ACTIVITIES OF

POLICE
ORGANIZATION
 A government career with the PNP will mean
many things to you:

-opportunity to make a real difference to the people in your

community
-variety of work and assignments
-satisfaction with your career; and
-pride in being part of one of the noble professional
organization
 The age, heights, weight, and educational requirements
for initial appointment of PNP may be waived only when the
number of qualified applicants fall below the minimum
quota:

 The applicant shall not below 20 nor over 35 years of age

 Any applicant not meeting the weight requirement shall
be given reasonable time but not exceeding 6 months
 Only applicants who have finished 2nd year college or
have earned at least 72 collegiate units leading to a
bachelor’s degree.
 Anybody who will enter the service without a baccalaureate
degree shall be given a maximum of 4 years to obtain the
required educational qualifications
 A waiver for height requirement shall be automatically
granted to applicants belonging to the cultural communities.
 Must be eligible in accordance with the standards set by
NAPOLCOM
 Must not have been dishonorably discharged from military
employment or dismissed for cause from any civilian position
in the government.
 Must not have convicted by final judgment of an offense or
crime involving moral turpitude.
 Must be at least of 1.62 centimeters for male and 1.57
centimeters for female.
 Must weight not more or less than 5 kgs. from the
standard weight corresponding to his/ her height, age and
sex; and
 For new applicant:
- must not be less than 21 nor more than 30 years of age
- Provided, That PNP members who are already in the
service upon the effectively of RA 8551 shall be given at least
2 years to obtain the minimum education qualification and 1
year to satisfy the weight requirement

Section 16: Selection and Criteria Under the Waiver Program.

The selection of applicants under the Waiver Program shall be

subject to the following minimum criteria:

a.) Applicants who possess the least qualification shall take

precedence over those possess more disqualifications.
b.) The requirements shall be waived in the following order:
- age - weight
- height - education
 The commission shall promulgate rules and regulations to
address other situations arising from the waiver of the entry
requirements.
Section 17: Nature of Appointment Under a Waiver
Program.
Any member who will fail to satisfy any of the waived
requirements within the specified time periods under Section
13 of this Act shall be dismissed from the service.

Eligibility Requirements:
 CSP

 POI Entrance Exam

 RA 1080

 PD 907

 PD 997

 PNP Entrance/ PO3

 An individual can also be issued temporary appointment if he
met all the above requirement except from the enumerated
eligibility as long as he possess a Civil Service Sub-Professional
Eligibility.

Documentary Requirements:

 Personal Data Sheet (CS form 212, Revived August 1998)

 Colored Picture (2 Whole Body ad 2 Bust Picture)
 Eligibility/ies
 Transcript of Records & Diploma
 NBI Clearance
 NP Clearance & Physical Evaluation Report
 Certificate of Employment/ Experience and Training
.
 All documents submitted must be authenticated by appropriate
authorities. Waivers for age, height, weight, and education is also
allowed as provided for under RA 8551.

Committee Screening

The Chief of the PNP shall establish a screening Committee in

each provincial, district and regional office that shall be
responsible for the widest dissemination of vacancies in the area
and determination of the fitness of police applicants.

The Screening Committee shall be composed by follows:

a. Provincial Screening Committee:

 The Chief Assistant Provincial Director for Administration or any

PNP Senior Officer in the province designed by the Provincial
Director (in the case of Metropolitan Manila, NCRPO Director
designates the senior PNP officer-Chairman
Members

• NAPOLCOM Official to be designated by the NAPOLCOM

Regional Director
• Private citizen of known probity and integrity in the province
to be designated by the Provincial Governor
• PLEB Chairman in the locality where the selection will be
undertaken
• PPOC Representative to be designated by the PPOC Chairman

b. Regional Screening Committee

PNP Deputy- Regional Director for Administration or any PNP

Senior Officer in the Regional Command designated by the PNP
Regional Director- Chairman
Members

• NAPOLCOM Senior Official in the Regional Office to be

designated by the Regional Director
• Private citizen of known probity and integrity in the region to
be designated by the Provincial Governor of the province were
the Regional Command Headquarters is situated.
• PLEB Chairman in the locality where the selection will be
undertaken
• RPOC Representative to be designated by the RPOC Chairman

National Service Committee

Director of the NHQ, PNP Directorate for Personnel and

Records Management or any PNP senior officer designated by the
Chief, PNP- chairman
Members

