(PERSONNEL POLICIES AND PROCEDURES)

PRESCRIBING THE POLlClES AND PROCEDURES

GOVERNING THE PLACEMENT OF SEGOND (2nd) LEVEL
UNIFORMED PERSONNEL

This PNP Memorandum Circular. (PNPMC) sets forth the

policies and guidelines to streamline the processes and
procedures governing, the reassignment, transfer or
detail of second (2nd) Level uniformed personnel from
one office/unit to another. This PNPMC will also address
some of the policies on the placement of PNP personnel
that are not anymore relevant to the current situation.

Occupational Eligibility Training – This 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 Officers Basic Course, Crime Investigation
and Detection Course, Criminal Investigation Course,
Explosive Ordinance Disposal Course and other
Specialized Courses That will be offered in the future.
 Menial and Clerical Jobs – This refers to the job
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, filing, receiving
and liaisoning;

Neglect of Duty or Non-feasance – This is the

omission or refusal, without sufficient excuse, to
perform an act or duty, when it is the peace officers
legal obligation to perform; also implies a duty as well
as its breach and the fact that can be found in the
absence of a duty;

Simple Dishonesty – As defined under CSC

Resolution No. 060538, it refers to the dishonest act
that did not cause damage or prejudice to the
government as well as those with no direct relation to or
do not involve the duties and responsibilities of the
respondent, or those that did not result in any gain or
benefit to the offender, and where the information
falsified is not relates to employment in case of
falsification of public documents;
Serious Dishonesty - This refers to acts which
involve the presence of any of attendant circumstances
under CSC Resolution No. 060538, such as dishonest
acts that are serious, the results of which cause
damage and prejudice to the government, among
others;

Accountable Officer – This refers to the chiefs of

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

Supervising Headquarters – This refers to the offices

/unit which review, evaluate and issue the
corresponding transfer order; and

Supervising Director – This refers to the Director of

the supervising Headquarter and the approving
authority for the request for transfer/detail of personnel.
For Unit/Office Initiated Request
1) Downloading of personnel
a) Step 1
The placement board of the unit deliberate
and identify personnel qualified for downloading
based on their internal policy and the provisions of
this PNPMC.
b) Step 2
The names of the personnel who will be downloaded
shall be endorsed to the admin office of the
supervising headquarters for the determination of
their projected assignment.

c) Step 3

The supervising Headquarters shall determine the

placement of the recommended personnel based on
the following:

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

The Supervising Headquarters shall review the

eligibility of those personnel for transfer based on the
provisions of this PNPMC particularly on the
following:
1. Clearance for money and property
accountability;
2. Non-pending Case; and
3. Not Witness to any drug related case.
 e) Step 5
The Supervising Headquarters shall issue the
corresponding reassignment orders.

2) Unit to unit personnel Initiated request (From one

Unit to Another or vice versa)

a) Step 1
The requesting unit shall accomplish DPRM Form
RSD-02-B for office/unit to office/unit personnel
initiated request. The procedural steps outlined in
Para 7 and 8A of this PNPMC shall be strictly
observed in the processing of request.

b) Step 2
After complying the procedural steps above, the unit
concerned shall endorse the request to supervising
headquarters for the issuance of order.

TASKS:
a. The Director of Personnel and Records
Management
1) Designated as the primary responsible officer
to supervise the proper implementation of this
PNPMC;
2) Act as approving authority and issue the
corresponding order for transfer/detail of
personnel from one PRO to another or to the
NSUs and NHQ;
 3) Recommend to the CPNP the detail of personnel
outside the PNP; and
4) Perform others tasks as directed.

b. Directors of Supervising Headquarters (NHQ,

PRO/NSUs, PPO/CPO)

1) Designated as the approving authority for the

transfer/detail of personnel within their area of
jurisdiction;
2) Issue the corresponding transfer or reassignment
order; and
3) Perform other tasks as directed

d. Deputy Director for Administration/ Chairman,

Placement Board of Supervising Headquarters
1) Designated as the chairman of the second (2nd) level
placement board;
2) Shall conduct the final review and evaluation of the
request of the applicant and when necessary make
appropriate recommendation to the unit directors on
the feasibility of the request; and
3) Perform other tasks as directed.
e. Admin Officers
1) Designated as the action officer responsible in the
processing of requests for transfer in accordance with the
guidelines and procedure in this PNPMC;
 2) Act as the secretariat of the board shall oversee the
screening and evaluation of requests for detail,
transfer or reassignment and ensure that the
document needed for screening are available to the
board during deliberation;
3) Shall process and sign the application if it is in order in
accordance with the provisions of this PNPMC;
4) Develop and maintain the data base of positional
vacancies of the office/unit and submit the same to
DPRM for publication;
5) Formulate the internal policy on placement consistent
with the provisions of this PNPMC and for approval of
their respective directors;
6) In charge in the strict implementation of the
administrative guidelines outlined in this PNPMC; and
7) Perform other tasks as directed.

