Human Resource Management HRM

Module 2 – Police Administration
Human Resource
Management
Public Safety Junior Leadership Course

Recruitment
Definition of Terms:
 Applicant - any individual who applied for appointment as

PO1 through submission of an accomplished PNP PO1
Application Form to the Recruitment Office - online, by mail or
in person.
 Application Form - refers to RSD DPRM Form 2014-1A to be

accomplished and submitted by the applicants to the
recruitment office.

• Appointment - the designation granted by a PNP officer

authorized by law to a candidate who meets all the requirements
and qualifications of a PO1.

• Attestation Folder - set of documents to be submitted by

applicants who passed the initial screening process to the
Recruitment Office containing the following mandatory
requirements.

 Attestation Folder contents:
CSC Personal Data Sheet (Revised 2005)

Certificate of Eligibility
NSO Birth Certificate
Transcript of Records/Diploma
Local Clearances
Barangay Clearance
Police Clearance
NBI Clearance
Mayor's Clearance

 Attestation Folder contents:

prosecutor's Clearance
RTC/MCT Clearance
2 pcs. 2X2 colored ID picture with white background
1 pc 4r whole body picture
1 pc bust size picture
Certificate of Good Moral Character (issued by the
College/University)
2 valid IDs
Affidavit of Undertaking (RSD DPRM Form 2014 -1B

 Candidates - are applicants who passed all stages of the

recruitment process and are deemed qualified for appointment
as PO1.
 Notice of Recruitment - it is the official announcement of the

different Recruitment offices on the start and the last day of the
acceptance of application.

 Probationary Period - the initial 12 months of employment

period when the appointment of newly recruited PO1 is in
temporary status pending completion of the Public Safety Basic
Recruit Course (PSBRC) and the Field Training Program (FTP).

 Publication of Vacancies - the announcement of the vacancies

in coordination with the Civil Service Commission (CSC) as
required by R.A. No. 7041 (Publication Law).
 Recruiting Units - refer to PROs/NSUs with allocated

recruitments quota and are authorized to process applications to
fill the quota.

 Recruitment Cycle - refers to the sequential processes in

recruitment from the issuance of notice of recruitment to the
appointment of successful candidates. The annual
recruitment program is composed of several recruitment
cycles until the annual quota of the recruiting unit is filled-up.

 Recruitment Office - refers to a dedicated Office in every PRO

and selected NSU headed by a Police Chief Inspector and
assisted by at least three Police Non-Commissioned Officers
(PNCOs) and three Non-Uniformed Personnel (NUP) that shall
continuously initiate and conduct extensive information
dissemination, pre-assessment of applicants, acceptance of
folders initial evaluation of the submitted documents and
facilitation of the entire screening and selection process.

Quota allocation shall be determined based on the

following criteria;
 Attrition Quota- base on the annual personnel of PNP office

units (due to retirement, death, dropping from the rolls,
dismissal, resignation from the police service and other modes
of attrition.

• Regular Quota- vacancies covered with yearly allocation

from the general appropriations intended to beef up the
manpower complement of PROs and selected NSU to
strengthen their operational capabilities.

• The recruitment quota allocated to qualified women applicants

shall not be less than 10% but NOT more than 15% of the
annual quota.

GENERAL QUALIFICATIONS:
 A citizen of the Philippines;
 A person of good moral character;
 Must have passed the psychiatric/psychological, medical and
dental, and drug test to be administered by the PNP Health
Service & Crime Lab Group or by any NAPOLCOM accredited
government hospital for the purpose of determining the
appointee’s physical and mental health;
 Must possess a formal baccalaureate degree from a recognized
learning institution;

• Must be eligible in accordance with the standards set by the

Commission;
• Must not have been dishonorably discharged from military

employment or on AWOL or Dropped from Rolls from the PNP
service or dismissed for cause from any civilian position in the
Government;

• Must have no pending criminal case in any court, including at the

Office of the Ombudsman or administrative case if he/she is
already an employee of the government;
• Must not have been convicted by the final judgment of an offense

or crime involving moral turpitude;

• Must be at least one meter and sixty-two centimeters (1.62m) in

height for male and one meter and fifty seven centimeters
(1.57m) for female;
• Must weigh not more or less than five kilograms (5.0kg) from the
standard weight corresponding to his/her height, age and sex;
• Must not be less than twenty one (21) nor more than thirty (30)
years of age.

Appointment under A Waiver Program
A. Conditions on Waivers for initial Appointment to the PNP
1. The age, height and weight for initial appointment to the PNP may
be waived only when the number of qualified applicants falls below
the approved national/regional quota.

B. Factors to be considered in the Grant of Waivers

1. Outstanding accomplishments or possession of special skills in
law enforcement, police work, martial arts, marksmanship and
similar skills.
2. The requirement shall be waived in the following order:

a. Age
b. Height
c. Weight

Initial Screening
 The applicants who qualify in the pre-assessment shall be
notified by the Recruitment Office and shall be required to
appear before the recruitment officer and will be required to
bring the following:
 NSO Birth Certificate
 2 Valid Identification Cards with Picture
 Certificate of Eligibility
 Transcript of Records/Diploma

 The Recruitment Officer shall conduct a face to face interview

with the applicant to observe his demeanor, physical
appearance and to initially evaluate the accuracy of the
information indicated in his/her application form based on the
available supporting documents.

The applicant shall pass all PAT events as follows:
Sequence Event Passing/Score
MALE FEMALE
1 1 Minute Push-up 35 reps 25 reps (Bench
push-up)
2 1 Minute Sit-up 35 reps 25 reps
3 3 Kilometer run 19 mins 21 mins

• Candidates shall be rated "Passed or Failed" only. Absolutely,

there shall be no retake of the PAT or any of the events within
the same recruitment cycle.

Screening Proper
 The PPE shall be administered to all applicants by the PNP
Health Service. All applicants who passed the initial screening of
the different Recruitment Offices shall be allowed to take the
Intelligence Quotient (IQ) Test. Only applicants with an IQ of at
least "Average" shall be allowed to continue the next part of the
PPE, which is the Personality Test;
 Applicants shall be read as "recommended" or "not

recommended" ONLY.

• The PMDE shall be conducted to all PPE passers by the

PNPHS or accredited diagnostic centers under the supervision
of the PNP Medical Officer and NAPOLCOM representative.
The items to be covered by the PMDE are specified under PNP
MC No. 2000-010.

• The Crime Laboratory shall conduct the Drug Test. All

applicants shall be subjected to random drug test anytime after
passing the PPE, PMDE or PAT. Applicants for drug test shall
also be identified by their designated code numbers.

• The CBI shall be conducted on all PPE passers. The CBI shall
determine their reputation and possible involvement in any
criminal activities, violent incidents, or membership in any
dubious or terrorist organization. The CBI shall be conducted by
the Directorate for Intelligence (DI) through its operating units,
like the Intelligence Group (IG) and the Regional Intelligence
Division (RID).

• The results of the CBI shall indicate an evident remark either

RECOMMENDED or NOT RECOMMENDED with emphasis
on applicant's derogatory records, if any. Applicants may be
informed of such derogatory records, if necessary.

