= Republic of the Plilippines Department of the interior and Local Government Natiorial Police: Commission NATIONAL HEADQUARTERS, PHILIPPINE NATIONAL POLICE ‘OFFICE OF THE CHIEF, PNP Camp Crame, Quezon Cily SUBIECT : Letter of instructions 32/10 “Lusog-Kaisipan” TO : ‘See Distribution DATE : JuU 4 3 2000 1. REFERENCES: a. Section 4, Article Hl, Philippine Constitution; b. Sectlen 23, Chapter Ill, Republic Act No, 6975, as amended by Republic Act No. 8551; +» PNP Code of Professional Conduct and Ethical Standards (COPCES); |. GOP-UNDDP Programme dated July 28, 2005 re The PNP Integrated Transformation Program; . PNP Health Service (HS) Mission and Vision; Memo from C, NP Section PNPGH dated February 10, 2005 re Proposed 3-Day Stress Management Seminar Workshop for PNPGH NP Stalf; 9. Creation of a PNP Commillee on Enhancing Gender-Respensiveness Program dated December 14, 2009. ADB Technical Assistance on Justice Sector 2009. an me f 2. PURPOSE: This Letter of Instruction (LOI) sets forth the general guidelines to be followed hy the PNP to cope with the job-related stresses and its collateral effects by implementing @ Stress Manayement Program to destress attected personnel and to make capable these who will be exposed to the stress while performing their daily duties and ultimately, make each uniformed and non-uniformed personnel truly of sound mind and body while performing thelr tasks. 3. SITUATION: ‘There are serious acute and chronic stresses Lal PNP personnel endure in order ‘to Seive and protect our community, They experience stress from the moment they leave their civilien life and assuine the role of law enforcers/otficers, They continue to experience stress as they go through orientation and training where they are gradually immersed into the police culture. They put their lives on the line, and confront eruelties and horrors in the streets. Theirs is a difficult, dangerous and often thankless job. Police officers are frequently the target of criticism and complaints by citizens, the media, the judicial system, adversarial attomeys, their own administrators/superiors and’ law enforcement agencies, Failure ta cope with stress may manifest as “stress signs” leading to maladaptive behavior and poor work performance, In the United States, two-thirds of offleers involved in shootings suffer moderate GF severe problems, Police officers have one of Uve highest suicide rates in the nation,Ddssibly the highest. ” Nationally, twice as many cops-ebout 300 annually-commit suicide as are killed in the line of duty according to a study by the National Association of Police Chefs” (Lewis 2003). When police officers are: not coping well with stress, they often abuse alcohol or substances tor comfort. According to a website entirely devoted to police stress (www.policestress.com) “The stress generated by unresolved marital prablems is a daily corrosive element which drains an officer’s ability to function effectively”. In the Philippine setting, a police non-commissioned offiver (PNCO) with the rank ‘of PUL shot his Provincial Director, Chief of Police and fellow close-in security escorts of the Provincial Director in Kalibo, Aklan in January 16, 2005, A Police Superintendent assigned in PRO manifested aggressive impulsivily, hostility and paranola towards his Subordinates through fits of rage and indiscriminate firing. In November 79, 2006, a police medical officer became severely depressed and devastated with the unfavorable turn of events in his life. Administrative cases were filed against him, which resulted in his demotion in rank, Out of anger and deesjeerauan, he seek revenge by shooting his Supenor, the Health Service Director and killing the aide-de-camp when he threw 2 hand grenade inside Camp Crame Multi Purpose Center during the 13° Health Service Anniversary fellowship night. Since Unat shooting incident In 2005, the PNPGH Neuro- Psychiatric (NP) section has received several referrals from the NCRPO and other Police Regional Offices (PROs) to assess certain policemen assigned ’in their areas who were charged with indiscriminate firing, chronic absenteeism, alcoholism, drug use, malingcring and poor interpersonal relations vesulting in ineffective performance of police duties. Police officers generally carry out their sworn duties and responsibilities with dedication and valor, but some stresses are too much to take, and every officer has & breaking point, Presently, with the Integrated Transformation Program (ITP)&the LEAD PNP Program, tie PNP Curnmittee on Enhancing Gender-Kesponsiveness Program (CEGRP) ‘WS crafted in 2009 writh the Directorate fur Pulice Community Relations do the Office Primarily Responsible (UPR) for gender equality policy, advocacy, programs and activities fur its mainstreaming In the PNP. It further put to task the Health Scrvice as the office who shall Head the Sub-Couumittee on stress management program and pertorm such activities toward its realization. As such, DPCR will be Supporting the Health Service in strengthening and institutionalizing its Stress Management Program being «iidertaken by its Neuro-Psychiatric Section (Allied Services: Division) and Regional Psychologist of the Regional Health Service in the PRO"s, The Asian Development Bank (ADA), an international financial institution with its Technical Assistance Supporting the Governance in Justice Sector Reform Program on Gender Respoisive Skill Development in the PNP, has been helping the CEGRP with its Fechnical Assistance (TAs) in enhancing GAD programs/projects/activities with an end ‘view of making the PNP @ more gender responsive Organization while performing its primary function “Fo Serve and Protect”. 