CHAPTER I

NON-DISCIPLINARY
POLICIES AND
PROCEDURES
 Delinquency
Report System
A. Delinquency Report System

The following are the list of Covered Offenses and Corresponding Demerits, the
imposition of which is subject to the discretion of the Chief of Office, to wit:

The following infractions shall incur a maximum of three Demerits each:

1. Violation of “Tamang Bihis” by uniformed personnel such as:

a. Unauthorized or improper wearing of uniform insignias and accoutrements;

b. Unauthorized/Improper haircut;
c. Dirty shoes/Unauthorized shoes;
d. Dirty uniform/Wearing of faded/tacked out athletic uniform/
e. Wearing of colored rubber shoes;
f. Unshaved mustache/Improper shaving;
g. Improper haircut/colored nail polish/long and dirty finger nails;
h. Not wearing hairnets during command activities;
i. No hanky/tickler/Miranda warning card (as required during inspection);
and
j. No IP Card.

2. Violation of “Tamang Bihis” by NUP such as:

a. No IP Card;
b. Non-compliance with the approved and prescribed NUP uniform for
Monday, Wednesday, and Friday; and
c. Wearing the following prohibited attire when performing official functions
in the workplace during Tuesdays and Thursdays:

c.1. Gauzy, transparent or net-like shirt of blouse;

c.2. Sando, tank-tops, strapless or spaghetti-strap blouse (unless worn as
undershirt) and blouse with over-plunging necklines;
c.3. Micro-mini skirt, walking shorts, cycling shorts, leggings, tights,
jogging pants;
c.4. Rubber sandals, rubber slippers, bakya;
c.5. Maong/denim pants/skirts;
c.6. Highlighted hair, dangling earrings, flamboyant accessories, heavy
make-ups; and
c.7. Mustache and visible tattoos.

3. The following infractions shall incur a maximum of five Demerits each:

a. Tardiness in reporting for duty/office work;

b. Tardiness in reporting to command activities;
c. Smoking while on duty;

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 d. Violation of traffic, pedestrian, and parking regulations within the camp;
and
e. Violation during troop formation/parade:

e.1. Moving in ranks;

e.2. Speaking during formation;
e.3. Use of cellular phones during formation;
e.4. Walking or roaming around while program is ongoing; and
e.5. Standing on one leg.

4. The following infractions shall incur a maximum of seven Demerits each:

a. Use of vulgar or insulting languages or exhibit similar rudeness to the

public; and
b. Spitting or littering in public areas.

5. The following infractions shall incur a maximum of ten Demerits each:

a. Urinating in places other than the designated areas (restroom, public

urinating area);
b. Dozing on post;
c. Not observing courtesy to officers/senior officers inside and outside the
office/not saluting senior PCOs;
d. Loafing;
e. Leaving post while on duty for more than five minutes; and
f. Absent in formation or command activities.

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 Decision
of the
Chief of
Office

Below 20 Demerits Above or in excess of

Dropped/Cl 2 demerits is equivalent to 1
osed hour of compulsory activities
(if justified) (Pulisteniks, Combat Sports,
“Balik sa Kampo,” lectures,
etc.)
20 Demerits per month
Referral for Pre-
Charge Evaluation/
Investigation

Issuance of Office Simple Neglect of

Order Duty
(NMC No. 2007-001)

Implementation of
Sanction
(Chief Clerk to
supervise)

Submission of Report
to DPRM-DLOD for
CMCS/Recording

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DELINQUENCY REPORT

RANK/NAME OF OFFENDER: UNIT: DATE/TIME:

DETAILS: PLACE:

REPORTING OFFICER:
__________________________________

Signature over Rank/Name

__________________________________ Office/Contact Number

DISPOSITION: DEMERITS: REMARKS:

__________________________________
Signature over Rank/Name of
Chief of Office

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Grievance
Machinery
B. Grievance Machinery

Grievance is a complaint, discontent or dissatisfaction with regard to the terms and

conditions of employment which are not provided for by law that had been expressed
verbally or in writing which has been ignored or dropped without due consideration.

The Head of Office for uniformed personnel and the NUP Supervisor for the NUP
concerned takes action on a grievance.

Disciplinary cases and acts or omissions in violation of existing laws, such as the
Revised Penal Code, RA No. 7877, and RA No. 3019 are not covered by the grievance
machinery, which shall be resolved through NMC No. 2016-002 or RRACCS.

The following are the legal basis for the conduct of grievance proceedings for
Uniformed Personnel and Non-Uniformed Personnel:

Uniformed Personnel Non-Uniformed Personnel

NMC No. 95-016 CSC MC No. 02, series of 2001

Section 91, RA No. 6975 in conjunction with Rule

XII, Omnibus Rules Implementing Book V of EO
NMC No. 93-022 No. 292, s 1987, and Other Pertinent Civil Service
Laws.

PNP MC No. 2008-0116 PNP MC No. 2003-007

PROCEDURES:
Stage 1. Oral Discussion (supervisor)
Stage 2. Writing of Grievance Complaint
Stage 3. Referral to the Grievance Committee
Stage 4. Deliberation and Drafting of Resolution

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 GRIEVANCE RESOLUTION FLOW CHART FOR UNIFORMED PERSONNEL

Grievance in
Oral Discussion Writing
Respondent
- with: Submitted to:

Direct or Higher 1st Level

Peer
Supervisor Head of Office

Direct or Higher 2nd Level

Individual or Supervisor 1st Level
Head of Office
Group Head of Office
Complainant st
1 Level
Head of Office/
2nd Level 3rd Level
Grievance
Head of Office Head of Office
Committee

NAPOLCOM
(Vice-Chairman and
Executive Officer)
CSC Regional
Office
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GRIEVANCE RESOLUTION FLOW CHART FOR
NON-UNIFORMED PERSONNEL

