Human Resource Management Policies, Guidelines, and Procedures on Placement and Eligibility

June 13, 2017

PNP MEMORANDUM CIRCULAR NO. 2017-040

HUMAN RESOURCE MANAGEMENT POLICIES, GUIDELINES, AND PROCEDURES ON PLACEMENT AND ELIGIBILITY

1. REFERENCES:

a. Training Directive No. 2016-01 dated June 9, 2016, entitled: PNP Master Training Action Plan for CY 2016;

b. PNP Memorandum Circular No. 2013-014 dated October 19, 2013, entitled: Prescribing the Policies and Procedures Governing the Placement of Second Level Uniformed Personnel;

c. PNP Command Memorandum Circular No. 15/2013 dated April 15, 2013, entitled: Activation of the Assessment Center for Third Level PCOs;

d. PNP Memorandum Circular No. 2012-014 dated November 22, 2016, entitled: Revised Placement and Promotion System for Third Level Police Commissioned Officers;

e. TDPRM memorandum dated May 9, 2011, with subject: Designation/Relief of C, RPHRDDs/Personnel Officers;

f. Training Directive No. 2009-30 entitled: Human Resource Management Course for Police Non-Commissioned Officers/NUP;

g. Training Directive No. 2009-29 entitled: Human Resource Management Course for Police Commissioned Officer; and

h. NAPOLCOM Memorandum Circular No. 2007-008 September 20, 2007, entitled: Prescribing the Promotion and Placement System for Third Level Police Commissioned Officers.

2. RATIONALE:

This Memorandum Circular (MC) provides the guidelines and procedures on placement and eligibility of Human Resource Management Positions.

3. SITUATION:

Human Resource Management is an indispensable component in managing personnel resources in pursuit of specific objectives of an institution. The preparation and maintenance of Human Resource Management Eligibility List (HRMEL) of eligible PNP personnel starts off as a firm initiative in the line of work dealing with human resource management.

In support to the attainment of competency, professionalism and excellence on human resource management functions, the PNP creates a strategic positive outlook in establishing the Human Resource Management Functional Specialization (HRMFS) and HRMEL that will strengthen the human resource management in the PNP organization.

4. PURPOSE:

a. To prescribe the procedures in granting human resource management eligibility to PNP personnel;

b. To further provide policies, guidelines, and procedures on the qualification for selection, designation or placement of PNP personnel in Human Resource Management positions; and

c. To organize the Human Resource Management Eligibility and Placement Board (HRMEPB) that will determine the qualification and eligibility of PNP personnel who will be included in the HRMEL.

5. DEFINITION OF TERMS:

For the purpose of this Circular, the following terms shall be defined:

a. Category — refers to the level of human resource management position with corresponding experience and training acquired by PNP personnel.

b Eligibility — refers to the qualification granted to PNP personnel, making him or her fit to be assigned with and assume a Human Resource Management Position (HRMP) on the basis of acquired training, experience, and competence.

c. Human Resource Management — is the management of personnel within an organization focusing on the five aspects of human resource: employee recruitment, training and development, performance management, benefits, and rewards. SDAaTC

d. Human Resource Management Eligibility List (HRMEL) — refers to a registry of eligible PNP personnel who have undergone HRM courses conducted by DPRM.

e. Human Resource Management Eligible — one who is in the Human Resource Management Eligibility List (HRMEL) and is qualified to be designated in any Human Resource Management Position (HRMP) as provided in this Memorandum Circular.

f. Human Resource Management Functional Specialization (HRMFS) — refers to the occupational eligibility courses including other specialized courses offered and confirmed by the PNP Directorial Staff as a pre-requisite eligibility before a PNP member may be considered for placement and promotion to a position of responsibility in the PNP.

g. Human Resource Management Positions (HRMP) — refer to all positions under the Directorate for Personnel and Records Management (DPRM) and its counterpart positions in other PNP offices/units with human resource management functions such as but not limited to the following:

Office/Unit	Position/Designation
PNP National Headquarters	All positions in DPRM
All positions in the Administrative Office (AdmO) of the Directorial Staff
All positions in the Administrative and Resource Management Division (ARMD) of the Directorate for Integrated Police Operations (DIPOs)
National Support Units (NSUs)	C, ARMD positions and other positions performing administrative functions.
Police Regional Offices (PROs)	All positions in the Regional Personnel and Human Resource Development Division (RPHRDD)
All positions in the Battalion Personnel and Human Resource Development Branch of all Regional Public Safety Battalions
Public Safety Forces (PSF)	All positions under the Administrative Section/Branch
Police Provincial Offices, City Police Offices, and NCR District Offices	All positions in the Personnel and Human Resource Development Branch or Section
Police Stations	All positions in the Personnel and Human Resource Development Branch or Section

h. Human Resource Management Staff Course (HRMSC) — given to PNP personnel with the rank of Police Officer 3 to Police Chief Inspector and to Non-Uniformed Personnel (NUP) with Salary Grades 4 to 14.