F. Logistics Office
1) Shall process all sign the application if the applicant
requesting transfer has no property accountability with the
unit; and
2) Perform other tasks as directed.

g. Finance Officers

1) Shall process all sign application if the applicant who

is requesting a transfer is cleared of financial
accountability with the unit; and

2) Perform other tasks as directed.

COORDINATING INSTRUCTION:

a) All Supervising Headquarters issuing the order of transfer

may disapprove the application/request, if any of the
provision of this CMC is violated;
b) All offices/units shall submit the list of vacancies in rank
and in position to DPRM (Attn: RSD) for application and
dissemination every end of the month or as necessary;
c) Office/unit shall not issue accommodation when the
variance exceed the authorized strength prescribed
under the approved DPL staffing pattern; and
d) All offices/units shall create their own placement Board
to be chaired by the Deputy for Administration and
formulate their own internal policy on placement,
consistent with the provisions of this CMC.

ADMINISTRATIVE LIABILITY IN CASE OF BREACH:

1) Any personnel who, through act of omission, commit

any violation of this circular shall be subjected to a
disciplinary action pursuant to NAPOLCOM MC No.
2007-001 (uniform Rules of Procedure before the
AdministratDiviescipliA
nuatrh
Iynotthre
aietrninedasl
Affairs Service of the PNP) or the Revised Rules on
Administrative Cases in the Civil Service (RRACCS)
whichever is applicable;

2) An applicant who misrepresents, and distort

entries/information, in his/her application shall be held
liable for DISHONESTY; and

3) The PNP personnel who fails to strictly observe the

provision of Rule VI. Section 1 of RA. 6713 (Rules
Implementing the Code of Conduct and Ethical
Standards of Public Officials and Employees), in the
processing of requests for transfer shall be held liable
for NEGLECT OF DUTY.
 NAPOLCOM Res 2013-501
Prescribing the Qualification Standards for Appointment to
PNP Ranks dated 23 October 2013

PNP APPRAISAL
Appraisal - refers to the process of measuring the
performance of people in achieving goals and objectives.
• It is also known as “performance evaluation system”.

Purposes of PNP Appraisal

 It serves as guide for promotion, salary increase, retirement,
and disciplinary actions.
 It increases productivity and efficiency of police works.
 It assimilates supervision.
It informs the officer of the quality of his work for
improvements.

Uses of PNP Appraisal

Police appraisal can be useful for personal decision-making in

the following areas:

 Eligibility to be hired
 Salary adjustments
 Determining potential for promotion
 Evaluation of probationary officers
 Identification of training needs
 Isolating supervisory weaknesses
 Validating selection techniques
 Reduction in ranks (demotion)
 Dismissal from service and other disciplinary actions.
Individual Performance Evaluation Rating

 The Performance Evaluation in the police service is the

responsibility of the NAPOLCOM, which shall issue the
necessary rules and regulation for the orderly administration
of the appraisal process.
Such performance evaluation shall be administered in a
manner as to foster the improvement of every individual
police efficiency and behavioral discipline as well as the
promotion of the organization’s effectiveness.
 The rating system shall be based on the standards set by
the NAPOLCOM and shall consider results of annual
physical, psychological and neuro-psychiatric examinations.
Qualifications Upgrading

The Field Training Program

All uniformed members of the PNP shall undergo a Field
Training Program for twelve (12) months involving actual
experience and assignment in patrol, traffic, and investigation
as a requirement for permanency of their appointment.

Increased Qualifications for Provincial Directors

No person may be appointed Director of a Provincial Police
Office unless;

1. he or she holds a master’s degree in public administration,

sociology, criminology, criminal justice, law enforcement,
national security administration, defense studies, or other
related discipline from a recognized institution of learning;
and
2. has satisfactorily passed the required training and
career courses necessary for the position as may be
established by the Commission. The personnel who
is currently occupying the position but lacks any of
the qualifications mentioned above shall be given
three (3) years upon the effectively of this Act to
comply with the requirements; otherwise he or she
shall be relieved from the position.