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Attrition
C. Attrition

Providing for the Reform and Reorganization of the Philippine National Police and
for other purposes, amending certain provisions of Republic Act No. 6975entitled, “An
Act establishing the Philippine National Police under a re-organized Department of the
Interior and Local Government, and for other purposes”.
Section 24 to 30 provides the Attrition System for Uniformed Personnel
Section 24. Attrition System – There shall be established system of attrition within
the uniformed members of the PNP within one year from the effectivity of this Act to be
submitted by the PNP to the Commission for approval. Such attrition system shall
include but is not limited to the provisions of the following sections.
Section 25.Attrition by Attainment of Maximum Tenure in Position. The
maximum tenure of PNP members holding key positions is hereby prescribed as
follows:
POSITION MAXIMUM TENURE
THE CHIEF, PNP Four years
TDCA AND TDCO Four years
TCDS Four years
DIRECTORS OF THE D-STAFF Four years
REGIONAL DIRECTOR, PROs Six years
PROVINCIAL/CITY DIRECTOR Nine years

Other positions higher than Provincial Director shall have the maximum tenure of six
years. Unless earlier separated, retired or promoted to a higher position in accordance
with the PNP Staffing Pattern, police officers holding the above-mentioned position shall
be compulsorily retired at the maximum tenure in position herein prescribed, or at the
age of 56, whichever is earlier: Provided, That in times of war or other national
emergency declared by Congress, the President may extend the PNP Chief’s tour of
duty: Provided, further, That PNP members who have already reached their maximum
tenure upon the effectivity of this Act may be allowed for one more year of tenure in
their positions before the maximum tenure provided in this section shall be applied to
them, unless they shall have already reached the compulsory retirement age of 56, in
which case the compulsory retirement age shall prevail.
Except for the Chief, PNP no PNP member who has less than one year of service
before reaching the compulsory retirement age shall be promoted to a higher rank or
appointed to any other position.
Section 26.Attrition by Relief – A PNP uniformed personnel who has been relieved
for just cause and has not been given an assignment within two years after such relief
shall be retired or separated.
Section 27. Attrition by Demotion in Position or Rank – Any PNP personnel,
civilian or uniformed, who is relieved and assigned to a position lower than what is

56
established for his or her grade in the PNP staffing pattern and who shall not be
assigned to a position commensurate to his or her grade within 18 months after such
demotion in position shall be retired or separated.
Section 28. Attrition by Non-Promotion – Any PNP personnel who have not been
promoted for a continuous period of 10 years shall be retired or separated.
Section 29. Attrition by Other Means – A PNP member or officer with at least five
years of accumulated active service shall be separated based on any of the following
factors:
a. Inefficiency based on poor performance during the last two successive
annual rating periods;

b. Inefficiency based on poor performance for three cumulative annual rating

periods;

c. Physical and/or mental incapacity to perform police functions and duties; or

d. Failure to pass the required entrance examinations twice and/or finish the
required career courses except for justifiable reasons.

Section 30. Retirement or Separation Under the Preceding Sections.

Any personnel who is dismissed from the PNP pursuant to Sections 25,26,27, 28
and 29 hereof shall be retired if he or she has rendered at least 20 years of service and
separated if he or she has rendered less than 20 years of service unless the personnel
is disqualified by law to receive such benefits.

Reference: Republic Act No. 8551

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 INITIATING PERSON

FILING OF ATTRITION ACTION

SCREENING COMMITTEE (SC)

SECRETARIAT

SC TO NOTIFY RESPONDENT W/IN

5 DAYS

RESPONDENT TO FILE ANSWER

NO ANSWER/
W/IN 5 DAYS
ANSWER W/IN 5 DAYS

SC TO PROCEED WITH
INVESTIGATION

SUBMISSION OF FINDINGS OF SC COPY FURNISH

W/IN 5 DAYS RESPONDENT

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 HEAD SECRETARIAT
SUMMON RESPONDENT
W/IN 3 DAYS TO SUBMIT
MEMORANDUM TOGETHER
WITH EVIDENCE SUBMISSION OF
MEMO/NON-
SUBMISSION OF
CONVENE ATTRITION BOARD MEMO W/IN 5 DAYS
(AB) W/IN 3 DAYS UPON
RECEIPT OF MEMO

ATTRITION PROCEEDING TO
BE FINISHED W/IN 20
WORKING DAYS

COPY FURNISH
NON-ATTRITABLE RESOLUTION/FINDINGS BY RESPONDENT
AB WITHIN 10 DAYS

ATTRITABLE

APPROVING AUTHORITY

WITHOUT MR WITHIN
REGLEMENTARY
PERIOD DECISION
WITH MR STAY
IMPLEMENTATION OF
DECISION

FINALITY OF DECISION RESOLVE MR

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 SUBSCRIBED and sworn to before me, in the
city/municipality of __ __________, this ____ day of
_____________ 20__ by _________________ with Residence
Certificate No. ____________ issued at ____________ on
___________________.
-------------------------------------------
Administering Officer
VERIFICATION

Republic of the Philippines)

) S.S
)
x- - - - - - - - - - - - - - - - - - -x

I, ______________________, after being sworn in

accordance with law, depose and says: That he/she is the
_____________ in the above entitled case; that he/she has
caused the above complaint to be prepared and has read and
knows the contents thereof; that the allegations therein are
true of his/her own knowledge.
---------------------------------------
Affiant
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Reference: NAPOLCOM Memorandum Circular No. 2008-005