• The validation of the results of the CBI shall continue during

the 1 year probationary period. The PNP may seek the
assistance of the AFP Intelligence Offices/Units in the
conduct of the CBI of police applicants.

The Recruitment Office, upon receipt of any serious and validated

derogatory record/information, shall turn over the report to
DIDM/DI, as the case may be, for appropriate action Any serious
and validated derogatory record and/or information shall be a
ground for the recruit's termination from the service.

Processing of Appointments
 The Attestation Section of the Recruitment Office shall prepare

the attestation folder of the candidates for appointment
containing the following documents:
• CSC Personal Data Sheet (Revised 2005)
• NSO Birth Certificate
• Diploma and Transcript of Records
• Certificate of Eligibility (Authenticated by issuing office)
• NBI Clearance
• Physical Examination Results

 The Attestation Section shall also prepare the KSS Porma Blg. 33
in four copies to be distributed as follows:
• Original - To be returned to the appointee after attestation

• Duplicate - CSC
• Triplicate - RPHRDD/ARMD of the Recruiting Office
• Quadruplicate - RSD, DPRM

• The Oath-taking shall be scheduled immediately but not

earlier than the issuance and effectivity of the appointments.
All female candidates for appointment (after the draw lots in
case candidates exceeds the quota) shall undergo pregnancy
test 1 day before the scheduled oath taking to be conducted
by the HS. Any female candidate found pregnant shall not be
appointed.

Orientation and Training

• The initial appointment granted to PO1 is temporary in nature
for a period of one year within which the recruits are required
to complete the PSBRC for six months and the FTP for
another six months.

Promotion
• Promotion- is the advancement of personnel from one rank to
another with an increase in duties and responsibilities as
authorized by law and accompanied by an increase in salary.

• Promotion in the PNP shall be based strictly on merit, fitness

and qualifications. No member of the PNP shall be eligible for
promotion unless he/she meets the mandatory requirements as
provided for in Section 33, RA 8551.

• Promotion quota shall be based on the variance of approved

vacancies per rank in order to maintain the pyramidal structure
of the organization and to allow the upward movement of the
personnel in the rank structure.

 General Guidelines and Policies:
Computation of Promotional Vacancies/Quota
• The promotional quota distribution for D-Staff and NSUs shall be

based on the actual number of personnel of the offices/units vis-a-
vis the rank identified in the DPL approved staffing pattern;

 The promotional quota distribution for PROs shall be based

on the following:
• Police to Population Ratio;

• Personnel Filled-up based on percentage distribution in
NAPOLCOM MC No. 2003-013;
• Vacancies after the promotion; and
• Use of the following mathematical formula:
P (Percentage) = B (Base) X R (Rate)

 Note:
• P- Total no. of promotional vacancy

• B- Actual no. of personnel
• R- Percentage distribution per rank as per NMC 2003-013

 The consideration in the distribution of promotion

quota for the rank of PO2 and PO3 shall be
determined by the following factors:
 Actual number of personnel on the said ranks;
 Authorized number of personnel per unit;

 The number of qualified candidates; and
 Other prevailing rules, policies, and guidelines.

 Creation of promotion Board/Committee/Secretariat:
Functions;
The Promotion Board shall the following functions:
 The Chairman of every Promotion Board shall attend the general

meeting/conference prior to commencement of every Promotion
Program to have a uniform/standardized criteria of
selection/promotion (NHQ PCINSP Board Resolution No. 2016-
08).

• Review and deliberate the resolutions and worksheets submitted

by the PRO/NSU Promotion Committees.
• Re-evaluate the qualifications of the candidates. When deemed

necessary, the board may conduct verifications or direct
subordinate units to conduct discreet investigation of candidates;

• Approval/Sign of Final Promotion Resolution and Worksheet

presented by the secretariat; and
• After review, screening and deliberation, the NHQ Promotion

Board shall thereafter recommend the C,PNP the approval of
the Resolution and the issuance of orders to the recommended
candidates for promotion.

 Secretariat
• A secretariat shall be created at the NHQ, PROs and NSUs. The

DPRM, Chief, RPHRDD and Chief, ARMD shall issue orders on
the designation of the chairperson/members of the secretariat at
the start of every promotion cycle with the following functions:

• Accepts, reviews, scrutinizes, and screens all submitted folders

and evaluates the qualifications of candidates based on
established CSC/NAPOLCOM/PNP guidelines and issuances;
and
• Prepares worksheet and resolutions which shall be presented to

the promotion Board/Committee for their approval and signature .

 It shall strictly scrutinize the following mandatory

qualifications and collateral requirements of candidates
for promotion. Application folders of applicants should
contain an updated PAIS PDS with the following:
a.3.a) Minimum Mandatory Qualification Requirements
a.3.a.1) TIG/Experience;
a.3.a.2) Education;
a.3.a.3) Mandatory Training; and
a.3.a.4) Eligibility.

a.3.b) Collateral Requirements
a.3.b.1) Rank Seniority;

a.3.b.2) Awards on Present Rank;
a.3.b.3) IPER;
a.3.b.4) Interview;
a.3.b.5) Drug Test;
a.3.b.6) PPE
a.3.b.7) E-Learning;
a.3.b.8) Original Copy of NBI Clearance; and
a.3.b.9) Other requirements set by the Board.

a.) For SPO4 applying for promotion to PINSP, the following

Collateral Requirements shall be strictly complied:
b) Must have an experience on a supervisory position for a period

of at least six months, such as ESPO, Chief Clerk, or Team
Leader among others (i.e. for administrative, operational and
investigation functions such as Detachment, Outpost/PCP, Traffic
Section etc.); and

c) The Board/Committee may require other requirements like SLL

which it deems necessary to break the deadlock and support its
evaluation and deliberation of the qualified of the qualified
candidates to be promoted to the next rank.

d) The Promotion Secretariat at the PROs, NSUs, IAS, and

Admin Officers at the NHQ (Command Group, D-Staff, and P-
Staff) shall only require from the applicants the following
documentary requirements (Folder A - for PNP copy and Folder B
- for CSC attestation).

a.7.a) PNP Requirements for Promotion (Folder A):
a.7.a.1) Checklist of requirements for promotion (see Annex “E”);

a.7.a.2) Application for Promotion and Affidavit of Undertaking,
a.7.a.3) Updated PNP PAIS Generated PDS;
a.7.a.4) Certification from the Court and Quasi-Judicial Body. (For
those with pending criminal/administrative case/s only);
a.7.a.5) Original Copy of NBI Clearance; and
a.7.a.6) Authenticated KSS/Attested Appointment on Present Rank.

a.7.b) CSC Requirements for Attestation (Folder B):
a.7.b1) Attestation Process Checklist (Annex J);

a.7.b.2) CSC PDS (Revised 2017);
a.7.b.3) Authenticated Proof of Eligibility;
a.7.b.4) Authenticated Proof of Mandatory Training from PPSC
(Certificate of Completion, Declaration of Graduates and
Final Order of Merit); and
a.7.b.5) Authenticated KSS/Attested Appointment of Present
Rank.

