor.

Matthew 5:44: But I say unto you, love your enemies, bless them that curse you, do
good to them that hate you, and pray for them that despitefully use you and prosecute
you.

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 CHAPTER 2

THE CORE VALUES

130
Are Values Obsulete?

Defined broadly, values are abstract ideals that shape an individuals thinking and
behavior.602 Behavioral scientists have identified two basic types of values: Instrumental
values and terminal values. An instrumental value is an enduring belief that a certain way
of behaving is appropriate in all situation. For example, the time-honored saying,
Honesty is the best policy, represents an instrumental value. A policeman who truly
values honesty will most likely behave in an honest manner. A terminal value on the other
hand is an enduring belief that a certain end-state of existence is worth striving for and
attaining603. For example, one policeman may strive for eternal salvation, whereas another
may strive for social recognition and admiration. Instrumental values (modes of
behavior) help achieve terminal value (desired-end-states).

Religious Values

The modes of religious experience are diverse; hence, religion means different
persuasions to different people. This is the reason why it is very difficult to reach a
generally accepted definition in terms of uniformity of the term religion604. Religion
legitimize the foundation of the culture of society and integrates its value system by way
of defining and explaining what God requires from its adherents and providing rules and
norms of conduct to regulate human behavior. It involves a valuing attitude toward life,
its activities and interests. It has been identified with the choosing of values, which are of
group importance, and the rejection of those, which are anti-social. It cultivates faith,
hope, love, goodness and respect for the human life.605

In a world that changes too fast and where the pursuit of purely personal
interest becomes preferential option for many, the traditional Filipino family values of
respect for elders, caring for one another, pagmamalasakit, pagbibigayan,
kababaang loob, sipag at tiyaga must be preserved and promoted. Without this
tradition, we are, as intimidated by the leading character in the musical Fiddler on the
Roof, as shaky as anybody not standing firmly on a flat ground.
-Senator Manny Villar606

Choosing then the best religious values is vital. The Bible illustrates this in the
story of Solomons request607. God had given him an incredible blank check: Ask for
whatever you want me to give you. Solomon answered: Give your servant a
602
For an excellent treatment of values and related concepts, see Milton Rokeach, Belief, Attitudes and Values.
San Francisco, Jossey-Bass, 1968, p. 124.
603
Ibid., p. 165.
604
Francisco M. Zulueta, et al., Philosophy Made Easy, Navotas Press, Metro Manila, 2000, p. 134.
605
Ibid., p. 137.
606
Speech of Senator Manny Villar during the 107 th Anniversary Celebration of Philippine Independence Filipino
Community in Los Angeles, California at Sheraton Universal Hotel on June 11, 2005.
607
1Kings 3:5-14, Old Testament.

131
discerning heart to govern your people and to distinguish between right or wrong. The
Lord was pleased that Solomon had asked for this. As a result, God not only granted
Solomons request but promised him a number of specific blessings that he would be able
to utilize effectively as long as he continued to have his cosmic values straight.

Give me humility in which alone is rest, and deliver me from pride which is the
heaviest of burden
- Anonymous

Highest Value

The first and greatest commandment according to Matthew 22:37-38, Love the
Lord your God with all your heart and with all your soul and with all your mind. When
we allow God to be at the center of our lives, we ally ourselves with the most powerful
force in the universe. It is this larger picture of the God-centered life that must form the
foundation of our efforts toward value transformation if we develop a generation to
whom religion is more than a cloak or a crutch.608

Many police personnel struggle with a constant sense of guilt and defeat because
they see no hope of measuring up to the impossible code of behavior demanded to them.
George R. Knight609, in his book Philosophy and Education, asserts that pride is the
most serious sin among people, not murder, not anger and not greed. According to him,
pride is linked to self-centeredness, self-sufficiency, and unhealthy self-love a frame of
mind that induces us to trust in our own goodness, strength, and wisdom rather than rely
upon the Creator-God. It is an attitude that places the universal center of meaning on the
individual self rather than upon God. In pride and self-essence of sin.

All Mamang Pulis and Aleng Pulis must put God at the center of their lives
more than the skills and firepower that they willed, what matters more is their spiritual
and moral foundation which is more potent than any other weapon that they possess.
-Police Director General Avelino I. Razon Jr610.

When we look at the list of Philippine National Police leadership, we think they all
come from fear and deeper still, from what the Bible would describe with a single word:
PRIDE. And the only way to deal with pride is to humble yourself before God.
According to Hinduism611, Shun all pride and jealousy. Give up all idea of me and
mine. As long as there is consciousness of diversity and not of unity in the Self, a
man ignorantly thinks of himself as a separate being, as the doer of actions and the

608
Roger L. Dudley, Choosing the Best Values, in: Health and Home, May-June 1995, p. 47.
609
George R. Knight, Philosophy and Education, Andrews University Press, Berrien Springs, Mississippi, 1941,
p. 374.
610
Mamang Pulis The Legacy, Philippine National Police , Camp Crame, p. 50.
611
Hinduism, Srimad Bhagavatam 1.4.

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experiencer of effects. Buddhism612, on the other hand nurtured us the seven kinds of
pride: Thinking one has won fruits not yet attained is pride of conceit. Praising
oneself for faulty deeds is known by the wise as wrongful pride. Deriding oneself,
thinking I am senseless, is called the pride of lowliness. Such briefly are the seven
prides.

Values Relationship with People

The second greatest commandment according to Matthew 22:39, Love your

neighbor as yourself. These values affirm the worth and dignity of people. They should
be treated with consideration, respect and love no matter how undeserving they may seem
to be, regardless of rank and designation. Each PCO, PNCO, and NUP are to discern the
image of God, because we are all created in His image and even the most degraded are to
be treated with respect. God will hold us accountable for even a word spoken in contempt
of one soul for whom Christ laid down His life. 613 Reverend Sun Myung Moon614, in his
speech at Blue Sea Garden emphasized that we must remove from our lives the roots of a
self-centered and individualistic mind-set and the behavior that flows from that. This is
the root of fallen nature and the cause of all evil. This path is directly contrary to the spirit
of the true love absolute values system. Instead of sacrificing and giving for the sake of
others, self-centeredness calls for others to make sacrifices for oneself, and causes a
person to be concerned with his own interests. As Dr. Rolando Hortaleza 615 (Owner of a
multi-billion peso beauty product company in the Philippines) said, Take a look at your
inner self and clarify the values that you hold dearly. Wherever you go, whatever you
become, your values will be your source of strength.

Values are what you consider to be important for you, your profession, your
family or for world in general. For some wealth is a virtue, for some discipline, for
some family, for some their jobs, for some global environment, or moral purity.
Whatever may be your values, certain standards are important when it comes to
choosing values. Your values should be positive, lawful, moral and must contribute to
the overall well-being and happiness of yourself, your family and others, who may be
imparted by your thoughts and actions.
-V. Jajaran616

612
Buddhism, Nagarjuna, Precious Garland 406-12.
613
Thoughts from the Mount Blessing, Mountain View, California, Pacific Press, 1965, p.57.
614
Speech of Reverend Sun Myung Moon, Blue Sea Garden, Rally for the Declaration of Absolute Values for the
Sake of Harmony and Unification, May 21, 2004.
615
Inspirational Message of Dr. Rolando Hortaleza during the Commencement Exercises of John Gowongkei School
of Management of the Ateneo De Manila University on March 29, 2008, In: People. Confessions of a Mother-In-
Awe, The Philippine Star, April 3, 2008, p. C11.
616
V. Jajaran, http://www.hinduwebsite.com/sofdevt/mental/buildlife.

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 In Leadership Lessons from the Africa Tree, L. Van Colff617 discussed the
concept of Ubuntu which represents a collection of values, including harmony,
compassion, respect, human dignity and collective unity. According to him, Ubuntu is
about connectiveness, so leaders must be comfortable with the highly participative
process in making decisions through consensus618. Along with building consensus,
Ubuntu values a collective respect for everyone in the system. It places the good of the
community above self-interest to help others as an inherent part of your own well-
being619. Ubuntu when applied in the Philippine National Police organization requires
the ability to provide support to personnel with lower ranks to mediate differences and to
serve PNCOs rather than subordinate serve superior officers. This does not call for
superior officers leadership abdication, rather, it requires leaders to coach, facilitate and
possibly mediate as they move towards mutual agreement. The leader must first
recognize peoples value. Then he or she must exhibit and promote behaviors that build
self-esteem and must work to rid the organization of behaviors that destroy esteem.
Robert Preziosi620 concentrates on what a leader needs to believe and do in order to
promote the high performance that will be required for organizational success in the 21 st
century. His premise is that leader values are the guiding principles that determine leader
behavior, which in turn, motivates and inspires follower behavior.

THE EROSION OF PERSONAL VALUES

Yielding to the pressures of modern life, some PNP personnel disregard their
personal values and engage in questionable conduct at work. The misuse of public funds,
age and sex discrimination, seniority discrimination and the like in employment would
not be as common as they are today if our top brass officers had not compromised their
personal values somewhere along the line. Compounding the problem of pressure from
above in the problem of value erosion.

Confucious remarked: The life of moral man is an exemplication of the

universal order. The life of the vulgar person on the other hand, is a contradiction of
the universal law order. The following are some list of unethical employee behavior:

Passing blame for errors to an innocent co-worker

Concealing ones errors

617
L. Van Colff, Leadership Lessons From The African Tree, Management Decision, Volume XXI, 2003, pp. 257-
261.
618
L. Van Colff, Ubuntu, Isivivans and Unluhlasa: The Meaning of Leadership and Management in South Africa,
Equity-Skills and Views, Volume 1, December 2002- January 2003.
619
L.D. Krause and R. Powell, Preparing School Leaders in Post-Aparthed Southern Africa: A Survey of
Leadership Preferences of Principles in Western Cape, Journal of Leadership Studies, Volume VI, January 2002, p.
63.
620
Robert c. Preziosi, Value Based Leadership For The 21 st Century, The 1996 Annual: Volume 1 Training,
Pfeiffer and Company, San Diego, California, 1996.

134
 Using company services for personal use, e.g. staff cars, computers, gas allocation
Pilfering company materials and supplies especially during renovations
Padding an expense account over 10%
Accepting gifts/ favors in exchange for preferential treatment
Giving gifts/ favors in exchange for preferential treatment
Claiming credit for someones work (This is true especially in meritorious
promotions where the actual personnel involved were not promoted)
Authorizing a subordinate to violate company rules
Doing personal business during office hours, e.g. selling beauty products
Falsifying daily time records

"Each of us, after all, is a teacher of moral values. The examples we set, the
choices we make, the lives we live broadcast potent, clear ethical signals to all within
our radius. We cannot avoid responsibility for our moral atmosphere. We create it hour
by hour in our actions and motives, seeding the next generation of moral actions with
the ones we cultivate as models today."
-Rushworth Kidder621

Unfortunately, seemingly minor indiscretions often pave the way for steadily
greater abuses. It is easier to compromise the traditional values of honesty, responsibility,
courage and self-control when one is comforted by the notion that EVERYBODY WAS
DOING IT. Spencer W. Kimball622 believed that this notion is often given as an
excuse. He says: No society can be healthy without honesty, trust and self-restraint.
This was also averred by Ann Franke and Meyer Eisenberg 623, in their article in the
Chronicle of Higher Education. They laid seven rules for avoiding conflict of interest as
follows: (1) Dont use the excuse everybody was doing it; (2) Dont rely on But we
used the money for good purposes; (3) Find out what arrangements your administrations
have made; (4) Dont wait for government regulations to show up; (5) Canvass potential
problems; (6) Collect and evaluate existing policies; and (7) Avoid piecemeal solutions. It
maybe tough to change our leaders but we can influence some of the bright people
coming along especially the newly recruited police trainees (Police Officer 1). We need to
help them focus on certain key personal values starting with our ultimate dependence
upon the Lord to guide us. Let us think of it as the higher ground check lists:

Simply do the right thing

Set moral example
Serve others. The spirit of volunteerism is the key to our future.
621
Rushworth Kidder, How Good People Make Tough Choices, William Morrow and Co. Inc., New York, p. 241.
622
Spencer W. Kimball, A Report and A Challenge, Ensign, November 1976, p. 6.
623
Ann Franke and Meyer Eisenberg, Seven Rules For Avoiding Conflicts of Interest, Chronicle of Higher
Education, October 12, 2007.

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 Live your life according to the higher calling Gods calling
Apologize when you made mistakes
Accept the consequences of your actions
Be an encourager, especially to those without hope
Build trusting relationship, trust counts
Conduct that your personal life in a exemplary manner
Cherish your family. Close friends

These are goals and personal values each of the PNP personnel should embrace.

In a study conducted by Police Superintendent Lino Calingasan 624, he found out

that there was low value posted by his respondents in self-respect and wisdom which are
basic to the building of an honest, dedicated mature police force. He recommended that
the re-orientation of the Philippine National Police of its officers and men on effects of
leaders, leader-men relationship, culture, media, crisis, family and religion to their
personal individual lives and as partners of the government in the image building of
service to the people.

Value is ultimately related to the search for meaning in human life. For we say that
life is meaningful when a man has found something capable of arousing his commitment
to it; something deserving of his best efforts, something worth living for, and , if need be,
worth dying for.625 Value enables man to change, to establish self-control and self-
direction.

As law enforcers, we should be aware of some negative Filipino values. Tomas

Andres626 in his Using Your Filipino Values Positively, classify them as eight Ts:

Tatamad-tamad
Tatanga-tanga
Tsitsismis-tsismis
Tatago-tago
Tratraidor-traidor
Tsutsumi-tsumikap
Tataran-taran.

In one way or another, these negative Filipino values may have influence all of us.
We should be careful and must be sensitive to them as values shape character, or

624
Lino De Guzman Calingasan, Values Transformation Among The Officers And Men Of The Region 3 PNP
Command Involved In The Lahar Rescue Operations In Pampanga. Police Intelligence Officers Senior Executive
Course Class 1995-02, Philippine Public Safety College, Fort Bonifacio.
625
Thomas Andres, Understanding Values, New Day Publishers, Quezon City, 1980, p. 19.
626
Tomas Andres, Using Your Filipino Values Positively, Homelife Magazine, September, 1989.

136
Ugaling Pilipino.627 Jocano F. Landa628 suggests that team building for Filipinios
maybe bonded by the following: galang (respect for individuals), ugnayan (consensus),
pananagutan (responsibility) and accountability, balikatan (burden sharing), bayanihan
(cooperation and teamwork) and malasakit (solicitous concern). Should these be taught as
shared values, these can serve as new moral consensus which will help fulfill nationhood
and can shape ideology which will put the Filipino together and imbue in them oneness.

The profession of peacekeeping is an honored calling. So be proud of it. Dont

be the second best, but be the best and the brightest.
- Dr. Cicero Campos629

Dr. Cicero Campos mentioned the values of honesty, morality, industry, self-
discipline and civic responsibility are keys to envisioned better service to our people.
According to him, values is the heart and soul of our public educational system that had
produced long lines of illustrious leaders, heroes and statesmen who served the nation in
various capacities with distinction, competence and honor. Police personnel should be
provided God-centered training designed to the proverbial straight and narrow path. This
is the one among the vision of Police Deputy Director General Jesus A. Verzosa 630 who
believes that police officers should not only be train to move, shoot and investigate but
also shape them into becoming uniformed men and women of Godly character. Values
represent stable, long-lasting beliefs about what is important in a variety of situations that
guide our decisions and actions. They are evaluative standards that helps us define what
is right or wrong, or good or bad in the world. 631 The PNP organization have educated and
independent law enforcers that resents the traditional command-in-control supervision
and financial rewards are far from perfect. Reinforcing a common organizational culture
isnt easy, because some organizational values may conflict with some individual and
societal values.

Cultural, personal and organizational values have been studied by organizational

behavior scholars for decades632. The cultural values represent the prescription of a
society which are usually influenced by religions, philosophical and political ideologies.
Personal values incorporate cultural values, as well as other values socialized by parents,
friends and personal life events. While organizational values are widely and deeply
627
Ramon B. Aglipay. Ethics and the Filipino, A Manual on Morals for Students and Educators, National
Bookstore, Mandaluyong, 2004, p. 77.
628
Jocano F. Landa, Punlad Series On Values, Social Studies Series, 1986.
629
Speech of Dr. Cicero Campus entitled Towards the Best and the Brigthest in the Service, during the Police
Intelligence Officers Advance Course Class 94-01 Graduation Exercises, Philippine Public Safety College, Fort
Bonifacio, 1994.
630
Alfred Dalizon, Cops On Straight, Narrow Path, Peoples Journal, Volume XXIX, Number 240, September 5,
2007, p. 5.
631
A. Sagie and D. Elizer, Work Ethics: A Theoretical Overview and a Model of Their Effects, Journal of
Organizational Behavior, New York, American Management Association, 1996, pp. 503-514.
632
G. Hofstede, Culture Consequences: International Differences in Work-Related Values, Beverly Hills, C.A.,
Sage, 1980.

137
shared by people within the organization 633. Organizations are under increasing pressure
to engage in ethical practices and corporate responsibility. We rely on our ethical values
to determine the right thing to do. Ethical behavior is driven by the moral principles we
use to make decisions. These moral principles represent fundamental values 634.
Unfortunately, a lot of employees give executives low grades on their ethics report cards
these days.635 The discussion on values would be incomplete without examining the
dynamics of ethics in the workplace. Ethics refers to the study of moral principles or
values that determine whether actions are right or wrong and outcomes are good or bad.
People rely on their ethical values to determine the right thing to do.

IMPORTANCE OF ETHICAL VALUES IN THE PHILIPPINE NATIONAL

POLICE

Ethical values are not new to organizational behavior. In fact, organizational

ethical values have been studied by scholars for several decades. 636 The recent interest in
ethical values is that globalization has raised our awareness and sensitivity to differences
in values across cultures. Global organizations like the Philippine National Police face the
challenges of ensuring that PNP personnel especially top brass officers make consistent
decisions and actions. Reinforcing a common organizational culture is not easy, because
some organizational ethical values may conflict with some individual and societal
values.637

Ethical values represent the unseen magnet that pulls employees in the same
direction. They foster common bond and help to ensure that everyone in the organization
regardless of job or rank has aligned goals. 638 During the 1980s and 1990s, the police
ethics continued to be the significant element in improving service to the public. Ethics
mechanisms are established through the development of codes of discipline and ethics
governing police behavior in their relationships with the public and with their superiors
and colleagues within the force. Directives governing police behaviors take on their true
significance only where there are effective and credible mechanisms for handling
citizens complaint. In traditional complaint mechanisms, complainants seldom had an
opportunity to be heard directly by the police officers in charge, and even if an
633
L. Cooke and M. Hutchinson, Doctors Professional Values: Results from a Cohort Study of United Kingdom
Medical Graduates, Medical Education, Volume XXXV, 2001, pp. 735-742.
634
Steven L. Mc Shane, et al., Organizational Behavior, Third Edition, McGraw-Hill Irwin, Boston, 2005, 2005,
p. 16.
635
D. Olive, How Celebrity CEOs Failed to Deliver, Toronto Star, August 24, 2002, p. A1.
636
E.H. Schein, Organizational Culture and Leadership. San Francisco, Jossey-Bass, 1985; G. Hofstide,
Cultures Consequences: International Differences in Work-Related Values, Beverly Hills. C.A., Sage, 1985; A.M.
Pettigrew. On Studying Organizational Cultures,In: Administrative Science Quarterly, Volume XXIV, 1979, pp.
570-581; G.W. England, Personal Value Systems of American Managers, Academy of Management Journal,
Volume X, 1967.
637
P.L. Schumann, A Moral Principles Framework for Human Resource Management Ethics, Human Resource
Management Review, Volume XI, Spring-Summer, 2001, pp. 93-111.
638
M.G. Murphy and K.M. Davey, Ambiguity, Ambivalence and Indifferences in Organizational Values, Human
Resource Management Journal, Volume XII, 2002, pp.17-32.

138
investigation was carried out, only police officers had the right to judge the behavior of
their own and recommend sanctions (fines, suspensions, demotions, dismissals) that were
generally not made public. The absence of public consultation and participation resulted a
widespread negative perception of police forces being both judge and jury, without any
guarantee of impartiality, equity or transparency.639

Police ethics must be congruent to the culture of society. It must be based on

democratic principles, humaneness and respect for human life and other fundamental
rights.
-PSSUPT Antonio Mendoza, National Police College

Encouraging Ethical Conduct

Managers lacking ethical awareness have been labeled amoral by ethics researcher
Archie B. Caroll640. Amoral managers are neither moral or immoral, but indifferent to the
ethical implications of their actions. Amoral managers are ethically lazy. Caroll contends
that the number of managers in this category far outnumbers moral or immoral managers
today.
Simply telling PNP personnel to be good will not work. Both research evidence
and practical experience tells us that words needs to be supported by concrete actions.
There are some ways to encourage ethical conduct within the PNP organization:

a. Ethical advocates
b. Code of ethics
c. Whistle-blowing

A. Ethical advocates. These people may be asked to sit it on top management decision
deliberations. The following questions may be ask:

Have you defined the problem accurately?

How did the situation occur in the first place?
What is your intention in making this decision?
Can you discuss the problem with affected parties before you make your
decisions?
What is the symbolic potential of your action if understood? If misunderstood?
Under what conditions would you allow exemptions to your stand?

639
Maurice C. Halom, et al., Urban Safety and Good Governance: The Role of the prevention of Crime at
http;//www.crime.prevention_inll.org.
640
Archie Caroll, In Search of the Moral Manager, Business Horizonz, Volume 30, March-April, 1987, pp. 7-15.

139
 Ethics, according to Aristotle641, is the endeavor to determine our chief end or
highest good. He believed that a persons aspirations and desires must have some final
object. Such a chief is universally called happiness. For Aristotle 642, ethical behavior was
partly a matter of practice. He said, Men acquire a particular quality by constantly
acting a particular way you become just by performing just actions, temperate by
performing temperate actions, brave by performing brave actions. More simply put,
according to Aristotle, We are what we repeatedly do. The analects of Confucius
provide important insight into Chinese philosophy of the era. Selected excerpts published
by the Harvard Classic643 are provided below:

-Gentlemen cherish worth; the vulgar cherish dirt. Gentlemen trust in justice; the
vulgar trust in favor.

-Without an acquaintance with the rules of propriety, it is impossible for the character
to be established.

-He who exercises government by means of virtue maybe compared to the north polar
star, which keeps its place and all the stars turn towards it.

-The superior man does not set his mind either for anything, or against anything; what is
right he will follow.

B. Code of Ethics. Every criminal justice profession and association has codes of
ethics, canons of responsibility, statements of values, principles of conduct,
standard of practices and oaths of office along with pledges, vows, maxims,
credo, prayers, tenets and declarations. Some are directed to God, others to
superiors or the profession; and still others to society as a whole. They all make promises
that people commit to keeping as a standard of performance. 644 Code of ethics are
suggested means for institutionalizing ethical behavior. Top management demonstrates its
commitment to the code through its daily behavior. Formal code of ethics for
organization members must satisfy two requirements if they are to encourage ethical
conduct645:

a. They should refer to specific practices such as pay-offs, kickbacks, allowances,

etc. General platitudes about professional conduct are not effective because they dont
provide specific guides and offer too many tempting loopholes.

641
Aristotle, Overview, The Internet Encyclopedia of Philosophy at
http://www.utm.edu/research/iep/a/aristotle.html.
642
Aristotle, from Laura Moncurs Motivational Quotations at http://www.quotationspage.com/search.php3?
Search=&Author=aristotle&C=mgm&amp.
643
The sayings of Confucius, Volume XLIV, Part I, The Harvard Classics, New York, P.F. Collier and Son, 1999.
644
In: Police Officer Code of Ethics cited at Policecrimes.com/police_code_html.
645
John A. Byrne, Businesses Are Signing Up for Ethics, Business Week, February 15, 1988, pp. 56-57.

140
 b. Organizational code of ethics should be supported by top management and
equitably enforced through the reward-and-punishment system.

Code of ethics had evolved. Code of Ethics first written in 1957 and still in use by
some law enforcement agencies:646

As a Law Enforcement Officer, my fundamental duty is to serve mankind; to safeguard

lives and property; to protect the innocent against deception, the weak against oppression or
intimidation, and the peaceful against violence or disorder; and to respect the Constitutional
rights of all men to liberty, equality, and justice.
I will keep my private life unsullied as an example to all; maintain courageous calm in
the face of danger, scorn, or ridicule; develop self-restraint; and be constantly mindful of the
welfare of others. Honest in thought and deed in both my personal and official life, I will be
exemplary in obeying the laws of the land and the regulations of my department. Whatever I see
or hear of a confidential nature or that is confided to me in my official capacity will be kept ever
as a secret unless revelation is necessary in the performance of my duty.
I will never act officiously or permit personal feelings, prejudices, animosities or
friendships to influence my decisions. With no compromise for crime and with relentless
prosecution of criminals, I will enforce the law courteously and appropriately without fear or
favor, malice or ill will, never employing unnecessary force or violence and never accepting
gratuities.
I recognize the badge of my office as a symbol of public faith, and I accept it as a public
trust to be held so long as I am true to the ethics of the police service. I will constantly strive to
achieve these objectives and ideals, dedicating myself before God to my chosen profession.. law
enforcement.

Meanwhile, the International Association of Chiefs of Police (IACP) has revised

the code of ethics in 1991. It is now called an oath of honor instead of a code of ethics as
symbolic statement of commitment to ethical behavior:

As a law enforcement officer dedicating myself before God to my chosen profession,

law enforcement.
On my honor, I will never betray my badge, my integrity, my character, or the public
trust. I will always have the courage to hold myself and others accountable for our actions. I will
always uphold the constitution, my community and the agency I serve.
I know that I alone am responsible for my own standard of professional performance and
will take every reasonable opportunity to enhance and improve my level of knowledge and
competence.
I will constantly strive to achieve these objectives and ideals dedicating myself before
God to my chosen profession law enforcement.

For IACP, having officers take an oath will reconfirm the significance of integrity
within the agency and will help bring the entire profession together to show that the vast
646
The Institute for Criminal Justice Ethics, 2003 from the Law Enforcement Code of Ethics, unrevised 1957.
Retrieved April 29, 2003 from http://www.lib.jjay.cuny.edu/cje/html/lece-u.html

141
majority of law enforcement officers not only are good, decent individuals, but also will
step forward to stop unethical acts by any members of the profession. The following are
meaning of the words used in the code of ethics:

Honor - means that ones word is given as a guarantee.

Betray is defined as breaking faith with the public trust.
Badge is the symbol of your office.
Integrity is being the same person in both private and public life.
Character means the qualities that distuingish an individual.
Public trust- is a charge of duty imposed in faith toward those you serve.
Courage is having the strength to withstand unethical pressure, fear or danger.
Accountability means that you are answerable and responsible to your oath of office.
Community is the jurisdiction and citizens served.

In Baltimore, Mayor Kurt Schmoke647 outlined four key elements in the city of
Baltimores ethics program: first, there must be leadership by example- setting an ethical
tone for the organization. Values must be dealt with forthrightly, even when they may be
embarrassing. The second element is code of conduct with clear expectations, written in
concise and easily understood language. The third element is an independent body to
ensure the code of conduct is implemented and the final element is training.

So act to treat humanity whether in thine own person or in that of any other, in
every case as end withal, never as means only.
- Immanuel Khant

C. Whistle-blowing. Detailed ethical codes help managers deal swiftly and effectively
with subordinate misconduct. But what should a manager do when a superior or the entire
organization is engaged in misconduct? Yielding the realities of PNP politics, many
policemen and policewomen simply turn their backs or claim that they were just
following orders.

Many managers believe that whistle-blowing erodes their authority and decision-
making prerogatives. But according to consumer advocate Ralph Nader, the willingness
and ability of insiders to blow the whistle is the last line of defense ordinary citizens
have against the denial of their rights and the destruction of their interests by secretive
and powerful institutions. On the other hand, considering that loyalty to the
organization is a cherished value, whistle-blowing is criticized as the epitome of
disloyalty.

647
Keynote address of Mayor Kurt Schmoke during the Interdisciplinary panel on Integrity and Ethics before the
United States Department of Justice, 1997, In: http://www.ncjrs.gov/txtfile/16811.txt.

142
 Whistleblowing would not need to occur if the organization operated in an ethical
manner. However, because no organization is perfect, the following are infrastructures to
deal with ethical violations:648

1. Develop a code of conduct or credo that emphasizes the values guiding the
organization and for which there is no compromise.
2. Develop an organizational ethics committee whose mission is to create whatever
infrastructures are necessary to have organizational values at the center of all
dealings. The ethical character of the organization, just like that of an individual,
needs to amplify integrity.
3. Ongoing educational forums should incorporate education on organizational
ethical issues. This would help staff understand the difference between personally
held values and those that the organization has developed.
4. Establish a clear, published procedure for all individuals to follow when they
believe the present practice is irreconcilable with the organization's values and
principles of care. This could include a hotline, an ombudsperson, or a credible
and trusted person within the organization. Employees will be less fearful of
retaliation and more likely to express concerns with an existence of a specific,
formal channel for reporting.

To see what is right, and not to do it, is want of courage or of principle.

-Confucius

The challenge for todays PNP Management is to create organizational climate in

which the need to blow the whistle is reduced. Constructive steps acronym as
C.L.E.A.N.S.E. include:

C-onsider ethical pressure points, e.g. perceived pressure form top brass officers or
immediate superiors; the tendency to see others as less ethical than oneself and the desire
for clear ethical standards in ambiguous situation;

L-et the PNP personnels social responsibility policies and make appropriate changes;

E-ncourage the free expression of controversial and dissenting viewpoints, this is

especially the discrimination between and among PCOs, PNCOs and NUPs;

A-wareness of the PNP personnel to know that management respect and is sensitive to
their individual conscience.

648
Role of Organizational Culture in Prevention and Management: Recommendation for Creating an Ethical
Organizational Culture, Medscape Today at http: www.medscape.com/viewarticle/582796_4.

143
N-ever forget the basic principles of knowing ourselves and live right, principles of
courage, persistence and endurance into our inner selves.
S-treamline the PNPs grievance procedure so that the problems received a prompt and
fair hearing.

E-ncourage every PNP personnel respect and understand the norms and rules of action
correctly.

I dream that one day, the community will look up to our cops as dependable,
respectable, approachable, presentable officers and loved by the people. Officers whom
you can ask for directions and help and who respectfully respond to the needs of the
community when they are called.
-Police Director General Avelino I. Razon, Jr.649

According to Thomas J. Martinelli650, Adjunct Professor, Wayne State University,

Detroit, Michigan, ethics is an applied philosophy, causing each one of us to individually
categorize, prioritize, and assign our own personal core values when confronted with
differing scenarios. It demands a self-awareness, a self-realization, and a self-
measurement that is the result of ones life experiences combined with an analytic
thought process acquired from years of practice. In policing, like in any profession,
uniform implementation of organizational core values demands training curriculums that
mold individual personal values into the professional core values unique to the law
enforcement profession. Clearly not everyone has the unique moral compass to be a law
enforcement officer.651 In the final analysis, it is the individual behavior that makes
organizations ethical or unethical, whether he or she is a PCO, PNCO or NUP. But
organizational forces can help bring out the best in people by clearly stating and
rewarding ethical conduct. (A detailed ethical training for law enforcers will be discussed
in the later part of the book.) A book entitled: On My Honor written by Randy
Pennington652, et al., is very helpful in leading you specific tools for development of your
principle base. The authors elevate the Boy Scout Oath as a model for running a business
as well as any enterprise (family, personal life, community). It goes like this:

On my honor, I will do my best:

o To do my duty to God and my country; and to obey the Boy Scout Law;

649
Avelino I. Razon, Jr., In: To Serve and Protect by Dann Fabros and Meloi B. Maluntag, Philippine Free Press,
Quezon City, February 2, 2008, p. 14.
650
Thomas J. Martinelli, Ethical Defensibility: Putting Police Ethics on Trial, The Police Chief, Volume LXXX,
Number. 11, November 2013. Copyright held by the International Association of Chiefs of Police, 515 North
Washington Street, Alexandria, VA 22314 USA.
651

652
Boy Scout of America Oath, In: Randy Pennington and Marc Bodemon, On My Honor, I Will, New York,
Warner Books, 1992, p.4.

144
 o To help other people at all times
o To keep myself physically strong, mentally awake and morally straight.

This chapter includes core values that will serve as foundation for discipline rules
which are important in the selection, orientation and training process and serve as a basis
for evaluating the performance of employees. Among the core values discussed are as
follows: trust, professionalism, discipline, humility, courage, character, commitment,
accountability, love, loyalty, enthusiasm, truth, faith, hope and honor.

145
TRUST

Some PNP personnel could not deny of having been criticized, charged, or
implicated in an anomalous, immoral or condemnable activities placing their dignity,
honor, fame, and position in the PNP at stake. The continued expose on illicit activities
involving PNP personnel is quite a serious matter which the PNP administration must
look into without any fear or favor. The PNP faced with an atmosphere of mistrust. The
tainted image has greatly affected public opinion.

Building on trust has enabled us to mobilize talent and to bring together the
best people to cater to an increasingly diverse array of customer needs.
- Jaime Augusto Zobel de Ayala653

What is trust?

Trust is born with openness, vulnerability, and awareness that we cannot go it

alone. No one is self-made. We constantly need others to turn our wants and needs into
reality. Trust is essential to every relationship, whether it is in the office or at home. What
you practice at home should be what you practice at the office. Trust is a psychological
state comprising the intention to accept vulnerability based upon positive expectations of
the intent or behavior of another person654. Trust is important for organizational
commitment because it touches the heart of the employment relationship. The PNP
personnel feel obliged to work for organization only when they trust its superior officers.

To the best of my ability, I was honest and fair in dealing with my peers and
subordinates. I believe I have left to my children and grandchildren a sense of similar
value.
- Marvin Stone, Former Editor-in-Chief, U.S. News and World Report, Washington,
D.C.

Trust means putting faith in the other person or group. It is also a reciprocal
activity: To receive trust, you must demonstrate trust. Trust is important for
organizational commitment because it touches the heart of the employment relationship.
Employees identify with and feel obliged to work for an organization only when they
trust its leaders. Trusting managers and leaders talk with their people rather than at
them. Leaders find that trust begets trust, in other words, those who feel they are trusted
tend to trust others in return. Dale Zand655 believes that trust is the key to establishing
productive interpersonal relationship. Trust is the first part of leadership in a
653
Jaime Augusto Zobel de Ayala, In: Zobel Gets Highest Alumni Award from Harvard, Philippine Daily Inquirer,
October 1, 2007, p. B2-2.
654
D.M. Rousseau, S.B. Silkin and R.S. Burt, Not So Different After All: A Cross-Discipline View Of Trust,
Academy of Management Review, Volume XXIII, 1998, pp. 399-404.
655
Dale E. Zand, Trust and Managerial Problem Solving, Administrative Science Quarterly, Volume XVII, June
1972, pp. 229-239.

146
democracy says Rudolf Guilani656. Leaders must be trusted to hold on to his on her
words, whether in politics, or in other endeavors, he stressed during a brief interview in
Makati, Shangri-La. He says: The very best way to do this is figure out which one you
can trust for the future of your country657. Janet Reno658, the Attorney General of the
United States expressed concern about and interest in improving police integrity. She
says: The public trust is something that all of us hold sacred. You can set the policies,
you can set performance standards, but it is following up to make sure that those
standards are met and that those policies are carried out that is important.
Who can you trust?

One of the reasons for the decline of PNP personnel spirit is a pervasive loss of
trust. Everywhere we look we find evidence that no one trusts anyone anymore. Take a
look at other computer files. Chances are you will see passwords to open documents.
Private lending institutions require too many clearances. Promotion boards require
authentications from originating offices. Our hospital wont accept patients without PNP
dependents I.D.s. PNP personnel are not allowed to transact business in various offices,
if said personnel is not a liaison officer. Our cars are secured with alarm systems, and our
homes are secured because of imported dogs. Why? Because we dont even trust our
neighborhood. Are we really that dishonest? Evidently, we are.

Are White Lies So Little?

No one deliberately tries to be untrustworthy. Often, cheating begins in a small,

innocent ways. An excuse that simply is not true. Claiming sickness as a cover-up for not
attending parading team during Monday flag raising and flag retreats. We call them white
lies. Then the small ones grow into more serious violations of trust. We cut the corners
by cheating on others and, in the end, we cheat ourselves. Why? Because trust is an
ultimate value that protects an orderly, civilized society from chaos and anarchy.

A great man is always willing to be little,

-R.W. Emerson659

If there is no trust among superiors, subordinates, neighbors, family members and

friends, nothing works. How would you feel if there is hidden camera in your respective
offices intended to catch you sleeping on your job? In Pasig City Police Station for

656
Rudolf Guilani, In: Leadership by Ana Marie Pamintuan, The Philippine Star, Volume XXIII, Number 3, July
30, 2008.
657
Interview with Rudolf Guilani by Philippine Star executive editor Ana Marie Pamintuan during the roundtable
discussion of the first Leadership Conference Series at the Rizal Ballroom, Makati, Shangri-La on July 29, 2008.
658
Keynote Address of Janet Reno on Integrity and Ethics: A Federal Perspective, during the Interdisciplinary
Panel on Integrity and Ethics before the United States Department of Justice, 1997, In:
http://www.ncjrs.gov/txtfile/16811.txt.
659
R.W. Emerson, PNP Journal, Camp Crame, Quezon City, 1st Quarter, 2007, p. 44.

147
instance, there were at least four incidents caught sleeping on their jobs. Non Alquitran 660
of the Philippine Star reported that inspections were conducted in the police precincts and
sub-stations in Pasig City where the desk officers, investigators and desk officers were
videotaped sleeping on the job. If you cant trust a person on small matters, you certainly
cant have much confidence on larger issues. Trust starts close to home with a promise
kept, the confidence of a friend you can count on, a spouse who is always there through
the good times and the bad times.

660
Non Alquitran, Pasigs Top Cop Warns Men Vs. Dozing on Duty, The Philippine Star, Volume XXII, Number
274, April 29, 2008.

148
 Without trust, we are doomed to chaos and confusion because nothing can work.
When we tell our boss that we will make the report by certain date, do we do on time?
When we promise our daughter or son that we will take her or him to Jolibee or Mc
Donalds, do we do so or do we cancel because of work-related conflict? Do we prefer not
to go home for few days because of stake-out mission despite our commitment to family/
quality time during week ends? Trust binds people and the PNP together. It is based on
truth. This challenge is for anyone who wants to see the PNP return to an organization of
greatness. Never, ever tell a lie again? If we only do that, we will see a new era of
prosperity and renewal. As Carl R. Peed661 , the Director, Office of the Community
Oriented Policing Services, United States Department of Justice says: One essential
principal of community policing is public trust. If trust does not exist between the
public and their law enforcement agency then community policing efforts will not
work. Integrity must be the foundation of everything we do, and is the cornerstone of
community policing. This was averred by Police Senior Superintendent Persie M.
Aldaba662 during his discussion at Staff Study of Public Safety Officers Senior Executive
Course Class 36-98, If the PNP wishes to gain success, it must retake the streets, its
historical domain and battlefield. To be successful on the streets is to win back the
hearts and minds of the populace. With the publics trust and confidence upon the PNP
renewed and revitalized, its perception of the PNP will shift from negative and positive
and with it the voluntary offer of assistance and cooperation.

Trust is a major issue affecting every aspect of our lives 663. Let us look at
developing trust on police personnel level- how he trust himself, how he build trusting
relationships, how he help others to trust themselves and how he viewed as being
trustworthy. Developing trust is radiated out by that police personnel in his thoughts, his
actions and his dreams. The Association of Chiefs of Police of the Philippines
Incorporated for instance, lost its entire fund to one of its most TRUSTED officials who
got addicted to gambling and withdrew Php 4 million from the organizations fund by
forging the signatories in several occasions since 2006. 664 According to Robert Cooper665,
Developing trust equates with developing a core emotional strength that begins with a
feeling of self-worth and extend outwards to others. How could you trust law
enforcers subject for lie detector tests to determine circumstances surrounding the
mysterious theft of a service vehicle at Camp Crame, Quezon City? Imagine one (1)
Toyota Innova under the PSPGs care was stolen and was utilized by car thieves who
were arrested at a checkpoint? 666 The community is an important but often neglected
661
Carl R. Peed cited in http//www.cops.usdoj.gov/files/RIC/Publications/e10032081.txt.
662
Persie M. Aldaba, Street-Level Police Operation, discussed in Staff Study, Class 36-98, PPSC, Fort Bonifacio,
Makati City.
663
Hilarie Owen, et al., The Leadership Manual: Your Complete Practical Guide to Effective Leadership, Pearson
Prentice Hall, Great Britain, 2004, p. 148.
664
Alfred Dalizon, Police Execs Lose Php 4 Million, Peoples Journal, Volume XXIV, Number 364, January 8,
2008, p. 6.
665
Robert Cooper, Executive E.Q,, Corion Business Books.
666
Dj Yap, 40 PNP Men To Take Lie Detector Tests For Probe On Stolen Car, Philippine Daily Inquirer, Metro,
August 11, 2011, p. A10.

149
audience for a discipline matrix. One aspect of community relation problems is a deep
lack of trust in the police among some segments of the society. Many members of these
communities believe that officer misconduct is not punished, including even acts of
serious misconduct such as use of excessive force that results in injury or death to a
citizen.667 In order to develop the trust of the community, Police Senior Superintendent
Noel C. Estanilao668 recommended that the police must develop consciousness and
awareness among the citizenry of the insurgency problem, on the basis of crime
prevention, penal laws and local ordinances; develop positive perceptions, attitudes and
opinions towards the PNP and its personnel and develop a motivated public willing
enough to actively participate and support law enforcement programs and projects
launched within their respective communities. This is in accordance to the Letter
Directive on COPS Five Year Master Plan wherein communict policing is not a self-
contained programmed, but a method of policing, where the community is treated not as a
passive customer but as an active partner in preventing crime and disorder and promoting
security.

Trust is the backbone of any relationship, personal or professional. Strong

organizations and managers knew its the people that really count, says Michelle
Reina669, who-with her husband and partner, Dennis, of Chagnon and Reina Associates in
Stowe. The Reinas advise managers to be mindful of how each of their actions affects
their relationships with employees. This relationship is very essential for any successful
association, says Anirban Bhattacharya670. In a team, mutual respect and trust must be
developed so that team members and management could establish a balancing act and
work towards the fulfillment of the end goals. Monroe Porter671, President of PROOF
Management Consultants says, If you distrust people, paying them to be trustworthy
will not work. If you are slack with people and do not hold them responsible,
developing a phony motivational program will only create an illusion of success. Trust
is a behavior we learn; it is not a function of the trust-worthiness of our family, friends
and peers. Jean Hollands672 pointed out that some of us never learn to trust. Probably
more of us learn to ride a bike or to swim than to trust. Yet the same prerequisite are
needed as to bike or to swim! Hold your breath and have faith that you can stay on the
bike or afloat. Faith without anxiety causes the balance required to stay on the bike or in
the water. Onward the same faith in a relationship. Put your head up, take a deep breath

667
Samuel Walker, The Discipline Matrix: An Effective Police Accountability Tool?, Conference Report,
University of Nebraska, Omaha and Oakland California Police Department, October 16-17, 2003.
668
Noel C. Estanilao, An Evaluation On The Effectiveness Of The Community Oriented Policing System: Evolving
A Doctrine Of Partnership Between The Police And The Community, PSOSEC Class 36-98, Fort Bonifacion
Makati City, 1998.
669
Michelle Reina, In: The Trust Factor by Brian Friel published by govexec.com.
670
Anirban Bhattacharya, Team Building Strengthen Relationships, Article source: http://Ezinearticles.com/?
expert=Anirban.
671
Monroe Porter, Boosting Employee Morale, at Monroe@proofman.com
672
Jean Hollands, The Silicon Syndrome: How To Survive a High-Tech Relationship, Bantam Books, New York,
August 1995, p. 193.

150
and decide that you can trust your family, friends and peers. You can trust enough to
keep your balance, to stay afloat.

Trust comes from inner belief that you are good and honest person and that you
value integrity, and of course treating others as they like to be treated. The Golden
Rule is found in the scriptures of nearly every religion. It is often regarded as the
general principle of ethics:

Confucianism: Try your best to treat others as you would wish to be treated yourself,
and you will find that this is the shortest way to benevolence.

Hinduism: One should behave towards others in a way which is disagreeable to oneself.
This is the essence of morality.

Christianity: You shall love your neighbor as yourself. (Leviticus 19:18)

Islam: Not one of you is a believer until he loves for his brother what he loves for
himself.

African Traditional Religion, Yoruha Proverb: One going to take a pointed stick to
pinch a baby bird should first try it on himself to feel how it hurts.

Jainism, Sutrakritanga 1.11.33: A man should wander about treating all creatures as he
himself would be treated.

Ask yourself the following questions and see if you feel that your trust is lacking:

o Are you trustworthy?

o Do you trust yourself?
o Do you trust others?
o Do you treat people the way that you like to be treated?
o Do you act with integrity? How do you feel when you act with integrity?
o Do you have your role model for developing this behavior?
o How do you show that you are confident that police personnel can do a good job?
o Do you sit down when listening to others?
o Do you give them equal time to air their views, concerns?
o Do you treat both people fairly?

The only way to make a man trustworthy is to trust him.

-Henry Stimson673
673
Henry Stimson, In: The Tom Peters Seminar: Crazy Times Call For Crazy Organizations, by Tom Peters,
Vintage Books, Random House Inc., New York, 1994, p.78.

151
 According to Steven Covey, trust is the highest form of human motivation. With
trust, motivation and development working together the spin-offs are numerous,
providing for possibility of increased learning, risk taking, creativity, collaboration,
communication and morale. God has good things He wants us to do and to be. Virginia
Mollenkott674 says, as we set goals for the future, we demonstrate our trust in fact that
God is not playing games with us. He always desire only our good. A paradox was
written by Bernard Ramm675 for those things that we should be: What we are is measured
by what we do. When we attempt to write goals about what we should be, we quickly
recognize that they can only be expressed in terms of what we should do.

You should bear in mind that it takes a great deal of efforts to earn the trust of
the public but it will take just a second to destroy that reputation.
-Adu Pukee676

For Tom Peters677, When we discussed going far beyond empowerment and
turning each employee into business, we stumbled on the missing link: TRUST, or the
absence thereof.

Trust is also the oft-ignored glue that holds the newfangled virtual organization
together. The thing that nobody talks about is the profound role of trust, John Seeley
Brown678 told Update. He continued:

One of the problems with these virtual corporations is that people forget the fact
that an alliance lasts for a year or so before it ends. What is left behind is a set of
experiences. If those experiences led to a shared understanding and trust between the
group that you were just working with you and yourself, then you have the basis for
future work with you. But the virtual corporation aint gonna work unless you have a
growing web of TRUST.

All law enforcement agencies, large or small, are dependent on a high level of
public trust. Since society has entrusted us with the power to keep the peace, collect
evidence and make arrests, it is only natural that people are concerned that we not abuse
this power. Thus, law enforcement operations are subject to more intense public scrutiny
than any other public organization. This overview of the police's potential abuse of power

674
Virginia Mollenkott, In Search of Balance, Waco. Texas, Word, 1959.
675
Bernard I Ramm, The Right, The Good and the Happy, Waco, Texas, Word, 1971.
676
Adu Pukee, In: http://www.modernghana.com/news/201215/1/95.
677
Tom Peters, Crazy Times Call For Crazy Organizations, by Tom Peters, Vintage Books, Random House Inc.,
New York, 1994,p. 29.
678
John Seeley Brown, Upside, December 1993, p. 30.

152
is accomplished through the judicial system, the press, citizen review groups, and
oversight by other law enforcement agencies.679

Even though all law enforcement agencies have had employees who abused their
authority, or were corrupt in other ways, the public still has a high level of trust and
confidence in law enforcement organizations and individual officers. Edward J. Tully 680
suggested three reasons for this level of confidence. First, the public recognizes the
difficult nature of law enforcement job and that a few officers will not be able to resist the
temptation of corruption. Although some corruption is expected, the public also believes
that police officials will take prompt action when corrupt behavior is alleged on the part
of an officer. The second reason the public has a high level of confidence in law
enforcement organization is that law enforcement are doing a good job! The vast majority
of officers are working under adverse conditions, making good cases, and performing a
wide variety of valuable public services. In short, they are doing far more to protect and
serve than what the public has a right to expect. Thirdly, the public needs law
enforcement services--no alternative to public law enforcement has proved feasible.
Good will and public support, however, can evaporate quickly when law enforcers do
things that are abusive, stupid or just plain wrong!

The Philippine National Police was not always the scandal-rocked and much
maligned institution as projected in news headlines and commentaries these days. But the
blemished image is made darker with its top officials revealed to have treated intelligence
funds as their personal travel and leisure kitty with even their wives misrepresented as
ranking officials attending assemblies of the International Police Organization
(INTERPOL)681. The world knew that the Philippine National Police have been rocked by
the Euro General. And other scandals e.g. Paranaque shoot-out, Peninsula Siege,
Ted Failons Arrest, Manila Hostage Crisis, Maguindanao massacre, Senator
Mirriam Defensors revelations on Jueteng lords and the expose of the late SILD
Secretary Jesus Robredo on PNP irregularities, and the recent lifestyle issue of the Chief
Philippine National Police, Director General Alan La Madrid Purisima. Anent to this, JV
Bautista682, Interior Secretary of the Opposition United Alliance (UNA) backed the
clamor to replace PNP Chief Director Purisima and Interior Secretary Manuel Mar
Roxas II for their in inefficiency in maintaining peace and order in the country. He
says: Why is there a rise in crime, and why are more policemen involved in
them? Because the PNP Chief, Gen Allan Purisima, is the product of padrino
politics, while his boss, Interior and LG Sec Roxas is too busy trying to catch up

679
Edward J. Tully, Responsibility, Leadership, Public Trust- Tough Words, June 1997.
680
Ibid.
681
Failure of Leadership At The PNP, posted on November 20, 2008 at
http:///www.MIDFIELD>WORLDPRESS/com/2008/11/20.
682
JV Bautista, In: Purisima Ouster Backed, by Aaron B.Mecuenco ,Manila Bulletin, Voume 502, Number2,
October 2, 2014, pp.1-2

153
with Vice President Jejomar Binay. He added: How can he set a good
example in the police organization when he himself is involved in irregularities?
And add that to the fact that the DILG cannot effectively supervise the PNP
because of hiss well-known indecisiveness and preoccupation with politicking

The Philippine National Police will still survive, but it will take the organization
many years to regain the reputations. In the meantime, the morale and efficiency of the
police organizations suffer. PNP spokesperson Reuben Theodore Sindac admitted
the PNP is saddened the institution is once again being put in a bad light. He,
however, emphasized that the PNP is doing everything it can to rid the institution
of misfits.

Patuloy ang cleansing ng aming ranks. Meron ngang medyo bulok sa

aming hanay pero hindi nangangahulugan na sa isang basket ng kamatis ay
yung isang bulok na kamatis ay bulok na rin yung buong basket.
- Reuben Theodore Sindac683

FURTHER READINGS (Biblical Verses)

1 Timothy 5:8 If anyone does not make provision for his relations, and especially for
members of his own household, he has denied the faith and is worse than an unbeliever.

Ephesians 2: 10 To do those good deeds with God planned for us to do.

Isaiah 30:21. Whether you turn to the right or to the left, your ears will hear a voice
behind you, saying, This is the way: walk in it.

Psalm 56:3-4. When I am afraid, I will trust in you. In God, whose word I praise, in God
I trust, I will not be afraid. What can mortal man can do for me?

Proverbs 16:3. Commit to the Lord whatever you do, and your plans will succeed.

John 16:33. (Jesus replied) In this world you will have trouble. But take heart I have
overcome the world.

683
Reuben Theodore Sindac, In: PNP Eyes Review of Training, Values Formation Programs, by: Edwin Sedival,
DZMM posted on Sept 9, 2014 at http://www.abs-cbnnews.com

154
Psalm 73:26. My flesh and my heart may fail, but God is the strength of my heart and my
portion forever.

155
INTEGRITY

The word "integrity" stems from the Latin adjective integer (whole, complete).
In this context, integrity is the inner sense of "wholeness" deriving from qualities such
as honesty and consistency of character. As such, one may judge that others "have
integrity" to the extent that one judges whether they behave according to the values,
beliefs and principles they claim to hold.684

How do we define integrity? How do we identify it in police officers? How do we

make sure that the police officers we involve in community policing efforts are people of
character and integrity? What do we mean by the concept of integrity? First, a person of
integrity has a reasonably coherent and relatively stable set of core moral virtues. And
second, the person's acts and speech tend to reflect those principles. Individual integrity,
then, requires that one's words and actions should be of one piece, and they should reflect
a set of core virtues to which one is freely and genuinely committed. But what should
these virtues be? The answer to that question may differ in different professional
contexts, but integrity in the context of police work should amount to the sum of the
virtues required to bring about the general goals of protection and service to the public. In
short, professional virtue should always bring about the moral goals of the professional
organization in question.685 Dr. Stephen J. Vicchio listed some professional virtues of a
good police officer that brings about the goals of the profession:

1. Prudence. Practical wisdom, the virtue of deliberation and discernment. The ability to
unscramble apparent conflicts between virtues while deciding what action (or inaction) is
best in a given situation.

2. Trust. The virtue of trust involves the three primary relationships of the police officer:
the citizen-officer relationship, the officer-officer relationship, and the officer-supervisor
relationship. Trust should engender loyalty and truthfulness in these three contexts.

3. Effacement of self-interests. Given the potential "exploitability" of citizens, self-

effacement is important. Without it, citizens can become a means to advance the police
officer's power, prestige, or profit, or a means for advancing goals of the department other
than those to protect and to serve.

4. Courage. As Aristotle suggests, courage is a golden mean between two extremes:

cowardice and foolhardiness. There are many professions-surgery and police work, to
name two-where the difference between courage and foolhardiness is extremely
important.

684
http://www.en.wikipedia.org/wiki/Integrity
685
Keynote address of Dr. Stephen J. Vicchio, professor of philosophy at College of Notre Dame in Baltimore during
the national Symposium on Police Integrity co-sponsored by the National Institute of Justice and Office of
Community Oriented Policing Services posted at http://www.fbi.gov/publications/leb/1997/july972.htm.

156
5. Intellectual honesty. Acknowledging when one does not know something and being
humble enough to admit ignorance is an important virtue in any professional context. The
lack of this virtue in police work can be very dangerous.

6. Justice. We normally think of justice as giving the individual what he or she is due. But
putting the virtue of justice in a police context sometimes requires the removal of justice's
blindfold and adjusting what is owed to a particular citizen, even when those needs do not
fit the definition of what is strictly owed.

In 1999, when I was appointed Chief of Police, I inherited an agency that stood
for good values and integrity in name only. Nobody respected us and we were only
followed because we had guns and therefore we had power.
-Senator Panfilo Lacson686

Cognizant of other alternatives that might be taken. More important, a person of

integrity is one who does not attempt to evade responsibility by finding excuses for poor
performance or bad judgment. At a minimum, then, these seven virtues are required for
integrity because they are required as the general goals of police organizations.

When enforcing societys laws, police officers are entrusted and endowed with
special powers that can have profound influence on its citizenry. Officers can, and
occasionally do, abuse their authority, violate rules and laws, set a poor example for
others, and exploit their position for personal gain. It is critical, therefore, that police
officer integrity problems are minimized through whatever means possible, including
early identification and prevention.687 There are many ways to define integrity and many
terms have been used to describe what happens when officers fail to uphold the publics
trust. Such definitions include corruption, malfeasance, misconduct, and brutality, to
name a few. One source, the International Association of Chiefs of Police (IACP) 688 has
developed the Standards of Conduct, a comprehensive set of principles that is
intended to guide ethics in law enforcement. It provides guidelines for officer behavior in
a wide spectrum of domains including obedience to laws, regulations, and orders;
conduct unbecoming an officer; accountability, responsibility, and discipline; conduct
towards fellow employees; conduct towards the public; use of alcohol and drugs; use of
tobacco products; abuse of law enforcement powers or position; off-duty police action;
prohibited associations and establishments; public statements, appearances, and
endorsements; political activity; and expectations of privacy. Barker 689 identified several
686
Speech of Senator Panfilo Lacson during forum at the University of the Philippines NCPAG Assembly Hall last
February 28, 2008 entitled Wala Nga Bang Ku-Corrupt at http://www[ing;acson.net/speeches.
687
Gary l. Fischler, Identifying Psychological Prediction of Police Officer Integrity Problems, Community
Oriented Policing System, Office of the United States Department of Justice, CFDA No. 16.710, December 19,
2004.
688
Standards of Conduct, International Association of Chiefs of Police, National Law Enforcement Police,
Alexandria, Virginia 1991.
689
T. Barker, An Empirical Study of Police Deviance Other Than Corruption, Journal of Police Science and
Administration, Volume VI, pp. 264-272, 1978.

157
types of misconduct (besides corruption) that were rated as occurring anywhere between
8 and 39% by officers in South City, Mississippi, a city of 25,000. These included
perjury, brutality (including verbal abuse), sex on duty, sleeping on duty, and drinking on
duty.

According to the results of his survey data, Trautman 690 rank ordered the top 10
reasons for police officer decertification. These include false statements/reports, larceny,
sex offenses other than rape, battery, driving under the influence, excessive use of force,
fraud/forgery, drug possession or sales (other than cannabis or cocaine), weapon offenses,
and drug possession or sales (cocaine). The Minneapolis Police Department (MPD) 691
lists the following behaviors as examples of misconduct which may be cause for
disciplinary action: tardiness and absenteeism; sick leave abuse; absence without leave;
insubordination (disobedience, abusive language or behavior), willful or negligent
damage of City property; interference with the work of other employees; sexual
harassment; misappropriation of City property, funds, or money; violation of safety rules,
laws, and regulations; discourtesy to public or fellow employees; physical abuse,
brutality, or mental harassment; accepting gifts from the public in connection with
performance of duties as a City employee; criminal or dishonest conduct unbecoming to a
public employee, whether such conduct was committed while on duty or off duty;
reporting to work under the influence or in possession of alcohol or illegal drugs, or using
such substances on the job; soliciting or receiving funds for political purposes or personal
gain during work; using authority or influence to compel an employee to become
politically active; use or threat of political influence on employment status; violation of
department rules, policies, procedures, or City ordinance; knowingly making a false
material statement to the Citys representative during an investigation into employment
related misconduct; and other justifiable causes as specified.

Effective crime control requires a collaborative working relationship between law

enforcement and the communities that they are sworn to serve and protect. A culture of
police integrity is essential in building respect and trust and, in turn, mutual respect and
trust between police and citizens is essential to effective crime control. Local law
enforcement agencies operating within their legal authority, in accordance with accepted
police practices, and in an ethical manner consistent with community expectations, means
police integrity.692 Practices that impugn the integrity of the police range from obtaining
or maintaining evidence without following proper procedure to direct violations of the
rights of suspects - including the coercion of confessions (sometimes through torture),
planting and fabricating evidence, or giving false testimony in court (perjury). This latter
situation can often arise where an otherwise conscientious officer loses faith or trust in
the criminal justice system and acts through a misplaced sense of duty or zeal in seeking

690
N. Trautman, The True Solutions to Workplace Corruption, National Institute of Ethics, Gulfport, MJ.,
Unpublished manuscript, 2002.
691
Complaint Process Manual, Minneapolis Police Department, Minneapolis, MN, 2002.
692
http://www.cops,usdoj./Default.asp.163.

158
to secure a conviction against someone of whose guilt he or she is convinced. It is,
nonetheless, still illegal. The key to challenging these shortcomings lies in developing
and maintaining robust mechanisms for accountability and oversight. Ensuring police
integrity is fundamental to good governance and is essential in gaining public trust and
achieving public safety. Moreover, because the police are often the most visible and most
encountered part of government, the level of confidence and trust held by a nation in its
police reflects the trust and confidence held in its government. Accountability has been
called, the mother of caution and as such it has a prophylactic and deterrent effect.
Standards are less likely to be compromised if they are being monitored. Thus, public
confidence and trust in the police can be enhanced and maintained by clear
accountability, effective oversight, and transparent integrity.693

There was a story entitled The Great Cathedral written by Chris Czach
Hidalgo694 back in the middle ages (400-1400 AD):

A great cathedral was under construction and employed many skilled laborers.
One day a stranger man came to town and asked several of the men what they are doing.
One man answered, I have to lay this brick to feed my nagging wife and my many
ungrateful children. Another man said, : Im following the fathers footsteps and doing
what Ive told. The old man answered, I am a mason, this is what I do. Yet another
man was heard saying, I do this because I have many debts to pay.

Then the stranger saw a young man laying brick who was working feverishly
unlike the other workers. Intrigued, the stranger questioned this young man next. After
hearing the question, the young man stopped, stared at the yet unfinished building and
answered by saying, Im taking part in the greatest building project in history. A
cathedral unlike any other in the world. One of surpassing beauty and size. This cathedral
will be the greatest the world has ever see. Im only laying the block but my efforts will
help this great cathedral to stand the test of time so future generations can marvel at and
appreciate its awesome beauty.

Needless to say, the previous story, according to, reveals that it is not what you
have to do, its not what you want to do or what you think you should do, but its about
you do all things in life. How you do what you have to do; how you do to what you think
you should do will determine your success. Youll have to do things, youll want to do
things, and youll think you should do things your whole life, but its the quality of
how you do them that really matters. Integrity plays a critical part in quality decisions,
thoughts and actions. Only when we do less than our best, are less than truthful, or are

693
Policing The Integrity and Accountability of the Police, Criminal justice Assessment Toolkit, United Nations, New
York, 2006.
694
Chris C. Hidalgo, :Definition of Integrity posted at http://www.webweevers.com/integrity.htm posted on
December 16, 2002.

159
less effective than we can be, are we losers in the professional sense" 695. S.R. Covey696
reflects that while integrity is the child of humility and courage, it has offspring of its
own - a "third generation" that includes wisdom: "Integrity means that your life is
integrated around principles and that your security comes from within, not from
without. It also means maintaining the highest levels of honesty and credibility in all
relationships. If your security comes from within, you simply have better judgement.
You're not in an overreactive state; you don't dichotomize; you don't catastrophize;
you're not extreme; you have better overall life balance. With wisdom, you see things
in ... perspective and proportion... ." Moreover, integrity is represented by core
personnel values such as trustworthiness, courage, honesty, self-discipline and tolerance.
It is a matter of character, not personality. It is character that matches words with deeds in
a way that willexudes consistent honesty and forthrightness, not insincerity and selfish
manipulation of circumstances to ones own advantage.697

Why do some law enforcers lack integrity? Does he or she succumb to social
pressure e.g. co-workers, senior officers, clients and the many forms: physical
intimidation or verbal or non-verbal approach? Integrity can only be achieved if a
person strives to achieve it. According to Milan Pagon 698, Professor and Dean of College
of Police and Society, University of Maribor, Slovenia, Apprpriate education and
training in police ethics, good moral climate in police organization, appropriate social
networks, trust and suppot can all both motivate police officers to strive for integrity and
help achieve it. Moreover, integrity of police officers is one of the most important steps
towards professionalism in policing, and one of the most powerful antidotes to police
corruption, brutality, neglect of human rights and other forms of police deviance.

695
J.W. Thomas, Effectiveness: The Hallmark of the Natural Resource Management Professional, Transcript of
the 51st North American Wildlife and Natural Resources Conference, 1986, pp. 27-38.
696
S.R. Covey, Ethics of Total Integrity, Executive Excellence, Volume XII, Number 8, 1995, pp. 3-4.
697
Noel C. Griffin, The Five Is of Police Professionalism: A Model For Front-Line Leadership, The Police Chief,
November 1998.
698
Milan Pagon, Police Ethics and Integrity at http:/74.6.146.244/search/cache?ei=UTF.

160
PROFESSIONALISM

One of the biggest difficulties in the police profession debate is searching a

consensus on the definition. If the standard definition of profession is applied to policing
in its current state, policing is not a true profession 699. In Groiler Encyclopedia of
Knowledge700, profession means, one of a limited number of occupations or vocations
involving special learning professions: law, medicine.

Professionalism is the pride of serving, the duty of expeditiously helping,

especially helping the ordinary citizen; the task not of a bureaucrat but of a true
servant of people; such as serving the men and women who come to our offices with
needs that we must help meet with courtesy, with dispatch, with graciousness, with a
SMILE.
- Secretary Jesus P. Estanislao701

What do we mean by professionalism in the police organization? Police profession

is a very dignified and honorable profession. As Abrajano 702 stated, the idealism of the
police service is to safeguard mankind even to the extent of sacrificing his/ her own blood
and life to cause, a matter which has been through the years been listed and immortalized
by the heroic death of cops who shed their lives in the performance of their duties.
Throughout the years, much have been said about professionalizing the police in our
communities. Professionalization703 is that state of mind, that standard of behavior, that
image of competency that one equates with the finest persons who follow a calling, who
practice the art and science of vocation, and who perform the function of a job. For
according to Ramon B. Aglipay, 704 The practice of profession cannot be regulated
entirely by legislation. Each profession therefore subscribes to a set of moral code.
This Code of Ethics guides the actuation of a professional where the law is silent or
inadequate.