Qualifications of Chief of City and Municipal Police Stations

No person shall be appointed chief of a city police station

unless he/she is a graduate of Bachelor of Laws or has
finished all the required courses of a master’s degree program
in public administration, criminology, criminal justice, law
enforcement, national security administration, defense studies,
and other related disciplines from a recognized institution of
learning. No person shall be appointed chief of a municipal
police station unless he or she has finished at least second
year Bachelor of Laws or has earned at least twelve (12) units
in a master’s degree program in public administration,
criminology, criminal justice, law enforcement, national security
administration, and other related disciplines from a recognized
institution of learning: Provided, That members of the Bar with
at least five (5) years of law practice, licensed criminologists or
graduates of the Philippine National Police Academy and who
possess the general qualifications for initial appointment to the
PNP shall be qualified for appointment as chief of a city or
municipal police station: Provided, further, That the appointee
has successfully passed the required field training program and
has complied with other requirements as may be established
by the Commission: Provided, furthermore, That the chief of
police shall be appointed in accordance with the provisions of
Sec. 51, paragraph (b) subparagraph 4(i) of this Act.”
Qualifications Upgrading Program

The Commission shall design and establish a qualifications

upgrading program of the Philippine National Police officers
and members in coordination with the Civil Service
Commission, and the Commission on Higher Education
through a distance education program and/or an in-service
education program or other similar programs within ninety (90)
days from the effectivity of this Act.

Attrition System for Uniformed Personnel

Attrition System
There shall be established a system of attrition within the
uniformed members of the PNP within one (1) 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.

1. 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

Chief four (4) years
Deputy Chief four (4) years
Director of the Staff six (6) years
Services
Regional Directors six (6) years
Provincial/City Directors nine (9) years
Other positions higher than Provincial Director shall have the
maximum tenure of six (6) 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 age fifty-
six (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 one (1)
year more of tenure in their positions before the maximum
tenure provided in this Sec. shall be applied to them, unless
they shall have already reached the compulsory retirement age
of fifty-six (56), in which case the compulsory retirement age
shall prevail.

Except for the Chief, PNP, no member who has less than one
(1) year of service before reaching the compulsory retirement
age shall be promoted to a higher rank or appointed to any
other position.”

2. Attrition by Relief
A PNP uniformed personnel who has been relieved for just
cause and has not been given an assignment within two (2)
years after such relief shall be retired or separated.

3. 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 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 eighteen (18) months after such demotion in
position shall be retired or separated.
4. Attrition by Non-Promotion
Any PNP personnel who have not been promoted for a
continuous period of ten (10) years shall be retired or
separated.

5. Attrition by Other Means

A PNP member or officer with at least five (5) years of
accumulated active service shall be separated based on any
of the following factors:

 Inefficiency based on poor performance during the last

two (2) successive annual rating periods;
 Inefficiency based on poor performance for three (3)
cumulative annual rating periods;
 Physical and/or mental incapacity to perform police
functions and duties; or
 Failure to pass the required entrance examinations twice
and/or finish the required career courses except for
justifiable reasons.

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 twenty (20) years of service and
separated if he or she has rendered less than twenty (20)
years of service unless the personnel is disqualified by law to
receive such benefits.
Promotion System
Rationalized Promotion System

Within six (6) months after the effectivity of this Act, the
Commission shall establish a system of promotion for
uniformed and non-uniformed personnel of the PNP which
shall be based on merits and on the availability of vacant
positions in the PNP staffing pattern. Such system shall be
gender fair and shall ensure that women members of the PNP
shall enjoy equal opportunity for promotion as that of men.