 Computation of Time-In-Grade/Experience
The following shall be the basis in the computation of

experience/time-in-grade requirements for promotion of candidates:

1) The computation of TIG/Experience shall be reckoned from

the date of appointment by the appointing authority of Komisyon
ng Serbisyong Sibil (KSS) porma bilang 33, whether such
appointment is "permanent" or "temporary" until the date the
applicant filed his/her application for promotion; .

2) The cumulative period of AWOL, DFR and suspension incurred

by a candidate in his/her present rank shall be deducted from
his/her TIG; except if the candidate was exonerated of the charge/s
or was not meted with any administrative penalty (i.e. suspension,
forfeiture of pay, reprimand, among others) expressly provided in
the order, as a consequence of the AWOL or after being dropped
from the rolls or any other grounds.

3) The TIG of a candidate who was demoted or reverted to previous

rank shall be reckoned from the date of his/her permanent
appointment in the effective date of the order of such demotion or
reversion; and

4) The counting of TIG/Experience of applicants who were promoted

in CY 2004 or earlier shall be reckoned from the date of effectivity
indicated in the promotion orders. However, should the attestation of
promotion was complied with only after December 31, 2010, the
counting of TIG/Experience shall be reckoned from the date of
compliance or the order of approved KSS attestation pursuant to
NAPOLCOM Resolution No. 2007-540 dated December 11, 2007
and NAPOLCOM MC No. 2008-008 dated May 5, 2008.

 Appointment
The appointing shall approve or disapprove the recommendation
for promotion submitted by the different promotion boards. If the
appointing authority disapproves the recommendation, he/she
should cite clearly and convincingly the errors, mistakes, and the
grounds relied there from.

 Disqualification for Promotion:

a. Those who are already 55 years old or has less than one year of
police service upon the effectivity of promotion order as provided in
Sec. 25 of RA 8551 or who has filed an optional or an order of
retirement was issued under the principle of one year bar rule;

b. Those who have pending criminal cases (with information) filed

in Court/Sandiganbayan for less than two years counting from the
date it was filed in regular court with "crime/s including, but not
limited to a violation of human rights punishable by reclusion
perpetua or life imprisonment and the court has determined that
the evidence of guilt is strong, "subject to the provision of RA 9708;

c. Those who are serving penalty of suspension during the

promotion program (April 1, 2017 to July 31, 2017 and August 1,
2017 to December 31, 2017) Rule 22 Section 6 (b) of
NAPOLCOM MC No 2007-001;

d. Those who have filed their optional retirement and Total

Permanent Physical Disability, the effectivity date of which will fall
under the one year prohibition period. Should such have been
uncovered after the personnel were already promoted, the
promotion order and the KSS attestation shall be recalled. The
salary paid to the personnel corresponding to the rank adjusted
shall be deducted from his/her retirement benefits;

E. Those who were detained or incarcerated by virtue of the order

of the court, regardless of whether or not the resolution would
result in exoneration and the dismissal of the case is held in favor
of the personnel. The cumulative period of detention shall be
deducted from the computation of his/her TIG and his/her leave of
absence is without pay. However, the period covered by approved
leave with pay of personnel who are under detention shall be
included in the TIG;

f. Those who have ratings lower than Very Satisfactory (VS) in

any of the past two rating periods, or those who have no IPER as
required in Rule VI, Section 5 (a) of the Omnibus Rules
Implementing Executive order No. 292 of the Civil Service
Commission;

G. Those rated poor in his/her performance evaluation rating (PER)

caused by excessive Demerits for the period covered (NAPOLCOM
MEMORANDUM No 2010-003 sec 9 Para (a);

h. Those who failed to take or failed to pass the current Physical

Fitness Tests (PFTs) or Annual Physical Examination (APE) for 40
years old and below without valid and acceptable reason supported
by medical certificate as validated and recommended by the PNP
Health Service;

i. Those who were restored to full duty status after serving more
than 30 days suspension, unless they are designated to an
administrative or operational duty for at least six months upon
effectivity of the order of reinstatement;

k. Those technical service PCOs who were originally commissioned

and detailed outside their unit and/or appointed in the technical
service unit but presently assigned, designated, and/or occupying
positions exclusively for the line officers shall only be allowed to
apply for promotion, in the technical service unit where they were
originally commissioned and/or appointer. Except, those technical
PCOs who were allowed, justified, and approved by the C, PNP to
occupy line positions;

L. Those applicants who shall not satisfy the mandatory minimum

qualification standards on the cut-off date to submission of folders.

 Complaints and Grievances:
• Composition and Procedure
PNP personnel are encouraged to file a petition for

grievance if he/she feels that he/she was not given equal
opportunity and was not treated fairly in the selection of
candidates for promotion. The following shall be observed in the
filing of promotional protests, complaints, and the disposition
thereof;

a. Composition of Grievance Committee

• The composition of Grievance Committee shall be the same
as the composition of the promotion Board/Committee.

b. Procedures in Grievance
1.) All protests and complaints subject of grievance shall be
resolved and decided in accordance with the provision of PNP
Circular No. 2008-016 on the Policy Grievance Mechanism for the
PNP Uniformed Personnel. However, since no specific provision is
prescribed for complaints/grievance on promotion, said PNP
Circular shall be suppletory in application to this CMC;

2.) Protests/grievance or complaint shall be submitted by an

aggrieved candidate to the PROs/NSUs promotion Committee (for
PCOs) and PROs/NSUs Promotion Board (PNCOs). It shall be in
writing accompanied by formal evidence and filed directly to the
Promotion Committee/board at the PROs/NSUs within five days
after release of the promotion order.

3.) The PROs/NSUs Promotion Board/Committee shall resolve the

protest/grievance or complaint within ten (10) days from receipt,
otherwise, the complainant may elevate his complaint to the NHQ
Promotion Board;

4.) The candidate may appeal the resolution of the PROs/NSUs

Promotion Board/Committee before the NHQ Promotion Board
within five (5) days upon receipt of the adverse decision. The NHQ
Promotion Board shall have fifteen (15) days within which to resolve
the appeal/complaint;

5.) The protest/grievance or complaint shall not be relegated to the

NHQ Promotion Board without the final resolution or disposition of
the PROs/NSUs promotion Board/Committee unless the ten (10)
day period as provided in item 3 above has already lapsed without
the PROs/NSUs Board/Committee having resolved the
protest/grievance or complaint;

6.) The PROs/NSUs Promotion Board/committee shall not pass

upon the merits of the protest/grievance or complaint unless it is
based on any of the grounds as provided in item 7 below. The
complainant has the burden of proving that any of the grounds
exists;

7.) Protests/complaints shall only be entertained if these pertain

and arose from the wrongful application and non-implementation
and/or violation of policies and procedures on promotion which
affect the PNP uniformed personnel to include other related
causes such as the following:

a) Conduct of the evaluation and screening of applicants;

b) Application of the rating system in ranks with "limited quota";
c) Actual computation of ratings; and
d) Grave abuse of discretion.

