CHAPTER V Philippine Police System 1.pdf

additional reading material

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CHAPTER V.
Philippine Police System

Objectives: At the end of this chapter, students should be able to:
Define the procedures on selection and recruitment on PNP.
Different types of Police training.
Know the Salaries, Benefits and Privileges of PNP.

During the Spanish Regime
 Maintenance of law and order is a part of the military system for the defense of the colony;
 Locally organized police forces although performing civil duties is a direct adjunct of the
colonial military establishments; (policemen in appearance yet colonial soldiers in the
ultimate sense.
 Police functions consisted mainly of (1) suppression of brigandage by patrolling unsettled
areas; (2) detection of local or petty uprising by spying upon the work and movements of
the people and; (3) the enforcement of tax collection including church revenues.
▪ Cuardilleros - a body of rural police organized in each town established by Royal decree of Jan.
8, 1836. It mandates that 5% of the able bodied male inhabitants of each province where to
be enlisted in this police organization for 3 years. There services are originally not paid or
gratuitous subject to some privileges although in some province they received a proportionate
pay ranging from 4.00 to 8.00 depending on the revenue collection.
▪ Carabineros De Seguridad Publica- Organized in 1712 for the purpose of carrying the
regulations of the Department of State. This was armed and considered as the mounted police
who later discharged the duties of a port, harbor and river police. It was later given special
commission by Royal Decree of December 20, 1842 and it was called – Cuerco De Seguridad
Publica ( Corps of Crabbiness for Public Security).
▪ Gurdia Civil - Created by Royal decree on February 12, 1852, to partially relieve the Spanish
peninsula troops of their works in policing towns. It is consisted of a body of Filipino policemen
organized originally in each of the provincial capital of the province of Luzon under the Alcalde
Mayor.)
▪ Philippine Commission Act No. of 175 - (July 18, 1901) an act providing for the organization
and government of an Insular Constabulary.
▪ Sec. 1, Act 255 of October 3, 1901 - renamed the Insular Constabulary to Philippine
Constabulary (a national police institution for preserving peace, keeping order and enforcing the
law.
▪ Henry Allen - the first Chief of the Philippine Constabulary.
▪ Rafael Crame - the first Filipino Chief of the Philippine Constabulary.
▪ Act No 70 - (On January 9, 1901) The Metropolitan Police Force of Manila was organized ▪ E.O.
389 - Ordered that the PC be one of the four services of the AFP, dated December 23, 1940.
▪ P.D. 765 -Integration Act of 1975, dated August 8, 1975, established the Integrated National
Police (INP) composed of the PC as the nucleus and the Integrated local police forces as
components, under the Ministry of National Defense.
▪ E.O. 1012- transferred to the city and municipal government the operational supervision and
direction over the INP units assigned within their locality.
▪ R.A. 4864 - It created the POLCOM (Police Commission) as a supervisory agency to oversee
the training and professionalization of the local police under the Officer of the President.
Otherwise known as the Police Professionalization act of 1966, dated September 8, 1966. It was
later renamed as the National Police Commission (NAPOLCOM).

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▪ E.O. 1040 - Transferred the Admin. Control and Supervision of the INP from the ministry of
National Defense to the National Police Commission
▪ R.A. 6975 - It is otherwise known as the Department of Interior and Local Government Act of
1990, enacted on December 13, 1990. Established the PNP, BFP, BJMP and the PPSC.
▪ R.A. 8551 Philippine National Police Reform and Reorganization Act of 1998, enacted 1998,
amending the provision of R.A. 6975
▪ Act No. 181- created the Division of Investigation (DI) of the Department of Justice dated
November 1938.
▪ R.A. 157 - created the National Bureau of Investigation, enacted June 19, 1947 and later
reorganized by R,A. 2678
▪ Line and Staff - the organizational structure of the P.N.P. which is also adopted by many police
organization in the world.
▪ P.N.P.- headed by Chief with a rank of Director General with two (2) Deputy Director General (1)
for Administration and (2) for Operation. Although there are three (3) Deputy Director General
ranks.
▪ SOP No. 7 - prescribed PNP guidelines in the conduct of operations against terrorists and other
lawless elements involved in terrorist activities.