i. Human Resource Management Officers Course (HRMOC) — given to PNP personnel with the rank of Police Superintendent and up and to NUP with Salary Grades 15 and up.

j. Placement — refers to the selection and designation of PNP personnel to positions of responsibility in the PNP.

k. PNP Personnel — refers to the Uniformed and Non-Uniformed personnel of the PNP.

l. Police Senior Superintendent (PSSUPT) Exclusive 2 Position — refers to positions of responsibility in the PNP where a PSSUPT must hold in preparation for advancement to an entry position for Police Chief Superintendent (PCSUPT).

m. Police Senior Superintendent (PSSUPT) Exclusive 1 Position — refers to positions of responsibility in the PNP where a PSSUPT must hold in preparation for advancement to an Exclusive 2 position.

n. Promotion — refers to the movement to next higher rank with an increase in duties and responsibilities as authorized by law, usually accompanied by the corresponding increase in salary.

o. Second (2nd) Level Police Personnel — are active PNP uniformed personnel with the rank of Police Officer 1 (PO1) to Police Superintendent (PSUPT).

p. Second Level (2nd) Positions — refer to positions in the PNP requiring designation of Second Level Police Personnel.

q. Testimonial Eligibility — provisional eligibility given to PNP personnel who have been performing human resource functions for a certain period of time and do not possess the required HRM eligibility.

r. Third Level (3rd) Officers/Senior PCOs — refer to Police Commissioned Officers with the rank of Police Senior Superintendent up to Police Director General.

s. Third Level (3rd) Positions — refer to positions in the PNP requiring designation of Third Level Officers.

6. GUIDELINES:

a. Classification of HRM Eligibility:

1) Specialist — PNP personnel who have acquired all of the following requirements:

a) Minimum of two years in any HRM positions (cumulative):

a.1) For PCOs, at least six months each in three various Category 1 HRM positions.

a.1) n For NUP, at least two years in any HRM positions.

b) Human Resource Management Officers Course (HRMOC); and

c) Acquired a minimum of 40 training hours of HRM-related trainings/seminars/symposium conducted by government agencies such as Civil Service Commission, Development Academy of the Philippines, University of the Philippines, Asian Institute of Management, and other highly reputable and recognized training institutions.

2) Qualified — PNP personnel who have either acquired Human Resource Management Staff Course (HRMSC) and/or any of the requirements listed under the classification of Specialist

b. Categories in HRM Position:

1) Category I — HRM 3rd Level Position or its equivalent

a) Director, DPRM — Must have the following requirements:

a.1) Must be a Star Rank officer; and

a.2) HRM Eligible.

b) Deputy Director, DPRM — Must have the following requirements:

b.1) Must be a Star Rank officer; and

b.2) HRM Eligible.

c) Executive Officer, DPRM — Must have the following requirements:

c.1) Designated as Division Chief classified as PSSUPT Exclusive 2 position of DPRM for at least six months; and

c.2) HRM Specialist.

d) Division Chief classified as PSSUPT Exclusive 2 position — Must have the following requirements:

d.1) Designated as Division Chief classified as PSSUPT Exclusive 1 position of DPRM or C, RPHRDD of NCRPO for at least six months; and

d.2) HRM Specialist.

e) Division Chief classified as PSSUPT Exclusive 1 position — Must have the following requirements:

e.1) Occupied any of the following positions for a continuous term of at least one year:

e.1.1) Chief, RPHRDD of any PRO except NCRPO;

e.1.2) Chief, ARMD of the NSU;

e.1.3) Chief, District Personnel and Human Resource Development Division (C, DPHRDD) of NCR Districts;

e.1.4) Section Chief/Assistant Chief in any Division or Administrative Officer (AdmO) of DPRM; and

e.1.5) Personnel who have been designated to any of the preceding positions with PD/CD/COP in NCRPO positions shall have an added advantage.

e.2) HRM Eligible.

f) Chief, NUPAD — Must have the following requirements:

f.1) At least SG-18;

f.2) HRM eligible; and

f.3) Designated as Assistant Division Chief or NUP Supervisor of D-Staff, PROs, NSUs, and Districts of NCRPO.

g) Chief, RPHRDD/ARMD — Must have the following requirements:

g.1) Chief of Police for at least six months;

g.2) HRMOC; and

g.3) Designated to any HRM positions for at least a continuous period of six months. EcTCAD

h) Administrative Officer — Must have the following requirements:

h.1) Designated as Section Chief of DPRM for at least six months; and

h.2) HRMOC.