8.) The decision of the PROs/NSUs Promotion Board/Committee

shall be in the form of a memorandum duly signed by the Chairman
Promotion Board/Committee and/or in a Resolution form, if it
requires matters involving the approval of the en banc;

9.) In the event that the PROS/NSUs Promotion Board/Committee

or the NHQ Promotion Board as the case maybe, finds the
protest/grievance or complaint in order ,the concerned Promotion
Board/Committee shall immediately inform the appointing authority
or its decision and make the necessary adjustments in its
recommendation for promotion in case of favorable decision; and

10.) The protest, grievance, complaint or appeal must be filed and

brought before the appropriate body within the reglementary period,
otherwise it will be dismissed by virtue of laches or for being filed out
of time.

Retirement/Death Benefits
 Pertinent Retirement Provisions
 Sec.39, RA 6975 - Compulsory Retirement (56 Years Old)
 Sec.40, RA 6975 - Optional Retirement (20 Years of active

service)

Sec.35, RA 8551 - Total Permanent Physical Disability (TPPD)

Retirement (Applies to a member who is permanently and totally
disabled as a result of injuries suffered or sickness contracted in the
performance of his duty (Sec.73, RA 6975 as amended).
Sec.74, RA 6975 - One (1) Rank Higher Benefits (requires at least

one year of active service in the permanent
grade).
Sec.34, RA 8551 - Retirement Benefits (Sec.75, RA 6975 as

amended)

• Monthly retirement pay shall be fifty percent (50%) of the

base pay and longevity pay of the retired grade in case of 20
years of active service, increasing by 2.5 % for every year of
active service rendered beyond 20 yrs. to a maximum of
90% for 36 years of active service and over:

• PROVIDED that the uniformed personnel shall have the option

to receive in advance and in lump sum his retirement pay for the
first five (5) years; provided further that payment of retirement
benefits in lump sum shall be made within six (6) months from
effectivity date of retirement and/or completion

• Sec.76, RA 6975 - Death/disability Benefits

• Sec.71, RA 6975 - Longevity Pay Benefits
• Compulsory and Optional Retirement Benefits
• Outright Pension or 36 Months Lump Sum

Sec.76, RA 6975 - Death/disability Benefits

Sec.71, RA 6975 - Longevity Pay Benefits
Compulsory and Optional Retirement Benefits

 Outright Pension or 36 Months Lump Sum
 Commutation of Accumulated Leave (CAL)

 Lifetime Monthly Pension of 50% of (BP + LP) in case of 20

years of active service, increasing by 2.5 % for every year of
active service rendered beyond 20 yrs to a maximum of 90%
for 36 years of active service and over, which shall be restored
3 years after retirement date in case of Lump Sum.

 Old Age Pension
• Former AFP members - upon attaining age of 65, & have

served military for at least 6 years (PVAO); and
• Former INP members, GSIS grants pension upon attaining
age of 60

 3 Years Lump Sum (Sample Computation)
Retiree: SPO4 Juan Dela Cruz
Status : Permanent 1yr prior to his retirement

LOS : 33 yrs x 2.5 = 82.5%
6mos x .208 = 1.24
15days x.00694 = .10416 = 83.85%
Base Pay (Insp.) 28,839.00
Long Pay (5th LP) (+) 16,170.50
45,009.50
Percentage Allocated to the Service (x) 83.85%
Monthly Pension = 37,740.46
(x) 36 mos
Three Years Lump Sum 1,358,656.76

 Computation of Commutation of Accumulated Leave (CAL)
Base Pay xx,xxx.xx

Long Pay (+) x,xxx.xx
xx,xxx.xx
Constant Factor (x) 0.0478087
Number of Leave Credits (x) xxx.xx
Comm of Leave Amount x, xxx, xxx. xx

 Computation of Long Pay
5thLP x 50% The Constant Factor was Derived

from this Formula
4thLP x 46.41% 365 = Days in a Year
3rdLP x 33.1% 104 = Saturdays and Sundays in a
Year
2ndLP x 21% 10 = Legal Holidays (Provided by
EO 292) in a year
1st LP x 10% 12 12
_____________________= 0.0478087
365 – (104+10) 251

 TPPD Retirement Benefits
 Gratuity of one (1) yr. salary (PNP)
 Commutation of Accumulated Leave (CAL)
 Lifetime Monthly Pension equivalent to 80% of last salary in the

active service, upon approval of TPPD
 Adjustment of Monthly Pension w/ increase in pay of personnel in

active service (20 yrs& above)

 Old Age Pension
 Former AFP members - upon attaining age of 65, & have served
military for at least 6 years
 Former INP members, GSIS grants pension upon attaining age of

60
 Other benefits payable by the NAPOLCOM pursuant to PD 1184
 Gratuity equivalent to one (1) yr Basic Pay or P6,000.00,

whichever is higher (NAPOLCOM)

 Lifetime Monthly Pension equivalent to 80% of last Basic Pay in

the active service, upon approval of TPPD.
 Reimbursement of reasonable expenses for medicines,

medical attendance, hospital fees, transportation expenses and
subsistence
 Restoration of deducted leave credits

Computation: TPPD Retirement Gratuity Equivalent

to 1 Year Salary
(BASE PAY+LONG PAY)(12 MONTHS) = GRATUITY
(P24,567.00 + P 16,170.50) = P40,737.50 X 12 MONTHS
1 YEAR GRATUITY = P 488,850.00

COMPUTATION: FOR MONTHLY PENSION
(BASE PAY+LONG PAY) (80%) = MO. PENSION
(P24,567.00 + P 16,170.50) = P40,737.50 X 80%
MONTHLY PENSION = P32,590.00

Comparison Between Compulsory and Optional

with TPPD
COMPULSORY OPTIONAL TPPD
Gratuity or 36 months Gratuity or 36 months TPPD
LP LP
% of pension depends % of pension depends 80% of BP and LP,
upon length of svc upon length of svc regardless of length of
rendered not to rendered svc rendered.
exceed 90%, for 36 Advantageous to
yrs.& over those who have less
than 20 years of
service
CAL CAL CAL

Restoration of monthly Restoration of monthly Lifetime pension

pension after 3 yrs. to life pension after 3 yrs. to life equivalent to 80%, starts
upon approval of TPPD
by NAPOLCOM
Adjustment of pension Adjustment of pension Adjustment of pension

every increase in pay of every increase in pay of every increase in pay of
active PNP members active PNP members active PNP members
Old age pension - 65 yrs. Old age pension - 65 yrs. Old age pension - 65 yrs.
old for former AFP old for former AFP old for former AFP
members w/ at least 6 members w/ at least 6 members w/ at least 6
yrs. military svc; 60 yrs. yrs. military svc; 60 yrs. yrs. military svc; 60 yrs.
old for former INP old for former IN old for former INP

