Policies and Guidelines Governing the 2nd Level PCOs and PNCOs Regular Promotion Program

June 15, 2017

PNP MEMORANDUM CIRCULAR NO. 2017-039

POLICIES AND GUIDELINES GOVERNING THE 2ND LEVEL PCOs AND PNCOs REGULAR PROMOTION PROGRAM

1. REFERENCES:

a. Republic Act Nos. 6975, 8551 and 9708;

b. Civil Service Commission (CSC) Resolution No. 1401222 dated August 18, 2014;

c. CSC Resolution No. 1600532 dated May 26, 2016;

d. NAPOLCOM Resolution Nos. 2016-069, 2013-501, 2004-137 and 2004-001;

e. NAPOLCOM Memorandum Circular Nos. 2007-007 and 2012-158;

f. PNP Command Memorandum Circular No. 08-2016 dated June 8, 2016;

g. TDPL Memorandum with subject "Updated Provisional List of Positions for Police Superintendent";

h. DPL Circular No. DPL-03-02 entitled "Specific Authority Delegated to the Directorial Staff as Amended";

i. LOI 23/10 dated June 11, 2010 entitled "PSUPT Continuous Regular Promotion Program"; and

j. Other related CSC, PNP and NAPOLCOM issuances.

2. RATIONALE:

This PNP Memorandum Circular (MC) consolidates all policies, guidelines, procedures, rules, and regulations of NAPOLCOM, CSC, and PNP governing the conduct of the regular promotion program for Second Level Uniformed Personnel. The relevant provisions of RA Nos. 6975, 8551, and 9708 were also incorporated in this MC. This is a convenient reference of the PNP on matters related to promotion. Several provisions of previous promotion policies are amended particularly those that imposed unnecessary burden to the candidates for promotion.

3. SITUATION:

Presently, there is no single policy that sets the standard guidelines on promotion of Second (2nd) Level Uniformed Personnel. Every year DPRM prepares an LOI or CMC for approval of the CPNP to govern the promotion program in that particular year. However, it was observed that standards and procedures are altered/revised from year to year which make the promotion policy unstable and susceptible to incessant modifications. There is a need for the PNP to pursue strategies to enhance professionalism in ranks through the institutionalization of a promotion system adopting the principles of transparency, merit, and fitness as the primary considerations. It is also to provide equal opportunity to qualified personnel. These initiatives are all geared to improve organizational efficiency and effectiveness enshrined in the PNP P.A.T.R.O.L Plan 2030 and CODE-P (Strategic Focus and Beyond). CAIHTE

4. PURPOSE:

The PNP shall implement a promotion program as a tool to enhance the efficiency and effectiveness of the organization by promoting only the best qualified personnel to various positions. The program will also enhance professionalism in ranks and improve morale and welfare. This policy is aimed to achieve the following specific objectives:

a. To enhance organizational efficiency and effectiveness;

b. To promote the best qualified personnel;

c. To provide transparency in the selection process;

d. To enhance the morale and welfare of PNP personnel;

e. To provide equal opportunity;

f. To implement a competency based promotion;

g. To empower the lower units (PPOs, PROs) to determine the best qualified personnel for promotion; and

h. Provide a uniform standard in the selection and screening of candidates for promotion.

5. DEFINITION OF TERMS:

The following definition of terms shall be used in interpreting this MC:

a. Appointing Authority — shall refer to the designated head of office who is authorized by law to approve and confirm the promotional appointment of personnel under his jurisdiction.

b. Attestation Folder — shall refer to the folder containing the necessary documents that are required by the Civil Service Commission for attestation and confirmation of the promotional appointment.

c. Authorized Table of Organization (T.O.) positions — refer to positions in the PNP Table of Organization approved by the Chief, PNP and confirmed by the NAPOLCOM.

d. Candidate — PNP uniformed personnel who possesses all of the qualifications and none of the disqualifications for promotion and is deemed qualified for promotion.

e. Computer Generated Rating and Report Sheet (CGR/RS) — shall refer to the computer generated rating/report from PAIS which indicates the relative ranking and percentage points obtained by candidates. The percentage points and relative ranking are digitally supplied and computed by PAIS thereby limiting the chances and possibility of error or human intervention.