• NAPOLCOM Official to be designated by the Vice Chairman

• Private citizen of known probity and integrity to be
designated by the Napolcom, Regional Director
• PLEB Chairman in the locality where the selection will be
undertaken
• NPOC Representative to be designated by the NPOC Chairman

Screening Procedure

a. Preliminary Interview- The applicant shall be interviewed

personally by the Screening Committee.
The required to present;

 Personal history Statement

 Birth Certificate/ Affidavit of two (2)witnesses
 Two (2) copies passport size pictures
 Transcript of scholastic Records or Diploma
 Fingerprint card, properly accomplished; and
 Clearance Papers from hometown Police Station, PNP Provincial
Command, Provincial Fiscal, and others may required

b. Physical Agility Test- designed to determine whether or not he

posses the required coordination, strength and speed of movement
necessary for service, as follows;
Physical Agility Test

Maximum Total 100 pts.

Passing: Men 70 pts.

Women 50 pts.

1. 7 Pull ups (3 points) 21 pts.

2. 25 Push ups (1 point each) 25 pts.

3. 36 sit- ups (1/2 point each) 18 pts.

4. 100 meter run 18 pts.

100 meter run

For Men

17.0 sec or less 18 pts.

17.1 to 18.0 sec 15 pts.
18.1 to 19.0 sec 12 pts.
19.1 and over 0 pt.

For Women

19.0 sec or less 18 pts.

19.1 to 20.0 sec 15 pts.
20.1 to 21.0 sec 12 pts.
21.1 sec or over 0 pt.
5. Pick- up and carry on shoulder

 45 kilo weight for men

 20 kilo weight for women

Walking 25 meters up and

down, not dropping - 18 pts.

c. Psychological or Neuro Psychiatric- to exclude applicants who

may be suffering from any mental disorder

d. Character and Background Investigation- the view of determining

his character reputation and possible involvement in any
questionable or criminal activities
e. Physical and Medical Examination- In order to determine whether
or not the applicant is good health, free from any contagious diseases

f. Final Interview- aid in determining likeableness, affability, attitude

towards work, outside interest, forcefulness, conversational ability,
disagreeable mannerism, etc.

g. Probationary- period of at least 12 months

APPOINTMENTS

Requirement in the Processing of Appointment

a. Original Appointments

• PNP Form duly accomplished

• Updated individual police profile under oath
• School Credentials (Form 137- A/ Diploma/ Transcript of Records
• Physical/ Medical Clearance
• Birth Certificate for appointee: if not available, Baptismal Certificate
• Report of the PNP Screening Committee
• Neuro- Psychiatric Test (PNP Clearance)
• Clearances from PNP, RTC and NBI
• Fingerprint and handwriting specimen
• Passport size picture taken within 6 months prior to affectivity of
appointment
• Police eligibility report of rating (if any)
• Oath of Office

b. Renewal of Temporary Appointments

• PNP Form duly accomplished

• Updated individuals police profile under oath
• Photostat copy of latest approved. Attested appointment duly
authenticated
Guidelines on Probability Period

All PNP members appointed to permanent status in entry

level grade shall undergo a mandatory 1 year probability period.
The termination of services shall be done with utmost
objectivity and impartiality with the end in view of affording
the PNP members concerned the right to due process and equal
protection of laws.

a. Grounds for Termination of Process

 Grave Administrative Offenses

-Grave misconduct
-Incompetency
-Dishonesty
-Disloyalty to the government
-Serious irregularities in the performance of duties
-Violation of Law
 Lack of Aptitude in the service -this shall refer to any of the
following circumstances:
-academic efficiency arising from failure to obtain a passing
grade in the required basic training course in accordance with the
established training rules and regulations.

-Serious violation of training rules and regulations involving

non- academic matters.

-Possession of such habits, traits, conduct or behavior which

taken on their overall context, tends to manifest and display an
undesirable disposition or attitude towards the law enforcement
profession.
b. Termination Process

-PNP Director General

-PNP Regional Directors, including
-NCR Director are designated Termination Authorities for all
members of the PNP undergoing probability period except that
officer, members shall be terminated only by the Director
General.