Pension from PNP only Pension from PNP only

Pension from PNP only
and NAPOLCOM
If he/she dies, 75% of the If he/she dies, 75% of the If he/she dies within 5
pension will be transferred pension will be transferred years from retirement,
to the legal wife/children to the legal wife/children surviving spouse/children
will be entitled to the
pension for the remaining
5-year guaranteed period’s
lapse, all pension/benefits
are forfeited.
If more than 32 years of

service, or equivalent to
81%, still they will receive
80% only

Death Benefits for Transferees (Deceased Retiree

Under TPPD)
Transfer of the monthly Equivalent to 100% of the monthly

pension pursuant to Sec. 35, retirement pay which the pensioner
RA 8551 was receiving prior to death, to be
transferred to surviving legal
spouse or if there be none, to the
surviving legitimate children, for the
remainder of the five (5) years
guaranteed period only

Transfer of the monthly pension DIFFERENCE IN BENEFITS

for the remainder of the five (5) UNDER TPPD (SURVIVORS)
years guaranteed period -Compulsory retirement with
TPPD, for those with at least 20
years of active service, entitles
survivors to adjustments in
monthly pension whenever there
is increase in pay for those still in
active service
-TPPD retirement with less than
20 years of active service, does
not entitle survivors to
adjustments in monthly pension

Transfer of the monthly pension Equivalent to 100% of the

pursuant to Sec. 35, RA 8551 monthly retirement pay which
the pensioner was receiving
prior to death, to be transferred
to surviving legal spouse or if
there be none, to the surviving
legitimate children, for the
remainder of the five (5) years
guaranteed period only

Transfer of the monthly pension DIFFERENCE IN BENEFITS

for the remainder of the five (5) UNDER TPPD (SURVIVORS)
years guaranteed period -Compulsory retirement with
TPPD, for those with at least 20
years of active service, entitles
survivors to adjustments in
monthly pension whenever there
is increase in pay for those still in
active service
-TPPD retirement with less than
20 years of active service, does
not entitle survivors to
adjustments in monthly pension

 Awards and Decorations

AUTHORIZED DECORATIONS, SERVICE MEDALS, RIBBONS
AND BADGES OF THE PHILIPPINE NATIONAL POLICE
Reference: NAPOLCOM Memorandum Circular No. 93-018

 PRESCRIBING THE AUTHORIZED DECORATIONS,

SERVICE MEDALS, RIBBONS AND BADGES OF
THE PHILIPPINE NATIONAL POLICE
 Medalya Ng Kagitingan (PNP Medal of Valor)
 Medalya Ng Kabayanihan (PNP Distinguished Conduct

Medal)
 Medalya Ng Katapangan Sa Paglilingkod (PNP Distinguished

Service Medal
 Medalya Ng Katapangan (PNP Bravery Medal

 Medalya ng Katangitanging Gawa (PNP Outstanding

Achievement Medal)
 Medalyang Pambihirang Paglilingkod (PNP Special Service

Medal)
 Medalya ng Kadakilaan (PNP Heroism Medal)
 Medalya ng Katangitanging Asal (PNP Outstanding Conduct
Medal)

 Medalya ng Kagalingan (PNP Medal of Merit)
 Medalya ng Kasanayan (PNP Effciency Medal)
 Medalya ng Papuri (PNP Commendation Medal)
 Medalya ng Sugatang Magiting (PNP Wounded Personnel

Medal)
 Medalya ng Ugnayang Pampulisya (Police Relation Medal)
 Medalya ng Mabuting Asal (PNP Good Conduct Medal)

 Medalya ng Paglilingkod (PNP Service Medal)
 Medalya ng Paglaban sa Manliligalig (PNP Anti-Dissidence

Medal)
 Medalyang Pagtulong sa Nasalanta (PNP Disaster Relief and

Rehabilitation Medal)
 Tsapa ng Natatanging Yunit (PNP Unit Citation Badge)
• Medalya ng Paglilingkodsa Luzon (Luzon Campaign Medal

 Medalya Ng PaglilingkodsaVisayas (Visayas Campaign Medal)
 Medalya Ng Paglilingkodsa Mindanao (Mindanao Campaign

Medal)
 MgaTsapa Ng Kuwalipikasyon (PNP Qualification Badges)

Definitions
a. Award – anything tangible granted to an individual in recognition of acts
of gallantry or heroism, meritorious service or skill and proficiency.\
b. Decoration – a piece of metal/material representing an award.
c. PNP Decoration – an award conferred on a restricted individuals basis in
recognition of and as a reward for heroic, extraordinary, outstanding and
meritorious acts, achievements and services.
d. Medal – refers to the distinctive physical device of metal and ribbon which
constitute the tangible evidence of an award.
e. Bronze Sampaguita Cluster and Silver Sampaguita Cluster – Only one
medal shall be conferred to any person but for each succeeding deed, act
or achievement sufficient to justify any similar medal, bronze anahaw leaf
(BAL) shall be awarded for the first, second, third and fourth succeeding
deeds and a Silver Sampaguita Cluster (SSC) every fifth succeeding in lieu of
the five (5) BAL.

Conversion of Awards
CONVERSION OF PNP MEDALS TO SERVICE
CREDIT AND ITS UTILIZATION AS SERVICE LEAVE
• Authority:
NAPOLCOM Memorandum Circular No. 2006-003
dated
November 30, 2006; and
PNP Memorandum Circular Number 2007-009 dated
September 4, 2007.

PNP medals with corresponding number of

service credits
PNP medals Corresponding number

of service credits
MedalyangSugatangMa Five (5) days
giting
MedalyangKasanayan Four (4) days
MedalyangPapuri Three (3) days
MedalyangUgnayangPa Three (3) days
mpulisya
MedalyangPaglilingkod Three (3) days
MedalyangKagalingan One (1) day

GENERAL GUIDELINES:
• Maximum limit of fifteen (15) days service credits per
calendar year;
• Service credits must be enjoyed within one (1) year
from the date of conferment;
• Only PNP medals conferred from December 1, 2006
onward are valid for conversion;
• Service credits earned shall not be added to the
Accumulated Leave Credits; the award must be
conferred first prior to its usage;
• One time and complete utilization of the corresponding
number of service credits of a particular or combination
of medals;

GENERAL GUIDELINES:
• Service credit may only be availed after the usage of
the Mandatory Leave;
• Reassigned/detailed personnel shall bring with him/her
the certified true copy of his/her service credit/leave
record;
• No cancellation of approved service leaves except in
the exigency of the service;
• Service leave shall be separate and distinct from other
leaves.
• Utilization of service credit/leave shall be subject to
existing rules and regulations.