Promotion by Virtue of Position

Any PNP personnel designated to any key position whose rank

is lower than that which is required for such position shall, after
six (6) months of occupying the same, be entitled to a rank
adjustment corresponding to the position: Provided, That the
personnel shall not be reassigned to a position calling for a
higher rank until after two (2) years from the date of such rank
adjustment: Provided, further, That any personnel designated
to the position who does not possess the established minimum
qualifications therefore shall occupy the same temporarily for
not more than six (6) months without reappointment or
extension.
Promotions
•A uniformed personnel of the PNP shall not be eligible for
promotion to a higher position or rank unless he or she has
successfully passed the corresponding promotional
examination given by the Commission, or the Bar, or the
corresponding board examinations for technical services and
other professions, has satisfactorily completed the appropriate
and accredited course in the PNPA or equivalent training
institutions, and has satisfactorily passed the required
psychiatric/psychological and drug tests. In addition, no
uniformed member of the PNP shall be eligible for promotion
during the pendency of his or her administrative and/or
criminal case for unless he or she has been cleared by the
People’s Law Enforcement Board (PLEB), and the Office of
the Ombudsman of any complaints proffered against him or
her, if any.
• Any uniformed member of the PNP who has exhibited acts of
conspicuous courage and gallantry at the risk of his/her life
above and beyond the call of duty, shall be promoted to the
next higher rank: Provided, That such acts shall be validated
by the Commission based on established criteria.”

PROMOTIONAL PROCEDURE

Promotion is a system of increasing the rank of a member of

the police service. It has the following objectives:

 To invest a member of the police force with the degree of

authority necessary for the effective execution of police
duties.
 To place the police officer in a position of increased
responsibility where he can make full use of his capabilities.
 To provide and promote incentives, thus motivating greater
efforts of all members of the police force, which will gradually
improve efficiency in police works.
Under the law, the NAPOLCOM shall establish a system of
promotion for uniformed and non-uniformed members of the
PNP, which shall be based on:
•Merit – includes length of service in the present rank, and
qualification.
•Seniority
•Availability of vacant position.
The promotion shall be gender fair which means women in the
PNP shall enjoy equal opportunity for promotion as that of men.
Seniority - When all the foregoing conditions have been taken
into account, and still the members in the next rank have the
same merit and qualification, preference shall be given to the
most senior officer.

Factors in Selection for Promotion

• Efficiency of Performance – as an aid to fair appraisal of the

candidates’ proficiency, the performance-rating period shall
be considered.

Provided, that in no instance shall a candidate be considered

for promotion unless he had obtained a rating of at least
“satisfactory.”

Education and Training – educational background which

includes completion of in-service training courses, academic
studies, training grants and the like.
Experience and Outstanding Accomplishment – this
includes occupational history, work experience and other
accomplishment worthy of commendation.
Physical Character and Personality – the factors of physical
fitness and capacity as well as attitude and personality traits in
so far as they bear on the nature of the rank and/or position to
be filled.

This means that the candidate should have no derogatory

records which might affect integrity, morality and conduct.
Leadership Potential – the capacity and ability to perform the
duties required in the new or higher position and good qualities
for leadership.
Kinds of Police Promotion

Regular Promotion - Regular promotion shall be based on the

following requirements:

• He or she has successfully passed the corresponding

promotional examination given by the NAPOLCOM;
• Passed the Bar or corresponding Board examination for
technical services and other professions;
• Satisfactory completion of the appropriate accredited course
in the PPSC or equivalent training institutions;
Promotion by Virtue of Position
Any PNP member designated to any key position whose rank
is lower than that which is required for such position shall,
after six (6) months of occupying the same, be entitled to a
promotion, subject to the availability of vacant positions.

 Provided, that the member shall not be reassigned to a

position calling for a higher rank until after two (2) years
from the date of such promotion.
Provided, further, that any member designated to the
position who does not possess the established minimum
qualifications thereof shall occupy the same for not more
than six (6) months without extension. (Section 34, RA 8551
– IRR)
SALARIES AND BENEFITS

On Salary
The uniformed members of the PNP are considered employees
of the National Government and draw their salaries therefrom.

They have the same salary grade that of a public school

teacher.

Police Officers assigned in Metropolitan Manila, chartered

cities, and first class municipalities may be paid with financial
incentives by the local government unit concerned subject to
the availability of funds.

On Benefits and Privileges

• Incentives and Awards

• The NAPOLCOM shall promulgate standards on incentives
and award system in the PNP administered by the Board of
Incentives and Awards.
• Awards may be in the forms of decorations, service medals
and citation badges or in monetary considerations.

The following are examples of authorized

decorations/medals/citations:

• Police Medal of Valor

• Police Medal of Merit
• Wounded Police Medal
• Police Efficiency Medal
• Police Service Medal
• Police Unit Citation Badge
• Posthumous Award – in case a police officer dies.
Health and Welfare

• The NAPOLCOM is mandated to provide assistance in

developing health and welfare programs for police personnel.
• All heads of the PNP in their respective levels are
responsible to initiate proper steps to create a good
atmosphere to a superior-subordinate relationship and
improvement of personnel morale through appropriate
welfare programs.