“PRESCRIBING POLICIES, PROCEDURES AND GUIDELINES GOVERNING THE

ATTRITION SYSTEM FOR UNIFORMED PERSONNEL OF THE PHILIPPINE
NATIONAL POLICE.”
Section 3.Definition of Terms– To ensure clarity and consistency, the following
terms as used in this Rules and Regulations, shall be construed as:
a. Attrition – refers to the retirement or separation from the police service of PNP
Uniformed Personnel pursuant to any of the means mentioned in Sections 24 to
29 of RA No. 8551 and other means as provided for in the Circular.

b. Attrition Action – refers to the action containing the findings and evidence on a
specific means of attrition filed by a particular Screening Committee before the
concerned Attrition Board.

c. Answer – refers to a pleading in which a respondent or other adverse party sets

forth the negative and affirmative defenses upon which he/she relies on.

d. Circular –refers to the NAPOLCOM Memorandum Circular No. 2008-005,

entitled: “Prescribing Policies, Procedures and Guidelines Governing the Attrition
System for Uniformed Personnel of the Philippine National Police.”

e. Demotion in Position – refers to the designation of personnel to a position lower

than what is established for his/her rank or not commensurate to his/her rank in
the PNP Table of Organization.

f. Field Training Program – refers to the training required to make the temporary
appointment of a new PNP member permanent.

g. Immediate Supervisor – refers to a PNP personnel authorized to make the

performance evaluation rating of a PNP uniformed personnel.

h. Initiating Person – refers to any natural or juridical person who has personal
knowledge and has submitted a verified report to the concerned office that a PNP
member is subject for a possible attrition.
i. Just Cause – refers to the legal ground that would warrant the relief or removal of
a PNP member from his/her present position and designation in the PNP
Organization.

j. Mandatory Career Courses – refers to the required training for a PNP member to
be eligible for promotion to the next higher rank.

k. Maximum Tenure in Position – refers to the maximum cumulative period for a

PNP member to hold a particular position.

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l. Mental Incapacity – refers to a condition wherein a PNP member is unable to
exercise his/her reasoning faculties or is incapable of understanding and acting
with discernment of his/her duties and responsibilities as a police officer as a
result of illness or injury as may be determined by the PNP Medical Screening
Committee.

m. Non-Promotion – refers to the non-advancement to the next higher rank or

position beyond the maximum prescribed period.

n. Organic Personnel to a Unit – refers to a PNP member assigned to a particular

unit covered with appropriate PNP Assignment Orders.

o. Original Appointment – refers to the appointment for the initial entry of PNP
member to the PNP service who meets all the requirements of the position.

p. Party – refers to the Chairman of the Attrition Board, Chairman of the Screening
Committee, or the respondent.

q. Pendency of an Attrition Action – refers to the stage when the endorsement of

the RD, PRO or D, NSU of a PCO Attrition Action has been officially received by
the concerned NHQ PCO Attrition Board through the NHQ Screening Committee
or when the NHQ/PRO/NSU Screening Committee Report of a PNCO Attrition
Action has been officially received by the NHQ/PRO/NSU Attrition Board.

r. Personnel Action on Attrition – refers to an action filed before the Screening

Committee based on a verified statement of an alleged means of attrition by an
initiating person.

s. Physical Fitness Test – refers to the method of evaluating the physical condition
of PNP members in terms of stamina, strength, speed and agility as administered
by DHRDD.

t. Physical Incapacity – refers to the inability of a PNP member to perform his/her

duties and responsibilities as a police officer due to physical defect/s as a result
of disease or injury as may be determined by the PNP Medical Screening
Committee.

u. Physical Profile System – refers to the medical profile indicators categorized as

P1 to P4 that determine the functional ability of an individual to perform all police
duties and functions taking into consideration the functions of the various organ
systems and integral parts of the body as follows:

1) P1 – refers to PNP uniformed personnel who may engage in fatiguing work,

marching and prolonged hand-to-hand fighting for long periods of time. Free
from any disease.

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 2) P2 – refers to PNP uniformed personnel who may be exposed to the rigors as
P1, but may have minor defects as slight limitation of movements. Free from
any disease.
3) P3 – refers to PNP uniformed personnel who may serve in operations support
capacities including ability to work long periods of time and defend
himself/herself in close encounters.
4) P4 – refers to total permanent physical disability.

v. PNP Table of Organization – refers to the existing and operating positions as

approved by the C, PNP.

w. Poor Performance – refers to the poor rating in the promulgated PNP Individual
Performance Evaluation Rating System.

x. Promotion in Position – refers to the advancement of PNP personnel from one

position to another with an increase in duties and responsibilities as authorized
by law.

y. Promotion in Rank – refers to the ascension in rank of a PNP personnel or one

degree higher than his/her previous rank based on merit system.

z. Respondent – refers to the PNP member subjected to attrition proceedings.

aa. Retirement – refers to the termination of employment and official relations of a

PNP member who rendered at least 20 years of active service in the government
with payment of corresponding benefits.

bb. Second Level PCO Ranks – refer to Police Commissioned Officers (PCOs)
below the third level ranks in the PNP.

cc. Second Level PNCO Ranks – refer to all ranks for Police Non-Commissioned
Officers (PNCOs).

dd. Separation – refers to the termination of employment and official relations of a

PNP member who rendered less than 20 years of active service in the
government with payment of corresponding benefits.

ee. Third Level PCO Ranks – refer to Police Commissioned Officers (PCOs) with the
rank of Police Senior Superintendent and higher.
ff. Total Permanent Physical Disability – refers to any impairment of the body which
renders PNP member indefinitely incapable of substantially performing the
mandated duties and functions of his/her position. Specifically, it refers to any
impairment of the mind or body which renders a PNP personnel incapable of
performing substantially his/her duties and which is expected to be long,

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 continuous and of indefinite duration, i.e. irreparable loss of speech or sense of
hearing, or loss of one or both eyes, or loss of one or both hands or feet, loss of
both arms at or above the wrist, loss of one or both legs or above the ankles,
paralysis of one or both upper or lower limbs, or brain injury resulting in incurable
imbecility or insanity. In all cases the disability shall deemed permanent if it has
persisted for a period exceeding two years without fixed healing period and
renders the PNP member incapable of performing his/her duties. In case the
inability is found to be permanent beyond doubt upon examination of said
member, the waiting period of two years may be waived.

gg. Waiver Program – refers to the waiver of the minimum age, height, weight and
educational requirements for the initial appointment to the Philippine National
Police pursuant to existing laws and policies on this matter.