The problem of ethics is not so much an individual matter as an issue of

professionalization705. A group with professionalization (as opposed to just being a
profession) possesses a special morality that attaches to its social roles rather than the
people who inhabit those roles. Mere professions can be created by certification,
licensure, or continuing education, and anybody can create a code of ethics. Some of the
699
M.L. Dantzer, Being a Police Officer: Part of a Profession?, In: M.L. Dantzer (Ed) Contemporary Policing:
Personnel, Issues and Trends, Newton, M.A., Butterworth, Heinemann, pp. 127-144, 1977.
700
Groiler Encyclopedia of Knowledge, U.S.A., 2002, p. 316.
701
Speech of Jesus P. Estanislao during the Flag Raising Ceremony and Pledge to the Constitution, Department of
Finance Building, Agrifina Circle, Manila, February 5, 1990.
702
Dionisio E. Abrajano, Police Profession: Dilemna of Law Enforcement, Laws and Order News Magazine,
June-August, 2002, p. 23.
703
Ibid., p. 24.
704
Ramon B. Agapay, Ethics and The Filipino: A Manual On Morale For Students and Educations, National
Bookstore Inc., Manila, 199, p. 5.
705
T. OOnnor, Police Issues at http: //www.edu/ocnnort

161
defining qualities of professionalization include: a monopoly over an essential public
service (and police certainly have that, but must work to maintain that trust); a regulatory
code of ethics (one that guarantees the public the exact standards by which services are
delivered); special knowledge and expertise (never a resort to plain old-fashioned
common sense); higher education (not just training, but lifelong learning); autonomy and
discretion (the ability to make judgments and be creative rather than rule-driven); and
self-regulation (successfully earning the right to say that outsiders can never appreciate
the constraints and pressures of police work). The basic reason why policing has
remained unethical and sub-professionalized is because police have demanded self-
regulation instead of earning it (they have also abused their monopoly trust and never
made a dent in any of the other defining qualities of professionalism).

Men who adopt the profession of arms submit on their own free will, to a law
of perpetual constraints. On their own accord, they reject their right to live where they
choose; to say what they think; to dress as they like. From the moment they become
soldiers (and policemen), it needs but an order to settle them in this place; to move
them to that; to separate from their families and dislocate their normal lives. In the
world of command, they must rise, march, run, endure bad weather; go without sleep
or food; be isolated in some distant post; work until they drop. If they die in their
tracks, if their ashes are scattered to the four winds, that is all part of their job
- General Charles de Gaule

The job of the police has its own flaws because of the teeming temptation
attendant to its many functions. Whether the police personnel like it or not, temptations
will surely come along this way; and its up to his/ her own option and volition to deny or
accept the offer.706 According to Police Director Edgar Galvante707, developing the
capability of our police and non-uniformed personnel to the fullest extent is a continuous
process, which is accompanied by the development of systems and equipment to enable
them to do their job efficiently. He (Galvante) introduce acronym A.I.D.E. in order for
the PNP to more become efficient and effective in performing its job:

A - is for aptitude that is professional

I - is for integrity that is moral
D - is for discipline that is organizational
E - is for equipment that is functional

Professionalism and Education

706
E. Farris, A New Vista for Sheriffs, New Mexico, 3 rd Edition, Las Cruces, N.M.: New Mexico University
Cooperative Extension Service, 1985.
707
Edgar C. Galvante, The First 365 Days Accomplishment Report, in: The PNP Journal, Volume X, Number 6,
November-December 2000, p.7.

162
 Education is an integral part of gaining the status of professionalism, and if the
police are to become professional, they must accept the requirements of some formal,
higher education as a minimum standard for their occupation.708 As former President
Fidel V. Ramos709 emphasized, The police profession carries the crucial responsibility
of securing the harmonious conditions that make it possible for our nation to move
forward speedily, and for our people to fully enjoy the fruits of progress. He
mentioned that without proper training, education and value formation, no profession,
much more one with such exacting and perilous responsibilities as law enforcement, can
ever cope with the challenges that must be met firmly and unselfishly each day. This was
averred by R.G. Caldwell and W. Nardine710, in their book Foundations of Law
Enforcement and Criminal Justice. If a police is to become professional, it must
require educational degrees. As H.W. More says, The need for police officers who
are intelligent, articulate, mature and knowledgeable about social and political
condition is apparent.711

Strive to fulfill Gods will by being faithful to your vocation as keepers of

peace, and you will not only reap the rewards of heaven in the after life, but you will
actually start building the Kingdom of Heaven right here and now. You have in your
hands the power to make a difference. You know you are more powerful than a priest
or a bishop because you can impose goodness and justice and order. You have the
power to do what is good, use it for the good of all, and then you will be able to spread
goodness far and wide.
- His Eminence Ricardo J. Vidal712

The police is the agency entrusted with the duty of maintaining public order. If it
falters in this sacred task the tranquility of the community is disrupted, fear and distrust
overcome the inhabitants, and the government machinery is subjected to bitter criticisms.
A disruption of social order is often interpreted as a breakdown of government. And when
this happens, unfortunately, the protective services bear the brunt of police apathy. 713 The
effective sustinence of the society is hinged on an efficient law enforcement process,

708
R.V. Mecum, Police Professionalism: A New Look at an Old Topic, In: H.W. More (Ed)., Critical Issues in
Law Enforcement, 4th Edition, 1985, pp. 312-318.
709
Speech of President Fidel V. Ramos during the 15 th Philippine National Police Academy Exercises at Camp
Vicente Lim, Calamba, Laguna on April 7, 1994.
710
R.G. Caldwell and W. Nardine, Foundations of Law Enforcement and Criminal Justice, Indianapolis, Boobs-
Merill Company, 1977.
711
H.W. More, Jr., Critical Issues in Law Enforcement, 4 th Edition, Cincinnati OH, Anderson Publishing
Company, 1985.
712
Message of His Eminence Ricardo J. Vidal during the Monday Flag Raising Ceremony on April 2, 2007 at Camp
Sergio Osmea Sr., Osmea Boulevard, Cebu City, In: Police Digest, April 2007, P2. 12.
713
Prospero A. Olivas, The Police Chief, A reprint of a Term Paper presented to Professor Raymond T. Galivin of
the Faculty of the School of Police Administration and Public Safety, The Michigan State University, November 29,
1965.

163
according to Emmanuel C. Onyeozili 714. Efforts should be made fully professionalize the
police in order to enable it discharge its civic duties to the society. Full professionalism
would achieve through further training and re-education such as targeted special college
equivalent classes in social sciences, criminal law and procedure. This would improve the
police officers relation capacity.

A well-deployed police personnel is a well maintained peace and order.

-Police Superintendent Ruben M. Mendoza715

The policeman is a profession of action if we are to make into account the fact that
all the avowals articulated in the Police Officers Pledge call for sober and sound action
to be truly effective and efficacious. 716 Thus, demanding action not lip-service, are the
policemans avowals to love and serve God, country and people, to uphold the
Constitution and obey legal orders of the duly constituted authorities, to maintain a high
standard of morality and professionalism, to respect the customs and traditions of the
police services, and to live a decent and virtuous life and to serve as an example to others.
I recalled one segment of Imbestigador of GMA 7, anchored by Mr. Mike Enriquez
last June 21, 2008. A Police Officer 1 detailed at Station 3, Quezon City Police Office
went to the Barangay Captain somewhere in Barangay Coliat, Quezon City relative to the
seizure of Video-Karera Games in the area. In the aforementioned segment, said
policeman is the operator of the Video-Karera, where he claimed that the profit of the
game is for the operational expenses for Station 3. In this particular case, where is
professionalism here?

What about respect to women? A case of acts of lasciviousness against a member

of the Northern Police District by a widow who swore that the law enforcer molested her
inside a public toilet in Monumento, Caloocan City. In her complain according to
Anthony Giron717 of Tempo, the policeman drunk and armed with a gun barged into the
toilet while she was inside and allegedly fondled her lower and upper private parts.
Another policeman assigned with the Manila Police District General Assignment
Division was accused of stealing a kiss from a 22 year old Barangay Kagawad inside a
police station in Sampaloc, Manila. In her complaint, the policeman took her to the
veranda on the pretext of explaining to her how he could assist her regarding her
husbands case. However, the policeman flirted her and then held her head against his and
kissed her in the lips.718 Meanwhile, a rookie policeman fired indiscriminately on New

714
Emmanuel C. Onyeozili, Obstacles To Effective Policing In Nigeria, Department of Criminal Justice,
University of Maryland Eastern Shore, 2005.
715
Ruben M. Mendoza,Doctrine On Effective Employment Of Personnel For Community Oriented Policing System
(COPS), Doctrinal Statement, Police Senior Officers Executive Course Class 97-33, PPSC.
716
Fritz V. Quianola, The Policeman: Profession of Action, The PNP Journal, May-June 1998, p.22.
717
Anthony Giron, NPD Lawman Fights Molestation Case, Tempo, Volume XXV, Number 354, December 20,
2007, p. 3.
718
Jeamma E. Sabate, Kagawad Points Cop As Kissing Bandit, Tempo, Volume XXV, Number 354, December
20, 2007, p. 3.

164
Years Day and stripping a minor while touching the victims breast. In a report of Itchies
G. Cabayan719, said law enforcer reportedly yanked the minors blouse, bared her breast
then touched them. Another rookie cop and his two cohorts were charged with
kidnapping, carnapping and acts of lasciviousness. Accoring to the victim, in a news
report of Steve A. Gosuico720, the rookie cop blindfolded her to a motel, where the cop
stripped her from the waist up and took photos of her using his cellular phone before
touching the laters breast and forcing his lips into hers. On another occasion, a thirty four
year old cashier from Kaunlaran Village in Caloocan City filed a case of acts of
lasciviousness against a rookie cop assigned with the Northern Police District. According
to the report, the policewoman barged into the toilet at the LDC Building at the
Monumento Market while the victim was inside. The cop believed to be drunk and armed
with a gun allegedly fondled the victims lower and upper private parts. 721 Another rookie
cop who had a drinking spree to two other police officers prodded a policewoman to go
on patrol with him. But while scouring the area of Southpoint Subdivision, the rookie
kissed and held the policewoman in her private parts.

According to some observers at the Philippine National Police say one of the
biggest problems hounding the PNP is its lack of proper and updated of accounting of
personnel, including payroll, actual strength, how many are sick or vacation leave or have
died whether service-related or not in the service, how many have been suspended or
have gone on AWOL, among others.722 The issue on how productive the PNP personnel in
performing their duties and responsibilities matters in the transformation of the PNP.
Where there are some members of the PNP who do not report on duty otherwise known
as 15-30, ghost employees, and those who moonlighting duties outside the PNP
organization. These had been observed by the critiques most specifically in the remote
areas of the country where some PNP personnel concentrate in farming and other
businesses, which allegedly with the personal knowledge and blessings of their
superior officers. Due to this irregularities, the daily accounting system of the PNP serves
as a tool to promote professionalism among and within the ranks of all PNP personnel
which will be undertaken at early as 8 am and at 5 pm. According to former Police
Director General Avelino I Razon Jr723., this will enhance the deployment of PNP
personnel in performing their respective tasks and functions in order that every member
of the organization can be more effective and efficient in undertaking their specific duties
and their respective place and time of work. According to Arnold Caf 724, to be
719
Itchie G. Cabayan, Cop In Hot Water For Stripping, Fondling Minor in Public, Peoples Journal Tonight,
Volume XXVIII, Number 75, January 9, 2008, p. 3.
720
Steve A. Gosuico, Rogue Cop Faces More Criminal Raps, Peoples Journal, September 27, 2007, p. 12.
721
Anthony Giron, NPD Lawman Fights Molestation Case, Tempo, Volume XXV, Number 354, December 20,
2007, p.3.
722
Cecille M. Suwerte Felipe, Transforming the PNP at http://www.philstar.com/Article.aspx?Articleid=43905
posted on February 10, 2008.
723
Avelino I Razon Jr., In: New Accounting System OKd, by Alfred Dalizon, Peoples Journal, Volume IX, Number
23, February 1, 2008, p. 6.
724
Arnold Caf, The Philippine Bungled Hostage Crisis, Suggested Reform For The PNP, In Ideas Galore/
Dealing With Various Themes and Issues at http://www.affleap.com

165
professionalized it has meant to be that policy organization, must be morally high,
effective, efficient, highly trained, abreast in any latest training techniques and well
rounded. He added that to be professionalized, it shall be free from politics, free from
scalawags in their own ranks in order to preserve the prestige and credibility of the
organization as the protector and not the prosecutor of the Filipino people. His article was
really an eye opener for he made mentioned the attributes of what law enforcers should
be: What we need are men and women whose competence is beyond question; whose
dedication to serve is beyond tha call of duty; whose integrity is unquestionable; whose
loyalty is in accordance to the Philippine Constitution and Filipino peoples aspiration
of peace and order; and whose image as a protector and not the source of human
rights violation and police brutality; and most of all it has to be oriented foremost with
high regard in saving innocent lives in any of their operation.

When you start your regular service, you will see every single day as a
challenge and an opportunity. Embrace opportunity. That is how to apply what you
have learned in the academy and to grow as a professional, as an individual- yes, as a
concerned citizen of our republic.
-Former President Gloria Macapagal Arroyo725

Further Readings; (Biblical Verses)

Sense of Significance that not only do we matter but that what we do matters, that our
lives and what we do with them, whether at work or home, make a difference (Acts
13:76).

Sense of self esteem- that we have value and worth as people living on planet earth
(Matthews 12:11).

725
Speech delivered by Her Excellency, Gloria Macapagal Arroyo at the 29 th Commencement Exercises of PNPA
Oman-Silang Cclass 2008, posted at Inquirer.net, Arroyo To New Police Officers: Be Apolitical by Michael L.
Umbac, March 28, 2008.

166
DISCIPLINE

Discipline is a mental or moral training that makes a man willing to be subject to

control and regulations for the good of the entire group of which he is a member 726. The
term discipline has several different dimensions. Most important, it means more than
just punishment. Punishment has the general purpose of penalizing an officer for
misconduct, and also to deter future misconduct, both by the individual in question
(specific deterrence) and other officers (general deterrence). 727 Discipline stands for equal
rights and privileges for all members of an organization. It involves counseling (informal
conferences and/ or oral reprimand), written warning, or deficiency notice, short
suspension, longer suspension, and ultimately discharge.

Counseling. When a minor infraction such as tardiness, late and failure to submit
explanation letter is involve, the supervisor should meet with the offending subordinate,
remind the subordinate of what is expected and discuss what difficulties may have
prompted the offending conduct and generally attempt to encourage future compliance.

Written Warning. Providing an employee with a written warning deficiency notice

detailing the rule of standard involved is the next step in discipline system. Written
warning should contain the following: details of the offending conduct, the rule (s)
violated, required future conduct, signatures of the supervisor and employee and
employees comments, if any.

The supervisors purpose in taking disciplinary action is to improve subordination

behavior. Taking disciplinary action is usually a painful experience both to employee and
the supervisor. In order to reduce the unpleasant action should fulfill as much as possible
the requirements of immediacy forewarning, consistency and impersonality.

Duty, discipline and dedication must be internalized by every member of the

PNP.
-Police Director General Percival L. Adiong728

For the Chinese classical strategist Sun Tzu says:

If troops are punished before they have grown attached to you,

they will be obedient. If not obedient, it is difficult to employ them. If
troops have become attached to you, but discipline is not enforced, you
can not employ them either. Thus, soldiers must be treated in the first

726
PSBRC Module 1, Foundation Subjects, Overview of Courtesy and Discipline, Curriculum and Standards
Development Service, Philippine Public Safety College, Makati City, 2002, p. 51.
727
Samuel Walker, The Discipline Matrix: An Effective Police Accountability Tool, Conference Report, Police
Professionalism Initiative, University of Nebraska at Ohama, January 2003.
728
Sixto O. De Leon, A Man to Match and Watch, The PNP Journal, March-April, 1994, p. 35

167
 instance with humanity, but kept under control by iron discipline. In this
way, the allegiance of soldiers is assured.

If orders are consistently carried out and the troops are strictly
supervised, they will be obedient, If orders are never carried out, they will
be disobedient. And the smooth implementation of orders reflects
harmonious relationship between the commander and his troops.

Offensive amounting to abuse of police status constitute the most serious

disciplinary problem because they are subversive of the essential and fundamental
mores of the police service.
- Reynaldo JD Cuaderno729
The Philippine National Police is an organization which demands a high degree of
institutionalized discipline from its members. However, the volume of reported and
unreported offenses incurred by some PNP personnel raises questions on the credibility of
the organization.

People are like stained-glass windows. They sparkle and shine when the sun is
out. But in the darkness, beauty is seen only if there is light between.
- Anonymous

Principles of Discipline

John Maxwell730 in his latest book entitled: Leadership Gold says: To make
consistently good decisions, to take the right action when needed and to refrain from
taking the wrong actions requires character and self-discipline. While there is
considerable disagreement about philosophies of discipline, there is also substantial
agreement on certain key principles of how to discipline, acronym as A.D.A.G.E.:

A Avoid derogatory labels and destructive shaming.

If your personnel tell a lie, it wont help to call him/ her a liar. When you label a
personnel with derogatory name as liar, cheat or loafer, you avoid your low expectations
and re-enforce the personnels low esteem.

You should be ashamed of yourself is common but unhelpful admonition used

by many superior officers. The personnel who knowingly misbehaves and get caught may
feel ashamed, but you will better serve the personnel by teaching him or her to feel
ashamed of the wrong behavior.

729
Reynaldo JD Cuaderno, Administrative Disciplinary Proceedings in the Philippine Police Service, Criminal
Justice Journal, May-August, 1988, p. 26.
730
John Maxwell, Leadership Gold, In: Business Matters: Beyond the Bottom Line by: Francis J. Kong, The
Philippine Star, Volume XXVII, Number 306, May 31, 2008, p. B3.

168
D Do not make rules you are willing to implement.

When personnel know the rules and you have made clear to them the
consequences of breaking the rules, threats become unnecessary. Rather you can remind
the personnel of the rules and consequences. If the personnel misbehaves, you must
implement the consequences. Otherwise, the personnel will not believe you or the limits
you have established.

A Avoid comparing and lecturing. Also avoid manipulative responses.

Comments such as Why cant you be like PO1 Juan Dela Cruz? are very
destructive. When superior officers compare personnel, the senior officers strike a severe
blow at the personnels self-esteem. Similarly, lengthy lectures are usually unproductive.

In your frustration, you maybe tempted to resort to anything to get a reluctant

person to obey: bribery, sarcasm, or emotional withdrawal. These efforts are inevitably
self-defeating. You may get compliance, but your personnel do not learn any value.
Herman Cain731 tells how he set a standard for friendly service with the Happy
B.E.E.S. The B stood for Bad moods stay home. The Es signified, Eye contact with
Customers, Everyday. This success with motivational discipline earned Cain an increase
in business and a promotion up the ladder.

G Get feedback about your discipline style.

It is very difficult for most of us know whether we inadvertently use any of the
destructive discipline techniques such as shaming, intimidation, or prolonged lecturing.

Senior officers should create an opportunity for discussion and mutual feedback.
Be sure to also ask for feedback about how effectively you discipline. The spirit of this
session should be one of mutual learning about how to create more effective
communication and positive relationships with your personnel. Remember, do not offer
criticism in a derogatory manner, and try not to take criticism too personally. The goal is
to learn together and to become an effective office-personnel team.

E- Express your anger consciously.

If you are ignored or if the misbehavior is serious, an angry scolding may be

appropriate. To be effective, however, your anger must be controlled and targeted. Tell

731
Herman Cain, Leadership Is Common Sense, SUCCESS, January-February, 1997, pp. 41-48, In: Sun Tzu The
Art of War For Managers, 50 Strategic Rules, by: Gerald Michaelson, Adams Media Corporation, Avon,
Massachussettes, 2001, p. 92.

169
your personnel specifically why you are furious and what he/ she must do to make
amends.

It is when we face ourselves and face Christ, that we are almost lost discipline
of self-examination; and then reawakened sense of wonder.
- Andrew Murray, 19th century author in spiritual life.

Discipline can be a state of affairs 732. If morale is high, discipline can be positive
and a lesser need for the senior officer to take disciplinary action. Supervisors should
recognize the fact that most employees would want to perform their job and that most
discipline is self-imposed. Former President Fidel V. Ramos 733 once said: People choose
leaders whose character is beyond reproach. Leaders with the right intentions and
leaders with self-discipline. He continued: If one would aspire to lead others, one
must first be able to discipline and lead oneself. Before one can dare to command
others, one must first master him/ herself. An organization like the Philippine National
Polcie closely reviews the seemingly deviant behaviors of some of its members in order
to assert integrity and unity. Moreover, moral discipline as asserted by Police Chief
Superintendent Crisogono R. Fransisco734, is more than a necessity. It is the binding force
that makes people or members subscribed the idea of civilianized behavior especially in
public service. He discussed in his paper that a law enforcer must be characterized by a
deep sense of vocational commitment, and the willingness to endure hardships and
sacrifices.

No matter who you are, regardless of age, rank, standard of living, religion,
and region, you must build on how to become a refined individual.
Cpt 4Cl Sibayan JML C-06304735

According to Whit Criswell736, in his book What Makes a Winner: Principles

from the Bible for Business and Life, successful people are willing to do things that
average people are unwilling to do. He suggested six ways to practice self-discipline:

1. Successful People Master Their Moods.

They live by their commitments, not by their emotions.
732
Cosme A. Somilang, On Disciplinary Action, Economic Warrior, Economic Intelligence and Investigation
Bureau, Camp Aguinaldo, October, 1989, p.10.
733
Speech of Fidel V. Ramos at the National Leadership Training for Student Government Officers organized by the
Department of Educations Center for Students and Co-curricular Affairs in cooperation with the Bureau of
Secondary Education, the Ateneo Student Trainers and Business Works Incorporated,Tteachers Camp, Baguio City,
August 18, 2005.
734
Crisogono R. Fransisco, Indicators of Civilianization, A paper presented to the Philippine Public Safety
College on May 12,1999.
735
Sibayan, Discipline, The Way To Survive, Kalasag, Recognition Issue, Philippine National Police Academy,
2003, p. 16.
736
Whit Criswell, What Makes a Winner: Principles from the Bible for Business and Life, OMF Literature Inc.,
Manila, 2007, p. 17-19.

170
2. Successful People Watch Their Words
They put their minds in gear before opening their mouths.

3. Successful People Stick To Their Schedule

They make the best use of their time.

4. Successful People Restrain Their Reaction.

They control their temper.
5. Successful People Manage Their Money.
They learn to live on less than what they make and invest the difference.

6. Successful People Maintain Their Health.

That way they can accomplish more and enjoy their achievement.

For so long we have been immersed in a confused debate over ideas and
principles, when our real need was SELF-DISCIPLINE.
- Late President Ferdinand E. Marcos737

The PNP personnel should ponder the promise from the Bible in 2Timothy 1:7,
God has not given us a spirit of fear and timidity, but of power, love and self-
discipline. Therefore, if the personnel in the police force accept Gods control over his/
her lives, the more self-control God gives to him/her. The discipline each PNP personnel
established today will determine his success in the future. Law enforcement organization
have the social responsibility of having to behave in a manner and procedure as expected
to enforce the laws of society, maintain peace and order and suppress lawlessness. When
the police personnel tasked to perform these duties are themselves possessing attitudes
and behaviors that manifest their lack of discipline, the corresponding impact on the
image of the police could be irreparable.738 As perceived by Pedro Angelo Jr.739, discipline
deteriorated in the organization and also the absence of self-commitment on the job. He
stressed that todays breed of cops seem to practice the NO CARE ATTITUDE toward
their respective jobs.

Dicipline will remain a central focus of my leadership. We will be quick in

giving rewards to deserving personnel and acknowledge their good deeds, but we will
also be very trict in punishing the misfits and undisciplined.
-Police Director General Nicanor A Bartolome740

737
Third Inaugural Address of the late President Ferdinand E. Marcos at the Quirino Grandstand, June 30, 1981.
738
Gerald C. Marlowe, Police Administration in the 20th Century, London, John Wiley and Sons, 2009.
739
Pedro Angelo Jr., Pulis Ng Maynila Ngayon, Volume II, Number 8, September 1997.
740
Nicanor A. Bartolome, Serbisyong May Pagkukusa, Greetings From The Chief, PNP at http://www.pnp.gov.ph.

171
 One of the major problems with police discipline is that practices are shrouded in
secrecy, rumor and myth. Most people outside the policing do not know what kind of
discipline results from a particular act of misconduct. Particularly problematic is the
perception that officers are regularly not disciplined or otherwise held accountable for
their acts.741 Would you believe that a ranking Lower House Officer has sought the
investigation of a group of policemen detailed at the Batasan Complex for allegedly using
their barracks and their guardhouse as a beerhouse and drinking while on duty in the
company of unidentified women? This is the claim of the Chief of the Public Relations
and Information Division Media Center. According to Romie A. Evangelista 742 of the
Manila Standard Today, said officer was subjected to harassment from the drunken
policemen at the Batasan Complex gate. In this particular incident, what kind of
discipline do the soused cops have? What about a Guest Relation Officer (GRO)
performing lewd show in a police station? The incident happened in Mangaldan Police
Station where a concerned citizen reported thru PNP textline 2920.743

Let us rid our force of misfits and scalawags Let this be a warning to all of
us. These policemen have no place in the PNP.
-Police Chief Superintendent Orlando Mabutas744

A stern warning of rogue cops who failed to observe the norms of conduct and
discipline in the PNP organization will face summary dismissal proceedings. In a report
by Alfred P. Dalizon745 of Peoples Journal and Freddie Lazaro746 of Tempo, two police
bodyguards of Abra Town Mayor were dismissed for firing their guns indiscriminately at
a party in Bauang, La Union following the complaint filed by the management of Long
Beach Resort and Restaurant. According to the reports, the mayor and his escorts were
heavily drunk when they arrived at the resort where the group had been drinking.

To those who have strayed from the straight and narrow path and can still be
reformed, we will give them the opportunity to think things over, refocus their goals
and values and align them with the values who remain committed to the high
standards of our professions. -Police Director Geary L. Barias 747

741
Criticism of police departments handling reported by numerous commissions since the Kerner Commission,
report in 1968, National Advisory Commission on Civil Disorders, Report, New York, Bantam Books, 1968.
742
Romie A. Evangelista, Congress Officer Slams Soused Cops, Manila Standard Today, Volume III, Number 135,
August 14, 2007, p. A8.
743
Eva Visperas, 12 Pangasinan Police Officers Lost Posts Over Lewd Show, Philippine Star. July 31, 2010 at
http://www.philstar.com/Article.aspx?articleid=598218.
744
Ibid.
745
Alfrerd P. Dalizon, 2 Trigger-Happy Cops Fired, Peoples Journal, January 21,2008.
746
Freddie G. Lazaro, et al, Abra Mayor, 2 Aides Disarmed in La Union, Tempo, Volume XXVI, No. 21, January
21, 2008.
747
Remarks of Police Director Geary L. Barias at NCRPO, Bicutan during the 14 th Ethics Day Celebration on
January 7, 2008.

172
 What about the former cops who were dropped from the service? What do they
engaged at? Are they disciplined and as pure civilian at present? In the editorial of the
Philippine Star748 stated that The problem is worrisome particularly because many
crimes have been perpetrated by members of the police and the military who have been
dismissed or listed as AWOL, or by gangs led by such individuals.

In a local news by Jeffrey G. Damicog 749 of Tempo, he reported that an ex-cop

arrested for carnapping in Las Pias City after police caught him in possession of a stolen
Basic taxi. Said suspect introduced to the arresting officer as a policeman assigned with
the Eastern Police District.

Duty, discipline and dedication must be internalized by every member of the

PNP.
-Police Director Percival L. Adiong750

In another incident, Elison A. Quismorio of Tempo 751 reported that an ex-Police

Officer 1 and companion were collared for illegal possession of deadly weapon and
handgun by the Camanava patrolling cops when the duo were spotted riding in an errant
motorbike. Ex-cops were suspects in armed robbery in Metro Manila. According to
Marlon Ramos752 of the Philippine Daily Inquirer, the heavily Armed Men who stormed
the offices of Zest-O Corporation an RC Coca Cola last April 14, 2008 and made off with
around Php 6 million could be ex-cops. In an interview with the Chief of Quezon City
Police District Theft and Robbery Section, By the way they moved around the two
beverage companies, the robbers appeared to be men who had military or police
training.

Meanwhile, dismissed members of the PNP (153 dismissed, 92 resigned and 23

terminated) faced administrative and criminal charges who managed to encash paychecks
worth over Php 26 million despite having been separated from the service. According to
Alfred Dalizon753, their names were not deleted on time, either the Computer Service
continued to print their paychecks nor the Finance Service continued to credit payments
to their ATM payroll accounts. In its 2007 report, the Commission on Audit noted
overpayments amounting to Php 76.8 million made to 1,739 deceased, retired, dismissed,
suspended and terminated personnel. According to Alfred Dalizon 754, overpayments were
traced to some administrative oversight wherein the names of the deceased were not
immediately deleted from the master file. In this particular incident, these personnel
748
Editorial,Invincible, Philippine Star, July 29, 2012.
749
Jeffrey D. Damicog, Ex-Cop Arrested For Carnapping. Tempo, February 7, 2007.
750
In: A Man to Match and Watch, by Sixto O. De Leon, The PNP Journal, March-April, 1994, p. 35.
751
Elison A. Quismorio, Gun Ban Charge Awaits Ex-Cop, Tempo, October 2, 2007.
752
Marlon Ramos, Ex-Cops Suspects in Quezon City Robbery, Philippine Daily Inquirer, Volume XXIII, Number
128, April 16, 2008, p. A26.
753
Alfred Dalizon, PNP Goes After Cop Cheats, Peoples Journal, July 1, 2008.
754
Ibid.

173
committed fraud and dishonesty. The question is: Are they (dismissed personnel) going to
return the overpaid account? Who is to be blame in these lapses?

A man maybe consecrated, dedicated and devoted but of little value if

undisciplined.
-Hudson Taylor755

Police arrested a former Quezon City policeman and two others who allegedly
tried to steal some Php 3 Million worth of jewelry from a lawyers house in Paranaque
City. The suspects allegedly tried to rob lawyer Casiano Aguadas house of jewelry that
included a diamond studded choker by claiming to be looking for a place to rent. 756 In
another incident, the Quezon City Police District arrested a former Police Officer 1 who
is on a watch list of rogue cops by the Quezon City Police District Intelligence
Division and the NCRPO, for his alleged involvement in a string of robbery cases in
Tomas Morato, Quezon City. In a report of Reiner Padua 757 of the Philippine Star, the ex-
cop used to be assigned with QCPD Station 9 was dismissed from the service for Grave
misconduct and was also charged with malversation of government property when he
did not return his .9mm service firearm. In Camp General AlejoSantos, Bulacan, police
are hunting down a dismissed policeman tagged in the robbery-slaying of a money-
changer shop owner in Malolos City last Tuesday. The launching of manhunt against the
former police officer after witnesses positively identified him through the updated police
rogue gallery as the gunman who killed and robbed Carmina Ablay Pagatpatan, owner of
J-Lyn Money Changer in Malolos City.758

Colonel Ardant du Picq759 writes:

What makes the soldier capable of obedience and direction in action, is the
sense of discipline. This includes: respect for and confidence in his chiefs;
confidence in his comrades and fear of their reproaches if he abandons them in
danger; his desire to go where others do without trembling more than they; in a
word, the whole of esprit de corps.

In line with the discipline zone program in which the police officers strictly
implement city ordinances to reduce crimes in the designated area of responsibility, the
Director of Eastern Police District, Police Chief Superintendent Leon Nilo Dela Cruz 760
755
MNRD Training Manual Book 1, Building Our Nation in Righteousness, p. 59.
756
Michael Punongbayan, Ex-Cop Nabbed in Foiled Heist, Philippine Star, October 4, 2007, p.18.
757
Reiner Padua, Rogue Cop on PNP Watchlist Caught in Q.C., The Philippine Star, August 7, 2008, p. 17.
758
Freddie Velez, Ex-cop in Money Shop Owners Rob-slay Hunted, posted on September 6, 2014 posted at
http://www.tempo.com.ph/2014/09/ex-cop-in-money-shop-owners-rob-slay-hunted/

759
Ardant du Picq, In: Sun Tzu:The Art Of War For Managers by: Gerald A. Michaelson, Adams Media
Corporation Avon, Massachsssetts, 2001, p. 91.
760
Leon Nilo Dela Cruz, Philippine Star, Volume XXVII, Number 336, June 30, 2008, p. 21.

174
warned that he will relieve station commanders who fall to solve major crime incidents in
their jurisdiction. He says: Ive observed that theres a number of major incidents
happening in Eastern Metro Manila which remains unsolved and the station commanders
are not lifting a finger to put the suspects behind bar. Police Superintendent Rafael M.
Corpuz761 conducted a study on the state of discipline in the Western Police District in
terms of level of performance, level of courtesy, personal decorum and bearing, standard
of dress, cleanliness, responsiveness to orders, attendance and punctuality, police-citizen
interaction, and leadership qualities of a commander. The findings yielded in his study
disclosed that there is a need to improve the slate of discipline in Western Police District
such as: effective methods of personnel screening during a recruitment process, sufficient
training, conduct of constant retraining and close supervision. He recommended to
intensify PNP Moral Recovery Program to enhance adherence to professional ethics and
moral values. Encourage formation of integrity circles to serve as venue for moral and
spiritual awareness and accountability group for involved police personnel. In addition,
a deficiency of self control and orderly conduct is the lack of discipline. The simple
obedience to rules and regulations is a manifestation of discipline, says Jad Paolo A
Cairo.762 Further, according to Valenzuela First District Representative Sherwin
Gatchalian763, in order to help revive the public trust to law enforcers, the Congress
needs to review the effectiveness of the disciplinary system of the Philippine
National Police. He averred: There is now a dangerous trend of cops gone badly
and who profit from their crimes when they have sworn to uphold the rule of law
and to protect citizens from harm. Instead they are the ones who threaten the
safety of the public. In his House Resolution (HR) No.1507, Gatchalian said
there is a perceived impression that the Integral Affairs of the Philippine National
Police and the National Police Commissionlacks teeth in the discipline and
apprehension of unscrupulous and corrupt police officers.

A disciplined person is a person who can do what needs to be done when it

needs to be done.
-Richard Foster764

Values are important in the selection, orientation and training process and serve as
a basis for evaluating the performance of employees. They also serve as the foundation
for discipline rules. Despite the dysfunctional environment in the Philippine National
Police, values should be taught and reinforce in our daily endeavor. These begin with the
values we learn at home and end with the societal norms we need to espouse to attain our
761
Rafael M. Corpuz, Selected Factors As Correlates To The State of Discipline Among WPD Uniformed
Personnel, PSOSEC Class 98-32, Philippine Public Safety College, Fort Bonifacio, Makati City, June 1998.
762
Jad Paolo A. Cairo, Filipinos Are Undiscipline, Unrestricted Dissection, Opinion, Leyte Samar Daily Express,
August 15, 2011, p. 5.
763
Sherwin Gatchalian, In: Solon Calls for Review of Police Disciplinary System by: Nelson A. Quismoro,
Manila Bulletin, Volume 501, Number20, Sepembert 20, 2014, p.3,
764
Richard Foster, MNRD Training Manual Book 1, Building Our Nation in Righteousness, p 59..

175
organizational goal. Theodore H. Curry II 765, Professor and Director of School of Labor
and Industrial Relations at Michigan State University conducted an independent review
of disciplinary process and outcomes within the Lansing Police Department (LPD). In
one of his recommendations is the simplified rule structure built around core values. By
focusing on the values and principles, Curry averred that LPD employees sworn and
non-sworn, supervisory line will have a defined and rememberable of behavioral guides
that are continuously reinforce.

Further Readings (Biblical Verses)

Genesis 3:6-19: Punishment is a consequence of sinful actions.

Psalm 89:32-33: Gods punishment does not change his love for us.
Proverbs 3:11-12: The Lord disciplines those he loves.
Acts 5:1-11: Punishment for sin may be swift and severe.
2 Corinthians 7:8-9: Punishment should lead to repentance.
Proverbs 19:11: If you are sensible, you will control your temper. When someone
wrongs you, it is a great virtue to ignore it.
Proverbs 25:28: A person without self-control is like a city with broken-down walls.

765
Theodore H. Curry II, An Analysis of the Discipline Process and Outcomes With Recommendations for the
Lansing Police Department, Michigan State University, July 13, 2004.

176
HUMILITY

The term humility is derived from the Latin word humilis, which is translated
not only as humble but also alternatively as low, or from the earth, and humus,
humid, which in the past it was believed that emotions, diseases, and depressions were
caused by imbalances of waters.766 St. Thomas Aquinas767, 17th century philosopher and
theologian in the Scholastic tradition, defines humility similarly as the virtue of
humility that consists in keeping oneself within ones own bounds, not reaching out
to things above one, but submitting to ones superior. Christianity view humility as
annexed to the cardinal virtue of temperance. It is viewed as a potential part of
temperance because temperance includes all those virtues that refrain or express the
inordinate movements of our desires or appetite.768

Being humble is not commercially viable. It does not sell product. Is it any wonder
when we see Police Officer 1 showing disrespect for Senior Officer 4? Or an
Administrative Officer always shouts to his personnel? In truth, all of us need to take a
second look at our Humility Quotient, for example, do you:

Get impatient when you have to wait in line?

Get mad when the keynote speaker talked too long during flag raising?
Get irritated when a senior officer pointed at you?
Buy a nicer car because you need one but because your mistah or batch got
one?
Take credit when you dont deserve it?
Sign attendance sheet when youre actually not present?
Envy when youre rated lower in the P.E.R. compared to your officemates?
Complain if your boss rejected your proposal?
Complain if you personally knew someone who joined the UN Mission who didnt
pass the audio-listening test examination for UNSAT?
Do you get mad if your availability of transfer was disapproved?
Do you complain if your allowance is cut due to ineffectiveness?

These may seem like insignificant things, but it is on the everyday arena that we
either take a stand for a simpler, less cluster like or join the rest of the crowd in living
only for ourselves. When one has a virtue of humility, everyone bows down, since
everyone bows to those who themselves bow first. Thus, the sign of greatness is humility.
A person who embodies humility will make the effort to listen to and accept others.
Success in service comes from humility. Service is best done when 1) one considers the

766
http://www/answers.com/topic/humility.
767
Thomas Aquinas, Summa Contra Gent, Book IV, Chapter IV translated by Joseph Rickaby.
768
Catholic Encyclopedia, humility.

177
self a trustee or an instrument, and 2) one takes the first step toward accepting makes one
worth of praise.769 Somehow we have to convince ourselves our children that it is okay
not to be rich nor famous. We lean too much on material comforts, power, influence and
financial gains. In the process, we forget who we are and begin to act like someone else.

The PNP remains the strong institution that it has always been, courageously
withstanding the storms along the way, accepting its failure with humility and working
to serve better. What matters at the end of the day is our desire to serve and to do so the
best way we can.
-Police Director General Jesus A Verzosa770

769
Living values Education at http//:www.livingvalues.net/value/humility.htm
770
Jesus A Verzosa, Verzosa Optimistic PNP With Bounce Back From Hostage Taking Debacle at
http://www.mb.com.ph/article/e77182 posted on September 15, 2010.

178
Humility Earns Respect

We seldom pattern our lives from respected people in the world who are also the
most humble. I have been blessed to count among my mentors dozens of world class
leaders. Police Director Honesto P. Bumanglag, a modest retired general in the Philippine
National Police and the President-Founder of the Sun Hwa International Academy. After
his retirement, he lived most of his life in a modest home in Katarungan Village, Antipolo
City. I learned many things from him. He often encouraged me to be patient, to be
committed in my profession and most of all to be humble. In the world of public service,
few have shown greater modesty, mixed with commitment and integrity, than General
Bumanglag. Police Director Victor Signey (Ret) is also one among my mentors who
taught me how to be honest and trustworthy. When I am Police Officer 1, he inspired me
to pursue my PhD and become an academe. In the Philippine National Police these two
retired generals have left a legacy admired on both sides of the aisle. Other great mentors
and gurus I have, noteworthy to mention senior officers like POLICE CHIEF
SUPERINTENDENT ABELARDO P VILLACORTA and POLICE CHIEF
SUPERINTENDENT MANUEL B FELIX molded me of what I am today.

Teaching Humility

My daughter Jaya groan when I talk about the tough times I went through when I
was a kid. I took my humble beginnings as a real asset. It started in elementary when I
sell plants, mango fruits and kalamansi at the market. I never have barbie dolls
because I made my own stuffs. I walked to and fro from school with my kilab-an (an
ilocano term which means cold rice) for my snack. I help my Papang (father) and
Mamang (mother) tilling plants and harvest fruits at home, gather firewoods. These
simple things taught me important lessons in my life. Thats why I keep telling these
stories to my kid that the hardship in our youth, the families are more healthier.
Regardless of what line of work youre in, its very important to put yourself in the shoes
of those around you. Youre likely to fond some incredible examples of courage,
perseverance, and humility. Rick Warren771, in his Purpose Driven urge us of giving up
our self-centeredness and recommended nine characteristics for fellowship: share our true
feelings (Authenticity), encourage each other (Mutuality), support each other
(Sympathy), forgive each other (Mercy), speak the truth in love (Honesty), admit our
weaknesses (Humility), respect our differences (Courtesy), refrain from gossip
(Confidentiality), and make group a priority (Frequency). In 1Peter 5: 5-9 stresses the
practice of willing subjection and submission in giving others honors and doing them
service. Such active practice of humility becomes every member of the Christian family
particularly the younger who are tempted to unhealthy self-assertion.772

771
Rick Warren, The Purpose Driven: When on Earth Am I Here For?, Purpose-Driven Ministries, Philippines,
2004, p. 151.
772
Romeo A. Miguel, In: An Exhortation To Humility and Endurance, Economic Warrior, Official Newsletter of
the Economic Intelligence and Investigation Bureau, October 1990, p. 4.

179
Guiding Principles on Humility

The following are eight commandments towards efficacy, back to 2,000-year-old

guiding principle nurtured by Lao Sui Pheng773:

1. Dont be conceited, boastful or self-righteous.

2. Do not provoke one another. Avoid provocation.
3. Do not envy one another. Rejoice with others who have achieved something for
the organization.
4. Forgive: The guiding principle is to forgive and to accept a wayward person back
into the organization through coaching.
5. Carry one anothers burden. Assist others who are in need of help to alleviate their
burden.
6. Be humble. Come down to peoples level.
7. Do not make comparison. People are all different.
8. Do the best you can, as much as you can, to as many as you can.

Remnant Journal774 reminds me of humility. It says: If we are filled with arrogance,

we wont be able to realize the truth and will ultimately deceive ourselves. We must help
one another like the feet-washing servant.

Take the case of the former San Remigio Police Chief and a former town mayor.
Accordingly, a drunken Senior Police Officer 1 was accused of pointing a firearm at the
former mayor inside a cockpit arena and teasing the latter of being a gay, corrupt and
immature in front of fellow policemen775. In this incident, where is humility then?
Should we be humble to the officers who had retired in the service? This is very
degrading to our comrades who forgot the right attitude and respect towards other former
comrades in uniform. How would you feel if you had been double-crossed by your fellow
officers? A certain Police Officer 1 allegedly used the name of his colleague and falsified
the Special Power of Attorney to avail loan from the Public Safety Mutual Benefit Fund
Inc. (PSMBFI) in Camp Crame. This cop according to the report was entrusted an
authorization to withdraw the victims dividend in PSMBFI. What he did? The cop
falsified all the documents bearing his name and enjoyed the juices of the loan. Where is
his respect to his fellow officer? 776 Would you believe that the accomplishments in
performing police duties considered as competition among personnel especially in
arresting offenders? In a particular incident, an envy over his colleagues achievement
773
Lao Sui Pheng, In: Smart Things to Know About People Management, (Ed) David Firth, Capstone Publishing
Ltd., Oxford, p. 93.
774
Remnant Journal, Life Book Publication, Korea, Volume XXXVIII, 2008, p. 52.
775
Fernando Cariaso, Cop in Hot Water, Peoples Journal Tonight, Volume XXIX, No. 169, June 25, 2007, p. 12.
776
Cory Martinez, Cop Uses Bogus Paper To Get Loan, posted at http://www.journal.com.php/index.php/17725
on August 29, 2010.

180
drove a Marikina City policeman to shoot and wound his fellow anti-narcotics agent
SPO1 Ronald Milla during a heated altercation. According to the report of Anna Liza
Villas777, said argument between the two policemen stemmed from Millas arrest of Eligio
Muyco, a suspect involved in illegal drug pushing in the city whom the suspect was also
monitoring. Seething with envy and rage, the suspect approach Muyco and rapped him on
the head. At the height of the altercation, the suspect drew his 9 mm caliber pistol and
shoot the victim. Envy, professional jealousy, competition, etc. are some reasons of
dishonesty and disrespect towards other fellows.

If people talk behind your back, it simply means you are several steps ahead of
them.
-Nestor Cuartero778

Further Readings (Biblical Verses)

Philippians 2:3-4: Give more honor to others than to yourselves. Do not be interested
only in your own life, but be interested in the lives of others.
Deuteronomy 8:16: God humbles us for our own good.
2 Chronicles 7:14: God hears the prayers of the humble
Psalm 18:27: God saves those who are humble.
Isaiah 66:2: God cares for the humble.
Luke 18:14: God will exalt the humble.
Philippians 2:1-11: Be humble in dealing with others.
James 4:10: Humble yourself before God.
1Peter 5:5: Clothe yourselves with humility toward one another.
Philippians 2:3-4: Give more honor to others than yourselves. Do not be interested only
in your own life, but be interested in the lives of others.
James 4:6: God opposes the proud but gives grace to the humble.

777
Anna Liza Villas,Envious Cop Shoots Fellow Officer In Marikina, Manila Bulletin, July 2, 2008, p. A2.
778
Nestor Cuartero, Tempo, July 12,2007, p. 11.

181
COURAGE

Courage comes from the French word cour and Latin cor which means heart.
To encourage someone is to give them courage to help themselves and others. As Edward
L. Fereira779 noted, the world needs ethical, courage and value-driven men and women
of deep convictions, people who have carefully determined, developed and decided
upon a way of looking at life that is based on proven values.

Courage is not about doing something without fear, but about taking any
strength you have even if it is just a grain of courage and channeling to strike out
unto the unknown when you know that what youre doing is morally and ethically
right.
- Maria Arza

Anita Brick, Director of Chicago Graduate School of Business shared her three-
part technique for tapping into your courage which she calls the Courage Quotient:

Consistently challenge yourself.

You can have adverse circumstances and gain value from them if you have the
courage to find the value for yourself and others.

Give yourself and others peace of mind.

Search for solutions, to internally polish your character first, and then refuse to
blame others.

Reward yourself and claim the victory

The only way to overcome challenges and get people to value you is to have the
courage to really dig and find the things.

I have found that the greatest help in meeting any problem with self-respect
and whatever courage is demanded is to know where yourself stand. That is, to have in
words what you believe and acting from.
- William Faulkner

Ive read the profile of Lawrie Dexter of Fort Smith, Northwest Territories. Lawrie
is a member of Soviet/ Canadas first expedition to ski from USSR to the North Pole and
down to Canada. Lawrie loves to battle with his fears, his pain and even, at time, his
boredom and loneliness. Dead on his feet, but never more alive, he crawled across the
finish life if he has to, but he never surrender. His excellence was enduring.
779
Edward L. Fereira, Passionate Leadership in Mapping the Future, In: Philippine Daily Inquirer, April 26,
2007, p. B2-2.

182
 No matter how much I hurt, and hoe I may be going, I usually finish because
finishing is whats important.
- Lawrie Dexter

How can we transcend our fears and help others in turn find their own courage?
When fears rule your workplace, and your life, existence is meaningless and unfulfilling.

Courage is resistance to fear, mastery of fear, not absence of fear.

- Mark Twain, American author

Here are some of the most common fear among PNP personnel:

New Chief, PNP

New Director
New Regional Director, Provincial Directors, Chief of Police
New Division Chiefs
New job, duties and responsibilities
New rules and regulations
Conflict and confrontation
Changes in units/ department culture

Moral excellence comes about as a result of habit. We become just by doing

just acts, temperate by doing temperate acts, brave by doing brave acts.
-Aristotle780

These fears cause many police personnel who work to be cautious, meek, anxiety-
ridden, secretly cynical, and silent. Fear, as we all knew must be use to stimulate us into
action rather than allow it to paralyze us. We must have the courage to stand fast, remain
calm, getting up everyday to make a better life for ourselves. If you are faced with a
decision, no matter how small, ask yourself if you are acting out of courage or out of fear.
If you act out of fear, the result will be predictable; when you act out of courage, success
could be within your grasp. When you run away from fear, it gets bigger.

Whatever you do, you need courage. Whatever course you decide upon, there is
always someone to tell you that you are wrong. There are always difficulties arising
that tempt you to believe your critics are right. To map out a course of action and
follow it to an end requires some of the same courage that a soldier need. Peace has its
victories, but it takes brave men and women to win them.
-Ralph Waldo Emerson781

780
Aristotle, Cited in: Courage Quotes, In: http://www.wisdom.quotes.com/cat_courgae.html.
781
Ralph Waldo Emerson, Cited in: Courage Quotes, In: http://www.wisdom.quotes.com/cat_courage.html.

183
 Someone once said that there are these barriers to success:
Fear of failure
Fear of being ridiculed
Fear of the unknown

What people will value the most of your courage to face reality in all its messiness.
Yet you must continuously have the intention to actively search for the good in
everything.
- Anonymous

Fear must be dealt with. There is no option. If you dont stay in control, then you
can be in serious trouble. You have to suppress fear and cope.
A book written by Frances J. Roberts782, bringing words of courage wrote:

Ye are not prepared to enter this conflict

As long as ye are absorbed in the luxuries
And the personal comforts of thy present life;
For every soldier must give first place
To his obligation to the armed forces
And second place to his own private life and wishes.
O yes, My people, this is a hand to hand combat
Ye shall stand against the foe face to face
Ye shall not turn in retreat lest ye be slain;
For there is no armour to protect the back,
The coward shall perish.

According to former United States President Theodore Roosevelt783, It is not the

critic who counts, not the man who points out how the strong man stumbled, or where
the doer of deeds could have done better. The credit belongs to a man who is actually
in the arena, whose face is marred by dust and sweat and blood, who strives valiantly,
who knows the great enthusiasm is, the great devotions, and spends himself in a
worthy cause, who at best knows achievement and who at the worst if he fails while
daring greatly so that his place shall never be with these cold and timid souls who
know neither victory nor defeat.

Further Readings (Biblical Verses)

Psalm 112:8: God gives us victory.

782
Frances J. Roberts, Courage, In: Come Away My Beloved, Vinyard of Faith Ministry, California, 20 th
Printing, 1973, p. 50.
783
Speech of Theodore Roosevelt given in Paris at the Sorbonne in 1910 cited in Courage Quotes, In:
http://www.wisdom.quotes.com/cat_courage.html.

184
John 16:33: Jesus strength gives us courage.
Acts 4:31: Courage helps us boldly represent Christ
Ephesians 6:19-20: Pray for courage.
Psalm 91: 9-11: If you make the Lord your refuge, If you make the Most High your
shelter, No evil will conquer you, No plague will come near your dwelling, For he orders
his angel, To protect you wherever you go.

185
CHARACTER

Regard your good name as the richest jewel you can possibly be possessed of-
for credit is like fire; when once you have kindled it you may easily preserve it, but if
you once extuingish it, you will find it an arduous task to rekindle it again. The way to
gain a good reputation is to endeavor to be what you desire to appear
-Socrates784

Regardless of how far weve come along and relentless pursuit of pleasure,
character matters.

Character building is not something that can be inherited one generation and
ignored the next. Nor it is something you can build on weekends. It is not done by
pretending, or when convenient. Character is the reflection of the whole person, founded
in virtue and morality and live constantly. The person of good character knows intuitively
how to speak the truth, care for others, and live meaningfully. The message is simple. Be
clear in who you are, and share your character with those you love. If you do, the future
generations of your family will know who you really were, and what virtues were central
to your life. Character is the combination of virtues that give us a legacy for others.
Whether we like it or not, we will leave something behind. Unfortunately, sometimes
what we leave is a legacy that contributes to the erosion of goodness. Our newspapers
nailed corrupt policemen and policewomen who were dealing with drugs, gambling,
prostitution, etc. I dont mean to imply that we may be a crooked police personnel. But
how do we handle with little things like bringing home folders, bond papers from our
office or letting a police applicant whose spurious documents are questionable, e.g. fake
transcript of records, fake diplomas, fake eligibility. You see, these lapses of character
sticks. Those who look to you for guidance measure your words against your example.

What would happen if you knew you were going to die tomorrow? Would you be
satisfied with what you accomplish so far? Would you be proud of the values you are
passing along? What do you do in your office? Are the benefits and salaries you received
worthy of your job done? Does your family really knew you? In short, is your legacy in
shape? The ethical will you leave your family may not be an extensive as Spielbergs
Holocaust project, but it is no less important.

I am happy to leave behind my housing legacy that became a testament of what

police service must be a service that starts and ends from the heart.
-Police Director General Oscar C. Calderon, 785
784
Socrates, from Laura Moncurs Motivational Quotations, The Quotations Page at
http://www.quotationspage.com/search.php3?
Search=&Author+socrates&C=mgm&C=poor&C=net&C=devils&C=ontrib&x=38&y=5.
785
Valedictory address of Police Director General Oscar C. Calderon during the PNP Command Turn Over
Ceremony at Camp Crame, Quezon City on October 1, 2007, In: A New Call Horizon for a Force, Manila
Bulletin, October 2, 2007, p.11.

186
 Police Director General Leandro Mendoza786, in his Police Chiefs Report in 2002
would like to leave as his legacy to the National Police: One, is to improve police welfare
to be his permanent legacy, two, is to transform the National Police into a transnational
police institution. Three, is to convert the National Police into a world example in the
promotion and protection of human rights. Likewise, former Philippine National Police
Chief, Police Director General Jesus A Verzosa said putting the welfare of the PNP above
all helped him ride the tide of controversy when he took over the leadership of the police
organization. In his speech during the testimonial parade held at Fort Del Pilar, he said:
This is a lesson I want to leave you. When faced with the greatest challenges in the
performance of your duties when you are agonizing over decisions to make, look (up)
to the institution and make sure that you do not compromise it.787

Relatedly, in an interview with Police Chief Superintendent Ricardo Padilla

published by the PNP Journal788 , he was asked on what legacy will he leave to the PNP
before he will retire. He answered: I want the younger officers and the PNCOs to be
able to internalize the duties and responsibilities of real policeman. In that case, I
could very well say when I retired from the service that Ive done my job. That is the
only way to go forward. In his book, How To Get Control Of Your Time and Your
Life, Alan Lakein789 asked two questions that might help trigger your thinking. The first
is, If I knew I would be dead at the end of the next six months, how would I live until
then? The second is. How would I like to spend the next three years? I doubt, the
person dying on cancer would probably do good things, attend church activities and the
like.

How do you feel when you will be relieved as a result of abuses committed by
some members of the families of respected retired officers in the Philippine National
Police? In a newsbit in Metro Column of the Philippine Star, a son and namesake of a
retired police general was charged with carnapping after he allegedly took a police patrol
car, a Toyota Revo from Police Precinct 5 at SM North Fairview in Quezon City last
October 10, 2007. It is not yet known how the son of retired general got into the patrol
car parked in front of the precinct. Whatever valid reasons of the suspect had, what
matters here is the legacy being left by former top brass officer to his family members.

Education paired with destructive behavior is wasted, but knowledge used for
good is a powerful instrument
-Dalai Lame790
786
Leandro Mendoza, The National Police Chiefs Report, Public Safety: Past, Present and Future, Philippine
Free Press, February 2, 2002, p. 19.
787
Jesus A Verzosa, In: Verzosas Farewll to PMA: Organization Above All by Vincent Cabrera, Inquirer Northern
Luzon posted at http://www,inquirernewsinfo.net/inquirerheadlines/nations on September 12, 2010.
788
The PNP Journal, National Headquarters, Cam Crame, Quezon City, 1st Quarter 2007.
789
Alan Lakein, How To Get Control Of Your Time And Your Life, New York, Peter H. Wyden, 1973.
790
Dalai Lama, The Philippine Star-World News, October 24, 2007,p. A-26.

187
 According to Dr. Lylia Corporal-Sena791, former President of Bicol University and
my former mentor, The Philippine National Police in the new millennium is a
partnership and collaboration of the three basic sectors central to a responsive and
responsible for character building namely: the Police in a Family, the Philippine
National Police and the Community. In her position paper presented during the
seminar-workshop conducted at Camp Crame on April 23, 2003 with theme, Moral
Values Formation for Peace Building, a joint venture of the Rotary Club of Camp
Aguinaldo led by the late Miss Fe Precision and the Unification Theological Seminary-
Philippines, she revealed that the Philippine National Police is tasked not only to defend
his people for peace to build the character but also to build the character of his
constituents. She continued: That a Police Officer in his mission needs a strong moral
connection and eventually good character. A Police Officer must be equipped with the
ABCD of good that is: knowing the good, deserving it, and doing it, finally becoming
the good in/ of himself.

We should be ready to submerge our individual and vested interests in favor of

our national integrity and our peoples welfare.
-Former President Fidel V. Ramos792

How will you describe your value system? In their excellent book, Strategy For
Living: How To Make The Best Use Of Your Time and Abilities 793, the authors point out
that when asked to describe our value system, most of us feel somewhat embarrassed.
Some of us would write down our priorities using ABC technique (as discussed by Dr.
Lylia Sena) to decide which of these you would place at the top of the list. These are your
real values why you have given high priorities to some items and to others low
priorities. As law enforcers, what values would you consider as your top priority? Is it
commitment, discipline, loyalty, love, trust or character? Or is it fame, money, power or
authority? For according to different religions, passion, greed, hatred and lust are
emotions that dominate the soul causing blindness for fame and authority:

Judaism: Envy and desire and ambition drive a man out of the world.

Hinduism: There are three gates to self-destructive hell: lust, anger and greed.

Christianity: The love of money is the root of all evils (1Timothy 6:10).

791
Lylia C. Sena, Re-Inventing the Police Officer: A Police With a Heart, Position Paper presented during the
Moral Values Formation for Peace Building Workshop at Camp Crame on April23, 2003.
792
Speech of Fidel V. Ramos, Rotary International District 3780 Conference, Centennial Hall, Manila Hotel, April
1, 2006.
793
Edward R. Dayton & Ted W. Engstrom, Strategy for Living: How to Make the Best Use of your Time and
Abilities, G/L Publications, Glendale, California, U.S.A., 1979, p. 82.

188
Janiasm, Uttaradhyayana Sutra: Even were the wealth of the entire world bestowed
lavishly on a man, he would not be happy: contentment is difficult to attain.

There are practical considerations that will help you work through the details of
your value system794. Choose the future instead of the past. Ask the questions:

o How important is it?

o How often must it be done?
o Can someone else do it more effectively that I?
o Do I perform my tasks the best I have?
o Is it part of a larger task to which I am committed?
o What will happen if it is not done at all?
o Is this the best way?

God is more concerned about our character than our comfort. His goal is not to
prosper physically but to perfect us spiritually.
-Paul W. Powell795

Let me quote the sayings of Confucious 796 regarding character: When the right
principles of man operate, the growth of the good government is raped, and when the
right principle of soil separate, the growth of vegetables is rapid. Indeed, the
government is comparable to a fast-growing plant. Therefore the conduct of government
depends upon the men. The right men are obtained by the rulers personal character. The
cultivation of the person is to be done through benevolence.

Confucious philosophy of human relationships is based on the golden rule What

you do not wish done to yourself, do not do to others. He teaches a moral and social
philosophy and code of behavior based on certain abstract qualities and strengths, such as
love, peace, harmony, order, humanity, wisdom, courage and fidelity. If PNP personnel
will arrive at his or her perfect state by cultivating virtues such as knowledge, patience
and sincerity, therefore the well-being of the PNP personnel is in harmonious relationship
with the society, of the people he/she serves. According to Peter Drucker, 797 as cited by
David Firth: Developing (people) still requires a basic quality in the manager which
cannot be created by supplying skills or emphasizing the importance of the task. It
requires integrity of character.

794
Edward R. Dayton and Ted W. Engstrom, Strategy for Living: How to Make the Best Use of Your Time and
Abilities, G/L Publications, Glendale, California, 1979, p.71.
795
Paul W. Powell, MRND Training Manual Book 1, Building Our Nation in Righteousness, p. 59.
796
Confucious, Doctrine of the Mean 20.
797
Peter Drucker, In: Smart Things To Know About People Management by: David Firth, Capstone Publishing
Limited, Oxford, United Kingdom, 2001, p. 3.

189
 Character refers to a persons choice of values and to his intelligent and free
conversion of such values into practical goals. 798 Character is not the product of societys
approval nor of high-fashions sophistication. Character is creating process involving
prudent choices of values. It is the tenacious adherence to these ideals which molds our
character. Character is the force of our will compelling us to draw out the best in us. 799
The following is a commentary regarding the meaning of character according to Michael
Josephson800:

A Person of Character

Lets face it: Its not easy to become a person of character. It takes a good heart, but also
it requires wisdom to know right from wrong and the discipline to do right even when its
costly, inconvenient or difficult.

Becoming a person of character is a lifelong quest to be better. A person of character

values honesty and integrity, and pays whatever price is needed to be worthy of trust,
earning the pride of family and friends and self-respect.

A person of character plays fair even when others dont and values no achievement
unless it was attained with honor.

A person of character believes in the inherent dignity of all people and treats everyone
with respect, even those whose ideas and ideologies evoke strong disagreement.

A person of character knows whats important, sacrifices the now for later, is in control
of attitudes and actions, overcomes negative impulses and makes the beat of every
situation.

A person of character willingly faces fears and tackles unpleasant tasks. A person of
character is consistently and self-consciously kind and empathetic, giving generously
without concern for reward.

A person of character feels and expresses gratitude freely and frequently. A person of
character is not defeated by failure or dissuaded by disappointment.

A person of character seeks true happiness in living a life of purpose and meaning,
placing a higer value on significance than success.

798
Vernon Jones, Meaning of Character, Colliers Encyclopedia, volume 5, p. 708.
799
Ramon B. Agapay, Ethics and The Filipino: A Manual On Morale For Students and Educations, National
Bookstore, Inc. 1991, p. 96.
800
The Josephson Institute. Retrieved May 1, 2005 from http://www.charactercounts.org/knxwk401.htm#4.

190
 The most important fact to remember in answering the question of what to do is
this: Some ways of behaving are always wrong, no matter who says otherwise. Some
ways of behaving are always right, no matter who says otherwise. Edwin J. Delattre 801 of
Boston University, professor of education and dean of the School of Education and
professor of philosophy, College of Liberal Arts, laid some basics about right and wrong
to keep in mind:

It is always wrong for a police officer to accept money or other goods or services
in exchange for favors of any kind. The only honest dollar is the officer's salary,
and everything else can be compromising. It does not matter whether other police,
mayors, judges and lawmakers accept gifts of value and extort bribes; doing so is
still always wrong.
It is always wrong deliberately to use more force than is necessary, whether to
apprehend or subdue a suspect, quiet a situation, or for any other purpose. It is
always wrong for police to beat people up in order to "punish" them, to rough up
suspects in custody or in handcuffs, and to use the badge as an excuse to assault
others.
It is always wrong to falsify or plant evidence against anyone, to file false reports
or to commit perjury. It does not matter whether the purpose of falsification is to
protect police who have behaved wrongly or to secure conviction of suspects.
Falsification, frame-ups, and perjury are always wrong.
It is always wrong to prejudge others because of color, gender, ethnic background,
nationality, or any other fact of birth. People deserve to be treated as individuals,
not as mere members of groups they happen to belong to by birth. It is always
wrong to use denigrating words to refer to the gender, color, or origins of others. It
is always wrong to enforce the law differently with people who differ only in
color, gender, economic condition, and the like.
It is always wrong to give illegal substances or prescription drugs to informants
(or anyone else). It is always wrong to skim money or drugs from drug busts, even
with the intention of harming drug dealers.
It is always wrong to bring a hangover to work or to use alcohol on the job or to
consume illegal substances of any kind at any time.
It is always wrong to commit acts that put pressure on a partner or other police to
lie or cover up wrongdoing. True friends never call upon one another to betray the
badge and honorable service by lying or looking the other way because of a
misguided sense of loyalty. A cop who expects another cop to lie for the sake of
friendship or loyalty is always wrong.
It is always wrong to fail to back up a partner or other officers in a dangerous
situation or to place another officer or member of the public in a needlessly
dangerous situation.

801
Edwin J. Delattre The New Police Officer-Integrity and Temptation, posted on December, 1994 at
Http://www.neiassociation.otg.integrity.htm.

