lea personnel and records mngt-review (2013)

8/11/2019 Lea Personnel and Records Mngt-review (2013)

1/158

October 1, 2014


2/158

October 1, 2014


3/158

Wednesday, October 01, 2014


4/158

BOARD OF CRIMINOLOGYResolution No. ___01__

Series of 2010

I. Police Organization and Administration with PolicePlanning 4.5%

II. Industrial Security Management 2.0%III. Police Patrol Operations with Police Communication

System 4.0%

IV. Police Intelligence 4.0%

V. Police Personnel and Records Management 4.5%

VI. Comparative Police System 1.0 %

20%


5/158

TABLE OF SPECIFICATIONS

October 1, 2014POLICE PERSONNEL AND RECORDS MANAGEMENT

Concepts, purpose and functions ofpersonnel management

Police personnel programs in relations to

pertinent provisions of R.A. No. 6975, asamended by R.A. No. 8551, and

NAPOLCOM-issued policies and guidelines

Police administration disciplinary system


6/158

PERSONNEL MANAGEMENT


Part of management concerned with people

at work and their relations within an

organization.

Area of management concerned with human

relations in the organization.It involves Planning, organizing, and

controlling the efforts of a group of individuals

toward achieving a common goal withmaximum dispatch and minimum use of

administrative resources.


7/158

POLICE PERSONNEL MANAGEMENT


Area of management concerned with humanrelations in the police organizationuses planning, organizing, directing and

controlling of day-to-day activities involved inprocuring, developing and motivating themand in coordinating their activities to achieve

the aims of the police


8/158

OBJECTIVES OF PERSONNELMANAGEMENT


To assist top and line management achieves the

organizations objectiveof fostering harmoniousrelationship with its human resource.

To acquire capable people and provide them with

opportunities for advancement in self-development.

To assist top management in formulating policies andprograms that will serve the requirements of the

police organizationand administer the same fairly to

all members.

Toprovide technical services and assistance to the

operating management in relation to their personnel

functions in promoting satisfactory work environment.


9/158


To assist management in training and

developing the human resources of the

organization if it does not have a separatetraining department to perform its

functions.

To see that all police members aretreated equallyand in the application of

policies, rules and regulations and in

rendering services to them.To help effect organization development

and institution building effort.


10/158



11/158


A. Classical ApproachThis approach is

mainly focused on aspects of organizations

and ignoring the human aspects.A.1 Scientific Management (Frederick

Taylor, 18561915)

It is focused on methods of increasing workerproductivity.

Taylor believed that. workers are motivated

primarily by economic rewards

If workers were taught the best procedures,

with pay tied to output, they would produce the

maximum amount of work.


12/158


A.2 Bureaucratic Management (Max Weber,

18641920)

Division of Labor based on a specified sphere ofcompetence

Hierarchy of authority where its lower office is

under the control and supervision of a higher one.

Specified set of rules applied uniformlythroughout the organization

Maintenance of interpersonal relationships,

because rational decisions can only be madeobjectively and without emotions

Selection and promotion based on competence,

not on irrelevant considerations.


13/158


A.3 Administrative Management

Henri Fayol (18411945)

In his most influential work Industrial andGeneral management, 14 principles of efficient

management was identified

Division of Workspecialization can increaseefficiency with the same amount of effort.

Authority and responsibilityAuthority

includes the right to command and the power to

require obedience.DisciplineThe state of its disciplinary process

depends upon the quality of its leaders.


14/158


Unity of Commandemployee should receive

orders from one superior only.

Unity of Directionthere should be only one

manger and one plan for a group of activities thathave the same objective.

Subordination of Individual interest to general

interestThe interest of employee shall not takeprecedenceover the organization.

Remuneration of personnelcompensation

should be fair both to employee and employer.

CentralizationThe objective is to pursue theoptimum utilization of the capabilities of personnel.

Scalar Chainhierarchy of authority fromtop to

bottom.


15/158


Ordermaterial and human resources should

be in the right time at the right place.

Equityemployees should be treated withkindness and justice.

Stability of personnel tenureemployee

needs time to adjust to a new job and reach apoint of satisfactory.

Initiativethe ability to conceive and execute

the plan.

Espirit the CorpsHarmony and Teamwork

are essential to effective organizations.


16/158


Gullick and Urwick (19201937)

They have described the major functions of

Administration in the book The Science ofAdministration using the acronym

(POSDCoRB).

Emphasis on the principles of planning,organizing, staffing, directing, coordinating,

reporting, budgeting


17/158


B. Human Relations ApproachIt is focused

on thepredicted patterns of behavior, thus the

occurrence of the human relations movement,emphasizing the informal aspect of organization.

B.1 Hawthorne Study (Elton Mayo)

It suggests that when special attention is paid to

employees by management,productivity is likelyto increase regardless of changes by

management.This occurrence is called as

Hawthorne Effect.Workers do not act or react as individual but as

members of a group.


18/158


C. Behavioral Science Approachutilizes scientific

method as the foundation for testing and developing

theories about human behavior that can be used to

guide and develop managerial policies and practices.

C.1 Maslows hierarchy of needs (Abraham

Maslow, 1940)

Maslow suggested basic classes of needs, ormotives, influencing human behavior, these motives

are: Biological, Safety, Love, Cognitive needs,

Esteem, Aesthetic and Self Actualization.

It is significant to a police manager because he willconsider human needs as a factor in making

decisionswhich affect human relationship in his

organization.


19/158


C.2 Theory X and Y (Douglas McGregor, 1960)

Theory X

Management assumes employees are inherently lazy

and will avoid work if they can and that they inherentlydislike work.

Managers rely heavily on threat and coercion to gain

their employee's compliancetowards organizations goals.

Theory YAssumes employees may be ambitious and self-

motivatedand exercise self-control.

Managers believe that, given the right conditions, most

people will want to do well at work.Employees possess the ability for creative problem

solving, but their talents are underused in most

organizations


20/158


D. Contemporary Approachmovement

towards quality management, theories have

incorporated the influences of the behavioralsciences and other school of thoughts.

D.1 System theory

All parts of a system are interrelated and

interdependent to form the whole.

A system is composed of elements or

subsystems that are related and dependent

upon one another.Subsystems are in interaction with one

another, they form a unitary whole.


21/158


D.2 Contingency theory

It recognizes various internal and

external environment variables affect

organizational behavior.

There is no best way of structuring andmanaging diverse types of organization, it

all depends on a particular situation on

what course of action is appropriate.