Placement
REFERENCE: PNP Memorandum Circular Number

2013-014:

PRESCRIBING THE POLICIES AND PROCEDURES

GOVERNING THE PLACEMENT OF SECOND (2nd) LEVEL
UNIFORMED PERSONNEL
• DEFINITION OF TERMS:
1. Placement- refers to the selection and designation of a qualified

police officer to a certain position of responsibility subject to the
existing polices and regulations;
2.Transfer or Reassignment- refers to the movement of PNP personnel

from one office/unit to another within the PNP which does not involve
reduction in rank, status, salary and does not require the issuance of
an appointment;

3. Downloading- refers to the office/unit initiated personnel

action for reassignment or transfer of personnel outside of
their jurisdiction, the basis of which are the authorized
strength, length of service, seniority, exemplary/meritorious
service among others of the PNP personnel concerned;
Field Units- refers to the frontline and operating offices/units
of the PNP, which include the PPSC, RPSB, Tactical Units of
SAF, MG and ASG, MPS, CPO, CPS and the thirty seven
(37) numbered stations of NCRPO;
4. Headquarters- refer to the administration offices of the

PNP which include the NHQ, RHQs, PPOs, the central offices
of the NSUs and the five (5) district headquarters of NCRPO;

5. Occupational Eligibility Training- refers to the occupational

eligibility courses offered by the PNP as a pre-requisite eligibility
before a personnel shall be designated to a position of
responsibility such as Finance Course, Logistics Management
Course, Police Intelligence Officers Course, Police Intelligence
Course, Investigation
6. Second (2nd) Level Police Personnel- are active PNP
uniformed personnel with the rank of Police Officer 1 (PO1) to
Police Superintendent (PSUPT);
7. DPRM Form RSD-02-A- is a form to be used by individual PNP

Personnel in requesting for transfer. It contains the application of
the personnel, availability, and accommodation for transfer. It will
also serve as the documentary basis for screening and evaluation
of the request for transfer;

8. DPRM Form RSD-02-B-refers to the standard form to be used

for unit to unit initiated request for transfer to be accomplished by
the unit commander;
9. Menial and Clerical Job- refer to the jobs usually performed by

a PNP personnel which does not require technical expertise and
can be normally performed by Non-Uniformed Personnel (NUP),
such as but not limited to typing, encoding, filling, receiving and
liaisoning;
10. Accountable Officer- refers to the Chiefs of Admin, Logistics,

Finance and Investigation Offices of the different levels of the PNP
organization, who certifies the request for transfer/detail that the
applicant is cleared of money, property accountability, has no
pending case, not witness to any drug related case and the transfer
will not violate any existing policies and regulations;

11. Supervising Headquarters- refer to the offices/units

which review, evaluate and issue the corresponding
transfer order;
12. Supervising Director- refers to the Director of

Supervising Headquarter and the approving authority for
the request for transfer/detail of personnel.

POLICIES:
a. It is the policy of the PNP to maximize deployment of

uniformed personnel to the Field Units;
b. Uniformed personnel (except those from Technical

NSU) assigned at the Headquarters who are performing
menial and clerical duties/jobs shall be downloaded to
the field units;
c. Only PCOs with the rank of PCINSP and higher, and

PNCOs with the rank of SPO1 and Higher are allowed to
be assigned at the Headquarters with the exception of
those who are assigned with the Technical Service Units;

d. PINSP, PSINSP, PO1, PO2, and PO3 shall be

assigned to the PNP Field Units only except on the
following:
e. PCOs with the rank of PSINSP/PCINSP and PNCOs
with the rank of at least PO3 can be assigned to PSPG
as protective security detail;
f. PNCOs with the rank of at least PO2 who have
rendered at least four (4) years field duty can be
assigned as driver/security to Senior Officers; and
g. PNCOs with the rank of at least PO3 can be assigned
to the Escort and Honor Guard Battalion of HSS.

h. PNP Personnel who were reassigned to other units

shall only be eligible for another transfer of unit after six
(6) months from the effectivity of the last transfer.
i. PNP uniformed personnel originally recruited in SAF
shall be eligible for transfer only after five (5) years of
duty with SAF, counting from his graduation from SAF
Commando Course (SAFCC) or any equivalent
foundation course;
j. All PNP personnel undergoing mandatory and
occupational eligibility training shall be assigned to
PHAU or RPHAU, as the case maybe. They will be
further detailed to the appropriate training institutions
during the duration of the training. On DPRM and
ARMD/RPHRDD are authorized to issue training orders
for purposes of accounting;
k. PNP uniformed personnel who are newly promoted or

has filed an application for promotion shall not be eligible
for transfer within six (6) months from the date of the
effectivity of such promotion;
l. PNP Personnel who were reassigned to other units

shall only be eligible for another transfer of unit after six
(6) months from the effectivity of the last transfer.

The Supervising Headquarters shall determine the

placement of the recommended personnel based on
the following:
c.1) Vacancy in position;

c.2) Vacancy in Rank;
c.3) Competency required in the vacant
positions/ranks; and
c.4) Competency of the applicant (skills, previous
assignment and related trainings).

The Supervising Headquarters shall review the

eligibility of those personnel for transfer based on
the provisions of this PNPMC particularly on the
following:
d.1) Clearances for Money and Property

accountability;
d.2) Non-pending case; and
d.3) Not a witness to any drug related case.

LEAVE OF ABSENCE
- A right granted to personnel not to report for work as

may be provided by law.

RULES & PROCEDURES IN FILLING LEAVE OF ABSENCE

GENERAL GUIDELINES:
1. PNP personnel, whether permanent or temporary, who
render work, after 1 year shall be entitled to 15 days
vacation and 15 days sick leave with full pay, exclusive of
Saturdays, Sundays and holidays;
2. Vacation and sick leaves shall be cumulative and any
part thereof, which may not be taken within the calendar
year in which earned, may be carried over the succeeding
year. Whenever any PNP personnel retires or voluntarily
resigns, or is allowed to resign or be separated from the
service through no fault of his own, shall be entitled to the
commutation of all accumulated vacation/sick leaves to his
credit provided his leave benefits are not covered by
special law;

GENERAL GUIDELINES:
3. Uniformed PNP personnel are only allowed thirty (30)

days vacation leave in a year excluding Saturdays,
Sundays and Holidays regardless of the number of
accumulated leave credits;
4. PNP personnel shall be required to go on vacation leave for
a minimum of five (5) working days annually which need not
be successive (mandatory leave). The annual five (5) days
mandatory leave shall be forfeited if not taken during the
year. However, in cases where the scheduled leave has been
cancelled in the exigency of the service by the Head of
office/unit, the scheduled leave shall no longer be deducted
from the total accumulated vacation leave;

5. PNP personnel who are absent for at least thirty (30) days
without approved leave are considered on Absence Without
Official Leave (AWOL) and shall be dropped from the service
upon due notice;
6. Leave without pay not exceeding one year may be granted in
addition to the vacation and/or sick leave earned. Leave without
pay shall not be granted whenever a personnel has leave with
pay to his/her credit, except in the case of secondment;
7. Married women in the PNP who have rendered two years or
more of continuous service shall, in addition to the vacation and
sick leaves granted to them, be entitled to maternity leave of
sixty (60) days including Saturdays, Sundays and Holidays with
full pay;

8. Married men in the PNP are entitled to seven (7) days

paternity leave excluding Saturdays, Sundays and Holidays,
in addition to the vacation and sick leave granted to them;
9. All travels abroad for purposes of training, education, study
grant observation tour, seminar, and the like arising from
personal invitations from foreign agencies or/are sponsored
by the host organization, company, university, and other
private agencies or individuals shall be treated as a personal
leave/undertaking of the personnel concerned and should not
involve government or PNP funds, whatsoever. However, any
travel relative to the invitation shall still be on government
expense by way of his leave with pay. As such the personnel
concerned shall be covered by existing regulations on
additional contractual service with the government (PNP MC
99-002)
10. Study leave for the purposes of taking professional

examinations such as Bar Exams, Medical Board
Exams, etc., should be availed only once and not on a
continuing basis until the personnel concerned passes
the examination;
11. The mere filling of application for leave does not entitle
the personnel concerned to immediately go on leave. Any
personnel who absents himself from work without an
approved leave shall be marked AWOL and be dropped from
the rolls or be administratively charged for neglect of duty;

12. All applications for leave, save in cases of sick or

maternity leaves, should reach the approving authority
before the effective date of the leave. Otherwise, it shall
be considered disapproved and shall be returned to the
applicant without prejudice to any disciplinary action
against those who may be responsible for the delay of its
processing.

