- The institutionalization of a career management

program of PNP uniformed personnel is

envisioned to promote its professional competence
and the development of management
1. General objectives –
to develop the PNP uniformed personnel with
appropriate knowledge and skills to meet the
functional requirements of the PNP:
 2. To prepare them for service in positions of
major responsibility involving the integration
of various functions of the PNP , in the context
of the overall development program of the
government.
 1. to provide the PNP uniformed personnel the
opportunity of pursuing a balanced and well
rounded career in the PNP through a system of
assignment rotations and in-service .
 To develop career consciousness in every PnP
uniformed personnel by prescribing duties and
responsibilities best suited to hhis\ her grade
and skills .
 To guide the pnp head of offices and or units in
arriving at sound decisions in the assignment
rotation of their subordinate officer to
prescribed duty areas,
 To make pnp uniformed personnel well versed
in the overall administration and operation of
the criminal justice system
 This program includes officers and non officers
of the PNP. It shall cover a period 35 years
maximum career service expectancy.

Career management program for PNP Officers

1. Policies

a. The number and skills of PNP officers to be

developed are determined by organizational
requirements as requirements .
 2. Career management program shall be
undertaken through the following schemes:
a. Planned and progressive rotation of duty and
area assignments .
b. Officer professional education and training
system.
c. Officer evaluation system
d. Officer promotion system
e. Individual participation in professional
development
f. Professional development counselling
 3, those who are relieved for cause due to
administrative \criminal cases. Inefficiency
unsatisfactory performance . Abusive conduct
and other acts that are inimical ti the service
shall not be included,
 Shall be conducted in 5 phases corresponding
to typical duty assignments that can be
expected during each phase and a progression
of education and training oppurtunities.
 A. Career Entry Phase –
- The goal of this phase is to commence the
development of POLICE INSPECTORS ,
- In primary specialty areas by affording them
the opportunity to acquire maximum practical
management and leadership experience and
basic knowledge of the professions
 The goal of this phase is to continue the
development of POLICE SENIOR
INSPECTORS in primary specialty areas and
initiate their growth in several alternate
specialities while continuing to grow in
practical management and leadership
experience and professional knowldege and
skills .
 The goal of this phase is to continue the
development of POLICE CHIEF INSPECTORS
 - in primary specialty areas while emphasizing
develoment in several alternate specialities
 The goal of this phase is to continue the
development of POLICE SUPERINTENDENTS
 - In primary and alternative specialties for
them to acquire command and staff experience
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