22/158



23/158


SKILL

the ability to translate knowledge into action

that results in desired performanceability that allows a person to achieve

superior performance in one or more aspects

of his or her workA. Technical Skill

the ability to perform specialized tasks

this skill involves being highly proficient at

using selected methods, processes and

proceduresto accomplish tasks


24/158


B. Human/Interpersonal Skill

the ability to work well with other people

this skill emerges as a spirit of trust, enthusiasm

and genuine involvement in interpersonal

relationships

the skill essential in networking activities

C. Conceptual Skillthe ability to analyze and solve complex

problems

this skill draws on ones mental capacities toidentify problems and opportunities and to make

good problem-solving decisions that serves the

organizations purpose


25/158



26/158


27/158


B. ORGANIZING

involves the determination and allocation of the

men and women as well as the resource of an

organization to achieve pre-determined goals

or objectives of the organization

It is the identification and classification of

required activities, the grouping of activitiesnecessary to attain objectives, the assignment of

each grouping to a manager with the authority

necessary to supervise it.

It is the establishment of the formal structure of

authority, on the basis of which work

subdivisions are established and coordinated.


28/158


C. STAFFING

It is the filing and keeping filled positions in the

organizational structure. This is done byidentifying work force requirements,

inventorying the people available, recruiting,

placing, promoting, appraising, compensatingand training of personnel.

It is the entire personnel function of recruiting

and training staff and maintaining favorable

working condition.


29/158


ACTIVITIES OF STAFFING:

SelectionThe process of choosing from

among candidates from within the organizationor from the outside, the more suitable person

for the current position or for future positions.

RecruitmentRefers to the set of activities

and processes used to legally obtain a sufficient

number of the right people at the right place and

time so that the people and the organization

can select each other in their own best shortand long run interest.


30/158


TrainingIt is an attempt to improve the

ability required by the job of operative

employees and is immediately focused onskill.

AppraisalIt is theprocess of measuring the

performancesin achieving goals and plans.DevelopmentThe attempt to improve the

abilities of personnel to prepare them for more

responsible positions in the future.


31/158


D. Directing- involves the overseeing and supervising

of the human resources and the various activities in an

organization to achieve through cooperative efforts the

pre-determined goals or objectives of the organizationE. Coordinating

It is the manner of integrating the different elements

with in or outside the organization into an efficient and

harmonious relationship, thus making things work

together or fit with each other.

involves the checking or evaluation and measurement

of work performance and comparing it with plannedgoals or objectives of the organization and making the

necessary corrective actions so that work is

accomplished as planned


32/158


F. RecordingRefers to the system of putting

what is reported into records and the manner

of classifying documents or notes within theorganization or those written communications

received from outside the organization.

G. Budgeting The management of incomeand expenditures within the organization. It

includes the appropriation of funds to be

distributed to functional units and the system of

determining expenses.


33/158



34/158


POLICY

General Plan of Action that serves as a guide in the

operation of the organization.

It defines the authority and responsibility of supervisors

in their job of directing group efforts and implementing

personnel programs.

PURPOSES OF POLICE POLICIES

To give life and direction to the program of activities

covering the needs of the police organization and its

resources.

Toprovide definite guidelines to achieve consistenttreatment of all employees.

Policies serve as standards of performance.

To help build police officers enthusiasm and loyalty.


35/158


TYPE OF POLICE POLICIES

A. According to Origin:

Originated Policythis type of policy comes from

top management level and is intended to set up

guidelines in the operation of the police organization

Appealed Policythis type of policy is born when

problems arise at the lower levels of organizationand the man in charge does not know how to meet

the problem; he then appeals to his superiors for and

for guidance

Imposed Policy this type of policy comes fromthe government in the forms of laws, administrative

orders and rules and procedures


36/158


B. According to Subject Matter:

General Statement of Principles

policies stated in broad terms, such as

statement of objectives, philosophy and

creed

Specific Rulescover specific

situations; they are more direct and are

less flexible; more rigid in nature

DISSEMINATION OF POLICIES


37/158


DISSEMINATION OF POLICIES

A. Police Handbooks

these handbooks are distributed to all

personnel and contain among things,

information about the benefits and services that

the organization grants to its officers, the

organizations history, its organizationalstructure, its officers, and other information

useful to the officers in understanding their

relationship with the organizationB. Police Manual

a policy manual covering all police personnel

policies and procedures

C Memoranda and Circular


38/158


C. Memoranda and Circular

another common means of communicating

police policies to all officers

can be issued fast and they provide thegreatest assurance of reaching every

employee

D. Bulletin Boardsorganizational policies, rules and regulations

and activities may be posted on bulletin boards

if strategically located and well-managed,these are effective medium for transmitting

newly-issued policies, rules and regulations

to police officers


39/158


E. Meetings or Conferences

often held to inform officers about new

policies, their objectives and implementationone advantage of this type of policy

dissemination is that it gives the officers the

opportunity to ask questions and requestclarification on some points

F. Police Publications

may be in the form of magazines, journal,

newsletters or brochures


40/158



41/158


Recruitment the process of attracting

candidates who have maximum qualificationsto be eligible for selection procedure. It is the

process of searching the candidates for

employment and stimulating them to apply forjobs in the organization.

Selection is concerned with screening out

undesirable candidates after they have applied

and appointing the best qualified.

RECRUITMENT VS SELECTION


42/158


In the Philippine National Police, the

recruitment and selection of applicants who

will be appointed to the police service is theresponsibility of the Directorate for

Personnel and Records Management

(DPRM). DPRM is tasked in the managementof PNP uniformed and non-uniformed

personnel as individuals, manpower

procurement and control and in the recordsmanagement of the organization.


43/158


SCREENING COMMITTEE

responsible for the widest dissemination ofvacancies in their respective areas, the

evaluation of the applicantsqualifications and

the selection of the most qualified applicants tobe recommended for appointment to the police

service.- established at the NHQ, NSUs and

PROs.


44/158


A. NATIONAL SUPPORT UNIT (NSU)

SCREENING COMMITTEE:

Chairman:Deputy Director for Administration

of the respective National Support Unit/ the

Deputy Director General for Administration.

Vice Chairperson: Senior NAPOLCOM

official with Salary Grade 24 or higher which

shall be designated by the Vice Chairpersonand Executive Officer of the NAPOLCOM.


45/158


Members:

National Peace and Order Council (NPOC)

member designated by the NPOC Chairman;Private Sector representative designated by

the NPOC Secretary General; and

Womens representative from private sector

with known probity designated by the NSU

Director.