191
 No list of rights and wrongs is ever complete. But the above list covers the areas
where police are most frequently tempted or pressured to do wrong. Such rights and
wrongs should not be difficult for any officer to remember, even if living up to the duties
of honorable and trustworthy policing is sometimes difficult. It is sometimes harder to do
what is right than to know what is right. New police, who will one day be the senior
members and leaders of their departments, need to recognize the pitfalls in policing and
dedicate themselves early to honorable service. Knowing how to behave honorably is not
so complicated. But staying resolute, staying dedicated, is demanding. The demand goes
with the job. As with all other police, newcomers will find it useful to remember that
whether we live our lives well or badly is up to each of us as an individual, and that,
finally, nothing is incorruptible except personal character that will not be corrupted.

As police officers, we should always serve to be models to the community and

to stay away from getting involved in any illegal matters.
-Police Director Ronilo Quebrar802

802
Ronilo Quebrar, Probe ordered Vs 2 Cops by Suzzete T. Quingco, Sunstar Bacolod, July 25, 2007, In:
http://www.sunstar.com./ph/static/bac/2007/07/25/news.

192
COMMITMENT

As public servants, we are responsible, need to be committed to the service of the

public. This is an ethical commitment that cannot be separated from our personal
behavior in daily life and relationship.803

Look back on your life. Is there any threshold when you had to take a stand? Was
your commitment is what it should have been? The nice thing about commitment is that it
can be renewed. Ask yourself the following questions and think back on the commitments
you have made:

Am I committed to the PNP or am I committed to my Director or to my immediate

superior?
Is my output include the quality, quantity and timeliness of the job vis--vis the
required target output?
Am I capable of doing the job?
If I am committed to my work, how would my career be different if I gave up on
that commitment?
What do I need to do to strengthen that commitment?
Will I follow the instructions of my immediate superior even I knew its against
my will?
Do I brag when given special tasks?
Do I follow instructions from my superiors?
Will honor code be broken if it is for commitment sake?
Do I blame others for my mistakes?
Do I check my errors?

As you examine your commitments, ask yourself, What are the priorities of
your career and how do you achieve them? If you are committed in your job, do you
know the standards of your organization? In the case of the police chiefs of Pula and
Roxas for instance, they failed to meet the standards set by the police hierarchy.
According to the report of Internal Affairs Service 804 in a news tidbits by Paul M.
Gutierrez, said police chiefs were relieved for ignorance. The duo claimed that they
were not aware of the Annual General Inspection (AGI), an on-site inspection being done
by teams from the Internal Affairs Inspection on police stations for performance
assessment.

Take the case of the arrest of a former Sandiganbayan Justice Rodolfo Palattao of
Manila as reported by Itchie Cabayan805 in her news tidbits. He (Pallatao) denounced the
803
PSBRC Module IV, Public Service Ethics and Accountability, Curriculum and Standards Development Service,
Philippine Public Safety College, Makati City, 2002, p. 7.
804
Paul M. Gutierrez, 2 Ignorant Cops Chiefs Booted Out, Peoples Journal Tonight, August 5, 2007.
805
Itchie G. Cabayan, Bicutan Cops Invade Manila City Hall, Peoples Journal. February 20, 2008, p. 12.

193
police operatives display of high-handed abusive conduct, lack of prudence coupled
with total disregard to the respect and courtesy the City of Manila deserves. In a two-
page letter, the officials represented by City College of Manila reported that a team of
plainclothes policemen with high-powered guns barged into the City Treasurers Office
and forcibly handcuffed Attorney Luis del Mundo, In a manner showing their high-
handedness, arrogance, lack of education and training.

Let us be steadfast in our commitment to being loyal servants of Gods will so that
our desire to have a better home will be built on the foundation that endures a sense of
service to our people.
-His Excellency Benigno Simeon C Aquino III806

In Iloilo City for example, the citys police have been placed under on alert status
following intelligence reports of the presence of a sparrow unit under the Panay
Committee tasked to kill some government officials in the said city. According to FMC 807
of Peoples Journal Tonight, the City Director was astonished when he conducted a
surprise visit in police station in Molo and found out the desk officer on a catnap and
three patrol cops in the station sleeping.

Men who acquire wealth by evil deed, by adhering to principles which are
wrong, fall into the trap of their own passions and fettered with karma they sink
further soon.
-Jainism. Uttaradhyayana Sutra 4.2

The City Mayor of Silay, Negros Occidental expressed dissatisfaction over the
performance of the Chief of Police. Said police official was relieved following reports
when four persons allegedly attempted to rob the City Mayor. According to Carla P.
Gomez808 of the Philippine Daily Inquirer Visayas, the police colonel was transferred to
Bacolod City Provincial Office. Another case of neglect of duty is the failure to send a
spot report about a road accident that killed two persons and seriously injured four others.
According to the newsbit of Gigi M. David 809 of the Manila Standard, the San Mateo
Chief of Police and unnamed investigator faced relief and charges of negligence who
have overlooked the case right under their nose.

I cannot understand, much less accept the fact why some policemen think that
they are above the law. As officers of the law, we all must obey the law, not violate the

806
Speech of President Benign Simeon C Alejandro III in front of the Filipino Community of United States at
Basilica Parish Church of Mission Dolores, San Fransisco, California, September 26, 2011.
807
FMC, 4 Cops Caught Sleeping, Peoples Journal Tonight, Volume XXVII, Number 319, September 12, 2007, p.
11.
808
Carala P. Gomez, Silay Police Chief Relieved, Philippine Daily Inquirer, Volume XXIII, Number 21, July 15,
2008, p. A18.
809
Gigi M. David, Police Chief In Hot Water Over Fatal Road Mishap, Manila Standard, August 26, 2008, p. A6.

194
very same law which we are supposed to enforce.
- Police Director General Jesus Ame Verzosa810

Col. Miguel G. Coronel811, in his article entitled The Men in Uniform and Human
Rights stated that men in uniform should make the following commitment to our people:

We, the soldiers and policemen, do hereby pledge and commit ourselves to
adhere to the national and international principles and standards of Human Rights,
and uphold the dignity of human beings; and in the furtherance thereof, we shall abide
by and enforce the rule of law, and safeguard the national security and integrity of our
democratic state. So that our people shall continue to enjoy their basic freedoms and
human rights for posterity.

Many organizations today have goals and mission statements dealing with
customers, employees and shareholders. Such words as trust, quality and reliability and
integrity in these statements over and over again. These are the commitments that
describe successful organizations. But they need to be more than word. They need to be
lived out daily by everyone from the Chief Executive Officer on down.812

As you evaluate your commitment to the Philippine National Police, keep the 5Cs
in mind:
Commitment need to be carefully thought out. Once in place, they must be lived
up to;

Commitment requires that you stick to the principle;

Commitment shapes your work, embrace your family and embrace your career;

Commitment can be best carried out in an atmosphere of mutual respect; and,

Commitment inspires your best efforts. They set an example. They define your
legacy.

Being successful is not about how hard you work its about how smart you
813
work. According to John C. Maxwell, although it is admirable to be ambitious and
hardworking, it is more desirable to be smart working. The key to becoming a more
efficient leader isnt checking of all the items on your to-do list each day. It is in forming
810
Jesus A Verzosa, In: Verzosa On Cops Facing Gun Ban Raps: PNP Commanders Also To Blame by Cecille S.
Felipe at http//www.philstar.Article/aspx 548183 posted on February 8, 2010.
811
Miguel G. Coronel, The Men in Uniform and Human Rights, The Constable and INP Journal, C7 Division,
PC/ INP, Camp Crame, Quezon City, November-December, 1990, p.11.
812
Richard G. Capen Jr., Finish Strong, Harper, San Fransisco/ Zonderervan, Harper Collins Publishers, 1996,
p. 178.
813
John C. Maxwell, Working Smart In: A Leaders Way, Philippine Daily Inquirer, September 2, 2007, p. B-6.

195
the habit of prioritizing your time so that you are accomplishing your most important
goals in an efficient manner. When you are able to do that, it wont be long before you
exceed your own expectations as a leader. Michael LeBoef said, Devoting a little of
yourself to everything means committing a great deal of yourself to nothing.

The police personnel who asks of himself/ herself, What is the most important
contribution I can make to the performance of the Philippine National Police? Ask in
effect, What self-development do I need? What knowledge and skill do I have to acquire
to make the contribution I should be making? What strengths do I have to put to work?
What standards do I have to set myself? To the contrary, most PNP personnel do not
strive for service excellence. They know very little about self-development.

If the PNP wanted to survive and be well-respected from the eyes of the public,
commitment from within is highly desirable. For no man can conquer the world
without faithful underlings.
-Police Senior Superintendent Marlo S Meneses814

The focus on contribution is the key to effectiveness: in a mans own work its
content, its level, its standards, and its impacts; in his relations with others his superiors
his associates and his subordinates. Relatively, the man who focuses on efforts and who
stresses his downward authority is a subordinate no matter how exalted his title and rank.
But the man who focuses on contribution and who takes responsibility for results, no
matter how junior, is in the most literal sense of the phrase, top management. He holds
himself accountable for the performance of the whole.815

I believe in leadership by example. We should promote solid traits such as work

ethic and a dignified lifestyle, matching action to rhetoric, performing rather than
grandstanding.
-Former President Gloria M. Arroyo816

Work has intrinsic value. Through work, we serve people. In the scripture there
were hundreds of different occupations mentioned and each one is a partnership with
God. A teacher is Gods partner in helping young people to grow; a doctor is Gods
partner in helping restore the health and alleviating discomfort of the people. What about
the police? Is the work of a police matters to God? For in according to Colossians 3:17,
And whatever you do, whether in word or deed, do it all in the name of the Lord Jesus,
giving thanks to God the Father through him.

814
Marlo S Meneses, Organizational Loyalty of PNP Personnel Assigned at the National Headquarters, Public
Safety Officers Senior Executive Course Class 64-2006, October 2007.
815
Peter F. Drucker, The Effective Executive, Harper and Row Publishers, New York,1966, pp. 52-53.
816
First Inaugural Address of President Gloria M. Arroyo at Our Lady of EDSA Shrine, Mandaluyong, January
21,2001.

196
 A mans work bears the mark of his personality. It is the extension of himself. The
way a mans works and the product of his labor reflect his mental, psychological, and
moral faculties817. Work, according to Carl F. H. Henry 818, is filled with that purpose as it
is: intended to serve God, benefit mankind, and make nature subservient to the moral
program of creation. Man must therefore apply his whole being heart and mind, as well
as hand to the daily job.

Our unity as a people will be defined by a strong vision for the nation built on
common values of hard work, sacred sacrifice and love of country.
-Former President Gloria M. Arroyo819

In assessing attachment, it is important to determine the focus of commitment.

According to James Wallace Bishop820, Different individuals may have different profiles
of commitment: they may be highly committed to the team, but not the organization, or
committed to both, or committed to neither. Studies have shown that commitment to a
team may translate into a willingness to help team members 821 and improved team
performance822.

In general, serious competitive engagements will succeed only if people are

wholly committed to plans and goals. When people are committed, they act with unified
purpose. When they have unified purpose, no defender can stop them, no attacker
overcome them. The nature of people is to ardently strive to reach any goal to which
they are committed. Put your organization into a situation where they have no choice
but to commit to your goals and they will succeed beyond their imagined limits
-Sun Tzu

In Mastering the Art of War, it integrates Sun Tzus principles into all personnel
and professional affairs on a day-to-day, moment-by-moment basis. These principles are
designed to provide the foundation and framework for successful competitive operations:
Commitment, Observation and Preparation823. Commitment is the first strategic principle.
On an individual or working-group level, commitment and character set the stage for
eventual victory824. On the other hand, Mary Soutwell825 used the word dedication as

817
William Barclay, Ethics in a Permissive Society, Glasglow, Collins Publishers, 1971, p. 96.
818
Carl F. H. Henry Aspects of Christian Ethics, Grand Rapids, Baker Book House, 1980, p. 48.
819
Second Inaugural Address of President Gloria M. Arroyo, Quirino Grandstand, June 30, 2004.
820
James Wallace Bishop, How Commitment Affects Team Performance in: Human Resources Magazine, Society
for Human Resource Management, Alexandria, V.A., 1997, pp. 107-111.
821
T.E. Becker and R.S. Billings, Profiles of Commitment: An Empirical Test, Journal of Organizational
Behavior, 1993, pp. 177-190.
822
K.D. Scott and A.M. Townsend, Teams: Why Some Perform And Others Do Not?, Human Resource Magazine,
Society for Human Resource Management, Alexandria, V.A., 1994, pp. 62-67.
823
Donald G. Krause, The Art of War For Executives, Penguin Group, New York, U.S.A., 1995, pp. 2-3.
824
Ibid., p. 4.
825
Mary Souwell, In: In Search of Management: Cultures, Chaos and Control by Tony Watson, International
Thomson Business Press, London, 1997, p. 79.

197
the key factor to values. She connects the notion of dedication to the idea of being a
good manager, something she strongly relates to the way they deal with people.
Like Mary Soutwell, Jim Somercotes826, spoke of dedication when considering the
qualities to be found in a good manager. Values are not acquired genetically; they are
personally cultivated and lived. They evolved commitment where one submits himself to
the rational demands of his intellect for truth and the moral demands of the will to abide
by what is good. Commitment implies responsibility. A responsible person is one who
thinks for himself and makes his own decisions independently of others. He must,
says, Fr Gorospe827, learn to make free and conscious choices to criticize his social
experience and internalize morality and religion.

Responsibility goes with commitment, in every course of action made, we must

always be man enough to be responsible.
-Police Cadet Paje828

Rick Michelson829 identified six qualities beneficial for police administrators in

creating a committed workforce. These include:

1. Vision. Having a clear sense of direction, communicating the direction to others and
developing a level of enthusiasm among subordinates for the direction.

2. Charisma. Having the ability to interact with subordinates and inspire them toward
organizational objectives.

3.Symbolism. Offering special awards and holding ceremonies to recognize excellence

and identify heroic or outstanding performance.

4.Empowerment. Delegating truly challenging work and helping others develop

(personally and professionally); giving them the responsibility and authority to do their
job.

5.Intellectual Stimulation. Creating an atmosphere whereby subordinates begin to think

about -problems and use their creativity to solve them.

6. Integrity. being honest and open to all members of the organization and consistently
adhering to the high standards of ethics and morality.
826
Jim Somercotes, In: In Search of Management: Cultures, Chaos and Control by Tony Watson, International
Thomson Business Press, London, 1997, p. 80.
827
Vitaliano R. Gorospe, Filipino Values Revisited, National Bookstore Inc., Manila, 1988.
828
Paje, Responsibility and Commitment, Kalasag, Graduation Issue, Volume VI, Number 3, April 2000,
Philippine National Police Academy, p. 8.
829
Rick Michelson, Boomers to Nexters, Whats Next?, In:
http://www.pokerleadership.com/managing_change.html.

198
FURTHER READINGS (BIBLICAL VERSES)

Eccl 2:22-23: What does a man get for all the toil and anxious striving with which he
labors under the sin? All his days his work is pain and grief; even at night his mind does
not rest.

Ephesians 6:8: The worker needs to realize that as he serves his fellowmen through his
work, he in turn serves God. Since we serve God as we meet the needs of our fellowmen
through work, we can dedicate the labor of our hands to the Lord who will reward
everyone for whatever good he does.
Proverbs 16:3: Commit your work to the Lord, and your plans will be established.

199
ACCOUNTABILITY

Public Servants are accountable to the public, that, in name, they are appointed to
830
serve. If public servants devote increasing time and effort to according for their actions,
they will get less done. One of the most famous of Sir Robert Peel's principles said that
"the police are the public and the public are the police..." According to Robert Peel, the
police are members of the community that get paid to do on a full-time basis what is
really the responsibility of every citizen to do for themselves. The point is: we cant do it
alone. If the citizens are not willing to partner with us on at least a part-time basis, we
have no hope of being truly effective in our full-time responsibilities. Cops instantly
recognize the truth of this statement. However, many citizens do not. They think that the
police are the police and the police are the police. They view crime as a police
problem. And, if crime is prevalent in their neighborhood, they often come to one natural
conclusion Youre not doing your job very well. Sir Robert Peel became known as the
"father of modern policing" because he defined the ethical requirements police officers
must follow in order to be effective. Often called Peelian Principles, his most memorable
principle was, "the police are the public, and the public are the police":

1. The basic mission for which the police exist is to prevent crime and disorder.

2. The ability of the police to perform their duties is dependent upon the public approval
of police actions.

3. Police must secure the willing co-operation of the public in voluntary observation of
the law to be able to secure and maintain the respect of the public.

4. The degree of co-operation of the public that can be secured diminishes

proportionately to the necessity of the use of physical force.

5. Police seek and preserve public favor not by catering to public opinion, but by
constantly demonstrating absolute impartial service to the law.

6. Police use physical force to the extent necessary to secure observance of the law or to
restore order only when the exercise of persuasion, advice, and warning is found to be
insufficient.

7. Police, at all times, should maintain a relationship with the public that gives reality to
the historic tradition that the police are the public and the public are the police; the
police being only members of the public who are paid to give full-time attention to duties
which are incumbent upon every citizen in the interests of community welfare and
existence.

830
PSBRC Module IV, Public Service Ethics and Accountability, Curriculum and Standards Development Service,
Philippine Public Safety College, Makati City, 2002, p. 12.

200
8. Police should always direct their action strictly towards their functions, and never
appear to usurp the powers of the judiciary.

9. The test of police efficiency is the absence of crime and disorder, not the visible
evidence of police action in dealing with it.831

Police is the public and the public is the police. The public deserves no less the
best and highly motivated police force.
- Police Senior Superintendent Rosauro Acio

Ask yourself the following questions:

Do I perform my tasks with utmost sincerity and commitment?
Do I prioritize my assigned tasks over my personal interest?
Do I complain if my services are needed especially during unholy hours?
Do I accept duties and responsibilities without hesitation?
Do I respect my superiors, subordinates and contemporaries?
Do I declare honest and true financial statement of assets and liabilities?
Do I pay my tax regularly and on time?
Do I internalize what I recite on Police Officers Creed, Panunumpa sa Watawat?
Do I sing Pambansang Awit heartily?
Do I treat myself with dignity and respect?
Do I need to start certain behavior
Do I need to stop certain behavior?

831
The Dynamics of Character, Police Dynamics Institute Incorporated at http://www.police-
dynamics.com/character.htm.

201
 Every member of your staff has to have a clear understanding of what is
expected from them. They should know what their responsibilities are just how much
authority they have. Then if mistakes are made, correct them without hesitating. Like
any winning formula you must include all of the ingredients. If you merely prescribe
responsibility and authority without accountability you will not have a winning
formula.
- Fred and Carol Chernow832

The law is simple. You are accountable of your actions. Good or bad, successful or
unsuccessful, happy or sad, fair or unfair, you own your life. If you dont accept
accountability, you will misdiagnose every problem you have. If you misdiagnose, you
will mistreat. If you mistreat, things wont get better, plain and simple. Since the law is
absolute truth since it is how the world works, like it or not then you are resisting or
denying this law keeps you stock in the realm of fantasy. By convincing yourself that you
are a victim, you are guaranteed to have no progress, no healing and no victory. 833 As
Harry Truman said, The buck stops here. No matter who you delegate to do a job, if he

832
Fred Chernow and Carol Chernow, School Administrators Guide To Managing People, Parker Publishing
Company, Inc., West Nyack, New York, 1978, p.137.
833
Phillip G. McGraw, Life Strategies: Doing What Works, Doing What Matters, Hyperior, New York, 1999. p.
56.

202
fails, you will be held responsible in some way; if he succeeds, you can bathe in some
glory.

A noted aerospace executive categorized three kinds of accountability. In Edward

Daytons834 view, the first is built in to the situation into which we are born. He noted that
if we expect to be a part of our society, we should accept the accountability which that
society places upon us. The second kind of accountability is that which we accept from
others. When we join a company, in essence we agree to play according to the rules. This
may include taking instructions from superiors, acting according to their agendas and
schedules. The third kind of accountability is that which we voluntarily make to others.
At the organizational level, it works when superiors not only invite subordinates to share
in the setting of their own goals. (the superior then holds the subordinates accountable
for these goals), but the superiors also in turn invite their subordinates to hold them
accountable for their goals (the subordinates then hold the superiors accountable).

Who is accountable in the conduct of thesis as a prerequisite for PSOSEC? Who is

accountable if there is identical research studies submitted /presented to the faculty of the
Philippine Public Safety College? The study conducted by the former Chief, Philippine
National Police entitled COMPLAN PAGBABAGO Its Challenges: An Analysis 835 in
1994 and the study conducted by a certain Police Superintendent entitled COMPLAN
PAGBABAGO Program As Applied To The Presidential Protection Office 836 in 1998 is
identical from one to another. The List of Tables, Abstract, Chapters 1 to 4 including the
findings, conclusion, recommendations, bibliography, questionnaires are the same, word
by word, period by period, cut and paste. This is one classic example of the products of
our Philippine National Police officers who took up PSOSEC, What a SHAME!

Dr. Ron Jenson837 in his book, Make a Life Not Just a Living, raised potentially
embarrassing questions:

o Did you consistently give your employer an honest days work?

o Did you do anything this week that could just hurt your reputation?
o Were you in any compromising situation with someone of the opposite sex?
o Did you take quality time to build up your children?
o Was your integrity impeccable?

834
Edward R. Dayton, Tools for Management: Christian Perspectives on Managing Priorities, OMF Literature
Inc., Manila, 2001, p. 21-23.
835
Avelino I Razon, et al., COMPLAN PAGBABAGO Its Challenges: An Analysis, Unpublished Thesis, Manuel L
Quezon University, School of Graduate Studies, 1994.
836
Louie T Oppus, COMPLAN PAGBABAGO Program As Applied To The Presidential Protection Office,
PSOSEC, PPSC, Fort Bonifacio, Makati City, 1998.
837
Ron Jenson, Make a Life Not Just a Living, OMF Literature, Manila, p. 150.

203
 The sower may mistake and sow his peas crookedly, the peas make no mistake, but
came up and show his line.
- Ralph Waldo Emerson

Imagine losing your cellular phone and looking all over the office. You look every
drawer, nook and crany, high and low. Suppose that cellular phone is actually in your
house, not in the office? No matter how thoroughly how long you look, you will never
find the cellular phone. Likewise, when you set out to find the causes of your problems in
other people, you will never find them, because they arent there. In fact, theyre in YOU!

In Good Cops: The Case For Preventive Policing, David A. Harris838 summed
it up well, as he discussed police accountability. He wrote:When a substantial number
of people question whether police enforce the law fairly, they implicitly question the
integrity of all police action. He continued: Many officers feel that their job is so
difficult, so dangerous, and so singular that no one who does not also wear the uniform
can possibly understand it and that no civilian should set in judgment of the actions of a
police officer.

Criminologist Samuel Walker839 asserts that police accountability is not a matter

of a few rotten apples but of failed organizations. The challenge of police accountability
is not how to get a few bad officers but how to fix organization. In some instances, there
are some law enforcers called 15-30, who are either working abroad or not reporting to
duty but are receiving their monthly salary and allowances. Others are busy in their
businesses either farming, business establishments which were supported by their
immediate superiors. P.F. Jardiniano840 in his book Police Manual on Public
Accountability discussed that the Philippine National Police officers and members
including their respective families shall lead modest and simple lives appropriate to their
positions and income. They shall not indulge in extravagant or ostentatious display of
wealth in any form. According to Alfred Dalizon 841, in his article entitled PNP To Sack
838
David A. Harris, Good Cops: The Case For Preventive Policing, The New Press, New York, 2004, pp. 85-86.
839
Samuel Walker, Police Accountability: The Role of Citizen Oversight, Bermont, California, Wadsworth, 2001,
pp. 4-5.
840
P.F. Jardiniano, Police Manual on Public Accountability, 1st Edition, 1994, p. 13.
841
Alfred Dalizon, PNP To Sack 15-30 Cops. Peoples Journal, Volume XXX, Number 81, April 1, 2008.

204
15-30 Cops, these cops give grease money to their immediate commanders in exchange
for not declaring AWOL in the service. Curbing to this, a daily PNP Personnel
Accounting Report System was implemented whose administrative sanctions await those
who are faking the accounting system.

J. Hampton Keathley842 laid some guidelines and warnings in accountability:

1. Be honest and humble about struggles. Watch tendency to protect those comfort zones
and layers of self-protection.

2. Be patient, and understanding. Dont come across as condemning. Maintain a spirit of

acceptance of the other person. This does not mean there cant be challenge, exhortation,
and even rebuke, but it must be done in love and with patience and acceptance.

3. Guard your tongue. In keeping with the biblical goal, guard against gossip and being
critical. What is shared must be kept in strict confidence. Each person needs to know they
can trust the others.

Police is always under public scrunity. Police hold a position that is a trust to the
public. Hence, police are expected to act accordingly. The social networking for instance,
posted many negative comments regarding police:

Nor: The PNP is actually an organized crime syndicate in uniform.

Sichiong Sichang: These cops should be jailed and dismissed from the service. They are
disgrace to the force. Lahat yata ng MPD puro pera and nasa ulo nadadamay pati mga
bago. Kaya ako umalis sa MPD di ko kayang ipakain ko sa family ko ang crying money.

Kontra Pelo: Dapat pa ba tayong magtiwala sa mga ANIMAL nay an? Nakakaawa ang
mga matitinong pulis.

Shaqkov: No wonder why these scalawags entered service thru UNDER THE TABLE
until now its very difficult to prove... and thats the result/ (Imagine 100K para maging
pulis).

Pacifico: Ang ganitong mga kabuktutan at katiawaliaan sa hanay ng PNP ay matagal ng

nangyayari, protector ng sugal, droga, ng mga kawatan. At ng lahat ng illegal na
puwedeng pagkakitaan. Nakakahiya pati and matitinong pulis ay nadadamay. Ang dumi
at ang babaho nyo.843

842
J. Hampton Keathley III, Accountability, In: http://www..bible.org/page.php.
843
Editorial: Scalawags in Uniform Comments at http://ph.news.yahoo.com/editorial-scalawags-uniformm-
185012574.html.

205
 Bob Segal, in his article Trooper in Trouble Over Facebook Photos, disclosed
that an Indiana State trooper was investigated for some compromising photos and
statements he posted on the internet. Some of the entries showed the trooper with a .357
Magnum pointed at his head, drinking what he described as lots of beer his buddies and
lewd horseplay. The conduct of the trooper is obviously unacceptable in the law
enforcement workplace. Not only does this officers agency have investigation and
disciplinary issues to contend with as a result of his behaviour is also must consider how
this conduct reflects on his credibility. There are some instances that some PNP
personnel (at the extent of wearing uniforms) misbehaved during and/ or after having
drinking spree in nightclubs, worse, a number of canteens/restaurants/videoke bars aflung
in front of the Camp Crame National Headquarters.

Police reform history is filled with countless stories of highly publicized changes
aimed by most of the chiefs of the Philippine National Police that promised much but
evaporated over the long run with only minimal impact. The major challenge to change
police organization particularly on its focus on commitment to accountability is whether
it is sustaining or not. Various failures of accountability-related reforms, for instance,
reforms developed by New York City Police Commission Patrick V. Murphy. The
subsequent scandals investigated by Knapp Commission of the 1994 Mollen Commission
report revealed that these reforms had completely collapsed, brutality and graft increased
and blatant corruption flourished. In the Philippines, accountability of Public Officers is
mandated in the 1987 Constitution844:

Section 1. Public office is a public trust. Public officers and employees must at all times
be accountable to the people, serve them with utmost responsibility, integrity, loyalty and
efficiency, act with patriotism and justice, and lead modest life.

Section 15. The right of the State to recover properties unlawfully acquired by public
officials and employees, from their nominees or transferees, shall not be barred for
prescription, laches or estoppel.

Section 17. A public officer or employees, shall upon assumption of office and as often
thereafter as may be required by law, submit a declaration under oath of his assets,
liabilities, and net worth.

Section 18. Public officers and employees own the State and thus this Constitution
allegiance at all times, and any public officer or employee who seeks to change his
citizenship or acquire the status of immigrant of another country during his tenure shall
be dealt with by law.

This constitutional and statutory provision is realized thru Department of Interior

and Local Government (DILG) Comprehensive Reform Plan of 1993 otherwise known as
844
Section 1, Article XI, Philippine Constitution

206
COMPLAN PAGBABAGO aimed to purge the misfits from the ranks of the Philippine
National Police and other bureaus of the DILG. The concept behind COMPLAN
PAGBABAGO was for survival of the Philippine National Police with a new image of
the society, the renewal of commitment of those who accept greater responsibilities, and
the transformation of behavior and attitudes of men in uniform 845. In his study, Police
Superintendent Alfredo B Roxas recommended the information drive on Letter of
Instruction Patnubay and familiarization of the conduct of administrative proceeding or
so called Summary Dismissal Proceeding (SDP) as one of the tools in the implementation
of the said Philippine National Police Administrative Disciplinary Program 846. Likewise,
the Letter of Instruction847 Honesty Team was organized to conduct an intensive
nationwide campaign against erring personnel engaged in illegal activities. The LOI
prescribes operational guidelines to be followed by the PNP units enhancing the image of
the PNP through a comprehensive program to weed out erring PNP personnel engaged in
nefarious activities. The Letter of Instruction PATNUBAY on the other hand, provide the
essential approach towards the end of ambit of legal and constitutional constraints. LOI
PATNUBAY is primarily designed to provide continuous governance of high ethical
standard and professionalism among PNP personnel which shall inevitably lead to the
lessening of additionally strengthening the relationship between the PNP and officials of
the local government.

Accountability is embodied in other legal mandates e.g. Republic Act 9485

entitled An Act to Improve Efficiency in the Delivery of Government Service to the
Public by Reducing Bureaucratic Red Tape Preventing Graft and Corruption and
Providing Penalties, the Letter of Instruction 25/2007848 was organized to improve the
delivery of public service to the public providing service guides which serve as citizen
charter or police commitment to the public. Philippine National Police personnel shall
adhere accountability embodied in the Constitution. They should acknowledge their
accountability. It is crucial to examine the duties of managers, especially public officials
to promote moral behavior under their supervision. Ethics scholars suggest that
managers, with respect to dealing with moral issues under their watch, have the duties of
investigation, communication, protection, prevention and precaution. In Managing for
Society column of Benito Teehankee849, these duties apply to any manager, they are
particularly vital for public officials because of the imperative to protect the public
interest. However, most people conclude that there is a gap, often a chasm, between
what many government workers want to be able to do and what the bureaucracies

845
Alfredo B Roxas Sr., The Administrative Disciplinary Program of the PNP: An Assessment, Public Safety
Officers Senior Executive Course Class 64-2006, p.6.
846
Ibid., p.69.
847
Letter of Instruction 44/06 Honesty Teams, National Headquarters, Philippine National Police approved by
Police Director General Oscar C. Calderon, Chief, PNP.
848
LOI 25/2007: Transparency and Accountability of Mamang Pulis in the Delivery of Police Service approved by
Police Director Geary L Barias, regional Director, National Capital Region.
849
Benito L. Teehankee, The Moral Responsibility of Managers- Part II, In: Managing for Society, Manila Times,
October 8, 2007, p. B1.

207
unwittingly forces them to do. Mario Antonio G. Lopez850, in his article, Serve the
People, he opined that the bureaucratic mandates as written by legal minds infected with
and narrowed by supervisory mindsets force them to serve bureaucratic or otherwise
limited professional sector and/ or discipline and even clearly vested interest ends
instead. This is one focal innovation where the former Chief, PNPs oft-repeated
statement that there is absolutely no place for abusive behavior in the police service since
law enforcers are supposed to be protectors and not oppressors of the citizen and thereby
bringing the old glory of the policeman The Mamang Pulis Program. Further, the
institution of a daily personnel accounting system is needed for an effective personnel
accounting in order to have an accurate and timely personnel data to be used in planning
for personnel, operations, training, logistics, budgeting and programming 851. According to
Police Director Edgardo Acuna, Director for Personnel and Records Management Chief,
With this action program, we will be able to clean our payroll of 15-30 personnel, those
on AWOL status and those who are abroad, under suspension, separated and retired from
the service.

Further Readings (Biblical Verses)

Matthew 12:36. I tell you that on the day of judgment, people will give an account for
every worthless word they speak.

Timothy 2:2. Even for kings and all who are in authority, that we may lead a peaceful
and quiet life in all godliness and dignity.

Hebrew 13:17. Obey your leaders and submit to them, for they keep watch over your
souls and will give an account for their work. Let them do this with joy and not
complaints, for this would be no advantage for you.

Romans 13:1. Let every person be subject to the governing authorities. For there is no
authority except by Gods appointment, and the authorities that exist have been instituted
by God.

Ezekiel 18:30: God will hold us accountable for our sin.

Matthew 12:3: We are accountable for every word that we speak.

1 Corinthians 3:8: God will reward Christians for their good deeds.

2Corinthians 5:10: God will examine our actions.

850
Mario Antonio G. Lopez, Serve The People, Mapping The Future, Business Monday, Philippine Daily Inquirer,
August 15, 2011, p. B5-2.
851
Alfred Dalizon, Verzosa Goes After Ghost Cops, Peoples Journal, October 7, 2008, p. 5.

208
LOVE

The most difficult to acquire is love. Some people view love as personal and
familial, inappropriate for an office. As its essence, love in the office describes a word or
deed that expresses caring beyond the call of duty. It means caring enough to take the
time to develop an understanding of the needs of personnel you work with.

There is more hunger for love and appreciation in this world than for bread.
- Mother Teresa

Here are some simple and practical tips for bringing love into your office:

Always remember that love starts with you.

Smile to everyone.
Think of what you have to give. Build a legacy of love that will be honored long
after you are gone.
Motivate others by using your heart. Without the heart as a motivator to do
something, you cannot achieve a spiritually motivated office.
Say a prayer for those people you find most difficult. Ask Gods guidance as to
how to build a better relationship with them.
Be creative. Love in the office requires us to be creative in our thinking. How can
we show we care in ways conductive to improving our environment.
Create a collage of love. Give cards, notes to your officemates even ordinary days,
or merely saying, I love your.
Always greet your officemates when you arrive and say take care or ingat.
Be responsible. Doing simple things such as making coffee, washing kitchen
utensils such as glass, fork, spoon you used on lunch breaks, cleaning your table,
chairs, computers. These chores are your personal responsibilities not the janitors
or strikers.
Be concerned with your officemates. There are times when someone is in trouble
e.g. family feud, marital problems, lovelife. Understand their situation.
Have to heart-to-heart talk especially when there were rumors, hearsays arose
between and among the personnel.
Be involved. Its true, there are designated tasks and responsibilities. Share what
you know and what you understand.
Have a pep talk or fellowship one at a time. Spread Gods words.
Do not belittle your peers. Everyone is unique.
Be nice.
Lastly, say please when asking favors and requests.

It is not how much we do but how much love we put into; it is not how much we
give but rather how much love we put into the giving.

209
 -Mother Teresa

Love thyself and others. The emphasis on the dignity of the person went a long
way to set up the person in ethics. Malcolm Muggeridge 852 wrote about the Calcutta he
saw in the company of Mother Teresa: The biggest disease today is not leprosy or
tuberculosis, but rather the feeling of being unwanted, uncared for, and deserted by
everybody. The greatest evil is the lack of love and charity, the terrible indifference
towards ones neighbor who lives at the roadside assaulted by exploitation, corruption,
poverty and disease.

The change of heart and the change of mind can only be for the better if the
direction of transformation leads to the concern for fellowmen
-Former President Ferdinand E. Marcos853

For Descartes and Kant, the person is regarded to be studied with care and respect
because man is a being whose nature is human and every being with human nature is
necessarily a person.854 The essence of love is how much we give of ourselves. Law
enforcers, in particular, often misunderstood this. As Mother Teresa said, It is not what
you do, but how much love you put into it matters.

We have to develop a national heritage founded on a deep love for God, ones
beings, the country and the planet earth. We must imbue ourselves with the ideals that
are maka-Diyos, makatao, maka-bayan at maka-kalikasan and let them govern the
social order of our commitments.
-Former President Fidel V. Ramos855

If love manifest in a single family, that family will advance, because illumined and
spiritual: but if enmity and hatred exist within it, destruction and dispersion are
inevitable.856 This is likewise true in an organization like the Philippine National Police.
If those who dwell within it will manifest a spirit of accord, unity, camaraderie and
fellowship. In the same way, the personnel develop towards enlightenment through love
and accord and are disintegrated by strife. When love is realized and the ideal spiritual
bonds unite the hearts of every Philippine National Police personnel, the whole
Philippine National Police will be uplifted. Strife and grievances will be uprooted
therefore the disagreement, conflict, confrontation and dissension pass away.

852
Malcolm Muggeridge, Something Beautiful For God, New York, Ballentine, 1971, p. 58.
853
Ferdinand E. Marcos, In:The Communist Party of the Philippines, Volume 1, Number S, Series 1982, Cover
page.
854
Fransisco M. Zulueta, et al., Philosophy Made Easy, National Press, Navotas, Manila, 2000, p.21.
855
Fedel V. Ramos, Moral Recovery Program Launching, September 30, 1992.
856
Bahas Faith, Addul-Baha, The Promulgation of Peace.

210
 Take a moment to seek from your heart the answers to the following questions:

First Question: Do you have a heart?

Is there no more space for matters of the heart in your hard, stern, dysfunctional
and cold life?

Second Question: What kind of heart do you have?

Do you have a stony heart, a wooden heart, or perhaps a plastic heart?

There is no real place in your heart as long as you hold it the following sins in the
heart:

H - hatred
E - envy
A - anger
R - resentment
T - timidity
Father Jerry M Orbos, SVD., raised threatening questions: Just what are you really
doing? How much do you own? Are you happy or gay? Whom are you fooling? Father
Orbos raised the questions and deepen them by raising:

WHY are you doing what you are doing?

HOM MUCH do you share?
Is there ENOUGH LOVE in your life?
Is there JOY in your work?
What KEEPS YOU GOING, anyway?

As James Gabrillo857 once said, begin by giving everything for love. There are
two roads in life, they say. Snub the road where you can live better and select the path
of duty where you can create waves of change. By giving yourself to things that are of
higher nature than anything in this material world, you prop up nor a culture of self-
gratification, but a life of no-strings-attached self-giving. Love is first given by a child
to his parents and then later is directed toward other persons and objects. By spreading
his love among other persons, he reduces the danger of frustrations and failure. Love,
according to Ashley Montagu858 in her book The Elephant Man, is the principal
developer of the potentialities of being human; and the only quality in the world capable
of producing that sense of belongingness and relatedness to the world of humanity that
every healthy human being desires and develops. Love builds up the urgent needs of our
857
James Gabrillo, Rock, Paper, Scissors, In: Thunder Road, Philippine Daily Inquirer, September 22, 2007, p.
C4.
858
Ashley Montagu, The Elephant Man, New York, Ballatine Books, 1973.

211
people, calling us to intensify our commitment to build our country, to promote a society
befitting our people. For the police personnel, as embodied in the PNP Human Resource
Development Manual859, excellent service spells SUCCESS that will elate his morale
as members of the PNP and become a very valuable asset to the organization, responsible
in installing the seeds of greatness, a pride of the Philippine National Police Human
Resource Development Program, acronym as SUCCESS:

S - success
U - understanding
C - courage
C - charity
E - esteem
S - self-confidence
S - self-acceptance

In effect, these qualities enhance Philippine National Police personnel in their

endeavor to plant their seeds of greatness. Thomas Merton 860 writes about this unfolding
of the sacredness of reality when he says: Every moment and every event of every
mans life on earth plants something in his soul. For just as the wind carries thousands
of winged seeds, so each moment brings when it germs of spiritual vitality that come to
rest imperceptibly in the minds and wills of men. Most of these unnumbered seeds
perish and are lost, because men are not prepared to receive them: for such seeds as
these cannot spring up anywhere in the good soil of freedom, spontaneity and love.

In the value statements drawn from Living Values: A Guidebook, love is

defined as the principle which creates and sustains human relations with dignity and
depth. When love is combined with faith creates a strong foundation for initiative and
action. The Guidebook discussed that love is not simply a desire, a passion, an intense
feeling for one person or object, but a consciousness which is simultaneously selfless and
self-fulfilling. Love can be for ones country, for a cherished aim, for truth, for justice, for
people, for nature, for service, or for God861. What about the Philippine National Police?
Is love emanates among its members? For according to Percival Symonds 862, love is the
basis for the most profound happiness human beings are capable of achieving. He
continues: Ones love relations are cherished as experiences of paramount value.
Love helps a person to achieve peace of mind and freedom from guilt. St. Pauls863

859
Philippine National Police Human Resource Development Manual, in: Chapter 5, Human Resource
Development Management of the PNP, 2007.
860
Thomas Merton, New Seeds of Contemplation, New York, New Dimension Press, 1972, p. 14.
861
Living Values: A Guidebook, Brahma Kumaris. These were used by Living Values Education as part of the
conceptualization and consultative process during the initial meeting with UNICEF in New York in August 1996.
862
Percival M. Symonds, Love and Self Love In: The Dynamics of Human Adjustments, New York, D. Appleton-
Century Co., 1946 pp. 554-565. Copyright @ 1946, renewed 1974. Reprinted by permission of Prentice Hall, Inc.,
Englewood Cliffs, New Jersey.
863
1 Corinthians 13, The New English Bible, 1970, p. 221.

212
description of love is both beautiful and sound. In addition, it is quite astonishing, for it
represents the first statement concerning the place and importance of love in the world of
humanity.

Scott Andrews864, CEO of ARRiiVE Business Solutions posted an article entitled

3 Reasons Why Leaders Fail stated that LOVE is an action word. He says, If we are
to create more abundance, we must create love. What actions do we know? Care?
Concern? Do we listen ans know what makes our team want to perform? He posted
another article about how do we get the organizations to stop ruling with fear and start
ruling with love865. He says: We need to stand up for our rights to BE LOVED AT
WORK, and TREATED WITH RESPECT FOR OUR CONTRIBUTIONS!. Belen L.
Mandin866, in her book presented basic ingredients to proceed smoothly towards growth
and self-actualization. She says: If we believe that we are created for a purpose; we
therefore, believe also that we have the capacity to become embodiment of what God
has in mind for us. This is the very essence of becoming oneself. Becoming oneself
means discovering the inherent goodness in us. Goodness is love, and once we see
ourselves good, we love ourselves. And when we love ourselves we cannot help but love
others. And this truth works like a chain reaction. In effect, we fulfill the basic
commandment to love your neighbor as you love yourself. Therefore, when love
emanates to every police officer, we can create a positive perception of the PNP. This
may include show of respect and courtesy to every citizen as mandated in Pulis
Magalang (Serbisyong May Ngiti). Think about this. Which superior officer do you love
most? The superior officer who frequently threatened you to be reassigned in Julu, or the
superior officer who treated you special, listened to you, showed you respect and led you
to greatness through being an OFFICER AND A GENTLEMAN, a coach, a mentor,
and a partner in your challenges? Top brass officers reading this book must put aside the
old-fear-based methods and embrace new ways to build more LOVE in the PNP
organization. Rushworth Kidder867, asserts that "love is at the very heart of the moral
universe". The connection between ethics and love is ascribed to by individuals as
diverse as James Joseph, President of the Washington-based Council on Foundations,
Astrid Lindgren, an internationally acclaimed Swedish author, Shojun Bando, a Japanese
Buddhist monk, Graca Machel, former first lady of Mozambique, and Chinese author

864
Scott Andrews, 3 Reasons Why Leaders Fail at http://www.arrive.blogspot.com/2007/11/why-leaders-fail
posted on November 27, 2007. at http://www.arrive.blogspot.com/2007/11/why-leaders-fail posted on November 7,
2007
865
Scott Andrews, Fear or Love? , at http://www.arrive.blogspot.com/2007/11/why-leaders-fail posted on
November 7, 2007
866
Belen L. Mandin, Interpersonal Skills and values Development, Mirriam College Graduate School, Quezon
City, 1989, p. 78.
867
Rushworth M. Kidder, How Good People Make Tough Choices, William Morrow Co. Inc., New York, 1995, p.
241.

213
Nien Cheng868. Oscar Arias869 puts this connection into perspective: "Ethics is never
dispensable. It is an integral part of human survival. But in the twenty-first century,
such survival will be a more complicated and precarious question than ever before,
and the ethics required of us must be correspondingly sophisticated." When we love,
we always strive to become better than we are today, and when we strive to be better than
we are, everything around us becomes better, too. That's the power of love. As a basis for
ethics, love - along with dignity, justice, and equality/freedom - are core values that
transcend cultures and are manifested in leadership.

I would like to share a commentary written by Susan Kramer 870 regarding love in
the workplace:

Love takes many forms ,its purest, caring

Is there anything in the universe but love
That motivates and energizes us so completely? If so, I haven't found it.
Though, the thought of love in the workplace can be confusing
In the setting of the workplace
We create harmony by showing caring love with each other
If lust is substituted for caring love, than we are trying to get personal gratification,
Rather than trying to give the best of ourselves.
Lust wants to get creating tension in body, mind, emotions
Love wants to give creating harmony
through energized body, mind, uplifted emotions
Because we are in the workplace so much of our waking time
we have the opportunity, in caring exchanges,
to live most of our waking hours productively
Through beneficial harmonious interaction.
There is a time and place for the biological drive to have its play
(to create and maintain pair bonding)
But, in the workplace expressions of caring love
Rather than lustful actions productively result (overall harmony)

Further Readings (Biblical Verses)

Matthew 5:43-44: Love your enemies.

Mark 12:29-3: Loving God is the most important command.
868
Rushworth M. Kidder, Shared Values For A Troubled World: Conversation With Men and Women of
Conscience, Jossey-Bass Publishers, pp 12,37,51,189,214 and 234 in:Integrity as Professionalism: Ethics and
Leadership in Practice ed. Zane Cornett and Jack Ward Thomas, 1995 at http://www.fs.fed.us/ecp/ecp-
watch/ew960123.htm.
869
Ibid., p. 271.
870
Susan Kramer, Love in the Workplace published by Creations in Conciousness at
http://susankramer.loveworkplace.html

214
John 13:34: Christians must love each other.
Ephesians 3:18: Gods love for us is beyond our understanding.
1 John 4:16: God is love.
2 John 1:5: We must be known for our love.
Ephesians 4:25 : No more lies, no more pretense. Tell your neighbor the truth. In
Christs body were all connected to each other, after all. When you lie to others, you end
up lying to yourself.
Psalm 139:23: Prove me, Oh God, and know my heart; try me and I know my thoughts.
Galatians 6:1-3: Brothers and sisters, if someone in your group does something wrong,
you who are spiritual should go to that person and gently help make him again.

215
LOYALTY

Employee loyalty can be defined as employees being committed to the success of

the organization and believing that working for the organization in their best option.

Loyalty to duty should be exemplified by our public officers and employees

who receive compensation from the State. Simple honesty demands that they earn their
pay by rendering the full measure of service that is expected of them. They should
observe strict punctuality, maintain maximum efficacy, and devote all their official
time to government business.
-Late President Jose P. Laurel871

One of the silent attributes of a government employee today is loyalty. According

to Frank Reyes872, Loyalty can be manifested by sincerity and devotion to ones job,
excellent performance, management skills, obedience to the policies mandated or
prescribed by the institution and, above all, honesty and integrity.

He continues, Sincerity and devotion is apparently shown by utmost

commitment. Excellent performance is shown by producing good results within a
minimum period of time. Obedience to the policies of the institution is undertaking all
assigned tasks without complaint or hesitation and according to the limits of the
functions of the same, and honesty is a denial to graft and corruption practices
mandated the provisions of Republic Act 6317 of the Good Ethics and Conduct of
Government Employees.

Loyalty, as defined by Jelson M. Dayupay873, is a necessary virtue a man possesses

in every organization or institution he is representing. It should be itched in our heart and
should consider as a duty. Cruz 874 averred that loyalty is the quality of sincere confidence
in and support for the purpose, methods and capabilities for ones associates, whether
superior or subordinates. It is something that should call for no pledges and must be
actual, spontaneous, and vibrant. The extent to which employees are committed to the
organization can dramatically impact by a multitude of independent quantitative studies
over time by the research experience of the Loyalty Research Center (LRC) 875.
Organizations take great actions to strengthen the relationships with employees that
includes improving communications, training, rewards and recognition. As William

871
Inaugural Address of the late President Jose P. Laurel, Legislative Building, Manila on October 14, 1943, In:
Official Gazette, Volume 1, October 14-31, 1943.
872
Frank Reyes, No Substitute for Loyalty. Economic Warrior, Economic Intelligence and Investigation Bureau,
Camp Aguinaldo, October 1989, p. 8.
873
Jelson M. Dayupay. Loyalty, Kalasag, Philippine National Police Academy, Academic Issue, 2005, p. 28.
874
Imee B. Cruz, Tainted Military Image: Will it Ever Washed Off. The Constable Journal, C7 Division, PC/ INP,
Camp Crame, Quezon City, November-December, 1990, p. 18.
875
Loyalty Research Center is located at 931 East 86th Street, Suite 120, Indianapolis.

216
Pollard876 notes in The Soul of the Firm, a person sees a reason for the task that is
personally satisfying and rewarding and has the confidence that the mission of the firm is
in alignment with his or her own personal growth and development, a powerful force is
unleashed that results in creativity, productivity, service, quality, growth, profit and value.
He taught eight principles:

1. To value each person as an individual with unique skills and talents,

2. To recognize the benefit and reality of diversity,
3. To harness the power of a common purpose,
4. To celebrate work, productivity and profit,
5. To encourage empowerment, ownership and accountability,
6. To recognize that learning is a lifelong experience,
7. To demand of leadership, service by example, and,
8. To accept and build on the abilities of ordinary people and expect ordinary
performance.

The PNP personnel will develop loyalty to the PNP organization if the higher
hierarchy care for personnel beyond tasks they do, as William Pollard 877 says, any tasks,
properly defined, can contribute to the dignity of the person. If the worker understands
the task and how it fits within the mission and purpose of the firm, he/ she can be
expected to respond in a positive way to the unexpected. Loyalty often described as
affective commitment because it refers to the individual feelings toward an organization.
It fulfills their obligations to employees and abides by humanitarian values, such as
fairness, courtesy, forgiveness and moral integrity878. Similarly, organizations that support
employee well-being tend to cultivate higher levels of loyalty in return 879.This was
averred by Peter Drucker880, in his book The Unseen Resolution, he cited that the
loyalty and morale of personnel is the soul of an organization, as employment is for
sustenance of the body. To develop loyalty and morale within the ranks, the leadership
must be sound for loyalty is earned, not imposed; morale is nurtured, not demanded. The
system must be fed by loyal adherence of its members. Loyalty should come from the
heart of the employed without any instrument but their own immediate virtue.

As our history tells us, unity and nationalism to us, discipline strength and
loyalty are our most urgent needs.
-General Jose T. Almonte881
876
Charles William Pollard, The Soul of the Firm, OMF Literature, Mandaluyong, Manila, 2005, p. 22.
877
Ibid., p. 79.
878
J. E. Finegan, The Impact Of Person and Organizational Values On Organizational Commitment, Journal of
Occupational and Organizational Psychology, Volume LXXIII, June 2000, pp. 149-169.
879
L. Rhoades, R. Eisenberger and S. Armeli, Affective Commitment To The Organization: The Contribution Of
Perceived Organizational Support, Journal of Applied Psychology, Volume LXXXVI, October 2001, pp. 825-836.
880
Peter Drucker, The Unseen Resolution, New York, Harper and Row, 1979.
881
Lecture of General Jose T. Almonte before the Course 34 of Command and General Staff Course, Fort Bonifacio,
Makati City on November 9, 1989, In: Economic Warrior, Official Newsletter of Economic Intelligence and
Investigation Bureau, Camp Aguinaldo, Quezon City, December, 1989, pp. 8-9.

217
 Aaron Green882, founder and president of Boston-based Professional Staffing
Group presented ten (10) ideas in fostering loyalty:

1. Offer more than just a job.

2. Generate goodwill through good deeds.
3. Get out the checkbook.
4. Empower employees.
5. Invest in training and development.
6. Share your vision.
7. Challenge employees.
8. Recognize and reward often.
9. Find common ground.
10. Get to know your employees.

Aaron Green stressed that human resources professionals know that employee
retention is a key factor in an organizations success. He says: Theres a direct
relationship between customer loyalty and a companys growth and profitability. You
cant have loyal customers and its nearly impossible to generate loyal customers
without strong internal loyalty.

Under the leadership of the former Chief, PNP, the organization will continue to
preserve the ideals of democracy and loyalty to the organization. Police Director General
Jesus A Verzosa883 made the assurance when he was officially sworn in as the 15 th PNP
Chief. He said: Let me assure you of our unwavering commitment to preserve the
ideals of our democracy and our loyalty to the Constitution and to the flag. Likewise,
Police Director General Avelino I. Razon Jr., the former Chief, PNP also vowed
allegiance to the constitution: We assure the Filipino nation of our unequivocal
allegiance to our flag and constitution and we give our word not to engage in
particular exercise.. The national police remains united and loyal behind the
constitution and duly constituted authorities884. Even His Excellency885 has a clear
unequivocal message to rogue members of the Philippine National Police, saying There
is no option. I will see to it that you turn over your badge and uniform. I will change it

882
Aaron Green is founder and president of Boston-based Professional Staffing Group and PSG Offshore Resources.
He is also a member of the board of Directors of the American Staffing Association. He can be reached at
aaron.green@psgstaffing.com.
883
Jesus A. Verzosa, In: New PNP Chief Assures PGMA: Public to Preserve Ideals of Democracy, cited in
http//www.ops.gov.ph/archieve 2008/sep27.htm.
884
Avelino I. Razon, Jr., In: Philippine Police, Military Rally Behind Beleaguered Arroyo, cited in
http//www..nation, multimedia.com/worldhotnews/read php?newsid=30066379.
885
Benigno Simeon Aquino, In: Noy vows to send rogue cops to prison by Delon Porcalla posted on December
19, 2012 posted at http//:www.philstar.com.

218
into an orange t-shirt with a big letter P printed at the back, referring to the orange
shirts worn by prisoners.

Further Readings (Biblical Verses)

Proverbs 17:17: Friends are loyal.

Matthew 6:24: We cannot divide our loyalty.

219
ENTHUSIASM

Sharon Wood of Canmore, Alberta, the first North American woman to climb
Mount Everest reminds me of her enthusiasm.

Sharon was also part of the first all-women team to climb Canadas highest
mountain, the 6,050 meters Mount Logan, in the Yukon. From there, she moves onto the
highest Mountain in North America, Mount Kinley (6,194 meters), in Alaska, then the
Andes and the Himalaya.

She says, We cant just drift through life and let the current carry us. There are
demanding situations where you have to start paddling a little but harder to alter your
course, your speed, on your direction. Ultimately, negatives into positives, the barriers
into opportunities and failures into successes that, more than anything, will help us to
succeed.

I believe that were all climbing our own mountains, that every striving
individual or organization is climbing its mountains in pursuit of its own goals
- Sharon Woods, 1986

The true concepts therefore, lies in penetrating those barriers of self-imposed

limitations within our minds. In essence, Police Director General Jesus Ame Verzosa
reminds us that Nothing great was ever achieved without enthusiasm. Susan H.
Cramm886, in her article entitled Successful Change Management is Base on Employee
Not Corporate, stressed that the promise of change for the better goes unfulfilled
because the vision never migrates from the head of a leader to the hands of the
employees. Leaders must accept the fact that even the best strategic planning processes
result in flawed visions.

The Sirota Survey Intelligence887 has introduced a new service for smaller
organization designed to sustain and nurture the natural enthusiasm employees first bring
to their job and increase an organizations bottom-line results. The Sirota Enthusiasm
Survey888 helps management maintain the enthusiasm employees initially bring to their
jobs by helping them understand their companys strengthen and weaknesses in the three
core areas that drive employee enthusiasm. These are:

1. Equity. Fair treatment and fair wages.

2. Achievement. Pride in a job well done.
3. Camaraderie. To be on a team that works to win.
886
Susan H. Cramm, Successful Change Management is Base on Employee, Not Corporate, CIO News, April 1,
2003.
887
Sirota Survey Intelligence, The Enthusiastic Employee: How Companies Profit By Giving Workers What They
Want, Wharton School Publishing, www.enthusiasticemployee.com/
888
www.sirota.com

220
221
TRUTH

As Galileo once stated, All truths are easy to understand once they are
discovered; the point is to discover them. To be in truth is to be truthful first to
ourselves. Veracity or truthfulness is a moral virtue which rightly disposes man to
speak or to act in accordance with truth. As Alfredo Panizo 889 says: By speaking truth
we respect and honor our neighbors intellect. On the contrary, lying is intrinsically
evil, according to St Thomas Aquinas. 890 He wrote: As words are naturally signs of
intellectual acts, it is unnatural and undue for anyone to signify by words something
that is not in his mind. The philosopher says that lying is in itself evil and to be
shunned, while truthfulness is good and worthy of practice.

Living in truth means living in harmony with yourself, and if you are in harmony
with yourself you wouldnt think of hurting someone else. You wouldnt physically hurt
your wife. You wouldnt nag your husband. In fact, as you grow more truthful to yourself,
you start to recognize more that everyone has different gifts that complement rather
than compete with others. Some personnel cheat themselves of becoming truly
successful, contended, and prosperous human beings by feeling they have to compete and
crush others to go ahead. Other personnel are not honest committing acts ranging from
taking home paper clips, table napkins, coffee, sugar and the like to arriving late, stealing
government time by leaving early, taking long lunch and breaks, making too many
personal calls, reimbursing receipts personally used, chatting in the internet, watching
television on working hours and playing Dota,Counter Strike, NBA Live, Virtual
Fighter, Ragnarok, Text Twist, Zuma, and other computer games. Juan Miguel
Luz891 averred that when half-truths become the core of public policy, we are going to
have great difficulty with consistency and follow-through. He continued, Lies after all,
beget more lies, blurring the distinction between private interests and public good.

NAPOLCOM Circular Number 2008-007 dated July 18, 2008 ordering

commanders of the Philippine National Police units and offices to strictly abide by the
guidelines on the conduct of exit briefing after turn over ceremonies. However, there
were mounting complains that several police commanders take with them government
properties and supplies when they vacate their office to assume a new assignment in the
police organization. According to some police sources in a report of Aris R. Ilagan 892,
among the items commonly being taken are computer sets, photocopying machines, fax
machines and even airconditioning units. One embarrassing news items written by
889
Alfredo Panizo, Ethics or Moral Philosophy, University of Sto Tomas Textbook Series, PPP Incorporated,
Quezon City, 1964, pp. 129-130.
890
St. Thomas Aquinas, Summa Theologios, Translated by Fathers of the English Dominican Province, Benzinger
Brother, Inc., 1948, On the Truth of the Catholic Faith (Summa Contra Gentiles), Translated by Vernon J. Bourke,
Image Books, New York.
891
Juan Miguel Luz, How Can We Teach Values in a Corrupt Society, Philippine Daily Inquirer, May 12, 2008, p.
E1.
892
Aris R. Ilagan, Versoza Reminds Cops Not To Take Properties, Manila Bulletin, August 7, 2008, p. 12.

222
Cecille Felipe893 of the Philippine Star entitled Razons Former Office Stripped Bare.
Felipe asks, Where are the computers and other equipment, as well as plates and
kitchen utensils in the office of the Philippine National Police Deputy Chief for
Administration, a post held by Police Director General Avelino Razon, just before he
was appointed to the PNPs top post? The truth is, the PNP personnel do these things
just to even the score in the workplace. There were times that they do not accept the
values of the world, those values which center around selfishness, deceit, vanity,
violence, brute power, slavish conformity and search for pleasures. Elvie Estabillo 894 once
wrote: If familiarity breeds contempt, dishonesty breeds indignation! It can even whip
political storm owing to the swirl of lies that circles such acts of dishonesty. She
continues, When repeatedly committed and people glaringly see through the dishonest
acts committed against them by public officials sworn to uphold the peoples interests
it can trigger deep-seated, seething anger.

Every police officer is a whole person. Every police officer have emotional,
spiritual, physical, psychological, physiological and relational sides to his being. Beyond
that, every police officer have responsibilities in various realms designation, job
description, assignments, duty detail, parading team, raiding team, etc. And each of these
areas has its own subresponsibilities- interrelated with each other. Yet, this police officer
cannot afford to succeed in his/ her career and sometimes fail in his/ her family ties; and
cannot achieved levels of excellence in his/ her career and yet burn out intellectually,
emotionally and physically. Every police officer should passionately pursue the discovery
of truth and how to apply that truth appropriately not only in his/ her daily lives but most
especially in LINE OF DUTY. The book of Dr. Ron Jenson895 offers the framework of the
MAXIMIZERS acrostic:

M - make things happen

A - achieve personal significance
X - x-out the negative
I - internalize a right principle
M - march to a mission
I - integrate all of life
Z - zero in uncaring for people
E - energize internally
R - realign rigorously
S - stay the course

For us Filipinos this is a time, therefore, not only to assess what Government
has done- or failed to do. This is also a time for us to ask ourselves what we can do for

893
Cecille S. Felipe, Razons Former Office Stripped Bare, The Philippine Star, October 8, 2007, p. 18.
894
Elvie P. Estabillo, Thoughts To Guide Us By, The Philippine Star, October 4, 2007, p. 13.
895
Ron Jenson, Make a Life: Not Just a Living, OMF Literature, Camila, 2000, p.14.

223
the common enterprise. This is also a time for us to speak not only of rights but of
duties and of civic responsibility.
-Former General Jose T. Almonte896

The PNP is mandated to be a model of responsibility and moral uprightness. But

where is what we call integrity? Our deeds, not our piety or our words, according to
Domiana L. Eugenio897, are the benchmarks of who we are as persons. The Tagalogs
would say, she continues, Ang hanap ni Bathala ay hindi salita kundi gawa (What
God wants is deeds, not words); the Boholanos say, Way sigoro sa pulong kon dili sa
buhat(Deeds are more fruitful than words); in Ilonggo, Ang tao nga may
hinambulan, pilit magtuman (For a man of honor is compelled to fulfill his words).

The Operations Section of Tacloban City Police Office (TCPO) strengthens their
Police Integrated Patrol System (PIPS) campaign thru conduct of checkpoint, search
warrant, warrant of arrest, operation bakal, police responses, internal security
operations, beat and foot patrol, etc. to make the city peaceful for the welfare of the
Taclobanons and the visitors. However, in some occasions, other law enforcers abuse
their authority in the conduct of their operational activities. 898 The editorial of Peoples
Journal Tonight899 stated: The PNP leadership has likewise put premium on answering
complaints from the public and how men and women in uniform should act while
manning checkpoints and chokepoints in various parts of the country. Researchers
Reisig and Chandek900 considered a number of possible influences on the citizens
evaluation, including the level of courtesy/ friendliness of the officer. The duo found that
the strongest prediction of the citizens satisfaction with the police department in general
was how courteous/ friendly the officer with the citizen. Hoever, some businessmen dont
trust men in uniform especially mobile patrolmen conducting illegal checkpoints and
illegally searching cars. Amidst guidelines to be followed by cops in searches, seizures
and arrests in checkpoints that should be done with civility and with due respect to
innocent passersby, commuters or bystanders, there were still some law enforcers who
conduct illegal checkpoints. The former chief of the Philippine National Police Police
Director General Avelino Sonny I. Razon Jr. pledge to fire all kotong cops
victimizing vegetable and fruit dealers following receipt of numerous complaints from
farmers and dealers. He said: Corruption is a two-way street for both the giver and the
taker. If we take away lone, the process will not be consummated. But it is better if we
can take away both.901 Sara S. De Guzman902 , in her article published by the Philippine
896
Speech of Jose T. Almonte before the International Conference on The Philippine, U.S.-Philippine Relations and
the Role of Filipino-American, Los Angeles, California, U.S.A., May 7, 2007.
897
Domiana L. Eugenio, Philippine Proverb Lore, Philippine Folklore Society, Quezon City, 1975, pp. 89-119.
898
Rey Gerilla Grado, TCPO Strengthens Patrol System, Leyte Samar Daily Express, July 29, 2011.
899
Editorial, Peoples Journal Tonight, Volume XXVIII, Number 210, May 25, 2008, p. 4.
900
Michael D. Reisig and Meghan Stroshine Chandek, The Effects of Expentancy Disconfirmation on Outcome
Satisfaction in Police-Citizen Encounter, In: Policing, International Journal of Police Strategies and Management,
Volume XXIV, 2001, pp. 88-89.
901
Editorial, Mulcting Cops, Tempo, Volume XXV, Number 311, November 7, 2007.
902
Sara S. De Guzman, Political Lame Ducks, The Philippine Star, June 30, 2008, p. 14.

224
Star satated that:Even the chaotic and anarchic gridlock in traffic on our roads is an
offshoot of ignorance and selfishness: in the way our drivers drive, in the manner I
which even the most basic tenets of road courtesy are ignored, in the way out kotong
cop find ways to victimize us while abusing their power, in the defiance of the law by
which motorists and public utility drivers weave from lane to lane, obstruct each others
and try to run each off the road.

