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Manual for The Field Training Program (FTP) for PNP Police RecruitsP
121

Explanation :List the area (s) in which you think your FTO puts forth BEST effort.List the
area (s) in which you think your FTO puts forth WORST Comment, if you wish, on the
performance, abilities, etc., of your supervisors.(FTOs and FTS)

Manual for The Field Training Program (FTP) for PNP Police RecruitsP
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Chapter VI.
THE TERMINATION PROCESS
Section 1. The Right of the PNP to Terminate Employment of Police Recruits
1.1
Police Recruits as Probationary Employees
18
Police Recruits undergoing the FTP are considered to be probationary employees
since their permanent appointment with the PNP rests upon their
satisfactory performance during the period. Article 281 of the Philippine Labor Code
defines a probationary employee as a person who is on trial by an
employer during which the employer determines whether or not he is qualified for
permanent employment. A probationary employment is made to afford the employer an
opportunity to observe the fitness of a probationary while at work, and to ascertain if he
will become a proper and efficient employee.1.2
The Duty of the Philippine National Police to inform the Recruit about the evaluation
procedure
The PNP has been given the legal right or is at liberty to choose who will be hired and
who will be denied employment.
It is the PNPs duty however, to inform the police recruit before the FTP that he or she
will be subjected to an evaluation process and failure to qualify with the
reasonable standards set by the program will be grounds for termination.
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It is within theexercise of the right to select its members that the PNP may set or fix a
probationary period (in this case, the FTP) which the latter may test and observe the
conduct of the former before hiring him permanently.
Section 2. Termination due to Failure to Comply with FTP Standards

In accordance with existing labor laws and as empowered by Sec. 19, of RA 8551, a
police recruit who continuously fails to conform with existing standards as espoused in
the Field Training Program shall be terminated. The grounds for termination under this
section are as follows:
a. Four (4) repeated or continuous unsatisfactory ratings in any task or skill outlined in
the DOR (Four strike policy);
b.Failure in any of the mandatory written examinations given after every phase (Patrol,
Traffic, and Investigation) and subsequent retakes;
c. Failure to get a satisfactory rating during the panel interview conducted by the
Probationary Oral Board;
Manual for The Field Training Program (FTP) for PNP Police RecruitsP
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d. Consistent poor performance on different skills and tasks

or thebarely passing syndrome;

e. Negative attitude towards training; low motivation; committing acts which exposes
the FTO, the general public and the police recruit to potentially dangerous situations;
It is safe to terminate employment if the documentation used to support
the recommendation clearly shows that the employee was unable to perform the
job after repeated tries and adequate remedial efforts. No pre-termination hearing
is necessary as long as there is PROPER DOCUMENTATION of the police recruits
performance, to dispel any doubt on the objectivity and legality of the termination order.
Section 3. Termination due to Criminal Violations
If the recruit has been charged for violation of the Revised Penal Code (i.e Grave
Threats) and other special laws, the Chief of Police will immediately obtain a copy of the
formal complaint and transmit the same to the Internal Legal Affairs Service (ILAS) for
proper disposition. In accordance with existing PNP guidelines, the ILAS shall be tasked
to conduct a parallel investigation to determine probable cause. At this point, the police
recruit is now subjected to an administrative hearing and his participation in the FTP
shall be suspended, until such time that the ILAS delivers a favorable decision on the
case. If the ILAS decides that there is probable cause and that the police recruit is
administratively liable for the misdeed, then termination proceedings may commence. If
the police recruit is proven to have knowingly and willfully withheld information to his
superiors that he is being charged for a particular criminal offense, this act of omission
shall be considered as a AGGRAVATING circumstance and shall be taken into
consideration when the ILAS makes his final recommendation.
Section 4 Termination due to Serious Administrative Violations
If an administrative complaint has been filed against the police recruit for serious
violation of the PNP Code of Conduct and NAPOLCOM Memorandum Circular 2002-

010, then the Chief of Police will transmit the complaint to the ILAS for preliminary
investigation.

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Similar with the preceding section, the ILAS will be given the mandate to determine the
administrative culpability of the police recruit. During the subsequent deliberations, the
police recruit will not be allowed to proceed with his training until the ILAS arrives with a
decision.
If the prescribed penalty to be imposed in said administrative violation ranges from suspension
to dismissal, TERMINATION PROCEEDINGS will be instituted against the recruit.
In cases where the offense committed was deemed as a minor administrative violation
and an official warning, admonition, or written reprimand was issued, the police recruit
concerned will be further warned that a similar violation in the future will be grounds for
termination from the service.
Section 5. The TERMINATION PACKAGE
20
The Termination Package is a name given to the material which
accompanies
the
recommendation for termination. It is forwarded to the identified chain of command up to
the Regional Director of the PRO, who has the legal authority to terminate police
recruits. The Termination package should contain ALL of the following documents: A. A
memorandum from each FTO who spent any significant time with the trainee (including
the substitute FTO, if applicable). The memo should reflect on the trainees strengths,
weaknesses, improvement, the lack thereof, and remedial effort. These memos should
be chronological in format and must contain a recitation of how the police recruit
performed category by category. The memo should close with the training officers
recommendation to terminate the employment of the police recruit with the PNP.B. The
Field Training Supervisor should also author a memorandum citing their personal
observations of the trainees performance and their agreement with the
recommendation to terminate. C. The Chief, FTC should attach a cover letter, which, in
more general terms, sets forth the reasons for the recommendation to terminate. Also
contained in the cover letter is the CHIEF OF POLICEs concurrence with the
recommendation, and lists the contents of the package.

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D. AND MOST IMPORTANTLY, the package should contain the DORs, Weekly Reports,
TRACKING SHEET,
FTO Worksheets, The
Remedial Training Chart, samples of reports if report writing is one of theproblem areas,
quizzes and other tests (if applicable), and other pertinent documents which will support
the recommendation for termination.
Section 6. Termination Procedure
In order to avoid legal complications and charges of grave abuse of discretion, the
following steps in the termination procedure should be followed intently: STEP 1. Gather
all relevant information and documentary evidence to support the recommendation for
termination. These documents must be able to provide concrete answers on the nature
of the police recruits problem or deficiency, the cause of the problem, and the steps
undertaken by the FTO to remedy the problem. STEP 2. Complete the requirements of
the TERMINATION PACKAGE. STEP 3. Inform the Police Recruit of the
Recommendation for Termination. It is the role of the Chief of Police, and no other
program member, to inform the police recruit that a recommendation for termination is
being prepared. The police recruit will be restricted to doing administrative duties within
the headquarters while the recommendation is still being processed.
He will not be allowed to perform any official or actual police functions.
If a police recruit expresses his desire to resign, the Chief of Police may accept said
resignation BUT must make sure that the police recruit is aware of the pros and cons of
his decision. STEP 4. Submit the Termination Package to Police Regional Office
through the chain-of-command for approval. STEP 5. Once approved, furnish the Police
Recruit with a copy of his termination orders (if he is still performing administrative
functions in HQS).
Attached the same to the police recruits Field Training File (FTF) for future
reference.

Manual for the Field Training Program (FTP) for PNP Police Recruits, DHRDD 2006
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