Secretariat:Assistant Director for Personnel

and Records Management (ADPRM) / HumanResource Management Officer (HRMO)


46/158


B. POLICE REGIONAL OFFICE (PRO)

SCREENING COMMITTEE

Chairman: Deputy Regional Director for

Administration

Vice Chairperson: Senior NAPOLCOMofficial with Salary Grade 24 or higher which

shall be designated by the NAPOLCOM

Regional Director


47/158


Members:

Regional Peace and Order Council (RPOC)

member designated by the RPOC Chairman;Senior Regional DILG Officer designated by

the DILG Regional Director;

Womens representative from private sectorwith known probity designated by the PNP

Regional Director.

Secretariat: Chief, Regional Personnel on

Human Resource and Doctrine Development

(RPHRDD)


48/158


PNP RECRUITMENT PROCEDURE

(NAPOLCOM M.C. No. 2007-009)

1. Preparation and proper approval of quota

allocation

The PNP shall prepare, through theDirectorate for Personnel and Records

Management (DPRM) and submit it to the

NAPOLCOM for approval of the PNP annualrecruitment quota.

2. Posting and publication of Notice of


49/158


2. Posting and publication of Notice of

Recruitment

The Notice of Recruitment shall include the

following data for the information of prospectiveapplicants:

quota for the city/municipal police station;

vacancies are open to both male and female

applicant;

general qualification standards;

documentary requirements;

where to submit the application papers anddocuments;

deadline for submission; and

schedule of screening/evaluation.


50/158


3. Submission of the application folders

4. Selection and evaluation process by the

PNP Screening Committee5. Psychiatric/Psychological Examination

(PPE)

6. Complete Physical, Medical and DentalExamination (PMDE)

7. Physical Agility Test

8. Final Committee Interview9. Certification by the NAPOLCOM and

attestation by the Civil Service Commission


51/158


1. Psychiatric/Psychological Examination

(PPE)to exclude applicants that may be

suffering from any mental disorder. It shall be

administered to all applicants under the

supervision of the PNP Medical Officer and

NAPOLCOM Representative. Only thoseapplicants who passed the PPE shall proceed

to the next stage, the Physical, Medical and

Dental Examination (PMDE).

2 C l t Ph i l M di l d D t l


52/158


2. Complete Physical, Medical and Dental

Examination (PMDE)

Conducted by the PNP Health Service or accredited

diagnostic centers inside the camp (mobile clinic) oroutside the camp under the supervision of the PNP

Medical Officer and NAPOLCOM representative.

The tests shall determine whether or not the

applicants are in good health and free from any

contagious diseases.

Applicants who passed the PMDE shall be indorsed

for the conduct of the Physical Agility Test (PAT).The items to be covered by the Physical, medical

and Dental Examination are specified under PNP

Circular No. 2000010.

MEDICAL STANDARDS FOR POLICE


53/158


MEDICAL STANDARDS FOR POLICE

CANDIDATES

A. General Appearance

must be free from any marked deformity, from allparasite or systematic skin disease, and from

evidence of intemperance in the use of stimulants

or drugs

must be well proportioned, of good muscular

development and show careful attention to personal

cleanliness

obesity, muscular weakness or poor physique mustbe rejected

Girth of abdomen should not be more than the

measurement of chest at rest

B N M th d T th


54/158


B. Nose Mouth and Teeth

obstruction to free breathing, chronic cataract, or

very offensive breath must be rejected

mouth must be free from deformities in conditions

that interfere with distinctspeech or that

predispose to disease of the ear, nose or throat

shall be no disease of tonsils or thyroidenlargement

teeth must be clean, well cared for and free from

multiple cavities

missing teeth may be supplied by crown or

bridgework

at least twenty natural teeth must be present


55/158


C. Genitals

must be free from deformities and from varicole,

hyrocole and enlargement of the testicles, stricture of

urine

any acute and all venereal disease of these organs

must berejected

D. Varicose veinsa marked tendency to their formation must be

rejected

E. Arms, Legs, Hands and Feet

must be free from infection of the joints, sprains,stiffness or other conditions, such as flat foot, which

would prevent the proper and easy performance of

duty


56/158


F. Eyes

the applicant must be free from color

blindness, and must be able to read with eacheye separately from standard test type at a

distance of twenty (20) feet

permanent abnormalities of either eye mustbe rejected

G. Respiration

must be full, easy, regular, respiratory murmur

must be clear and distinct over the lungs and

no disease of the respiratory organ is present

H. Circulation


57/158


H. Circulation

the action of the heart must be uniform, free

and its rhythm steady

blood pressure: systolic, maximum 135;diastolic, 90; pulse pressure, 15 to 50

I. Kidneys

must be healthy and urine normal3. Physical Agility Test(PAT) - the Screening

Committee shall require the applicant to

undergo a physical agility test designed todetermine whether or not he possess the

required coordination strength, and speed of

movement necessary for police service

The PAT shall consist of the following events and Standards


58/158



59/158


4. Final Committee Interview (FCI)

The Final Interview shall determine theapplicants aptitude to join the police service,

likableness, affability, outside interest,

conversational ability, disagreeablemannerisms,etc.

Absolutely, no applicant shall be interviewed

unless he/she passes through the sequential

process and is declared Passed in all thesestages.

REASONS FOR ORAL INTERVIEW


60/158


It is a means of evaluating candidate

qualifications, which may not be effectively

measured by other devices in the selectionprocess.

It provides samples of the ability of the applicant

to identify and respond to important

considerations in job related problems.

It permits the interviewer to assess the

effectiveness of the applicant in verbal

communications, which demonstrate familiaritywith the nature and demand of police work.

To screen out applicants whose motivation for

police work is questionable.

TYPES OF ORAL INTERVIEW


61/158


Highly Structured Type Every questioned is

predetermined in advance. No follow up questions

are permitted.Structured TypeAll applicants are asked some

questions in common. Sequence of questions is also

pre-arranged but interviewers maybe allowed

conducting follow-up questions.Semi-structured TypeAll applicants are asked in

common; sequence of questioning may vary

somewhat from applicant to another applicant.

Unstructured Type Interviewers are allowed to aflexible approach wherein applicants are questioned

along those lines most likely to produce important

information at any given moment.

INTERVIEW CONTENTS


62/158


Police contact, arrest, convictions, military

status, and honesty/integrity

Nature and extent of military experienceWork history, technical knowledge and

experiences relevant to police works.