According to the Editorial of Philippine Star 903 entitled Again, Another

Campaign Vs Kotong, motorists themselves bribe cops to avoid being cited for a traffic
violation. Some operators of public transportation vehicles especially buses also pay
protection money so the vehicles can be allowed to turn certain spots along busy
thoroughfares into virtual terminals. In fact, according to JC Bello Ruiz 904, some members
of the Transportation Management Gorup and other personnel were using their deputation
orders in their mulcting activities victimizing even vegetable traders from the
provinces. In the editorial of Peoples Journal Tonight, it stated that: It is public
knowledge that meat, fish, fruit, and vegetable dealers, truckers, and food haulers have
no choice but to give money to these unscrupulous law enforcers, forcing the former to
jack up the prices of their goods905. Few examples are cited below:

There were reports that mediamen, local officials and police received from the Php
30 million extortion rackets from illegal vendors in Baclaran and operators of colorum
buses, jeepneys and FX taxis plying in the place. According to Alex Silva 906, some 1,500
illegal vendors reportedly shell out the money monthly in exchange for their protection
and freedom to ply their trade in Baclaran. Meanwhile, two policemen were subjects of
complains from motorists who were caught receiving kotong money from traffic
violators in exchange for the offenders driving license. The duo, according to the news
tidbits of Fernando Cariaso907, were arrested along Roxas Boulevard near the corner of
Airport Road by fellow policemen from the Mamang Pulis Integrity Task Force of the
Southern Police District. In another incident, two Quezon City policemen who allegedly
tried to extort Php 20,000 from a certain Rodolfo Santiago and his 21-year-old girlfriend
got the surprise of their lives when Philippine National Police spokesman turned up to
bust them. Said policemen were demanding cash in exchange for dropping a trumped-up
public scandal charge against him and a female companion.908

903
Editorial, Philippine Star, Again, Campaign Vs Kotong, at http://www.philstar.com/index.php?
Opinion&p=49&type=2&sec=25.
904
JC Bello Ruiz, Drive Against Corrupt Lawmen Pressed, Manila Bulletin, August 22, 2007, p. 3.
905
Editorial, Highway Extortionists, Peoples Journal Tonight, Volume XXX, Number 197, july 23, 2008, p. 4.
906
Alex T. Silva, Media in Php 30 Million Baclaran Kotong, Peoples Journal Tonight, Volume XXVII, No. 23,
November 25, 2007, p. 2.
907
Fernando M. Cariaso, Razon Bows Decisive Action Vs Kotong Cops, Peoples Journal, Volume XXIX, No.
314, November 19, 2007.
908
Jeannette I Andrade and Andrea Ocampo, Gotcha!PNP Spokesman Nab Cops in Extortion Try, posted at
ww.inquirer.net posted on April 30, 2014.

225
 We will not tolerate rogues in our ranks. It is good that the incident was
reported immediately and the complaint promptly filed. It will help us cleanse our
ranks of scalawags,
-Police Chief Superintendent Richard Albano909

A certain SPO4 accused of extorting money from the son of National Capital
Region Police Office (NCRPO) Director Chief Superintendent Leonardo Espina was
ordered dismissed from the service Wednesday for a similar offense he committed in
2009, this time involving the son of a retired military general. A police investigation
showed that the generals son was driving his car when he was flagged down by De la
Pea and the four other policemen at a checkpoint in Barangay Mariana, Quezon City.
Said policeman checked the drivers license of Castros son as he ordered his men to
conduct an extensive search of the vehicle. Afterward, he ordered the generals son
to get into a police car while he drove the formers car himself. Aside from said SPO4,
15 other policemen (including a Police Colonel, a foremer Manila Police Station
Commander) have been ordered axed from the service for various offenses. 910

A certain Police Inspector and three others, all of the Jose Abad Santos Police
Station faced robbery-extortion charges and acts of lasciviousness after an entrapment
operation. The complainants alleged that the law enforcers demanded 200,000 php in
exchange for dropping the case. Said policemen were caught receiving marked money
from the victims of their alleged extortion or Hulidap activities, according to the report
of Nestor Etolle911. Meanwhile, two policemen of the Southern Police District were
arrested for allegedly extorting money from the owner of a truck that stalled at a highway
in Taguig City. The duo were wearing jackets to cover their police uniforms and
nameplates approached the truck driver and demanded Php 9,000 so that they will not
impound the stalled vehicle.912

A businessman complained that a group of Manila Policemen manning a

checkpoint stopped his car and ordered his driver to open the four doors before
thoroughly searching it. According to Alfred Dalizon913, the businessman was greatly
terrified the ordeal he suffered from the hands of Manila Police District law enforcers
who allowed the former to go when the latters search yielded negative results.

909
Richard L. Albano, In: , Gotcha!PNP Spokesman Nab Cops in Extortion Try by: Jeannette I Andrade and
Andrea Ocampo, posted at ww.inquirer.net posted on April 30, 2014.
910
Marlon Ramos and Jaymee T Gamil, Php 2 M benefits Forfeited in Purge of PNP Rogues, posted at
www.inquirer.net posted on September 12, 2012.
911
Nestor Etolle, MPD Official, 3 Cops Nabbed for Hulidap, Philippine Star, October 3, 2010 at
http://www.philstar.com/Article.aspx?articleid=6174548.
912
Non Alquitatan, SPD Cops Face Extort Charges, The Philippine Star, Volume XXII, Number 345, July 9, 2008,
p. 19.
913
Alfred Dalizon, Probe Rogue Manila Mobile Cop-Barias, Peoples Journal Tonight, Volume XXVIII, Number
170, April 15, 2008.

226
 A Chinese tourist billeted at Diamond Hotel in Malate identified a policeman
assigned to the Sta Mesa Station who robbed him of more than Php 60 thousand in
foreign currency. According to the news bit of Nestor Etolle 914, the Chinese tourist was on
his way to the airport when two uniformed policemen riding in tandem on a motorcycle
flagged down his taxicab.

A truck owner claimed that one of his trucks was bogged down by Police Officer 2
and cohort assigned with the Southern Police District Mobile Force at the highway in
Taguig. According to Non Alquitran915 of the Philippine Star, probers said that the truck
driver called the truck owner who called up SPD Director and reported the extortion try
by the SPD policeman. Said policeman faced extortion charges and administrative
charges.

Let me cite the saying of Samuel Smiles: Sow a thought, reap an action; Sow
an action, keep a habit; Sow a habit, reap a character; Sow a character, reap a
destiny. In this saying, let me ask you what kind of destiny do you hope to have as a
police officer? What kind of character is necessary for such a destiny? What kinds of
habits necessary for such a character? What kind of actions necessary for such habits and
what kinds of thoughts are necessary for such actions? What should be done to these
highway extortionists and abusive traffic enforcers? Due to the extortion incidents
involving cops, the PNP renewed their appeal to the public to immediately report abusive
officers. As PNP spokesperson Police Chief Superintendent Generoso Cerbo Jr. 916 stated:
914
Nestor Etolle, Cop Robs Chinese Tourist, The Philippine Star, Volume 22, March 7, 2008, p. 20.
915
Non Alquitran, SPD Cops Face Extort Charges, The Philippine Star, Volume XXII, Number 345, July 9, 2008,
p. 19.
916
Generoso Cerbo Jr., In: Police Urged To Report Abusive Cops by Matikas Santos posted at
http://www.newsinfo.inquirer.net on September 18, 2012, 3:17 p.m.

227
Lets look at the bright side, at last they are being exposed. We continue to call to the
public that if they see or are victimized by the abusive policemen they should
immediately report it. They will see that we are quick to respond (to their reports).
Further, the PNP leadership is asking victims of rogue officers to send their complains
through the following; Isumbong Mo Kay Tsip through 0917-8475757, the anti-Kotong
text 0927-5151515; PNP TXT 2920, DILG Patrol 117 or e mail at tsip1@pnp.gov.ph or
tsip@pnp.gov.ph. As long as the people are willing and have courage to expose the illicit
activities of erring policemen, then perhaps a kotong-free Philippines is possible.

"Sigurado po akong kinakabahan na ngayon ang mga pilit dumudungis sa

dangal ng pulis-silang mga imbes na maging alagad ng batas, ay tila nagiging kampon
pa ng dahas. Mulat po tayo sa katotohanang mayroon pa ring mga iskalawag na
kailangang purgahin mula sa inyong hanay. Hindi ko nga po maiwasang isipin: Bakit
nga ba nagsusulputan itong mga kasong mismong mga pulis pa ang sangkot? Tuloy,
ang kagagawan lang ng ilan, para bang pinagbabayaran ng buong institusyon,"
-President Benigno Simeon S. Aquino917

Further Readings (Biblical Verses)

Psalm 51:1-6: God wants us to be true and righteous.

Proverbs 12:19: Truth never changes.
John 8:31-33: Truth sets us free.
John 1717: Gods Word is truth.
1 John 1:5-7: We must not only believe the truth but also live by it.

917
Benigno Simeon S. Aquino, In:PNoy Warns Scalawags In U niform by William Cheng, posted on October 13,
2013 posted at http://www.abs-cbnnews.com/nation/08/13/13/pnoy-warns-scalawags-uniform

228
FAITH

Do you have faith in your workplace? If your answer is a resounding No!, then
you are certainly not alone. There are thousands of police personnel like you who feel
disconnected and vulnerable to workplace challenges, from increased duties and
responsibilities, additional workloads, overtime and duty details during red alert status.

I reverently invoke the aid of the Divine Creator, Infinite Fountains of all
blessings, that we have unity where we have been divided, that we may have FAITH
and courage where we have faltered and weakened, that we may be given light and
vision where we have walked in darkness, that we may have love where we have been
selfish, and that we may achieve lasting peace, prosperity and happiness for the
people.
-Late President Carlos P. Garcia918

Definition of Faith

What do we mean by faith? The word faith comes from the Latin Fidere,
which means to trust. As defined in the New Testament, faith is the substance of
things hoped for, the evidence of things not seen. Faith is not necessarily found in the
divine, but without reference to divinity to force of the word is dramatically
diminished919. According to Fr Rey Cimagola920, Chaplain, Center of Industrial
Technology Enterprise (CITE), Cebu City, Faith is a supernatural gift to us, given by
God in ways that defy understanding. But since it concerns us, we have to realize there
are things we need to do to make that faith take root in our lives, grow to maturity, and
spread out to other people. We have to realize then that we have a duty to transmit faith to
the others, and to help them keep that faith vibrant and faithful.

Let us together maintain our FAITH in each other, in liberty and in ways of
democracy, and give strength to one another as we advance our search for evergreen
pastures of peace and well-being for all.
-Late President Manuel Roxas921

Faith is felt in the heart, not the head. Developing better sensitivity to what
emanates from your heart rather than your head takes time (and faith). Feel the power
emanating from your heart.

918
Inaugural Address of Late President Carlos P. Carcia at the Council of State Room, Executive Office Building,
Malacanang Palace, Manila on March 18, 1957, In: Official Gazette, Volume LIII, Number 6, March 31, 1957, p.
1750.
919
Melissa Giovagnoli, Angels in the Workplace, Stories and Inspirations for Creating a New World of Work,
Jossey-Bass Publication, First Edition, San Francisco, 1998, p. 15.
920
Roy Cimagola, Transmitting Faith, Commentary, Leyte Samar Daily Express, November 14, 2011, p. 5.
921
Inaugural Address of the late President Manuel Roxas at the Legislative Building, Manila, on May 28, 1946.

229
 Having faith creates courage to move even the worst tragedies in life. The
prescriptions are as follows:

F - ortitude. It is the moral strength or courage

in the face of adversity.

A - cceptance. Admit the truth and take

responsibility.

I - ntuitive. Having a perception of immediate

apprehension.

T - actfulness. An understanding of how to

keep goodwill.

H - umor. To let someone has his own way for

the sake of peace.

By keeping our faith and sense of humor, we can reclaim our power to take
control of our lives.
- David Carey

According to Belen L. Mandin922, in her book Interpersonal Skills and Values

Development, we can always turn to God for enlightenment on which way to go, how
boldly we step on something, and what direction we take. To be faithful is to adhere
strictly to the person, cause or idea to which one is bond; be dutiful and loyal.
Synonyms of this word include loyal, true, constant, steadfast, staunch, resolute and
trustworthy.923 Spencer W. Kimball924 said: There must be a faith in God that will cause
men to clean their lives; to forget themselves in the service of their fellow men and to
overcome all weaknesses of the flesh. Mary McLeod Bethune925 likewise nurtured as
that without faith nothing is impossible. With it, nothing is impossible.

Our people, sustained by God, under whose protection have placed our destiny
and happiness, and strengthened by an abiding faith in His goodness and mercy our
people, united and free, shall shape a future worthy of our noble heritage if we but act;
act together, act wisely, act with courage, and act unselfishly, in a spirit of patriotic
dedication.
- Late President Ramon Magsaysay926

922
Belen L. Mandin, Interpersonal Skills and Values Development, Mirriam College Graduate School, Quezon
City, 1989, p. 79.
923
The American Heritage Dictionary, p. 471.
924
In Conference Report , London, England Area Conference, 1976, p. 36.
925
Mary McLeod Bethune, Encarta Premium 2007, Religion and Spirituallity

230
 A retired Chief, PNP said in his speech that is he be asked one day what proudest
moment in his life has been, he can only say he will forever be proud that he have been a
police officer molded by his alma mater. He says, It has been a journey of courage and
hardship of rough and smooth roads, of hope and faith. And it was a journey that I am
fortunate to have taken in my lifetime.927

Further Readings (Biblical Verses)

Genesis 15:6 Believing God takes faith.

Luke 17:6 Only small amount of faith is needed.
Romans 5:1 Faith puts us in a right relationship with God.
Hebrews 11:1 Faith is hoping in what is not seen.
Hebrews 11:7-12 Faith accompanies obedience to God.

926
Inaugural Address of late President Ramon Magsaysay at the Luneta Grandstand, Manila, December 30, 1953,
In: Official Gazette, Volume XLIX, Number 12, December 1953, pp. 5331-5334.
927
In: Verzosa A Good Cop, A Good Father at http://philstar.com/Article.aspo?articleid=61559&publication
posted on September 13, 2010.

231
HOPE

Emily Dickson928 once wrote: Hope is the thing with feathers, that perches in
the soul, and sings the tune without the words, and never stops at all. Hope means to
look forward to with confidence and expectations; to expect and desire. This signals
confidence that something you desire will in fact become reality. In Christian faith, hope
is recognized as a virtue equal to beliefs of faith and love. We hold onto our value of
hope, convinced that trough this belief we can make a difference and bring about the
changes that improve our lives as well as those of our fellow policemen.

In a newsletter of the University of the Philippines College of Administration,

Liling Briones929 cited a former lady faculty member of the University of the Philippines
who once occupied a powerful position in the government. She wrote: I dont want to
go back to teaching. What can I teach to our students? How can I teach the
Constitution as the basis of governance when it is violated all the time? How can I
teach professionalism, honesty and accountability when government officials openly
break the law and shamelessly steal public funds? She continues: There is hope in
civil society organization which deliver services which go through inefficiency and
greed fails to give. There is hope in those who risk their careers, their families and
their lives in order to bring genuine change.

To hope is to desire something with some confidence of fulfillment. Hope is

grounding for expectations. One example is Philippine National Police personnel who is
reassigned to a new unit with hope in his heart, breathing success into that hope through
his actions. We should motivate ourselves to develop a mind-set that copes with the
pressures and welcome the pace of change as a challenge rather than threat. The
following are principle of hope:

H - eartily develop practical systems to

achieve your goals.

O - pen-minded in the ideas, principles which

will be executed consistently.

P - eace-making, peace-building and peace-

keeping.

E - arning, learning and serving should be

928
This quote was cited by Rica B. Santos in: Hope is the Thing With Feathers, The Philippine Star, September 9,
2007, p. G-2.
929
Liling Briones, There Is Always Hope, Faculty Corner, University of the Philippines College of Administration
News, April 22, 2008.

232
 divided equally.

Further Readings (Biblical Verses)

Psalm 25:3 Hope gives us confidence.

Psalm 119:43 The Bible gives us hope.
Romans 8:28 Christians always have hope.
1 Corinthians 15:19 We have hope in Jesus.

233
HONOR

Honor is the highest form of self-respect. A man must live with himself for a very
substantial part of his life. Honor is that code of conduct which springs not only from a
do unto you philosophy, but rather from a determination to do only those things which
ones inner thoughts are in harmony. Being an honorable person is easy if we have fear in
God. Living the life with a total submission to the will of God will enable us to find
happiness in serving our country. This makes us contented in whatever noble profession
has to offer. Our people need a new breed of God-fearing public safety officers who can
do their duties with unsustainable performances. Righteous officers who are those whom
we need in order to restore the wretched image of our ailing nation.930

As I have been said, being a police is an honorable profession. Aspirants to this

profession must possess honesty and credibility. Last November 26, 2006 931, for instance,
the results of the Philippine National Police Entrance Examination nullified the test
results of seven aspirants who passed the said examination. The anomaly was discovered
when one of the examinees at the Notre Dame Village National High School in the
Autonomous Region in Muslim Mindanao was caught holding a piece of paper with
possible answers. The investigation also found out that an exceptionally high
percentage of identical answers among other six other police aspirants. If these police
aspirants have not been caught, is it any wonder when they become law enforcers be one
among the bad eggs in the organization? Brigham Young says, We may be bucking a
strong tide, but we must teach our children that sin is a sin. Children are permitted to
get by which inaccuracies in sports and cheating in games. This cheating goes into
college and into professions and into business. In addition to its being wrong, very
wrong, it undermines the vey fabric of their culture and their character 932. Likewise, if
we tolerate police applicants to enter the police organizations with spurious and fake
documents, we find ourselves rationalizing dishonesty, an act indulged in by some of
senior officers who claim to be honorable, decent people. Likewise, if we tolerate our
colleague in the screening for promotion in the next higher rank who are not qualified in
the time and grade is a shame. Seneca, a Roman philosopher and writer wrote: No one
can be happy who has been thrust outside the pale of truth. And there are two ways
that one can be removed from this realm: by lying, or be being lied to. This was
averred by official publication of the Civil Service Commission933 in their integrity
Watch. In their article, fake documents have long been considered termites eat into
morale of insiders as well as erode the confidence of the general public in government
people. For those inside government who have earned their eligibility the honest and hard
930
Harold M. Gaces, Man of Honor, Kalasag, Philippine National Police Academy, Academic Issue, 2005, p.2.
931
Jeamma E. Sabate, 7 PNP Applicants Caught Cheating, Tempo, Volume XXV, No. 176, June 25, 2007, p. 5.
932
Brigham Young, What I Hope You Will Teach My Grandchildren, Address to seminary and institute personnel,
Brigham Young University, July 11, 1966, Archives of the Church of Jesus Christ of Latter Day Saints, p.2.
933
Publications and Media Relations Division, Civil Service Commission, Characters in Civil Service Exams
Beware, Integrity Watch, Official Publication of the Office of the Ombudsman with Funding Support from the
European Commission, June-July 2007, p. 6.

234
way, it is demoralizing to work alongside a few who have not. Those who cheat their way
into government service are most likely those who will be corruptible or corrupt when
already in the service. In Autonomous Region in Muslim Mindanao (PNP-ARMM)
fifteen policemen were placed under investigation due to spurious police documents e.g.
transcript of records, birth certificates, among others. Dubbed as "Project Born
Identity, is part of the reform he instituted in the region which covers the provinces of
Maguindanao, Lanao del Sur, Basilan, Sulu, and Tawi-Tawi. 934

There were reports that a ranking officials of the National Police Commission has
demanded Php 5,000 from each police officer taking the October 26, 2008 entrance and
promotional examinations. In the report of Alvin Murcia 935 of Peoples Journal, sources
from NAPOLCOM revealed that those who paid the amount can be easily traced because
instead of their taking their examinations at the Benigno Aquino High School, Fort
Bonifacio High School and Pembo High School in Makati City which are the testing
centers authorized by the NAPOLCOM for police offices assigned at the National Capital
Region, they took their examinations in Calamba, Laguna.

What is left when honor is lost?

-Aristotle936

In order to protect the integrity of the PNP Entrance and Promotional

Examinations, the National Police Commission (NAPOLCOM) en banc recently issued
two (2) Resolutions nullifying the exam results of 495 police and civilian examinees after
they were found to have committed cheating/irregularity during the conduct of the
October 26, 2008 PNP Examinations. The Commission en banc also approved Resolution
No. 2009-175 nullifying the Philippine National Police Entrance Exam results of 365
civilian examinees in Koronadal City, Cotobato City, Zamboanga City, National Capital
Region, Davao City, Butuan City, San Fernando (La Union) and Calamba Testing
Centers. According to the press release of the National Police Commission 937, the analysis
of the answer patterns on the answer sheets of examinees from all the regional testing
centers revealed that the texted responses were used, as clearly shown in the analogous
patterns on the answer sheets, by Mr. Oclarit and some examinees from the following
testing centers: Koronadal City, 216 examinees; Cotobato City, 91 examinees;
Zamboanga City, 13 examinees; NCR, four (4) examinees; Davao City, two (2)
examinees; and Butuan City, two (2) examinees. On the other hand, Davao City
Congressman Karlo A Nograles938 cited the April 2011 PNP Entrance Examination where
934
Philippine News Agency, PNP-ARMMCleansing Process Continues, 16 Cops Under Probe, posted on October
27, 2014 posted at http??:www.interaksyon,com.
935
Alvin Murcia, NAPOLCOM Sets Probe of Police Exam Scam, Peoples Journal, November 3, 2008, p. 6.
936
Aristole at http://www.leadership.com/integrity quotes.html
937
NAPOLCOM Nullifies Exam Results of 130 Police Officers and 365 Civilians Due To Cheating/ Irregularity,
April 24, 2009 at: http://www.napolcom.gov.ph/pio.htm#apr2409.
938
Karlo A. Nograles, In: Karlo Wants PNP Internal Affairs Placed Under OP, at http://www.edgedavao.net posted
on October 24, 2012.

235
at least 287 passers were discovered to have cheated, possibly through leakage. He said:
These cheats should be permanently barred from entering the police service instead
of simply issuing a temporary ban. As far as Im concerned, they have lost their right
to be part of any law enforcement agncy or any public office or employment for that
matter.

Do you believe that there are some officers in the Philippine National Police who
have resorted to faking their birth certificates to adjust their retirement? According to
Alfred Dalizon939 of Peoples Journal, retiring officers at the age of 56 is a thorny issue at
the PNP. He cited that a certain Mindanao senior officer submitted a court certificate that
he was born in 1956 and not 1946, thus should retire in 2012 and not 2002. Another
issue on dishonesty, the Court found that a certain policeman was liable for gross
dishonesty and conduct prejudicial to the best interest of the service. Accordingly, the
policemans non-disclosure of the material fact that he was still employed as an active
member of the Philippine National Police and receiving his monthly salaries during the
period he was already a Court employee is considered substantial proof that he tried to
cheat/defraud the PNP and the Court. 940 Where is the dignity of police officer and his
boys who stole original Election Returns (ERs) then kept at the Batasang Pambansa
building and replaced these with fake ones to make sure a certain candidate would still
emerge the winner of the election in the event of a recount?941

During the Focus Group Discussion at the Philippine Drug Enforcement Agency
Office in Camp Crame, Quezon City, Police Senior Inspector Sarah Abad 942 admitted that
there are PNP personnel who were fraudulently enlisted in the service. She revealed that
there are also duplication of records, wherein one personnel discovered to have three (3)
birth certificates (purposedly done in order to be extended in the service). This was
averred by Police Senior Superintendent Baltazar S. Balangauan 943 that the records being
kept at the PNP Records Management Division is not accurate and complete. He says:I
think there is failure in the management. There is no exact handling and keeping the
records specially those former members of the PC/ INP. The palakasan system
usually exists in that office (Records Management Division).

939
Alfred P. Dalizon. Why Retire PNP Officials at the Age of 56?, Peoples Journal, October 1, 2007, p.4.
940
Ramon G. Siongco, July 2011: Philippine Court Decisions on Legal and Judicial ethics, posted on August 15,
2011 at http://www.lexoterica.wordpress.com.
941
Nancy C. Carvajal. We Switched ERs for Gloria Arroyo Special Report, Inquirer News posted on July 28, 2011
at http://www.inquirer.net.
942
Discussion of Police Senior Inspector Sarah Abad during the Focused Group Discussion at the PDEA Office,
Camp Crame, Q.C. on July 30, 2003 cited at the Doctrine of Police Superintendent Jane A. Aunzo, et al., PSOSEC
Class 49-2003, p. 46.
943
Comments/ Discussion of Police Senior Superintendent Baltazar S. Balangauan during the Focused Group
Discussion at the PDEA Office, Camp Crame, Q.C. on July 30, 2003 cited at the Doctrine of Police Superintendent
Jane A. Aunzo, et al., PSOSEC Class 49-2003, p.45.

236
 Moheb Tewfik944 at The Osgoode Hall Law School Innocence Project said the
police play an important role in the criminal justice system - they are the principal
investigators of crime and the main source of the evidence used by the prosecution to
secure a conviction. Since the police play such an important role in our system, it is not
surprising that how the police investigation is conducted greatly affects the outcome of
the trial. One embarrassing question raised by Ducky Paredes 945 of Malaya newspaper, as
quoted: Are CIDG policemen just too lazy and too stupid to do honest-to-goodness
police work that they usually end up manufacturing suspects and witnesses? He
continued; It seems for every crime, they have a ready template of suspects and
witnesses. Julius Fortuna946 of The Manila Times also asked the credibility of CIDG
personnel in handling high profile cases. In his article entitled Razon Should
Investigate CIDG, the following questions were raised:

* Do the CIDG people, engage in torture to obtain a confession that is admissible in

court?
* Do they use medieval ways of sleuthing to obtain evidences?
* Do they violate human rights just to please the brass?
* Is the CIDG susceptible to the vagaries of politics?

These questions are just some of the thousands of queries against the credibility of
the CIDG in line with the performing of assigned tasks among PNP personnel in handling
of cases particularly in Nida Blanca Case and the Batasan Blast. Same issue on
dishonesty among police personnel in one of the news beat by Danny Fajardo 947. This is
regarding a Police Senior Inspector who tampered evidence in a drug case. According to
the report, said policeman admitted to taking some pieces of sachet-packed shabu
which allegedly had turned over to the Philippine Drug Enforcement Agency (PDEA) in
relation to the buy-bust operation in Jaro District. Meanwhile, the entire complement of
the Criminal Investigation and detection Group (CIDG) in Batangas City were relieved
for the alleged kidnap for ransom amounted to 500,000 Php, robbery extortion and illegal
detention of Maria Christine Rodriguez, a student and resident of Pasay City after the raid
conducted by the Philippine National Police Intelligence Group, Camp Crame, members
of the Southern Tagalog Police Intelligence units and Isumbong Mo Kay Tulfo
staffs.However, the CIDG subsequently issued statements denying the allegations and
insisted that their operation against Rodriguez was legitimate.948

944
Moheb Tewfix. Police Issues, at http://www.Innocenceproject.ca/Policeissues.htm
945
Ducky Paredes, Is CIDG the Keystone Kops?, Malaya, December 18, 2007, p. A4.
946
Julius F. Fortuna, Razon Should Investigate CIDG, The Manila Times, December 18, 2007, p.A4.
947
Danny Fajardo, Police Who Tampered With Evidence In Drug Case Relieved, Manila Bulletin, p. 15,
(undated).
948
Ramon Tulfo,Rogue CIDG Policemen, On Target at http://newsinfo.inquirer.net/181513/rogue-cidg-poliemen
posted aon April 23,2012.

237
 Law enforcement officers are special people. Unfortunately, we honor
ourselves rarely, typically for funerals and retirements. But each day, heroic actions
are commonplace.
-Lt. Randy Sutton949

Credibility among police personnel in the performance of their duties is a dismal

failure. Take the case stemmed from a complaint of Filomena Gallentes. In a report by
Tina G. Santos950, administrative charges were filed against a Manila Police Officer and
his subordinate in connection with the alleged loss of cash and jewelry owned by a slain
Commission on Election official. Imagine a police officer who reportedly became the
custodian of the victims personal belongings handed over to him by staff member of the
hospital where the victim was taken after the shooting? Allegedly the items were stolen
and claims that an attempt to replace gold bracelet with a fake. Where is honorable
profession here? On the other hand, there were cases of drug evidence disappearances
from policekeeping and selling/ pilferage of seized drugs for personal or commercial
purposes. A related case on evidence handling in an isolated case where the source of
illegal drugs came from an evidence custodian who has the access to the stockroom
where crime evidence are being kept as revealed by some arrested alleged pushers. For
instance, one member of Quezon City Police District was arrested for allegedly selling
confiscated shabu being kept at the Quezon City Crime Laboratory. As reported by
Joel Dela Torre951 of Peoples Journal and Jeffrey G. Damicog952 of Tempo, said
policeman had contacts outside to distribute the recycled shabu to their clients. Similar
case took place in Benguet Police where investigation was conducted following a report
that 24 kilos of marijuana bricks is part of the missing 60 kilos which will be used as
evidence. The report was question by a certain Kapangan Mayor who informed that the
actual seizure was 100 kilos was loaded in a Tamaraw FX but the driver was released for
unknown reason953. Meanwhile, a Taguig policeman is seeking state prosecution after
accusing his colleagues in the citys police force, led by their chief, of involvement in
drug trafficking. Said Police Non-Commissioned Officer accused his fellow cops of
shaking down drug suspects and reselling the seized shabu.954

How can you trust a high ranking police officer charged with dishonesty and an
ex-general for estafa case? According to Alfred Dalizon 955, a police colonel was ordered
949
Randy Sutton, Ethical Survival: Officers Must Prepare For Not Only Physical Danger But Ethical Danger As
Well, In: http//www.policeone.com/writers/columnist/lom/articles/12944.
950
Tina G. Santos, Charges Filed Vs MPD Officer in Dalaig Case: Colleague Faces Qualified Theft Raps After
Items Were Allegedly Stolen, Philippine Daily Inquirer, November 23, 2007, p. A25.
951
Joel Dela Torre, QC Cop Held For Selling Seized Shabu, Peoples Journal, Volume XXX, No. 2, January 11,
2008.
952
Jeffrey G. Damicog, Cop Selling Shabu Evidence Nabbed, Tempo, Volume XXVI, No. 11, January 21, 2008.
953
Harley F. Palangchao, 16 Police Officers Face Charges For Missing Marijuana In Benguet, The Manila Times,
September 5, 2008.
954
In: Cops and Drug Dealers, editorial, Philippine Star posted at http://www.ph.news.yahoo.com on December
6, 2012.
955
Alfred Dalizon, Razon Fires Police Colonel For Dishonesty, Peoples Journal Tonight, June 25, 2008, p. 7.

238
dismissed from the service that we following a macro-etching examination conducted by
the PNP Crime Laboratory Service which showed that the two motor vehicle engine
blocks and chassis (tampered) keep in his (police colonel) possession. According to the
report, the combined agents of the CIDG and Traffic Management Group National
Capital Region Traffic Management search the colonels place in Mariveles, Bataan. The
police colonel was accused of dishonesty, defined by the National Police Commission as
the concealment or distortion of truth in a matter of fact relevant to ones office or
connected with the performance of his duties. On the other hand, the owner of the
Sunstar Security and Detective Agency accused a retired general of defrauding him Php
600,000 in 2004 while the police officer was still in the active service. The complainant
claimed that he gave Php 600,000 to the retired police general relative to the possible
contract of 108 security guards but the said contract was given to another firm. According
to Peter Tabingo956 of Malaya newspaper, the complainant asked to the retired police
general to return the Php 600,000 and was given three postdated checks (Php 300,000,
Php 250,000 and Php 50,000) which all bounced since the source account was already
closed. Meanwhile, a former director of the Philippine National Police Academy was
convicted for overpricing the cost of a training facility in Bongao, TawiTawi. According
to the news report of Leila B. Salaverria 957, the antigraft court sentenced a certain Chief
Superintendent to six to ten years of imprisonment after finding him guilty of claiming
that the budget for the construction of training facility which consisted of several
buildings, was Php 5,727 million, when the cost only amounted to Php 3.18 million.
Meanwhile, a retired police colonel and two of his former subordinates were convicted of
graft in connection with the alleged ghost purchases of Php 8 million worth of combat
clothing and individual equipment for members of the Philippine National Police. In a
newsbit report of Edmer Ponesa958 of Manila Bulletin, the defendants unlawfully split the
purchases into 16 transactions of Php 500,000 each to avoid scrunity by higher
authorities. In a 38-page decision promulgated, the anti-graft courts Fifth Division said it
found that none of the supposed purchases were actually delivered to the alleged recipient
units of the police force. Another issue of dishonesty and conduct prejudicial is the case
of a certain police officer to the best interest of the service. According to Ramon G.
Siongco959 ,in his article: Philippine Supreme Court Decisions on Legal and Judicial
Ethics, The officers non-disclosure of the material fact that he was still employed as an
active member of the Philippine National Police and receiving his monthly salaries
during the period that he was already a Court employee is considered substantial proof
that he tried to cheat/ defraud both the PNP and the Court. Meanwhile, a retired PNP
Chief has renewed his plea to the Sandigan Bayan for bail in connection with the
malversation cases he is facing over alleged ghost repairs of police vehicles in the amount
956
Peter J.G. Tabingo, Ex-Police General Wanted For Estafa, Malaya, June 30, 2008, p. A2.
957
Leila B. Salaverria, Former Police General Convicted Of Graft for Overpricing, Philippine Daily Inquirer,
Volume XXVII, Number 159, May 18, 2012 p. A10.
958
Edmer F. Ponesa, Retired Police Colonel, 2 Others Convicted For Graft, Manila Bulletin, August 21, 2008, p.
9.
959
Ramon G. Siongco, July 2011:Philippine Supreme Court Decisions on Legal and Judicial Ethic at
http://www.lexoterica.wordpress.com posted on August 5, 2011.

239
of 385.5 million pesos. Along with other five top police officials are being held at the
PNP Custodial Center at Camp Crame headquarters after the court ordered their arrest. 960

If we are dishonest, we cheat ourselves.

- Spencer W. Kimball961

According to Spencer W. Kimball, dishonesty comes in many forms in playing

upon private love and emotions for filthy lucre, in falsifying accounts, in taking unreal
exemptions, in stealing time, giving less than a full day of honest labor for a full days
compensation, n riding public transportation without paying the fare and all forms of
dishonesty in all places and in all conditions.962 When do we urge other police officers
honor and integrity and honesty? Is it possible that some of our law enforcers do not
know how sinful is to steal? It is unbelievable- the extent of thievery, corruption, robbery,
stealing exist in the PNP. How can we teach our children about honesty and integrity if
we do corrupt practices like stealing time? In conference report of the Latter Day Saints,
it discussed that we should inject into our home evenings a lesson on honesty and
integrity963 and we should protect our family against dishonesty and proper teaching964.

Ang mga pulis pala ngayon, kunwari nagbibilad sa initan pero may 5 hectare
estate, complete with swimming pool. Naka-landscape pa.
-Senator Mirriam D Santiago965

On the issue of negligence, a police officer and ten of his men were charged with
simple neglect of duty under the doctrine of command responsibility for the
disappearance of PO2 Basser Ampatuan. According to Cecille S. Felipe 966, the policemen
will be charged for their failure to perform their duties and responsibilities, leading to
Ampatuans escape.

A police colonel has been relieved from his post following the allegations of an
arrested caretaker of a shabu laboratory raided in Naguilan, La Union who tagged the
police officer as one of the syndicates alleged operator. Other sources said that law
enforcers might have been threatened or bribed, which probably explains why they failed
to report anything or do something. A reliable source said, according to The Philippine
Star967, wants to find out how the syndicate was able to bring in chemicals unnoticed and
sneak out finish product despite the presence of checkpoints in the area. On November
960
Marlon Ramos, Ex-PNP Chief Sacks Bail Anew, Philippine Daily Inquirer, October 5, 2914, p. A4.
961
Spencer W. Kimball, Teachings of Presidents of the church, Church of Jesus Christ of Latter Day Saints, Salt
Lake city, 2006, p. 128.
962
Ibid., p. 129.
963
In Conference report, Temple View, New Zealand, October 1974, p.5.
964
In Conference Report, New Zealand Area Conference, 1976, p. 29.
965
Mirriam D. Santiago, In: Mirriam Tells Aquino Kick PNP Chief Upstairs, posted on October 10, 2014 posted at
http://www.rappler.com/nation/71603-miriam-aquino-pnp-purisima
966
Cecille S. Felipe, 11 Cops Charged Over Slay Suspects Escape, The Philippine Star, Volume XXII, Number
319, June 13, 2008, p. 19.

240
12, 2008, a three-man prosecution panel dismissed the complaints against the police
officers allegedly tagged as protectors. However, La Union prosecutor indicted the
police colonel along with several unnamed Chinese and Filipino cohorts 968. Another
police official was ordered relieved by Acting Manila Mayor Isko Moreno for negligence
in his assigned area of responsibility for failing to stop rampant robbery of copper wires
from the Baywalk lamp post.969 Meanwhile, the Chief of Police of Kapangan Police
Station in La Trinidad Benguet was relieved following an inquiry on the missing
marijuana bricks approximately weighing 60 kilos. The Regional Director of Police
Regional Police Office Cordillera was informed that said police officer had been
grounded to allow the investigators to pursue an unhampered investigation of the missing
60 kilos of marijuana.970

The Executive Director of Linis Gobyerno, Inc. endorsed a complaint to the

Ombudsman of a certain Police Superintendent for violating Republic Act 3019
otherwise known as the Anti-Graft and Corrupt Practices Act, Obstruction of Justice,
Conduct unbecoming an Officer and a Gentleman. Said officer released suspect Antonette
Landingin and company without filing any charges against suspects despite of the
suspects having been caught in possession of the prohibited substance of shabu.971 In
Antipolo City, the Chief of Police was ordered relieved for his alleged failure to prevent a
Php 2.3 million pawnshop robbery along Marcos Highway in Barangay Mayamot,
Antipolo City972.

Aside form mishandling of evidences, what about the policemen who rob, snatch,
moonlighting and/ or having extra income? What kind of credibility do they have?
Take the cases of the following:

* A policeman assigned at the Eastern Police District was arrested for his alleged
involvement in Php 400,000 payroll robbery that left the vice president of a candy factory
wounded in Pasig City. The suspect (Police Officer 2), was positively identified by a
security guard as one of the four motorcycle-riding men who grabbed the payroll money
from Fernando Sy, as he stepped out of his car in front of his office on Brixton Street in
Barangay Kapitolyo, Pasig City.973

967
Jun Elias, 20 More Cops Probed On La Union Shabu Lab, The Philippine Star, July 26, 2008, Volume XXII,
Number 362, p. A-21.
968
Jun Elias, Police Officer Indicted As Shabu labs Protector: DOJ Reverses Dismissal of The Case, The
Philippine Star, volume XXII, Number 207, February 18, 2009, p. a19.
969
Itchie G. Cabayn, Isko Sacks Negligent Cop, Peoples Journal Tonight, Volume XXVIII, Number 187, April 29,
2008.
970
Dexter See, Police Chief Sacked Over Marijuana Case, Manila Bulletin, August 11, 2008, p. 15.
971
Posted at http://www.linisgobyerno.org/march_13_2002.htm.
972
Non Alquitran and Ed Amoroso, Antipolo Cop Chief Sacked Over Rob, Philippine Daily Inquirer, Volume
XVIII, Number 178, January 21, 2009, p. A-20.
973
Non Alquitan, Cop Tagged in Pasig Payroll Heist, The Philippine Star, August 31, 2005, page 21.

241
 * The Rizal Provincial Police arrested three policemen for their alleged
involvement in a string of robbery-homicides in Eastern Metro Manila. One policeman
assigned with the Eastern Police Districts Civil Disturbance Management Unit was
arrested after he was identified by a witness in the heist in Cainta which left one-year-old
Erica Charlene dead. The two other policemen were also held after a Cainta Court issued
a warrant for their arrest. According to Dennis Carmamo 974, the group was also behind the
July 15 and August 25 heists in Pasig.

* A certain Senior Police Officer 2 of Manila Police District is in hot water for
allegedly stealing 33 cell phones from a Chinese businesswoman in Quiapo, Manila.
According to Renato G. Quilicol 975 of Peoples Journal Tonight, said policeman was
identified by the witnesses who reported to Manila Police District headquarters.

* Police arrested a former Quezon City policeman and two other cohorts who
allegedly tried to steal some 3 million worth of jewelry from a lawyers house in
Paraaque City. According to Michael Punongbayan976 of Philippine Star, the suspects
allegedly tried to rob lawyer Casiano Agriadas house by claiming to be looking for a
place to rent.

* A Pasay City Policeman was arrested by the operatives of the Presidential Anti-
Smuggling Group for escorting Reynaldo Suarez and his wife suspected to be involved in
smuggling of drugs from China worth Php 1 million?977

* A certain Police Officer 2 assigned with Pasay Police Station- Southern Police
District and companion were arrested by operatives of Manila Police District for
allegedly snatching the cellular phone of Jerome Lopez, a computer Technician in
Sampaloc, Manila according to the report of Jeamma E. Sabate.978

* Another policeman assigned with PSPO unit detailed at the Pakistan Embassy
was arrested by Pasay Police Officers for reportedly masterminding a series of robberies
in the city. In a report of Rhodina Villanueva 979 of the Philippine Star, said policeman was
apprehended in his house four after the arrest of Ricardo Tayumi who confessed that the
police officer, his neighbor is the one giving their group orders. On the other hand, same
police officer was identified by Michelle dela Cruz claiming that the former staged a
hold-up on EDSA near Rodriguez Street.

974
Dennis Carcamo, 3 Cops Collared for Robberies, Manila Standard, September 25, 2005, p/ A5.
975
Renato G. Quilicol, MPD Cop Steals 33 Cellphones, Peoples Journal Tonight, Volume XXVII, No. 223, June
8, 2007.
976
Michael Punongbayan, Ex-Cop Nabbed in Foiled Heist, The Philippine Star, October 4, 2007, p. 18.
977
Customs Cop Nabbed for Escorting Drug Smugglers, Peoples Journal, Volume XXX, No. 20, January 29,
2006, p. 6.
978
Jeamma E. Sabate, Policeman, Partner Held For Snatching, Tempo, Volume XXVI, No. 29, January 29, 2008.
979
Rhodina Villanueva, Cop Tagged as Brains Behind Pasay Robberies, The Philippine Star, Volume XXII,
Number 242, March 28, 2008, p.19.

242
 The principle of chain of command necessarily includes and imposes a subsidiary
principle- that of delicadeza, according to Police Director General Recaredo A.
Sarmiento II980. This is one Filipino value ingrained deeply in our Code of Professional
Conduct and Ethical Standards, Chapter 2, Section 35 of our Code reads and he quote:
In consonance with the requirements of HONOR and INTEGRITY in the PNP, all
members must have the moral courage to sacrifice self-interest with the time-honored
principle of delicadeza.

Honor is the moral integrity of every person, the esteem accorded with virtue or
talent, says Cadet 2Cl Roberto D. Samillan Jr 981. He stated that the general public needs
an affair who is honest, dedicated and straightforward in the service. An officer who is
not corrupt and willing to sacrifice for the truth despite of whatever consequences. Cadet
Balais982 averred that being a public safety officer doesnt merely require brain and bran,
it requires individuals who are firmly armored with utmost discipline, and an insatiable
opposite for excellence- the real parameters of leadership.

His Excellency Benigno Simeon C Aquino983 says, Kung ikaw ay pulis, at hindi
para sa pangangalaga ng interes ng taumbayan, ang iyong hakbang, mas mabuti pang
ilapag mo na lang ang tsapa mo. Sa tuwid na daan, ibinabalik na natin ang paggalang at
pagtingala ng taumbayan sa inyong hanay. Nasa posisyon na tayo para muling itindig
and DANGAL ng ating kapulisan. A poem written by C-02070984 published in the
recognition issue of Kalasag states about principle of honor: A man of honor cannot be
standardized simply by theoretical principles. Dignity is not lilited to some level, not a
mere course of action taken by anybody. It is a responsibility on dynamic co-existence.
Likewise, a poem on honor which I wrote and was published at Police Regional Office 12
Newsletter in Filipino version entitled Dangal985 reads:

Dangal

Bawat isa ba sa atin ay may kakayahan

Na maging uliran sa ating tungkulin
Hindi lamang sa ating kapakanan kundi sa inang bayan

Ngunit ito yata ay ating nakaligtaan

980
Speech of Police Director General Recaredo A. Sarmiento II during the Traditional New Years Call on Chief,
PNP, Multi-Purpose Center, Camp Crame, Quezon City, January 3, 1997.
981
Roberto D. Samillan Jr., In The Name Of Service, Honor and Justice, Kalasag,Recognition Issue, 2007, p. 17.
982
Balais, Directors Profile, Kalasag, Founding Anniversary Incorporation Issue, 2004, p. 32.
983
Speech of Benigno Simeon C Aquino during the PNPs 110th Police Service Anniversary, Philippine National
Police Multi-Purpose Center, August 8, 2011.
984
C-02070, Recognition Issue, Kalasag, 2003, p. 30.
985
Maria Jesusa N. Pajarillo, Dangal, Police Regional Office 12 Newsletter, General Santos City, Volume 1,
Number 2, February-March 2000, p. 12.

243
 Ang maging matapat at huwarang mamamayan
Bagkus nakagawiang mamuhay sa uso
Na tinatawag nilang kapit sa patalim.

Huwag na nating ikubli ang ating pagkatao

Hindi bat malimit tayong maging manhid
Pati sarili natiy dinadayat inaabuso
Sa maling paraan, dooy nakasandal.

Aanhin kaya natin ang tagumpay

Kung ang pinagmulan nitoy kahihiyan
Ito ba ay ating maipagmalaki
At ipagyabang sa ating kapaligiran?

Gustuhin man nating umunlad ang ating bayan

Kung tayo naman ay nakatingala lamang
Naghihintay at nagbabasakaling manghuthut
Sa pamahalaang hindi lubos na kinikilala.

Bakit tayo naghihintay sa ating gobyerno

Na pagpalain ang bawat isa sa atin
Hindi bat mas maganda kung tayo ay magka-isa
At buuin ang nasirang dangal n gating bayan?

Ang pangungutya at pagbatikos sa ating pamahalaan

Ay isang pagsisipsip na walang kabuluhan
Isipin naman natin ang ikabubuti ng bawat isa
At ibalik natin ang nawawalang DANGAL.

According to Senator Panfilo Ping Lacson 986, To ultimate test ones credible
standing is to see whether he does what he says. If a man is truthful and upright in
public, but renounces those standards in private- he lacks credibility because he has no
dignity. A man who cheats himself once is a thousand times worse than the one who
cheats a thousand others. We need a critical brood of law enforcers who will choose to
follow the voice of police ethics- to answer the call to meaning and manifest truth in our
lives, and to answer the call of service, honor and justice and put giving and caring for
our communities and environment at the center of each day. Then values like trust,
professionalism, discipline, humility, courage, character, commitment, accountability,
love, loyalty, enthusiasm, truth, faith, hope and honor will be practiced with the same
frequency that they are taught. It is a Herculean dream of the Philippine National Police,
but a dream based on the inner reality of our instinct- a reality whose time will come. We
986
Panfilo Lacson, What is Right Must Be Keep Right; What is Wrong Must Be Set Right, Speech at Police
Community Relations on July 4, 2011 at http://www.pinglacsonn.blogspot.com.

244
have hundreds of committed policemen and policewomen around the nation who are
heroes, e.g. PO1 Jamaron Sundag who took heroic stand against 100 Moro Islamic
Liberation Front fighters; PO1 Roden Jaluag who declined a hundred thousand pesos
bribed money in lieu of a drug case in Sagay City; PO1 Raffy Billones and PO1 Judasses
Catalogo who staged bravery and gallantry in defending their detachment, to name a few
of police neophytes. As POLICE CHIEF SUPERINTENDENT PERFECTO P PALAD 987
says, We will not fail the whole PNP and our nation, for each of us must have a firm
resolve to do not just better; but the best that our body and soul can offer to serve and
protect our country.

987
Perfecto P Palad, The Chiefs Focus, 4th Issue, Ground Floor, Legal Service Building, Camp Crame, Quezon
City.

245
 CHAPTER 3

POLICE REFORM AND

TRANSFORMATION

246
ORGANIZATIONAL CULTURE

The literature on organization socialization suggests characteristics associated with

strong organization culture. Key among these is a socialization process that emphasizes
well-defined roles, rules, routines, and values; reinforcement with intrinsic and extrinsic
reward systems; and conditioning experiences. That literature also suggests that an
organization exhibiting a strong culture and socialization process will likely elicit
participant behavior that is highly congruent with the espoused values and objectives
stated by the organization988.

What is organizational culture?

According to Richard W. School 989, Professor of Management in University of Rhode

Island, a single definition of organizational culture has proven to be very elusive. No
one definition of organizational culture has emerged in the literature. One of the issues
involving culture is that is defined both in terms of its causes and effect. For example,
these are the two ways in which cultures often defined:

1. Outcomes- Defining culture as a manifest pattern of behavior- Many people use

the term culture to describe patterns of cross individual behavioral consistency
(CIBC). For example, when people say that culture is The way we do things
around here, they are defining consistent way is in which people perform tasks,
solve problems, resolve conflicts, treat customers, and treat employees.

2. Process- Defining culture as a set of mechanisms creating cross individual

behavioral consistency- In this case culture is defined as the informal values,
norms, and beliefs that control how individuals and groups in an organization
interact with each other and with people outside the organization.

Both of these approaches are relevant to understanding culture. It is important to

know on what types of behavior culture has greatest impact (outcomes) and how culture
works to control the behavior of organizational members. 990 Ed Schein991 defines
organizational culture as A pattern of shared basic assumptions that the group learned
as it solved its problems of external adaptation and internal integration, that has
worked well enough to be valid and, therefore, to be taught to new members as the
correct way to think, and feel in relation to those problems.
988
Sharon Novak and Charles H. Fine, The Corporate Socialization Process meets Non-Congruent Organization
Sub-Cultures I, Unpublished Thesis, Sloan School of Management, Massachussettes Institute of Technology,
Cambridge, 1996.
989
Richard W. School, Organizational Culture-The Social Inducement System at http:www.nursing-
informatics.com/N4111/OrgCulture_lact4.htm
990
http://www.rcmp-grc.gc.ca/gazette/vol170n4
991
Ed Schein, The Individual, the Organization and the Career, at http://74.6.146.127/search/cache/ei=UTF

247
 J. Q. Wilson992 suggested three styles of organisational culture. The transition of
one style to another probably says more about the late 60s political complexion of the
cities studied by Wilson but they are nevertheless useful analogies.

The watchman style

Emphasizes the patrol/beat officer viewpoint. Order maintenance is a high priority.

Police officers had considerable (unsupervised or unreviewable) discretion whilst on their
beat. Often interpreted to be the old style 'community' constable. The watchman style of
policing is the classic mode of policing urban areas and is still used to some degree in
some of the older cities where residential mobility is low. At a policy level public order
maintenance is emphasised over law enforcement, and the police officer is instructed to
be sensitive to the interests of groups on the beat and to overlook any minor offences and
juvenile infractions of the law.

The legalistic style

As the name suggests this style operates a law enforcement approach. It imposes
universal standards impartially on all communities. The style of organisation giving rise
to this style tends to be bureaucratic and professionalised. The increased use of
performance indicators (both official and unofficial) increased the legalistic nature of this
type of policing. As the police have become more technologised and professionalised,
then the legalistic style of policing replaced the watchman style of policing. It
emphasised law enforcement and active intervention as a means to control routine
situations. Police divisions using this approach usually have active research, planning and
community relations departments which are used to enhance and manage the appearance
of law enforcement. The concept of police community relations is widely used here to
cover the contradictions of policing. The police divisions adopting this style tend to be
composed of a combination of new centurions, bobbies and professionals. Corruption at
operational level is infrequent.

The service style

This style interprets the police role as a service to the community. Special
emphasis is taken to keep offenders out of the criminal justice system by use of
cautioning. The importance of community and public relations is emphasised. Traces of
all three styles can be found in the organisation of most modern police forces with
perhaps an emphasis on the latter two at the expense of the first.

Generally, management of a large force is the same in principle as the

management of a few men: it is a matter of organization. And to direct a large army
to fight is the same as to direct a small one: it is a matter of command sign and
992
J.Q. Wilson, Varieties of Police Behavior, Harvard University Press, Cambridge, Massachusettes, 1968.

248
 signals.
-Sun Tzu993

Organization Structure

Collectively, the terms vision, mission and strategy are a series of statements about
the direction in which an organization wishes to head in the future and the means by
which it wishes to get there. 994 Advocacy of the need for vision, mission and strategy is
by no means confined to the performance management literature. It is particularly
prevalent in texts on strategic management995, and is also found in writings on various
aspects of quality management and organizations 996, and on personnel management and
on operations management997. In his book, Creating Change-Capable Cultures, Gerald
Sentell998 says, Structure is to an organization as channels are to river systems. They
direct and control flows of human interactions and activity. When organizations are
structured to maximize strengths within departments, the result can disrupt overall
optimization of the organization. According to Gerald A. Michaelson, 999 Systems and
processes should not be designed to accommodate the strengths and weaknesses of
individuals. Instead, the requirements of the system determine where the people are
placed in the structure. He continues: Structure follows strategy, always. First
determine the strategy to achieve vision and then develop the organization structure.

The executive who exalts a visionary statement and then assumes that those
subordinates who actually do something about it will be blinded by reality. It is
imperative that law enforcement executives take charge of their strategic planning in their
organizations and recognize that it is a process that requires their leadership. 1000 Whether
born or bred, according to M.W. Field and C. Dobbs, Law enforcement leaders must
not only manage the day-to-day operations of their departments but also determine the
long term goals of the agency and enlist the wholehearted operation of their
subordinates to accomplish them. This was averred by E. Beaudan1001 when he said,
leaders need to balance their involvement in creating strategy with the more
993
Sun Tzu, In: The Art of War For Managers: 50 Strategies Rules, by Gerald A. Michaelson, Adams Media
Corporation, Avon, Massachussettes, 2001, p. 40.
994
Richard S. Williams, Performance Management, International Thomson Business Press, London, 1998, p. 36.
995
G. Luffman, E. Lea, S. Anderson and B. Kenny, Strategic Management, 2nd Edition, Oxford, Blackwell, 1996.
996
G. Bounds, L. Yorks, M. Adams and G. Ranney, Beyond Total Quality Management, New York, Mc-Graw Hill,
1994.
997
D. Torrington and L. Hall, Personnel Management: HRM in Action, 3 rd Edition, Hermel Hempstead, Prentice
Hall, 1995.
998
Gerald Sentell, Creating Change-Capable Cultures, Knoxville, Tennessee, Pressmark International, 1998, p.
155.
999
Gerald A. Michaelson, SunTzu : The Art of War for Managers, 50 Strategic Rules, Adams Media. M.A., U.S.A.,
2001, p. 42.
1000
Dan Johnson, A Call for Strategic Planning and Leadership, In: The Police Chief, Volume LXIX, Number 6,
June 2002, p.87.
1001
E. Beaudan, The Failure of Strategy: Its Call in the Execution, Ivey Business Journal, Volume LXV, 2001, pp.
64-73.

249
demanding task of working their way through the clarification and engagement
process. Every successful change requires a clear, well-articulated vision of a desired
future state. This vision provides a sense of direction and establishes the critical success
factors against which the real changes are evaluated. It also minimizes employees fear of
the unknown and provides a better understanding about what behaviours employee must
learn for a suture state1002. Although some executives say that strategic visions are too
Fluffy, according to B. Mc Dermont and G. Sexton1003, most executives in larger
organizations believe a clear vision of the proposed change in the most important features
of successful change initiatives. John Gordon 1004 pointed out that "vision is word
variously construed" and "vision is the operational definition of values." Unquestionably,
vision is a word used for different purposes by different people. The dictionary defines
vision as "something seen otherwise than by ordinary sight." We frequently attribute
vision to those we recognize as leaders. In distinguishing between leadership and
positional authority, the role of vision is reflected in how energy is used within a group.
Positional authority - typically hierarchical power - exercised without vision, diffuses and
dissipates energy. With vision, energy is focused and directed towards a desirable
future1005.

Good plans in an organization are meant to achieve somethingthis something is

captured in verbal and written statements of an organizations mission and vision (its
purpose, in addition to specific goals and objectives). With a mission and vision, a
strategy can be crafted for achieving them, and the benchmarks for judging organizational
progress and success are clear goals and objectives. Mission and vision communicate the
organizations values and purpose, and the best mission and vision statements have an
emotional component in that they incite employees to delight customers. Mission defines
the major activities an organization intends to undertake to achieve its vision in the
future. The mission statement provides the unifying frame for the formulation of the
organizations goals, objectives, targets, and strategies. The structure of an organization is
determined by, and anchored to the organizations mission. According to Osborne and
Gaebler1006, a mission statement can drive an entire organization. To some, according to
Robert Kreitner1007, defining an organizations mission might seem like a waste of time
because they believe that an organization would not exist if it did not have a purpose. But

1002
D. A. Nadler, Implementing Organizational Changes, In: Managing Organizations: Readings and Cases,
Boston, Little, Brown, 1982, pp. 440-459.
1003
B. Mc Dermont and G. Sexton, Sowing The Seeds of Corporate Innovation, Journal for Quality and
Participation, Volume XXI1, November-December 1998, pp. 18-23.
1004
John Gordon, From Vision to Policy: A Role for Foresters, Journal of Foresters, Volume XCII, Number 7, pp.
16-19 ed. Integrity as Professionalism: Ethics and Leadership in Practice by Zane Cornett and Jack Ward at
http://www.fs.fed.us/ecp/eco-watch/ew960123.htm.
1005
R.W. Terry, Authentic Leadership: Courage in Action, Jossey-Bass Publication, San Fransisco, 1993, p. 316
ed. Integrity as Professionalism: Ethics and Leadership in Practice by Zane Cornett and Jack Ward at
http://www.fs.fed.us/ecp/eco-watch/ew960123.htm.
1006
D. Osborne and T. Gaebler, reinventing Government: How Enterpreneural Spirit is Transforming The Public
Sector, Reding, M.A., Addison-Wesley, 1992.
1007
Robert Kreitner, Management, 4th Edition, Hougton, Miffin Company, 1989, p. 148.

250
exactly the opposite is often true. Some organization may fulfil its mission and, by doing
so, lose its reason for existing. Moreover, according to J.R. Greene, et al1008, mission
statements clarify the values and goals of the agency and serve as a yardstick for the
assessment of the organization.

According to Police Superintendent Virgilio M. Echeveria 1009, he opines: In

order to fulfil its constitutional mandate and mission, it shall provide dedicated and
effective police service worthy of public trust and respect from the people it serves.
There is an old adage that states, if you do not know where you are going, any road will
get you there. This is true in life and in police agencies. Creating a road map that guides
the agency to its intended destinationa strategic planis critical to a chiefs success.
The strategic plan should take the agency one year, three years, and five years down the
road. A rule of thumb in policing: officers need to look one week ahead, sergeants one or
two months ahead, and lieutenants (or middle managers) six months ahead, whereas
chiefs need to be looking well ahead into the next year.1010

Essential Elements of the PNP Organizational Context

a. What is the PNP organizations philosophy?

As a primary step, fundamental questions regarding the nature of the PNP

addressed, including Why does the PNP exist? What are the underlying motives or
values of the top management?

b. What are the goals and objectives of the PNP?

What specific time frame points of measurements are to be met in

achieving these objectives? What are the qualitative and quantitative goals that
involve commitment to change in the quality of service, quality of management and
leadership, better standard and quality of performance?

c. What schemes and strategies to be developed?

What are the courses of action should the PNP follow to achieve its objectives,
while meeting specific operational goals simultaneously? What are the action
programs required in the pursuit of these strategies? What changes in the organization
structure, management processes, leadership traits and personnel are required?

1008
J.R. Greene, W.T. Bergman and E.J. McLaughlin, Implementing Community Policing, In: D. (Ed.), The
Challenge of Community Policing, Thousand Oaks, California, Sage, 1994, pp. 92-109.
1009
Virgilio M. Echeveria, PNP Drivers Responsibility Doctrine Proposal, PPSC, Fort Bonifacio, Makati City,
PSOSEC Class 34-98.
1010
Mark A Chaney, Guidance From A Mentor Helps Avoid The Pitfall of Many New Police Chiefs, The Police
Chief, Volume LXXV, Number 1, January 2008, Virginia, U.S.A.

251
 d. What are its strengths and weaknesses?

What factors may enhance/ limit the choice of future courses of action, such as
workforce, lack of promotable high potential talent, lack of equipment and limited
research and development capability that may constraint strategic planning.

e. What are the environmental conditions?

The question is asked: What are the new policies governing human resource
development and practices, rapidly changing technology, may for example, have
significant impact on leadership, What are the operational capabilities and technical
expertise?

One of the most chronic problems of an organization is: there is no deep

understanding of and commitment to the mission at all levels of organization. Every
organization has a purpose, a mission. The organization exists to carry out its mission,
to do its work.1011 Some organizational mission statements is nothing more than a bunch
of lovely PR platitudes framed on the wall. In the Philippine National Police
organization, most law enforcers dont realize whats involved in the mission statement
that truly represents deeply shared values, nor typically policemen and policewomen
arent committed to it because they arent involved in developing it. This lack of shared
values is the seed of almost all other organizational problems in the Philippine National
Police. Traditional police structure presumed that those in higher ranks were better able
to make decisions and possessed greater creativity and wisdom than were line officers.
The organizational development work of the 1970s and early 1980s by people such as
Tom Peters and Herman Goldstein1012 sought to dispel this notion. Peters and Goldstein
advocate that executives should manage by walking around and speaking with line
staff. Their rationale is that those in front line possesses as many creative ideas about
how to improve processes and find solutions to problems as top-level managers do.

According to Rick Michelson1013, to create change within an organization, such as

creating a leadership development program, an agency must have a clear vision of the
need for change, a base line from which to start, and a barometer by which to measure the
results. To develop their employees into leaders, organizations must use the available
tools to assess leadership potential and growth. In developing leaders, psychometric
instruments, such as the Leadership Skills Inventory could be used to help develop
leadership potential. Early feedback indicates that police agencies have not validated the
relevance of early identification of leadership potential to actual future leaders.
1011
Richard A. Swanson, Analysis For Improving Performances, Tools For Diagnosing Organizations and
Documenting Workplace Expertise, Berrett-Koeler Publishers, San Francisco, 1994, p. 15.
1012
Thomas J. Peters and Herman Goldstein Jr., In Search for Excellence: Lessons From Americas Best Run
Companies, New York, Harper and Row, 1982, p. 122.
1013
Rick Michelson, Leadership Issues: Managing Change: Despite the 3% at 50 Rules and Changing Generations
at http://assessmentcenter.org.

252
 Dr. Robert Karlsberg and Dr. Jane Adler 1014, both experts in leadership
effectiveness and psychology of change suggested to provide an inspiring mission and
clear direction in an organization. Great leaders should know the value of creating a
mission and direction that everyone understand and can follow. They should know that
they need to communicate this mission and direction in ways that everyone- from senior
leaders to front-line workers can personally relate to. But the question is, how to ensure
that PNP personnel understand and how genuinely committed to the objectives of the
PNP organization? How will these personnel be more motivated to take active role in
furthering the PNP vision and mission? In challenging times, law enforcers need to know
that there is a clear destination that they are leading towards. Imagine being on an ocean
voyager with a captain who fails to identify where the ship is headed? The length of time
to get there? Whats needed for success along the way? The conditions, the weather, the
navigation, and so forth that are challenging the voyage? And also refuses to make
progress report regularly? These are perfect conditions of a shipwreck like the movie
TITANIC! Ironically, our leaders, the top brass officers must lead to ensure that the
organizations preferred vision and mission is delivered in the most effective and efficient
means. We should stick to our principles and we should not be afraid to unapologetically
admit our belief in the old traditional values. Ultimately, this will get us respect. Once we
have respect, then we will have the ability to persuade. Thats the way to reclaim our
culture. As Rush Limbaugh III1015 says, Be a living example of that which you are or in
what walk in life, that lesson applies. If you follow that principle, you will be a beacon
of truth and righteousness among those with whom you associate. Bennis and
Nanus1016 in Leaders: Strategies for Taking Charge, assert that leadership is a
definable process that empowers followers. The process includes four components: (1)
Vision (The desired future state of the organization); (2) Communication (Conveying the
future state clearly and forcefully to others); (3) Positioning (The set of actions needed to
attain the crisis. Creation of a climate, organizational systems and culture condusive to
fulfilment of the new goals), and (4) Self-management (The ability to interact with others
in healthy productive ways). Transcending these four process teps in the Philippine
National Police is the absolute requirement that the top executives establish credibility
and trust with the organization. When engaged in the charge process, trust is developed
by being consistent, reliable and ensuring all organizational alterations are aligned with
the vision.

1014
Robert Karlsberg et al., The Habits of Successful Change Leaders, at http://www.ExecutiveDynamicx.com
1015
Rush Limbaugh III, See, I Told You So, Pocket Books, U.S.A., Simon and Schuster Inc., 1993, p. 89.
1016
Warren Bennis and B. Nanus, Leaders: Strategies for Taking Charge, San Fransico, Harper and Row, 1981.