2) Category II — HRM 2nd Level Position or its equivalent

a) Assistant Division Chief, DPRM — Must have the following requirements:

a.1) Must be with the rank of PSUPT/PCINSP or NUP with at least SG-15;

a.2) Occupied at least two different Section Chief positions in any HRM offices/units or Assistant Chief of RPHRDD/ARMD or Section Chief of RPHRDD, NCRPO; and

a.3) HRM Eligible.

b) Assistant Chief, RPHRDD/ARMD of PRO and NSU — Must have the following requirements:

b.1) Must be with the rank of PSUPT/PCINSP or NUP with at least SG-15;

b.2) Designated to any HRM positions for at least six months; and

b.3) HRM eligible.

c) Section Chief Position of HRM offices/units — Must have the following requirements:

c.1) Must be with the rank of PCINSP/PSINSP or NUP with at least SG-11; and

c.2) HRM eligible.

c. Procedures:

1) The Human Resource Management Eligibility and Placement Board (HRMEPB) shall be created that will determine the qualification and eligibility of PNP personnel to be included in the HRMEL and confirm the designation of Chief, RPHRDD/ARMD in PROs and NSUs. It shall be composed of the following:

Position	Designation
Deputy Director, DPRM	Chairman
Executive Officer, DPRM	Vice Chairman
Chief, Senior Officers Placement and Promotion Division, DPRM	Member
Chief, Personnel Plans and Policies Division, DPRM	Member
Chief, Records Management Division, DPRM	Member
Chief, Recruitment and Selection Division, DPRM	Member
Chief, Discipline, Law and Order Division, DPRM	Member
Chief, Morale and Welfare Division, DPRM	Member
Chief, Non-Uniformed Personnel Affairs Division, DPRM	Member
Chief, Budget and Fiscal Office, DPRM	Member
Administrative Officer, DPRM	Member
Servicing Legal Officer, DPRM	Member
Chief, Plans and Policies Section, PPPD, DPRM	Secretariat

2) All PNP offices/units shall endorse newly designated Chief, RPHRDD/ARMD for interview and confirmation to the HRMEPB Secretariat;

3) The HRMEPB shall initially come up with a list and maintain an updated database of HRM eligible;

4) PNP personnel applying for inclusion in the HRMEL shall submit the following requirements to HRMEPB:

a) Office/Unit Endorsement;

b) Certificate of Completion/Participation to PNP HRM courses;

c) HRM related trainings/seminars/symposium conducted by government agencies such as CSC, DAP, UP, AIM, and other highly reputable and recognized training institutions; and

d) Unit PAIS Generated PDS.

5) The HRMEPB shall convene to review the worksheet based on the submitted standard requirements of PNP applicants for human resource management eligibility;

6) The HRMEPB shall deliberate the application of the PNP personnel for human resource management eligibility. Results of the deliberation shall be covered by a Board Resolution prepared by the Secretariat for the approval of TDPRM;

7) The HRMEPB Secretariat shall inform the PNP applicants on the status of their applications through a memorandum to their respective offices/units; and

8) The HRMEPB Secretariat shall prepare Certificate of Confirmation for PNP applicants who passed the deliberation and initiate the issuance of appropriate Letter Orders.

d. General Guidelines:

1) No PNP personnel shall be assigned and designated to any HRM positions without any HRM eligibility except in the exigency of the service;

2) PNP personnel designated to HRM positions without eligibility shall be prioritized to undergo HRMFS;

3) HRMEPB shall publish the HRMEL immediately upon approval of this MC and shall publish an updated list on a quarterly basis;

4) All accreditation of requirements shall be endorsed to HRMEPB and subjected for deliberation and confirmation based on the list of courses, administrative experience, trainings, or related human resources management seminars recognized by the DPRM;

5) PNP personnel assigned and designated to any 3rd level HRM Positions shall seek confirmation from DPRM; and

6) Only PNP personnel who are graduates of Human Resource Officers Course and Human Resource Management Staff Course are authorized to wear the HRM Badge.

7. REPEALING CLAUSE:

All PNP issuances which are contrary to or inconsistent with this MC are hereby repealed or amended accordingly. HSAcaE

8. EFFECTIVITY:

This MC shall take effect 15 days immediately after the filing of a copy thereof at the UP Law Center in consonance with Section 3, Chapter 2, Book VII of Executive Order 292 otherwise known as the "Revised Administrative Code of 1987," as amended.

(SGD.) RONALD M. DELA ROSAPolice Director General

ATTACHMENT

Flowchart for HRMEL

 

n Note from the Publisher: Copied verbatim from the official document.