Types of leave
1.Vacation Leave (Local and Abroad) [Deductible]

2. Sick Leave (Local and Abroad) [Deductible]
3. Maternity Leave [Non-deductible]
4. Paternity Leave [Non-deductible]
5. Special Privilege Leave [Non-deductible]
6. Five-Day Forced/Mandatory Leave [Deductible]
7. Relocation Leave [Non-deductible]
8. Study Leave [Non-deductible]
9. Parental Leave for Solo Parents [Non-deductible] (RA 8972)
10. Service Leave [Non-deductible]

VACATION LEAVE
• leave of absence of personnel for personal reasons, the

approval of which is contingent upon the necessity of the
service;
• submitted on the prescribed form for action by the proper
head of office/unit five (5) days in advance, or whenever
possible, of the effective date of such leave (local);
• grant of vacation leave shall be at the discretion of the
head of office/unit; and
• pending formal administrative charges against them, no
vacation leave with pay shall be granted to the
respondent(s) during the pendency of the case.

SICK LEAVE
 refers to leave of absence granted to PNP personnel on

account of sickness or disability and any relative living
under the same roof and dependent upon the
personnel for support;
 made on the prescribed form and shall be filled
immediately upon personnel’s return from such leave;
 Notice of absence in writing, however, shall be sent to
the immediate supervisor and/or to the unit/office head;

SICK LEAVE
 in excess of five (5) successive days shall be

accompanied by a proper medical certificate;
 may be applied for in advance in cases where
personnel will undergo medical examination or
operation or advised to rest in view of ill health duly
supported by a medical certificate; and
 not exceeding five days, in case of doubt, a medical
certificate is required.

MATERNITY LEAVE
1. Refers to leave of absence granted to married female PNP

personnel legally entitled thereto in addition to vacation and sick leave.
The primary intent or purpose of granting maternity leave is to extend
working mother some measures of financial help and to provide her a
period of rest and recuperation in connection with her pregnancy;
2. Married women in the PNP service who have rendered an
aggregate of two (2) or more years of service, shall, in addition to the
vacation and sick leave granted them, be entitled to maternity leave of
sixty (60) calendar days with full pay;
3. Maternity leave of those who have rendered one (1) year or more
but less than two (2) years of service shall be computed in proportion
to their length of service, provided, that those who have served for less
than one (1) year shall be entitled to 60 days maternity leave with half
pay;

4. Enjoyment of maternity leave cannot be deferred but

should be enjoyed within the actual period of delivery in a
continuous and uninterrupted manner not exceeding 60
calendar days;
5. A married women maybe granted maternity leave more
than once a year. It shall be granted to female married
personnel in every instance of pregnancy irrespective of its
frequency;
6. Married women may go on maternity leave for less than
60 days. When a personnel wants to report back to duty
before the expiration of her maternity leave, she may be
allowed to do so, provided, she presents a medical certificate
that she is physically fit to assume the duties of her position;

7. The commuted money value of the unexpired portion

of the leave need not be refunded and that when the
personnel returns to work before the expiration of her
maternity leave, she shall be paid the corresponding
salary for actual services rendered; and
8. Maternity leave can also be availed with pay even if
she has pending administrative case.

Paternity Leave
1. Granted to married male PNP personnel allowing him not to
report for work for seven (7) days while continuing to earn the
compensation, on the condition that his legitimate spouse has
delivered a child or suffered a miscarriage, for purposes of
enabling him to effectively lend care and support to his wife
before, during, and after childbirth as the case may be and assist
in caring for his newborn child;
2. Entitled to paternity leave of 7 days for the first four (4)
deliveries of his legitimate spouse with whom he is cohabiting;
3. The first of the 4 deliveries shall be reckoned from the
effectivity of the Paternity Leave Act on July 15, 1996;

Paternity Leave
4. Married male personnel shall entitled to avail of paternity leave
for an absolute maximum of four deliveries; and
5. Paternity leave of 7 days shall be non-cumulative and strictly non-
convertible to cash. The same may be enjoyed in a continuous or in
an intermittent manner.
6.Married male personnel shall entitled to avail of paternity leave for
an absolute maximum of four deliveries; and
7. Paternity leave of 7 days shall be non-cumulative and strictly non-
convertible to cash. The same may be enjoyed in a continuous or in
an intermittent manner by the employee on the days immediately
before, during, and after the childbirth or miscarriage of his
legitimate spouse.

SPECIAL PRIVILEGE LEAVE

Refers to leave of absence which personnel may avail of for a
maximum of 3 days annually over and above the vacation,
sick, maternity, and paternity leaves to mark personal
milestones, parental obligation, personal transaction and/or
attend to filial and domestic responsibilities, calamity, accident,
hospitalization leave;
Personnel can still avail of his birthday or wedding anniversary
leave if such occasion falls on either a Saturday, Sundays or
holidays either before or after the occasion;
No longer required to show proof;
3-day limit a year; it can be combined to other types of leave.
Non-cumulative and non-commutative; and
must be process at least 1 week prior to its effectivity, except
on emergency cases.
FORCED/MANDATORY LEAVE
5 working days annually

Head of office/unit shall, upon consultation with the
personnel, prepare a staggered schedule every year
Head of Office/Unit are authorized to cancel the
scheduled mandatory leave when the service requires
so;
shall be forfeited if not taken during the year
If cancelled and not enjoyed it will not be deducted from
the accumulated leave which requires certification from
Head of Office/Unit

RELOCATION LEAVE
 used when a personnel who is transferred or reassigned, which shall
be one of the supporting documents for reimbursement of travel
expenses
STUDY LEAVE
 for the purposes of taking bar / board examination

Qualification Requirement
graduated with a degree in bachelor of laws or any course

which requires the passing of examination;
must be a permanent employee;
must have rendered at least 2 years of service in the PNP
with a VS performance for the last 2 rating period
immediately preceding the application;
must have no pending administrative and criminal charges;
must have no pending foreign or local scholarship grant; and
must be physically fit;

PARENTAL LEAVE
Coverage:
 a woman who gives birth as a result of rape and other crimes
against chastity even without a final conviction of the offender;
Provided, that the mother keeps & raises the child
 Parent who has the custody of children left solo or alone due to:
• death of spouse
• detention of spouse for at least 1 year
• physical/mental incapacity of spouse
• legal separation for at least 1 year
• declaration of nullity or annulment of marriage
• abandonment of spouse for at least 1 year
• abandonment of spouse for at least 1 year

 unmarried person who keep and rear the children

 any other person who solely provides parental care
and support to a child provided said person is duly
licensed by DSWD or appointed legal guardian by court
 any family member who assumes the responsibility of
head of family as a result of death, abandonment,
disappearance or prolonged absence of parents or solo
parent for at least 1 year