Longevity Pay and Allowances

• Under Republic Act 6975, PNP personnel are entitled to a

longevity pay of 10% of their basic monthly salaries for
every five years of service.
• However, the totality of such longevity pay does not exceed
50% of the basic pay.
• They shall also enjoy the following allowances: Subsistence
allowance, Quarter’s allowance, Clothing allowance, Cost of
living allowance, Hazard pay and others.

Retirement Benefit

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

pay and longevity pay of the retired grade in case of twenty
(20) years of active service, increasing by two and one-half
percent (2.5%) for every year of active service rendered
beyond twenty (20) yeas to a maximum of ninety percent
(90%) for thirty-six (36) years of service and over:
Provided, that the uniformed member shall have the option to
receive in advance and in lump sum his or her retirement pay
for the first five (5) years.
• Provided, further, that payment of the retirement benefits in
lump sum shall be made within six (6) months from effectivity
date of retirement and/or completion.
• Provided, finally, that the retirement pay of PNP members
shall be subject to adjustments based on the prevailing scale
of base pay of police personnel in the active service. (Section
36, RA 8551 – IRR)

Permanent Physical Disability Pay

A PNP member who is permanently and totally disabled as a

result of injuries suffered or sickness contracted in the
performance of duty as certified by the NAPOLCOM, upon
finding and certification by the appropriate medical officer, that
the extent of the disability or sickness renders such member
unfit or unable to further perform the duties of his or her
position, shall be entitled to a gratuity equivalent to one year
salary and to a lifetime pension equivalent to eighty percent
(80%) of his or her last salary, in addition to other benefits as
provided under existing laws.

Should such member who has been retired under permanent

total disability under this Section die within five (5) years from
his retirement, his surviving legal spouse or, if there be none,
the surviving dependent legitimate children shall be entitled to
the pension for the remainder of the five (5) year guaranteed
period. (Section 37, RA 8551 – IRR)

Early Retirement Benefit

A PNP member of his or her own request and with the

approval of the NAPOLCOM, retire from the service shall be
paid separation benefits corresponding to a position two ranks
higher than his present rank provided that the officer or non-
officer has accumulated at least 20 years of service.
PRE-TEST

Job Satisfaction Level among Police Officers

Direction: Please assess job satisfaction level among police
officers using the scale below:
5 - Highly Satisfied (HS)
4 - Satisfied (S)
3 - Moderately Satisfied (MS)
2 - Less Satisfied (LS)
1 - Not Satisfied (NS)
Superior - subordinate Interpersonal Relationship
Indicators 5 4 3 2 1
The police officers are satisfied (HS) (S) (MS) (LS) (NS)

as to:
1. rapport between superiors
and subordinates.
2. support among superiors to
police officers in doing their
assigned tasks.
3. manner of addressing police
work related issues.
4. merits objectively given by the
superiors to the police officers
for a successfully achieved
task.
5. concern to staff who need
guidance and support.
 Work Conditions

Indicators 5 4 3 2 1
The police officers are satisfied as (HS) (S) (MS) (LS) (NS)

to:
1. work venue
2. facilities
2.1 office
2.2 staff quarters
2.3 canteen
2.4 hospital
3. office ventilation, lighting
condition and cleanliness
4. size of office suitable for work
5. accessibility to office equipment
5.1 copying machine
5.2 printers
5.3 computers
5.4 telephone
6. availability of supplies and
materials
6.1 PNP Manual
6.2 Books
6.3 Newspaper
6.4 Magazines
Management Policies
Indicators 5 4 3 2 1
The police officers are satisfied (HS) (S) (MS) (LS) (NS)

as to:
1. Information and
implementation of office’s
goals, policies and
regulations.
2. Monitor personnel’s
attendance and evaluation of
performance.
3. Submission of documents
such as PDS, scholastic
records.
4. Recognition given by the
management to deserving
police officer.
5. Enforcement of rewards
and punishment to police
officers.
6. Well-planned retirement
scheme for police officers.
7. Enforcement of salary
scheme.
8. Observance of police
promotional procedures.
9. Enforcement of unit
assignment downloading.
10. Employment of work
assignment rotation
procedure.
OTHER COMMENTS/SUGGESTIONS:
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

Thank you very much and more power!