Section 4. Means of Attrition–The following are the means of attrition as provided

under Sections 24 to 29 of R.A. No. 8551, including other grounds as provided for by
the Circular:

a. Attrition by attainment of maximum tenure in position:

1. The maximum cumulative tenure of PNP members holding key positions is

hereby prescribed as follows:

POSITION MAXIMUM TENURE

THE CHIEF, PNP Four years
TDCA AND TDCO Four years
TCDS Four years
DIRECTORS OF THE D-STAFF Four years
REGIONAL DIRECTOR, PROs Six years
PROVINCIAL/CITY DIRECTORS Nine years

2. Other positions higher than Provincial Director shall have the maximum
tenure of six years. Unless earlier separated, retired or promoted to a higher
position in accordance with the PNP Staffing Pattern, police officers holding
the above-mentioned positions shall be compulsorily retired at the maximum
tenure in position herein prescribed or at the age of 56, whichever is earlier.
The term “positions higher than provincial director” refers to other star rank
positions with a maximum cumulative tenure of six years.
3. A Police Commissioned Officer shall be subjected to attrition proceedings if
the following elements concur:
a) The PCO designated to the position specified above has reached the
maximum cumulative period prescribed therein; and
b) He/She refuses to accept a position, under a different category,
commensurate to his/her rank despite existence of such vacancy.

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 4. The reckoning point of the tenure is as provided for under Section 25, R.A.
No. 8551 which is January 11, 1999 or the effectivity date of the IRR of RA No.
8551.

b. Attrition by relief:

A PNP member, who has been relieved for cause and has not been given an
assignment within two years from the effective date of such relief, shall be retired or
separated.

To warrant attrition, the following elements must concur:

1. The relief is for a just cause;

2. The PNP member has not been given any assignment within two years from
his/her relief and there are available positions commensurate to his/her
rank; and

3. The non-assignment for a continuous period of two years is due to valid

reasons and/or reasons attributable to him/her, or his/her refusal to accept
any position commensurate to his/her rank.

The 2-year period provided under Section 26, R.A. No. 8551 shall be counted
from the effective date of relief for cause. However, if the PNP member
concerned has been assigned to a position commensurate to his/her rank prior to
the issuance of this Circular, he or she, as the case may be, could no longer be
subjected to attrition proceedings regardless of the length of the intervening
period before he/she was given a new assignment.

c. Attrition by demotion in position:

A PNP member who is relieved and assigned to a position lower than what is
established for his/her rank in the PNP Staffing Pattern and who shall not be
assigned to a position commensurate to such rank despite the existence of a
vacancy within 18 months after his/her demotion in position shall be retired or
separated.

To warrant attrition, the following elements must concur:

1. A PNP member is relieved and assigned to a position lower than what is

established for his/her rank.
2. His/Her designation to such lower position is attributable to him/her.

3. There exists a positional vacancy for the rank during the 18 months reckoned
after his/her demotion in position.

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 A PNP member who is promoted in rank but occupying a position lower than
what is called for by his/her present rank within three months, despite availability
of commensurate positions, shall be attrited.

To warrant attrition, the following elements must concur:

1. A PNP member is promoted in rank;

2. Said PNP member is occupying a position not commensurate to his/her

present rank; and

3. He/She refuses to relinquish said position within three months from his/her
promotion in rank despite availability of commensurate positions.

d. Attrition by non-promotion:

A PNP member who has not been promoted for a continuous period of 10 years
shall be retired or separated.

To warrant attrition by non-promotion in rank, the following elements must

concur:

1. A PNP member has not been promoted in rank for a continuous period of 10
years and there are existing vacancies for regular promotions;

2. Non-promotion in rank is due to the failure of the PNP member concerned to

satisfy the minimum qualification standards and/or comply with other
requirements for promotion to the next higher rank; and

3. The PNP member was not promoted in rank even if he/she is within the zone
of consideration based on SLL and his/her non-inclusion in the promotion list is
due to reasons attributable to himself/herself.

The 10-year period as provided for under Section 28, R.A. No. 8551 shall be
reckoned from the effectivity date of Rules and Regulations Implementing RA No.
8551 or on January 11, 1999.

e. Attrition by other means:

A PNP member with at least five years of accumulated active service shall be
separated based on any of the following factors:
1. Inefficiency based on poor performance during the last two successive
annual rating periods.

To warrant attrition, a PNP member has been rated poor for four successive
rating periods.

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2. Inefficiency based on poor performance for three cumulative annual
ratings.

To warrant attrition, a PNP member was rated poor for three cumulative
annual ratings.

The reckoning period for attrition falling under (1) inefficiency based
on poor performance during the last two successive annual rating
periods, and (2) inefficiency based on poor performance for three
cumulative annual rating periods, shall be on January 1, 2008. Accordingly, the
implementation of the Performance Evaluation Rating System shall be given
the widest dissemination to all uniformed personnel nationwide.
3. Physical and/or mental incapacity to perform police functions and
duties.

To warrant attrition, the following elements must concur:

a) There is physical and/or mental incapacity which has been evaluated and
certified by the Medical Screening Committee as defined in existing
PNP and NAPOLCOM Circulars on this matter.
b) The physical and mental incapacity renders the PNP member incapable
of performing police functions and duties.
Any PNP member who officially applies for optional retirement or Total
Permanent Physical Disability (TPPD) separation shall not be a subject of an
attrition proceeding under this means.