f. Competencies — are observable, measurable, and vital knowledge, skills, and attitudes that are translations of capabilities deemed essential for organizational success.

g. Cut-Off Date — shall refer to the designated date that sets the reckoning period where the effectivity of promotion orders for appointment commence.

h. Deadline — date or time before which something should be completed.

i. Dishonesty — refers to the concealment or distortion of truth in a matter of fact relevant to one's office or connected with the performance of his/her duties as defined under NAPOLCOM MC No. 2016-002.

j. DPRM Form No. RSD-03-A — shall refer to the affidavit of undertaking to be duly accomplished and signed by the candidates applying for promotion. It shall involve strict compliance with the provisions of R.A. No. 9708.

k. Exhaustion of Administrative Remedy — shall refer to the strict observance of the hierarchy of quasi-judicial bodies in the disposition of grievance and administrative case/s of personnel.

l. Exigency of the Service — refers to the exigent situations that require appropriate actions by the authority in the interest of public service or when public safety and security requires.

m. Fitness — shall mean the capacity and ability of the second level uniformed personnel to cope with the demands of the PNP service. It shall include the physical, mental, psychological, moral, and spiritual aptitude to work for the betterment of the organization. It shall also include the character and service reputation of said personnel.

n. Floating Status — shall refer to status of personnel who are not occupying positions commensurate to their rank or not designated to any position during the promotion period such as but not limited to those who were preventively suspended for grounds referred in this MC.

o. Grievance Committee — shall refer to the committee in every office/unit which is vested with authority to receive, evaluate, and resolve issues and complaints relative to the implementation of this PNP MC. DETACa

p. Grounds for Disqualification — are circumstances of a candidate that would merit his/her disqualification for promotion.

q. Laches — is the failure or neglect, for an unreasonable and unexplained length of time, to do that which, by exercising due diligence, could or should have been done earlier. It is also a negligence or omission to assert a right within a reasonable time, warranting a presumption that the party entitled to assert it either has abandoned it or declined to assert it.

r. Line Service — refers to the offices/units performing regular law enforcement/police administrative/operational/investigative functions, i.e., NHQ PNP Offices, NSUs (except the technical services), Police Regional Offices, NCR Districts, City/Provincial Police Offices, City/Municipal Police Stations, Numbered Police Stations (NCRPO) and Police Precincts/Community Police Action Centers (COMPACs), including DEG and similar Task Forces.

s. Mandatory Screening Requirements — shall refer to the mandatory documentary and qualification requirements to be satisfactorily complied by all candidates for promotion as provided by PNP, NAPOLCOM, and CSC regulations, which shall include eligibility, training, psychiatric/psychological examination, and drug test.

t. Merit — shall refer to the demonstrated exemplary performance, skills, leadership, track record, competence, and core values of personnel in the performance of duties.

u. Notice of Promotion — shall refer to the notification to offices/units issued by DPRM relative to the commencement of a promotion program. It shall identify the following: calendar of activities, promotion quota distribution, and other related administrative announcement.

v. Pending Criminal Case — shall refer to the nature of action instituted against PNP personnel for an act or omission punishable by law. An applicant with pending criminal case is ineligible for promotion. However, if the case remains unresolved after two years, the uniformed personnel shall be considered for promotion (RA 9708).

w. Phases of Promotion — shall refer to the set of sequential steps starting from the issuance of notice of promotion to appointment.

x. Preventive Suspension — shall refer to the temporary removal of personnel who was charged criminally or administratively and is usually imposed while an investigation is ongoing. It is not a disciplinary measure and should not be confused with a suspension imposed as a penalty.

y. Promotion — is an advancement of personnel from one position to a higher position with an increase in duties and responsibilities as well as increase in salary and benefits as authorized by law.

z. Promotion Board — shall refer to a body at the NHQ, PROs, NSUs, and IAS composed of Senior Officers which is vested with power and authority to review, deliberate, and recommend to the appointing authority the promotion of qualified applicants through a resolution. The NHQ Board will recommend the promotion of all PCOs and PNCOs assigned at the D-Staff and P-Staff.