c. Termination Procedures

 Termination of service for unsatisfactory conduct

 The respondent PNP member shall be furnished with a copy
of complaint or charges against him and he shall answer said
complaint within 3 days from receipt thereof, endorsing
pertinent supporting documents or evidences in his behalf.
 Termination Authority shall be immediately conduct a
summary hearing within the next 3 days after receipt of
respondent’s answer, which hearing shall be completed
 within 5 days from its commencement.
 If the respondents fails to answer the charges within the
prescribed period, the duly designated Termination
Authority shall immediately proceed with the hearing ex
parte.
 Direct examination of witnesses shall be dispensed with and
the sworn statements of witnesses or their affidavit shall
take the place of their oral testimony.
 Within 3 days after the completion of the hearing decision
shall be rendered by the Termination Authority.
 The decision on any termination case shall contain the name
of the respondent and his unit, a brief statement of the
material facts and the findings of the Termination Authority.
d. Appeal Procedure
 Appealed by the respondent to the Director General, PNP
within 30 days from receipt by him or said decision.
 Appealed by respondent to the National Police Commission,
within 30 days from receipt of decision. Such appeal may be
filed directly with the NAPOLCOM, it is for review and
rendition of final decision.
 State distinctly the date respondent received a copy of the
decision, the grounds of the appeal together with the
arguments in support thereof.
 Appeal shall be deemed filed in case the same is sent by
mail on the date shown by the postmark on the registered
envelope which shall be attached to the records of the case.
 The decision of the PNP Director General or the NAPOLCOM
reversing an appealed decision to terminate the services of a
PNP member is final and executor.
LATERAL ENTRY (INSP/ SINSP)

Pursuant to Section 30 and 33 of Republic Act 6975 and in

reference to NAPOLCOM Circular No. 92-015 dated November
26, 1992, hereby promulgated are the Rules and Regulation/
Standing Operating Procedures in the Processing of Applicant for
Lateral Entry.

Persons qualified to apply for Lateral Entry in the PNP

Technical and Operation Support Units.

 A Citizen of the Philippines

 A person of Good Moral Conduct
 Of sound mind and body
 Must possess a formal baccalaureate degree
 Must be eligible in accordance with the standards set by the
CSC
 Must not have been dishonorably discharged from military
employment or dismissed for caused from any civilian
position in the Government
 Must not have been convicted by final judgment of an offense
or crime involving moral turpitude
 Must be at least 1 meter and 62 centimeters(1.62 m) in height
for male and 1 meter and 57 centimeters(1.57 m) for female
 For new applicant, must not be less than 21 nor more than 30
years of age
 Must weight not more or less than 5 kgs from the standard
weight corresponding to his/ her height, age and sex

Waivers for Initial Appointment

The age, height, and weight requirements for initial

appointment to the PNP via Lateral Entry maybe waived only
when the number of qualified applicants fall below the minimum
quota and provided that an applicant shall not be below 20 years
or over 35 years of age.
Appointment of Officers into the PNP via Lateral Entry

In general, all entrance appointment to the officer’s ranks in

the PNP shall commence with the rank of Inspector, including
those with highly technical qualifications applying for the PNP
technical services, such as dentists, nurses, engineers,
optometrists, and graduates of forensic sciences. Doctors of
medicine, members of the Bar and chaplains shall be appointed
to the rank of Senior Inspector in their particular technical
service.

Lateral Entry Board

There shall be created Lateral Entry Board in the Headquarters

Philippine National Police with shall evaluate the qualifications of
applicants for lateral entry and which shall submit its
recommendation to the Chief, PNP for approval
Deputy Chief PNP for Admin - Chairman
DPRM - Vice-Chairman
DC - Member
DI - Member
DHRDD - Member
Chief, RSD, ODPRM - Member/ Recorder
Director’s NSUs -Special Member

The Headquarters Philippine National Police thru DPRM shall

declare the quota for Lateral Entry during the first quarter of the
year for approval of the Chief, PNP. Once approved, DPRM shall
announce the acceptance of applications.
Training and Career Development

The Field Training Program- All uniformed members of the

PNP shall undergo a Field Training Program for 12 months
involving actual experience and assignment in patrol, traffic,
and investigation as a requirement for permanency of their
appointment.

Police Training As Part of Management

Training is one of management’s most important strategies

for reaching organizational goals.
To be effective, training decisions must be based on a
consistent flow of reliable information about the quality of
performance in various parts of the organization.
 Training is the planned and progressive development skills,
knowledge, and understanding, attitudes, interest and the will to work.
Through training the best possible results from each employee are
realized.

It is acquisition or finishing prescribed courses for the rank of its

equivalent courses.

Training required for each rank:

Superintended and above Oceans Systems
Engineering Corp

Chief Inspector Process on a Chief

Senior Inspector Officer Basic Course
Inspector Officer’s Candidate Course
SPO1 to SPO4 Supervisory Development
PO2 to PO3 Technical or Special
Courses
PO1 Police Basic Course
Program of PNP Education and Training

Main Objective:
1. To professionalize law enforcement and police service.
2. Provide training for advancement in criminal investigation and
detection.