The reckoning date is the effectivity of R.A. No. 8551. If the physical and/or
mental incapacity of a PNP member had long been medically established and
he/she is still in the police service upon the effectivity of this Circular, the Medical
Screening Committee shall endorse such findings to the concerned Attrition
Board for deliberation.

4. Failure to pass the required entrance examination twice and/or finish

the required career courses except for justifiable reasons.

To warrant attrition for failure to pass the entrance examination, the following
elements must concur:

a) A PNP member failed to pass twice the entrance examination required for
a mandatory career course; and

b) Such mandatory course is required for his/her promotion to higher rank.

To warrant attrition for failure to finish the required mandatory career courses,
the following elements must concur:

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 a) A PNP member was issued appropriate order to take the required career
course; and

b) He/She failed to finish the said mandatory career course without justifiable
reason and was not declared graduate by the training institution.

The reckoning point shall be the effectivity of this Circular.

5. Refusal to take the periodic PNP Physical Fitness Test without

justifiable reason.

To warrant attrition, the following elements must concur:

a) A schedule of the periodic PNP Physical Fitness Test has been published;

b) The PNP member refused to take the PFT;

c) The PNP member failed to take the said test on scheduled date or on the
special test subsequently scheduled; and
d) The failure to take said test is without justifiable reason.
6. Failure to take the PNP Physical Fitness Test for four consecutive
periodic tests due to health reasons.

To warrant attrition, the following elements must concur:

a) A schedule of the periodic PNP Physical Fitness Test has been published;
b) The PNP member failed to take the said test on scheduled date or on the
special test subsequently scheduled;
c) Failure to take said test is for health reasons as evaluated and certified by
the PNP Health Service; and
d) A PNP member failed to take four consecutive periodic PNP Physical
Fitness Test due to health reasons.
7. Failure to pass PNP Physical Fitness Test for two consecutive periodic
tests or four cumulative periodic tests.

To warrant attrition, the following elements must concur:

a) A schedule of the periodic PNP Physical Fitness Test has been published;
b) The PNP member failed to pass the said test on scheduled date or on the
special test subsequently scheduled;
c) Failure to pass said test as evaluated and certified by DHRDD; and

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 d) A PNP member failed to pass two consecutive periodic tests or four
cumulative periodic tests.
The effectivity date of the PNP PFT modes of attrition is on the second
semester of CY 2008.
8. Non-compliance with the minimum qualification standards for the
permanency of original appointment.

To warrant attrition, the following elements must concur:

a) The original appointment of the PNP member concerned was issued in
temporary status under the Waiver Program, Field Training Program, or
due to lack of prescribed eligibility; and
b) He/She failed to satisfy the requirement for the adjustment of his/her
appointment from temporary to permanent status within the prescribed
period.

Composition, Functions, and Jurisdiction of Attrition Screening Committees and

Attrition Boards.
a. Composition of Attrition Boards.

1. NHQ 3rd Level PCO Attrition Board

The Deputy Chief PNP for Administration -Chairman
The Deputy Chief PNP for Operation -Vice-Chairman
The Chief Directorial Staff -Member
The Director for Personnel and Records Management -Member
The Director for Intelligence -Member
The Director for Operations -Member
The Director for Logistics -Member
The Director for Police Community Relations -Member
The Director for Comptrollership -Member
The Director for Plans -Member
The Director for Investigation and Detective Management -Member
The Director for Human Resource and Doctrine Development -Member
The Director for Research and Development -Member
The Director, Health Service -Member
The Director, Legal Service -Member
Senior Female PCO Representative -Member
Chief, DLOD, DPRM -Head, Secretariat
Assistant Chief, DLOD, DPRM -Secretariat
Chief, Attrition Section, DLOD, DPRM -Secretariat

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 2. NHQ 2nd Level PCO Attrition Board
The Chief Directorial Staff -Chairman
The Deputy Director for Personnel and Records Management -Vice-Chairman
The Deputy Director for Intelligence -Member
The Deputy Director for Operations -Member
The Deputy Director for Logistics -Member
The Deputy Director for Police Community Relations -Member
The Deputy Director for Comptrollership -Member
The Deputy Director for Investigation and Detective
-Member
Management
The Deputy Director for Plans -Member
The Deputy Director for Human Resource and Doctrine
-Member
Development
The Deputy Director for Research and Development -Member
The Deputy Director, Health Service -Member
The Deputy Director, Legal Service -Member
Female PCO Representative (Not lower than PSUPT) -Member
Chief, DLOD, DPRM -Head, Secretariat
Assistant Chief, DLOD, DPRM -Secretariat
Chief, Attrition Section, DLOD, DPRM -Secretariat

3. NHQ PNCO Attrition Board

The Director for Personnel and Records Management -Chairman
Executive Officer, DHRDD -Vice-Chairman
Executive Officer, DI -Member
Executive Officer, DO -Member
Executive Officer, DL -Member
Executive Officer, DPCR -Member
Executive Officer, DC -Member
Executive Officer, DIDM -Member
Executive Officer, DPL -Member
Executive Officer, DRD -Member
Representative, Health Service -Member
Representative, Legal Service -Member
Command Executive Senior Police Officer -Member
Senior Female PNCO Representative (SPO4) -Member
Chief, DLOD, DPRM -Head, Secretariat
Assistant Chief, DLOD, DPRM Secretariat
Chief, Attrition Section, DLOD, DPRM Secretariat

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 4. PRO PNCO Attrition Board
Deputy Regional Director for Administration -Chairman
Deputy Regional Director for Operations -Vice-Chairman
Chief Regional Directorial Staff -Member
All Chiefs of the Functional Staff -Member
Chief, Regional Health Service -Member
Chief, Regional Legal Service -Member
Regional Executive Senior Police Officer -Member
Senior Female PNCO Representative (SPO4) -Member
Chief, DLOS, RPHRDD -Head, Secretariat