253
PNP TRANSFORMATION

When the command saber is relinquished, it is mighty more than ever;

tempered and proven true by the leadership of the commander who wielded it. Now it is
passed on to the firm hands of an able successor who receives it with great conviction-
knowing full well of the weight of responsibility it symbolizes.
-Anonymous

The PNP has never-ending quest for greater efficiency. Transforming the PNP to
become a better police organization is among the grandest and noblest intention of the
Philippine National Police Leadership:

Police Director General Raul S. Imperial focused on key result areas and
rationalized the methods used in achieving the goal of peace and order.

Police Director General Umberto A. Rodriguez started the reform process raising
the level of effectiveness of the police service where OPLAN Pagbabago was launched.

Police Director Recaredo A. Sarmiento II exerted all his efforts in re-engineering

the PNP, making the police force an agency of service.

Police Director General Santiago L. Alino did his best in cleansing the
organization of scalawags and other misfits.

Police Director General Roberto T. Lastimoso led the PNP with a specific strategic
action plan under the acronyms of D.R.E.A.M.S.

Police Deputy Director General Edmundo L. Larrozas style of Leadership was

back to-basics which signalled fresh hopes and optimism within the police force.

Police Director General Panfilo M. Lacsons primary concern was the cleansing of
the PNP of the ICUs- the inept, corrupt and undiscipline.

Police Director General Leandro P. Mendoza urged radical change in the

organizational discipline and service efficiency.

Police Director General Hermogenes E. Ebdane implemented the O.N.E. PNP

Program of Action which led to the back-to-basics approach and legally sound
methodologies in addressing various situations on the ground.

Police Deputy Director General Edgar B. Aglipay continued the O.N.E. PNP thrust
with some priority programs which maybe summarized by the acronym C.A.R.E., or
acronym Courtesy, Action, Results and Example.

254
 Police Director General Arturo C. Lomibao embarked on a massive program to
construct world class police stations across the country and initiated the No Kotong
Cops.

Police Director General Avelino I. Razon Jr, launched the Mamang Pulis and
Aleng Pulis Program to bring back the old glory of the Philippine National Police. The
Chief, PNP laid down six priority points prevent crime, protect human life, respect
human rights, maintain the highest standards of integrity, professional development and
maintain high visibility in communities.1017 Police Director General Jesus Ame Verzosa
vowed to complete what has been left unfinished. He looked upon his assumption as an
opportunity to serve and fine-tune the roadmap for long-lasting reforms in the
organization. He emphasized that his administration will strive to make its work through
effective leadership down to the precinct level so that the transformation of the Philippine
National Police can advance from being national headquarters-centric into the field
and communities.1018 Police Director General Raul M. Bacalzo made a strong point
towards re-training with policemen to transform them as a mentor to all, a problem
solver as needed and teacher to them. He has three tenets of leadership as follows: 1) Our
service is a continuing challenge to right what is wrong and review our policies and
implement practical action plans 2) Discipline, perseverance and dedication will be the
hallmarks of our service 3) Every police officer must learn the lessons well, focuses on
the day-to-day responsibilities and push the program to reform. 1019 Police Director
General Nicanor A Bartolome issued action priorities in accordance in his 10 point action
plan to establish a professional and high quality police service that benefits the welfare of
police personnel and the public.1020

Reform must begin with us, training and retraining will be done among
policemen; we will also boost the capability of every police station and institutionalize
the partnership between the police and community; and we will reward police officers
with good performance and penalize those who exemplify poor services.
-Police Director General Raul M. Bacalzo1021

The Philippine National Police leadership limits the capacity to change the
organization and raises the question of whether the platforms in the organization is one of
more or less sustained leadership and management in the same direction- or whether the
platforms are lot more zigging or sagging with new brooms undoing the work of the
predecessor-either to make their own strategies or correct what they believe to be failed
1017
Cecille Felipe, PNP Chief Lays Down 6 Point Reminder for 127 New Cops, The Philippine Star, VolumeXXII,
Number 241, March 27, 2008, p. 14.
1018
Editorial, A Strong Leadership For Lasting Peace in Mindanao, Police Digest, September 2008, p. 4.
1019
Bacalzo Vows to Continue reforms of Predecessor by magnolia_eic at http://www.boholnewsdaily.com posted
on September 15, 2011.
1020
PNP Information Office, Bartolome Issues Action Prioritie: Include Personnel Welfare, posted on February
20, 2012 at http://www.pnp.gov.ph.
1021
Raul M. Bacalzo, Bacalzo Takes Over Leadership of PNP at http://www.bworldonline.com/maincontent
posted on September 14, 2010.

255
practice. What are the changes/reforms of each police chiefs who sit at the throne?
According to Dorothy Guyot1022, Some police departments maybe so intransigent that
the reform chiefs task is like bending granite. One way to examine the contribution
of police chiefs is to ask how much each chief changed the structure, practices and
performance from the trajectory of predecessors1023. According to Jimy Perdue,1024 Chief
of Police, North Richland Hills, Texas, the hiring of a new police chief offers a unique
opportunity to evaluate the operations of a police department from a new perspective, to
review any areas that are deficient or lacking in emphasis, and to infuse new ideas into
the organization.. New police chiefs must possess the leadership skills necessary to
stretch their organizations and challenge them to set new goals and chart a course to reach
them. It is essential that a new chief have the ability to develop a foundation of
professional values and ethics on which to build a leadership team. He suggested the
following:

1. Understand the Departments Past

Before new chiefs can set a path for a new vision, they must have a clear
understanding of the past. A police departments organizational culture is a deeply
ingrained, personal aspect of its functioning that must not be trivialized. Years of hard
work and dedication by scores of individuals went into the creation of that culture, and it
must be respected. However, if the culture is no longer in step with the expectations of
the community, then changes must be made. Changes for the future must be carefully
crafted to achieve the desired goal without disregarding the past.

2. Review History of Complaints/Commendations

The quality of the service provided to the community can also be determined by
reviewing the history of complaints and commendations submitted to the department. An
analysis of this information will likely show trends and recurring themes in officer
behavior. New chiefs should review the internal files of the command staff as well as
random internal affairs files to determine the quality of the investigations performed.
Familiarity with these files will help a chief establish where the department has fallen
short and will demonstrate what the community feels the department does particularly
well.

3. PrioritizeMake Incremental Changes

1022
Dorothy Guyot, Bending Granitte: Attempt To Change The Rank Structure Of American Police Department,
Hournal Of Police Science and Administration, Volume VII, 1979, pp. 253-284.
1023
Steven D. Mastofski, Police Organization and Management Issues for The Next Decade, washingto, D.C.
2003
1024
Jimy Perdue, Lessons Learned: Advice for New Chiefs, The Police Chief, Volume LXXV, Number 10, October
2008, Virginia, U.S.A.

256
 A new chief must establish priorities and focus on them. Small, incremental changes
will give employees an opportunity to buy into the changes and become active
participants in making their department better. Too often, a new chief will come into a
department and attempt to invoke a massive change in culture and behavior. This type of
sweeping change is seldom really needed and is often a reflection of the chiefs ego and
inability to understand the unique dynamics of the department. Trying to accomplish
change too quickly will result in organizational chaos, promote employee resistance, and
stymie any real opportunity for change.

4. Evaluate Policies and Procedures

An evaluation of department policies and procedures is another critical step

toward assessing a departments effectiveness and efficiency. A new chief can gain
significant insight into the culture of a police organization by looking at the way its
policies are written and where it places its priorities. A deeper insight is obtained by
comparing written policies with actual practices. How well a department is managed will
show up in the degree to which it complies voluntarily with the rules and regulations. If
there is a lack of trust between the police administration and the employees, then
employees will likely disobey or ignore the policies frequently.

5. Determine Community Expectations

Most communities expect their police departments to take the lead in providing a
community that is free of crime as well as the fear of crime. The most obvious is the
safety and welfare of those that live in the community. Residents want to feel safe in their
homes, parks, and streets. Communicating with the community in both individual and
group meetings can help determine if this goal is being met and what the expectations are
for the future.

6. Address Operational Issues

In addition to these larger, conceptual issues, there are several operational issues
that a new chief needs to evaluate to get a complete picture of the department and its
priorities. These things include overall activity (citations, arrests, and so on); training and
hiring standards; equipment care and maintenance; job duties and descriptions; use of
advances in technology; and emergency preparedness.

7. Be the Torchbearer

Police chiefs must be the torchbearers for the service-oriented mentality and
demonstrate their willingness to serve everyone in the community as well as those in
municipal government. Establishing clear lines of communication between chiefs and
their employees, municipal leaders, and the community will foster a relationship of trust

257
that must exist for the police department to accomplish its mission. Chiefs must be
viewed as active participants in identifying issues and finding solutions to problems.
They must provide clear and strong leadership that will instill confidence throughout their
departments. When chiefs possess the skills necessary to achieve this goal, they can look
forward to the opportunity to help their departments regain their cutting edge.

The Philippine National Police- like other institution of public service- needs a
continuing program of reformation and transformation in order to secure a higher
degree of performance. But reforms, if they are to serve any purpose, must encourage
and empower- and not discourage and dis-empower the police institution.
-Police Director General Recaredo A. Sarmiento II1025

What matter to all of us is the disconcerting truth that the PNP organization is
perhaps devoid of ideology for how many years which means that there are some PNP
personnel who seem not to be concerned at all with how they will be governed by PNP
leadership. Many of the organizational reforms tend to focus on operations and
procedures and community based anti-criminality programs. These polemics, most likely
is often seen an inconceivable notion a dream in the realm of artifice. As rhetorical
question goes- How do we actually go about changing the PNP organization? For
non-believers, the call on Transformation of the PNP is a painstaking process of
addressing and rectifying them.

In 2005, then Chief, Philippine National Police Arturo Lomibao launched the
Philippine National Police Integrated Transformation Program (PNP ITP), a
comprehensive reform agenda incorporating the recommendations of the PNP Reform
Commission Report, the Philippine National Police Transformation Plan and the joint
GOP-UNDP project study with an encompassing goal of Transforming the Philippine
national Police into a more capable, effective and credible police force. Chief, Philippine
National Police Oscar Calderon, during his watch, continued with the implementation of
the PNP ITP, concentrating on the welfare and benefits of police 1026. The change process
in the Philippine National Police is emphasized within the framework of the PNP
Integrated Transformation Program which incorporates the recommended measures made
by the Philippine National Police Reform Commission pursuant to Administrative Order
Number 95 under the chairmanship of former Secretary of Department of Justice and
Ambassador Sedfrey A Ordonez. The PNP Integrated Transformation Program is the
roadmap for long term, comprehensive and lasting reforms in the Philippine National
Police which was designed to resolve organizational issues, strengthen law enforcement
capabilities, and promote the career development and benefits of police

1025
Speech of Police Director General Recaredo A. Sarmiento II, during the Turn-Over Ceremony of Chief, PNP to
incoming Acting Chief, PNP Deputy Director General Santiago L. Alino last December 17, 1997 at PNP
Grandstand.
1026
Lead PNP, Maiden Issue, October 2008.

258
personnel1027.According to Pat Santos1028 in his news item entitled Vezosa Explains Why
He Rans Parading of Suspects Before Media, former Police Director General Jesus A
Verzosa had said that he is initiating the transformation of the whole police organization
as he would be moving towards strengthening of the PNPs rapport with the citizens in
order to bring back the luster to the PNPs tarnished image. The program focuses on ten
key result areas: National Policy and Institutions Development, Police Operations,
Facilities Development, Human Resources Development and Management,
Administrative and Financial Management, Strategic and Performance Management,
Information and Communications Technology, Demonstration of Excellence through
Development of Best Practice, Public Information and Advocacy and Reform
Management. Its vision, goals, and targets as well as its specific programs, projects, and
activities were actually formulated to support the achievement of the overall reform
objective for the entire criminal justice system to be able to provide speedy, impartial,
and accessible justice. Further, the design of the program also aims to support achieving
the Philippine National Police reform goal of enhancing delivery of peace and order and
public safety services within the context of an improved public trust and confidence in
the criminal justice system.1029

The Program seeks to achieve this ultimate goal by pursuing the following
objectives1030:

1. To rationalize the overall institutional framework for the country's policing system by
clearly delineating and defining the coordination of police functions and structures;

2. To enhance the focus and coordination of police functions and operations through a
national internal security policy and strategy;

3. To reengineer the police system towards strengthening police oversight; remove

institutionalized mechanisms that undermine unity of command and internal
management authority in the PNP, which renders the organization vulnerable to undue
politicization and corruption;

4. To fortify the institutional capabilities of the PNP by improving administrative and

operational coherence and efficiency; and to strengthen the police stations with the end
goal of enhancing the quality of police services and relationships with the community.
1027
PNP Integrated Transformation Program, p. 14.
1028
Pat Santos, Verzosa Explains Why He Rans Parading of Suspects Before Media, The Daily Tribune, posted on
March 10, 2008 at http://www.tribune.net.ph/metro/20021003net5.home
1029
Ibid., p. 9.
1030
http://www.pnptransformation.org/index.php?option=com-content&view

259
 5. To streamline institutional mechanisms and procedures in order to promote speedy
access to justice and legal protection; ensure police neutrality and non-discrimination;
and foster respect for human rights and gender neutrality;

6. To strengthen institutional mechanisms for the recruitment, training, and maintenance

of a corps of competent, well-compensated, and motivated professional police force
imbued with integrity, industry, and a high sense of duty and honor; and

7. To clarify and instill a culture of public accountability in the PNP and among its
personnel.

Organizational reform is a gradual process that involves investment in time,

energy and resources. Surely, there is no shortcuts or instant formulas for success. But
with patience, commitment and shared responsibility we can make a difference today
and lay the foundations for the future of our organization.
- Police Deputy Director General Avelino I Razon Jr.1031

What is police reform and why there is a need for police reform? In too many
countries, government are failing in their primary duty to provide with an honest,
effective police service that ensures the rule of law and an environment of safety and
security1032. The challenges of crime and anti-social behaviour are enormous. Levels of
crime, although failing, remain too high and detection rates too low. The police done
through the police reform programme and reforms to the criminal justice. According to
Home Office Police1033, police reform must help the following challenges:

1. Providing a citizen-focused to the public, especially victims and witnesses, which

responds to the needs of individuals and communities and inspires confidence in the
police.

2. Continuing anti-social behaviour and disorder.

3. Combating serious and organized crime, both across and within force boundaries.

4. Better leadership and training.

5. Optimising police use of science and technology.

1031
Avelino I Razon Jr, Message from the Reform Manage,PNP Integrated Transformation Program, p. 7.
1032
Police Reform: Too Important To Neglect, Too Urgent To Delay, Commonwealth Human Rights Initiatives at
http://www.humanrightsinitiative.org.
1033
Background to Police Reform, In: http://www.police.homeoffice.gov.ok.

260
6. Modernizing police regulations and all terms and conditions.

7. Ensuring staffing have high quality terms and condition, and;

8. Performance management.

I do not deny that your national police force is a work in progress as all
our democratic institutions are. Like a rough ashlar, your PNP needs to undergo
a transformation process to chip away its imperfections and shape its character
to become the ideal law enforcement organization that will deserve the utmost
respect of the people it serves and protects.
-Police Director Alan La Madrid Purisima1034

Ronald Weitzer and Steven A Tuch1035, both professors of Sociology in George

Washington University laid three reasons for police reform: First, such knowledge should
be useful for administrators in developing policy and instituting new practices. Where
popular support for a specific change is widespread, this may be symptomatic of a
problem that needs to be addressed. If implemented, the reform may help to reduce police
misconduct or improve police practices more generally. Second, certain kinds of reforms
may increase public trust and confidence in the police. Third, reforms that directly affect
police-citizen encounters may increase citizens willingness to cooperate with officers.

Good things happen when we have good leaders and almost always, success in
any field of endeavour can only be a result of good leadership.
Police Director Reynaldo G. Wycoco1036

Change is essential to man. In his Future Shock, Alvin Toffler1037 once said,
The time has come for a reassessment of the directions of change, a reassessment
made not by the politicians or the clergy, but by the people themselves. We need, quite
literally, to go to the people with a question that is almost never asked of them: What
kind of a world do you want on twenty or thirty years from now? The July 2008 Ulat
Ng Bayan1038 survey of Pulse Asia showed that the people appreciated the Philippine
National Police Transformation Program and the way the organization had been
delivering public service. Likewise, the second quarter Social Welfare Stations report
showed that the PNPs net satisfaction rating rose by 14 points from March to June 2008
from a low of -5 in December 2007. Both surveys showed the respondents commending
the PNP for its major role in fighting crimes.
1034
Alan La Madrid Purisima, Opening Statement at http://pnp.gov.ph
1035
RW, St., Public Opinion on Reforms in Policing, The Police Chief, Volume 71, Number 12, December 2004.
1036
Speech of Police Director Reynaldo G. Wycoco during the turn-over ceremony of the National Capital Regional
Police Office last July 7, 1998.
1037
Alvin Toffler, Future Shock, Bantam Books, New York, 1988, p. 478.
1038
Alfred Dalizon, Improved Performance Hikes PNP Rating, Peoples Journal Tonight, Volume XXVII, Number
241, August 14, 2008, p. 8.

261
 We are on a mission to keep the communities safe and secure for the people.
We will work to ensure that the streets are safe. This will be the commitment to serve,
our country and people in the finest tradition of service, honor and justice.
-Police Director General Avelino I. Razon Jr.1039

Police reform is a daunting and long-term process. Police agencies all over the
world are striving for poling methods that would satisfy community needs. 1040 The
policing methods involves resulted in various philosophies of policing and problem
oriented policing, community policing emerging as possible solutions to serve
communities better1041. In Kenya, Indonesia, Bangladesh and Japan, for instance,
established their respective reform committees/ task force to address police reform.
According to the study conducted by Louise Edwards 1042 on Kenya Police Reform, It
requires substantial law reform, a radical shift in policing culture from one of
impunity to accountability and the restoration of trust between police and the
community. He commented that in the recommendations of Kenya Police Reform Task
Force findings, the Kenyan government should implement the following minimum
reforms:

1. Constitutional and legislative amendments that clearly separate the operational

control of police from the direct control from the political executive and provide
for transparency in monitoring police performance and conduct.
2. Strengthening internal and external oversight mechanism, including the enactment
of legislation and budgetary allocation to give full effect to the police oversight
board, plus the establishment of an independent complaints mechanism.

3. Establish a clear demarcation between the rule of the Kenya Police Force and the
Administrative role.

4. Improve police human rights training and resourcing to strengthen human rights
compliance and operational effectiveness in the prevention, detection and
investigation of crime, and

5. Establish clear legislative guidelines on the use of force, torture and adherence to
basic due process that accord with Kenyas existing obligation under international
law.

1039
Avelino I. RAzon Jr. In: Improved Performance Hikes PNP Rating by Alfred Dalizon, Peoples Journal Tonight,
Volume XXVIII, Number 291, August 14,2008, p. 2.
1040
I.K. McKenzie, Handbook of Policing, In T. Newburn (Ed.), International Journal of Police Science and
Management, Volume VII, Number 1, 2005, pp. 64-66 and K. Geldenhuys, Crime and Crime Prevention,
servamus, Volume 98, Number 2, 2005, pp. 48-50.
1041
P. Stevens and D.M. Yach, Community Policing in Action: A Practitioners Guide, Cape Town, July 1995.
1042
Louise Edwards, Kenya: Government Commitment Necessary For Police Reforms, issue 440, 2007-07-02 at
http://www.pambazuka.org/en/category/feature/57391.

262
 In Indonesia, there are many obstacles to implement any reform agenda. It is
difficult to promote consistent and comprehensive reform because of uneven dispersed of
resources across the system. For example, the police-to-population ratio in Bali is 1 to
300, but in Kalimantan, it is 1 to 2,500. According to Dr. Adrainus E. Meliala 1043, adviser
of the Chief of the Indonesian National Police (INP) and adviser of the Security Police
Reform Program of the Partnership for Governance Reform in Indonesia, future reforms
must focus on increasing the effectiveness and accountability of the police. He concluded
that sustainable reforms can only take place with political and public support and with the
help of the international community. In Bangladesh, police efficacy is constraint of lack
of financial, technological and human resources. Police weapons and equipment are
outdated and there are few transport vehicles at the police station level. The quality of
investigations is poor, partly because there are no facilities for forensic and scientific
analysis. The National Police to population ratio is only 1:300 and at the sub-district level
is as low as 1:8000. According to ASM Shajahan 1044, former Inspector General of
Bangladesh Police, reforming a century old police organization is not an easy venture. He
concluded that any reform agenda is likely to encounter resistance because people with
vested interests will be disadvantaged by the reform effort. Even after a reform agenda is
launched, he averred, immediate results should not be expected because changing the
institutional culture of the police simply takes time. Further, sustainable reform cannot be
achieved without continuous allocation of adequate funds.

Police Reform should improve the efficiency and effectiveness with which the
police fulfills its constitutional mandate to promote respect for fundamental human
rights, ensure equitable ccess to justice and observe the rule of law.
-ASM Shajahan1045

Approaching the end of second millennium in Japan, there are series of serious
scandals involving the Commissioner and Assistant Commissioner of Kanagawa Police
Headquarters and Commissioner of Niigata Police and Director General of the Kanto
Regional Police Bureau. Concerned about the above problems, the Japan Police Reform
Committee (PRC) was established and recommended the following reforms:

1. Remove red tape

The Police Reform Committee recommended enhancing the disclosure of

information, especially concerning negative information such as information on
disciplinary actions on police personnel.

1043
Adrianus E. Melalia, Police Reform: The Indonesian Context, In: Improving the Polices Role and
Performance in Protecting Human and Economic Security at
http://www.adb.org/documents/reports/law_policy_reform/cahp4.pdf
1044
ASM Shajahan, Police Reform: A Bangladesh Concept, In: Improving the Polices Role and Performance in
Protecting Human and Economic Security at http://www.adb.org/documents/reports/law_policy_reform/cahp4.pdf
1045
Ibid.

263
 2. Sincerity in handling complaints

The Police Reform Committee urged the police to establish a response team that
facilitated the reporting of all complaints about field officers to commissioners.

3. Strict inspections

The Police Reform Committee recommended the enhancement of the inspection

system.

4. Let the Police Public Safety Commission work

The Police Reform Committee pointed out the need for active public safety
commissions with enhanced powers of democratic control over local police forces to
promote the interest of citizens.

5. Citizen friendly

The Police Reform Committee proposed that the police should be ready to accept
citizens consultations about problems with other citizens and to enhance trouble-
shooting activities.

6. Maintain discipline

The Police Reform Committee proposed that the acceptance of sense of responsibility
should be increased among all personnel. Intensive education on police ethics has to be
undertaken.

7. Face the community

The Police Reform Committee proposed that meetings should be established between
police stations and the community to give an opportunity members opinions and ideas to
be voiced at the police station.

8. Adaptability to a changing society

The Police Reform Committee recommended that the police force should be
adaptable through reforming the education and promotion system of executive officers
and through the reformation of organization.

The purpose of reforms should be to eradicate the defects that exist. The cases of
reform agenda of Kenya, Indonesia, Bangladesh and Japan are quite similar to the
transformation programs in the Philippine National Police. Amidst these transformation
programs, corruption in the police is still ramphant. The fact that the popular perception

264
of the police continues to be very negative only strengthens the needs for police reforms.
The police, as it function now, is perceived as unresponsive, obtrusive, callous, corrupt,
inefficient and ineffective notwithstanding all the multifarious constraints and odds
against which of police is pitted namely a rickety infrastructure, shortage of manpower,
lack of necessary financial and other resources, lack of adequate training, low
compensation and, most importantly, excessive political interference.1046

For organization to change as averred by Gerald A. Michaelson 1047, The culture

must change. One of the most difficult tasks facing managers who want to initiate
change is how to overcome the ghosts of past corporate cultures. Leaders who want to
reshape organizational culture must continually and actively reinforce the messages
they want to deliver. Illac Diaz1048, one of the ten Outstanding Young Persons of the
World (TOYM) concluded that people with determination to serve and make themselves
useful in society are not borne overnight. He says, Transforming society one step at a
time may take us a lifetime, but everyone accepts the challenge, Filipinos can change-
makers of world class standards.

Let every man be his own master, but let him first, and above all, be his own
charge. It is our destiny to transform this nation, we begin by transforming ourselves
first. In this formidable task, no Filipino, no one in the land will be exempt whatever
his station in life.
- Late President Ferdinand E. Marcos1049

Robert Theobald1050 in his book Turning the Century says: Society today needs
leaders who can work for quiet, positive, sustainable change. We need people who can
help others understand that thoughtful value-based behaviour will benefit them and their
society. To achieve these shifts, leaders must understand how to help people change their
self-image and their view of their self-interest.

To change the image of the Philippine National Police, the advocate proposed the
following guidelines for a typical police officer acronym as B.A.R.:

B-E RESPONSIVE

1046
Samitra Mohan, Debating Police Reforms, India Articles, Institute of Peace and Conflict Studies, Number
2172 posted on December 29, 2006 at http://www.ipcs.org.
1047
Gerald A. Michaelson, Sun Tzu, The Art of War For Managers: 50 Strategic Rules, Adams Media
Corporation, Avon, Massachussetts, 2001, p.117.
1048
Illac Diaz, Catalyst for Social Change, by Melinda H. Lormes, Health and Home, May-June issue, 2008, p.
45.
1049
Second Inaugural Address of the late President Ferdinand E. Marcos at Quirino Grandstand, Manila on
December 30, 1969, In: The Second Marcos Inaugural, by: Ilena Maramag, Official Gazette, Volume LXVI,
Number 1, January 5, 1970.
1050
Robert Theobald, Turning the Centuries: Personal and Organizational Strategies For Your Changed World,
Knowledge Systems, Inc., Indianapolis, U.S.A. 1992, p. 57.

265
 The Philippine National Police is proud of its response time; however, we need to
provide much more. Being responsive recognizes, at the outset, that police are expected
to deal with an incredibly broad range of diverse community problemsnot simply crime.
It recognizes that the ultimate goal of the police is not simply to enforce the law, but to
deal with problems effectivelyideally, by preventing them from occurring in the first
place.

A-DHERE TO THE HIGHEST ETHICAL STANDARDS

This value means that we will never betray our badge, our integrity, our character
or the publics trust. We will always have the courage to hold ourselves and others
accountable for our actions. We will always uphold the Constitution and the Community
we serve.

R-ESPECT EACH OTHER

By establishing a culture of respect, we cultivate good habits that reflect, in the

most positive way, upon ourselves and the law enforcement profession. We cannot
respect those we must deal with on a daily basis, if we dont respect ourselves. Ultimately
we must treat others the way we would want to be treated under the same circumstances.

The need to transform the PNP was born out of these realities that limit our
capability to move, shoot and investigate
Police Director General Jesus A. Verzosa1051

David Brown1052 views mirror that the steps taken by the Department of Interior
and Local Government and the Philippine National Police hierarchy concerning the
reformation of Philippine police organization. The pursuit of a more dynamic and corrupt
free Philippine National Police can be compared to a Herculean job considering its size
and the decades old management related problems it has to grapple with. Brown stressed
that there is no single nor simple solution to the so called bureaucratic malice affecting
government offices/ agencies. He concludes that the bureaucratic reform is possible if the
methods of instituting change is properly planned and prepared which involves long
range commitments and will require perseverance, insight and wisdom. A cavalier, for
instance, in his resignation letter to the Secretary of National Defense candidly wrote that
there are two general areas which should be addressed for reform: unprofessionalism and
corruption. He referred to unprofessionalism as those decisions and actions that result in
weakening or destroying the manner with which the soldier can optimally perform his
duty within a framework of integrity and camaraderie such as poor leadership skills,
indecisiveness, tactical and technical incompetence, poor language and communication
1051
Jesus A. Verzosa, In: 9 Reasons Why PNP Must Change by Alfred Dalizon, Peoples Journal, Volume XXX,
Number 108, April 25, 2008, p. 1.
1052
David Brown, Managing the Large Organizations: Issues, Ideas, Precepts and Innovations, Mt. Airy, Md.,
Lomong Books, 1982.

266
skills, favoritism, nepotism, bata-bata system and others.1053 The Philippine National
Police according to some critics is one of the most maligned institution in the country.
Even the former Chief, PNP admitted that there is a pressing need to overhaul the
Philippine National Police, saying the organization reek misfits in the uniform that should
be weeded out. He says, In the 1960s, the people had high respect for the policemen and
the men even take their hats off to them as a gesture of respect. Its a different thing
now.1054 He also lamented to promote culture of excellence: We are trying to address the
dysfunctions in existing systems, procedures and programs, and by promoting within the
PNP a culture of excellence, moral values and spirituality among all personnel. 1055

Police are often targeted fro reform because they are viewed as deficient in
achieving the goals that are set before them, but they are also criticized and targeted fro
reform when their methods appear less desirable. And when the police themselves seek
support, their leaders often tend to emphasize their successes is accomplishing a
particular outcome (e.g. reducing crimes) or adhering to widely accepted standards (e.g.
adhering strictly to legality).1056

CHANGING POLICE ORGANIZATION

Change management isnt working as it should. Many police personnel often

misunderstood or, worse, ignore the implication of change for their commitment to the
Philippine National Police. In Paul Strebels 1057 Why Do Employees Resist Change, he
mentioned that managers and employees view change differently. Both groups know that
vision and leadership drive successful change, but far too few leaders recognize the ways
in which the individuals commit to change to bring about. To close the gap between
managers and subordinates he argued that managers must put themselves in their
employees shoes to understand how change looks from what perspective and to
examine the terms of the personal compacts between employees and the company.
Peter Senges1058 definition of organizational change is learning to do new things or the
same things for different reasons. People change when they want to learn, which is why
strategic managers must articulate and market the reasons for change up and down the
chain of command. When employees understand the need for change, they begin to
interpret what that means for them.

1053
Rene N. Jargus, Reforming the Armed Forces, The Cavalier, Official Publication of the Philippine Military
Academy, September-October, 2000, pp. 15-16.
1054
In: Verzosa, The Reformer, Maybe The Leader The National Police Needs, at http://www.4g-
wirelesssolution.tmc.net.co/news/2008/08/28/3624178.htm posted on August 28,2008.
1055
Jesus A. Verzosa, In: 51,000 Cops Have No Guns by Cecille S. Felipe, The Philippine Star updated on
March 12,2009 at http://www.philstar.com.
1056
The Public Image of the Police, Final Report to the International Association of Chiefs of Police by the
Administration of Justice Program, George Mason University, October 2, 2001.
1057
Paul Strebel, Why Do Employees Resist Change?, in: Harvard Business Review, May-June 1996, pp. 86-92.
1058
Peter Senge, The Fifth Discipline, New York, Currency Doubleday, 1994.

267
 Changes are happening in our country and in our organization; Let
innovation be the hallmark of our leadership.
-Police Director General Hermogenes Ebdane, Jr.1059

Significance of Innovation in the Philippine National Police

By some accounts, public organizations are more inflexible, bureaucratic, and

enamored of routine. Innovation is more difficult in public organization 1060. According to
Roessner1061, the public organizations reliance on extrinsic rewards and the absence of
direct incentives for innovation can serve an important barrier to change. Some studies
have indeed considered innovation is not often easily achieved in public organizations 1062.

Lord grant me the serenity to accept the things I cannot change, the courage to
change the things I can, and the wisdom to know the difference.
-Saint Francis of Assissi1063

In his book, Creating Change-Capable Cutures, Gerald Sentell1064 says,

Structure is to an organizations as channels are to river systems. They direct and
control flows of human interaction and activity. When the structure can contain and
direct flows of behavior, the system functions. When the flows jump out of the
structured channel, the results can create great change.

Reform must come from within. You cannot legislate for virtue.
-James Cardinal Gibbons

The Will to Change

There are some Philippine National Police personnel who do not have the courage
to take plunge into new adventures, and yet that is often exactly what we need to do so.
We get in nuts, sometimes we perform poorly at work, our daily routine drift from one
boring day to the next.

1059
Hermogenes Ebdane, Jr, In: Community Policing: Pathway To Good Governance by Police Deputy Director
General Ricardo F. De Leon, Quezon City, p. 26.
1060
L. Fellr, D. Menzel and L.S. Kozak, Diffusion of Innovation in Municipal Governments, University Park,
Institute for Research on Human Resources, Center for Study of Science Policy, Pennsylvania State University,
1976.
1061
J. Roessner, Incentives to Innovate in Public and Private Organization, Administrative and Society, 1977, p.
341-325.
1062
S. Lovelers and B. Bozeman, Innovation and the Public Manager, in: W. Eddy (Ed), Handbook of
Organizational Management, New York, Marcel0Dekker, 1982, pp. 391-416.
1063
Francis Assissi, In: http://online.nmit.vic.edu.au/hr/w_change.htm.
1064
Gerald Sentell, Creating Change-Capable Cultures, Knoxville, Tennessee, Pressmark International, 1998,
p.155.

268
 Life is a mess and it can be terrible. But the scene can change dramatically
when one accepts it as such lives in the middle path between the opposites. One can
only awaken to beauty when he has seen ugliness.
- Jim Paredes1065

Self renewal involves a willingness to make changes in your life, often resulting in
major adjustments in career, lifestyle, activities, and the like. We should not be afraid of
change, whether we initiate it or whether its imposed on us. Surely, these changes
discomfort us but we need to repot in order to have a new, fresh soil. Even mundane
things like reassignment to other units, learning a new set of mandates, having a newly
appointed Director, incorporating new strategies or figuring out how to program our new
computers at the office. Its all a matter of how you approach the change that naturally
occur in land.
-
Resistance to Change

Resistance to change refers to managers and employees unwillingness to change.

Managers and employees may be anxious about change, feel that they will be unable to
cope, value the current practice, or not understand the value of the new practice 1066. Dr.
Dante Ang1067, in his keynote address during the opening of the Sixth Conference of
Philippine School, stated that leaders must seek to change and improve the status quo to
envision a better future and consequently inspire the subordinates to reach higher
standards from becoming creative and innovative.

Ask yourself and give yourself brutally honest answers:

Am I lazy, if so, admit it.
Do I have no goals? Am I just waiting for 5:00 p.m.? If so, admit it.
How many personal telephone calls did I make? One? Two? Three?
Did I steal government time? If so, admit it.
Am I productive during office hours? If not, admit it.
Did I attend flag raising and flag retreat?
Do I make promises to myself that I never, ever keep? If so, admit it.

Observing the lives of people who have mastered adversity, I have repeatedly noted
that they have established goals and, irrespective of obstacles, sought with their effort
to achieve them. From the moment theyve fixed an objective in their mind and decide
to concentrate all their energies on a specific goal, they begin to surmount the most
difficult odds.
1065
Jim Paredes, Passion and Compassion in: Humming in My Universe, The Philippine Star-Sunday Lifestyle,
September 9, 2007, p. G-1.
1066
Raymond A. Noe, Employee Training and Development, 3 rd Edition, McGraw-Hill Irwin, New York, 2005, p.
418.
1067
Dante Ang, Leadership in Good Management Manila Times, May 17, 2007, p. A5.

269
 -Stanley Mooneybam1068

If you dont acknowledge a thought, circumstance, problem, condition, behavior,

or emotion then you are not willing to change it. If you dont acknowledge your own
destructive behavior, it will continue, gain momentum and become more deeply
entrenched in the habitual pattern of your life and surely, it is more resistant to change.
Those who are resistant to change have everything to lose. As Afroilan 1069 averred,
Nicoli Machiavelle is right. He wrote that there is nothing more difficult to take in
hand, more precious to conduct or more uncertain in its success, than to lead in the
introduction of a new order of things. Some individuals have strong Machiavellian
values. Machiavellianism named after Nicoli Machiavelli, the sixtieth-century Italian
philosopher who wrote The Prince, a famous treaties about political behavior. People
with high Machiavellian values are comfortable with setting more than they deserve, and
they believe that deceit is a natural and acceptable way to achieve this goal. They seldom
trust co-workers and tend to use cruder influences tactics, such as bypassing ones boss or
being assertive, to get their own way 1070. The harder top brass officers push for change,
the stronger the restraining force push back. Management guru Peter Drucker 1071 once
wrote: Every organization has to prepare for the abandonment of everything it does.

Discover the best which is already within you. And if you are to change the
world, do not begin too far. Make the change within yourself
- Police Director General Ricaredo A Sarmiento II,1072

Do we really want that the Philippine National Police to survive into the next
century, then we should be flexible and ready to change. The question is: where is the
genesis of innovation? Peter Drucker defines innovation as a change which creates a
new dimension of performance. Such change is essential to the vitality of the PNP.
How, when then, do we foster, encourage other law enforcers to initiate change. Whenever
police enforcers of the Philippine National Police do not clearly understand the purpose,
mechanics, goals, or consequences of a change they are likely to resist it. Further, if each police
personnel involved in the implementation process, especially line managers, are to be effective,
then it is essential that they know exactly what it is that has to be achieved. James Hart 1073 stated
the following conditions are some attitudinal phenomena that exist in the majority of police
personnel where change will be resisted: Uncertainty (e.g. poor internal communications, staff
inattention to new instructions, an inability or reluctance to understand what is required,); Poor
1068
Stanley Mooneyham, What Do You Say to a Hungry World?, Waco, Texas, 1979.
1069
Dick Afroilan, PNP: Panahon ng Pagbabago, The PNP Journal, National Headquarters, Camp Crame,
Quezon City, Volume XII, Number 2, March- April, 2002, p.1.
1070
K.S. Sanleya and A.G. Bedelan, Equity Sensitivity: Construction Of Measure and Examination Of Its
Psychometric Properties, Journal of Management, Volume XXVI, September 2000, pp. 885-910.
1071
Peter F. Drucker, The New Society of Organizations, Harvard Business Review, 70 (1992), pp. 95-104.
1072
Speech of Police Director General Ricaredo A. Sarmiento II, PAX ASIATICA, PLT College Commencement
Exercises, Bayombong, Nueva Ecija, May 21, 1997.
1073
In: James Hart, Policing in Central and Eastern Europe: Comparing Firsthand Knowledge with Experience
from the West, College of Police and Security Studies, Slovenia, 1996

270
level of confidence (e.g. inadequate training or communication, the absence of an opportunity to
experiment in a safe environment); Anxiety (a condition exacerbated by poor confidence and
uncertainty which in turn may create unacceptable levels of stress in staff.); Stress (a potentially
severe constraining condition that will result in inactivity, a loss of self esteem and a disregard
of new or unfamiliar challenges or changes); Confusion ( a state of mental disorder brought
about by not being able to relate the present activities with the new requirements) ; and Fear (an
emotion brought about by the prospect of imminent danger the reaction to which is either to fight
or flee). He (James Hart) 1074 also laid principles of change management that are particularly
significant to the implementation of change in policing systems as follows:
Communication (an effective means of communicating both the vision, need and nature
of the changes foreseen is essential feature of the change process); Management
Support (a willingness to change by senior management cannot be assumed to
consistent with the views of individuals at operational or intermediate levels. The active
support of senior and intermediate managers is essential to satisfactory change);
Leadership (effective leadership will reduce confusion, improve individual levels of
confidence and self-esteem, thus improving work performance); and Change Targets (in
recognizing the difficulty of changing organizational culture, it is suggested that to be
successful, change targets simultaneously, if long-term evolutionary change is considered
a too slow for the needs of the organization.). To meet these needs, employees should
understand by the employees. This was averred by E. Kossek 1075 where resistance to
change can be overcome by involving the affected people in planning the change and
rewarding them for desired behavior. It is also crucial for managers to divide the
implementation of the new practice into steps that are understandable and that employees
believe they can accomplish.

Do not exert yourself on behalf of those changes which do not alter the reality
you dislike, but only the faces of men, for you will still be left of men, for you will still
be left with the same satisfaction.
-Adrian Cristobal1076

In fostering innovation, Jerry Liao (especially in partnership) of the Manila Bulletin,

the following should exist:

o Respect the feeling of appreciation or esteem that comes from treating others the
way that you wish to be treated yourself.
o Trust the feeling of warmth and reliance that stems from knowing that you will
never deliberately do harm to others.
o Faith the sense of certainty or assurance that comes from knowing something is
true even though you cannot prove it.
1074
James Hart, The Management of Change In Police Organizations, College of Police and Security Studies,
Slovenia, 1976, In: http://www.ncjrs.gov/policing/man199.htm.
1075
E. Kossek, The Acceptance of Human Resource Innovations By Multiple Constituencies, Personal Psychology,
Volume XLII, 1989, pp. 263-281.
1076
Adrian Cristobal, In: Breakfast Table, Tempo, March 15, 2006, p. 6.

271
 o Hope the courage to face the unknown because you know that possibilities exist
beyond your personal knowledge and experience; and,
o Service the sense of gratitude and love that comes from helping others achieve
their dreams and grow as human beings in the process.

Constant change disturbs most leaders and managers. It always has; it always
will.
-Warren Bennis, Santa Monica, California

Management theorist H.B. Karp1077 suggests alternative ways of overcoming

resistance to change:

o Education and communication. This strategy is appealing because it advocates

prevention than cure.
o Participation and involvement. It tends to defuse both rational and irrational fears
about a workplace change.
o Facilitation and support. When fear and anxiety are responsible for resistance to
doing things in a new and different way, support from management in the form of
special training, job stress counseling and compensatory time off can be helpful.
o Manipulation. It occurs when managers selectively withhold on dispense
information and consciously arrange events to increase a chance that a change will
be successful.

When it comes to the future, there are three kinds of people: those who let it
happen, those who make it happen and those who wonder what happened.
-John M. Richardson, Jr1078
Organizations defend against change because they are made up of individuals
think that to do change means they have been wrong all these years1079. Flexibility, or
mental agility, is what Charles Gaefield1080 defines in his highly popular book, Peak
Performers, as the (ability) to change perspective and do the creative thinking necessary
to deal with challenges. Nick Owen 1081, in his book 77 Stories for Teachers, Trainers
and Thinkers wrote: There are many ways in which people allow negative attitudes
to limit their possibilities and Potentials. He continued: Some of the commonest are
lack of commitment, resistance to learning and change, adherence to convention,
making assumptions, blaming rather than taking responsibility, using the notion of
perfection as an excuse to take action, expecting something for nothing and refusing to
invest in themselves. Learning to love change, thrive on change and cherish change-
1077
H. B. Karp, A Positive Approach To Resistance, In: J. William Pleiffer, ed. The 1988 Annual: Developing
Human Resources, University Associates, San Diego, 1988, pp. 143-146.
1078
Quoted in: Visionary Leadership, by: Burt Nanus, Jessey-Bass Publishers, San Fransisco, 1992, p. 133.
1079
Rick Warren, The Fax of Life, 29 September 1993.
1080
Charles Garfield, Peak Performers, Avon Books, New York, 1986, p. 46.
1081
Nick Owen, 77 Stories for Teachers, Trainers and Thinkers, Crown House Publishing, Wales, UK, 2001, pp.
197-198.

272
thats the ticket. Anita Roddick1082 puts in her corporate philosophy: First you have to
have fun. Second, you have to put love where your labor is. Third, you have to go to the
opposite direction to everyone else. In his book, School Administrators Guide To
Managing People, Fred and Carol Chernow1083 suggest changing patterns in the context
of seven principles of good management: People change when they see a need to change;
People will change when they know how to change; People change when they involved
actively in the change process; People change when they are secure in changing; People
do not necessarily change on the basis of new knowledge alone; People change when
they are encourage and supported in changing and People change some attitudes slowly.
The above principles are musts in any staff preparation program.

We cannot change the direction of the wind, but we can adjust our sails.
-Anonymous

Successful police executives are driving organizational change through strategic

management- an ongoing process that seeks opportunities to enhance operational
efficiencies by identifying internal issues and external influences that hinder
organizational sustainability.1084 According to J. Koteen,1085 To be successful in todays
law enforcement environment, police executives must set the course with strategic
management known as the institutional brains of modern public organization,
strategic management takes into account systems breaking approaches while tapping into
human emotions that drive organizational change.

I urge faith-based organizations to include the Philippine National Police,

down to your neighborhood police officers, in your prayers as we aspire to be
transformed into men and women of integrity and selfless sacrifice.
-Police Director General Jesus Ame Versoza1086

Treating the forces against change is a more productive use of resources than
simply reinforcing the forces for change. The following are some choices in restraining
the forces and devote time and energy to weakening these:

Think of how you could apply the drivers for change you identified in your analysis to
either weakening or eliminating an opposing force.

1082
Anita Roddick, In: The Tom Peters Seminar: Crazy Times Call For Crazy Organizations, by Tom Peters,
Vintage Books, Random House Inc., New York, 1994, p. 282.
1083
Ferd B. Chernow and Carol Chernow, School Administrators Guide To Managing People, Parker Publishing
Company, Inc., West Nyack, New York,1987, 9. 145.
1084
Kim Charter, Strategic Manager, Phoenix Police Department, Arizona, In: Strategic Management in
Policing: The Role of the Strategic Manager, The Police Chief, February 2008.
1085
J. Koteen, Strategic Management in Public and Non Profit Organization, Second Edition, Wesport,
Connecticut, Praeger, 1997.
1086
Acceptance speech of Police Director General Jesus A. Versoza, Multi-Purpose Center, September 28, 2008
cited in New PNP Chief Assures PGMA: Police to Democracy at Gov.PhNews.

273
Show the fiercest resisters whats in it for them. Appeal to them either in terms of
personal gain (such as status, salary bonus, recognition, and so on) or loss avoided (such
as financial loss or job outplacement prevented).

Get customers or suppliers to explain to change resisters face to face how the current
situation disadvantages them in concrete terms.

Put resisters on teams that allow them to play some decision-making part in the change
process, however small.

Defuse political power plays amongst managers and other employees by conducting
broad-based meetings where goals and tactics are openly discussed and introduce
processes that leave little room for individual discretion.

Endeavor to look at the world through the eyes of the change resister. Listen openly and
honestly to what they are trying to say. Examine your own basic beliefs and assumptions.
Through engaging resisters, be prepared to change yourself.1087

In their paper presented before the panel of California State University, Frank P
Williams III and Carl P Wagoner1088 concluded that whether the police can prevent and
control crime but, instead, whether and how efficiently and effectively the police can
react to crime. They recommended that we would do well, then, to focus on the police as
a reactive force and, if enhancement of this function is desirable, find methods of
stripping proactive pretense from police organizations. If we must have a specific
proactive force to control and prevent crime, a far better choice is to create an agency
specifically responsible for that function and empower it to respond to crime on a far
larger scope. Such an agency would presumably engage in the improvement of education,
health, recreation, community renovation, and the myriad of other factors associated with
the emergence of crime in our society. Police Director General Nicanor A. Bartolome
averred the need to develop the competencies of the police officers: We have been on
`back to basics for a while now. Although we are still enhancing the basic knowledge
and skills (of police investigators), its about time that we level up because of the
changing time. We need to enhance their skills and therefore we need to specialize. If we are
always focused on the basics, when will we meet the changing times? Criminal elements are
into cyber crimes and high tech (crimes),1089

1087
Employee Resistance to Change-Why?, posted at http://www.businessperform.com.
1088
Frank P. Williams III and Carl P. Wagoner, Making The Police Proactive: impossible Task For Impossible
Reasons, Academy of Criminal Justice Police Section, Volume II, Number 2, pp. 409-413, 1992.
1089
Dona Pazzibugan, PNP Chief Keeps 1-Strike Policy, Philippine Daily Inquirer at
http://www,newsinfo.inquirer.net/57273.

274
 Theodore H. Curry II1090, Professor and Director of School of Labor and Industrial
Relations at Michigan University conducted an independent review of the Disciplinary
process and outcomes within the Lansing Police Department (LPD). He recommended
that the simplified rule structures built around core values is essential. By focusing on the
values and principles, Curry averred that LPD employees, sworn or non-sworn,
supervisory and line- will have a defined and rememberable of behavioral guides that are
continuously reinforced. Many police agencies are resistant to change. Police
organizations frequently fail to determine shortcomings of existing practices through
research and analysis. They are reluctant to experiment with alternative methods of
solving problems1091. The police service must encourage, indeed put forth a premium on
innovation, research and analysis, self-criticism, experimentation and business
management.

We have been talking of transformation for a long time. But we never really
got around to completing the effort, though much has already been started. We should
not waste any more time.
-Police Director General Avelino I. Razon Jr.1092

Contrary to conventional wisdom, people resist change only when it makes them
feel out of control- when change is foisted on them without their consent. Mark J.
Dawson and Mark L. Jones1093 said: People are willing to change if they understand and
accept the reasons, and have a say in the way their jobs are reconstructed. According to
Peter S. Colens1094, Lasting success lies in changing individuals first and then the
organization follows. An organization changes only as far as fast as its collective
individuals change. Unloading individual change starts and ends with the individual maps
people carry in their heads how they see the organization and their jobs. And if leaders
cannot change individuals mental maps, they will not change the destination people
pursue or the paths they take to go there. As Albert Schweitzer says: If mankind is not
to perish after all the dreadful things it has done and gone trough, then a new spirit is
coming not with a roar but with a quiet birth, not with an imperceptible change in the
atmosphere a change in which each of us is participating and which each of us
regards as a quiet boon. Rex C. Drilon II, Chairman of the National Advisory Group on
Police Transformation and Development (NAGTPD) during his speech on PNP Ethics
Day in Camp Crame summarized one battlecry on the 5-paragraph Charter Statement-the
envision of the Philippine National Police that is trusted, respected and lived by the

1090
Theodore H. Curry II, An Analysis of the Discipline Process and Outcomes With Recommendations for the
Lansing Police Department, Michigan State University, July 13, 2004.
1091
Presidents Commission of Law and Enforcement and the Administration of Justice, Task Force Report: The
Police, Washington, D.C., U.S. Government Printing Office, 1987.
1092
Avelino I Razon, Police Digest, Camp Crame, Quezon City, 2nd Quarter, 2007, p. 40.
1093
Mark J. Dawson and Mark L. Jones, Herding Cats: Human Change Management, Pricewater Coopers, In:
http:www/pwc.com/extweb/peocpublications.nsf
1094
Peter S. Colen, Principles of Value Leadership, In: http//:www.
Exinfrm.com/board/value_through_leadership.htm.

275
people. He reiterated that in order to succeed in transforming the Philippine National
Police, each and every police first transform themselves into an ethical and moral person-
a person of integrity ans a person who walks his or her talk.1095

1095
Rex C. Drilon II, Aim To Be The Integral Police Officer, Police Digest, Camp Crame, Quezon City, CY 2012-
01, p. 9.

276
PROBLEM-ORIENTED POLICING (POP)

While the precise definition of community policing has been the matter of
considerable debate, the fundamental methodology is simple. The police designate a
community in which they will engage in problem solving, develop relationships (that
hopefully become partnerships) with the population, collaborate with them to diagnose
problems that have some generalized impact, prescribe and implement interventions to
solve the problems, and continuously monitor the results. Rather than measuring success
in traditional terms (numbers of arrests and citations, stolen property recovered and
narcotics seized), the police measure success in terms established in collaboration with
those most affected by the problemsthe stakeholders. The size of the communities in
which community policing occurs varies significantly across police jurisdictions. In some
cases, the relative size of the police jurisdiction may be small enough, and its service
population homogenous enough, to consider the entire jurisdiction one community. The
more typical jurisdiction, however, is far more eclectic. It is composed of a collage of
various areas or neighborhoods comprising assorted socio-economic groups, ethnic
groups and groups of particular types of businesses or industries. Thus, for the purposes
of community policing, it becomes necessary to subdivide the jurisdiction into several
smaller communities to tailor problem-solving efforts to the communities unique
problems. Ideally, successes in each of the smaller communities will combine to create a
synergistic effect resulting in jurisdiction-wide crime reductions, enhanced public safety
and improved public satisfaction with the police.

We can expand on the applicability of community policing by reexamining the

traditional notion of community to include previously overlooked interest groups. If we
consider the extent to which traditional communities are autonomous and apply that
standard to new groups that have some common interest in a definable segment of
geography, we can expand on our paradigm of community and better focus the efficiency
and effectiveness of community/problem-solving policing. Within the realm of problem-
oriented policing, many police departments have successfully formed community
partnerships with various groups within their jurisdiction, and confronted individual
problems of specific concern to those groups. These efforts are solid problem-oriented
policing tactics, which are also core elements of community policing. Community
policing, however, extends beyond the strategy of treating individual problems by
addressing the collective problems of a community.1096

Problem-Oriented Policing (POP) is a method for improving police effectiveness

through examining and acting on the underlying conditions that give rise to community
problems. Responses emphasize prevention, go beyond the criminal justice system alone,
and engage with other public agencies, the community and the private sector, where

1096
Daniel W. Flynn, Defining the Community in Community Policing at http;//www.org/upload/cp_570119206.

277
practical1097. Herman Goldstein, a professor in Law at the University of Wisconsin Law
School of Madison laid the key elements of the Problem-Oriented Policing approaches as
follows:

1. Ensuring that the problem is the basic unit of police work rather than a crime, a case,
calls, or incidents. A problem is something that concerns or causes harm to citizens, not
just the police.
2. Addressing problems means more than quick fixes: it means dealing with conditions
that create problems.
3. Individual police and their organizations must routinely and systematically analyze
problems before trying to solve them. The analysis of problems must be thorough even
though it may not need to be complicated.
4. Problems must be described precisely and accurately. Problems often aren't what they
first appear to be.
5. Problems must be understood in context. Different participants are affected in different
ways by a problem and have different ideas about what should be done.
6. The way the problem is currently being handled must be understood and the limits of
effectiveness must be openly acknowledged in order to come up with a better response.
7. Initially, any and all possible responses to a problem should be considered so as not to
cut short potentially effective responses. Suggested responses should follow from what is
learned during the analysis.
8. The police must pro-actively try to solve problems rather than just react to the harmful
consequences of problems.
9. Individual police require the freedom to make or participate in important decisions. At
the same time, police must be accountable for their decision-making.

The effectiveness of new responses must be evaluated so these results can be

shared with other police and so the entire organization can systematically learn what does
and does not work. Herman Goldstein insists that police reform must have a more
ambitious goal in order to fulfill the complex needs of a free and diverse society.
Claiming that "law enforcement officer" is a misnomer for a police officer, Goldstein
suggests that instead of maintaining the simplistic notion that criminal law defines the
police role, one must analyze the varied problems police handle and develop the most
effective means for dealing with each troublesome situation. The full significance of this
change in perspective is illustrated by the current drug crisis. Merely enforcing criminal
law has proven futile in most cases, the size of the problem overwhelming the police
resources. "The current crisis is gradually forcing a recognitionon the part of both
the public and the policethat much more is required than simply law enforcement."
1097
Herman Goldstein and Michael Scott, What is Problem-Oriented Policing?, Center for Problem Orienting
Policing (COPS) at http;//www.popcenter.org/about-whatisPOP.htm

278
 In its narrowest sense, POP involves implementing a new and innovative strategy
to address a particular problem, with a focus on achieving an effective resolution to the
problem. In addition, the strategy is designed to create a better balance between the
reactive and proactive aspects of policing; and to make better use (effective vs. efficient)
of rank and file officers, as well as the community, to get the job done. In its broadest
sense, POP is a comprehensive plan for improving policing in which a high priority is
attached to addressing substantive problems shaping the police agency, influencing all
changes in personnel, organization and procedures. It pushes policing beyond current
improvement efforts, calling for a major change in organizational direction. With either
approach, officers must become more involved with and aware
of the characteristics and nuances of the communities they are policing. To work
effectively and successfully with the community for any purpose, the police must:

1. Assign officers to areas long enough to enable them to identify the

problems of concern to the community.

2. Develop the capacity for both officers and the department to

analyze community problems.

3. Learn that greater community involvement increases the potential

for significantly reducing problems encountered.

4. Work with those specific segments of the community that are in a

position to assist in reducing or eliminating the problem.

According to Martha Scanlan of the Department of Political Science, Iowa State

University, Community Oriented Policing stems from the idea of Problem Oriented
Policing (POP), which was first implemented in the 1970s. The philosophies of POP
require an officer to observe incidents, analyze them, develop responses to the problems
identified and then assess the success or failure of the responses (Crime, Law and Social
Change, 1998). Community Policing built upon the base philosophy of POP and
incorporated community involvement into policing.1098

Two recurring themes of Problem-Oriented Policing emerged in the article written

by Michael Townsley and Shane D Johnsen 1099: (1) Police officers will not devote much
energy to activities they do not consider important and, (2) Effective communication will
mitigate many obstacles that have bedeviled other Oriented Policing maybe possible, but
will not succeed until senior officers are committed to substantive change and are willing
1098
A Management Report on a Four County Study of Police Services in small Towns prepared by Martha Scanlan
in cooperation with Iowa Access Board and the Information Technology Enterprise, Iowa Department of
Administrative Services.
1099
Michael Townsley and Shane D. Johnsen, Problem Orientation, Problem Solving and Organizational
Change, Crime Prevention Studies, Volume XV, 2003, pp. 183-212.

279
to develop a comprehensive communication strategy to supplement the intended change.
By justifying a reason to change, developing system that reinforces initiatives will place
the police organization to the Goldstein ideal of Problem-Oriented Policing. If the POP is
to be truly implemented throughout the Philippine National Police, not just compliance,
then advocates need to concentrate their energies into changing rather than change.
They (Townsley et al) concluded that if Problem-Oriented Policing is to be truly
implemented throughour an organization, not just bolted on or restricted to small sub-
units, then advocates need to concentrate their energies into changing rather than
change.

280
HUMAN RESOURCE

Human Resource Management approaches used by executives vary depending on

the external and internal environment of an organization has to contend with, as observed
by R.A. Killian1100. Human resource management refers to the policies, practices and
systems that influence employees behaviour, attitudes and performance. Human resource
practices play a key role in attracting, motivating, rewarding and restraining
employees.1101 Managing human resource, according to Stephen Bailey1102, is central and
most important job. It is the public service that the future of mankind will be determined
most directly to public servants who will shoulder the responsibility of human survival,
of social order and of providing the services of civilization.

Maximizing return on investment in people does not mean exploiting,

manipulating or taking advantage of employees. Rather it means providing the highest
form of benefit a company can offer its employees a systematic organized approach to
guarantee opportunities for the full use of talent and potentials. Such approach offers the
individual an opportunity to achieve an appropriate return on his or her investment of
time and effort through greater economic and personal rewards.

Teamwork divides the tasks and multiplies the success.

-Anonymous1103

Human Resources, according to the late President Ferdinand Marcos 1104, play an
important role in the accomplishment of organizational, national or societal goals. He
opines: Emphasis must be laid on the development of the countries human resource
as to keep up with progress of modernization. There is no way of advancing,
progressing and modernizing unless the people are knowledgeable, wise and prudent.
Education, the rightful long term investment in the economic development and the
most important resource of the country, its people.

To quote writer and management guru Sabas Isaguirre 1105: Private companies in
the Philippines, whether big, medium or small, have a human resources philosophy
A statement like: We believe that the greatest assets of the company are its human
assets, that their lives must be given life and dignity on and off their job is an example
of a human resources philosophy to which management, the managers and the employees
are committed to live by.

1100
Ray A. Killian, Human Resource Management: An ROI Approach, New York, Amazon, 1976, p. 8.
1101
Raymond A. Noe, Employee Trainee and Development, McGraw-Hill Irwin, New York, 2005, p. 3.
1102
Stephen K. Bailey, The Excitement of Public Service, Civil Service Journal, September 1983.
1103
Anonymous, In: Kiddie Magazine, Philippine Star, Volume VI, Number 2, July 28, 2008, p. A4.
1104
Speech of President Ferdinand Edralin Marcos during the 35th Anniversary of the Philippine Fullright Scholars
Association published in Business Day, April 29, 2983.
1105
Sabas M. Isaguirre, Readings in Human Resource Management, Apex Journal, Volume 9, pp. 106-113

281
 Caring and sharing may be easy enough to do but to dare to participate, to dare
to commit, to dare to innovate, to dare to give than to take, to dare to sacrifice to make
a big difference, to dare to change for the common good all these would be the
supreme test of civic responsibility, governance and leadership.
-Former President Fidel V. Ramos1106

Gutirrez and Pura1107 commented the importance of people in the organization:

The most complicated problem in business is PEOPLE. Technical process maybe
mastered, requirements for materials maybe figured, plants and offices maybe built
according to required specifications, and intricate machine maybe devised to perform
with accuracy, but if human elements are disregarded, trouble is ahead.

A study1108 conducted by the government and the United Nations Development

Program recommended that the PNP Human Resource Management responsibility and
authority be brought from the national down to the field level, saying the demoralization
of human resource functions will achieve efficiency, effectiveness and accountability in
personnel administration and support improved matching of jobs and study. Human
Resource Management must get to the source of entrants to employment and get them to
compete for selection in the firm. 1109 This was averred by Police Senior Superintendent
Virtus Gil1110 in his unpublished thesis entitled Philippine National Police Recruitment
and Selection system: An Evaluation. Further, Police Superintendent Juan R. Urani Jr 1111.
in his unpublished theses recommended that new systems and procedures and an increase
in manpower were supposed to breathe life into the organization. The recruitment system
should likewise be strengthened to ensure the enlistment of the best-qualified applicants
and that the selection process and recruitment boards should be insulated from
unnecessary political interference or outside influence.

In the development of our human resources, we are blesses to have a free and
open society because it is in openness and freedom where knowledge thrives and
expands. It is by exploration that people learn and widen their horizons. That is why
the Filipino has counterpart from other developing countries with better training,

1106
Fidel V Ramos Homily during the EDSA Power 19 th Anniversary, Libingan ng mga Bayani, Fort Andres
Bonifacio, Makati City, February 22, 2005.
1107
H. Gutierrez and J. Pura, Jr., Business Organization and Management, Manila, R.M. Garcia Publishing
House, 1969, p. 143.
1108
In: Police Seek Reforms in Promotion System, by: Alfred Dalizon, Peoples Journal Tonight, August 5, 2007, p.
6.
1109
Patrick Alain Azanza, Human Resource Management JMC Press, Inc., 2000, p.2.
1110
Virtus Gil, Philippine National Police Recruitment and Selection System: an Evaluation, Unpublished Thesis,
National Defense College of the Philippines, 1994.
1111
Juan R. Urani Jr., The Effects of Crimes Committed By Uniformed Men in Metro Manila on the Morale of the
PNP Personnel of Recom 2: A Study, Public Safety Officer Senior Executive Course Class 96-28, Philippine
Public Safety College, 1996.

282
education and enculturation. Filipino will count for even more in years to come.
-Former President Fidel Valdez Ramos1112

According to Albert Antony Pearsall III 1113, Senior Policy Analyst, U.S.
Department of Justice Community Oriented Policing Services; and Kim Kohlhepp,
Manager, IACP Center for Testing and Career Development, the policing professions
effectiveness relies on its ability to attract quality people. Law enforcement officers are
the foundations of their respective organizations. The employeesthe officers on the beat
and the front-line supervisors, all the way up to chief executivesare the lifeblood of the
police organization. Since employees are the deliverers of service within law enforcement
organizations, proper recruitment and selection of officers is paramountly important. If
police organizations cannot recruit, select, and retain quality individuals, the citizens they
are sworn to serve and protect will ultimately endure substandard police service. They
laid the following excerpts that can serve as starting points for agencies seeking both
more and better applicants:
1. Engage the Community

The increasing challenges that law enforcement agencies are facing in attracting
quality candidates for policing careers present unique opportunities for tapping citizens as
resources in the recruitment and selection processes. Citizen involvement should be
approached as a method of improving the functioning of the organization. Community
engagement can lead to a greater sense of trust in and respect for the law enforcement
agency by citizens, while strengthening the organizations ability to identify and attract
individuals who can serve as competent law enforcement personnel.

2. Streamline Recruitment and Selection

Agencies should evaluate their hiring processes to assess if they are getting not simply
the candidates they want, but also the candidates the community needs. Agencies need to
look at the relevance of traditional disqualifying factors, such as credit ratings, to assess if
they are unfair impediments to hiring quality police officers. Police departments are often
burdened with cumbersome recruitment and selection processes that can frustrate
applicants and drive them to seek employment elsewhere. Common characteristics of
weak recruitment processes included systems that were designed to select out (exclude)
rather than select in (include) a candidate. The most effective recruitment and selection
processes are those that are completed quickly and allow a candidate to move swiftly
from application to employment decision points.

3. Tell the Police Story

1112
Fidel V. Ramos, cited in; Rationale of Letter of Instruction 21-95-05 dated may 9,1995 re: Establishment of
Command Libraries/ Museum and Relics Center.
1113
Albert Anthony Pearsal III and Kim Kohlhepp, Strategies to Improve Recruitment, The Police Chief, April
2010, pp. 128-130, Virginia, U.S.A.

283
 Perhaps the greatest task facing the police community is telling the police story.
Police leaders must develop and implement plans to communicate an honest portrayal of
police work directly to the people. Telling factual stories of dedicated service by
honorable police officers also values those who serve in the profession and increases the
likelihood that potential applicants will be drawn to a career in police service.