aa. Promotion Committee — shall refer to a body at the PROs, NSUs, and IAS to initially review and recommend to the NHQ Promotion Board the promotion of all qualified PCOs assigned at the PROs, NSUs, and IAS.

bb. Promotion Period/Cycle — shall refer to the period covered from the start or opening of the promotion program until the culmination and oath taking of successful candidates for promotion.

cc. Promotion Program — shall refer to the cycle of promotion which shall commence on the first month of every promotion cycle up to the 30 days period for CSC attestation from the issuance of promotion orders.

dd. Promotion Secretariat — shall refer to the group of designated PNP personnel to provide secretariat support to the different Promotion Committees and Promotion Boards which shall be headed by the C, Promotion Section of the NHQ, PROs, NSUs, and IAS.

ee. Promotion Vacancy — shall refer to the difference between the authorized and actual number of uniformed personnel in their respective ranks plus the anticipated attrition (retirement/resignation/separation for cause) for the period.

ff. Publication of Vacancies — the announcement of the vacancies in coordination with the Civil Service Commission (CSC) as required under R.A. No. 7041 (Publication Law).

gg. Qualification Standards — shall refer to the prescribed minimum and mandatory qualifications for promotion in the PNP. It shall include sets of standards approved by the PNP and confirmed by NAPOLCOM and the Civil Service Commission as follows: Time-in-grade, Education, Training, and Eligibility. aDSIHc

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

ii. Selection — shall refer to the process by which second level uniformed personnel are screened, assessed, evaluated, and qualified to occupy a position based on a set of predetermined criteria.

jj. Seniority Lineal List (SLL) — shall refer to the PNP-generated promotion records of personnel based on DPRM PAIS data. It indicates the relative seniority by rank of all uniformed personnel based on dates of promotions/appointments and other established parameters.

kk. Succession Plan — shall refer to the offices/units strategic rotation plan involving the placement of qualified, competent, and highly capable personnel to handle a specific position anytime upon existence of vacancy.

ll. Table of Organization (T.O.) Positions — shall refer to the identified positions in every office/unit of the PNP.

mm. Technical Services — refer to the Legal Service, Crime Laboratory, Communications and Electronics Service, Health Service, Engineering Service, Information Technology Management Service, and Chaplain Service. Appointment and promotion to a particular technical service shall be exclusive to that technical service only, e.g., lawyers can only apply to positions in the Legal Service, doctors to the Health Service, engineers to the Engineering Service, etc.

nn. Time-in-Position — shall refer to the length of service or tenure rendered by the second level uniformed personnel in a particular position identified in the Table of Organization (T.O.) of the PNP.

6. GUIDELINES:

Consistent with the provisions of Republic Act No. 6975, as amended by Republic Act No. 8551, and other pertinent laws, rules and regulations, the following guidelines and policies shall be strictly observed in the regular promotion of Second (2nd) Level uniformed personnel:

a. GENERAL GUIDELINES:

It shall be the policy of the PNP to promote professionalism within its ranks through the implementation of a promotion program that is based on merit and fitness.

1) The PNP shall provide equal opportunity to all personnel to be considered for promotion;

2) This policy shall provide uniform rules and procedures that shall govern the implementation of the PNP Promotion Program;

3) All PNP uniformed personnel shall seek self-improvement through career development. They shall not directly or indirectly solicit influence or recommendation from politicians, high ranking government officials, prominent citizens, or any person affiliated with a civil or religious organization with regard to their promotion.