Extent and nature of formal educationMotivations and interest, understanding of the

nature of the job and its demands.

Reasoning ability, judgment, common sense,

and decision-making abilityVerbal communications and self-expression

Sociability, alertness and maturity.

NOTE:


63/158


The drug test (DT) shall not follow the sequential steps

but shall be conducted on passers only anytime after the

PPE, PMDE, or PAT but before the Final Committee

Interview. It shall be administered by the PNP Crime

Laboratory.

The conduct of the Physical Agility Test (PAT) and Neuro-

Psychiatric (NP) examination shall be simultaneous

nationwide to prevent a retake in another place of said

tests by applicants who initially failed on the same.

The complete Character and Background Investigation

(CBI) shall be conducted on all PPE passers and must be

completed before the start of the Final CommitteeInterview. The complete CBI shall determine their

reputation and possible involvement in any questionable

or criminal activities or violent incidents.

NAPOLCOM PARTICIPATION IN THE PNP


64/158


NAPOLCOM PARTICIPATION IN THE PNP

RECRUITMENT AND PROMOTION

PROGRAMSNAPOLCOM representatives to the PNP

Recruitment Screening Committees are

actively involved in the recruitment and

selection process including interview of

applicants, the PNP Neuro-Psychiatric

Examinations, Physical/Medical and Dental

Examination, Physical Agility Test (PAT) andDrug Test.


65/158


There are also NAPOLCOM

Representatives to the following PNPPromotion Boards:

PCO Promotion Boards;

PNCO Promotion Boards; and

Lateral Entry Board

STATUS OF APPOINTMENT OF A NEWLY


66/158


STATUS OF APPOINTMENT OF A NEWLY

APPOINTED PO1

Tempo rary Appointment shall be issued to anewly recruited PO1 who meets the required

minimum qualifications, except the training

requirement which is the PNP Field Train ing

Program(FTP). The FTPshall be composed

of the Public Safety Basic Recruit Course

(PSBRC) and the Field Training Exercise (FTX)

such temporary appointment shall not exceedtwelve months to be reckoned from the date it

was issued.

TERMINATION OF SERVICE OF PO1 IN


67/158


TEMPORARY STATUS

A. Grave Administrative Offensethe following

are the offenses for which a PNP member undertemporary status maybe terminated from the

police service.

Grave misconduct

Incompetence

Dishonesty

Disloyalty to the government

Serious irregularities in the performance ofduties

Serious Neglect of duty

Oppression

B Lack of Ap t itude in the Serv ice This shall


68/158


B. Lack of Ap t itude in the Serv iceThis shall

refer to any of the following circumstances:

Academic deficiency 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 regulationsinvolving non academic matters.

Possession of such habits, traits, conduct or

behavior which, when taken on their overall

context. Tend to manifest and display an

undesirable disposition or attitude towards the law

enforcement profession.


69/158


C. Failure to complete the required FTPwithin

the prescribe period of twelve (12) months

from the time he/she was issued an

appointment under temporary status.


70/158


POLICE TRAINING i f idi


71/158


POLICE TRAINING - is a means of providing

knowledge and skill to police officers which are

needed in the performance of their functions. Itis the objective of police training to bring the

police force to the desired standards of

discipline and efficiency by making each policeofficer fully aware of his duties and

responsibilities and by providing him with a

working knowledge of police procedures and

techniques.

TYPES OF POLICE TRAINING


72/158


TYPES OF POLICE TRAINING

PROGRAM

1. Basic Recruit Training is the mostbasic of all police training. It is a pre-

requisite for permanency of appointment

and is required for newly hired policeofficers. In the Philippine National Police,

a newly appointed Police Officer 1 is

required to undergo a Public SafetyBasic Recruit Course (PSBRC) as a

basic recruit training.


73/158


Structu re of Basic Recrui t Curr icu lum :

Curriculum are prepared / organized based

on the following structures:

oIntroduction to criminal justice system

oCriminal jurisprudence

oHuman values and problemsoPatrol and investigation procedures

oPolice proficiency

oPolice organization and administration


74/158


Recommended Dist r ibu t ion of train ing t ime

by % by area:

Introduction to criminal justice system 8Criminal jurisprudence 10

Human values and problems 22

Patrol and investigation procedures 33Police organization and administration 9

Police proficiency 18

_______

Total 100 %


75/158


2. Field Training Program (FTP)or on-the-

job training is the process by which anindividual police officer who is recruited into the

service receives formal instruction on the job

for special and defined purpose and performs

actual job functions with periodic appraisal on

his performance and progress.


76/158


As provided for under R.A. 8551, police

officers are required to undergo a FieldTraining Program for twelve (12) month s

(inc lus ive o f the PSBRC)involving actual

experience and assignment in PATROL,TRAFFIC AND INVESTIGATIONwhich is

required for permanency in the police service.


77/158


EXCEPTION FROM FIELD TRAINING

PROGRAMUnder Section 33, R.A. 6975, PNPA

Graduates shal l be automatical ly appo inted

to the ini t ial rank of Inspecto r v ia LateralEntry.

3 In-Service Training Program or refresher training


78/158


3. In-Service Training Program or refresher training

program.

The following are examples of in-service training

programs as mandatory requirement for promotion:Junior Leadership TrainingPO1 to PO3

Senior Leadership TrainingSPO1 to SPO4

Police Basic Course (PBC)for senior police officers

Officers Basic Course (OBC) Inspectors to Chief

Inspectors

Officers Advance Course (OAC)for Chief Inspectors

to Senior Superintendent

Officers Senior Executive Course (OSEC)

Superintendent and above

Directorial Staff Course (DSC) for Directors and

above

4 D t t l T i i P


79/158


4. Departmental Training Program

a)Roll-Call Training instructional courses

of several hours a day concerningdepartmental activities

b)Supervisory Development, Specialized

or Technical Trainingseminars or specialsessions on criminal investigation, traffic,

drug control, etc

c)Training conducted by other law

enforcement units or agencies


80/158


POLICE ASSIGNMENT- refers to theprocess

of designation a police officer at a particularfunction, duty or responsibility. The very

purpose of police assignment is to ensure

systematic and effective utilization of all themembers of the police force.

Police Officer 1s specifically those who were


81/158


Police Officer 1s, specifically those who were

recruited under the attrition recruitment program,

after undergoing the required Field Training

Program (FTP), shall be assigned with the

Regional/Provincial/City Public Safety

Battalion/Companyof their place of recruitment for

a maximum per iod of two (2) years.After their assignment with the

Regional/Provincial/City Public Safety

Battalion/Company, they shall be

downloaded/assigned to their respective

city/municipal police stations where they were

recruited.