4. Enlist the Support of the Media

A positive public image is important in luring new employees and retaining

current employees, and effective use of the media is one important way of generating a
positive perception of the agency. Many members of the media are aware of police
staffing problems, but generally do not understand their shared responsibility to solve the
problem. Police executives should reach out to their media contacts to discuss the nature
and scope of the police recruitment challenges. Staffing shortfalls sometimes expose a
police executive to media-driven criticism that officers are leaving the profession because
of poor pay and benefits, low morale, excessive overtime, or officers safety concerns,
and that the community is being endangered because of police personnel shortages.
Proactive intervention with the media may rectify or blunt such criticism and serve to
engage the media in finding workable and affordable solutions.

5. Reach Out to the Young

Nurturing respect for the important role of law enforcement in a democratic

society and promoting interest in law enforcement as a career choice to children should
be considered essential components of an agencys long-term recruitment strategy.
Children tend to think of police officers as friends and protectors, and many express a
desire to be one someday. But, as they grow up, many lose interest in policing, and some
even lose their faith in the police. It is in the best interests of the police and community
safety to change that trend. Children who maintain positive perceptions of police grow to
be law-abiding citizens.

6. Achieving Diversity

Many agencies are struggling to maintain a workforce that is diverse and reflects
the community to which they are sworn to serve and protect. One of the most effective
recruitment techniques is to perpetuate a positive perception of the law enforcement
agency within the community. One way of generating a positive perception is to ensure
that all citizens hired by the agency, regardless of gender, race, sexual orientation, age, or
ethnicity, are faring well in promotions and high-profile job assignments. A diverse and
competent workforce is essential to the operation of a successful police agency.

284
7. Hire Transitional Workers

The police industry needs to take a hard look at hiring transitional workers. Many
skilled professionals who have left careers in fields such as teaching, aviation, and
medicine because of mandatory or preferred retirement dates still have a desire to serve.
Others have grown stale in their current jobs and are seeking new challenges. Empty
nesters may be another group seeking a new opportunity as family and financial
obligations decrease. They have the judgment, the knowledge, and the skills that are
desperately needed by the police industry. The police community would do well to
welcome them to police work, as long as they meet duty requirements.

8. Mentor Applicants through the Process

In addition to streamlining its application process, police agencies need to establish

personal relationships with applicants from the start. After all, these people will become
coworkers and eventually leaders of the organization. A welcoming and supportive
attitude will pay dividends in the long run. Supporting applicants includes accepting the
fact that some may fall short at first, but they should be encouraged to continue
involvement. A promising applicant need not always be excluded from employment
because of a deficiency that could be overcome with additional preparation. An agency
mentor working with such an individual should focus on building on the applicants
strong attributes and fortifying detected weaknesses.

According to Human Resource Management Framework: A Reference Tool

For Managers1114, good human resource management is about managing people well to
achieve organizational goals. Good human resource management begins by asking the
following questions which corresponds to four key result areas: Is the organization
becoming more productive? (A Productive Workforce) Does the work environment bring
out the best in people (Enabling Work environment); Do peoples competence match the
anticipated needs of the organization? (A Sustainable Workforce) and Are people well
led? (Leadership). In this book, productive workforce includes recruitment, selection,
interview and background investigation of law enforcers. Enabling work environment
includes motivation, career development, training and development, adult learning,
problem-based learning, knowledge management, and problem-oriented policing.
Sustainable workforce includes change management and significance of innovation while
leadership includes dynamic mentoring, leadership styles and learning from failures.

Recruitment

1114
Human Resource Management Framework: A Reference Tool For Managers, Canada Secretariat, Human
Resource Branch, Strategic Planning and Analysis Division at http://www.tbs-sct.gc.ca/ht_connexious_rh.

285
 Policing is a job many individuals would never consider doing. When asked why,
most people can identify many negatives of the job: physical danger, public apathy and
hostility, health risks, rotating shifts, and the emotional tool 1115. Yet, even being aware of
these negatives, there are many other individuals who energetically, enthusiastically,
almost obsessively strive to become police officer 1116. D. Lester1117, in his feature article
entitled Why Do People Become Police Officers? stated that there are two primary
responses most often given to question of why: a) to help society can be considered a
philosophical, theoretical, or even altruistic response, and b) the nature of job with its
security and benefits- more realistic approach. One revealing study conducted by Van
Maanen1118 concludes that most police recruits pursue police work out of a desire of job
security, salary and feeling that police work is an exciting alternative to traditional
careers.

Republic Act 8551, an act providing for the reform and reorganization of the PNP
in Section 14, 15, 16, 17, 18 and 32 (amending Section 30 of Republic Act 6975).
Specifically, these provisions set for Qualifications Upgrading and outlines the general
qualifications for appointment to the Philippine National Police. The Philippine National
Police has revised the recruitment standards to ensure that the new police recruits will be
committed to serving the public. Said standards put premium on the commitment and the
neuro-psychiatric health of the applicants. In a news report by Precise Catherine C.
Cuarto, the revision of the standards seeks to address the alleged crime involvement of
some newly recruited police officers 1119. Salumbides1120 in his unpublished thesis
presented a comparative analysis of recruitment procedures and practices. His studies
covered INP appointments in the National Capital Region and Region 6. Based on his
findings, he recommended that the existing provisions on selection and recruitment be
amended and incorporating therein-specific duties and responsibilities of the screening
committee in each stage of the screening process together with clear and specific
guidelines in the conduct of the same. The recruitment policies and procedures are geared
towards professionalization; hence a standard procedure is needed. According to Virtus
Gil,1121 in his unpublished thesis, he recommended the following:

1. Minimize political intervention, amend the privilege given to mayors and other
officials in recommending and selecting their own personnel;
1115
P. Bonifacio, The Psychological effects of Police Work, New York, Plenum Press, 1991.
1116
W.G. Doerner, Introduction to Law Enforcement: An Insiders View, Newston, M.A., Butterworth-Heinmann,
1998.
1117
D. Lester, Why Do People Become Police Officers: A Study of Reasons and Their Predictions of Success,
Journal of Police Science and Administration, Volume XI, 1983, pp. 170-174.
1118
Van J. Maanem, Observations on the Making of a Policeman, Human Organization, Volume 32, 1973, pp.
407-418.
1119
Precise Catherine C. Cuarto, PNP Raises Cop Recruitment Standards posted at http://archives.pia.gov.ph/?
m7&rghq&id73766
1120
Emilio P. Dalumbides, A Comparative Analysis of the Recruitment Procedures and Practices for INP
Appointments in the NCR and Region 6, Unpublished thesis, NDCP, 1989.
1121
Virtus V. Gil, PNP Recruitment and Selection System: An Evaluation, Unpublished Thesis, National Defense
College of the Philippines, 1994.

286
2. Adherence to the minimum qualification standards;

3. Refrain from allowing waivers or compromises for education, eligibility, physical and
neuro-psychiatric requirements, and;

4. Documents must be double checked to ensure that they are genuine or have not been
tampered.

Quizon1122, in his study suggested that a change of the system in the areas of
policy, membership of the screening committee and screening procedures are needed. He
recommended the following: (1) Members of the screening committee should be
composed of officers and personnel who are honest and beyond reproach; (2) Removal of
the padrino system and (3) Top officials should personally supervise the recruitment
process. According to Leonard Territo, et al.,1123, the future of a police department
depends much on the quality of recruits appointed to the service. Mariano 1124 in her study
deduced the following findings: the three major basis for selecting are educational
qualification, scholastic standing and experience. In Southern Mindanao, Police Chief
Superintendent Andres Cano, the Regional Director stressed that the Philippine National
Police has adopted a rigid screening process. He said that applicants would be accepted
not because they have powerful backers but because they are qualified. He said: We are
now avoiding accepting those who have backers. We want the new recruits to really
pass the examinations and not make it because of endorsements 1125. In his book
Crime and Criminology, Sue Titus Reid1126stated that one of the most important
policing is the recruitment, selection, education and training of officers. Recruitment
efforts must focus on the qualities that are important to policing such as high degree of
intelligence, education, tact, sound judgment, physical courage, emotional stability,
impartiality and honesty. Lloyd L. Byars and Weslie W. Rue 1127 concluded that
recruitment should include seeking and attracting qualified job candidates. Regardless of
whether the job to be filled has been in existence or is newly created, its requirements
must be defined as precisely as possible for recruiting to be effective. Even Chinas
greatest teacher Confucius argued that government officials should earn their jobs
through education and talent. They should not use family connections to get their jobs as
so many did, Confucius said this: Riches and honor are what everyone desires, but if
they can be gained only by doing evil, they must not be held, Dont worry about not

1122
Angel H. Quizon, An Analytical Study of the System of Recruitment and Training of INP in Metro Manila,
Unpublished Thesis, NDCP, 1984.
1123
Leonard Territo, C.R. Swanson, Jr. and Nell C. Chamelin, The Police Personnel Selection Process,
Indianapolis, Bobbs-Merill Co., 1977, p. 3.
1124
Norma D. Lopez Mariano, Personnel Management Policies, Practices and Problems of the Meycauayan
College, Unpublished Thesis, University of Sto. Tomas, 1985.
1125
Andres Cano, In: PNP Puts An End To Padrino System, Peoples Journal, August 6, 2007, p. 5.
1126
Sue Titus Reid, Crime and Criminology 8th Edition, New York, U.S.A., Mc-Graw Hill Inc., 1997.
1127
Lloyd L. Byars and Weslie W. Rue, Human Resource Management, Irwing Mc-Graw Hill Companies, Boston,
Massachussettes, U.S.A., 1997.

287
being in office, worry about qualifying yourself for office. Dont worry that no one
knows you, but seek to be worthy of being known.1128

Police Superintendent Florante P. Leano1129 identified the following as recruitment

problems in the Philippine National Police: political influence and nepotism,
unsatisfactory medical, neuro-psychiatric, psychological testing methods methods,
instability to attract the best and the brightest recruits, unfair recruitment and selection
process and appointment of applicants who are non-residents of the region.

We are now avoiding accepting those who have backers. We want the new
recruits to really pass the examinations and not make it because of endorsements.
Police Chief Superintendent Andres Caro.1130

Nonong Baliao1131, in his regular column On The Inside commented: The

police hierarchy cant even begin talking about cleansing its ranks of scalawags if at
the recruitment level itself, people at dubious character can get by the most stringent
requirements either through political connections or outright pay-offs.

1128
Beverly J. Armento, et al, A Message of Ancient Days, Houghton Mifflin Company, U.S.A., 1991, Chapter 9,
p. 272.
1129
Florante P. Leano, Police Personnel Procurement Doctrine, Philippine Public Safety College, 1999.
1130
Andres Caro, In: PNP Puts an End to Padrino System by Fernando M. Cariaso, Peoples Journal, August 6,
2007, p. 5.
1131
Nonong Baliao, Time To Call It A Day, General, Sir, The Mindanao Bulletin, General Santos City, October 3-
9, 2000.

288
 According to Hubert Williams1132, in order to understand police corruption, a
global phenomenon with grave social repercussions, it is necessary to examine its basic
elements, the officers themselves. Who are the officers that police departments recruit?
How are they trained? And what are the criteria for promotion? Answering these basic
questions involves determining whether departments have procedures to do adequate
background checks on recruits, psychological tests that accurately measure their
suitability for police work, impartially administered written and physical examinations
and training that imparts integrity and self-control. Police departments in which
corruption is rife generally have weaknesses in these basic areas. As a result, some of
their officers have dangerous criminal tendencies that undermine confidence in law
enforcement.

Selection

Simply finding police applicants is not enough. According to Pugh 1133, the good
police officer has, common sense, mature judgment and reacts quickly and effectively to
problem situations. Failure to implement stringent selection criteria could lead to
problems. The culture of a police department reflects what that department believes in as
an organization. These beliefs are reflected in the departments recruiting and selection
1132
Hubert Williams, Core Factors of Police Corruption Across The World, Forum on Crime and Society, Volume
II, Number 1, December 2001.
1133
G.M. Pugh, The Good Officer: Qualities, Roles and Concept, Journal of Police Science and Administration,
Volume 14, 1986, pp. 1-5.

289
process.1134 Dr. Laurence Miller, a clinical and forensic psychologist and law enforcement
educator and trainer based in Boca Raton, Florida laid some approaches to law
enforcement discipline: selection and screening, education and training and coaching. In
selection and screening in particular, an alternative approach to selecting candidates is the
screening in of those individuals who are suitable and desirable. The problem is that most
current screening protocols typically focus on identifying the characteristics of bad
officers, much less is currently known about what traits make a good officer and about
how career experiences affect these characteristics. He added that screening-in protocols
should assess not just behavioural styles and character traits, but the potential for both
training and learning from experience. Especially for modern professional police forces,
there is growing recognition of the value of problem-oriented policing and the need for
patrol officers to possess good-over all intelligence, especially abstract reasoning, mental
flexibility, interpersonal creativity and problem-solving skills.1135

Screening committee free from intervention is essential towards the

professionalism of the Philippine National Police. -
1136
Police Superintendent Romualdo M Birung, et al

1134
Police Use of Excessive Force, A Conciliation Handbook for the Police and the Community, US Department of
Justice, Community Relations Service, cited in: http//www.usdoj.gov/crs/pubs/pdexcess.html#FN_2_.
1135
Laurence Miller, Constructive Alternatives in Police discipline, in:
http://www.policeone.com/news_internal,asp.
1136
Police Superintendent Romualdo M Birung, et al., Doctrine on Final Interview in PNP Recruitment of Police
Officer 1, PNP Doctrine Proposal, PPSC, 2003.

290
 The question is: How does police agency make sure that it has selected a qualified
individual? It is extremely difficult for a police agency to be one hundred percent sure it
has hired the right individual. Herman Gregorio1137 in his book, Administration and
Supervision laid the following guidelines to be observed in the administration of
personnel: Qualification and competency should be the fundamental criterion in
determining who shall be selected and appointed for the position; and in the selection of
personnel, only the best qualified and most competent must be considered. According to
John H. Wignmore1138, the failure to establish high professional standards for the police
service has been a costly one, both for the police and the society. He added that existing
recruitment and selection process do not screen out the unfit. Hence, it is not surprising
that far too many of those charged with protecting life and property and rationally
enforcing our laws are not respected by their fellow officers and are incompetent, corrupt
and abusive. Since employees are the deliverers of service within law enforcement
organizations, proper recruitment and selection of officers is paramountly important. If
police organizations cannot recruit, select and retain quality individuals, the citizen they
are sworn to serve and protect will ultimately endure sub-standard police service. 1139
1137
Herman Gregorio, Administration and Supervision, R.P. Garcia Publishing Company, 1966, p. 361.
1138
John H. Wignmore, Illonois Crime Survey Chicago, Association of Criminal Justice, p. 360.
1139
Albert Antony Pearsall III and Kim Kohlhepp, Strategies To Improve Recruitment, The Police Chief, Volume
LXXVII, April 2010, pp. 128-130.

291
 According to Police Superintendent Jerome Baximela, former Chief, Personnel
Division, Traffic Management Group, there are strong politicians endorsing some
applicants. He said that political intervention become part of the system already.
Meanwhile, Police Superintendent Leon Foncardas, former Assistant Chief of Personnel
Plans Policies Division of the Directorate for Personnel and Records Management agreed
that there are numerous problems encountered on the recruitment of Police Officer 1. He
averred that politicians and Chiefs of Police could pressure the screening committee or
the board for personal favors. He admitted further that the problem starts when the
applicant is not qualified, this situation, according to him does exist and has happened
several times.1140 Interviews were also conducted to trainees undergoing Public Safety
Basic Recruit Course at the national Capital Training School, Camp Vicente Lim,
Canlubang, Laguna.1141 One police trainee narrated that bata-bata system exist in the
recruitment of Police Officer 1 considering that those with recommendation were
appointed ahead of him. Another police trainee noted that there should be abolition of
palakasan system and a good planning during the conduct of interview and other
stages of recruitment process. In an article posted by Alan Davis and Rorie R Fajardo, it
is claimed that the recruitment process into the PRO ARMM is nothing but an illegal
financial transaction and only helps to give new police recruits the clear impression:
everything can be bought or is for sale in the PRO ARMM. Further, according to the
article, fixers were also allegedly often used to ensure short-listed and tapped recruits
who pay the necessary fees pass all the required tests and examinations to join. 1142
Comments and some feedbacks on PNP recruitment were posted in the internet.
According to an article of one PNP applicant Lotlot (true name unknown) posted by
Rodel Rodis1143, her experience (Lotlot) informs that police corruption begins at the very
inception of service. Accordingly, she applied for a job as a PNP officer in Camp
Catitipan in Davao City. After awaiting for several months, she follow up on her
application with a PNP officer who told her that in order to expedite her hiring, she would
have to come up with 150,000 php. Some comments on recruitment, corruption and
misconduct of the PNP were sent to Rodel Rodis as follows:

iedu: YES, that is precisely how our policemen were recruited. Its either, through
the LAGAY SYSTEM or the PALAKASAN SYSTEM. The lagay system is for the
brainless PNP applicant. While the palakasan system caters to the brainless applicants.
No wonder why our PNP is ineffective, they got all the brainless in this country dress in
blue. NO WONDER.

1140
Result of interview during the focus group discussion conducted by Police Superintendent Romualdo M Birung,
Police Superintendent Herminio Callueng and Police Chief Inspector Narciso Verdadero, Doctrine of Final
Interview of PNP Recruitment of Police Officer 1, PSOSEC Class 47B-2003, PPSC, Fort Bonifacio.
1141
Ibid,.
1142
Alan Davis & Rorie R Fajardo, PNP ARMM: Serious Allegations of Corruption Over Firearms and
Recruitment Being Made-and Denied, posted on March 21, 2011 at
http://www.transparencyreporting.net/index.php?option=com.content&view=article-196.
1143
Rodel Rodis, Police Corruption As Its Roots at inquirer.net posted on October 12, 2010 at
http://www.globalnation.inquirer.net/columns/view/201017-298191.

292
 Chesscode: Here in my province, Bacolod City, its no secret that even police are
connected to snatchers and petty criminals.

Templer: Its pathetic to say that police needs help. To tell you the truth, it is even
dangerous to have a police living in your community. Can you explain why certain slum
areas where some policeman dwells, the crime rate and especially drug problem are more
prevalent? It does not take a scholar to guess these things ran smoothly under the
watchful eyes of our dishonourable officers.

Interview

Selection interviews continue to be one of the most popular tools used by

organizations to choose prospective candidates for entry-level positions and
promotion.1144 Because the evaluations that law enforcement administrators and managers
make have important implications for applicants, their agencies, and the community, the
ability to judge candidates is an important skill. Evaluating candidates objectively,
however, is not as simple as it might seem. Peoples judgments and decisions can be
influenced by subtle, yet powerful forces, which can have a profound impact on the ways
individuals form social judgmentscommonly referred to as first impressions. 1145 There
are a number of steps that interviewers can take to make the process more objective,
including the establishment of specific job criteria, a written assessment, a focus on
relevant experience, and the use of a standard set of questions.

The first criterion, establishing specific job characteristics, makes it possible to

assess the explicit job knowledge and personality attributes necessary to perform the
assignment and allows for the development of an instrumentmost preferably a written
examinationto test prospective candidates relevant expertise. Next, candidates should
be rated on their applicable experience or lack thereof, instead of on the first impressions
they emanate. Candidates with more relevant experience should be looked at more
favorable than applicants who lack such understanding. 1146 Finally, interviewers should
adopt a standard set of situational questions that, again, focus on the specific
characteristics of the job by asking applicants to address potential tactical, administrative,
or technical issues that they are likely to encounter. 1147 Realistic, situational questions
provide the evaluator with a way of objectively assessing a candidates pertinent job
knowledge, problem-solving skills, and ability to make decisions under pressureall
important criteria for selecting the best candidate and for making the process more
objective for everyone.

1144
Benjamin Schneider and Neal W. Schmitt, Staffing Organizations, Glenview III, Scott Foreman, 1986.
1145
Brian Fitch, Selection Interviews: Understanding the Psychology of First Impressions, The Police Chief,
Volume LXXVII, Number 4, Virginia, U.S.S., April 2010, pp. 120-126.
1146
Ibid.
1147
Gary P. Lathan et al., The Situational Interview, Journal of Applied Psychology, Volume 65, Number 4, 1980,
pp. 422-427.

293
Background Investigation

For most police agencies, the capstone of the applicant screening is the
background investigation. This inquiry, according to A.V. Bauza 1148, typically results in a
half-inch dossier of employment, school, military and personal history. It is here that the
agency really relies on weeding out the unfit, through discovery of behaviour patterns in
school, work, or personal life that presage failure in a job that requires optimal
performance and superior personal characteristics. In his unpublished thesis, Joseph B.
Gonzalo recommends that a detailed background check of prospective recruits should be
made.1149

The PNP Fundamental Doctrine (PNPM-D-O-1-94), Section 4, on Counter

Intelligence and Security, specifically mandates the security measures designed to
prevent the appointment of individuals of doubtful loyalty to the Philippine
Government. The primary tasks of Counter Intelligence is to secure, create and
implement protective measures for the entire PNP organization against undesirables and
other unwanted persons and activities as well from gaining entry into the PNP
organization. This includes among others a background investigation which is an inquiry
of applicants individual/ family history, contact references and former employees,
educational qualifications, clearances, membership in other organizations/ associations,
and the like.

1148
A.V. Bauza, The Police Mystique, New York, Plenum Press, 1990.
1149
Joseph B. Gonzalo, An Analysis Of Administrative Offenses Involving Police Brutality, Unpublished Thesis,
National Defense College of the Philippines, Metro Manila, 1994.

294
 One machine can do the work of fifty ordinary men. No machine can do the
work of one extraordinary man. - Elbert Hubbard1150

In the Doctrine on the Role of Counter Intelligence in the PNP Recruitment

System, Police Senior Superintendent James Andres B. Melad 1151 concluded that Counter
Intelligence is the quality control value of the PNPs Recruitment System. According to
him, recruitment and counter intelligence go hand in hand. Without the latter, the former
is doomed to falter. In response to its clamor for professionalism, the Philippine National
Police should set up a more effective Counter Intelligence system in the recruitment and
selection process. The study conducted by Melad showed that respondents feel uncertain
that background investigations are conducted. In his deduction, he said that counter
intelligence has not been much emphasize despite the firm belief that is needed in the
recruitment or selection process of the candidate. In verifying the authenticity of
Transcript of Records and Diplomas of the applicants, for instance, most registrars of
different universities and colleges refrain to furnish alpha lists of graduates to the Counter
Intelligence Branch despite of official request of the latter. Thus affects the thorough
review of the spurious documents submitted by the applicants. He further concluded
that the result of his survey indicates that the system is defective and is apparently tainted
1150
Elbert Hubbard, In: Smart Things To Know About People Management by: David Firth, Capstone Publishing
Limited, Oxford, United Kingdom, p. 41.
1151
James Andres B. Melad, Doctrine On The Role Of Counter-Intelligence In The Philippine National Police
Recruitment System, Public Safety Officers Executive Course Class 99-37, PPSC, Fort Bonifacio.

295
with malpractices such as the padrino influence, the lagay system and the
palakasan which gives preferential treatment to candidates on the basis of their mutual
familiarity of familial relations with those in the screening committee.

Police Superintendent Rosauro V. Acio1152 conducted a related study to determine

the level of importance of background investigation currently given by the Philippine
National Police. In his findings, the perceived importance of background investigation in
Police Officer 1 recruitment were not given due accord by the Recruitment Committees.
He cited that an effective background investigation of recruits will reduce the cost for the
Philippine national Police in terms of machinery expenses, actual property and lives lost
and in return for training investment because the Best Qualified will surely be an asset
to the organization. Joseph B. Gonzalo 1153 in his unpublished thesis recommends a
detailed background check of prospective recruits be made and an intensive psychiatric or
psychological interview should be conducted to all applicants. As part of recruit selection
process, there are wide ranges of community background enquiries.

The Queensland Police for instance conduct enquiries including reports from
police referees, current and former employers and residence checks to assist in
determining applicants suitability to perform general duties policing and to assist their
level of integrity, character and conduct for appointment as a police recruit. For
Queensland Police the selection of the right people as police officers is especially critical
to maintain community confidence in the integrity of the service. Bearing in mind the
very high expectations the community places on its police service, it is necessary to
perform duties, where integrity, character and conduct is of a very high standard. 1154 In
Oakland Police, their selection process for entry police officer includes a written
1152
Rosauro V. Acio, An Assessment of the PNP Recruitment System Focused on Background Investigation, Police
Officers Senior Executive Course Class 60-2006 presented to PPSC, Fort Bonifacio, Makati City, 2006.
1153
Joseph B. Gonzalo, An Analysis of Administrative Offenses Involving Police Brutality, Unpublished Thesis,
National Defense College of the Philippines, Metro Manila, 1994.
1154
Become A Queensland Police Officer at http://www.police.qld.gov.au/join/recruitment/selectionProcess.

296
multiple-choice exam, an oral interview involving hypothetical situations, a physical
ability test, a background investigation, a polygraph examination, in addition to both the
psychological and medical evaluation. Prior to a conditional job offer, applicants will be
assessed for background and psychological suitability. Providing fraudulent information
at any stage of the selection process ma be grounds for removal from the process.
Applicants will also be required to submit a polygraph examination in connection with
the investigation.1155 While in San Fransisco Police, the employment character and
background investigation consists of a thorough study of the candidates history prior to
appointment to determine fitness for employment. Reasons for rejection include use of
controlled substances, felony convictions, reported or serious violations of law, inability
to work cooperatively with co-workers, inability to accept supervision, or other relevant
factors. Candidates who are disqualified during the background investigation process
must wait two years from the date of disqualification before they may reapply to take
Police Officer examination.1156

In order to enhance hiring, selection and background investigation process, I

suggest the use of Linguistic Statement Analysis or LSAT, which have been taught to
many members of law enforcement field and private investigators as an effective and
efficient tool for solving crimes. Bob Shafter, in his article Enhancing Hiring and
Selection Process, mentioned that one the creative and useful applications has been in
the field of selection and hiring of law enforcement personnel, specifically background
investigation and oral interview. The LSAT concepts and techniques which includes three
main application opportunities includes the examination of the application and personnel
history statements, the written examination phase and all levels of oral interviews are
used for identifying lies during criminal investigations are equally effective as a means of
detecting if police applicants are embellishing their qualification and experiences in order
to secure law enforcement positions whether they be commissioned officers or non-
commissioned officers. However, there is a lack of time in examining the documents
submitted by the applicants. For a background investigation for instance, the time frame
given to the investigation units is not enough to confirm the veracity of the documents
such as verification of the authenticity of scholastic records, employment records, and
political attachment and the like. In oral interviews, members of the panel lack sufficient
time to conduct interview one by one among the hundreds of applicants waiting for their
turn to be interviewed.

Training and Development

Training is a function vitally related to the introduction of operational rules,

regulations, policies specifications and procedures in the organization. 1157 This concurred

1155
Oakland Police Selection Process, in: http://www.opdjob.com/oakland-police-department-selection-
process.htm.
1156
Police Officer Selection Process, in: http://www.sfpdcareers.com/join.html.background
1157
John M. Pfiffner, Public Administration, New York, The Ronald Press Company, 1999.

297
by Lusher1158: Recruits should be better educated, trained for longer periods and
provide with a form of training which tacked contextual understanding of the role and
practice of police in the society. The training should move from drilled instruction
towards more progressive and advance forms of adult learning.

Training has to go hand in hand with practical experience, actual work

performance, and time to achieve job proficiency. This is a concern of development. It
provides the subject employee a systematic way of progressing in his job and preparing
for future assignments within the organization. Thus, training and development have been
seen as a twin program and a productive member of the organization.1159

Perhaps the most valuable result of all education is the ability to make yourself
do the things you have to do when it ought to be done whether you like it or not. It is
the first lesson that ought to be learned and however early a persons training begins, it
is probably the last lesson a person learns thoroughly.
-Thomas Huxles1160

Baac1161 asserted in his lecture on the Nature of Human Resource Management,

at the Graduate School of Public Development Management, Development Academy of
the Philippines, Training and development are two of the major component of human
resource management system of an organization. He added: Training and
development ensure the organization develop skills and ability that will enable them to
perform their job effectively in the present and the future. This was further averred by
Police Superintendent Carlos Gadapan1162 in his Lecture on Human Resource
Management of Public Safety Officer Senior Executive Course (PSOSEC) discussed that
one of the functions and activities of human resource management is the development
and enhancement of human potentials. He further asserted that training is the answer
when the performance could be attributed to gap in the employees skills, knowledge and/
or attitudes.

Meanwhile, William J. Bopp1163 in his book Police Personnel Administration

says training must be a system devoid of gaps that might neglect a class of employees, a
police related topic or department need. Therefore, administrators and supervisors should
endeavour to make maximum use of the time and where they will have available

1158
John Lusher, Police Recruit Program: The New South Wales Police Academy, Course Documentation, 2000.
1159
Jose D. Baltazar, et. Al. Management in the Philippine Setting, Edited by Ernesto A. Franco, MG
Reprographics, Manila, 1988, p. 212.
1160
Thomas Huxles, In: Smart Things To Know About People Management by: David Firth, Capstone Publishing
Limited, Oxford, United Kingdom, 2001, p. 3.
1161
Lecture of Val Baac, The Nature of Human Resource Management, Graduate School of Public and
Development Management, Development Academy of the Philippines, (undated).
1162
Lecture of Carlos Gadapan, Human Resource Management, Public Safety Officer Senior Executive Course,
National Police College, PPSC (undated).
1163
William J. Bopp, Police Personnel Administration, Springfield, Thomas, 1986, pp. 106-112.

298
training.1164 Proverbs 22:6 in the Bible says: Train up a child in the way he should go;
and when he is old, he will not depart from it. But the question is: What does one do to
train up a PNP trainee in a way she or he should go? We have no way of being sure that
spending hundreds of academic and non-academic hours will really produce a more
effective law enforcers. But the training institute do have a clear standard of intentions
to train PNP personnel to become truly professional, effective and efficient PNP
personnel.

The Philippine National Police Training Services mission is to conduct training

courses and implement all PNP in-service and progressive training programs geared
towards skill enhancement, intellectual advancement and moral transformation of PNP
personnel.1165 To further effect change and in line with the Performance Governance
System adopted by the Philippine National Police, the PNP Training Service applied for
Quality Management System (ISO 9001:2008) Certification to meet the Global Standards
of Service. As former instructor/ academe in the PNP Training Service 1166, I feel all kinds
of common concern towards the PNP personnel especially newly recruits and the newly
promoted officers and have grand ideals for them.

Here at the PNP Training Service, we do not simply train. We measure our
success through complete transfer of knowledge from us, the trainers, to the student-
officers, our trainees. We take our role as Tagapagsanay very seriously and with
utmost dedication.
Police Chief Superintendent Charles T Calima III, PhD.1167

As Keith Clement1168 lamented, Training is one area in which police academics

and local colleges and universities can work together to better prepare officers for the
wide scope of their responsibilities and duties in the field. Better training improves
officer safety, performance, and decision making consistent with department policy
and standard operating procedures. The editorial of the Visayan Daily Star posted in
internet challenged the leadership of the Philippine National police regarding training of
the personnel: It is high time that the leadership of the PNP must initiate the difficult
task of reviewing the organizations training methods, culture, and general mindsets of
its people. The PNP must not only take responsibility for the monsters in its
organization, it must also make sure that it does not contribute to the creation of its
monster.1169

1164
N.F. Lannone, Book on Supervision of Police Personnel, 2 nd Edition, Prentice Hall Inc., Englewood Cliffs,
New Jersey, 1984.
1165
This Is Our Story, About Us at http://www.pnpts.org
1166
PNP Training Service was activated as a National Support administrative unit through directorate for Plans
general Order Number 05-11 dated August 10, 2005. Its creation has approved by the National Police Commission
via resolution Number 2005-388 dated November 9, 2005.
1167
PNPTSs Directors Message, at http://www.pnpts.org
1168
Keith Clement, Partnering With Purpose, In: The Police Chief, November 2007, Volume LXXIV, Number 11,
p. 64.

299
 The training needs and approaches of law enforcers vary. According to training
specialists Kenneth N. Wexley and Gary N. Powell, every training program should be
designed along the following lines to maximize retention and transfer learning to the job:

1. Maximize the similarity between the training situation and the job situation.
2. Provide as much experience as possible with the task being taught.

3. Provide for a variety of examples when teaching concepts or skills.

4. Label or identify important features of a task.

5. Make sure that general principles are understood before expecting much transfer.

6. Make sure that the trained behaviours and ideas are rewarded in the job situation and;

7. Design the training control so that the trainees can see its applicability.1170

In view of the numerous and related programs, projects and activities proposed to
be undertaken by the Philippine National Police under the key result areas, there was a
felt need to integrate related programs, projects and activities and prioritize the same. The
Field Training Program (FTP) according to Police Superintendent John Guyguyon,
undertake the task to develop police force especially the new Police Commissioned
Officers that will enhance them the essential capabilities such as leadership, managerial
skills, critical thinking and analysis making them as Chief Executive Officers
(CEO).1171The Field Training Program was developed in the late 1960s in San Jose,
California 1172and become known. Its program is spreading in training academies and law
enforcement agencies across the United States and in Canada. In Evansville Police
Department1173, it improved the overall quality of their police by providing a method of
evaluation and training to new officers. Likewise, new police, who will be one day be the
senior members and leaders of their departments, need to recognize the pitfalls in
policing and dedicate themselves early to honourable service. Normally recruits and
probationary officers should be especially alert to discrepancies between academy and
field training. Academy instructors teach new comers departmental standards,
expectations and policies for performance on the job, and then officers in the field,
including FTOs, tell the newcomers that what they learned in the academy has nothing to
do with reality. It is terribly unfair for new police to be put in this position. With little or
no experience, they have to choose between the academy lessons and street lessons,
1169
Editorial, Trigger Happy monsters, The Visayan Daily Star, posted at
http;//www.visayandailystar.com/2009/February/23/opinion.htm.
1170
Kenneth N. Wexley and Gary N. Powell, Developing and Training Human Resources in Organization,
Glenview, Illonois, Scott, Foresman, 1981, pp. 75-77.
1171
John G. Guyguyon, Designing Field Training Program for Lateral Entrants Public Safety Officers Senior
Executive Course Class 66, Philippine Public Safety College, Fort Bonifacio, 2007.
1172
Glenn F. Kaminsky, San Jose Field Training Model, San Jose Police Department, San Jose, California, 1970.
1173
Debbie Thomson, Evansville Police Department Field Training Program, Evansville, 1975.

300
between academy instructors and field officers.1174. In Police Regional Office 8, Regional
Special Training Team under Letter of Instruction (LOI) PRO8 PULIS Big Brother 1175 was
created whose members will serve as mentors and big brothers to police recruits while they are
undergoing the different phases of training and development which are requisites for entry to the
PNP service as Police Officers 1 such as: Recruitment Process, Public Safety Basic Recruit
Course (PSBRC), Field Training Program (FTP), the Assessment Period and PNP Special
Counter Insurgency Operation Unit Training (PNP SCOUT) in order to produce disciplined,
credible, effective and efficient law enforcers. These selected PCOs and PNCOs will assist
and provide close supervision in all activities to inculcate discipline among police recruits
and ensure their compliance to rules and regulations at the different phases of their
training and development prior to their entry into the PNP service. Said Letter of
Instruction was created after my careful analysis and assessment1176 during my stint as
Human Resource Development Division Section PNCO utilizing the Descriptive Method of
Research coupled with survey of ninety five (95) respondents and further complemented by
interviews and elicitation to determine the efficacy of trainings conducted by RTS 8 to produce a
high quality trained, credible, professional and disciplined law enforcers and look into the factors
that greatly affect the aforesaid training.

According to Edwina Morasa1177, in order to be competent on the job, the

personnel must have knowledge of government guidelines, circulars, etc., in their field of
assignment. This is to update themselves of the changes in the concepts concerning their
individual job assignments and operation of the office as revealed by Roman
Chamberlane Zuniga1178. He continued: A well-designed training program is a must for
all employees in any organization. Definitely, regardless of pre-service training
acquired prior to employment, employee needs introduction to new duties, functions,
responsibilities, and to his work environment. This stage will pave the way for
acquisition of knowledge and attitude, which is directed towards effectiveness and
efficiency. Cesar U. Cargado1179 recommended the formulation of training program that
will require highest degree of service and shall deeply emphasize on value orientation,
career and employee development in public administration, skills development,
communication skills, computer based training and workshop on the use of information
and communication technology.

1174
Edwin J. Delattre, The New Police Officer-Integrity and Temptation, December 1994 at
http://www.neiassociates.org.
1175
LOI 02/2011 PRO 8 Regional Training Program PRO 8 Pulis Big Brother: dated March 11,201; PRO 8 Letter
Orders Number 03-2011-02 dated March 18, 2011 and PRO 8 Letter Orders Number 03-2011-01 dated march 9,
2011.
1176
Maria Jesusa N Pajarillo, Assessment of Training and Development of Regional Training Shool 8; Result of the
Interview conducted to Class Officer (Class Kampilan), Public Safety Recruit Basic Course Phaase 2 at Regional
Training School 8.
1177
Edwin Morasa, Training Needs Of The Personnel Of The Bicol University, Unpublished Thesis, Bicol
Uniersity, Legazpi City, 1994.
1178
Roman Chamberlane G. Zuniga VI, The Proposed Training Program for the Provincial Personnel Of Albay,
Unpublished Thesis, Bicol University, Legazpi, 2000.
1179
Cesar U. Cargado, Career and Employee Development in the Local Government of Antipolo City University
of Rizal, Unpublished Thesis, Antipolo City, 2006.

301
 It is my sincere hope that we can further expand the PNP manpower while
providing a high quality of police education and training. In conjunction with the
focus on effective leadership, we can definitely achieve a PNP with operational
efficiency and dynamism capable of meeting and defeating the ever-evolving obstacles
of criminal elements.
Congressman Jonie .Cua1180

While Modesto Erestain1181 recommended an orientation, through seminar-

workshops and in-service training for the personnel in order to serve the public with high
perception, trust and confidence should be carried out.

The true purpose of education is to teach people to teach themselves.

Former President Fidel V. Ramos1182

According to W.O. Wilson1183, police service is usually rendered by individual law

enforcement officers on a person-to-person manner. Though partially dependent on
equipment and various techniques, the quality of such service is ultimately dependent on
a well-trained and well-oriented police force operating a sound personnel management.

One fundamental purpose of education is to teach people how to be responsible,

productive, and contributing members of the society. According to Keith Clement 1184,
This perspective is a very general one, but upon further reflection, it could also include
preparing individuals for a career or placing them in a position to continue their
professional training, whether in graduate school, law school, the academy or other
institution. Tomorrows education must teach not merely data but ways to manipulate it.
Seldom the students doesnt learn how to discard old ideas, how and when to replace
them, and what to replace them. Students must learn how to learn. Psychologist
Herbert Gerjuoy1185 phrases it simply:

The new education must teach the individual how to classify and
reclassify information, how to evaluate its veracity, how to change categories
when necessary, how to move back, how to look problems from a new
direction how to teach himself. Tomorrows illiterate will not be the man
who cant read; he will be the man who has not learned how to learn.
1180
Speech of Congressman Jonie E. Cua during the 3rd Founding Anniversary of PNP Training Service last
November 10, 2008 in front of National Headquarters building, Camp Crame, Quezon City.
1181
Modesto E./ Erestain Jr., The Personnel Qualities and Performance Factors Affecting Job Performances Of The
Personnel, Their Performance And Delivery Of Technical Services In Region V, Unpublished Thesis, Bicol
University, Legazpi City, 19996.
1182
Fidel V. Ramos, Manila Bulletin, Volume 398, Number 12, February 12, 2008.
1183
W.O. Wilson, Police Administration. Mc Graw Hill Book Co., 3rd Edition, 1963.
1184
Keith Clement, Partnering With Purpose, In: The Police Chief. November 2007,, Volume LXXIV, Number 11,
p. 65.
1185
Herbert Gerjouy of the Human Resources Research Organization In: Future Shock by Alvin Toffler, Bantam
Books, New York, 1985, p. 414.

302
 In their book, Handbook of Philippine Public Administration1186, Jose Abueva
and Raul De Guzman explained that most civil servants have had pre-service training
as students or graduates of professional or technical schools. They averred that
Training was intended to upgrade the techniques in law enforcement, and strengthen
and increase the efficacy and effectiveness of the police force and other government
agencies whose functions and responsibilities had something to do with law and
order. Paul Pigors and Charles A. Myers 1187 averred that training enables employee to
acquire more and greater skills, thus, increasing their versality for transfers and their
qualifications for promotions. If employees are properly trained, they continued,
accidents, spoiled work and damage to machineries and equipment can be reduced.
Training helps employees to adjust new methods and processes that are introduced
from time t time.

Police Training is likely to remain poor in comparison to other professions.

-Renato Abad1188

Runaldo P. Pepito1189 in his unpublished thesis recommended the conduct of an

intensive training of the police in apprehending criminals without necessarily violating
the rights of those criminals. He further recommended a more effective education
program for the PNP in order for them to have a better understanding of their duties and
responsibilities in the protection and promotion of human rights in accordance with the
Constitution, laws and internationally accepted Human Rights norms and standards; and
in the education program, a course on moral recovery and value formation would be a
requirements for the completion of the training. Joseph B. Gonzalo1190 stressed on the
need for police training programs and seminars which would include stress/ conflict
management, crises intervention, survival techniques such as human relations skills,
Verbal Judo, martial arts, the use of less lethal weapons.

An employee may have all the knowledge and skills he needs for a successful
accomplishment of a job, but if his attitudes and habits are wrong, if the way he feels
and thinks about his job is wrong, everything else would go wrong.
-Tomas D. Andres1191

1186
Jose V. Abueva and Raul P. De Guzman, Handbook Of Philippine Public Administration, Social Research
Associates, Manila, 1967, p. 275.
1187
Paul Pigors and Charles A. Myers, Personnel Management, New York, McGraw-Hill Book Co., 1997.
1188
Renato Abad, A Study On The Program Development of the Philippine National Police, Unpublished Thesis,
NDCP, 2001.
1189
Runaldo P. Pepito, Police Observance Of Human Rights (July 1992- June 1996): An Analysis, Unpublished
Thesis, National Police College, 1997.
1190
Joseph B. Gonzalo, An Analysis Of Administrative Offenses Involving Police Brutality, Unpublished Thesis,
National Defense College of the Philippines, Metro Manila, 1994.
1191
Tomas D. Andres, Organizing A Training Program: A Manual, New Day Publishers, Quezon City, 1986, p.
118.

303
 Traditionally, training is focused on helping improve employees performance in
their current job and prepare them for changes in their current job that may result from
new technology and work design. However, most Philippine National Police personnel
who attend trainings particularly specialize courses focused in their personal interest such
as promotion and designation. For selfish motives, individual may hoard knowledge. This
issue is especially prominent in organization that rely heavily on knowledge transfer. 1192
As J. Pfeffer1193 cited: When information is the primary unit of organizational
currency, we should not expect owners to give it away. Immediate superiors should
understand the purpose of the training prior to sending their personnel to trainings. They
should communicate the link between training and development of their personnels
weaknesses or knowledge deficiencies, as well as career interest and organizational goal.
Determining exactly what police personnel need to learn is critical, e.g., identifying who
needs the training, determining personnel readiness for training and personnel
characteristics necessary to learn training program content and apply it on the job.
Furthermore, intelligence training to law enforcers is essential. The application of the
discipline of intelligence to law enforcement assists executives, managers,
investigators, analysts, and first responders reduce uncertainty by collecting information,
overtly and covertly, analyzing this information, and providing this new knowledge
(actionable intelligence) to law enforcement decision makers to meet mission
requirements.1194 As threats and risks change daily, law enforcement intelligence
managers and analysts must be proficient at identifying and analyzing criminal and
terrorist pre-incident indicators to provide an early warning that ensures the safety of law
enforcement officers operating in the field, as well as providing decision makers
actionable intelligence to maintain organizational strategies and meet mission
requirements. This proficiency is obtained by training and education based on
intelligence analytic and management core competencies, standards, and best practices.
1195
In one of my blogs, there were cases filed in court (especially drug related cases) that
were dismissed for technicalities. Why? Poseur-buyers and other personnel are not
intelligence trained either not assigned in intelligence section.

The Civil Service Commission1196 requires that employees must be developed and
utilized in the delivery of basic services: Every department or agency shall thereby
establish a continuing program for career and personnel development for all agency
personnel at all levels, and shall create on environment or work climate conductive to
the development of personnel skills, talents and values for better public service. The
1192
J. Coopey and J. Burgoyne, Politics and Organizational Learning, Journal of Management Studies, Volume
37, 2000, pp. 869-885.
1193
J. Pfeffer, Power in Organization, Marshfield, M.A.: Pitman. In T.H. Davenport, R.G. Eccles and L. Prusack,
Information Politics, Sloan Management Review, Volume XXXIV, pp. 53-65.
1194
Walter S. Brown and Harry E. Neal, The United States Secret Service, Philadelphia, P.A., Chilton Co, 1960,
pp. 149-151.
1195
Robert A. Smith, The Pursuit of Law Enforcement Intelligence Training and Education, The Police Chief,
Volume LXXXI, Number 11, November 2014. Copyright held by the International Association of Chiefs of Police,
515 North Washington Street, Alexandria, VA 22314 USA.
1196
Omnibus Rules Implementing Book V of Executive Order Number 292, Rule VII, Section 1, Para 2.

304
Civil Service Commission through its office of HRD functions as a cleaning house of the
entire civil service training and development machinery. This training program, according
to Avelino P. Tendero1197, aimed at upgrading skills and developing the necessary qualities
for more efficient, progressive, honest and courteous performance tasks. On the other
hand, seminars will help investigators find systematic ways in handling criminal cases
and ensure the conviction of criminal elements whose cases are pending in court,
according to a ranking police official on condition of anonymity. He says: Theres a
need to improve and upgrade the present techniques of policemen in handling criminal
investigations especially during the preliminary investigations 1198. Training is an
important process in most change initiatives because employees need to learn new
knowledge and skills1199. In Information Technology and Bomb Detection Course for
instance, the PNP personnel need to learn how to adopt their previous behaviour patterns
to benefit from the new system. This learning is called action learning. Action
learning refers to a variety of experiential learning activities in which employees are
involved in a real, complex and stressful problem, usually in teams, with immediate
response to the company1200. Action Learning also considered as one of the most
important ways to develop executive competencies1201. Basic Shotgun Training and
Proficiency Markmanship Training for instance, develop shooting skills of law enforcers
and responsible gun ownership. In forensic trainings for law enforcers for instance, the
PNP Crime Scene and Evidence Manual1202 cited that there is lack of training among
Philippine National Police personnel that resulted to mishandled or inadequately
investigated cases aside from lack of investigative equipment among law enforcement.
These inadequacies for more than a decade have been diluted in favor of operational
needs thus contributed very significantly to the low performance of public practitioners in
the field of forensic investigation.

New techniques and ideas must be taught in formal training programs and then
applied to the street. Senior officers must be shown why the old procedures are in error
and why new methods are superior. The requirements of the police function need a
higher-caliber officer than was needed in the past. Todays officer must know more about
things than did the police officer of yesterday. The police administrator must hire people
with better qualifications than were possessed by the chiefs peers whom they began their
career.1203 It was noted by Renato Abad 1204, in his unpublished thesis that not all officers
are poorly trained. Some police agencies have provided intensive, quality training
1197
Avelino P. Tendero, Theory and Practice of Public Administration in the Philippines, Fiscal Administration
Inc., Mandaluyong City, 2000.
1198
Anonymous, In: Metro Cops Take Refresher Course On Probe Rules- Due To Poor Investigating Skills by
Cecille S. Felipe, Manila Bulletin, January 11, 1999.
1199
J. Conger and K. Xin, Executive Education In The 21 st Century, Journal of Management Education ,Volume 24,
2000, pp. 73-101.
1200
H.H. Kelley, Attribution in Social Interaction, General Learning Press, Morristown, New Jersey, 1971.
1201
R.M. Fulmer, P.A. Gibbs and M. Goldsmith, Developing Leaders: How Winning Companies Keep On
Winning, Management Review, October 2000, pp. 49-59.
1202
PNP Crime Scene and Evidence Manual (PNPM-D-O-2-97-2)
1203
M. Anon, Police on Higher Education, McGraw-Hill Book Co., New York, 2001.

305
standards, police training is likely to remain poor in comparison to other professions. This
is especially true in smaller agencies.

We learn as we pursue goals we pursue goals and processes that have meaning
for ourselves.
-Sidney B. Simon1205

Training refers to a planned effort by a company to facilitate employees learning

of job-related competencies. These competencies include knowledge, skills and
behaviours that are critical for successful job performance, The goal of training is for
employees to master the knowledge, skill, and behaviours emphasized in training
programs and to apply them to their day-to-day activities. 1206 The United States
Department of Justice has committed to conduct and finance training for police personnel
under its International Criminal Investigative Training Assistance Program (ICITAP).
Currently, the ICITAP offers Philippine National Police personnel a two-layered training
program which covers basic training courses such as: Instructor Development Course,
Basic Crime Scene Investigation, Community Policing, First Line Supervision, Police
Ethics, Civil Disturbance Management, and Human Rights and Dignity; and advance
courses in Criminal Investigation, Interviews and Interrogation, Crimes Against Women
and Children, Trafficking in Persons, Internal Investigations, Mid-Level Management,
and Women in Policing. Moreover, the School for Investigation and Detective
Development (SIDD) offers its line-up of training courses that will surely enhance the
competence of the law enforcers. It will not only enhancement of the skills and
knowledge of the investigators but will instill the right attitude towards work. The
Criminal Investigation Course (CIC) will continuously be offered to non-police
investigators who are projected to be assigned in investigation posts. This will be also
incorporated to Police Officers I (Patrol, Traffic and Investigation). 1207 Training is one
area in which police academies and local colleges and universities can work together to
better prepare officers for the wide scope of their responsibilities and duties in the field.
Higher education offers many courses that build on the foundations and skills taught in
basic training. Better training improves officer safety, performance, and decision making
consistent with department policy and standard operating procedures. 1208 The purpose of
police training is to produce strong and brave men. Not men of physical courage alone,
but men of great moral courage who can face unflinchingly the hoots and jeers of weaker
men, who secretly respect and envy them....The ability and desire to resist temptation, to
fight against the "easy way" is the test of the man. Yet, sadly enough, that desire may be
1204
Renato Abad, A Study in the Program Development of the PNP, Unpublished Thesis, National Defense
College of the Philippines, Makati City, 2001.
1205
Sidney B. Simon, Values Clarification, Hart, New York, 1972.
1206
Raymond A. Noe, Employee Trainee and Development, McGraw-Hill Irwin, New York, 2005, p. 3-4.
1207
The Investigation Familys Niche on the PNPs Strategic Focus Code- P, The Detective, The Official
Newletter of the Investigators, October-December 2012, Volume 1, Issue 4, pp. 1-2.
1208
Keith Clement, Partnering With A Purpose, The Police Chief, Volume LXXIV, Number 11, November 2007,
Virginia, U.S.A.

306
attacked by a host of aggravating doubts and concessions and convenient self-serving
alibis which can weaken a man's ability to resist and cause him to bury his beliefs and his
conscience. To the strong man this is no problem. He knows his course of action, he has
studied the consequences of weakness, and he refuses to surrender. His will is so strong
that he is generally labeled harsh and inflexible. Just how many such strong men are
there? Every person wants to be liked. It takes great moral stamina to make the right
decision which generally is unpopular.1209

Significant learning takes place when the subject matter is perceived by the
student as having relevance for his own purposes.
-Carl Rogers1210

Let us then examine some rookie cops on the beat. The following intriguing
questions were raised: What have they learned during their trainings? How were they
taught by their instructors? What is their breeding? How do they perform their duties
after their rigid trainings? For, according to Atty. Reden R. Platon, PhD. 1211, The
Philippine Public Safety College (PPSC) has never taught nor trained any of our trainees
or students to become extortionists or kotong cops. We never taught our students to
become rude or mischievous violators. The PPSC is never part of the bad eggs in the
PNP. But what would you expect a trainee who had been maltreated during the anti-
insurgency training specifically the PNP SCOUT aimed to enhance their individual skills
to effectively perform their tasks on Internal Security Operation in support to the AFP
fight against terrorism and Internal Security concerns? In a report posted by Jim
Gomez1212 of Associated Press, there were at least eight (8) police officers who have been
detained for investigation after a video surfaced showing them humiliating, laughing and
taking videos of naked recruits during the training. The video showed the officers
applying liquid laced with chilli pepper on the penises of the trainees who screamed in
pain. For some, this barbaric training would be possibly breeding grounds for future
torturers. A blog posted at http//:thephilippines.ph/tag/police brutality by a certain tony
Sulat1213 stated that the PNP admitted that they lacked and lapped in recruiting and
training properly their cadets or would-be police and a failure to discipline those abusive
ranking policemen. He reiterated that: The training course they trained their
policeman is still barbaric in style and not yet intelligently advanced morally and
spiritually. They might have an advanced technology on policing activities but what
about their spiritual training on how to handle the authority and power that will be
given to them? Do they have training on this matter? I bet none, because all we know
1209
Michael J. Murphy, Moral Problems for Police, New York, Columbia University Press, 1069, p. 345.
1210
Carl Rogers, Freedom To Learn, Charles E. Merill Publishing Co., Columbus, 1969, p. 158.
1211
Speech of Atty. Redden R. Platon, PhD. during the graduation of the PPSC-FTP Closing Ceremonies on
November 14, 2012 at Regional Training School-4, camp Nakar, Lucena City.
1212
Jim Gomez, Police Detain 8 Filipino Officers Linked To Hazing, Associated Press, Updated on August 4, 2011
at http://www.todayonline.com.
1213 TonySulat,
Morally Corrupt Policeman, posted at http//thephillipines.ph/tag/police brutality posted
onJanuary 8, 2011.

307
the military plus police training only concentrate on physical strength and discipline
fear factor submissive style to honour and respect those who are in authority or
higher rank.

According to Arrows Chron1214 published in Kalasag, the official newsletter of

Philippine National Police Academy, In the ocean of learning, one encounters assorted
forms of lessons that allows a person either to reject or to apply them into ones subjective
utilization. But the greatest of all learning is the development of a persons character
rooted on transcendent principles of responsibility and service.

The facts a teacher is eager to have student learn will not be learned unless
they are in some way integrated with the fundamental purpose of the individual.
-Nevitt Sanford1215

The following news articles are some few examples of various illicit activities
involving rookie cops:

Murder/ Homicide/ Shooting Incidents:

A rookie cop is a suspect in the killing of Commission on Election legal

department chiefs Alioden Dalaig and Wynne Asdala last November 10, 2007. He was
positively identified by at least three witnesses as the gunman in the murder case.
According to Itchie Cabayan1216, the rookie policeman is a member of Shariff Kabunsuan
Police and a former MILF member who was integrated into the police in 1998. According
to Nestor Etolle1217 of Philippine Star, the alleged gunman, a Police Officer 1 of the
Shariff Kabunsunan Provincial Police Force was positively identified by witnesses in a
police line-up at the Manila Police District headquarters where the suspect was brought
earlier by the Autonomous Region in Muslim Mindanao Regional Office.

In Police Regional Office 12, a rogue rookie cop assigned with Combat Support
Group was locked up in jail after shooting Angelo Arenas in Purok Kaunlaran, Barangay
San Isidro, General Santos City. According to Alfred Dalizon 1218, investigation showed
that the victim was drinking liquor with his relatives when the cop barged into the Arenas
Compound and fired his .45 caliber pistol in the air before shooting the victim in the
chest. Also in General Santos City, an order of regional manhunt for a fugitive Police
Officer 2 formerly assigned with Police Precinct 5, Barangay Bula, who went into hiding
1214
Arrows Chron, Learning For a Reason, Kalasag, Graduation issue, Philippine National Police Academy,
2007, p. 29.
1215
Nevitt Sanford, The Development of Cognitive Affective Processes Through Education, ed. M. Brown and
W.G. Hollisten, eds, John Wiley, New York, 1967, p. 80.
1216
Itchie Cabayan & Lee Ann Ducusin, Gunman in Dalaig, Asdala Stays Flown To Manila, Peoples Journal,
Volume XXX, Number 99, April 16, 2008.
1217
Nestor Etolle, Cop Held for COMELEC Executives Murder, The Philippine Star, Volume XXII, Number 261,
April 16, 2008, p. 20.
1218
Alfred Dalizon, Angry Mob Mauls Killer Cop, Peoples Journal, November 22, 2007, p.11.

308
after shooting PO1 Jose Mario Rodrigo. In the report of Bong Reblando 1219 of Tempo, the
search for the killer cop came after Judge Panambulan Mimbisa of Regional Trial Court
Branch 37 issued an arrest warrant.

A certain Police Officer 1 assigned with the Eastern Police District Investigation
and Intelligence Division allegedly shot two teenage boys in Pasig City. According to
Dennis Carcamo1220 of Manila Standard, said PO1 was charged with double murder and
multiple frustrated murders before the Department of justice. The National Investigation
Bureau tagged a Police Officer 1 behind the May 6 shooting to death of Hurjae Amaneo,
an 11-year-old boy and wounding of a son of an Army lieutenant in Western Bicutan,
Taguig City. According to Jeamma Sabate 1221 of Tempo, said policeman was charged with
murder and frustrated murder.

Another Police Officer 1 was apprehended following a shooting incident at

Riverside Extension, Barangay Commonwealth, Quezon City. It was disclosed that the
three victims, Christopher Dela Cruz Capucao, Edgar Pelayo Lario and one Tata had
just finished their drinking spree when the law enforcer who was apparently under the
influence of liquor arrived to the group. According to PIA Press release, an altercation
ensued prompting the suspect to pull out his firearm and fired a shot.1222

A rookie cop along with two unidentified persons assigned at the Manila Police
District Headquarters Support Unit is in hot water after two mechanics logged a
complaint against him for allegedly firing his firearm and beating them in Tondo,
Manila1223.

A trigger-happy rookie cop, who was reportedly drunk, shot Aries Christopher dela
Rama when the former got into an argument with the latter that was drinking in Lower
Bicutan, Taguig City. According to Alvin Murcia with Joel dela Torre 1224 of the Peoples
Journal, the rookie cop arrived and joined the fray by hitting dela Rama with the gun butt
in the face and head. The cop also fired his service arm at the victim, hitting him with the
bullet exiting in his buttock.

Abduction and kidnap for ransom activities:

1219
Bong Reblando, Hunt On Vs Fugitive Cop, Tempo XXV, No. 320, November 16, 2007.
1220
Dennis Carmano, 4 More Gunmen in Pasig Teens Stay, Manila Standard, June 27, 2005, p. A5.
1221
Jeamma Sabate, Cop Tagged In Boys Slaying, Tempo, September 14, 2007, p. 3.
1222
PIA Press Release, QCPD No Place For Police Scalawags, February 4, 2011 at
http://archives.pia.gov.ph/7m=7&r=GHQ&jd.
1223
Jerico Javier, Cop Mauls Mechanics, Peoples Journal, October 24, 2008, p. 7.
1224
Alvin Murcia and Joel dela Torre, Trigger-Happy Cop Hunted, In: 2 Rookie Cops Soil Mamang Pulis
Image?, Peoples Journal, Volume XXIX, Number 322, November 27, 2007, p. 11.

309
 Steve Gosuico1225 of Peoples Journal reported that a certain Nueva Ecija rookie
cop and his two cohorts were charged with kidnapping with robbery, carnapping and acts
of lasciviousness. Peoples Journal1226 issue published an article regarding two young
cops who were implicated in the kidnapping of businessman in Davao City.

The two cops belong to batch 2001 recruits of the Philippine National Police.
Further, said cops were arrested along with five other suspects in follow-up operations.
Meanwhile, two Police Office 1 were arrested for demanding a ransom of Php 20,000.00
for the release of hostage Wilfredo S. Austria, a local rap singer who was abducted in
Cabanatuan City last September 2007. According to Franco G. Regala 1227 of Tempo, the
duos were charged with kidnapping and a separate administrative for Grave Misconduct.

Two rookie cops allegedly kidnapped Reynaldo Malocwat, an electrical contractor

and asked the later Php 4,000 from his family as ransom in Caloocan City. The cops were
arrested while accepting the marked money from the wife of Malocwat in front of a
gasoline station along C3 road, Caloocan City1228. Two rookie cops, both assigned at the
PNP Headquarters Support Service in Camp Crame were arrested by authorities and three
other cohorts for allegedly abducting Chinese-Filipino businessman Johny Sy in
Caloocan City and demanded Php 1 Million ransom for her release. 1229 According to
GMA news, the victim sought for police assistance after the suspects reportedly
threatened the victim for failure to collect the rest of Php 1 million ransom they agreed
upon in exchange for the latters freedom.1230

Robbery/Extortion/ Hulidap Cases:

New cops assigned with Pasig Police Station held for extortion. According to
Fernando M. Cariaso1231, the three policemen barged into the residence of Roditha Martin
and arrested her live in partner (Leo) supposedly on drug case. Accordingly, said
policemen took cash, Yamaha motorbike, 10 units of cellular phones, DVD player, video
cameras and other valuable things. The rookies asked for P 200,000 cash in exchange for
Leos freedom. Meanwhile. Three low-ranking policemen and a civilian pretending to be
an officer landed behind bars for alleged robbery and extortion, their scheme involving
1225
Steve A. Gosuico, Rogue Cop Faces More Criminal Raps, Peoples Journal, September 27, 2007, p. 12.
1226
Fernando M. Cariaso, Padrino System No Longer Works at PNP, Peoples Journal Tonight, Volume XXVIII,
Number 282, August 6, 2007, p.5.
1227
Franco G. Regala, Kidnapped Local Rap Artist Rescued; 2 Ecija Cops Fall, Tempo, Volume XXV, Number
255, September 12, 2007, p. 8.
1228
Mia B. Billones, Rookie Cops Nabbed For Kidnapped, Peoples Journal Tonight, Volume XXVIII, No. 104,
February 7, 2008.
1229
Nikko Dizon, Philippine Daily Inquirer, Volume XXIII, Number 155, May 13, 2008, p. A23.
1230
GMA News, 2 Cops, 3 Others Nabbed For Kidnapping posted at http://www.gmanews.tv./stories/94696 posted
on May 12, 2008.
1231
Fernando M. Cariaso, 3 Cops Held for Extortion, Peoples Journal Tonight, Volume XXVII, No. 343, October
4, 2007, p. 6.

310
the use of a male prostitute as bait, according to the Quezon City Police District. The
three rookies, all members of the QCPDs Anonas station, were arrested in an entrapment
operation on the parking lot of a fast food outlet in Philcoa, Quezon City.1232

Non Alquitan1233 of Philippine Star wrote about a rookie cop who was arrested for
stealing Php 500 and cellular phone. According to Alquitan, the rookie was identified by
the teacher-victim, Cecilyn Taguilan while the latter was walking at the corner of Julia
Vargas and Bankdrive Avenues in Mandaluyong City. Said policeman is assigned with the
Regional Special Action Unit of the Eastern Police District. Charlie V. Manalo 1234 of The
Daily Tribune also reported the incident. Accordingly, the responding policemen
coordinated with the rookie cops superior officer and effected the latters arrest.

Cecille Garrido, a legitimate cellular phone shop owner identified a certain Police
Officer 1 as among those policemen who took Php 345,000 in Quezon City. According to
Marlon Ramos1235 of the Philippine Daily Inquirer, said policeman and three others were
relieved after they were accused of taking the money from Garrido whom they
(policemen) reportedly arrested at a checkpoint in Balintawak, Quezon City.

Another rookie cop was identified by a certain Perfenio Pementera, as one of three
men who introduced themselves as Makati cops and accosted him and his companions at
Las Pinas Mall. In a report of Peoples Tonight, Pementera claimed that the suspects took
Php 5,000 in cash from them, but released him so that he could allegedly produce Php
50,000.00 for the release of his companions.1236

One among four policemen assigned at the Eastern Police District Special
Operations Task Force who faced criminal charges for alleged extortion and beating up a
cellular phone technician in Pasig City is a rookie cop. Non Alquitran1237 of the Philippine
Star said that the suspects beat the technician while one of them placed his gun inside his
mouth. The victim also claimed the suspects asked the victim to raise Php 8,000 cash in
exchange of his liberty and signed a waiver stating that his motorcycle will be release
when the victim could produce the said amount.
1232
Julie M. Aurelio, QC Kotong Cops Use Callboy as a Bait, posted at www.inquirer.net posted on June 14,
2013.
1233
Non Alquitan, Rookie Cop Arrested for Stealing Php 500, Cell Phone, The Philippine Star, Metro, August 24,
2007, p.17.
1234
Charlie V Manalo, Rookie Cop Nabbed While Returning Stolen Cellphone In Exchange For Php 30,000.00,
The Daily Tribune, Metro, August 24, 2007.
1235
Marlon Ramos, 4 Cops Accused of Taking Php 345,000 From Businesswoman, Philippine Daily Inquirer,
March 18, 2008, p. A18.
1236
Rogue Paranaque Cop Caught In Kidnapping, Peoples Journal Tonight, June 25, 2008, p. 3.
1237
Non Alquitran, 4 EPD Cops Face Extort Raps, The Philippine Star, August 14, 2008, p. 17.