POLICE JOB DESCRIPTION
After a job is analyzed, the facts about it are gathered, summed up, and recorded in the job description
and job specifications.
Job description may be defined as an abstract of information derived from the job analysis report,
describing the duties performed, the skills, the training, and experience required the responsibilities
involved, the condition under which the job is done, and relation of the job to the other job in the
organization.

POLICE RECRUITMENT, SELECTION, AND PLACEMENT On Police Recruitment
The first step in the recruiting procedure, and the one that should receive greatest emphasis, is that of
attracting well-qualified applicants. The best selection devices available are of little value if the recruiting
effort has failed to attract candidates of high caliber. Widespread publicity directed at the particular
element of the population which it is hoped will be attracted to the examination is the best method of
seeking outstanding applicants.

Recruitment in the police service is dependent on the availability of national or regional quota of the
PNP, which is determined by the NAPOLCOM.

Standard Policy on Selection and Appointment

• There shall be a standard policy for the selection of policy personnel throughout the Philippines
in order to strengthen the police service and lay the groundwork for police professionalization.

• The general qualification for initial appointment to the police service shall be based on the
provisions of Republic Act No. 8551, which states:

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PNP TYPE OF UNIFORM

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OTHER UNIFORM

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No person shall be appointed as uniformed member of the PNP unless he or she possesses
the following minimum qualifications:

1. A citizen of the Philippines;
2. A person of good moral conduct;
3. Must have passed the psychiatric or psychological, drug and physical tests to be administered
by the PNP or by any government hospital accredited by the Commission for the purpose of
determining physical and mental health;
4. Must possess a formal baccalaureate degree from a recognized institution of learning;
5. Must be eligible in accordance with the standards set by the Commission;
6. Must not have been dishonorably discharged from military employment or dismissed for cause
from any civilian position in the Government;
7. Must not have been convicted by final judgment of an offense or crime involving moral turpitude;
8. 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;
9. Must weigh not more or less than five kilograms (5kgs) from the standard weight corresponding
to his or her height, age, and sex; and
10. For a new applicant, must not be less than twenty-one (21) not more than thirty (30) years of
age. Except for the last qualification, the above-enumerated qualifications shall be continuing in
character and an absence of any of them at any given time shall be a ground for separation or
retirement from the service: Provided, that PNP members who are already in the service upon the
effectivity of these Implementing Rules and Regulations shall be given five (5) years to obtain the
minimum educational qualification and one (1) year to satisfy the weight requirement.

For the purpose of determining compliance with the requirements on physical and mental health, as
well as the non-use of prohibited or regulated drugs, the PNP by itself or through a government hospital
accredited by the Commission shall conduct regular psychiatric, psychological, drug and physical tests
randomly and without notice.

After the lapse of the reglamentary period for the satisfaction of a specific requirement, current
members of the PNP who shall fail to satisfy any of the requirements enumerated under this Section
shall be separated from the service if they are below fifty (50) years of age and have served in
Government for less than twenty (20) years or retired if they are from the age of fifty (50) and above
and have served the Government for at least twenty (20) years without prejudice in either case to the
payment of benefits they may be entitled to under existing laws. (Section 14, RA 8551 – IRR)

On Selection Procedures

The purpose of the selection process is to secure these candidates who have the highest potential for
developing into good policemen. The process involves two basic functions. The first function is to
measure each candidate’s qualifications against whose ideal qualification that are established chiefly
through job analysis. The second function, because of the comparative nature of the merit system, is
to rank the candidates relatively on the basis of their qualifications.

The Screening Procedures

Preliminary Interview - the applicant shall be interviewed personally by the personnel officer. If the
applicant qualifies with respect to the requirements of citizenship, education and age, he shall be
required to present the following:

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Letter of application if none has been submitted
An information sheet
A copy of his/her picture (passport size)
Birth Certificate
Transcript of scholastic records and/ or diploma Fingerprint
card, properly accomplished.
Clearance papers from the local police department PNP provincial headquarters, city or
municipal court and city or provincial prosecutor’s office and his hometown police department, NBI, and
others that may be required.

Physical and Medical Examination - in order to determine whether or not the applicant is in good
health, free from any contagious diseases and physically fit for police service, he shall undergo a
thorough physical and medical examination to be conducted by the police health officer after he
qualifies in the preliminary interview.