5. NSU PNCO Attrition Board

Deputy Director for Administration -Chairman
Deputy Director for Operations (if applicable) -Vice-Chairman
-Vice
Chief Directorial Staff
Chairman/Member
All Chiefs of the Functional Staff -Member
Medical Officer, Health Service -Member
Legal Service Representative -Member
NSU Executive Senior Police Officer -Member
Senior Female PNCO Representative (SPO4) -Member
Deputy Chief, Admin/Personnel Staff -Head, Secretariat

b. Composition of Attrition Screening Committees:

1. NHQ Screening Committee
Executive Officer, DPRM -Chairman
Chief, DLOD, DPRM -Vice-Chairman
Chief, RMD, DPRM -Member
Chief, RSD, DPRM -Member
Representative from PNPGH -Member
Representative from LS -Member
Chief Clerk, DPRM (excluded from PCO Screening) -Member
Chief, Attrition Section, DLOD, DPRM Secretariat

2. PRO Screening Committee

Asst. Chief, RPHRDD -Chairman
Asst. Chief, RIDMD -Vice-Chairman
All Assistant Chiefs of the other Functional Staff Member
Representative from the Regional Legal Service -Member
Assistant Chief, Regional Health Service -Member
Chief Clerk, RPHRDD(excluded from PCO Screening) -Member
Chief, Attrition Section, RPHRDD -Head, Secretariat

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 3. NSU Screening Committee
Asst. Chief, ADPRM -Chairman
Asst. Chief, ADIDM -Vice-Chairman
All Assistant Chiefs of the other Functional Staff Member
Representative Legal Service -Member
Representative Health Service -Member
Chief Clerk, ADPRM (excluded from PCO Screening) -Member
Chief, Attrition Section, ADPRM -Head, Secretariat

4. NHQ Medical Screening Committee

Deputy Director, Health Service -Chairman
Chief, PNPGH -Vice-Chairman
Chief of Clinics Member
Chief, Orthopedics -Member
Chief, General Surgery -Member
Chief, Internal Medicine -Member
Chief, Neuro Psychiatry -Member
Chief, Urology -Member
Chief, OB Gyne -Member
Chief, EENT -Member
Chief, Dental -Member
Legal Service Representative -Member
HRDD Representative for PFT -Member
Chief, Physical Examination Section -Head Secretariat

c. Functions
1. The Screening Committees shall have the following functions:

a) To receive, review and process a personnel action on attrition and

determine the probable existence of a means of attrition;
b) To direct respondent to answer the personnel action for attrition;
c) To investigate and assess the personnel action on attrition and submit,
through the secretariat, its findings to the concerned Attrition Board;
d) To administer oaths, summons witnesses, require the production of
documents, records, books or other supporting pieces of evidence, as
maybe necessary; and
e) To require the attendance of expert witness/es who may shed light on the
case and perform other processes as may be necessary.

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 2. The Attrition Boards shall have the following functions:

a) To deliberate and decide on the findings submitted by the concerned

Attrition Screening Committee on the personnel action on attrition in
accordance with the circular;
b) To mark all pieces of evidence through the Board Secretariat;
c) To act on the motion for reconsideration filed by the concerned party; and
d) To recommend to the proper authority, through a resolution, the
retirement, separation or retention of the PNP member subjected to
attrition proceedings;
d. Jurisdiction
1. Jurisdiction of Screening Committees
a) The NHQ Screening Committee shall have authority to determine whether
a PNP member organic to offices at the National Headquarters shall be
recommended for attrition proceedings.
b) The PRO Screening Committee shall have authority to determine whether
a PNP member organic to a particular Police Regional Office shall be
recommended for attrition proceedings.
c) The NSU Screening Committee shall have authority to determine whether
a PNP member organic to a particular National Support Unit shall be
recommended for attrition proceedings.
d) The NHQ Medical Screening Committee shall have authority to determine
whether a PNP member shall be recommended for attrition proceedings
due to physical and/or mental incapacity.

2. Jurisdiction of Attrition Boards

a) The NHQ 3rd level PCO Attrition Board shall have jurisdiction over
attrition cases of Police Commissioned Officers holding the rank of Police
Senior Superintendent and above.
b) The NHQ 2nd level PCO Attrition Board shall have jurisdiction over attrition
cases of Police Commissioned Officers holding the rank of Police
Inspector to Police Superintendent.
c) The NHQ PNCO Attrition Board shall have jurisdiction over attrition cases
of Police Non-Commissioned Officers organic to offices of National
Headquarters and all cases referred by the Medical Screening Committee.
d) The PRO and NSU PNCO Attrition Boards shall have jurisdiction over
attrition cases of Police Non-Commissioned Officers organic to their units.

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Section 6. Attrition Proceedings

a. Commencement of Personnel Action on Attrition

1. How Initiated – A personnel action on attrition may be initiated by the filing of

a formal and verified statement with evidence in support thereof before the
DPRM or DHRDD or its PRO/NSU counterparts;

2. Who may Initiate – The following may initiate a personnel action on attrition:

a) The head of office or unit or immediate supervisor; and

b) Any PNP member or NAPOLCOM Personnel who has personal

knowledge that a member of the PNP is subject for possible attrition.

c) Any civilian who has personal knowledge that a PNP member is a subject
for possible attrition due to mental and/or physical incapacity, may submit
a verified report to the concerned PNP unit.