82/158


POLICE APPOINTMENT

Any applicant who meets the generalqualifications for appointment to police service

and who passes the tests required in the

screening procedures shall be recommendedfor initial appointment and shall be classified as

follows:


83/158


Temporaryif the applicantpasses through

the waiver programas provided in under R.A

8551.

Permanentif the applicant able to finish therequired field training program for permanency.

APPOINTMENT OF UNIFORMED PNP


84/158


PERSONNEL

PO1 TO SPO4appointed by the Regional

Director for regional personnel or by the Chief,

PNP for the national headquarters

INSP. TO SUPT.appointed by the Chief, PNP

SR. SUPT TO DDGappointed by the Presidentupon recommendation of the Chief, PNP, subject

to confirmation by the Commission on

Appointments

DIRECTOR GENERALappointed by thePresident from among the senior officers down to

the rank of C/Supt.

PERFORMANCE EVALUATION


85/158


PERFORMANCE EVALUATION

POLICE APPRAISAL

refers to the process of measuring theperformance of people in achieving goals and

objectives

also known as the PERFORMANCE

EVALUATION SYSTEM

it shall be the responsibility of the

NAPOLCOMwhich shall issue the necessary

rules and regulation for the orderlyadministration of the appraisal process

OBJECTIVES OF PERFORMANCE EVALUATION


86/158


OBJECTIVES OF PERFORMANCE EVALUATION

Toprovide an administrative effectiveness andefficiency in the performance of the mission and

functions of the PNP;

Toprovide a basis of professional growth and

conferment of greater responsibility;To foster the improvement of individual efficiency,

work ethics and behavioral discipline among the PNP

uniformed personnel; and

To motivate the personnel in working to the fullestand exerting greater effort to improve themselves.


87/158


FREQUENCY OF RATING

Frequency of the individual performance shall

be undertaken every SIX (6) MONTHS.

Evaluation report covering the period of

January to June shall be submitted 1stWEEK

OF JULYand the report from June toDecember shall be submitted 1stWEEK OF

JANUARY of the succeeding year.


88/158


METHOD IN PERFORMANCE EVALUATION

It is the qualitative and quantitative

judgments about traits or dimensionspresumed to be critical indicators of job

success or failure.

Rating methodsGraphic rating scale

Essay method

Ranking method

INTENTION OF RATINGS


89/158


To keep employees informed of what is

expectedof them and how well they are

performing.

To recognize and reward good works

To keep supervisors recognize

weaknesses and give opportunity toremedydeficiencies

To identify general training needs

To provide a continuing record of theofficersperformance history


90/158


To guide decisions on matters of

promotions, transfers and otherpersonnel transactions

To help determine if an employeewill be givensalary increase

To check accuracy of job

descriptionsand clarifications

To verify the accuracy and

effectiveness of recruitment andexamination procedures

PROMOTION


91/158


PROMOTION

the upgrading of ranks and/or advancement to

a position of leadershipa system of increasing the rank of a member

of the police service

the NAPOLCOM shall establish a system of

promotion which shall be based on the

following:

meritqualifications

seniorityavailability of vacant positions

FACTORS CONSIDERED IN PROMOTIONLength of Service It should be measured


92/158


Length of Service It should be measured

according to judgments, self-confidence,

decisiveness, knowledge on the job and personalrelation.

Promotional Written Exam It is primarily on a

basis of merit.

Oral InterviewsPromotion-Potential RatingAssessment of the

candidatespotential in the rank being sought.

Seniority Credit It is only as a factor inpromotion as a means to decide which of the two or

more officers should be given first priority or choice.

PREFERENCES FOR PROMOTION


93/158


Appropriate Eligibilitywhenever there are two or

more persons who are next in rank, preference shall

be given to the person who is the most competent andqualified and who has the appropriate eligibility

Competency and Vacancywhen competency,

qualification and eligibility are equal, preference shall

be given to the qualified member in the organizational

unit where the vacancy occurs

Senioritywhen all the foregoing conditions have

been taken into account, and still the members in thenext rank have the same merit and qualifications,

preference shall be given to the most senior officer

FACTORS IN SELECTION FOR PROMOTION


94/158


EFFICIENCY OF PERFORMANCEas an aid

to fair appraisal of the candidates proficiency,

theperformance 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 leastsatisfactory

EDUCATION AND TRAININGeducational

background which includes completion of in-service training courses, academic studies,

training grants and the like

EXPERIENCE AND OUTSTANDING


95/158


ACCOMPLISHMENT includes occupational history,

work experience and other accomplishments

worthy of commendationPHYSICAL CHARACTER AND PERSONALTY 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

LEADERSHIP POTENTIAL capacity and ability to

perform the duties required in the new or higher

position and good qualities of leadershipNOTE:All police officers are eligible to be promoted

during the entire length of his service, provided they

meet the minimum requirements for promotion.

KINDS OF PROMOTION


96/158


Regular Promotion - promotion granted to police

officers meeting the mandatory requirements for

promotion.Special Promotion promotion granted to police

officers who have exhibited acts of conspicuous

courage and gallantry at the risk of his/her life above

and beyond the call of duty.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.

DISCIPLINARY MECHANISMS OF THE


97/158

Wednesday, October 01, 2014POLICE ORGANIZATION ANDADMINISTRATION WITH POLICE PLANNING

DISCIPLINARY MECHANISMS OF THEPNP

A. INTERNAL AFFAIRS SERVICE (IAS) created by RA 8551

Functions of the IAS

pro-actively conduct inspections and auditson PNP personnel and units;

investigate complaints and gather evidence in

support of an open investigation;

conduct summary hearings on PNP membersf i d i i i h


98/158


facing administrative charges;

submit a periodic report on the assessment,analysis, and evaluationof the character andbehavior of PNP personnel and units to theChief PNP and the Commission;

file appropriate criminal cases against PNPmembersbefore the court as evidence warrantsand assists in the prosecution of the case;

provide assistance to the Office of theOmbudsman in cases involving the personnel ofthe PNP;

The IAS shall also conduct, motu propio of thefollowing cases:


99/158


g

incidents where apolice personnel discharges a

firearm; incidents where death, serious physical injury, or

any violation of human rights occurred in theconduct of a police operation;

incidents where evidence was compromised,tampered with, obliterated, or lost while in thecustodyof police personnel;

incidents where a suspect in the custody of thepolice was seriously injured; and

Incidents where the established rules of engagementhave been violated.