Structure of PNP Training Program

1. Philippine Public Safety College

a. Police Officers Basic Course
b. Police Officers advance Course
c. Police Officers Senior Executive Course
d. Bachelor of Science in Police Service

2. Regional Training Course

a. Police Basic Course
b. Criminal Investigation Course
c. Special Refresher Course
d. Bachelor of Science in Police Science
 e. Police Supervisory Course
f. Firearms Proficiency Course
g. Police Supervisors Course

A good supervisor’s job is teaching job. Great leaders are

developers of men. Here is one the one basic policies of
supervision often expressed: “THE GREATEST CONTRIBUTION A
SUPERVISOR CAN MAKE IS THE DEVELOPMENT OF THE MEN
UNDER HIM.”

A good supervisor sees that there is at least one man to be

trained and ready to take his place that is, one or two, to run
smoothly the job when the supervisor is not around, or
transferred or reassigned to other unit.

Guidelines on In-service Training

a. The Police Chief should see to it that in-service training is
cost-effective .
b. He should begin his analysis by asking the following questions:
 1. Has the office attempted to identify training needs?
2. What are the trainors credentials?
3. Does the trainor have an evaluation process?
4. Are the goals and objectives clearly stated and followed?
5. Does the program offer continuity of training within a topical
area?
6. Does the training provide a lasting benefit to the agency?
7. Are the trainees required to report their assessment of training
program?

c. Providing and participating in a variety of in-service training programs

are important to all police agencies. However, training programs should
be based on sound needs.

Training Needs Analysis

Training is one of management’s most important strategies

for reaching organizational goals. To be effective, training
decisions most be based on a consistent flow of reliable
information about quality of performance in various parts of the
organization.
The Five Steps Process of TNA

1. Management Sanction and Preparations for training needs.

2. Scanning in the Work Environment- to check performance
discrepancies
a. Studying records
b. Direct observation
c. Asking questions

3. Focusing- find out which discrepancies are deficiencies of skill

and which are deficiencies of execution.
a. Compiling
b. Analyzing
c. Specifying

4. Planning for Implementation

a. Preparing strategies
b. Setting priorities

5. Reporting
Training Evaluation
Checklist for training needs
a. Target
1. Who are to be trained?
2. What are their job functions?
3. Are they from the same unit or from different units?

b. Instrument
1. Who will have input regarding needs (director, chief police
officers or all of the above)?
2. What device will be used to assess the needs (questionnaire,
survey, interviews, observations, work sample, written test,
performance test)?
3. How disrupted of the work environment will this analysis be
and how might this be minimized?
4. What is the time frame for thus analysis?

c. Assessment
1. What is the minimum work product desired?
2. What is the actual work product?
3. State behavioural terms, the objectives for the work
product when the needs are addressed.
d. Training objectives define what employees will be able to
accomplished by reign trained.

e. The Intervention
1. Is there a skill deficiency? If there is, what strategy
should be used to address this deficiency?

f. Training strategies describe how training objectives can be

achieved.
1. If no skill deficiency, determine if the performance
desired is more punishing to the member than non- performance;
or the performance actually matters to the member because
there are significant consequences to the level of performance.

POLICE PROMOTION SYSTEM (RA 8551)

Promotion- status change a policeman amounting to dynamic

elevation of qualified or deserving members as opportunities
occurs, to assignment or duties of greater importance. All
promotions should be based on merits and fitness.
Section 31. Rationalized Promotion System.
Section 32. Promotion by virtue of position.
Section 33.Section 38 (a) and (b) of Republic Act No. 6975 is
hereby amended to read as follows:

KINDS OF PROMOTIONS:

1. Regular promotion- quota allocated promotion wherein a

candidate must satisfy all the mandatory requirements fixed
for a certain grade.
2. Special or Meritorious promotion

Policies governing promotions:

1. It shall be based on a fair and process that shall endeavour to
evaluate the whole individual.
2. No promotion shall be extended for past performances or
services.
1. All promotion shall be properly evaluated by PNP Promotion
Board unless exempted by the Director General.
2. All promotions shall be based on promotional vacancies.
3. Relative seniority standing shall be maintained.
4. No retirable personnel within twelve months of the current
promotion year shall be eligible for regular promotion.
Thank you
and
God Bless…