3. Where to File – The personnel action on attrition against a PNP member shall
be filed before the concerned Screening Committee through the concerned
Attrition Section as provided in this Circular.
4. Contents of the Personnel Action – The personnel action on attrition shall
contain the following:
a) Rank, full name, and office/unit of the respondent;
b) Means of attrition;
c) A narration of pertinent facts and data that will help the Screening
Committee in its deliberation;
d) Rank, full name and designation of the person initiating the personnel
action; and
e) Verification.

b. Procedure before the Screening Committees

1. Recording of Personnel Action - A personnel action on attrition shall,
upon receipt, be stamped on its face the date and time of its receipt with an
assigned reference number and shall be recorded in the committee journal
exclusively maintained for that purpose.
2. Initial Assessment and Inquiry - Upon receipt of a personnel action on
attrition, concerned Screening Committee will review, investigate and assess the
same to determine the probable existence of a means of attrition and submit to
the concerned Attrition Board its findings and forward all relevant documents
within 10 working days from receipt thereof as follows:

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 a) The screening committee shall, within five days upon receipt, notify the
respondent of such personnel action on attrition and direct him/her to
answer the action within five days upon receipt;
b) Failure of respondent to file an answer within the reglementary period
shall be considered as a general denial of the charges;
c) Proceed with the investigation and submit findings to the Board, through
the secretariat, within five days from filing of the answer by respondent or
after the lapse of respondent’s reglementary period to file an answer, copy
furnished the respondent; and

d) Evaluation by the Screening Committee and Filing of Findings before the

Attrition Board.

c. Procedure before the Medical Screening Committees

1. The following may be the basis for evaluation of physical and/or mental
incapacity of any PNP uniformed personnel:

a) Referral from DPRM, DHRDD or its PRO/NSU Counterparts. Advise walk

in applicant for TPPD at Philippine National Police General Hospital
(PNPGH) to get referrals from DPRM.

b) Recommendation of Attending Physician from PNPGH.

2. Physical Examination and Profiling of PNP uniformed personnel:

a) Assignment of Attending Physician (AP) - After receiving the

communication from PRBS, DPRM, the C, PNPGH shall immediately
assign an attending physician (AP) specializing on the nature of the
complaint or sickness of the PNP uniformed personnel.
b) Conduct of Initial Physical Examination (PE) – The AP shall conduct the
initial physical examination. He/She shall complete his/her initial diagnosis
within 15 working days after endorsement from DPRM, DHRDD or its
PRO/NSU counterparts. The AP shall:

1) Recommend confinement/admission at PNPGH, if necessary;

2) Conduct thorough PE & necessary diagnostic work-up;

3) Evaluate the physical and/or mental fitness of the PNP personnel in

accordance with the medical conditions enumerated in PNP Circular
No. 2000-010 and other relevant circulars;

4) Profile the patient-examinee into P1, P2, P3 or P4; and

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 5) Submit findings of any patient categorized as Profile 4 (P4) to the
Medical Screening Committee (MSC), through the MSC Secretariat
(PE Section) not later than two days after completing his/her
physical examination for proper disposition.
3. Physical and Mental Screening of PNP Personnel:
a) The MSC shall convene within five days from the submission of
reports/findings of the AP.
b) Review and Confirmation – The MSC shall review the physical
examination of the AP and recommend confirmation of findings not later
than three days after completing review and evaluation, in the form of a
MSC Resolution stating, among others, the need to separate or retire the
PNP personnel due to physical or mental incapacity. The MSC shall:
1) Recommend the PNP uniformed personnel to return to unit upon
completion of confinement in case he/she is not categorized as P4;
2) Recommend to DPRM through a Medical Screening Committee
Resolution, the separation from the police service of the PNP
uniformed personnel who is a candidate for attrition by means of TPPD
if the respondent consents; and
3) Submit to the attrition board its findings for attrition proceedings if the
respondent refuses to avail of TPPD including findings on whether a
respondent can perform alternative PFT.

Section 7.Attrition Proceeding Proper

a. Filing before the Attrition Board

The personnel action on attrition shall be deemed formally filed and pending
before the Attrition Board upon receipt and entry of the same in the official journal of
the board. The Board, tasked to maintain the official journal of attrition proceedings,
shall inform the Directorate for Personnel and Records Management (DPRM) of the
status of all proceedings, as well as the PNP unit where the respondent is assigned.
b. Summons

Within three days from receipt of the personnel action on attrition by the
Board, the Head Secretariat shall summon the respondent, directing him/her to
submit his/her memorandum within five days from receipt thereof, together with
evidence to prove his/her non-attritability from the police service. The summons shall
include the verified statement of the personnel action on attrition and evidence
supporting the latter action. The summons shall also include an advice that the
respondent may avail of his/her right to counsel.
1. Memorandum – Respondent’s memorandum shall be in writing, under oath
and must contain material facts, which may either be a specific denial or

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 affirmation of the allegations in the complaint. It shall be accompanied by
documentary or other evidence, if there be any, in support of his/her defense. It
shall also contain a list of witnesses and their individual addresses, whenever
appropriate. The memorandum shall be filed with the concerned Board, through
the Secretariat, in three copies personally or by registered mail.
2. Any subsequent memorandum submitted to the Board may be done through
registered mail and it is deemed filed on the date and hour of receipt stamped by
the post office on the envelope. Said envelope shall be kept and made an
integral part of the memorandum and records of the case.
3. Effects of Failure to file a Memorandum and to Appear – Failure of the
respondent to file a memorandum within the reglementary period shall be
considered a waiver of his/her to present evidence in his/her favor.

c. Convening of the Attrition Board

Within three days upon receipt of the memorandum, the Head Secretariat
shall immediately convene the Attrition Board requiring the personal appearance
of the respondent. Failure of the respondent to appear before the concerned attrition
board despite due notice shall be considered a waiver of his/her right to be present
and to be heard. In the latter case, the attrition proceedings may then proceed ex-
parte.