NOTE:


100/158


O

The IAS can recommend p romo t ionof the

members of the PNP or the ass ignment ofPNP personnel to any key pos i t ion .

COMPLAINTS AGAINST THE IAS: shall be

brought to the Inspector Generals Office

PEOPLES LAW ENFORCEMENT BOARD (PLEB)


101/158


a body created pursuant to RA 6975

one of the disciplinary authorities of the PNPauthorized to handle and investigate citizens

complaint

the central receiving entity for any citizens complaint

against the PNP members

shall be created by the sangguniang

panlungssod/bayan in every city and municipality as

may be necessary there shall be at least one (1) PLEB fo r every fiv e

hund red (500) ci ty o r mun ic ipal pol ice personnel

membership in the PLEB is a civic duty

Composition of PLEB

PLEB h ll b d f fi (5)


102/158


PLEB shall be composed of five (5)

memberswho shall be as follows:

any member of the sangguniang

panlungsod/bayan

any barangay chairman of thelocality concerned

three other members to be chosen

by the local peace and order councilfrom among the members of the

community

for the three other members, the following


103/158


, gconditions must be met:

one must be a woman one must be a lawyer, or a college

graduate, or the principal of an

elementary school in the locality the CHAIRMAN of the PLEB shall be

elected from among its members

the term of officeof the members of thePLEB is THREE (3) YEARS

ADMINISTRATIVE DISCIPLINARY


104/158

Wednesday, October 01, 2014POLICE ORGANIZATION AND ADMINISTRATION WITHPOLICE PLANNING

ADMINISTRATIVE DISCIPLINARYMACHINERIES IN THE PNP

Citizens Complaints- pertains to anycomplaint initiated by a private citizen orhis duly authorized representativeon

account of an injury, damage ordisturbance sustained due to an irregularor illegal act committed by a member ofthe PNP.

DISCIPLINARY AUTHORITIES FOR CITIZENS COMPLAINTS


105/158


Chief of Police - where the offense is punishable by

withholding of privileges, restriction to aspecified limits,

suspension or forfeiture of salary, or any combination thereof,

for a period not exceeding FIFTEEN (15) DAYS

City/Municipality Mayors- where the offense is punishable by

withholding of privileges, restriction to specified limits,

suspension or forfeiture of salary, or any combination thereof,for a period not less than SIXTEEN but not exceeding

THIRTY (30) DAYS

Peoples Law Enforcement Board (PLEB)- where the

offense is punishable by withholding of privileges, restriction tospecified limits, suspension or forfeiture of salary, or any

combination thereof, for a period exceeding THIRTY (30)

DAYS, or by DISMISSAL

Breach of Internal Discipline- refers to any offensecommitted by a member of the PNP involving and


106/158


affecting order and discipline within the police

organization

Minor Offense -shall refer to an act or omission not

involving moral turp i tudebut affecting the internal

discipline of the PNP, and shall include but not be

limited to: simple misconduct or negligence

insubordination

frequent absences or tardiness habitual drunkenness

gambling prohibited by law

DISCIPLINARY AUTHORITIES FOR BREACH OF

INTERNAL DISCIPLINE


107/158


INTERNAL DISCIPLINE

Chief of Police- may impose the administrative

punishment of admonition or reprimand; restriction tospecified limits; withholding of privileges; forfeiture of

salary or suspension; or any combination of the

foregoing for a period NOT EXCEEDING FIFTEEN

(15) DAYS

Provincial Directors- may impose the administrative

punishment of admonition or reprimand; restriction to

specified limits; withholding of privileges; forfeiture ofsalary or suspension; or any combination of the

foregoing for a period NOT EXCEEDING THIRTY

(30) DAYS

Regional Director- may impose the administrative

i h t f d iti i d t i ti t


108/158


punishment of admonition or reprimand; restriction to

specified limits; withholding of privileges; forfeiture of

salary or suspension; demotion; or any combinationof the foregoing for a period NOT EXCEEDING

SIXTY (60) DAYS

Chief of the PNP- shall have the power to impose

the disciplinary punishment of dismissal from the

service;suspension or forfeiture of salary; demotion;

or any combination of the foregoing for a period

NOT EXCEEDING ONE HUNDRED EIGHTY (180)DAYS

SUMMARY DISMISSAL POWERS


109/158


The NAPOLCOM, PNP CHIEFand REGIONAL

DIRECTORShave summary dismissal powers in

any of the following cases:

when the charge is serious and the evidence of

guilt is strong

when the respondent is a recidivist or has beenrepeatedly charged and there are reasonable

grounds to believe that he is guilty of the charges;

and

when the respondent is guilty of a serious offense

involving conduct unbecoming of a police officer

DISCIPLINARY APPELLATE BOARDS


110/158


Formal administrative disciplinary appellate

machinery of the National Police Commission, tasked

to hear cases on appeal from the different disciplinaryauthorities in the PNP composed of the following:

National Appellate Board

shall decide cases on appeal from decisions renderedby the PNP Chief and the National Internal Affairs

Service

shall be composed of the four (4) regular

commissionersand shall be chaired by the executive

officer


111/158


Regional Appellate Board

shall decide cases on appeal from decisionsrendered by the Regional Director, Provincial

Director, Chief of Police, the city or municipal

mayor and the PLEB there shall be at least one (1) regional

appellate board per administrative region

WELFARE AND BENEFITS


112/158


Incentives and Awards - The NAPOLCOM

shall publicize standards on incentives andaward system in the PNP administered by the

Board of Incentives and Awards.

Salary (Status of members of PNP) - The

uniformed members of the PNP are considered

EMPLOYEES OF THE NATIONAL

GOVERNMENTand draw their salaries there

from. They have the SAME SALARY GRADETHAT OF A PUBLIC SCHOOL TEACHER.

Longevity Pay and Allowances- PNP


113/158


personnel are entitled to a longevity pay of

10%of their BASIC MONTHLY SALARIESFOR EVERY FIVE YEARSof service.

However, the totality of such longevity pays

DOES NOT EXCEED 50% OF THE BASIC

PAY. They shall also enjoy the following

allowances: Subsistence allowance, Quarters

allowance, Clothing allowance, Cost of living

allowance, Hazard pay and others. Sec. 71,R.A. 6975

The total earnings of a police officer consist ofthe following:


114/158


e o o g

Base pay;

Longevity pay;Personnel Economic Relief Allowance

(PERA);

Incentive pay;Hazard pay;

Subsistence allowance;

Quarter allowance;

Additional compensation;

Clothing allowance; and

Laundry allowance.