 The provisions of R.A. 6713, otherwise known as "Ethical Standards for Public Officials and Employees," Art. III, Section 2, Para 2.7, Sections 3 and 7 of the PNP Code of Professional Conduct and Ethical Standards and Section 9 of NAPOLCOM MC No. 93-013 must be strictly observed;

4) Except for PSUPT, there shall be two continuous promotion cycles to be conducted every year for the ranks of PO2 to PCINSP. The first cycle shall start on the first semester and the second cycle will be on the second semester of the same year. The effective date of appointment for every cycle shall be on the last day of the last month of every semester;

5) The processing of the PSUPT promotion program shall be continuous to fill-up the required vacancies in the PSUPT rank. The promotion to the said rank shall be by virtue of position on top of other basic collateral qualification standards in order to ensure the equitable distribution of said rank among the field units. This strategic intervention on the PNP Promotion Program is to prevent too many PSUPT in a certain unit while the rest have many unfilled PSUPT position. Redeployment of excess Police Superintendent from one Office/Unit to the other to ensure proportionate distribution in reference to the approved TDPL Updated Provisional List of Positions for PSUPT as of June 16, 2016;

6) The promotion board/committee shall only process the application for promotion to PSUPT of those who have satisfied all the minimum Qualification Standards and are occupying Table of Organization (T.O.) Police Superintendent positions in their respective unit;

7) Promotion to PSUPT shall be treated in accordance with the prescribed "Positioning of Police Superintendent." The promotion shall be by virtue of vacancy in position. Only those PCINSPs who satisfy all the Qualification Standards and are occupying PSUPT positions which are considered "Entry Level Designations" shall be qualified for promotion. All units shall exhaust all available PSUPTs in their respective units to fill up all the prescribed PSUPT positions, the remaining unfilled PSUPT position shall be the number of promotion quota for the unit. However, units with PSUPTs who are on floating status or occupying positions below the Table of Organization (T.O.) shall not be given quota for promotion. All Chief of Offices shall only recommend a number that corresponds to the actual vacancy; ETHIDa

8) The effective date of appointment for PSUPT is dependent on the date of approval of the CPNP;

9) The NAPOLCOM Resolution No. 2013-501 dated October 23, 2013 as confirmed by the CSC Resolution No. 1401222 dated August 18, 2014, NAPOLCOM Resolution No. 2016-069 dated January 28, 2016 as confirmed by CSC Resolution No. 160532 dated May 26, 2016 (attached), and amendment thereof, if any, shall be the qualification standard to be used in the assessment and evaluation of qualified candidates at the time of processing of promotion;

10) In the absence of a permanently designated appointing authority in the regions and NSUs, the OIC may seek authority from the DPRM for the authority to appoint. The C, PNP may designate either the TDPRM or the Officer-in-Charge (OIC) to appoint successful candidates during the particular promotion program through special orders issued by DPRM under Sec. 32 Chapter 6 Book IV of the 1987 Administrative Code (Exec. Order No. 292);

11) Strictly, uniformed personnel on detail to other offices/units can only avail of the promotion quota in their original offices/units. Promotion vacancy under the PNP approved unit staffing pattern shall only be utilized for promotion to the intended offices/units;

12) The primary source of data pertaining to the Qualification Standards (QS) for promotion and other collateral requirements (PFT, PER, Awards, Designation/Status) shall be the Personnel Accounting and Information System (PAIS) at RMD, DPRM or PRO/NSU PAIS Records;

13) Apart from the approved qualification standard for promotion, only PCOs (PCINSP to PINSP) occupying T.O. position or designation under the approved DPL staffing pattern shall be considered for promotion;

14) Candidates for promotion must satisfy all the minimum mandatory qualification standards stipulated under NAPOLCOM Resolution 2013-501 as confirmed by CSC Resolution No. 1401222 and NAPOLCOM Resolution No. 2016-069 as confirmed by CSC Resolution No. 1601532 and its amendments thereof upon submission of his/her application folder for promotion;

15) All PROs, NCR Police Districts, CPOs, and PPOs shall not utilize the position of Legal Officer for placement and as T.O. position for promotion to Police Superintendent (PSUPT) of their organic personnel. The position is exclusively reserved for personnel of the Legal Service pursuant to para 5 of NHQ-PNP DPL 10-09 as approved by NAPOLCOM in its Resolution No. 2011-321;

16) Candidates for promotion shall not be required to submit voluminous documents issued/prepared by the PNP. It should be the PRIMARY RESPONSIBILITY of the Personnel/Admin Officers of PNP offices/units to secure the documents, data, and information needed in evaluating the candidates. Only documents not prepared by the PNP which cannot be found in the records of the PNP shall be required from the candidates;