PARENTAL LEAVE
Coverage:
a maximum of 7 days annually
must have rendered at least 1 year service, whether continuous or
broken regardless of employment status
shall be availed every year and shall not be convertible to cash
can be on staggered or continuous basis, subject to approval of
Head of Office/Unit
Submit at least 1 week before the effectivity date
to mark personal milestones, parental obligation, personal
transaction and/or attend to filial and domestic responsibilities,
calamity, accident, hospitalization leave;

Requirements:
Certified true copies of Solo Parent ID from City/Municipal Social Welfare
and Development Office. Said ID is valid only for 1 year but renewable
yearly.
CSC Application for Leave form
Certified true copies of Birth Certificate
Other requirements like medical certificate
Different Kinds of Leave that can be used to be spent abroad

Vacation Leave (30 days maximum) [NAPOLCOM Resolution No. 99-036
dtd. March 9, 1999 limits the grant of vacation leave to thirty (30) days only]
Sick Leave (depends upon the recommendation of the physician)
Mandatory Leave (5 days)
Special Privilege Leave (3 days)

Trainings
Reference: Human Resource and Doctrine Development
Manual dated September 2014
Categories of PNP Training

Under the 2-pronged approach, PNP training is categorized
in two: Specialized training which covers the administrative,
technical, and operation aspects of the organization; and
mandatory training courses being offered by the PPSC,
composed of different courses required to be undertaken by
all PNP uniformed personnel based on their rank.

A. Specialized Training. The PNP has programmed training

courses and seminars to support the PNP Patrol Plan
2030 and the Police focus of the CPNP. The main
objective is this training programs is to provide all
members of the PNP with essential knowledge and
specialized skills in administrative, technical and
operational fields of police service. The goal is to ensure
the effective and efficient discharge of their duties and
responsibilities as members of the organization. These
programs will also help instil discipline, integrity, and
proper work ethics required to be professional police
public servants The training programs are primarily
designed to all PNP personnel of the different National
Support Units and PROs from the headquarters down to
the precinct levels.

B. Mandatory Career Course. The master education

and training program is designed by the PPSC which
contains the mandatory training program and other
specialized courses offered by the PPSC to all PNP
uniformed personnel. It serves as a guide to all PNP
uniformed personnel who are scheduled to undergo
mandatory training.

Mandatory courses are:
• Public Safety Officers Advance Course

• Public Safety Officers Basic Course
• Public Safety Officers Candidate Course
• Public Safety Senior Leadership Course
• Public Safety Junior Leadership Course

Specialized Courses:
• Public Safety Investigation and Detection Course
• Public Safety Traffic Investigation Course
• Public Safety Narcotic Investigation Course

Competency/Specialized Training Courses:
• Investigation
• Intelligence
• Operation
• Human Resource
• Logistics
• Comptrollership
• Police Community Relation

In-Service Training Program:

• The annual training program is designed to serve
as a guide to D-staff, PROs, and NSUs in the conduct of
in-service trainings, specialization and/or competency
courses required for the year. The upgrading and
enhancing of competence (knowledge, skills, and
attitudes) of police from basic to mandatory and
standardized courses shall be a continuous process. The
training program involves the development of knowledge
and skills essential to police work as well as those that
address contemporary concerns such as but not limited to
enhancing the investigative skills of the current
investigators and detectives in the organization, improving
the field training program and producing quality field
training officers to train and mold personnel and develop
the competency of NUP for administrative services.
PNP Standard Marksmanship Training
PNP Standard Handgun Familiarization and Precision

Training (Phase1)
PNP Standard Handgun Qualification Marksmanship Test
(Phase 2)
PNP Standard Handgun Classification Marksmanship Test
(Phase 3)
PNP Rifle Marksmanship Standard

Competency/Enhancement Training Programs

PNP Special Counter-Insurgency Operations Unit Training
(SCOUT)
Tactical Commander's Course
Urban Counter Revolutionary Warfare Course (UCRW) for
Crisis Action Force
Physical Fitness and Sports Development Program

Human Resource Management HRM

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Module 2 – Police Administration

Public Safety Junior Leadership Course

 Applicant - any individual who applied for appointment as

 Application Form - refers to RSD DPRM Form 2014-1A to be

Public Safety Junior Leadership Course

• Appointment - the designation granted by a PNP officer

Public Safety Junior Leadership Course

• Attestation Folder - set of documents to be submitted by

Public Safety Junior Leadership Course

 Attestation Folder contents:

CSC Personal Data Sheet (Revised 2005)

Public Safety Junior Leadership Course

 Attestation Folder contents:

Public Safety Junior Leadership Course

 Candidates - are applicants who passed all stages of the

 Notice of Recruitment - it is the official announcement of the

Public Safety Junior Leadership Course

 Probationary Period - the initial 12 months of employment

Public Safety Junior Leadership Course

 Publication of Vacancies - the announcement of the vacancies

 Recruiting Units - refer to PROs/NSUs with allocated

Public Safety Junior Leadership Course

 Recruitment Cycle - refers to the sequential processes in

Public Safety Junior Leadership Course

 Recruitment Office - refers to a dedicated Office in every PRO

Public Safety Junior Leadership Course

Quota allocation shall be determined based on the

 Attrition Quota- base on the annual personnel of PNP office

Public Safety Junior Leadership Course

• Regular Quota- vacancies covered with yearly allocation

Public Safety Junior Leadership Course

• The recruitment quota allocated to qualified women applicants

Public Safety Junior Leadership Course

Public Safety Junior Leadership Course

• Must be eligible in accordance with the standards set by the

• Must not have been dishonorably discharged from military

Public Safety Junior Leadership Course

• Must have no pending criminal case in any court, including at the

• Must not have been convicted by the final judgment of an offense

Public Safety Junior Leadership Course

• Must be at least one meter and sixty-two centimeters (1.62m) in

Public Safety Junior Leadership Course

Appointment under A Waiver Program

A. Conditions on Waivers for initial Appointment to the PNP

Public Safety Junior Leadership Course

B. Factors to be considered in the Grant of Waivers

2. The requirement shall be waived in the following order:

Public Safety Junior Leadership Course

Public Safety Junior Leadership Course

 The Recruitment Officer shall conduct a face to face interview

Public Safety Junior Leadership Course

The applicant shall pass all PAT events as follows:

Sequence Event Passing/Score

3 3 Kilometer run 19 mins 21 mins

Public Safety Junior Leadership Course

• Candidates shall be rated "Passed or Failed" only. Absolutely,

Public Safety Junior Leadership Course

 Applicants shall be read as "recommended" or "not

Public Safety Junior Leadership Course

• The PMDE shall be conducted to all PPE passers by the

Public Safety Junior Leadership Course

• The Crime Laboratory shall conduct the Drug Test. All

Public Safety Junior Leadership Course

Public Safety Junior Leadership Course