Physical Agility Test - the Screening Committee shall require the applicant to undergo a physical
agility test designed to determine whether or not he possess the required coordination strength, and
speed of movement necessary for police service. The applicant shall pass the tests like Pull-ups-6
Push-ups-27, Two minutes sit-ups-45, Squat jumps-32, and Squat thrusts-20


The Police Screening Committee may prescribe additional requirements if facilities are
available.

Medical Standards for Police Candidates

1. General Appearance – the applicant must be free from any marked deformity, from all parasite
or systematic skin disease, and from evidence of intemperance in the use of stimulants or drugs.
The body must be well proportioned, of good muscular development, and show careful attention
to personal cleanliness: Obesity, muscular weakness or poor physique must be rejected. Girth
of abdomen should not be more than the measurement of chest at rest.
2. Nose, Mouth and Teeth – Obstruction to free breathing, chronic cataract, or very offensive
breath must be rejected. The mouth must be free from deformities in conditions that interfere
with distinct speech or that pre-dispose to disease of the car, nose or throat. There shall be no
disease or hypertrophy of tonsil or thyroid enlargement. Teeth must be clean, well-cared for and
free from multiple cavities. Missing teeth may be supplied by crown or bridge work, where site
of teeth makes this impossible, rubber denture will be accepted. At least twenty natural teeth
must be present.
3. Genitals – must be free from deformities and from varicose, hydrocele, and enlargement of the
testicles, stricture of urine, and retained testicles. Any acute and all venereal diseases of these
organs must be rejected.
4. Varicose Veins - a marked tendency to their formation must be rejected.
5. Arms, Legs, Hands and Feet – must be free from infection of the joints, sprains, stiffness or
other conditions, such as flat foot, long nails or hammer toes which would prevent the proper
and easy performance of duty. First (index) second (middle), and third (ring) fingers and thumb
must be present in their entirely. The toe must be the same.
6. Eyes – the applicant must be free from color blindness, and be able to read with each eye
separately from standard test type at a distance of twenty feet. Loss of either eye, chronic

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inflammation of the lids or permanent abnormalities of either eye must be rejected, 20/20 or
20/30 in one eye, with binocular vision of 20/30.
7. Respiration – must be full, easy, and regular, the respiratory murmur must be clear and distinct
over the lungs and no disease of the respiratory organ is present.
8. Circulation – The action of the heart must be uniform, free and steady, its rhythm and the heart
from organ changes. Blood Pressure – systolic maximum 135; diastolic 90; pulse pressure 15 to
50.
Brain and nervous system must be free from defects.
9. Kidneys – must be healthy and urine normal.

Character and Background Investigation - the Screening Committee shall cause a confidential
investigation of the character and from among various sources.

Psychological and/or Neuro-Psychiatric Test - in order to exclude applicants who are emotionally or
temperamentally unstable, psychotic, or suffering from any mental disorder, the applicant shall take a
psychological and/or neuro-psychiatric test to be administered by the NBI, the PNP, or other duly
recognized institution offering such test after he has qualified and met all the requirements above.

The Oral Interview - the Screening Committee shall interview the qualified applicants for suitability for
police work. The interview shall aid in determining appearance, likeableness, and affability, attitude
toward work, outside interest, forcefulness, conversational ability, and disagreeable mannerism.


Any applicant who meets the general qualifications for appointment to police service and who passes
the tests required in the screening procedures shall be recommended for initial appointment and shall
be classified as follows:


POLICE APPOINTMENT

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1. Temporary – if the applicant passes through the waiver program as provided in under R.A 8551.
2. Probationary – if the applicant passes through the regular screening procedures.
3. Permanent – if the applicant able to finish the required field training program for permanency.

Appointment in the PNP shall be affected in the following manner:

A. PO1 to SPO4 – appointed by the PNP Regional Director for regional personnel or by the Chief
of the PNP for National Head Quarter’s personnel and attested by the Civil Service Commission (CSC)

B. Inspector to Superintendent – appointed by the Chief PNP as recommended by their
immediate superiors and attested by the Civil Service Commission (CSC).

C. Sr. Supt to Dep. Dir. Gen. – Appointed by the President upon the recommendation of the Chief
PNP with the endorsement of the Civil Service Commission (CSC) and with confirmation by the
Commission on Appointment (CA).