17) The Personnel/Admin Officer of all PROs, NSUs, and IAS shall periodically update the PAIS data base of personnel assigned to their offices/units;

18) Those personnel assigned at PHAU, HSS, and RPHAU are considered personnel not occupying positions except organic personnel and personnel detailed at the Philippine Public Safety College and other agencies within two years from the effectivity of such detail;

19) All PNP offices/units shall continuously formulate their own SUCCESSION PLANS and NEXT-IN-LINE PROJECTION to identify qualified and competent personnel as possible replacement to be designated to positions upon the existence of vacancy. The different Placement and Promotion Boards shall regularly be furnished with updated Succession Plans to be used as basis in their assessment and evaluation. Newly designated Directors/Chiefs of Offices are discouraged from bringing along with them officers in order not to disrupt the succession plan;

20) Candidates for promotion shall occupy the T.O. position for six months before filing his/her application for promotion to be eligible. The six months shall serve as the assessment period for unit Directors/Chief of Office to evaluate the fitness and competence of the personnel to perform the duties required by his/her position. The Unit commander shall endorse the applicant if he/she is competent to the position and the applicant may attach the said endorsement together with the Affidavit of Undertaking. (DPRM Form RSD-03-A);

21) All experience required for promotion in terms of number of years assigned in the authorized T.O. position per respective ranks should be counted cumulatively;

22) After the six months assessment period, the unit Director/Chief of Office shall recommend the personnel for promotion if he/she passed the assessment and evaluation. Otherwise, the unit Director/Chief of Office shall relieve said personnel and find a more capable and suitable replacement. However, the Director/Chief of Office shall justify his actions and the personnel concerned may file his/her grievance to the proper channel prescribed in the PNP Grievance System; cSEDTC

23) All promotional appointments shall be permanent in nature, subject to the provisions of RA 9708. There shall strictly be no promotional appointment in temporary status;

24) The DPRM shall establish an Assessment Center for 2nd Level Uniformed Personnel to provide assistance to the different placement and promotion boards in the identification and publication of vacancies as well as in the assessment and evaluation of candidates. There shall be an established database at the NHQ, PROs, NSUs, and IAS to regularly monitor the promotion vacancies and lists of qualified candidates per promotion cycle;

25) For the Command Group, D-Staff, PROs, and NSUs, the Promotion Quota for the rank of PSUPT shall only be based on the number of prevailing vacancies of the recommending office/unit at the time of Board Deliberation;

26) Seniority based on the Seniority Lineal List (SLL) provided by the RMD, DPRM shall only be one of the parameters in the selection process after determining the competencies and eligibility of the candidates. However, once the PAIS system has been recalibrated to incorporate all the qualification standard parameters for promotion, the SLL in the PAIS shall now become the primary basis for promotion;

27) For ITMS personnel, the Electronic Data Processing (EDP) Specialist Eligibility per NAPOLCOM Resolution No. 2012-158 dated May 2, 2012 may be used as ITMS eligibility;

28) In availing of the PNP grievance machinery, all PNP uniformed personnel shall strictly observe the principles of EXHAUSTION OF ADMINISTRATIVE REMEDIES, requiring strict observance of the hierarchy of quasi-judicial bodies. They are encouraged to seek administrative recourse and exhaust all administrative remedies within the grievance machinery on matters arising from complaints on promotions;

29) PNP personnel who have pending application for special promotion shall not be considered in the regular promotion unless said application for special promotion is withdrawn voluntarily by the candidate. In case the candidate applied for regular promotion and is promoted and his pending application for special promotion is approved, the special promotion shall be deemed converted to its commensurate highest award;

30) Any introduction of spurious document, fraudulent entry, falsification, misrepresentation or act of omission in the processing of promotion is sufficient ground for outright disqualification of the candidate without prejudice to the filing of criminal and administrative cases. The appointing authority shall be responsible for the filing of appropriate criminal and administrative cases;

31) Any violation by the candidates of the affidavit of undertaking discovered after the issuance of the promotion orders shall be a ground for the automatic recall and cancellation of promotion order and KSS attestation. A corresponding criminal and administrative action shall also be instituted against any PNP personnel found violating this policy;