Permanent Physical Disability

PNP uniformed personnel who are permanently and


115/158


PNP uniformed personnel who are permanently and

totally disabled as a result of injuries suffered or

sickness contracted in the performance of his dutyshall be entitled to ONE YEARSSALARY and to a

LIFETIME PENSION equivalent to EIGHTY

PERCENT(80%)of his last salary, in addition to other

benefits.Should such PNP personnel die within FIVE (5)

YEARS from his retirement due to physical disability,

his legal spouse or legitimate children shall be entitled

to receive the pension for the remainder of the five

year-period. (Sec. 35, R.A. 8551)

Missing in Action


116/158


g

any PNP personnel who, while in the

performance of duty or by reason of his beingan officer or member of the PNP, is officially

confirmed missing in action, kidnapped or

captured by lawless elementsshall be entitledto receive or to have credited to his account

the same pay and allowances to which such

officer or uniformed member was entitled at the

time of the incident.

Payment of Salary and allowances to Heirs


117/158


of Uniformed Personnel of PNP- the Chief of

the PNP, shall direct payment of the absentuniformed personnel's monthly salary and

allowances and other emoluments pertinent

thereto his/her heirs for their support for a

maximum period o f one (1) year from the

date of commencement of absent or when last

heard from as those kidnapped or captured by

lawless elements.

After One Year the missing uniformed


118/158


After One Year the missing uniformed

personnel shall be automatically terminated. In

the event said personnel shall thereafter befound to have been alive and is not entitled to

the benefits paid, said benefits shall be

reimbursed to the State within six (6)months from the discovery of the fact or his

reappearance.

RETIREMENT PROGRAM

Retirement is the separation of the police


119/158


Retirement is the separation of the police

personnel from the service by reason of

reaching the age of retirement provided by law,

or upon completion of certain number of years

in active service

PNP uniformed personnel shall retire to thenext higher rank for purposes of retirement

pay.

Active Service shall refer to servicesrendered as an officer and non-officer, cadet,

trainee or draftee in the PNP

TYPES OF RETIREMENT IN THE PNP


120/158


Compulsory retirement separation fromthe PNP upon reaching the age of fifty-six (56),

the compulsory age of retirement.

Optional Retirement - separation from the

PNP upon accumulation of at least twenty (20)

years of satisfactory active service.

Retirement Benefits -Monthly retirement pay

shall be FIFTY PERCENT (50%) of the base


121/158


shall be FIFTY PERCENT (50%) of the base

pay in case of twenty years of active service,

increasing by TWO AND ONE-HALF

PERCENT (2.5%) for every year of active

service rendered beyond 20 YEARS 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 ORHER RETIREMENT PAY FOR THE FIRST

FIVE (5) YEARS.


122/158


POLICE RECORDS

MANAGEMENT

A. RECORDS

an oral or written evidence that has been


123/158


an oral or written evidence that has been

gathered or collected for decision making

includes letters, contracts, books, photos,

drawings, maps, motion picture film, microfilm,

sound recording, videos, and other documents

or recording of any physical formanything that contains information of whatever

form or kind that would prove the existence of

something that was said or done

B. RECORDS MANAGEMENT

f ti f d i i t ti t


124/158


function of administrative management

concerned with the creation, protection,retention, retrieval, preservation and disposal of

records and records informationrequired for

the continuance of operations at cost consistent

with the services involved

involves the different phases of the records

cycle

C. RECORD CYCLEthe life span of a record, from the time it was


125/158


created up to the time it was disposed or

destructed; also called the birth-to-deathcycle

D. RECORDS CENTER/DIVISION

a facility or section specially designed andconstructed for the efficient storage and

security of records

E. RECORDS CUSTODIAN

a qualified officer who has the responsibilityand control of all the records of the

organization

F. FILE- folder containing records that are

related to each other


126/158


related to each other

G. FILING SYSTEMthe manner of

organizing recordsdesigned to make retrieval

for future use easy and convenient for the

users

H. RETENTION PERIODspecific period oftime established and approved by competent

authority to store records, after which said

records are deemed ready for permanentstorage or destruction

CLASSIFICATION OF RECORDS


127/158


A. According to Period of Retention:

Permanent Record to be kept for not lessthan ten (10) years

Semi-Permanent to be kept for five (5)

years

Temporary no specified period but usually

less than (5) years.

B. According to Importance or Essentiality:

Vital Records are records that are


128/158


Vital Records are records that are

irreplaceable, but can be reproduced.

Important Records records that can be

reproduced after considerable delay.

Useful Records records that would cause

inconvenience if lost but could be readilyreplaced.

Non-essential Records records that are

previously determined by retention schedule tobe illegible for destruction.

C. According to Phases of its Life Cycle

C t Ph (C t A ti R d )


129/158


Current Phase (Current or Active Records) -

records that are regularly used andmaintained.

Semi-current Phase (Semi-current Records)

- records that are still used but only

infrequently.

Non-current Phase (Non-current or Inactive

Records) - records that are no longer used.


130/158

TYPES OF POLICE

RECORDS


A CASE RECORDS


131/158


A. CASE RECORDS

the heart of any police records systemthe basis of analysis of offenses and the

methods by which they are committed

CATEGORIES OF CASE RECORDS


132/158


COMPLAINT/ASSIGNMENT SHEET

reflects all information regarding complaints andreports received by the police from citizens or actions

initiated by the police

the foundation record of the police department

two copies must be prepared for every complaintthere shall be a consecutive series of complaint

number


133/158

TYPES OF INVESTIGATION RECORDS


134/158


Initial or Advance Report is an advance

information on a new or fresh case. It is written andsubmitted immediately after having conducted the

initial investigation of the case.

Progress or Follow-up Report it is the result of

the follow-up investigation of a new or fresh case. It iswritten and submitted every time or whenever any

development or progress is accomplished in the

follow-up investigation.

Final or Closing Report is a complete written

narration of facts based on an exhausted


135/158


narration of facts based on an exhausted

investigation of the case. It is the result of evaluated,

summation, analysis of all facts and circumstances ofthe case. This is written and submitted whenever the

case is solved and closed. A case is solved and

closed when the offender was arrested; evidence

against him was completely gathered to warrant

prosecution and witness located to testify in the trial.