311
 Another rookie cop was tagged by a witness who allegedly robbed H.L.Huiller in
Sampaloc Pawnshop of at least Php 1 million n cash and jewelry. Said cop is a former
member of the PNP Special Action Force who was last detailed at the Aviation Security
Group at the Ninoy Aquino International Airport. According to Nestor Etoile 1238 of the
Philippine Star, the rookie cop is a member of the Rodica Robbery Group and has a
standing warrant of arrest for robbery with homicide issued by the Quezon City Regional
Trial Court.

A certain rookie cop of Eastern Police District Support Group was arrested for his
involvement in the hijacking of Php 1 million worth of canned goods in Pasig City. The
cop, according to the newsbit of Non Alquitran 1239, was identified by Mario Cunanan, the
driver of the hijacked 10-wheeler truck.

A young rookie cop was positively identified by Rommel Muyot, a resident of

Barangay Bahay Toro as the cop who arrested and robs him. The victim complained that
he was walking with his sister along Seminary Road, Barangay Bahay Toro when a taxi
ferrying the rookie cop stopped in front of them. The victim and his sister were then
forced into the cab and were brought to Camp Karingal. In front of the Quezon City
Police District Headquarters according to the victims, the rookie cop took their cellular
phone and Php 2,000 cash1240.

Two rookie cops assigned at Northern Police District and two (2) Police Officers 2
were charged of robbery-extortion and illegal detention. According to Ellson A.
Quismorio1241 of Tempo, the cops reportedly kept the victim in their custody for nearly
four hours while trying to extract grease money from the victim.

Four (4) rookie policemen were found guilty beyond reasonable doubt of robbery-
extortion and were sentenced to maximum of 8 years imprisonment by a Manila Regional
Trial Court for reportedly threatening a woman with torture and evidence planting.1242

Brutality/ Threats/Grave Misconduct/ Gun running:

One rookie cop detailed with the Regional Special Action Unit is at large after he
allegedly went to the house of Arnold Tejada, threatened the latter and uttering Uubusin
ko sa iyo lahat ng bala ko sa magazine. Renato Quilicol1243 of Peoples Tonight wrote

1238
Nestor Estoile, MPD Links NAIA Cop To Pawnshop Robbery, The Philippine Star, July 25, 2008, p. 20.
1239
Non Alquitran, EPD Cop Liked to Hijacking of Php 1 Million Canned Goods, The Philippine Star, Volume
XXII, Number 306, May 31, 2008, p. 19.
1240
Alvin Murcia and Joel dela Torre, Fresh Recruit a Hulidap Suspect, In: 2 Rookie Cops Soil Mamang
Pulis Image?, Peoples Journal, Volume XXIX, Number 322, November 27, 2007, p. 11.
1241
Ellson A. Quismorio, 5 NPD Cops Face Axe, Tempo, Volume XXV, Number 87, March 28, 2007, p. 3.
1242
Jeamma E. Sabate, 4 Cops 8 Year Jail Term, Tempo, Volume XXV, Number 81, March 22, 2007, p. 5.
1243
Renato G. Quilicol, Cop vs Businessman, Peoples Journal Tonight, Volume XXVIII, No. 11, November 6,
2007, p. 3.

312
that Tejadas sister in law and his husband were arguing when the rookie cop went to
Tejada and dragged him out of the house.

Alvin Murcia1244 of Peoples Journal Tonight reported that a rookie policeman was
locked up in jail after he poked a gun at two men in Marikina City. According to Murcia,
the victims were walking in front of Marlbens Videoke when the policeman, who was
reeking of liquor, accosted them. The incident was witnessed by residents who wasted no
time and sought police assistance. The police responded and arrested their colleague.

An incident of brutality occurred last February 2007 when a rookie cop assigned
with local police station in Navotas, along with his brother allegedly peppered a 60-year
old womans house. According to Elison A Quismorio 1245 of Tempo, the cop, using his
firearms repeatedly shot the womans house while pelting stones.

Another police rookie is locked up at the Cabuyao Municipal jail facing charges of
grave threats and illegal possession of firearms and bullets. According to Ferdinand F.
Castro1246 of Tempo, the rookie cop created trouble in Barangay Banlic, Cabuyao,
Bulacan, challenging residents to fight him while wielding a calibre .45 pistol.

A rookie policeman was arrested in Sorsogon City caught for indiscriminately

firing his service gun. Alfred Dalizon1247 of Peoples Journal reported that said policeman
fired his gun several times to pacify his brother who was involved in a dispute along 1 st
Street in Pangpang, Sorsogon City.

One text message to the PNP 2920 1248 published by the Police Digest on June
2003, as reads: PNP PO1 ALAN ARAGON LASING NAGPA2PUTOK NG BARIL
NEW SN MATEO SUBD. PHASE 4 SN MATEO RIZAL. TXT sir wala prin pong
umaaksyon sa PO1 ALAN POE ARAGON NAGWAWALA SUKBIT AND BARIL
NGPA2PUTOK, SA NEW SN MATEO SUBD. SN MATEO RIZAL.

Finally, three rookie cops believed to be members of gun-running syndicates were

nabbed by Regional Special Operations Group after they reportedly tried to sell firearms
to unidentified politicians. Seized from them were one cal .40 Glock pistol with one
magazine, three 9mm pistols with one magazine each, one Colt cl .45 with magazine, 30
live ammunition for cal .40, 20 live ammunition for cal 9mm and a Honda CRV blue with
Plate Number MCC 988.1249
1244
Alvin Murcia, Cop Locked Up, Peoples Journal Tonight, Volume XXIX, No. 18, September 3, 2007, p. 10.
1245
Elison A. Quismorio, Cops, Brods Charged, Tempo, Volume XXV, Number 046, February 15, 2007, p. 3.
1246
Ferdinand F. Castro, Rookie Cop Jailed For Turning Into Street Toughie In Laguna, Tempo, April 10, 2008.
1247
Alfred Dalizon, Cop Held For Firing His Gun Indiscriminately, Peoples Journal, December 28, 2007, p.7.
1248
PCRG: Making the Difference, Police Digest, National Headquarters, Camp Crame, Quezon City, June 2003,
p.14.
1249
Fernando M. Cariaso, 3 Cops, 2 Civilians Nabbed For Gunrunning, Peoples Journal tonight, Volume XXVII,
Number 165, April 11, 2007, p. 6.

313
 We will start refurbishing the police image from the process of recruitments
because the true and proper attitude is developed at an early stage of being a police
officer. This transformation includes the precise dealing with civilians, down to
spiritual and moral development of our present law enforcers.
-Police Director General Jesus Ame Verzosa1250

According to PNP records, most abusive cops tend to come from ranks of rookies
and junior law enforcers. That means something is terribly wrong with the training these
newbies are getting as well as the organizational environment they graduate into from the
academy, because many of them flounder all too soon on cases of rape, robbery,
extortion, arbitrary detention, illegal arrest, maltreatment, and even torture of suspects-
the usual catalogue of police crimes. 1251 This was averred by Police Superintendent
Ildebrandi N. Usana, where the involvement of Police Officer 1 and Police Officer 2 in
criminal activities may well be attributed to the gap, a wide gap that in mentoring,
coaching and supervision which could be best reposed unto the shoulders of the direct
handlers or supervisors of these rookies. One idea, therefore, which has not yet been
explored from the institutional perspective but could probably work is the empowerment
of a very crucial human resource in the police force- those from the Senior Police
ranks.1252 Lourdes Aniceto1253 averred that the most involved AFP/INP personnel were
those belonging to the third lowest rank where crimes against person were the most often
committed offenses by them. This was also averred by Police Director General Raul
Bacalzo1254. He said: Most of the grave misconduct incidents were committed by new
recruits, so we had to revisit our recruitment process and we have to ensure a complete
background check on them (recruits). In his paper presented, Hubert Williams1255
considered the existence of corruption in police organizations because many departments
are not doing a good job of hiring, training, paying and disciplining their officers. It is
fostered by vague laws that give police too much discretion and by judges who give them
too much leeway. It is concealed by a police culture that dispenses the rough justice of the
streets and closes ranks around renegade officers. And it is sanctioned by cultural mores
that stoically accept corruption as an everyday inconvenience rather than fuming against
it. Laws must be passed with zero tolerance for corruption. Government must give
departments enough resources to provide their officers with the training and equipment
required to carry out their responsibilities; and police must, of course, be paid adequate
1250
Jesus A. Verzosa, In: PNP Holds 15 th Leg of Symbolic Transformation Torch Relay Run at
http://www.manilatimes.net/national/2008/Aug18/yehey/prov/20080818pro4.html.
1251
In: Kotong On The Street, posted by Philippine Daily Inquirer, Opinion Section, at http://opinion.inquirer.net ,
September 11, 2012, 10:54 pm.
1252
Ildebrandi N. Usana, Kuyang/ Aleng Pulis Interventional Teaching, PNP Journal, 3rd Quarter, 2008, pp. 48-49.
1253
Lourdes Aniceto, et al., The Involvement of AFP and PNP Personnel in Crime: Its Causes and Implications to
National Security, Unpublished Thesis, National College of the Philippines, 1986.
1254
Raul Bacalzo, In: PNP Admits Breakdown of Discipline Among Ranks posted at http://www.remate.ph on
January 5, 2011, 2:44 p.mp.
1255
Hubert Williams, Why We Should Establish A Police Code of Ethics, Criminal Justice Ethics, Volume 11,
Number 2, p. 2.

314
wages. Appropriate monitoring procedures must be established to ensure that police serve
the public in accordance with the law, rather than becoming a law unto themselves.
Williams averred that law enforcement agencies must establish a strong code of ethics as
a guide and then make sure that all officers understand it, that it becomes second nature
through training and that the example of command reinforces its importance.

To be truly professional, police must have high standards of education and

personal competence in a wide range of subjects with continuous development and
training.
-James L Munro1256

How much benefit are the PNP personnel getting from their training? Is the
training programs offered apply the law of diminishing returns? What is the extent and
depth of learning and the extent of change back on the job and the measurable benefit of
trainings to the PNP organization? I came across to the letter sent by John Concepcion 1257,
spokesperson of Karapatan-Bicol. In his Letter To The Editor entitled Police Brutality
Starts In The Training, he revealed that they often experienced warrantless arrests,
illegal detention, rough treatment, torture and even death at the hands of the police and
military. He suggested that trainings should at least be reviewed comprehensively and
supervised by the Commission of Human Rights and further suggested that those who are
already in the service should undergo extensive reorientation. John Sullivan 1258, in his
book, Introduction to Police Science observed: While a physician may change his
diagnosis or prescription, a lawyer may amend his pleadings, and a judge may take
days or weeks to render a decision, When a peace officer makes a decision, it
frequently must be instantenuous. Therefore, in order to cope with the many complex
emergency duties and responsibilities that confront a peace officer in his/her role, the
officer cannot be entirely upon native ability. Instead he or she must be expertly
trained to function effectively as an ingtegral part of todays modern mechanized police
force.

What is the role of organizational learning and in particular, how learning can be
effective and, thus, congruent to the needs of the Philippine National Police in the context
of organizational change? Jonathan J. Haveron 1259 of School of Management and
Economics, Queens University presented one aspect of a large research project into how
a police organization, required to engage in transformational change can capture at the
operational level to enable it to respond effectively. He averred that there is considerable

1256
James L. Munro, Administrative Behavior and Police Organization, Cincinnati, Ohio, W.H. Anderson, 1974,
p.161
1257
John Concepcion, Police Brutality Starts In The Training posted at
http://www.opinion.inquirer.net/lettertothteeditor/view/20390507 on May 7, 2009.
1258
John Sullivan, Introduction To Police Science, Mc Grawhill, New York, 1966, p. 225.
1259
Jonathan J. Haveron, How Can A Police Organization, Required To Engage In Transformational Change,
Capture Learning At The Operational Level To Enable It To respond Effectively, Proceedings of OLKC 2007-
Learning Fusion.

315
lack of organizational learning amidst several studies of change in police organization.
These studies tend to focus on information management or technology initiatives-which
may suggest that police organizations are not pursuing learning strategies. The
International Association of Chiefs of Police (IACP) has long recognized that education
and training of law enforcement personnel is the cornerstone to building quality police
service agencies that are both competent in a technical sense and responsive to the ever-
changing demands of society and the communities they serve.1260

As a solution to this negative perception of various sectors of society, theres a

need to evaluate recruitment and training of PNP personnel as well as strengthen the
leadership of the top echelon of the PNP.
-Representative Romeo Acop1261, 2nd District , Antipolo City

Decision-makers in the organizations should evaluate how each peso spent on their
training program contributes to the actual performer gains. Some researchers estimate
about 25% of skills taught are in use six months after the completion of training. After
one year, they say about 15% of the skills taught continue to contribute some benefit to
the organization. Other researchers put the figure as low as 10%. This waste represents a
very sizable proportion of what organizations spend on trainings. Of this percentage,
what is the caliber of police products do we have after few months of training considering
that the newly graduated recruits are the ones involved in petty crimes and syndicated
crimes? Leslie Allan1262, in his book From Training to Enhanced Workplace
Performance introduces PRACTICE approach with emphasis on methods and activities
for ensuring that training participants put into practice the knowledge and skills gained
during the training program. For without putting the knowledge and skills into practice,
organizations investing in training will just pour their money down the train.

The reality that we shall be facing may be far from what has been taught. Yet
we shall not tremble nor be dismayed. But instead, as one, we shall help each other in
bringing the reality closer to what we learned, what we believe is right and proper.
-Cadet Caesarian Binucal, PNP Mabikas Class 20101263

In line with the PNP Transformation Program, the PNP conducts seminars on
spiritual recovery program in all police units and offices. It also includes the counselling
program of erring police enforcers for them to fuel their courage and determination to

1260
Thomas J. Jurkanin, Education and Training as a Cornerstone to Professional Police Service, The Police
Chief, Volume. LXXXI,Number. 11, November 2014. Copyright held by the International Association of Chiefs of Police, 515
North Washington Street, Alexandria, VA 22314 USA.
1261
In: Run After Erring and Corrupt Policemen-Solon by Isagani C Yambot Jr. posted on January 24, 2011 at
http://www.congress.gov.ph.
1262
Leslie Allan, From Training to Enhanced Workplace Performance: A Practical Guide for Training Dollars Into
Performers, 2nd Edition, Business Performance Pty Ltd., Victoria, Australia, 2008.
1263
Caesarean Binucal, In:Top PNPA Graduate: Be A Salmon Against Corruption by Abigail Kwok posted at
http://www.newsinfo.inquirer.net/breaking news. on March 18, 2010.

316
render better services to the public. The training program anchored on spiritual and moral
counselling for all misbehaving officers and men of the PNP. 1264 The Purpose Driven Life
(PDL) Seminar for instance, is part of the Spiritual Recovery Program of the PNP that
aims to uphold ethical governance and social responsibility among law enforcers and
public safety officers1265. In fact, PDL is included in the Program of Instruction (POI) of
the courses being conducted at the PNP Training Service such as Human Resource
Management Course, Basic Logistics Course and Police Community Relations Specialist
Course. The PDL seminars were also jointly conducted with the fellowship of Christians
in Government Incorporated (FOCIG) and was replicated by Police Regional Offices in
support to the Chief, PNP action program based on the Commanders Manual 1266.
Likewise, the Purpose Driven Life Seminar through the Directorate for Human Resource
and Doctrine Development shall require all PNP Uniformed personnel starting with the
senior officers in all Police Regional Offices to undergo the PDL Seminar. 1267 Further, the
Philippine National Police Institute (PNPTI) offer new police recruits with modules of
Life in the Spirit Seminar, Basic Bible Seminar Heroism Christian Leadership Module,
Values and Leadership Seminar and Empowering Decisions To Change Module anchored
on the vision of a God-centered, Service-oriented and Family-based agency. 1268 Police
Senior Superintendent Balligi agnayon Tira, Director of the Philippine National Police
Academy (PNPA) explains that more than imparting skills to their graduates, they now
give more emphasis on values education. By putting God at the center of the academys
mission and vision, the PNPA Director hopes that they will also be able to mold God-
fearing men and women who will serve the public to the best of their abilities. He says:
We believe that if we do not produce public safety officers who are God-centered, we fail
in our mission.1269

I will order nationwide leadership and organizational development training for

all commanders and heads of offices at all levels of our institution to hone their self-
confidence, vision, wisdom, motivational impact and delivery skillscharacters that
effective leaders have and which are indispensable in attaining the goals of the
Integrated Transformation Program.
Police Director General Jesus Ame Verzosa1270

In training programs as discussed in First Line Supervisor Course Participant

Guide1271, while displaying increases in quality over the years, still fall short in training
1264
Alfred P. Dalizon, Can Counseling help Reform Rogue Cops?, Peoples Journal, June 19, 2008, p. 7.
1265
40,000 Police Personnel Complete Spiritual Seminar, Manila Bulletin, September 1, 2008, p. B6.
1266
PNP 2008 Annual Accomplishment Report, p. 31.
1267
Letter of Instruction 18/08 PDL Seminar for PNP Personnel approved by Police Director General Avelino I.
Razon Jr., Chief, PNP.
1268
CBCP Head lauds PNP Transformation Program, CBCP News at http://www.cbcp.com.
1269
Balligi Agnayon Tira, In : Reforming Police Education, One Step At A Time at
http://www.newsflash.org/2004/02/ti/ti012809.html.
1270
Jesus A. Verzosa, In: PNP Journal, 4th Quarter 2008, National Headquarters, Camp Crame, Quezon City, p. 25.
1271
First Line Supervisor Course Participant Guide, published by the United States Department of justice
International Criminal Investigative Training Assistance Program, p. 184.

317
on subjects such as on the temptations on graft, fearing that such training may open
rookies up to the wrong ideas. It does not adequately prepare rookies to resist the constant
temptations (offers of free meals, tickets, tips and discounts). As a result, too many
officers begin their careers innocent of the world they are entering and ignorant of their
legal and ethical obligations. Training can theoretically mitigate some of the errors in
recruitment and provide some important safeguards against corruption. It should give
officers basic lessons in integrity, such as respect for citizens rights, a sense of civic duty
and self-control. It should teach them the limits of their authority and give them a basic
understanding of the law, so they know when they are transgressing it. It should also
instill a desire in officers to protect their integrity, not because they fear apprehension, but
because they know corruption is wrong. 1272. Integrity and ethics training should be
integrated into every training module. Although it is essential; for Police Commissioned
Officers, Police Non-Commissioned Officers and Civilian employees to attend specific
courses on ethics, it is equally vital that consideration of relevant ethical issues be
incorporated into each training program offered to the PNP personnel. All courses offered
by ICITAP for instance, include Police Ethics as part of the Program of Instruction.
Students who availed trainings offered by ICITAP were being taught the principles of
ethics, categories of noble cause corruption and the like. Regular ethics and liability
training provides the tools necessary to reinforce democratic policing philosophies and to
properly defend against lawsuits alleging constitutional rights violations and deliberate
indifferences.1273 A comprehensive ethics curriculum that addresses the nuances of noble
cause corruption in policing is mandatory in police administration today. We all know
ethics remains the greatest training and leadership challenge facing police administrators
today. Police professionalism requires that modern police officers have specialized
knowledge and understanding of criminal laws, laws of procedure, constitutional
guarantees, relevant court decisions, and many more complicated and detailed matters.
Yet at the core of police professionalism is the requirement that police know the standards
and the ethics set out by the profession. 1274 According to A.M. Jacodes and M.D.
Browman1275, the key to professional policing and avoiding allegations of corruption is
adhering to the professional values. Their research suggest ethics training that continually
emphasizes an agencys mission and articulates the chief executives values results in
professional socialization process that rookies, officers and middle managers can rely on
throughout their careers. Mark H. Moore 1276 stated that ethics training is viewed as
organizations assets, an investment that the organization uses to add value to the
1272
Herman Goldstein, Police Corruption: A Perspective on Its Nature and Control, Police foundation,
Washington, D.C., 1975.
1273
Thomas J, Martinelli, Unconstitutional Policing: The Ethical Challenges in Dealing With Noble Cause
Corruption, The Police Chief, Volume LXXIII, Number 10, October 2006.
1274
Craig E. Ferrell Jr, Ethics and Professionalism: No Lying, Cheating, or Stealing, The Police Chief, Volume.
LXXIX, November 2012. Copyright held by the International Association of Chiefs of Police, 515 North Washington
Street, Alexandria, VA 22314 USA.
1275
A.M. Jacodes Jr. and M.D. Browman, Developing and Sustaining a Culture of Integrity, The Police Chief,
Volume 4, April 2006, pp. 16-22.
1276
Mark H. Moore, Creating Public Value: Strategic Management in Government, Cambridge, Massachusetts,
Harvard University Press, 1995.

318
community thru fair and ethical conduct among its members. He noted that the police
function is an assemblage of three components: public entrustment of assets, public
entrustment of authority and moral exhortation/ sense of duty.

Its true that life is a continuous learning and little by little, we are containing
the cup of existence. A man of education is one who does not sit in the eye of the storm.
He even seeks diamonds in a pile of mess. Education is ones treasure and without it,
you are really unfortunate. Those who are searching for it are epitome of a better-
boiled personality.
-Cdt Aguilar1277

Law enforcers are held to a higher standard of behaviour by the society, because
they are stewards of the public trust. According to Tag Gleason 1278 of Seattle Police
Department, Seattle, Washington, an officer develops his or her moral compass, character,
or ethical base, from interacting with other individuals and stdying ethics. Ethics training
for police professionals help to do the following; (1) readily recognize an ethical problem
or dilemma, (2) Identify various options to address the particular issue involved, (3) make
a rational and ethically sound choice of which option to chose (4) Take prompt action
based upon that choice, and (5) Accept responsibility for the outcome. As former Police
Director General Avelino Razon Jr. 1279 says: It is apparent that aside from the
voluminous complaints against PNP personnel, police assistance to the public is likewise
exhibiting big numbers. The steadily increasing number of complaints on police
assistance to the public is a result of the effective action-monitoring feedback mechanism
in accordance with the priority program of the Chief, PNP dubbed as I-report mo kay
Tsip which translate that awareness level of the populace has drastically increased.
Samuel Walker1280 averred that since citizen complaints are (but hardly the only) source
of information about officer conduct, it follows that departments should maintain open
and accessible complaint system. Antonio Reyes1281, in his unpublished thesis believed
that there is a need for a value formation program in the police. He contends that the
individual policeman is exposed to daily temptations of graft and corruption and if
without a strong moral foundation and fiber, he will succumb to it eventually. Value
formation if strengthened by frequent lectures and examples can become a champion of
integrity and probity, if not, the policeman is on the road to corruption, and sooner or
later, without any warning, he finds himself in trouble or may summarily dismissed like a
bolt from the blue.
1277
Aguilar, Man of Education, Kalasag, Founding Anniversary Incorporation Issue Philippine National Police
Academy, 2004, p. 14.
1278
Tag Gleason, Ethics Training For Police, Police Chief, Volume 73, Number 11, November 2006.
1279
Avelino I. Razon Jr., In: Erring Cops To Undergo Counseling, by Alfred Dalizon, Peoples Journal, July 1,
2008, p. 6.
1280
Samuel Walker, Early Intervention Systems for Law Enforcer Agencies: A Planning and Mangement Guide,
Washigton, D.C., Department of Justice, COPS Office, 2003. Available at www.cops.usdoj.gov or
www.ncjrs.org.NCJ#210245.
1281
Antonio Reyes, A Study on the Value Formation Program in the National Capital Region, Pamantasan Lungsod
ng Manila, 2001.

319
Adult Learning

According to Dr. Eric P Werth, Curriculum Program Coordinator, Idaho Police

Peace Officer standards and Training, Idaho, Police officers duties are more complicated
today and will continue to be more complicated in the future than they have been at any
point in the past. In addition to maintaining social order though law enforcement, officers
today are expected to build community relationships, think proactively, work with the
public to identify problems, and use available resources in a complex problem-solving
process. The changing role of police organizations in society from agencies of law
enforcement to community partners and advocates requires officers with new skills and
the development of training programs to build these competencies.1282

In traditional training environments, the primary focus of instruction normally lies

in teaching the mechanical aspects of police work. Instructors emphasize topics such as
emergency driving, shooting, arrest techniques, and state and federal law. Often
overlooked in traditional training environments are human relation, communication,
conflict resolution, problem-solving approaches, and decision-making skillsthe skills
that are vital to officers working in community policing. 1283 This imbalance exists even
though research has shown that most of an officers time is spent resolving personal and
interpersonal conflict, not engaging in SWAT team maneuvers. The disconnect between
police training and police officer duties highlights why training has not been able to keep
pace with professional practice.1284

Many papers have been written advocating for implementing adult-learning

principles (andragogy) in police training.1285 Training using andragological approaches
helps students build the skills needed to succeed in community policing, such as problem
solving, critical thinking, decision-making, interpersonal communication, and verbal de-
escalation, which are often overlooked in traditional training methods. Andragogy helps
students become empowered, develop into self-directed learners, build collaboration
skills, and use available resources to find solutions to real-world problems. These skills
are the ones needed for officers working under a community-policing model, but are not
often developed in training.1286

According to Richard C. Lumb, in his article Understanding Police

Organizational Transition to Community Policing, changing individual behavior and
1282
Eric P. Werth, Similarities in Training Methods and Recruits Learning Characteristics, The Police Chief,
Volume LXXVI, Number 11, Virginia, U.S.A., November 2009.
1283
MichaelbL. Birzer, Police Training in the 21 st Century, FBI Law Enforcement Bulletin, Volume LXVIII,
Number 7, July 1999, pp. 16-18.
1284 David Bradford and Joan E Pynes, Police Academy Training: Why Hasnt It Kept Up With Practice?, Police Quarterly, Number 23, 1999, pp. 283-301.

1285
Steven Pitts, Ronald W. Glensor, and Kenneth J. Peak, The Police Training Officer (PTO) Program: A
Contemporary Approach to PostAcademy Recruit Training, The Police Chief, Volume LXXIV, Number 8, August
2009, Virginia, U.S.A., pp. 114-121.
1286
Mark R. McCoy, Teaching Style and the Application of Adult Learning Principles By Police Instructors,
Policing: An International Journal of Police Strategies and Management, Volume XXIX, Number 4, 2006, pp. 77-91.

320
organizational tradition is a difficult task. Employees should participate in change
planning, contribute ideas and suggestions and explore the implication of change on the
tasks they perform as part of the job.1287

Problem-Based Learning (PBL)

Problem-based learning offers a return to traditional training and education and

moves away from lecturing, which has produced dangerously passive learners who will
not progress to higher-order thinking skills unless trainers change their ways. To
emphasize the importance of problem-solving skills, trainers must return to a PBL format
to encourage recruits to think.1288 Teaching a new task has two goals. The first goal is to
increase the odds that a skill will be retained; the second goal is to transfer knowledge.
Given the nature of the job, police officers cannot be trained on every conceivable
situation an officer might face. They can be trained to build upon their foundation in
order to respond to new situations and variables in those situations. Traditional content-
driven training requires the trainee to learn mounds of instructor-provided information in
a short time. Trainees acquire information from instructors. If the instructors do not
provide the information, then trainees lack that knowledge. In contrast, according to
Gerard Cleveland1289, President, Police Society for Problem-Based Learning, Clayton,
California, in problem-based learning (PBL), trainees apply the knowledge as they
acquire it. PBL includes the opportunity to solve problems according to an individuals
learning style (visual, auditory, or kinesthetic) as well as their own multiple intelligences.
Cleveland laid five sequential steps of PBL as follows:

Step 1Ideas: Create a cohort group from the class members (if in an academy setting)
and generate a list of ideas about how the problem may be solved. If on the street, use
community members, other members of the department, and government and social
agencies to act as resources. The training officer should act as facilitator.

Step 2Known Facts: Discuss and record all known facts related to the problem. This
helps clarify the issues.

Step 3Learning Issues: Generate a refined second list of learning issues so the trainee
is essentially answering the question What do I need to know to solve this problem?
Once this list is created, the learners find appropriate resources, some of which are
provided by the facilitators, and learn the material they have listed. How they learn it is
up to the group and the individual learner. Facilitators guide and support the group during
this phase and suggest ideas that the group may have overlooked. The members then
review all the material they have just collected and revisit their original ideas. The group
1287
Richard C. Lumb, Understanding Police Organizational Transition to Community Policing, at
http://www.brockport.edu/Crj.
1288
Neil Postman, Technology: The Surrender of Culture to Technology, New York, Vintage, 1993, pp. 107-122.
1289
Gerard Cleveland, Using PBL in Police Training, The Police Chief, Volume XXIII, Number 11, 2006, Virginia,
U.S.A.,

321
decides whether they have any more known facts or further learning issues to deal with
concerning the problem. If not, they move on to the next stage.

Step 4Action Plan: The cohort group determines how to respond to the original
problem using the material members learned during step 3. In effect, they apply their own
current research to a contemporary problem and develop an action plan.

Step 5Evaluation: The group has a rubric, or evaluation, to use to stay on task and
achieve their objectives. Evaluation is ongoing, with input from peers as well as the
facilitators.

Self-evaluation plays a large role in the entire learning experience. Instructors

should remember that good teaching starts with evaluation. Too many instructors give the
test or evaluation only at the end; by offering the evaluation (rubric) at the beginning,
instructors give their learners a roadmap to success.

Knowledge Management

Arguably, the most neglected topic in the recent era of police innovation has been
the central role of "knowledge", particularly "implicit knowledge or knowledge stored
in the minds of rank and file police officers. Such knowledge, usually gained from years
of experience, can be crucial in providing an effective means for analyzing problems and
efficiently performing various police functions. Operating on the premise that such
knowledge represents extremely vital and essentially priceless "intellectual capital", it is
suggested that, perhaps, this knowledge should be more strongly considered and managed
as part of any law enforcement organization. In the following articles the authors provide
information and insights from various research inquiries that may be helpful for any law
enforcement organization.1290 Knowledge is a critical organizational resource that is the
foundation of sustainable competitive advantage1291. Without knowledge, no
organizations with its materials, processes and financial capital to produce goods and
services.1292 Organizations that actively exploit knowledge and use it to create innovative
outputs, do a better job of delivering satisfaction. 1293 In 1994, former Commissioner
Falconer enhanced knowledge management initiatives. Commissioner Falconers arrival
heralded the beginning of major management reform within the Western Australia Police
Service. He believed that knowledge was one of the most important assets of the police

1290
Dave T. Chavez Jr, Michael R. Pendleton and Jim Bueerman, Knowledge Management in Policing at
http://www.cops.usdoj.gov/files/RIC/Publications/e09050002.pdf.
1291
S.L. Pan and H. Scarbrough, Knowledge Management in Practice: An Exploratory Case Study, Technology
Analysis and Strategic Management, VolumeII2, Number 3, pp. 359-374, 1999.
1292
T.H. Davenport and L. Prusak, How Organizations Manage What They Know, Boston, MA., Harvard
Business School Press, 1988.
1293
D.G. Hoopes and S. Postrels, Shared Knowledge Glitches and Product Development Performance,
Strategic Management Journal, Volume 20, pp. 837-865, 1999.

322
service, without which it could not meet its mission nor perform any of its core functions
and that information be accessible and shared at all levels1294.

Knowledge is proud that he has learned so much; wisdom is humble that he

knows no more.
-William Cowper1295

Knowledge Management (KM) comprises a range of practices used in an

organization to identify, create, represent, distribute and enable adoption of insights and
experiences. Such insights and experiences comprise knowledge, either embodied in
individuals or embedded in organizational processes or practice.1296 A broad range of
thoughts on the KM discipline exists with no unanimous agreement; approaches vary by
author and school. As the discipline matures, academic debates have increased regarding
both the theory and practice of KM, to include the following perspectives:
Techno-centric with a focus on technology, ideally those that enhance knowledge
sharing and creation
Organizational with a focus on how an organization can be designed to facilitate
knowledge processes best.

Regardless of the school of thought, core components of KM include People,

Processes, Technology (or) Culture, Structure, Technology, depending on the specific
perspective.1297 Knowledge Management can be described as a process for the collection,
distribution and efficient use of knowledge resource. Governments hoping to capitalize
the benefits of KM will need to look at flattening the organizational structures and
encouraging employee participation.1298 In a paper presented by Bernard Williams, the
government organization must have a culture that is willing to learn. In order for KM to
take hold, the organization must transform from old school to new school and strive
to become a learning organization.1299

Categorization of knowledge management approaches

In a posting to the Knowledge Management forum, Karl-Erik Sveiby 1300 identified

two tracks of knowledge management:

1294
Vince Hughes and Paul Jackson, The Influence of Technical, Social and Structural Factors in a Policing
Environment, edith Cowan University, Western Australia at p.jackson@ecu.edu.au or
http://www/ejkm.com/volume-2/v2i1
1295
http://www.iacptechnology.ora/LEIM/2004presentation/knowledgeManagementLE.pdf.
1296
Wikipedia, The Free Encyclopedia at http://www//en.wikipedia.org/wiki/Public-health
1297
J.C. Spender and Andres Georg Scherer, The Philosophical Foundations of Knowledge Management, Editors
Introduction, Organization, Volume 14, Number 1, pp. 5-28, 2007.
1298
Guadamillas F. Forcadell, A Case Study of the Implementation of a Knowledge Management Strategy Oriented
to Innovation:, Knowledge and Process Management, Volume IX, pp. 162-171, 2002.
1299
Bernard Williams, Knowledge Management in Law Enforcement: Organizational Success Factors in
Government Implementation at bernard.williams@eoutlook.com.
1300
Karl-Erik Svieby, What is Knowledge Management

323
Management of Information. To researchers in this track, according to Sveiby,
knowledge objects that can be identified and handled in information systems.

Management of People. For researchers and practitioners in this field, knowledge consist
processes, a complex set of dynamic skills, know-how, etc, that is constantly changing.

At Knowledge Praxis1301, they have adopted a three-part categorization:

mechanistic, cultural/behavioristic and systematic approaches to knowledge management.

Mechanistic Approaches to Knowledge Management

Mechanistic approaches to knowledge management are characterized by the

application of technology and resources to do more of the same better. The main
assumptions of the mechanistic approach include: Better accessibility to information is a
key, including enhanced methods of access and reuse of documents; Networking
technology in general (especially intranets), and group ware in particular, will be key
solutions. In general, technology and sheer volume of information will make it work.

Cultural/ Behavioristic Approaches to Knowledge Management

These approaches tend to focus more on innovation and creativity (the learning
organization) than on leveraging existing explicit resources or making working
knowledge explicit. It often includes: Organizational behaviors and culture need to be
changed dramatically. Organizational behaviors and culture can be changed, but
traditional technology and methods of attempting to solve the knowledge problem have
reached their limit of effectiveness. A holistic view is required.Nothing happens or
changes unless a manager makes it happen.

Systematic Approaches to Knowledge Management

Systematic approaches to knowledge management retain the traditional faith in

rational analysis of the knowledge problem: the problem that can be solved, but new
thinking of many kinds is required. It includes: A resource cannot be managed unless it is
modeled, and many aspects of the organizations knowledge can be modeled as an
explicit resource; Cultural issues are important, but they too must be evaluated
systematically. Employees may or may not have to be changed, but policies and work
practices must certainly be changed, and technology can be applied successfully to
business knowledge problems themselves; Knowledge management has an important
management component, but it is not an activity or discipline that belongs exclusively to
managers.

1301
Rebecca O. Barclay and Phillip C. Murray, What is Knowledge Management at
http://www.access.com/whatis.html

324
 In a study of the Organization for Economic Development1302 defined knowledge
Management (KM) as a broad collection of organizational practices related to
generating, capturing, disseminating know-how and promoting knowledge sharing within
an organization, and with the outside world, including:

organizational arrangements (decentralisation of authority, opening up bureaucratic

divisions, use
of information and communication technologies etc.);
personnel development (mentoring and training practices, mobility etc.) and
management of skills;
transfer of competencies (databases of staff competencies, outlines of good work
practices, etc.); and
managerial changes and incentives for staff to share knowledge (staff performance
assessment and promotion linked to knowledge sharing, evolution of the role of
managers, etc.).

KM in the government refers to the role of government in regulating network

infrastructure, ensuring effective competition between providers, promoting universal
accessibility, creating s legal and fiscal framework within which the knowledge economy
can prosper in the security and reliability of the networkd that underpin the knowledge
economy. The implementation of KM involves innovation and reformation for
organization. KM therefore, requires not only substantial investment, but also changes the
implementing organizations culture and structure.1303 Further, the concepts on KM and
enabling environmental issues such as leadership and managerial issues; institutional and
regulatory framework issues, IT infrastructure connectivity and system issues; human
resources issues that leverage human-intellectual capital within governmental
organizations, including the dissemination and sharing of important information that
promotes creativity and innovation within and between employees and funding and other
financial issues.

Should KM policybe establish in the Philippine National Police, the groundwork

would be in place throughout the organization. To implement comprehensive KM policies
sugggeests, having the right policy framework is the first step on a difficult journey
within the PNP. The experience of other organizations that have been successful for
achieving their developmental objectives (KM policies and practices) teaches us that it
takes leadership to realize these synergies. Organizational culture in public bureaucracies
tend to reinforce sectoral silos or Stovepipes that defend their own turfs and resists
major change. Overcoming these resitance requires vision, leadership and deliberate
1302
The Learning Governemnt: Introduction and Draft of the Survey of Knowledge Management Practices in
Ministries/ Departments/ Agencies of Central Government, Organization of Economic Cooperation and
Development, Document of 27th Session of the Public Management Committee, Paris, 2003, p. 8 at
http://www.oecd.org/LongAbstract?0.2546,en_2649html.
1303
Managing Knowledge To Build Trust In Government, Department of Economic and Social Affairs, United
Nations, New York, 2007.

325
efforts to build a broader concensus in the society. 1304 Further, law enforcers should look
for ways to get the most from every tasks or responsibilities given to them. At least one
each weekthey should ask themselves: How can I do myself a favor this week?,
What new skills can I develop?: or What new knowledge can I acquire? Kelly and
Patton1305 suggested some of the most basic methods to grow to the job:

(1) Do your present job as well as you can. There is no substitute for taking care of
your regular duties. Some police officers are so eager to get ahead that they
spend all their time on extras.
(2) Volunteer to do more. When your regular duties are finished, ask your superior
if there is something else you can do. Usually this is not the case. Some law
enforcers are not willing to pitch in or lend a hand. Insread, Mind your own
business applies.
(3) Look for opportunities to learn the job. Never turn down a chance to learn.
Instead, look for opportunities to learn new skills. Nowadays, specialized
courses are undertaken by law enforcers depending on their field of expertise.
However, trainings and courses offered were being taken for granted;
attendees/ beneficiaries of aforesaid trainings/course are for compliance
only.

Motivation

One of the great contemporary challenges facing Philippine National Police is the
police motivation. The term motivation derives from the Latin movere which means
to move. It is virtually impossible to determine a persons motivation until that person
behaves or literally moves. By observing what someone says or does in a given situation,
one can draw reasonable inferences about his or her underlying motivation. 1306 By
appealing to this process, managers attempt to get individuals to willingly pursue
organizational objectives1307. There are many contemporary authors have defined the
concept of motivation. Motivation have been defined as: the psychological process that
gives behavior purpose and direction1308; A predisposition to behave in a purposive
manner to achieve specific, unmet needs 1309; an internal drive to satisfy an unsatisfy
1304
Nagay hanna, From Envisioning To Designing e-Development: The Experience of Sri lanka, Washington, The
World Bank, 2007 and Peter Titcom Knight, Ciro Campos Christo and Maria Alexandra Cunha, e-Brazil: Um
Programa Para Accelerar O Desenvolvimento Socioeconomoico Aproveitanda A Convergencia Digital, Sao
caetano Do Sul, SP: Yendis at http://www.e-brazil.org.br.
1305
Joan M. Kelly and Ruth Volz-Patton, Career Skills, Glencoe Publishing Company, Bennelt and McKnight
Division, 1982.
1306
Terence R. Mitchell, Motivation: New Directions For Theory, Research and Practice, Academy of
Management Review, Volume 7, January 1982, pp. 80-88.
1307
Robert M. Steers and Lyman W. Porter, Motivation And Work Behavior, 4 th Edition, McGraw Hill, New York,
1987, Chapter 1.
1308
R. Kreitner, Management, 6th Edition, Hougton Mifflin Company, Boston, 1995.
1309
J.M. Higgins, The Management Challenge, 2nd Edition, MacMillan, New York, 1994.

326
needs; and the will to achieve1310. It is vital to have an understanding of what motivation
is in the first place and why is it necessary to motivate employees. Hence, motivation in
general could be defined as the driving force within individuals that encourages them to
go ahead and perform the tasks, in order to achieve their intended needs and expectations.
In other words, it is a set of reasons that eventually drags an individual to perform a
particular task convincing that they could fulfill their needs and expectations once the
task is performed.1311

Many of the reasons why the personnel of the Philippine National Police suffer
from low morale are much the same reasons that cause unethical activity; i.e., low
compensation, apathy, inadequate leadership, etc. If there is some corollary between
morale and corruption then what is the answer to decreasing its occurrence?

Can a case be made that the more an officer is encouraged to develop himself, the
less he is inclined to participate in unethical acts? Human nature suggests that we take
pride in people and things that we help create and cultivate. It would stand to reason that
if a system was in place that dealt with developing officers to be better individuals, they
would be less inclined to suffer from low morale and less likely to engage in unethical
activities. Management researcher Chandra Louise 1312 found that 85% of the employees
who quit their jobs do so because of problems with their bosses. She laid some advises of
motivating must for managers:

1. Give constructive feedback in private

2. follow up on employee ideas

3. Give frequent praise

1310
A.G. Bedelan, Management, 3rd Edition, Dryden Press, New York, 1993.
1311
Shameena Silva, Intrinsic or Extrinsic Motivation- the One To Effective Employee Motivation, posted at
Ezineseeker.com on march 6, 2009.
1312
Chandra Louise, Are You Mismanaged? Recognize The Signs Before Its Not Too Late, Manila Bulletin,
August 13, 2008, p. BB-6.

327
 4. Support employee development

5. Allow flexibility and realistic freedom

6. Communicate directly and specifically

7. Demonstrate that you care

8. Allow employees to share and shine

9. respect individual differences, and

10. Admit it when you are wrong.

The field of police motivation is largely undeveloped by the law enforcement

community. The actions of police departments suggest that a pay check is sufficient
motivation for personnel. There had been various researches made in the study of
employee motivation which evolved over the past fifty years. Earlier researchers believed
that money was the motivation for employee morale. As challenges persisted that did not
solve this dilemma, new theories emerged.

The most popular theory being the "Hierarchy of Needs" postulated by

Psychologist Abraham Maslow. He (Maslow) contended that man is a wanting animal. As
soon as one need has been satisfied another one moves in to take its place. Consequently,
human beings are constantly striving to realize their full potential or "self-actualize."
The complexity to understanding human motivation, generally, and employee motivation,
specifically, has led to the extraction of past theories to fuse with changing times and
situations. Law enforcement agencies must commit to the idea that the development of its
employees is its prime objective. Motivational training must follow this idea for
implementation. This training must be continuous and serve as a necessary component of
the mandatory curriculum. If it turns into a temporary remedy for long-term solutions
then the results will be null and void. The challenges in law enforcement are the result of
gradual evolution and the solutions to these challenges are also gradual. 1313 Although
people are internally motivated, effective leaders work to influence the motivational
process. John Kramp1314 suggested seven strategies that can help motivational forces in
peoples lives: Increased skills through learning, Probe past work for hints of satisfaction,
Watch the actions people initiate, Ensure that people have choices when possible, Release
people from man-made obligations, Study behaviour to discover values and, Lead on the
basis of unconditional love. Tomas Andres1315 laid some basic principles of human
1313
Edward S. Brown, The Liberating Factor: A Message for the World and A Badge Without Blemish: Avoiding
Police Corruption, Lakeview, Atlanta, Georgia.
1314
John Kramp, On Track Leadership: Mastering What Leaders Actually Do, Human Bible Publishers,
Nashville, Tennessee, 2004, pp. 78-81.
1315
Tomas Andres, The PNP Journal, National Headquarters, January- February 1996.

328
relations that supervisors should consider: Good work done should always be recognized
and commended. He says Filipinos by nature take pride in having their good work
noticed. Zosimo Magno1316 revealed that motivation factors such as: work enjoyment,
opportunities to learn and to improve themselves educationally and perform tasks, are of
importance to the organization. He concluded that the majority of the personnel would
like to have desirable jobs and better opportunities on their job outlook.

Motivation to learn is trainees desire to learn the content of training program 1317.
If a police officer attended a course, say, Junior Leadership Course (JLC) or Senior
Leadership Course (SLC) a prerequisite for promotion to the next higher rank, learning
may be inhibited because of his or her reason toward the course. A number of research
studies have shown that motivation to learn is related to knowledge gained, behaviour
change, or acquisition resulting from training 1318. Employees motivation to learn should
be enhanced by communicating to them the job-related, personal, and career benefits they
may receive as a result of attending training and learning the content of the training
program. Employees are most likely to learn when the training is linked to their current
job experiences and tasks that is, when it is meaningful to them 1319. For example, police
assigned with the Health Service should attend courses on First-Aid Courses, Disaster
Preparedness and Awareness and other Medical courses rather than Investigation or
Intelligence Courses. On the other hand, personnel assigned with administrative
designations would be awkward to attend courses on Tactical Operations Courses, unless
she or he would be assigned in operational units. This is to determine the appropriateness
of training and assessing the training needs of the police personnel.

To be motivated to learn in training programs, employees must be aware of their skill

strength and weaknesses and of the link between the training program and improvement
of their weaknesses1320. If possible, police personnel need to be given a choice of what
trainings to attend and further honouring those choices maximizes motivation to learn.
Giving employees choices can undermine motivation to learn, says M.A.
Quinones.1321 Frederick Herzberg1322 in his book Work and the Nature of Man points
out that we can think of motivation in two ways. There are things that motivates us, and
1316
Zosimo Magno, Job Outlook and Organizational Effectiveness of the Armed Forces of the Philippines of the
Philippine Finance Center, Unpublished Thesis, Bicol University, 1998.
1317
Raymond A. Noe, Trainee Attributes and Attitudes: Neglected Influences On Training Effectiveness, Academy
of Management Review, Volume II, 1986, pp. 736-749.
1318
T.T. Baldwin, R.T. Magjuka and B.T. Loher, The Perils of Participation: Effects of Choice on Trainee
Motivation and Learning, Personal Psychology, Volume XLIV, 1991, pp. 51-66.
1319
K.A. Smith Jentsh, F.G. Jentsh, S.C. Payne and E.Salas, Can Pre-training Experiences Explain Individual
Differences in Learning?, Journal of Applied Psychology, Volume LXXXI, 1996, pp. 110-116.
1320
Raymond Noe, et.al., The Influence of Trainee Attitudes On Training Effectiveness: Test of a Model, Personal
Psychology, Volume XXXIX, 1986, pp. 497-523.
1321
M.A. Quinones, Pre-training Context Effects: Training Assignments as Feedback, Journal of Applied
Psychology, Volume LXXX, 1995, pp. 226-238.
1322
Frederick Herzberg, Work and the Nature of Man, Thomas Y. Crowell, Co., New York, 1964.

329
there are other things that demotivates us. Motivation of ourselves and others then
involves not only finding those things which demotivates us. Herzberg calls this second
group hygienic factors. For example, having a good place to work will not necessarily
motivate us to do better work. However, having a very poor working environment will
demotivate us to do good work. One factor that demotivates law enforcers is inadequate
logistical supplies. The nations top officers acknowledge that the force is severely
undermanned and underequipped. Across the country, the police operate without guns,
ammunition, telephone connections, cars and motorcycle. 1323 It is quite alarming that the
Philippine National Police lacked logistical supplies to augment the operational needs as
collated by the Directorate for Logistics: The Philippine National Police is 65% short
on mobility assets where 179 police stations do not have any motor vehicles; Most
police stations lack communications equipment, a condition especially during police
operations; Most police stations lack office equipments. Some use old computers if not
typewriters and lack telephones and fax machines in this modern day and age 1324.
Curbing to this logistical problem, the Philippine National Police is embarking on a
massive transformation program to resolve priority concern such as acquiring modern
equipment and building police stations.1325 Moreover, there were some of the law
enforcers who died during encounters with lawless elements equipped with high powered
firearms. Police Director Geary L. Barias 1326 once said: We really need to equip all our
patrol officers with bullet-proof vests and other protective gear to protect them from the
weapons and bullets of evil criminals... Those killed performed their duty without
bullet-proof vests and became easy prey to criminals. What Im saying is that if a cop
who goes on patrol in the streets is equipped with a bullet-proof vest, he is at least
assured of protectors from an ordinary bullet. On one occasion during my lecture on
Stress Management at Criminal Investigation Course (CIC) in Police Regional Office 8,
most of the work-stress related focused on the insufficient logistical support. As
discussed, in far flung police stations, a typical policeman could not immediately respond
to crime incident due to lack of gasoline for the vehicle, sometimes there is no patrol car
available. Other problems encountered by police investigators revealed that on some
occasions, they are obliged to use their personal money for xerox copies of pertinent
1323
The Strait Times, Refugee Review Tribunal (RRT), Australia Research Response Number PHL31758 posted on
May 25, 2005,
1324
In: 9 Reasons Why PNP Must Change, by Alfred Dalizon, Peoples Journal, Volume XXX, Number 108, April
25, 2008.
1325
Ibid,.
1326
Geary L. Barias, In: Bullet-Proof Vest For Each Cop, by Alfred Dalizon, Peoples Journal, Volume XXX,
Number 236, September 1, 2008, p. 6.

330
documents of case folders which includes among others the medical fees of the victims/
complainants. Should it be better that additional budget for office supplies be allocated to
these police stations for better police operational activities rather than expending millions
thru acquisition of new equipment as part of modernization like 2 nd hand helicopters?
Meanwhile, Teresita Ang See, founding chairperson of Movement for Restoration of
Peace and Order, recommended to the Senate body to ask the PNP leadership to allot
additional budget for the precinct level. She said that precincts always complain of lack
of logistics to support their daily routine like gasoline, vehicle maintenance, bullets,
payment for water and electric bills, among others.1327

I just want to make it clear that when I say we will buy brand new equipments,
these are not items that have been used and abused by some King Herods.
President Benigno Simeon Noynoy C. Aquino1328

The goals that you enjoy pursuing rather than merely achieving are the goals
which motivate you forward. Some of us need immediate rewards. Others of us are
content to know that we are working on part of a project or cause which is greater than
ourselves.

Police is the public and the public is the police. The public deserves no less the
best and highly motivated police force.
-Police Superintendent Rosauro V. Acio

The way to improve employees performance according to J.P. Siegel, 1329 et al, is
to boost their morale. This approach was popularized by the Human Relations
Movement. The essence of which was that, managers could increase productivity by
increasing the morale of their employees. Morale, according to Keith Davis 1330, is
defined as the employees attitude towards his job. In his book Human Behavior at
Work: Human Relations and Organizational Behavior, focused on people at work in
all kinds of organizations and how they may be motivated to work together in harmony.
Motivation is a prerequisite to morale in order to attain personnel and organizational

1327
In: PNP Chief Says Scalawags in UniformBehind Smear Campaign Against Him, posted at
http://www.manilatimes.net/breaking_news/pnp-chief-says-scalawags-uniform-behind-smear-campaign/
posted on September 30, 2014.
1328
Benigno Simeon Noynoy C, Aquino, P-Noys Vow: No More Used Gear For Cops Under My Watch:, by
Christina D. Avendano and Doris Z. Pazzibugan, Philippine Daily Inquirer, Volume XXVI, Number 246, August 9,
2011, p. A13.
1329
J.P. Siegel and D. Bowen, Satisfaction and Performance: Causal Relationship and Moderating Effects,
Journal of Vocational Behavior, 1981, pp. 163-169.
1330
Keith Davis, Human Behavior at Work: Human Relations and Organizational Behavior, Fourth Edition, MC
Grew-Hill Book Company Incorporated, New York, 1972, p.55.

331
goals, as averred by Police Superintendent Ricardo C. Ver 1331. He says: Motivational
and maintenance factors provided under the PNP are inadequate. The insufficient
motivational and maintenance factors result in non-fulfilment of personnel needs and
non-accomplishment of Regional Command 5 goals and objectives. The research of
Chang1332 emphasized that leader help subordinates to achieve their goals by providing a
clear path for them to follow. This is best achieved by having a clear sense of the tracks to
be performed, helping subordinates classify their expectations, and providing
opportunities for personal satisfaction contingent or effective performance.

According to A.M. Jacocks1333, Chief of Police Virginia Beach, Virginia, leaders

can and must affect the ethical climate in their organizations. Thus, subordinates learn
from observing the behaviors of their superiors and the consequences of those behaviors.
If leaders are rewarded for ethical behavior and punished for unethical behavior, their
subordinates will learn to emulate the ethical behavior. If leaders are not rewarded for
ethical behavior and go unpunished for unethical behavior, their subordinates will learn
from that, as well. A leaders behavior and consequences inform the follower of the
appropriate behaviors under similar circumstances. Nothing any leader can say will have
a more powerful effect than what he or she does. Followers are observant of differences
between what a leader says and what a leader does.

Leaders must be the first to provide powerful examples of ethical behavior.

Leaders should be motivated from a deeply held commitment to their personal values and
the departments core values. A leader's sense of duty to the people he or she serves, which
naturally includes those above, beside, and below him or her in the organization, should
have a self-regulating influence on him or her. That self-regulating influence can be
reinforced by consequences. Rewards should come in the form of praise and respect.
Negative reinforcement and punishment should come in the form of formal sanctions.
Reinforcing consequences also serve as a forum for observational learning for other
members of the organization. It is the responsibility of leaders at all levels of the
organization to stimulate self-regulation, to provide positive and negative reinforcement,
and to stimulate observational learning. As D.J. Schroeder, et al1334 say: "Leaders with
good interpersonal skills allow those affected to participate in the management process
and create a healthy atmosphere, which encourages subordinates to contribute.

According to Police Chief Superintendent Abelardo Paces Villacorta 1335, The

Philippine National Police shall extend continuous support for the enhancement of the
1331
Ricardo C. Ver, Assessment of Morale of Regional Command 5 Police Personnel, Police Intelligence Senior
Executive Course Class 1995-02, PPSC, Fort Bonifacio, July 1996.
1332
Donna Shun Mei Chang, A Study on the Effect of Leadership Style on Job Satisfaction and Performance in
Taiwan Pharmaceutical Industry, Dissertation Abstract International, Volume LX, Number 5, 1991.
1333
A.M. Jacocks, Developing and Sustaining Culture of Integrity, The Police Chief, Volume LXXIII, Number 4,
April 2000.
1334
D.J. Schroeder et al., Supervision of Police Personnel, Binghamton, New York, Gould, 1995, p.9.
1335
Abelardo P. Villacorta, Factors Related to the Job Performance of the Philippine National Police Uniformed
Personnel of the City of San Fernando Police Station, Unpublished Thesis, Bicol University, Legazpi City, 2004.

332
educational attainment of the personnel by providing them with a schedule of work
that would allow them to pursue their career. The career pursued should be in line
with their jobs and possible with financial assistance. On motivators, he recommended
that superiors should always show appreciation or recognition for any work well done
since the personnel appreciate recognition coming from their superiors rather than anyone
else. Likewise, Police Superintendent Ricardo C Ver 1336 recommended the need to
increase renumeration package and education benefits for police personnel and their
dependents in order to increase morale and performance level. The study is similar to the
research made by I. G. Abdullah 1337 and Antonio Valle1338. Abdullah averred that every
individual should be provided with opportunity to feel a sense of personal recognition for
a job well done. Valle also concludes that the police organization should provide
expanding opportunities fro happiness and satisfaction for its work force and that, the
administrators should be well versed in their job and should likewise possess genuine
concern for people. This is likewise concluded by the Philippine Daily Inquirer 1339 in their
issue last September 4, 2007 entitled How to Keep Your Employees Happy and Loyal.
It is written that one of the keys in enjoying business is keeping your employees happy. It
continues: Their happiness lies in a healthy working environment, fulfilment on the
job, and most importantly, on the benefits they receive from the company they serve.
After all, nothing beats the feeling of an employee who knows that he is valued by his
customer.

I have read many articles posted at Ezineseeker.com regarding employee

motivation authored by some well-known authors. In one of the articles entitled Ten
1336
Ricardo C Ver, Assessment of Morale of Regional Command 5 Police Personnel, Unpublished Thesis, PPSC,
Police Intelligence Officers Senior Executive Course Class 95-02, PPSC, 1996.
1337
I.G. Abdullah, Personality Types and Leadership Style of Muslim Administrators, Their Relationship to Job
Satisfaction and Teachers in Selected Public High Schools in Lanao Sur and Maguindanao Province, Unpublished
Dissertation, Notre Dame University, Cotabato City, 1991.
1338
Antonio Valle Jr., Job Satisfaction, Attitude Towards Flow of Communication and Self-Concept Traits of
Philippine National Police Personnel in RECOM 1, Regional Headquarters: Their Implication to Personnel
Management, Unpublished Thesis, PPSC, 1995.
1339
Philippine Daily Inquirer, How to Keep Your Employees Happy and Loyal, September 4, 2007, p. B6.

333
Tips For The Leaders About Employee Motivations by Susan M Heatfield1340, feeling
valued by supervisor in the workplace is key to high employee motivation and morale.
Similarly, according to Michael Lee1341, rewarding employees when excellence has been
met with a simple thank you can accomplish many positive things. Building a strong
foundation of challenge, inspiration and trust is an investment in people and in the
companys future. Bob Urichuck1342, an international speaker, trainer and best-selling
author discussed that employee motivation spells success if the foundation consists of
encouragement and acknowledgment. Likewise, J Nyamache 1343 says, If there is high
morale among employees, there is high probability that the organization is going to
achieve its desired results. We should always remember that embarking on any path of
personal growth is a matter of choice. No one can be forced to develop his or her personal
mastery. The Philippine National Police can get into considerable difficulty if the
management become too aggressive in promoting personal mastery for every PCOs,
PNCOs and NUPs. There is nothing more important to an individual committed to do his
or her own growth than a supportive environment. What then can our leaders intent on
fostering personal mastery do? The PNP committed to personal mastery should provide
environment by continually encouraging personal vision, commitment to the truth and of
course willingness to face honesty the gaps between the two.

Coming together is a beginning. Keeping together is progress. Working

together is success.
-Henry Ford1344

Helping people grow and achieve their fullest potentials and withy everyone
create value is the most enjoyable part of being a leader, as averred by Peter
Goldschidt,1345 President and CEO of Novartis Healthcare Philippines. According to him,
the core values of his company are: accountability, integrity, honesty, commitment,
passion to win and innovation and empowers its employees to become authentic leaders
who are true to their values and work with passion.

We trained hard but it seemed that every time we were beginning to form up
into teams we would be reorganized. I was to learn later in life that we tend to meet any
new situation by reorganizingand a wonderful method it can be for creating the
illusion of progress while producing confusion, inefficiency and demoralization.
- Petronius Arbiter, 210 BC1346

1340
Susan M. Heathfield, Ten Tips For The Leader About Employee Motivation at http://www.About.comGuide.
1341
Michael Lee, How To Motivate Employees: # Powereful Tips to Ignite Your Employees Motivation, posted at
Ezineseeker.com on August 3, 2009.
1342
Bob Urichucj, The Most Important Discipline of Employees Motivation, posted at Ezineseeker.com on
October 11, 2008.
1343
J. Nyamache, Ways of Motivating Your Employees, posted at Ezineseeker.com on April 11, 2010.
1344
Henry Ford, In: Kiddie Magazine, The Philippine Star, Volume VI, Number 2, July 28, 2008, p. 4.
1345
Peter Goldschmidt, Leadership Comes From Within, The Philippine Star, Volume XXVII, Number 273, April
28, 2008, p. D3.

334
 Some PNP personnel may have great ideas, valid ideas, even important ideas. In
order to become effective leaders, they should see the pace in deepening relationship,
recognize the strength and limitations of each personnel, understand their experiences and
skills. Dr. Helene Benitez1347, an educator and womens advocate affirmed that an
educated person who has attained betterment in his personal circumstances is duty bound
to share and spread his good fortune and goal, inspire and help others to also change for
the better. Furthermore, Stephen P. Robbers1348, in his book, Essentials of
Organizational Behavior, cited that employees tend to prefer jobs that give them
opportunities to use their skills and abilities and offer a variety of tasks, freedom, and
feedback on how they are doing. These characteristics make work mentally challenging.
When I read the book of Zig Ziglar1349, he cited the words of the late Robert W. Woodruff
of Coca-Cola: The deadly sin in our relationship with people is that we take them for
granted. We do not make an active and continuous effort to do and say the things that
will make them like us, and believe in us, and trust us, and that will create in them the
desire to work with us in the attainment of our desires and purposes. Again and again
we see both individuals and organizations perform only to a small degree of their
potential success or to fail entirely, simply because of their neglect of the human
elements in business in life. They take people and their reactions for granted. Yet these
people and their responses that make or break them. These words of Mr. Woodruff
almost become the spirit of Coca-Cola. If these words would do well to live by our law
enforcers by bringing out the best in appreciating what they do, rewarding them for it and
giving them the role models they need to become Good Cops, the PNP personnel will
be motivated to excel in their jobs. As the saying goes: The deepest principle of human
nature is craving to be appreciated.

We value words of appreciation so highly because so much of what we do

seems to go unnoticed. Often our hard work and sincere effort is taken for granted .
-William James1350

It is evident that human beings constitute a type of resource from any resources
which the supervisor is asked to manage. In our society we place great value on the worth
of human being. Human beings have attitudes, values, and sentiments which significantly
influence their behaviour on the job. The feelings which people have towards their
supervisor, their job environment, their personal problems, and numerous other factors
are often difficult to ascertain; yet they have tremendous impact upon employee
1346
In: Global Frontier, Official Magazine of the Philippine Center on Transnational Crime and Interpol, NBC-
Manila Secretariat , Issue1, October 2004, p. 14.
1347
Helena Z. Benitez, Education Brings Change For The Better, The Philippine Star, Volume XXII, Number 273,
April 28,2008, p. F4.
1348
Stephen P. Robbins, Essentials of Organizational Behavior, 5 th Edition, New Jersey, Prentice Hall,
Incorporated, 1997.
1349
ZIg Ziglar, Top Performance: How To Develop Excellence in Yourself, OMF Literature, Mandaluyong City,
2005, pp. 137-138.
1350
William James, In: Words That Change Lies, by Victor M. Parachin, Health and Home, January- February,
2000, p. 9.

335
motivation and work performance.1351 While Rod Nepomuceno1352s Work-Life
Balance includes the development of Human Resource programs and activities that
promotes camaraderie like excursions, happy-hour activities, company outings, etc. He
believes that treating people like machines and making their work continuously will
eventually either bog down and the personnel might get sick.

1351
Cosme S. Comilang, Management of People, Economic Warrior, Official Newsletter of the Economic
Intelligence and Investigation Bureau, Camp Aguinaldo, Quezon City, January 1990, p. 12.
1352
Rod Nepomuceno, The Balance Sheet of Life, The Philippine Star, Volume XXII, Number 350, July 14, 2008,
p. 19.

336
CAREER DEVELOPMENT

A career refers to the individual sequence of attitude and behaviour associated

with work-related experiences and activities over the span of the persons life, according
to D.T. Hall1353. He categorized career applied to concepts. First, careers are described as
a sequence of promotions or upward moves in a company during the persons work life.
Second, careers have been described as a profession. Third, careers can be considered a
life-long sequence of jobs. A persons career is the series of jobs held during the course of
that persons life, regardless of occupation or job level. Fourth, careers can be described
as a lifelong sequence of role-related experiences. This definition includes positions held
and job moves as well as a persons feelings and attitudes about their jobs and their life.

Career development is the process by which employees progress through a series

of stages, each characterized by a different set of developmental tasks, activities and
relationships1354. Employee retention, motivation and performance are affected by how
well the company addresses the development tasks. Research suggests that employees
current career influences their needs, attitudes and job behaviours. 1355 While other study
found out that the degree to which employees identify with their job is affected more by
the jobs characteristics (e.g. variety of tasks, responsibility for task completion) in early
career stages than in later career stages 1356. Career development is important in the
Philippine National Police to create and sustain a continuous learning environment. A
study conducted by PricewaterhouseCoopers of companies in finance, online services,
hospitality, real estate, and high-tech industries suggest that companies that are successful
at managing the employee growth that accompanies business expansion and increased
demand for their products and services focus on recruitment, career development, culture
orientation, and communications.1357 Career management is becoming important because
the workplace is an area where social equality, workplace diversity and personal
liberation can be achieved.1358 To melt the glass ceiling and to manage diversity, the PNP
leadership have to pay attention to the career experiences provided to all PNP personnel.
Many police personnel are seeking assignments that provide shorter and more flexible
work hours, attractive work environment, relaxed dress codes and benefits such as free
lunch and allowances. It is important to recognize that PNP personnels motivation to
attend training programs, e.g. mandatory and specialized courses. Career management is
not something that the PNP do for the personnel. Rather, PNP personnel should take the
1353
D.T. Hall, Protean Careers of the 21 st Century, Academy of Management Executive, Volume X, 1996, pp. 8-
16.
1354
D. Brown, L. Brooks and Associates, Career Choice and Development, 3 rd Edition, Jossey-Bass, San
Fransisco, 1996.
1355
J.W. Slocum and W.L. Cron, Job Attitudes and Performance During Three Career Stages, Journal of
Vocational Behavior, Volume XXVI, 1985, pp. 126-145.
1356
S. Rabinowitz and D.T. Hall, Changing Correlates Of Job Involvement, Journal of Vocational Behavior,
Volume XVIII, 1981, pp. 138-144.
1357
P. Weber, Getting a Grip on Employee Growth, Training and Development, May 1999, pp. 87-94.
1358
Ibid.