4, DEFINITION OF TERMS: &. Stress - a condition typically characterized by symptoms of mental and physical tension or strain, a5 depression or hypertension, that can result from a reaction toa situation in which a person feels threatened, pressured 'b. Stress Management - the amelioration of stress and especially chronic stress often for the purpose of improving everyday fu nctioning. €. Gender - refers to roles, attitudes and values assigned by culture andSociety to women and men. These rules, attitudes and values define the behaviors of women and men and the relationship between them, d. Genrer and Oevelopment (GAD) ~ Is a development approach that Seeks to equalize the status and condition of and relations between women and men by influencing, Implementation, and monitoring and cvaluation so that they would Geliberately address the gender issues anc concerns affecting the full development of women. e. Gender Mainstreasriiing ~ means raising people’s GAD awareness and burldmg GAD related capabilities; putting in place policies, structures, systems and mechanisms that would facilitate and institutionalize the pursuit of gender ‘equality and women's empowerment; applying GAD related skills and tools to develop programs, activities and projects addressing gender issues; continuously implementing, fmonitoring, evaluating and enhancing the agency's yender mainstreaming and women's empowerment efforts; and Incorporating GAD in all aspects of the agency's operaliuns. f. PNP Personnel - pertains to members of the Philippine National Police which include the uniformed personnel (Policemen and Policewomen) and the non- unitormed personnel (NUP/Civilian employees), 5. MISSION: ‘The Philippine National Police shall establish and institutionalize emotional and mental health services fur its uniformed and non-unitermed Personnel, to better serve and protect our citizenry. 6. EXECUTION: a. Concept Of Operations: The Philippine National Police shall strengthen and institutionalize the implementation of @ comprehensive public safety development program on stress Management. This will address the cancer of equipping our PNP personnel with adequate coping strengths and mechanismystrategies In cope with police stress by reducing stress signs 4 well as enhancing their ability to handle and manage stress encountered in thelr tour of dirty and their everyday lives. Duty halters within the PNP shall be responsible for putting into place the mecessary mechanisms with the implementation of the comprehensive development program for police personnel, in particular and for the Public, in general. The Directorate for Police Community Relations (DPCR) in furtherance of its manclated functions as the PNP GAD primry responsible Office, shall serve as the focal DOint Of this program with the Health Service (HS) as the Office Primarily Responsible (OPR) for the formulation, implementation and monitoring of the PNP. Stress Maiayement Program and they shall also actively help In the conduct of seminar, Workshop and training activities pertaining thereto. ‘To enhance the capabilities of police officers designated to impicment the Program, the respective Medical Officers (Psychiz ist/Psycholoyist) thereof shall be Strengthened by providing them training opportunities both here and abroad. Said police officers shall be responsible in the implementation of this program in the National Headquarters and the Regional level. Stress management touls shall be given and taken up at all PNP mandatory traininigs and on special courses as the need arises. This activity will form part of the organization's capacity building,b, Phases of Implementation: Phase 1; Formulation of internal policy framework and strengthening of steuctural mechanisms. The Neuro- Psychiatric Section of the HS and Regional Psychologist in the Regional Health Service shall be strenglhened to handle cases falling under stress management. Phase 2: Cross-cutting implementation of major components of the program, specifically, strengthening conduits at all levels, implementing measures to monitor and supervise the program, alvocacy and education and strengthening command and control at S0id level. Phase 3: Initial Program Monitoring and Assessment. A monitoring and evaluation framework shail be in placed. Phase 4: Institutionalization of program initiatives, c. Tasks: 1) TDPCR a) Designated as over all supervisor of this LOI; b) Review, cvaluate and assess the effectiveness of this program; ©} Review, evaluate and reconstruct as may be appropriate, some provisions of existing operational policies procedures, quidelines to make it attuned to the major compenents of this pragram, with emphasis on the feedback and reporting Mechanism and the collation of date from reports of the PNPGH eiid tle Regional Health Service Offices; ) Coordinate with other Directorates and PNP Offices as stakeholders on the production of complimentary information, education and communication (IEC) materials aimed at raising the awareness of both the police and the community on the advantages of a comprehensive Stress Management Program for PNP uniformed and ‘nun-uniformed personnel; -€) Conduct appropriate seminars in coordination with DHRDD and HS to acquaint PNP uniformed end non-uniformed personnel and the public in general an the policies and quidelines governing the Stress, Management Program; and f) Petforin other tasks as may be directed. 2) TOPRM ) Plan and prioritize the possible recruitment of additional medical personnel (Psychiatrist/Psycholoyist) to be assigned at HS and its Regional Offices to strengthen its Meuro-Psychiatric Section; and b) Perform other tasks as may be directed, 3) TOO. 3) Shall review, evaluate and reconstruct, as may be ‘appropriate,SOME provisions Of existing aperationdl polices, procedures, guidelines to make this LOL attuned to the police operational procedures; and b) Perforin other tasks as may be directed, 4) TOHRDD 4) Formulate a human resource development pian on the PNP Stress Management Program (SMP) system, in coordination with Health Service, OPL and PMO aimed at improving the existing training and education of PNP personnel to enhance their knowledge, skills and ability to cope with stress that they encounter personally andor in the pecforance of thelr duties; b) Integrate module on Stress Management in career courses; and ‘¢) Perform other tasks as may be directed. 5) IDL a) Plan, prioritize and provide available logistical support to the NP Section of the HS as maybe requested: and * b) Perform other tasks as may he directed. 6) TOC a) Plan, priositive avid provide funds support to the NP Section of the HS; and b) Perform alter tasks as may be directed. /) Health Service (HS) ‘aston a) Office Primarily Responsible (GPR) in the implementation of his LOT; b} Coordinate closcly with DPCR, DIIRDD and ADB Technical Assistance team in cunducting training of trainors and in the formulation of stress management tools at 11S and its Regional Offices; ¢) Facilitate and ensure the strict and successful implementation af ‘the provisions in this LOT with the end in view of keeping PNP uniformed and nan uniformed personne! capable of coping with stresses; @) Craft implementing proyrarn and activities to make this LOI ‘operationally viable and cost effective; and -¢) Perform other tasks as directed, 8) PIO a) Issue press releases on various initiatives of the PNP, particularly in Conducting nationwide stress management seminars, workshop and training as part of the PNP Stress Management Program; and 0) Perform other tasks as may he directed,9) PMO a) Provide research assistance on the Stress Management Program in coordination with HS, purposely to benefit PNP personnel’s mental health; and b) Perform other tasks as may be directed. 10) Rs, PROS a) Strengthen structural mechanisms of the Regional Health Office as focal point in the implementation of the program, thereby allowing It to undertake, coordinate, control, supervise and monitor the Stress Management Program at their respective levels; b) Designate the Regional Health Service Chief (RHS) as Overall ‘Supervisor in the implementation of this program; ¢) Conduct advecacy and continuing education on all PNP personnel within Area of Responsibility (AOR) in line with the comprehensive development Program on stress management specially on Barangay Peace Keeping Action Team (GPAT) supervisor/detailees; and d) Perform other tasks as may be directed. d) Coordinating tnstructions: 1) All concerned Chiefs/ Heads of Offices shall disseminate the foregoing policies and guidelines to theit respective personnel Immediately following the issuance of this LOL. 2) Lateral Coordination with other offices is highly encouraged. 3) D-Staff, PROs and NSUs shall render at initial report of compliance in writing as the need arises upon receipt of the approved copy of this LOT. Succeeding ‘epurts shall be submitted as may be appropriate. A)All regular reports must be submitted to the Chief, PNP (Attn: TDPCR). 5) Violation or non compliance with this LOT shall be dealt with accordingly. 7, EFFECTIVITY: ‘This LOL "Lusog-Kaisipan” shall take effect upon approval. JESUS/A VERZOSA, CEO VI %, Police Director General Chief/ PNP sine bir tw saan vist PLA Deca so4oE45 eStart Dirs, NSUS Ds, PROS 6