D. Director General – appointed by the President from among the most senior officers down to the
rank of Chief Superintendent in the service subject to the confirmation of the Commission on
Appointment (CA). Provided, that the C/PNP shall serve a tour of duty not exceeding four (4) years.
Provided further, that in times of war or other national emergency declared by congress, the President
may extend such tour of duty.

Waiver for Appointment - Waivers for initial appointment to the police service shall be governed by
Section 15 of Republic Act 8551, IRR.

Appointment by Lateral Entry -In general, all original appointments of Commissioned Officers (CO)
in the PNP shall commenced with the rank of inspector to include those with highly technical
qualifications applying for the PNP technical services, such as dentist, optometrist, nurses, engineers,
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.Graduates of the PNPA
shall be automatically appointed to the initial rank of Inspector. Licensed Criminologist may be
appointed to the rank of Inspector to fill up any vacancy.

POLICE TRAINING

The Need for Police Training
Organized training is the means by which officers are provided with the knowledge and the skills
required in the performance of their multiple, complex duties. In order that the recruit officer may
commence his career with a sound foundation of police knowledge and techniques, it is most important
that the entrance level training he soundly conceived, carefully organized and well-presented.

Training and the Changes in Police Works
During the past decades tremendous changes in police work have occurred. Advances in technology
of communications and equipment, public relations and employee relations as well as total evolution in
the whole social structure have made a law enforcement work more complex and difficult to pursue.
The ordinary officer must be briefed and oriented on new changes and developments that affect his job
and the recruit must be given a new solid foundation contemporary with the needs of the time.
Policemen do not stay trained. If they do not forget what they have learned, it is continually made

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absolute by improved technology and social changes, and requires frequent renewal to keep it current
and useful.

Standards for Police Training
All training programs operated by law enforcement agencies should limit their enrolment to law
enforcement officers. Training courses should be set-up, prescribed units of instruction, and arranged
a time schedule. Practical recruit training subsequent to employment should be provided.
PRE-AND-POST EMPLOYMENT UNIVERSITY TRAINING.
Responsibility of Training
The training of police officers shall be the responsibility of the PNP in coordination with the Philippine
Public Safety College (PPSC) which shall be the premier educational institution for the training of
human resources in the field of law enforcement (PNP, BFP, BJMP), subject to the supervision of the
NAPOLCOM.











Types of Police Training Programs
The following are the training programs in the police service:
• Basic Recruit Training
• Field Training
• In-Service Training programs

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• Department In-service training programs
• National and International Conventions on Policing

The Basic Recruit Training – the most basic of all police training. It is a prerequisite for permanency
of appointment.

The Basic Recruit Training shall be in accordance with the programs of instructions prescribed by the
PPSC and the NAPOLCOM subject to modifications to suit local conditions. This course is conducted
within not less than six (6) months. A training week shall normally consist of 40 hours of scheduled
instructions.

Full time attendance in the Basic Recruit Training – Attendance to this type of training is full time
basis. However, in cases of emergency, recruits maybe required to render service upon certification of
the Regional Director or the City or Municipal Chief of Police the necessity of such service.

Completion and Certification of Training – After the Basic Recruit Training, the Regional Director
shall certify that the police recruits have completed the training and has satisfied all the requirements
for police service.

The PNP Field Training – is the process by which an individual police officer who is recruited into the
service receives formal instruction on the job for special and defined purposes and performs actual job
functions with periodic appraisal on his performance and progress.

Under R.A 8551, all uniformed members of the PNP shall undergo a field training program involving
actual experience and assignment in patrol, traffic and investigation as a requirement for permanency
of their appointment. The program shall be for twelve (12) months inclusive of the Basic Recruit
Training Course for non-officers and the Officer Orientation Course or Officer Basic Course for officers.
(Section 20, RA 8551 – IRR)

The In-Service Training Programs

• Junior Leadership Training – for PO1 to PO3
• Senior Leadership Training – for SPO1 to SPO4
• Police Basic Course (PBC) – preparatory for OBC – for senior police officers
• Officers Basic Course (OBC) – for Inspectors to Chief Inspectors
• Officers Advance Course (OAC) – for Chief Inspectors to Sr. Superintendent • Officer Senior
Education Course (OSEC) – Superintendent and above
• Directorial Staff Course (DSC) – for directors and above.