1. Order of Attrition Proceeding – The order of the attrition proceedings shall be

as follows:

a) The Chairman of the concerned Screening Committee shall present its

findings on the personnel action on attrition; and

b) The respondent shall then present evidence in support of his/her non-

attritability.

d. Nature of Proceeding

1. The proceeding is generally summary in nature. The presentation of

witnesses may be allowed only upon the discretion of the Chairman of the
Board. Documents presented during the proceedings may be examined by
the other party. Sworn statements/affidavits of witnesses, after proper
identification and affirmation on the truth of the contents thereof, shall take the
place of their oral testimony.

2. Clarificatory questions may be allowed, if requested by either party but

shall be confined strictly to material and relevant matters in the interest of
equity and justice.

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 3. Postponement – Postponement of the attrition proceeding should be
discouraged and shall be allowed only in highly meritorious cases.
4. Allowable Motion – No motion or pleading shall be allowed except Motion to
Dismiss and Motion for Reconsideration.
e. Termination of Attrition Proceedings

The attrition proceedings shall be terminated within 20 working days from the
date the Board first convened.

f. Submission of Position Papers

The Attrition Board may require the respondent to submit his/her position paper
within five working days from the date the order to submit position paper is
received.

g. Final Deliberation

A majority vote of the members present constituting a quorum,

which is a simple majority among the regular members of the Attrition Board, can
render a valid resolution. The chairman shall not vote on the resolution during the
deliberation except to break a tie.

1. Submission of the Resolution – The Attrition Board shall submit its resolution
to the appropriate approving authority. A copy shall likewise be furnished to
the respondent. The resolution shall contain the full name, rank and
assignment of the respondent; the means of attrition and its elements; a brief
statement of the material and relevant facts; the findings as established
during the attrition proceedings based on applicable laws, rules and
regulations, jurisprudence; conclusion; and recommendation.
2. Respondent Found Attritable for a Means of Attrition Different from
which he/she was initially subjected to – A respondent may be attrited under a
means different from which he was initially subjected to: Provided, that the
elements of the said different means for which he/she may be attrited are
proven after the respondent has been given the opportunity to contest the
same.
h. Finality of Decision

The decision of the appropriate approving authority imposed upon a PNP

member shall be final and executory when no Motion for Reconsideration or appeal

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within the period provided under this Memorandum Circular was filed. However, the
filing of a motion for reconsideration shall stay the implementation of the decision.
1. Motion for Reconsideration – The respondent may file a motion for
reconsideration from the decision rendered by the appropriate approving
authority within 10 days from receipt of a copy of the decision. Only one
motion for reconsideration shall be allowed and the same shall be considered
and decided by the disciplinary authority within five days from receipt thereof.
The filing of a motion for reconsideration by any party may be allowed on the
following grounds:

a. Newly discovered evidence which, if presented, would materially affect the

resolution rendered; or
b. Errors of law or irregularities have been committed prejudicial to the
substantial rights and interest of the movant.

2. Appeal – Except for third level PCO’s, the decisions of the approving
authority may be appealed to the Commission En Banc and shall be taken by
the respondent by filing a notice of appeal with the approving authority within
10 days from receipt of a copy of the decision, copy furnished the concerned
Attrition Board.

a. Notice of Appeal and Memorandum On Appeal – A Notice of Appeal shall

be filed in three legible copies which shall contain the following: 1) the
material dates showing that it was filed on time; and 2) the assignment of
the specific errors of fact or law, or both, and allegedly committed by the
approving authority.

b. The respondent-appellant shall submit a Memorandum on Appeal in three

legible copies not later than 15 days from the filing of the notice of appeal.
However, the memorandum on appeal maybe submitted upon filing of
the notice of appeal. Proof that copy of the memorandum on appeal was
served to the Attrition Board must be submitted by the respondent-
appellant.

3. Alternative Remedies – Plea for optional retirement or other mode of

separation from the police service by the respondent before the Attrition
Board at any stage of the attrition proceedings before the final board
deliberation shall automatically terminate the attrition action.
a. Effect of Death – Death of the respondent during the pendency of the
attrition action shall terminate the proceedings. Barring legal
impediments, the personnel concerned shall be posthumously retired if
he/she has rendered at least 20 years of accumulated service and
posthumously separated if he/she has rendered less than twenty (20)
years of accumulated service.

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 b. Records of Proceedings – The entire attrition proceedings proper shall be
recorded and transcribed. A journal shall be maintained by the said Board
and shall contain, among others, the following data of the proceedings:
date and time of receipt from the Screening Committee, the case number,
the name of the respondent, the means of attrition he/she is subjected to,
the date of the decision was rendered; date the motion for reconsideration
was filed; date the decision became final and certificate of finality was
issued; and other relevant and material data.
A journal shall be maintained by the said Board and shall contain,
among others, the following data of the proceedings: date and time of
receipt from the Screening Committee, the case number, the name of the
respondent, the means of attrition he/she is subjected to, the date of the
decision was rendered; date the motion for reconsideration was filed;
date the decision became final and certificate of finality was issued; and
other relevant and material data.

Section 8. Approving Authority–The following are the approving authorities for the
attrition:
a. The President of the Philippines shall be the approving authority for the
attrition of third level PCOs.

b. The Chief, PNP shall be the approving authority for the attrition of all second
level PCOs and PNCOs organic to offices at the National Headquarters.

c. The Regional Director shall be the approving authority for the attrition of all
PNCOs organic to their respective PRO.

d. The NSU Director shall be the approving authority for the attrition of all PNCOs
organic to their respective NSU.

References: a. NAPOLCOM Memorandum Circular No. 2008-005 and its IRR.

b. PNP Circular No. 2000-010 Separation from Police Service of
Active Uniformed Personnel Due to Physical Disability.

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