Technical Report a report on the laboratory

examination of the physical evidence gathered inorder to supplement the findings of the investigator.

Accident Report an investigation report


136/158


regarding an accident which includes

vehicular accident and damage to property.Wanted Persons Report a report on

persons who are wanted by the police.

Daily Record of Events a record neededto keep all members of the police force

informed concerning police operations,

assignments, and administrative functions.

CLOSED CASE AND CLEARED CASE


137/158


Closed Casewhen the case is no longer

being investigated and is not assigned to anyinvestigator;can either be solved or unsolved

Cleared Casewhen one or more personshave already been arrested, charged with an

offense and turned over to the prosecutor or

court for prosecution

B. ARREST AND BOOKING RECORDS

required for all persons arrested


138/158


q p

TYPES OF ARREST AND BOOKING RECORDS

ARREST REPORTshould be made out in full on each person arrested

should be prepared at the time a prisoner is booked

information regarding the arrested offender must be

recorded before he is locked in jail or released onbail

the arresting officer should prepare the report

shall be filed according to arrest number

shall contain the complaint numberand case

number

BOOKING REPORT


139/158


the list of all prisoners in custodywhich contains

all information regarding status and dispositionthe booking sheet shall be filed alphabetically and

kept at the booking counterunder the supervision

of the booking officerafter the release of the prisoner, the booking

sheet is forwarded to the records division and shall

be filed according to arrest number

PRISONERS PROPERTY RECEIPT

the receipt issued to prisoners for their properties


140/158


the receipt issued to prisoners for theirproperties

surrendered to the police upon arrest and detention

original shall be given to the prisonerthe properties must be sealed in a plastic or

envelope containing the name of the prisoner, the

property receipt number and the date

the booking officer is responsible for the custody of

the property until his release or transfer

IDENTIFICATION RECORDSrecords containing identification information

TYPES OF IDENTIFICATION RECORDS

CRIMINAL FINGERPRINT


141/158


all persons arrested shall be fingerprinted and

identification number shall be issued to eacharrested person

same identification number shall be used for

the same personidentification numbers shall be issued

chronologically

Fingerprint Recordheart of anyident i f icat ion system.

CRIMINAL SPECIALTY FILE (MODUS


142/158


(

OPERANDI FILE)

consists of photographic records and modusoperandi of known criminals

shall contain the description of the modus

operandi of criminals and criminal groups

D ADMINISTRATIVE RECORDS


143/158


D. ADMINISTRATIVE RECORDS

recordspertaining to the personnel, as well asletters, memoranda, orders and others that are

related to the efficient administration of the

organization


144/158

RECORD CYCLEA. CREATION- involves the preparation of the

d th d i


145/158


record as the need arises

B. USE - the phase where the record serves itspurpose

C. CLASSIFICATION - assignment of the

classification of the record for filing purposes

D. STORAGEthe filing of the record according to its

classification

includes the proper labeling of the record andputting it in the place according to its classification

filing for temporary or short-term period only

E. RETRIEVAL - the taking out of a record from

storage for reference or other purposes


146/158


storage for reference or other purposes

F. PURGING OR RETENTION - determination ofwhich documents should be retained or disposed

G. TRANSFER - moving of records from onestorage to another

H. ARCHIVAL STORAGE OR DISPOSITION

involves the transfer of records to the archives for

long-term storage; or

involves the disposal or destruction of records

FILING SYSTEM

1. Alphabetical all materials are filed in

di ti d It i th t id l d f f


147/158


dictionary order. It is the most widely used form of

filing.2. Encyclopedic Order the subjects are

grouped into major headings, individual folders

are filed in alphabetical order behind each

heading.

3. Chronological Orderfolders are arranged by

sequential date order. It is useful for records that

are created and monitored on a daily basis.4. Geographical files are arranged

alphabetically by geographical name of the place.

5. Numerical assigning of numerical value

or number into a specific file which can be


148/158


managed through the following system: a.

Serial Number b. Digit Filing6. Centralized Filing places all record

series in one central locationin an office. Most

useful when the majority of individuals withinan office require access to majority of files

7. Decentralized Filingit physically locates

record series in different places within an

office. Most useful when only one individual

requires access to a specific record series.


149/158

RECORDS CREATION - refers to the act of

exchanging written ideas between two (2)


150/158


exchanging written ideas between two (2)

sources. At this point, the life of the recordbegins. However, due to the fast pace at

which the records of PNP personnel are

created, and the cost involved in maintainingthem, a control system is necessary.

THE PNP PERSONNEL FILE (PPF)

The PNP Personnel File which is also known as 201

Fil i f ld t i i t f l d


151/158


File is a folder containing a set of personal records

and information pertaining to an individual member ofthe PNP, which serves as basis in availing of service

record, leave record, PNP ID, legal beneficiaries,

authentication of photocopies, etc.

The color of the folder for the PPFs shall be asfollows:

a)Red, for Police Commissioned Officers (PCO);

b)Blue, for Police Non-Commissioned Officers

(PNCO)c)Green, for Non-Uniformed Personnel (NUP)

RECORDS MAINTENANCE - refers to the activities involving

proper handling of records, arranging them into usable filing

sequence using the most efficient type of filing equipment


152/158


sequence, using the most efficient type of filing equipment.

RECORDS DISPOSITION it is the systematic transfer on

non-current records from an office to any records storage area,

the identification and preservation of permanent records and

the outright destruction of valueless records.

No PNP personnel or units/offices shall dispose of, destroy or

authorize the disposal or destruction of records or PPFs whichare in the custody or under its control except with the prior

written authority of the Executive Director, National Archives of

the Philippines (Section 18, R.A. 9470).

Any PNP personnel who, willfully or negligently, damages apolice record or disposes of or destroys a police record shall be

deemed to have committed an offense.

RECORDS SECURITY AND

PROTECTION refers to the preventive


153/158


PROTECTION - refers to the preventive

and protective measures and actionsundertaken in order to safeguard

records/documents in all government

agencies from unauthorized andindiscriminate disclosure, damage,

destruction and loss, whether records are

filed in current of non-current storagearea.


154/158

RECORDS PROTECTION LEVEL

Vitalor topprotection priority,consists of


155/158


p p p y

all essential records considered as mission

critical and irreplaceable.

Important or second protection priority,

consists of all documents still considered as

essential but could be replaced or recreated.Useful or lowest protection priority,

consists of all other documents considered to

be non-essential to normal operations butinconvenient when lost.


156/158


157/158


158/158

lea personnel and records mngt-review (2013)

Documents