POLICE 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 Police Appraisal
1. It serves as guide for promotion, salary increase, retirement, and disciplinary actions.
2. It increases productivity and efficiency of police works.
3. It assimilate supervision

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4. It informs the officer of the quality of his work for improvements

Uses of Police Appraisal
Police appraisal can be useful for personal decision-making in the following areas:
1. Eligibility to be hired
2. Salary adjustments
3. Determining potential for promotion
4. Evaluation of probationary officers
5. Identification of training needs
6. Isolating supervisory weaknesses
7. Validating selection techniques
8. Reduction in ranks (demotion)
9. Dismissal from service and other disciplinary actions.


PNP Appraisal System
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.

POLICE PROMOTION
Promotion is a system of increasing the rank of a member of the police service. It has the following
objectives:

1. To invest a member of the police force with the degree of authority necessary for the effective
execution of police duties.
2. To place the police officer in a position of increased responsibility where he can make full use of
his capabilities.
3. 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:
1. Merit – includes length of service in the present rank, and qualification. 2.
Seniority
3. 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.

Preferences for Promotion

1. Appropriate Eligibility - Whenever two or more persons who are next in rank, preference shall be
given to the person who is the most competent and qualified and who has the appropriate eligibility. 2.
Competency and Vacancy - When competency, qualification, and eligibility are equal, preference shall

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be given to the qualified member in the organizational unit where the vacancy occurs. 3. 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
1. 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”.
2. Education and Training – educational background which includes completion of in-service
training courses, academic studies, training grants and the like.
3. Experience and Outstanding Accomplishment – this includes occupational history, work
experience and other accomplishment worthy of commendation.
4. 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.
5. 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
1. Regular Promotion - Regular promotion shall be based on the following requirements:

a. He or she has successfully passed the corresponding promotional examination given by the
NAPOLCOM;
b. Passed the Bar or corresponding Board examination for technical services and other
professions;
c. Satisfactory completion of the appropriate accredited course in the PPSC or equivalent training
institutions;
d. Passed the Psychiatric, Psychological, and Drug test; and
e. Cleared by the People’s Law Enforcement Board (PLEB) and the Office of the Ombudsman for
any complaints against him/her.
2. Promotion by Virtue of Exhibited Acts (Special Promotion)
Any uniformed member of the PNP, who has exhibited acts of conspicuous courage and gallantry at
the risk of his or her life above and beyond the call of duty, shall be promoted to the next higher rank.
Provided, that such act shall be validated by the NAPOLCOM based on established criteria.
3. 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)

POLICE ASSIGNMENT
Police assignment is the process of designating a police officer at a particular function, duty or
responsibility.

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Purpose of Police Assignment
The purpose of police assignment is to ensure systematic and effective utilization of all the members
of the force.

Power to make designation or assignment
The Chief of PNP (CPNP), Regional Director (RD), Provincial Director (PD), and the City or Municipal
Chief of Police (COP) can make designation or assignment of the police force within their respective
levels. They shall have the power to make designations or assignments as to who among the police
officers shall head and constitute various offices and units of the police organization. The assignment
of the members of the local police agency shall be in conformity with the career development program
especially during the probationary period. Thereafter, shall be guided by the principle of placing the
right man in the right job after proper classification has been made.

Criteria in Police Assignment
1. Those possessing the general qualifications for police duties without technical skills may be
assigned to positions where any personnel can acquire proficiency within considerably short period of
time.
2. Those possessing skills acquired by previous related experiences should be assigned to the
corresponding positions.
3. Those possessing highly technical skills with adequate experience and duly supported by
authoritative basis shall be given preferential assignment to the corresponding positions, which call for
highly technical trained police officers. (Misassignment of personnel falling under this criteria constitute
a serious neglect of duty of the C/PNP, RD, or the COP, in the exercise of his administrative function)
4. Those selected to undergo further studies in specialized courses shall be chosen solely on the basis
of ability, professional preparation and aptitude.
5. Qualifications of the police officers shall be examined annually to ascertain newly acquired skills,
specialties, and proficiencies.
6. Those with physical limitation incurred while in the performance of duties should be assigned
where they can be best used in accordance with the requirements of the force.
7. Assignments and reassignments of the police officers from one unit to another shall be the
prerogative of the authority.
8. To give well rounded training and experience to police recruits, tour of duties in various
assignments during the probationary period shall be in accordance with Republic Act 8551.