337
initiative to manage their career by identifying the type of work they want, their work
interests and the skills they would like to develop. Douglas Labier 1359 wrote in Modern
Madness, Careerism has become the main work ethic of our time. At root, careerism
is an attitude and a life insurance in which a person views career as the primary and
most important aim of life.

Why is Career Management in the PNP Important?

Career Management is the process through which employees: Become aware of

their own interests, values, strengths and weaknesses; Obtain information about job
opportunities within the company; Identify career goals and; Establish action plans to
achieve career goals.1360

Career management is important from both the employees perspective and the
companys perspective.1361 From the companys perspective, the failure to motivate
employees to plan their careers can result in lower employee commitment and
inappropriate use of money allocated for training and development programs. From the
employees perspective, lack of career management can result in frustration and feelings
of not being valued in the company. Companies need to help employees manage their
careers to maximize their career motivation. Career motivation refers to employees
energy to invest in their career, their awareness of the direction they want their careers to
take, and their ability to maintain energy and direction despite barriers they encounter. 1362
Career motivation likely has a significant relationship to the extent to which a company is
innovative and adaptive to change. Employees who have high career resilience are able to
respond to obstacle in work environment. They are dedicated to continuous learning, they
are willing to develop new ways to use their skills, they take responsibilities for career
management, and they are committed to the companys success. 1363 PNP personnel with
high career identity are committed to the PNP, they are willing to do whatever it takes,
e.g. overtime or work longer hours to complete projects, researches and rush
communications.

Each individual must build the kind of career strength that makes him or her
marketable. Says Andrew Grove1364, No matter where you work, you are not an
1359
Douglas LaBier, Modern Madness, Redding, MA: Addison Wesley, 1986, In: Dough Sherman and William
Hendricks, Your Work Matters To God, Colorado Springs, CO: Nav Press, 1988, pp. 27-28.
1360
D.C. Fieldman, Managing Careers in Organization, Glenview II, Scott-Foresman, 1988.
1361
J.E. Russell, Career Development Interventions in Organizations, Journal of Vocational Behavior, Chapter
38, 1999, pp. 237-287., T.C. Gutteridge, Organizational Career Development Systems: The State of the Practice,
in Career Development in Organizations, ed. D.T. Hall and Associates, San Francisco: Jossey-Bass, 1986, pp. 50-
94.
1362
M. London and E. Mane, Career Management and Survival in the Workplace, San Francisco, Jossey-Bass,
1987; M. London, Toward a Theory of Career Motivation, Academy of Management Review, Chapter 8, 1983, pp.
620-630.
1363
R.H. Waterman, Jr., et al., Toward a Career-Resilient Workforce, Harvard Business Review, July-August,
1994, pp. 87-95.
1364
Andrew Grove, In: The Individualized Corporation, by Barlett and Ghoshal, Harper Business, 1977.

338
employee. You are in a business with one employer yourself- in competition with
millions of similar businesses worldwide.. Nobody owes you a career you own it as a
sole proprietor. And the key to survival is to learn to add more and value each day.

In every promotion or change of assignments and new designation for instance,

the PNP personnel should increase his or her career knowledge and values to the next
employer. According to Becker and Gerhard 1365, the essence of a progressive career
development program is built on providing support for employees and to continually add
to train skills, abilities, and knowledge. This support includes the following: clearly
communicating the organizations goal and future strategies, creating growth
opportunities, offering financial assistance and providing the time for employees to learn.

Role of PNP Personnel in Career Management

PNP personnel can increase their value to their immediate superiors by taking
responsibility for career planning. They should approach their superiors to initiate career-
related discussions as part of the personal development planning process. In some cases,
superiors do not allow their personnel to take specialized and mandatory courses
especially courses that require months e.g., Senior Leadership Course, Junior Leadership
Course, Police Officers Advance Course, Police Intelligence Course, Criminal
Investigation Development and Detective Course, Logistics Course and the like. The PNP
personnel who is placed on the training programs offered by the PNP and other lateral
units become better prepared for movement in their career path. Unfortunately, many
managers avoid becoming involved in career planning activities with employees because
they do not feel qualified to answer employees career-related questions, they have
limited time for helping employees deal with career issues, and they lack the
1365
Becker, B. and Gerhard B., The Impact of Human Resources Management on Organizational Performance:
Progress and Prospects, Academy of Management Journal, August 1996.

339
interpersonal skills needed to fully understand career issues. 1366 While organizations can
help individuals manage their careers, career management is ultimately the individuals
responsibility. Conscious career management by the individuals who develop plans for
the future are more likely to achieve their goals. In addition, according to James
Stoner,1367 they are less vulnerable to chance events and to having undesirable career
decisions made for them by others.

We have come a long way from where we started off, yet the road is still far and
wide before we finally settle down to a transformed PNP, with you though, the work
becomes a lot easier and the task lies daunting. -Police Chief
1368
Superintendent Romeo Hilomen

Regardless of how sophisticated the companys career planning system is, employees
should take several career management actions:

o Take the initiative task for feedback from managers and peers regarding their skill
strengths and weaknesses,
o Identify their stage of career development and development needs,

o Seek challenges by gaining exposure to a range of learning opportunities,

o Interact with employees from different work groups inside and outside the
company

o Create visibility through good performance.1369

Role of Immediate Superiors in Career Management

To help PNP personnel deal with career issues, immediate superiors need to be
effective in four roles: coach (probe problems, interests, values, needs of employees);
appraiser (clarify company standards, job responsibilities and company needs); advisor
(generate options, experiences, assists goal setting and provide recommendations); and
referral agent (follow up on career management plan). Managers are responsible for
helping employees manage their career through meeting personal needs as well as
company needs. Managers need to understand employees interests by discussing with
employees their job likes and dislikes.1370

1366
B.M. Moses and B.J. Chakins, The Managers as Career Counselor, Training and Development Journal, July
1989, pp. 60-65.
1367
James A.F. Stoner, Management, Second Edition, New Jersey, Prentice-Hall Inc., 1983.
1368
Remarks of Police Chief Superintendent Romeo Hilomen during the graduation ceremonies of the 4 th Logistics
Management Course Class 2008-4, Multi-Purpose Center, Camp Crame,Qquezon City, October 22, 2008.
1369
S. Sherman, A Brave New Darwinian Workplace, Fortune, January 25, 1993, pp. 50-56.
1370
T. Butler and J. Waldrop, Job Sculpting: The Art of Retaining Your Best People, Harvard Business Review,
September-October 1999, 144-152.

340
 Companies are responsible for providing employees with the resources needed to
be successful in career planning. These resources include specific programs as well as
processes for career management:

o Career Paths (planning job sequences and identifying skills needed)

o Career Counseling (advise from trained counsellor specializes in career issues)

o Career information (places of training courses, training program openings)

o Career Workshops (short courses on such topics as career management,

supervisory courses, trainors training, etc.)

The management must show the members of the organization that their
professional advancement and personal well-being are among the top priorities. The
personnel, on the other hand, should be willing to make sacrifices in time and resources
to boost their career growth.1371 Patrick Alain Azanza1372 laid some basic concept of
management responsibility for career planning to its personnel: (1) Manager is a career
and human resource developer. (2) Career pathing is a joint concern of employee and
manager. (3) Continuing training is a development process. (4). Mentoring and career
development rewards management.

In the reorganization plan of the Philippine National Police 1373 submitted to

Congress for approval, one of the key features is establishing career paths of the PNP
personnel. It stated that in order to develop realistic career paths, it should encompass
three underlying steps: (1) define work attributes (2) identify personnel requirements, and
(3) establish natural job families. If employee expectations regarding those careers are
unrealistic, their career paths are not so likely to be realized. This could lead to
dissatisfaction, feeling of lower self-esteem, lower performance and turn-over. Realistic
and moderately difficult career paths are most effective in motivating individuals to
perform, particularly for individuals with a high need for achievement.

1371
Cristino C. Campanilla, Perceptions of NHQ PNP Uniformed Personnel on the Personnel Development
Program of the Philippine National Police, OIOSEC Class 95-02, PPSC, Fort Bonifacio.
1372
Patrick Alain Azanza, Human Resource Management, JMC Press, Inc., 2000, p. 146.
1373
Reorganization Plan of the PNP prepared by National Police Commission Submitted to Congress for Approval
Pursuant to Sec. 13 of Republic Act 8551, PNP Reform and Reorganization Act of 1998.

341
Romans 12:2 Dont copy the behavior and customs of this world, but let God transform
you into a person by changing the way you think.

342
MENTOR

What if you werent born with the name Rockfeller or Kennedy but you still want
to become a leader? Although it may sound a bit unscientific, a strong and unwavering
desire to grasp the reins of leadership is a prime pre-requisite. Such a desire, coupled with
appropriate expertise and opportunity, can feel the drive to achieve needed leadership
skills1374.

We still know relatively little about how actually to develop leaders. In spite of
numerous researches, much remains to be learned. Aspiring leaders need to be aware of
both enabling factors and potential behaviors. One item, I supposed, a mentor, warrants
special attention here.

Definition of Mentor

Odysseus, the mythological Greek hero who went off to fight the Trojan War
asked his close friend Mentor to care for his young son. This was a major responsibility
that Mentor took very seriously. He taught the boy about life and personal responsibility.
Mentor was a good teacher and strong role model. To this day, in honor of this good man,
we use the word mentor to describe a wise and faithful counselor. According to Fred
Nichole1375, Mentors name with a lower case m- has passed into our language as a
short hand term for wise and trusted counselor and teacher. A mentor is an individual who
systematically develop a subordinates abilities through intensive tutoring, coaching and
guidance1376. A mentor serve a mixture of roles such as an advisor-coach, consultant,
godfather, supporter, symphatizer, and a master or teacher to the person to be
developed1377. A mentor is someone who functions to some extent as a father figure (in
the best sense of the term), a man who fundamentally affects and influences the
development of another, usually younger man, Mentors nurture our souls. They shape our
character. They call us to be complete men, whole men, and, by the grace of God, holy
men1378. Each of us has a mentor in life who have helped mold our values and classify our
goals. If you do not have mentors, you are missing out a rich resource.

Learning from Mentor

1374
Gerry Conrath. How to Build Your Leadership Skills, Management World, Volume XVI, February-March,
1987, pp. 12-14.
1375
Fred Nichole, Mentor, Mentors and Mentoring , 2010 at http://www.nichole.uc/mentor.htm.
1376
Gerard R. Roche, Much Ado About Mentors, Harvard Business Review, Volume LVII, January-February,
1979, pp. 14-28; David Marshall Hunt and Carol Michael, Mentorship: A Career Training and Development
Tool, Academy of Management Review, Volume VIII, July 1983, pp. 475-485.
1377
Jose D. Baltazar, et al., Management in the Philippine Setting, Edited by: Ernesto A. Franco, MG
Reprographics, Manila, 1988, p.221.
1378
Howard and William Hendricks, As Iron Sharpens Iron, Moody Press, Chicago, 1995, p. 18.

343
 It is very easy to understand why there is no simple formula for developing leaders
because of the many obstacles that block the way to successful leadership. Abraham
Zalesnik1379, insists that leaders must be nurtured under the wise tutelage of a mentor. He
explained that mentors take risk with people. They bet initially on talent they perceive in
younger people. Mentors also risk emotional involvement in working closely with their
junior. Mentors provide counsel and support in times of stress, or through their own
achievements and way of living are exemplars that the young men and women can
admire and seek to emulate. As the mentoring relationship evolves as Sean D.
Sammon1380 says, the young persons benefit by becoming more aware of their dreams,
gaining a fuller sense of their own authority and their capabilities for autonomous and
responsible action.

Dynamics of Mentoring

According to Kathy Kram1381, mentoring fulfills two important functions: (1) a

career enhancement function, and (2) a psychosocial support function. Career functions
are those aspects of the relationship that primarily enhance career advancement. These
include sponsorship, exposure-and visibility, coaching, protection, and challenging
assignments or designations. Psychosocial functions are those aspects of the relationship
that primarily enlarge sense of competence, clarity of identity and effectiveness in the
managerial role. These include role modeling, acceptance-confirmation, counseling and
friendship.

The mentor function is modeled everywhere in scripture. Mentoring is part and

parcel of disciplining. The heart of the mentor is a teaching heart. It is a coaching heart.
The mentor knows, and he wants others to know 1382. According to Stu Weber1383, the
mentor has a spiritual heart that tugs as the heart of others. His heart makes you want to
learn. Mentoring is a form of love relationship and a mentor is usually a parent, a peer, a
superior officer and immediate boss. Mentors, according to David J. Levinson 1384, may be
hosts or guides to young men and women, welcoming them into a social, ministerial, or
intellectual world and acquainting them with values, customs and cast of characters.

1379
Abraham Zalesnik, Managers and Leaders: Are They Different?, Harvard Business Review, Volume LV, May-
June 1977, p. 76.
1380
Sean D. Sammon, Fidelity: Issues of Emotional Living in an Age of Stress for Clergy and Religions, The Sixth
Psychotheological Symposium, First Edition, House of Affirmation, Incorporated, 1981, p. 38.
1381
Kathy E. Kram, Phases of Mentor Relationship, Academy of Management Journal, Volume XXVI, December
1983.
1382
Stu Weber, Four Pillars of a Mans Heart: Bringing Straight Into Balance, OMF Literature Inc.,
Mandaluyong City, p. 189.
1383
Ibid., p. 189.
1384
David J. Levinson, et al., The Seasons of a Mans Life, New York, Alfred Knopf, 1978, p. 100.

344
 In The Leadership Baton, Rowland Forman et al1385 averred that by Gods grace,
we want to produce wise leaders (HEAD) who are sound in their knowledge of Gods
Word and his world, strong in character and compassion (HEART), and skillful in
mission (HANDS). They taught, just like Christian mentoring is a purposeful spiritual
friendship to encourage growth in both the mentor and the protg. Essentially, it is a
friendship between two or more people who respect each other. Mentoring is spiritual in
the sense that it needs to be orchestrated by the Holy Spirit and result in spiritual
transformation. Mentoring, they added, may sound like a leadership development
formula, as though you can develop godly leaders by enrolling them a well-designed
courses (head), then encouraging body life (heart), and finally tacking on some
mentoring relationships (hands). In reality, all three of these strategic components
should occur simultaneously.1386

Train yourself to be godly. For physical training is of some value, but godliness
has values for all things, holding promise for both the present life and the life to
come.
- 1 Timothy 4:7-8

We need to set our own goals, motivate ourselves for career advancement and
visualize where we want to go. But personnel development in organizational settings also
benefits from the help of others. Mentoring is the process of learning the ropes of
organizational life from a senior person within the company. Mentors give protgs more
visible and meaningful work opportunities, and they also provide ongoing career
guidance1387.

A mentor is an experienced, productive senior employee who help develop a less

experienced employee (the protg). Research suggests that employees with certain
personality characteristics (e.g. high needs for power and achievement, emotional
stability, ability to adapt their behavior based on the situation) are most likely to seek a
mentor and be an attractive protg for a mentor.1388 Both mentors and protgs can
benefit from a mentoring relationship. Research suggests that mentors provide career and
psychosocial support to their protgs:

1. Career support includes coaching, protection, sponsorship, and providing

challenging assignments, exposure and visibility.

1385
Rowland Forman, Jeff Jones and Bruce Miller, The Leadership Baton: An Intentional Strategy For Developing
Leaders In Your Church, OMF Literature, Mandaluyong, Manila, 2004, p.62.
1386
Ibid., p. 67.
1387
N.Beech and A. Brockhank, Power/ Knowledge and Psycosocial Dynamics Of Mentoring, Management
Learning, Volume XXX, March 1999, pp. 7-24.
1388
T. Galvin, Best Practices: Mentoring KLA-Tencor Corp, Training and Development Journal, March 2003, p.
58.

345
 2. Psychosocial support includes serving as a friend and a role model, providing
positive regard and acceptance, and providing an outlet for the protg to talk
about anxieties and fears1389.

Let us read some biblical verses and describe our organizational leadership and
relationship with other PNP members:

Do we feel like part of the PNP? Do we need each other?

Romans 12:4 Just as our bodies have many parts and each part has a special
functions.

Ephesians 4:25 Stop telling lies. Let us tell our neighbors the truth, for we are all parts
of the same body.

Do we express our intimacy to other members of the PNP?

Romans 16:16 Greet each other in Christian love.

Do we encourage one another?

1Thessalonians 5:11 So encourage each other and built each other up, just as you are
already doing.

Do we carry one anothers burden?

Galatians 6:2 Share each others burdens, and in this way obey the law of Christ.

Are we concern with other PNP members who are going off-course?

Romans 15: 7 Therefore, accept each other just as Christ has accepted you so that God
will be given joy.

Romans 12: 9-10 Dont pretend to love others. Really love them. Hate what is wrong.
Hold tightly to what is good. Love each other with genuine affection and take delight in
honoring each other.

1389
G.F. Dreher and R.A. Ash, A Comparative Study Of Mentoring Among Men and Women In Managerial,
Professional and Technical Positions, Journal of Applied Psychology, Volume LXXV, 1990, pp. 539-546.

346
LEADERSHIP

Leadership has been described as the process of social influence in which one
person can to enlist the aid and support of others in the accomplishment of a common
task.1390 Leadership can be defined as one's ability to get others to willingly follow.
Every organization needs leaders at every level.

"To lead people, walk beside them ... As for the best leaders, the people do not
notice their existence. The next best, the people honor and praise. The next, the people
fear; and the next, the people hate ... When the best leader's work is done the people
say, 'We did it ourselves!'
-Lao Tsu

Rick Richard Michelson in his book Leadership Issues: Managing Change

Managing Despite the 3% at 50 Rules and Changing Generations; From Boomers to
Nexters, What's next? concluded that in order to create change within an
organization, such as creating a leadership development program, an agency must have
a clear vision of the need for change, a base line from which to start, and a barometer by
which to measure the results. To develop their employees into leaders, organizations
must use the available tools to assess leadership potential and growth. In developing
leaders, psychometric instruments, such as the Leadership Skills Inventory could be used
to help develop leadership potential. Early feedback indicates that police agencies have
not validated the relevance of early identification of leadership potential to actual future
leaders. Michelson1391 also stated in his article Preparing Future leaders For
Tomorrow: Succession Planning For Police Leadership: The challenge for police
leaders is to consider how best to develop their replacements, using the basic
knowledge, skills and abilities that have already been identified as desired traits for a
prospected supervisor or manager. According to Henry P. Knowles et al., leaders
emerge from within the structure of the informal organization. Their personal qualities,
the demands of the situation, or a combination of these and other factors attract followers
who accept their leadership within one or several overlay structures. Instead of the
authority of position held by an appointed head or chief, the emergent leader wields
influence or power. Influence is the ability of a person to gain co-operation from others
by means of persuasion or control over rewards. Power is a stronger form of influence
because it reflects a person's ability to enforce action through the control of a means of
punishment.1392

1390
Chemers, M. M., Cognitive, Social, and Emotional Intelligence of Transformational Leadership: Efficacy and
Effectiveness. In R. E. Riggio, S. E. Murphy, F. J. Pirozzolo (Eds.), Multiple Intelligences and Leadership, 2002.
1391
Rick Richard Michelson, Preparing Future Leaders For Tomorrow: Succession Planning For Police
Leadership, The Police Chief, Volume LXXIII, Number 6, June 2006.
1392
Henry P. Knowles and Borje O. Saxberg, Personality and Leadership Behavior, Mass.: Addison-Wesley.
pp. 88489,1971.

347
 What are the qualities must a leader possess? Wallace Gravez commented that
police leaders must demonstrate their commitment to the ideals of honesty, fairness,
justice, courage, integrity, loyalty, and compassion. Police leaders must exhibit
appropriate conduct by example, not just by words. They also must nurture their
employees by working to expose officers to the many good people and good deeds in
their communities so they see more than just the bad. 1393 Likewise, Ron G. Bain1394, the
Executive Director of Ontario Association of Chiefs of Police averred that leadership has
become a matter of complexity, requiring a diverse range of knowledge, skills, abilities,
and aptitudes that must be addressed through the highest quality of training, education,
and development. Police executives must possess excellent and flexible leadership
qualities in order to guide their organizations and inspire the individuals who populate
these organizations. Police leaders are chosen for their competencies, experience,
expertise, and career strengths in this profession. Yet, in order to maintain their leadership
momentum, these individuals require continuous learning that comes from formal and
informal sources. Researcher Mary Young 1395 looked at what public agencies are doing
to attract right kind of leadership for a new generation. She found that there is a need for
a process that would allow for a full assessment of potential supervisors and manageers
knowledge, skills, and abilities for development purposes. In addition, according to Sir
Hugh Orde,1396 President of Association of Chief Police Officers of England and Wales:
Future police leaders will, amongst others, need risk management, change management,
and business skills, and knowledge of IT.

"Leadership must be based on goodwill. Goodwill does not mean posturing and,
least of all, pandering to the mob. It means obvious and wholehearted commitment to
helping followers. We are tired of leaders we fear, tired of leaders we love, and of tired
of leaders who let us take liberties with them. What we need for leaders are men of the
heart who are so helpful that they, in effect, do away with the need of their jobs. But
leaders like that are never out of a job, never out of followers. Strange as it sounds,
great leaders gain authority by giving it away." -
Admiral James B. Stockdale

Leadership and supervision go hand in hand. To be a good leader, one also has to
be a good supervisor. One cannot be a proficient leader without being a proficient
supervisor. Some may think that the two are separate roles. On one occasion one takes on
the role of a leader. On another occasion one takes on the role of a supervisor. This is not

1393
Wallace Graves, Police Cynicism: Causes and Cures at http://www.gov/publications/leb/119/june9

1394
Ron G. Bain, Leadership Matters at http://www.policecouncil.ca/reports/bain leadership.pdf or at
rbain@oacp.on.ca.
1395
Mary Young, New Study Finds Public Agencies Facing Loss of Leaders, HR Practitioner Newsletter, Winter
2005 at www.cps.ca.gov.
1396
Huge Orde, In: Six Steps to Police Transformation, by James Slessor and Manuel Sanchez posted at
http://www.policingtoday.co.uk/six_steps_to_police_transformation_84665.aspx posted on September 3, 2013.

348
the case. They are intertwined.1397 Jean Klett,1398 a business coach and mentor that assists
services entrepreneurs in building profitable on-line business with multiple income
streams once wrote in her article 12 Characteristics of a Great Leader. In her article,
great leader possesses the following to inspire people around them:

1. Leaders are always improving.

2. Great leaders inspire people around them to become better.

3. Leaders know how to concentrate on peoples strengths and not hteir

weaknesses.

4. Leaders are pro active and not reactive.

5. Leaders treat people with respect and importance.

6. Great leaders are self-motivated.

7. Leaders are always prepared.

8. Great leaders do not have the egos.

9. Great leaders are great mentors.

10. Leaders are well spoken.

11. Leaders are people who write down goals and strive to achieve them.

12. Great leaders are ambitious hard workers.

Leadership can be defined as one's ability to get others to willingly follow. Every
organization needs leaders at every level. Leaders can be found and nurtured if you look
for the following character traits presented by David Hakala:1399

Integrity is the integration of outward actions and inner values. A person of integrity is
the same on the outside and on the inside. Such an individual can be trusted because he or
she never veers from inner values, even when it might be expeditious to do so. A leader
must have the trust of followers and herefore must display integrity.
1397
John Zegzdry, Effective Leaders Must Be Good Supervisors, at
http://www.clearwaterpolice.org/articles/zegzdryn.asp published June 2004, The Florida Police Chief
Magazine.

1398
Jean Klett, 12 Characteristics of a Good Lleader, posted in Ezineseeker.com on July 5, 2009.
1399
David Hakala, The Top Ten Leadership Qualities, HR World, March 19, 2008 at
http://www.hrworld.com/features.031908.

349
Honest dealings, predictable reactions, well-controlled emotions, and an absence of
tantrums and harsh outbursts are all signs of integrity. A leader who is centered in
integrity will be more approachable by followers.

Dedication means spending whatever time or energy is necessary to accomplish the task
at hand. A leader inspires dedication by example, doing whatever it takes to complete the
next step toward the vision. By setting an excellent example, leaders can show followers
that there are no nine-to-five jobs on the team, only opportunities to achieve something
great.

Magnanimity means giving credit where it is due. A magnanimous leader ensures that
credit for successes is spread as widely as possible throughout the company. Conversely,
a good leader takes personal responsibility for failures. This sort of reverse magnanimity
helps other people feel good about themselves and draws the team closer together. To
spread the fame and take the blame is a hallmark of effective leadership.

Leaders with humility recognize that they are no better or worse than other members of
the team. A humble leader is not self-effacing but rather tries to elevate everyone. Leaders
with humility also understand that their status does not make them a god. Mahatma
Gandhi is a role model for Indian leaders, and he pursued a follower-centric leadership
role.

Openness means being able to listen to new ideas, even if they do not conform to the
usual way of thinking. Good leaders are able to suspend judgment while listening to
others ideas, as well as accept new ways of doing things that someone else thought of.
Openness builds mutual respect and trust between leaders and followers, and it also keeps
the team well supplied with new ideas that can further its vision.

Creativity is the ability to think differently, to get outside of the box that constrains
solutions. Creativity gives leaders the ability to see things that others have not seen and
thus lead followers in new directions. The most important question that a leader can ask
is, What if ? Possibly the worst thing a leader can say is, I know this is a dumb
question.

Fairness means dealing with others consistently and justly. A leader must check all the
facts and hear everyone out before passing judgment. He or she must avoid leaping to
conclusions based on incomplete evidence. When people feel they that are being treated
fairly, they reward a leader with loyalty and dedication.

Assertiveness is not the same as aggressiveness. Rather, it is the ability to clearly state
what one expects so that there will be no misunderstandings. A leader must be assertive to
get the desired results. Along with assertiveness comes the responsibility to clearly
understand what followers expect from their leader.

350
 According to James Slessor and Manuel Sanchez Lopez1400, policing is far more
than law enforcement. Understanding the changes in society that can affect policing in
the future is vital to the service provided today. They identify six steps police forces can
take to transform how they deliver services and prepare for future challenges:

Step 1) Engage citizens: Police services must embrace a range of contact channels that
enable interaction with citizens in new, dynamic, personalized and cost effective ways.
Citizen engagement should be online, social as well as face-to-face, and underpinned by
trust.
Step 2) Empower police officers: Police investigations rely on accurate and timely
information; officers need to be empowered with real-time access to information that is
presented in an intuitive, interactive and predictive way to achieve operational benefits
and fiscal savings.
Step 3) Optimize ways of working: New technologies can help lower the cost of
operating police services and deliver speed and efficiency gains to address future
demands. By using the information held by other public safety organizations, the police
can focus resources on core policing tasks.
Step 4) Predict and improve services through analytics: Analytics is part of a new wave
of technologies that lie at the heart of real-time intelligence, better equipping police
officers to fight crime and optimize investigations using high-quality data and automated
analytics processes.
Step 5) Enhance collaboration: Police forces need to cooperate, nationally and
internationally, with each other and with justice organizations, as well as public, private
and voluntary sector organizations.
Step 6) Proactively manage change: Police forces must equip police leaders to manage
and deliver change effectively now and into the futurefostering a climate of change
acceptance and readiness throughout the organization and preparing officers for the
evolving nature of the environment in which they operate is vital.

Transformational Leadership

Transformational leadership theory is based on the principles of shared

leadership, shared vision, and the continuing improvement of the individual. 1401
Leadership is seen as a social process stemming from the interaction between leaders
and followers. Leadership is required throughout an organization. Police officers have
1400
James Slessor and Manuel S Lopez, Six Steps to Police Transformation, posted at
http://www.policingtoday.co.uk/six_steps_to_police_transformation_84665.aspx posted on September 3, 3013.

1401
James MacGregor Burns, Leadership (New York: Harper & Row, 1978); and Bernard Bass, Leadership and
Performance beyond Expectation (New York: Free Press, 1985).

351
 to be leaders on the street during intense and often dangerous incidents. An
organizations vision must be shared with members of the organization to ensure the
development of a sense of community. 1402 Transformational leadership is a process in
which the leaders take actions to try to increase the awareness of what is right and
important. As well, it is a process to raise motivational maturity and to move beyond
the persons' own self-interests for the good of the school or society. These type of
leaders provide others with a sense of purpose that goes beyond a simple exchange of
rewards for effort provided. The transformational leaders, in many different and unique
ways, are proactive. These leaders attempt to optimize not just performance, but
development as well. Development encompasses such things as the maturation of
ability, motivation, attitudes, and values. They convince others to strive for a higher
level of achievement as well as higher levels of moral and ethical standards .1403

B.M. Bass and P. Steidlmeier1404 defined transformational leadership in terms of

how the leader affects followers, who are intended to trust, admire and respect the
transformational leader. He identified three ways in which leaders transform followers:

Increasing their awareness of task importance and value.

Getting them to focus first on team or organizational goals, rather than their own
interests.
Activating their higher-order needs.

Charisma is seen as necessary, but not sufficient, for example in the way that
charismatic movie stars may not make good leaders. Two key charismatic effects that
transformational leaders achieve is to evoke strong emotions and to cause identification
of the followers with the leader. This may be through stirring appeals. It may also may
occur through quieter methods such as coaching and mentoring.

Bass has recently noted that authentic transformational leadership is grounded in

moral foundations that are based on four components:

Idealized influence
Inspirational motivation
Intellectual stimulation
1402
J. Shuford, The New Generation Staff Development Training for Jails, American Jails (American Jail
Association), JulyAugust 2004, 6970.

1403
Jim Cashin, et al., A Brief Interview of Transformational Leadership and Guidelines for Implementation,
2000.
1404
B.M. Bass, B. M. P. Steidlmeier, Ethics, Character and Authentic Transformational Leadership,1998., at:
http://cls.binghamton.edu/BassSteid.html

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 Individualized consideration

...and three moral aspects:

The moral character of the leader.

The ethical values embedded in the leaders vision, articulation, and program
(which followers either embrace or reject).
The morality of the processes of social ethical choice and action that leaders and
followers engage in and collectively pursue.

Transformational leadership according to J.M. Burns 1405 motivates its team to be

effective and efficient. Communication is the base for goal achievement focusing the
group on the final desired outcome or goal attainment. This leader is highly visible and
uses chain of command to get the job done. Transformational leaders focus on the big
picture, needing to be surrounded by people who take care of the details. The leader is
always looking for ideas that move the organization to reach the companys vision.
Transformational leaders try to motivate by supporting and empowering
subordinates to take on more challenging and intrinsically interesting work. This
approach can be compared with amore traditional transactional model, where the
leader tries to motivate through providing extrinsic rewards and punishments.
According to its advocates, transformational leadership is required because most
organisations are now operating in a context of rapid and unpredictable change in which
leaders must ensure that their subordinates are appropriately developed, supported and
empowered to enable them to take sound decisions for themselves in the course of their
everyday work at the front line.1406

It is not leadership from any person that is required, it is an aspect of

leadership each of us summons from within. In this respect, the same qualities we
have sought in one person can be found distributed among many people who learn,
in community, to exercise their leadership at appropriate moments. This occurs when
people are vitally concerned about issues on when executing their responsibilities.
Leadership thus becomes a rather fluid concept focussing on those behaviours which
propel the work of the groups forward.
-John Nirenberg1407

Servant Leadership

Prior to the modern concept of Servant Leadership being popularized by Robert

Greenleaf, the motto "Serve to Lead" was adopted by the British Army Officer training
1405
J. M. Burns, Leadership, New York: Harper and Row Publishers Inc, 1978.
1406
John Dobby, Jane Anscombe and Rachel Tuffin, Police Leadership: Expectations and Impact, Online Report
20/04 at http://www.homeoffice.gov.uk/rds/pdfs04/rdsols2004.pdf.
1407
John Nirenberg, The Living Organization: Transforming Teams Into Workplace Communities, Homewood,
Illinois, Business One, Irwin, 1993.

353
school of the Royal Military Academy Sandhurst (RMAS) in the 1940s. RMAS has
continued to build leaders with a foundation on this approach1408.

In approximately 600 B.C., the Chinese sage Lao Tzu 1409 wrote The Tao Te Ching,
a strategic treatise on servant leadership:

The greatest leader forgets himself

And attends to the development of others.
Good leaders support excellent workers.
Great leaders support the bottom ten percent.
Great leaders know that
The diamond in the rough
Is always found in the rough.

The concept of servant leadership in the west can be traced back, at least partly, to
Jesus, about 2000 years ago, who taught his disciples that

"You know that those who are regarded as rulers of the Gentiles lord it over them,
and their high officials exercise authority over them. Not so with you. Instead, whoever
wants to become great among you must be your servant, and whoever wants to be first
must be slave of all. For even the Son of Man did not come to be served, but to serve, and
to give his life as a ransom for many." (Mark 10:42-45)

Many institutions and individuals have adapted the Servant Leadership approach
to Christian spirituality. Most notably, Timothy H. Warneka has applied the Servant
Leadership perspective to the Roman Catholic tradition in his book, Black Belt Leader,
Peaceful Leader: An Introduction to Catholic Servant Leadership. Robert Greenleaf is
recognized as the father of servant leadership. Robert k. Green leaf was born in 1904 in
Indiana, and died in 1990. He was the first Greenleaf (1977) described servant leadership
in this manner:

"It begins with the natural feeling that one wants to serve, to serve first. Then
conscious choice brings one to aspire to leadThe difference manifest itself in the
care taken by the servant-first to make sure that other peoples highest priority needs
are being served. The best test, and difficult to administer, is: do those served grow as
persons, do they grow while being served, become healthier, wiser, freer, more
autonomous, more likely themselves to become servants?"

Through extensive work with Greenleaf, Larry Spears identified ten

characteristics, which describe the essence of a servant leader. The characteristics are
1408
Robert Green leaf, The Servant And A Leader, 1970
1409
Quote from The Way of Leading People: Unlocking Your Integral Leadership with the Tao Te Ching.

354
listening, empathy, healing, awareness, persuasion, conceptualization, foresight,
stewardship, commitment to the growth of others, and building community. Several
educational theorists, such as Bolman, Deal, Covey, Fullan, Sergiovanni, and Heifetz also
reference these characteristics as essential components to effective leadership. Unlike
leadership approaches with a top-down hierarchical style, Servant Leadership instead
emphasizes collaboration, trust, empathy, and the ethical use of power. At heart, the
individual is a servant first, making the conscious decision to lead in order to better serve
others, not to increase their own power. The objective is to enhance the growth of
individuals in the organization and increase teamwork and personal involvement.

Shared Leadership

Shared leadership is known by many names: participative management, employee

empowerment, job involvement, participative decision-making, dispersed leadership,
open-book management or industrial democracy. The practices of Total Quality
Management (TQM) fall under the umbrella of shared leadership as well. The basic
concept involves power-sharing arrangement in which workplace influence is shared
among individuals who are otherwise hierarchical unequals. Shared leadership is, in fact,
an old idea. It traces its lineage of the Elton Mayos Hawthorne studies during the 1920s
and 1930s worker job involvement became as important aspect of those studies. 1410

1410
S. Kim, Participative Management and Job Satisfaction: Lessons for Management Leadership, Public
Administration XXXII, Number 2, pp. 231-241.

355
Learning From Failures

For decades, police agencies have struggled to generate and sustain a positive
police image and an ethical organizational environment. Numerous advances have been
realized, but the process continues. Police officials and community leaders must continue
their dialogue in the search for ways to strengthen their organizations culture of integrity.
In looking toward the future, police executives should consider how technological and
social change creates both new challenges and new opportunities. Shifting social values
and behaviors mean different prior experiences that prospective employees bring to an
agency. These values, coupled with emerging technologies, also modify how some
officers will express themselves when off duty. Professional organizations must begin to
explore the legal and ethical parameters of preservice and off-duty behavior, with the goal
of providing executives with a better understanding of the rights of employees and
agencies.1411

Regrettably, there are daily reports of officers and agencies that have allegedly
violated their oath and duty to the community they serve. While many of these allegations
will ultimately be found frivolous, others illustrate failures in ethics and accountability
systems. The volume of national news on this matter obscures the tremendous advances
the police profession has made in recent decades. Although each contemporary misdeed
still provides cause for concern, it is important to recognize the achievements in
improving officer professionalism and agency accountability. Unfortunate incidents do
occur, but policing has succeeded in laying the foundation for a strong and pervasive
culture of integrity. The remaining question is how to improve street-level police
operations. Although accountability mechanisms, higher educational standards, and ethics
awareness training are all laudable steps, do they suffice to bring about a fundamental
improvement in the routine behaviors of police officers on the street?1412

Failure is, in a sense, the highway to success, inasmuch as every discovery of

what isfalse leads us to seek earnestly after what is true, and every fresh experience
points out some form of error which we shall afterwards carefully avoided.
John Keats

People must feel able to speak up about the failures, both clear and ambiguous, of
which they are aware. To do this, according to Amy C. Edmondson1413, leaders need to
cultivate an atmosphere of psychological safety to mitigate risks to self-esteem and
others impression. Developing psychological safety begins with the leader modelling the
1411
Joseph A Schafer, The Future of Police Image and Ethics, Volume XVII, Number 6, June 2007, Virginia,
U.S.A.
1412
Samuel Walker, The New World of Police Accountability, Sage Publications, Thousand Oaks, California,
2005, pp. 171-173.
1413
Amy C. Edmondson, Speaking Up In The Operating Room: How Team Leaders Promote Learning In
Interdisciplinary Action Teams, Journal of Management Studies, Volume XL, Number 6, pp. 1419-1452, 2003.

356
desired behaviours. Modelling means that leaders visibly engage in the behaviours that
they wish to encourage subordinates and peers to enact. Leader modelling serves two
significant purposes. First, to communicate expected and appropriate behaviour, it is
important for leaders to walk the talk. Second, leader modelling can help subordinates
learn how to enact these processes. Because these behaviours may be unfamiliar in many
organizations, having a model to observe can be very helpful in facilitating subordinate
learning. Leaders can model effectively by: generating new ideas, disclosing and
analyzing failures, inviting constructive criticism and alternative explanations, and
capturing anf utilizing learning. Finally, psychological safety cannot be implemented by
top down command; it is created instead, work group by work group, through attitudes
and activities of local managers, supervisors and peers; the development of managerial
coaching skills is one way to help build this type of learning environment.1414

In the article The Challenger Launch Decision: Risky Technology, Culture and
Deviance at NASA, Diane Vaughaun argues that the multiple causes of large failures are
usually deeply embedded in the organizations where the failures occurred, have been
ignored or taken for granted for years, and rarely are simple to correct. 1415 This article
however, argues that an important part of the organizations ability to learn from failure is
due to lack of attention to small, everyday organizational failure, especially as compared
to the investigative commissions of formal after action reviews triggered by large
catastrophe failures. Small failures are often the early warning signs which, if detected
and addressed, may be the key to avoiding catastrophic failure in the future. 1416 Authors
Amy C. Edmondson and Mark D. Canon1417 agreed that when small failures are not
identified widely, discussed and analyzed, it is very difficult for larger failures to be
prevented. Drawing from their research, they suggested that an organizations ability to
learn from failure is best measured by how it deals with a range of large and small
outcomes than focusing exclusively on how it handles major disasters. According to
Filemon Rodriguez of revolt Against Corrupt Political System,

Why Do Some Leadership Fails?

Why would executives ever fail to fulfill their leadership responsibilities? The
answer is often quite simple. Either they think they have the option of not changing, or
they know that change should take place but somehow cannot execute it . According to
Bill Cole1418, MS, MA, founder and CEO of William B. Cole Consultants and Rick
Seaman, MBA, former CEO of Strategy Implementation, Inc., the CEO and the senior
1414
Amy C. Edmondson, M.A. Roberto and A. Tucker, Childrens Hospital and Clinics, Harvard Business School
Case 9-302-250, 2002.
1415
Diane Vaugham, The Challenger Launch Decision: Risky Technology, Culture, and Deviance at NASA,
University of Chicago Press, Chicago, Illinois, 1996.
1416
S. Sitken, Learning Through Failure: The Strategy of Small Loses, Research in Organizational Behavior,
Volume XIV, pp. 231-266, 2002.
1417
Amy C Edmonson and Mark D. Canon, Failing to Learn and Learning to Fail (Intelligently): How Great
Organizations Put Failure To Work To Improve and Innovate, Harvard University Press, 2004.
1418
Bill Cole and Rick Seaman at www.MentalGameCoach.com

357
executives of the management team occupy the formal leadership positions in a company,
but titular leadership responsibility doesn't always translate into leadership action. There
are occasions when leaders are unwilling or unable to lead. The illusion of personal
power over conditions can be cured with a rigorous strategic planning process that
focuses on a methodical, systematic assessment of those conditions. An objective,
measurement-based evaluation of customers' needs, the company's strengths and
weaknesses, and those of the competitors, will clarify required changes. (Subjective,
opinion-based evaluations tend to reinforce management's preconceived notions.) With a
coherent, comprehensive strategic plan, the company has a tool to evaluate future
changes in market conditions and can more easily decide how to respond to those
changes. Mental toughness is required for implementation. Specifically, implementation
rests on leaders who:

1. Have a high degree of self-knowledge.

2. Are willing to hear unpleasant messages.
3. Are able to tolerate ambiguity.
4. Are able to tolerate uncertainty.
5. Maintain clear and logical thought under great pressure.
6. Know when to lead and when to recede.
7. Pride themselves on operating at high standards of performance.
8. Have, and can create in others, a healthy sense of urgency.
9. Seek solution-oriented feedback with which to adjust performance.
10. Do not have to be right all the time.

One of the most difficult things to do for anyone in a position of authority is to question
their abilities. Craig Ruvere1419, Director of Marketing and Operations, Successful
Strategies International, Inc. laid six questions that every leader should ask themselves to
help further themselves and rejuvenate those working under them:

1. How is that working for you?

There is no excuse to NOT know how you are doing as a leader. 360 Degree
feedback sessions are imperative to the success of a leader. Evaluations done by
employees can be valuable in revealing issues that you may have no idea exist. Have an
open mind and allow those opinions to be heard. Only then will you be able to lead more
effectively.

2. Where are you vulnerable?

There are numerous behaviors and derailers that can diminish the credibility of a
leader. Dont find yourself giving employees a reason to ever say that you were a poor
1419
Craig Ruvere, Why Leaders Fail?, at http://www.myclic.com/pmith?Article_whyleadersfail

358
leader. Some examples include arrogance, melodrama, volatility, excessive caution,
habitual disgust and aloofness to name a few.

3. Do you analyze the adversity you are facing?

Learning from our mistakes is simple in theory but its not always easy to first
identify the problem. Listen to those around you who might be questioning your
decisions and ask why they might be doing so. Is it out of rivalry or have they hit upon
something that you didnt see? Listen, analyze and learn before moving forward.

4. Do you listen to your customer?

Your customer or end user may not always be a pleasure to deal with, but in the
end they are the ones you are looking to please. Look at every interaction with your
customer as a mini focus group where you can learn something you may not have known
before thus helping to be more effective at producing the results they are looking for.

5. Do you have a mentor or confidant?

Reverse Mentoring is a concept that is rarely used but can be highly effective.
Learning from your employees about what its like to work in their environment will only
help you lead them more efficiently. Sometimes the point of view from a younger,
inexperienced worker can bring to light issues that you just may not have seen or wanted
to see. Everyone can profit by being mentored by someone.

6. Do you force yourself to change?

Young or old, change is never something we are accustom to. No one is except
from improvement, however it does take courage to admit a change is needed. Change
will only force you to do things better.

Leadership, according to Craig Ruvere, is like the foundation of a house. Without

it there the structure would simply not be able to effectively stand on its own. Without the
proper leadership in an organization, employees would aimless wonder around in every
direction never doing any one thing well. Today organizations must develop and learn
from best practices regarding leadership.

When a high-profile leader fails or a leading corporation self-destructs, the

repercussions are far-reaching and leave us asking, "How could that happen?" Dr. Dean

359
S. Mastern1420, discussed three of the common cracks and fissures under the surface of a
faltering leader, and identifies surefire warning signs of impending failure.

1. A Shift in Focus

A clear focus dictates a leader's goals and strategies, aligning all activity toward a
central mission. Clarity of focus endows a leader with the confidence and sense of
purpose to successfully hone in on the mission.

2. Poor Communication

Leaders who lose the ability to articulate their vision and values are doomed to
stumble sooner or later. Inconsistency or ambiguity in communication paralyzes an
organization. To translate values and vision into company culture, they must be
communicated repeatedly and modeled consistently. Until an organization's vision and
values become a common refrain in the speech, writings, and personal example of
leadership, they will remain empty slogans and ineffectual intentions.

3. Risk Aversion

When leaders cling to comfort and forgo change, they are virtually guaranteeing
their demise. Businesses and markets are, by nature, in constant motion, and
organizations must continuously risk changes in established models and methods in order
to succeed. Embracing risk requires a leader to innovate and evolve. New-found
technologies, variable consumer tastes, and alterations in legislation are a sampling of the
scores of changes confronting today's leaders. Leadership demands adaptability. To
successfully chart the course of a company, a leader must be forward-thinking and willing
to make adjustments on the fly.

Whether you are heading up a department of a major corporation, leading a

governmental agency or non-government organizations, coaching a sports team, starting a
new company, or just took the position of President from your local Toastmasters, you'll
need to know the secrets to building a great team. Questions that new leaders will likely
face are as follows: How do we get people contributing unselfishly? How do we create
unity, a sense of community, and wanting to be part of the team? What can I do to make
an mmediate impact? Leaders must have a plan. Leaders must act. Leaders must be
decisive. Leaders must be inspiring. Fail to do these things and you likely will struggle to
achieve your objective(s). Scott Andrews1421, CEO of ARRiiVE Business Solutions laid
seven most successful strategies to build a great team:
1420
Dean S. Mastern, 3 Reasons Why Leaders Fail at http://www.ezinearticles.com/?
3Reasons_Why_Leaders_Fail
1421
Scott Andrews, Why Leaders Fail?, posted on November 27, 2007 at
http://www.arrive.blogspot.com/2007/11/why-leader-fail

360
1. Build a core nucleus. If you want to build a fire, you will not succeed with one log.
With two logs, you might get a fire to burn for a little while, but the fire will almost
always goes out before the full energy of the logs are consumed. Yes, a fire requires three
or more logs to burn efficiently. You cannot build a bonfire without three logs. So, start
with your three "logs" and build a nucleus around them.

2. Raise the bar of expectations. Did people fail before you? Is your organization in
chaos? This is a good time for you to implement your program, as people are looking for
leadership in times of chaos. In times of failure, we must learn. In times of chaos, we
must lead. Leaders raise the bar of expectations. Winning is the objective. Building upon
success is usually the strategy. So, find a small goal, set it, and achieve it at all costs. But
raise the bar.

3. Keep consistency in all things. If you have a plan, and you know it is a GREAT plan,
then STICK to your plan. Use consistency to grow your team.

4. Have a singular objective, supported by three related objectives. Have a singular

objective, supported by three related objectives. Great leaders almost always strive for a
singular objective. In basketball, it might be to win 50% of games. Or, it might be to
attain the playoffs. A winning organization might set a goal to win their top trophy and
the big game. In government, an objective might be to eliminate wasteful spending and
hit a new budget figure through innovations in organization. Whatever it is, figure out
what is most important, and achievable, and set that as your goal. The very best leaders
go a step further and implement a SYSTEM of success.

5. Promote people with performance success to leadership positions. Promote your

successful people and learn from your failures. It is okay to fail. In fact, many
organizations do not appreciate the full height of success unless they first experienced the
full despair of losing.

6. Recruit new winners to build around the core nucleus. Recruit new winners and
surround them with winners. Sometimes we cannot promote from within. Either we are
growing quickly and we must bring in new people, or the people previously in our
organization left for other opportunities. Either way, we must grow from an atmosphere
of success.

7. Create an atmosphere of fun, success, and being part of something special. Top
performers like to have fun. Create an atmosphere of fun, success, and unique mission
(being part of something special). If you want to win, you have to have fun. People don't
have fun when they are losing. They also don't have fun if they are blamed for failures,
backstabbed in communication, or treated poorly. So, eliminate poor methods of
management and replace them with empowering methods of communication.

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 When thinking about the profile which a police manager in the future should have
then his/her leadership and professional skills may not be considered in isolation from
other values. Those who aim at implementing objectives, plans, or responsibilities
internally or with the support of the organization have to make sure that the members of
the organization actually follow them. An outstanding performance may only be achieved
if staff members feel satisfied and if they are positively motivated. It is essential to
practice a leadership culture which comes up to modern societal needs. In this sense,
leadership should mainly include:

a confidential partnership approach

delegation of responsibilities
communication and information (transparency)

supporting motivation1422

Open-minded and honest interpersonal dealings are essential for putting these
requirements into practice. It means to accept individual patterns of other human beings,
and to tolerate values and behavior even when these do not match with our own ones.
Furthermore, it means to appreciate the members of the organization as individuals and
the work they are performing, and to deal with them irrespectively of their hierarchical
status. It is only then that a leadership culture of mutual respect and dignity, confidence
and partnership in the cooperation will flourish. Team spirit and the awareness of giving
one's best to achieve shared goals and visions are the expressions of such an
administrative culture. Restraint, patronage and distrust are not compatible with such a
culture1423. The questions of what the sense of existence and of work makes out is
therefore one core element to successful leadership. If this question is not at all answered
to a member of the organization or if the answer appears unsatisfactory, then
dissatisfaction and frustration are the outcomes. The existing potential of creativity and
the people's motivation are wasted by the atmosphere. If private thrives and hopes for a
meaningful life and the vocational impartation of sensefulness do not match then a gap of
motivation will be the result.1424

Being a police officer is not an easy job. Officers are expected to make split-
second decisions on issues involving life and death. They are subjected to danger and
extreme stress on the job. It is not surprising (although is inexcusable) that some of them
explode into frenzy brutality. Video cameras have captured police officers in the act of
brutality beating people.1425 Chief Penny Eileen Harrington, the Director of National

1422
Rainer Schulte, When Challenges Will Police Managers Have To Meet In The Future, College of Police and
Security Studies, Slovenia, 1996 at http://www.ncrjs.gov/policing/which9.htm.
1423
Grundsatze fur Zusammenarbeit und Fuhrung des Landes NW, 1994, p.6.
1424
Bicmann und Schad, Integriertes Mangement, Beke-Verlag, Munich, 1995, p. 57.
1425
Penny Harrington, Challenges Facing Police Administrators at
http://www.pennyharrington.com/challenges.htm.

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Center for Women and Policing and the former Chief of Portland Police, Oregon
suggested the following approaches to deal with these serious police issues:

1. The role of the police officer must be re-defined with input from the community. The
emphasis on force to gain compliance must be replaced with an emphasis on working in
partnership with the community to solve crime problems.

2. The job description and selection processes for police officers must be re-vamped to
match the new role. Skills such as the ability to de-escalate violence, mediate disputes
and solve problems must replace the emphasis on physical abilities.

3. Training of police officers must be improved to include community participation, an

emphasis on community oriented policing and support of the constitutional rights of all
persons. Adult learning techniques must replace "boot-camp" style training.

4. Increase the role of women in law enforcement. All studies that have been conducted
examining the work of women in law enforcement reach the same conclusions. Women
do just as good a job as the men on any subject measured..and they exceed in some
areas.

o Women seldom use excessive force. Although they do use force when
necessary, women are more likely to try to de-escalate violent situations
than their male counterparts. A recent study of lawsuits for brutality and
serious misconduct against Los Angeles Police officers revealed that
women officers are subjects in lawsuits at less than half of their
representation in the workforce.
o Women receive substantially fewer citizen complaints. Their approach
tends to be one of helping to solve problems rather than an emphasis on
making arrests.
o Women tend to take the crimes of sexual assault and domestic violence
much more seriously. They have more empathy for the victims and try to
help them develop plans to remedy the problems.

5. Law enforcement agencies must increase the diversity of their employees in an effort
to become more understanding of the issues of minority groups in the community.

6. Law enforcement administrators must take immediate and appropriate disciplinary

action against officers who abuse their power or who cover-up for other officers serious
misconduct.

7. Law enforcement and political leaders must be truthful with the community when
questions about police actions are raised. Attempts to white-wash the facts or keep reports
and investigations secret will only lead to increased distrust of the police.

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8. There must be meaningful, effective citizen oversight of police actions with avenues of
appeal for persons who believe that they have been mistreated by the police.

9. The community has a responsibility to be supportive of the good work that police
officers do and to reward them with adequate salaries, equipment and support.

What counts as failure in the Philiphine National Police? What yardstick of

effectiveness is available to the Philippine National Police? Edwin Delattre in his book
Character and Cops: Ethics in Policing pondered same question in terms of
responsibility of leadership: Policing unavoidably includes a significant level of
failure. No society- and certainly no constitutional republic that pays heed to civil
rights and liberties- can prevent all crime or apprehend all perpetrators. Command
personnel must promote a realistic sense of what counts as success, what counts as
failure, and how to live with both. According to Asif Ahmad1426, British
Ambassador, a leader may not be responsible for success or failure but cannot
escape accountability. He averred that The boss needs to be a master of detail or
be capable of doing all the work himself. Having able empowered people around
is not a sign of weakness. Being open to challenge and criticism is wisdom.
Learning from failure is a better insurance policy for the future than shifting
blame. According to Mitchell P. Weinzetl1427, EdD, Chief of Police of Buffalo,
Minnesota, Police Department, when law enforcement officers experience failure in a
specialty role or task, agency supervisors and administrators often conclude that the
responsibility for the failure rests with the individual. Although this is sometimes the
case, these failures can also be the result of a misalignment between the complexity of the
work assignment and the developmental level of the officeror a misapplied leadership
style that fails to include a structured development and support plan for the individual
within that role. These task and role failures can have dramatic consequences for the
officer, the agency, and the community it serves. Accordingly, it is in everyones interests
to engage processes that mitigate the potential for such failures.

1426
Asif, Ahmad, Learning to be an Inspiring Leader, A Great British View, Philippine Star, June 26, 2014,
p.12

1427
Mitchell P. Weinzetl, Research in Brief: Considering Officer Developmental Levels as a Component of
Individual and Organizational Success The Police Chief, Volume LXXXI, Number 6, June 2014. Copyright held by
the International Association of Chiefs of Police, 515 North Washington Street, Alexandria, VA 22314 USA.

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THE PHILIPPINE NATIONAL POLICE IN THE NEXT CENTURY

The Philippine National Police face many challenges in the immediate future.
Information technology, issues on graft and corruption, transformation programs, external
and internal changes, leadership, rank and profile, core values, etc., will force many
changes on the police. How the PNP respond to these challenges and organizationals
changes are not clear. The only thing that is certain is that twenty years from now- if not
sooner- policing in the PNP will be different from what is today.

According to David L. Carter1428 of School of Criminal Justice, Michigan State

University, future problems of police management can be addressed by building an
adequate foundation for change through thoughtful planning and the development of a
strong vision. He suggested an important aspect of long-range planning in police
management and operations is comprehensive self-assessment through a 3 staged
approach including refocusing, refining and reallocation: Refocusing involves re-
examining the departments mission, goals, and objectives and redefining their
significance. Refining occurs after the departments direction has been formally
refocused. At that point, policies, procedures, job descriptions, personnel evaluations and
training must be adjusted to match the new mission. Reallocation of departments
resources (i.e. people, budget, equipment, etc) is required to meet the needs of a newly
defined departmental direction.

The police cannot be held solely responsible for solving the ills of society. Police cannot
make sure that your children resist peer pressure to try illegal drugs. Police cannot solve
the problem of dysfunctional families, poverty and other issues that exist in many of our
communities. When community members, elected officials and law enforcement work
together to solve crime problems, investigate allegations of misconduct and improve the
livability of the community, magical things can happen. By working together with mutual
respect, we can set an example for our children, tackle the tough issues and someday
break the cycle of drugs and violence in our cities. What specific reforms, if any, does the
public want to see in the Philippine National Police? According to Ronald Weitzer1429,
Professor of Sociology, and Steven A. Tuch, Professor of Sociology, George Washington
University, Washington, D.C., it is important to examine public preferences for police
reform for three reasons. First, such knowledge should be useful for administrators in
developing policy and instituting new practices. Where popular support for a specific
change is widespread, this may be symptomatic of a problem that needs to be addressed.
If implemented, the reform may help to reduce police misconduct or improve police
practices more generally. Second, certain kinds of reforms may increase public trust and
confidence in the police. Third, reforms that directly affect police-citizen encounters may
1428
David L. Carter, Measuring Quality: The Scope of Community Policing, a paper presented to the faculty of
Michigan State University, School Of Criminal justice.
1429
Ronald Weitzer, Public Opinion On Reforms in Policing, The Police Chief, Volume 71, Number. 12,
December 2004. Copyright held by the International Association of Chiefs of Police, 515 North Washington Street,
Alexandria, VA 22314 USA.

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increase citizens willingness to cooperate with officers. As Francisco B Lintero Jr, 1430
says: We often blame our police for its incapability instead of recognizing our
failure to lift a finger and help them serve and protect our community. If we maintain
the wait and see attitude, in relation to the PNPs transformation program. I cant
help but assume that the PNP Integrated Transformation Program campaign it but
ambitious? Police Senior Inspector Roan Marie D. Bascugin 1431, a PNPA Class 2008
averred that working together as catalyst of change will be attained. She says: The PNP
is a community-oriented and we all want to change the bad image that has somehow
affected the organization. We could work hand in hand to change that. An organization
that desires to maximize the effectiveness of its supervision team must ensure the people
serving in the critical role as aware and conscious of their responsibilities not only as
supervisors and managers, but as leaders. NUP Cynthia S. Rosales, NUP of the Year
awardee when interviewed by Hericha Joy T. Delfin reiterated that leaders play very
important role in the transformation of the organization. She said: The PNP is
vigorously and seriously pursuing the transformation program and I dont see any
reason that the three big words capable, effective and credible police service will not
be achieved. For as long as we have dedicated and selfless LEADERS in the
organization goes on building in the little steps and contribution that we do with the
clear vision in our minds will keep the transformation torch blaze. It is up to each one
of us to make the torch bigger and bigger until it light up all the dark sides of the
organization1432. Amidst criticisms from all sectors of the society, many observers still
believe that the Philippine National Police is capable to change.. for the better.... Jose A.
Marcelo II, a student from Claret School of Quezon City, the Third Prize awardee during
the 1st Summit for High School writers instituted by the Directorate for Police
Community Relations averred that Our police is doing good in achieving new goals for
the countrys benefit and the PNP will surely get its pride as an institution trusted by
people back. This C.H.A.N.G.E. for a police to be proud of will be attained but it
cannot be as swift as getting cookie from a cookie jar. It would take time but take this:
it will succeed.1433 Another high school student from Philippine Science High School,
Main Campus praised the entire police force of the Philippine National Police for the
excellent service they provided to the Filipino people. In her letter to the Chief,
Philippine National Police, she says: I believe that you and your team truly deserve to be
congratulated for providing service and support despite all criticisms posed against
you. I salute you for being active in preserving life of humankind and I look forward to

1430
Francisco B. Lintero Jr, PNPs ITP: Ambitious?, Res Getae, News Today ipdated on May 3, 2008 at
http://www.thenewstoday.info.
1431
Roan Marie D. Bascugin, PNPA Class 09 Lady Cadet Topnotch: There Should Be Balance in Everything,
PNP Journal, 4th Quarter, Camp Crame, Quezon City, p. 28.
1432
Cynthia S. Rosales, Removing Mental Barriers and Unleashing Ones Potential, The PNP Journal, 1st
Quarter, 2010, Camp Crame, Quezon City, p. 29.
1433
Jose A. Marcelo III, The PNP Journal, 4th Quarter,2009, Camp Crame, Quezon City, p.14.

366
your future action enhance this even more.1434 Abigael Valte1435, the Deputy
Presidential Spokesperson also expressed confidence in the reforms being undertaken by
the Philippine National Police: Our PNP is facing a lot of challenges but we are seeing
their efforts to improve and systematize the system. The PNP doesnt always have the
best of reputations, but some cops are out to prove that perception wrong. PO3 Alexander
Baradillo Fazon, Jr. of the CARAGA Police Regional Office, an awardee of Search for
the Countrys Outstanding Police Officers in Service (COPS) of the
Metrobank Foundation, Inc. (MBFI) wants to inspire a new generation of police
officers. He says: I want to teach the new generation how to be good citizens of the
country. Unya basing naay iba diha gusto ma-police, ako na pud ang mag-
guide (Maybe Ill find young people who want to be police. I can be their
guide),1436. Proven on its efforts in reform, the Pulse Asia survey results in May 2012
gained positive reflection of the impact and effects of the reforms being implemented by
the PNP in the fight against crime and corruption. 1437 Further, the issues on corruption
and other concerns related to the law enforcement agency are already being
addressed under PNP's Comprehensive Transformation Plan: P.A.T.R.O.L. Plan
2030 as reinforced by the PNP chiefs CODE P reform agenda that focuses on
Competence, Organizational Reforms, Discipline, Excellence and
1438
Professionalism. The Philippine National Police has chosen to highlight four (4)
perspectives considered to bring about the principal outcome in the process of realizing
its vision by 2030. Within each of these four perspectives are the strategic priorities the
PNP seeks to give a lot of importance to, as it go about the strategic tasks related to
"becoming a highly capable, effective and credible police service."Stakeholder's support
is highlighted as an important intervening factor in all of the four perspectives. The PNP
vision statement reflects its 'bold audacious goal' which it commits to achieve within a
given timeframe. The PNP Vision stated that: "Imploring the aid of the almighty, by
2030, we shall be a highly capable, effective and credible police service, working in
partnership with a responsive community towards the attainment of a safer place to live,
work, and do business".This is the vision that the PNP is committed to realize by the year
2030. This is how the PNP envisions itself becoming sixteen (16) years from now and
ideally perhaps with God's grace, even before then.1439

The PNP is committed more than ever to bring to you a police force that is
highly capable, effective and credible because we believe that as we transform the
1434
Jella Marie P. Carillo, Letter to the Chief, PNP, Straight From The Mailbox, The PNP Journal, 1 st Quarte,
2010, p. 21.
1435
Abigael Valte, In: PNP Reforms Continue, Says Palace posted by Madel R. Sabater at
http://www.tempo.com.ph/2012/05 , May 27, 2012.
1436
In: New Generation of Cops Out To Win Hearts and Minds posted by http://www.rappler.com/nation/66445-
cops-awardees-pnp
1437
In: Reformed PNP Vital In Pnoys Trust Rating posted by Alfred Dalizon at
http://www.journal.com.ph/index.php/news/national/33026, July 12, 2012.
1438
Reuben Theodore Sindac, Press Statement at http://pnp.gov.ph.
1439
The PNP P.A.T.R.O.L. Plan 2030 Roadmap.

367
police, we are helping transform the nation as well. But again, as we always say, we
alone cannot do it. The PNP will rely on the active support of other government
agencies, thecivil society, stakeholders and the communities in finding acceptable
solutions which will impact in the most positive way possible the creation of
communities in peace and order that will foster an enabling environment for progress
asn development.
-Police Director General Jesus A. Verzosa1440

Police reform and transformation have no shortcuts and have no easy answers.
Reform in the Philippine National Police is NEVER an easy task. Thomas
Constantine1441, Oversight Commissioner for Policing Reform in Northern Ireland says:
Even in the best of circumstances, a police executive is often confronted with resistance
from officers, concern from elected officials, and suspicion from community members.
Just like an old Chinese saying, A journey of a thousand miles begins with the first
step. So let the first step be taken sooner rather than later. There is not a moment to
lose. Reform chiefs, therefore need to put highly competent believers in reform in
charge of developing and implementing a compliance plan, while building a strong
political constituency for reform.1442 We must continue to change policing for the better.
From our ranks the next generation of law enforcers will emerge, and we will see
ourselves as the vanguard of further change, not the recipients of it. Its true, we have
achieved a great deal, but there is still a long way to go. Curbing to this saying, LET
US ACT NOW!

1440
Speech of Police Director General Jesus A. Verzosa on the occasion of the 19th PNP Anniversary, The PNP
Journal, 1st Quarter 2010, Camp Crame, Quezon City, p. 14.
1441
Thomas Constantine, Policing Reform in Northern Ireland, The Police Chief, Volume. 70, Number. 10,
October 2003. Copyright held by the International Association of Chiefs of Police, 515 North Washington Street,
Alexandria, VA 22314 USA.
1442
Joe Domanick, Police Reforms Best Tool: A Federal Consent Degree, posted at
http://www.thecrimereport.org/news/articles/2014-07-police-reforms-best-tool-a-federal-consent-decree posted on
July 15, 2014 05:29:38 am

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