POLICE SALARIES, BENEFITS, AND PRIVILEGES On Salary
The uniformed members of the PNP are considered employees of the National Government and draw
their salaries there from. 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 1. 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/citation:
• Police Medal of Valor
• Police Medal of Merit
• Wounded Police Medal
• Police Efficiency Medal

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• Police Service Medal
• Police Unit Citation Badge

Posthumous Award – in case a police officer dies.

2. 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.

3. 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

4. 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)

5. 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)

6. 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.

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POLICE INSPECTION
The purpose of police inspection is to ascertain the standard policies and procedures, review and
analyze the performance, activities and facilities affecting operations and to look into the morale, needs
and general efficiency of the police organization in maintaining law and order.

Types of Police Inspection
1. Authoritative Inspection – those conducted by the head of subordinate units in a regular basis. 2.
Staff Inspection – those conducted by the staff for and in behalf of the Chief PNP or superior officers
in command of various units or departments.

Nature of Police Inspection
1. Internal Affairs – inspection on internal affairs embraces administration, training, operation,
intelligence, investigation, morale and discipline as well as the financial condition of the police
organization.
2. External Affairs – it embraces the community relationship of the organization, the crime and
vice situation of the locality, and the prevailing public opinion concerning the integrity and reputation of
the personnel.

Authority to Inspect
In the PNP, the following are the authority to conduct inspection:
1. NAPOLCOM or its representative
2. PNP Chief or his designated representative
3. PNP Director for Personnel or his representative
4. PNP Regional Director or his representative
5. City/Municipal Chief of Police or his representative
6. Internal Affairs Service (IAS under RA 8551)

The inspecting officer/s shall examine, audit, inspect police agencies in accordance with existing
standards and with the following objectives:
1. To take note or discover defects and irregularities
2. To effect corrections on minor defects being discovered
3. To bring to the attention of and recommend to the concerned officers for appropriate actions on
defects noted.
Where the irregularity noted during inspection is serious as to warrant administrative charges against
a police officer, the inspecting officer shall immediately file the necessary charge or charges before the
appropriate disciplinary action offices.

POLICE DISCIPLINARY MECHANISM
Aside from higher police management levels that can impose disciplinary actions against subordinates,
the following also serves as disciplinary mechanisms in the police service:

Administrative Disciplinary Powers of the Local Chief Executive (LCE) - The City and Municipal
Mayors shall have the power to impose, after due notice and summary hearings, disciplinary penalties
for minor offenses committed by members of the PNP assigned to their respective jurisdictions as
provided in Section 41 of Republic Act No. 6975, as amended by Section 52 of Republic Act No. 8551.

PLEB - the PLEB (People's Law Enforcement Board) is the central receiving entity for any citizen's
complaint against PNP members. As such, every citizen's complaint, regardless of the imposable
penalty for the offense alleged, shall be filed with the PLEB of the city or municipality where the offense

16. 16

was allegedly committed. Upon receipt and docketing of the complaint, the PLEB shall immediately
determine whether the offense alleged therein is grave, less grave or minor.

Should the PLEB find that the offense alleged is grave or less grave, the Board shall assume jurisdiction
to hear and decide the complaint by serving summons upon the respondent within three (3) days from
receipt of the complaint. If the PLEB finds that the offense alleged is minor, it shall refer the complaint
to the Mayor or Chief of Police, as the case may be, of the city or municipality where the PNP member
is assigned within three (3) days upon the filing thereof.

If the city or municipality where the offense was committed has no PLEB, the citizen's complaint shall
be filed with the regional or provincial office of the Commission (NAPOLCOM) nearest the residence of
the complainant.












Administrative Offenses that may be imposed against a PNP Member.

Topics Video Links
PNP Recruitment process https://www.youtube.com/watch?v=5zpA0mGHWxo
PNP Police Training Programs https://www.youtube.com/watch?v=iY8w7B0O_4s
Police Salaries,benefits and
privileges
https://www.youtube.com/watch?v=SIz7i3sw-WE
Reference: Dr. Vic Delos Santos;
Comparative Police System Reviewer
RKM Solutions