32) No uniformed personnel shall be considered for promotion unless he/she possesses all the qualifications and none of the disqualifications during the promotion period based on the existing policies of NAPOLCOM, CSC and this MC;

33) Where the grounds for disqualifications mentioned in Para (H) Disqualification for Promotion hereof, are discovered at any stage of the promotion, the Board shall automatically withdraw the endorsement for issuance of promotion order and KSS attestation of personnel;

34) Pursuant to the provisions of RA No. 9708, a criminal case is pending when the corresponding information thereof was filed in Court or any judicial tribunal. Hence, personnel are disqualified for promotion if the case is pending for less than two years reckoned from the date of its filing. However, if the pending case remains unresolved after two years, the uniformed member shall be considered for promotion;

35) The institution of any administrative complaint or the pendency of an administrative case in any tribunal or quasi-judicial body against a uniformed personnel shall not be a bar for promotion pursuant to the provisions of the IRR for R.A. No. 9708 duly approved by the NAPOLCOM en banc on September 20, 2010, except when the act complained of is attended and/or attributable solely to the personal act of the personnel and not in any way connected to the official performance and discharge of his/her duty;

36) Promotion of PO1 to PO2 requires 2,080 hours of patrol duties pursuant to Sec. 2.5 Patrol Policies and Procedures of Chapter 2 of PNPM-DO-DS-3-3-15 (DO). They are required to submit an accomplished "DPRM FORM RSD Promotion 2016" or the "Patrol Duties Monitoring Form"; SDAaTC

37) The Chief of Police shall issue a certification to PO1s that they have been assigned in a patrol unit and or rendered the required patrol duties based on the patrol log. The certification shall be used to comply with the experience required for promotion of PO1 to the rank of PO2;

38) The "RSD DPRM FORM Promotion 2016" or the "Patrol Duties Monitoring Form" shall be mandatory to be presented individually by the applicant to the board during promotional interview for authenticity, verification, and review;

39) The new Affidavit of Undertaking for Promotion (DPRM Form RSD-03-A Revised 2014) shall be used in every promotion program (attached). Any alteration, modification or amendments in the content of the affidavit is not allowed. Any personnel who violates thereof shall be disqualified. It is mandatory for candidates with pending criminal/administrative case/s to attach the certification on the status of their case/s;

40) The submission of Certificate of Due Diligence (DPRM Form RSD-03-C) duly approved by the Chairman, Promotion Board/Committee (attached) is mandatory for all promotion committee/board;

41) Candidates for promotion who have pending criminal case(s) shall mandatorily secure and submit to the promotion board/committee a certification and Summary of Information as to the status and nature of the case from the Clerk of Court to determine the two-year period of filing as provided under the IRR of R.A. No. 9708. Absence of which is a ground for disqualification;

42) Newly promoted PNP uniformed personnel shall not be eligible for transfer to other offices/unit within six months from the date of the effectivity of such promotion, except for those newly promoted PSUPT who occupied their position for more than the required period of time. They are also not eligible to undergo mandatory or any occupational/specialization training/schooling within six months upon the effectivity of the promotion except in the exigency of the service as provided in PNPMC No. 2013-014;

43) The counting of Time-In-Grade for every cycle of promotion program shall be reckoned from the date of signing of the appointment by the appointing authority of Komisyon ng Serbisyong Sibil (KSS) porma bilang 33 whether such appointment is "permanent" or "temporary" until the date the applicant filed his/her application for promotion;

44) Transparency shall be strictly observed in the entire promotion process. The Appointing Authority shall have the full responsibility to ensure the strict and proper implementation of this MC. Any violation hereof shall be dealt with accordingly;

45) In case of conflict or when questions arise as to the application of this MC, it shall be construed that when not expressly included, it is impliedly excluded;

46) As part of the long cherished traditions of the PNP, an oath-taking and donning of ranks shall be held in honor of the newly promoted PNP uniformed personnel to be witnessed by their relatives and loved ones; and

47) The Promotion Process will be attached as Annex "A."

b. APPOINTING AUTHORITY:

1) TDCA shall be the appointing authority for the rank of PSUPT and PCINSP;

2) TCDS shall be the appointing authority for the rank of PSINSP and PINSP;

3) TDPRM shall be the appointing authority for the PNCOs assigned at NHQ PNP;

4) The Regional Director shall be the appointing authority for the PNCOs assigned at the PROs; and

5) The NSU Director shall be the appointing authority for the PNCOs assigned at the NSUs.

c. PROMOTION BOARD/COMMITTEE/SECRETARIAT:

A promotion board and committee shall be created in every office/unit:

1) PROMOTION BOARD

a) Power/Authority of the Board/Committee:

a.1) The Board/Committee exercising administrative and quasi-judicial functions is clothed with the power and authority to perform their respective duties and responsibilities within the bounds and limits provided by the rules; and

a.2) The Board/Committee shall not be deprived of its power and authority unless it unlawfully exceeds thereof and/or such was exercised arbitrarily or in a despotic manner by reason of passion, bias, prejudice or personal hostility and/or for grave abuse of discretion amounting to lack or excess of jurisdiction. acEHCD

b) Functions:

 The Promotion Boards shall have the following functions:

b.1) The Chairman of every Promotion Board shall attend the general/meeting conference prior to commencement of every Promotion Program to have a uniform/standardized criteria of selection/promotion;

b.2) Review and deliberate the resolutions and worksheets submitted by the PRO/NSU Promotion Committees;

b.3) Re-evaluate the qualifications of the candidates. When deemed necessary, the board may conduct verifications or direct subordinate units to conduct discreet investigation of candidates;

b.4) Approve and sign the Final Promotion Resolution and Worksheet prepared by the secretariat; and

b.5) After review, screening and deliberation, the NHQ Promotion Board shall thereafter recommend to the CPNP the approval of the Resolution and issuance of orders to the recommended candidates for promotion.

c) Composition:

c.1) There shall be a separate promotion board for PSUPT, PCINSP, PSINSP, PINSP and PNCOs assigned at the NHQ. The PROs and NSUs shall also have a promotion board for PNCOs.

 

PSUPT PROMOTION BOARD

TDPRM	Chairman
TDPCR	Vice-Chairman
EX-O, DPRM	Member
EX-O, DHRDD	Member
NAPOLCOM Representative	Member
HS/Woman Representative	Member
Legal Officer, LS	Member

PCINSP PROMOTION BOARD

TDL	Chairman
TDHRDD	Vice-Chairman
DDPCR	Member
EX-O, DL	Member
NAPOLCOM Representative	Member
HS/Woman Representative	Member
Legal Officer, LS	Member

PSINSP PROMOTION BOARD

TDIDM	Chairman
TDRD	Vice-Chairman
DDO	Member
EX-O, DIDM	Member
NAPOLCOM Representative	Member
HS/Woman Representative	Member
Legal Officer, LS	Member

PINSP PROMOTION BOARD

TDO	Chairman
TDC	Vice-Chairman
DDI	Member
EX-O, DO	Member
NAPOLCOM Representative	Member
HS/Woman Representative	Member
Legal Officer, LS	Member

NHQ PNCO PROMOTION BOARD

TDPL	Chairman
DDPRM	Vice-Chairman
DDRD	Member
EX-O, DPL	Member
NAPOLCOM Representative	Member
HS/Woman Representative	Member
Legal Officer, LS	Member
CESPO	Member

 

c.2) PROs, NSUs PNCO Promotion Board:

c.2.a) Functions

c.2.a.1) Conduct deliberation of the final list of candidates contained in the worksheets and resolution prepared by the secretariat;

c.2.a.2) Select the most qualified and competent candidates;

c.2.a.3) Evaluate the final resolutions and worksheets prepared by the secretariat and when deemed necessary, the board may conduct verification or direct subordinate units to conduct discreet investigation of candidates; and

c.2.a.4) Approve and sign the promotion resolution and worksheet and submit their recommendation to their respective appointing authority for approval (RDs, PROs, Dir, NSUs & AIG, IAS)

2) PROMOTION COMMITTEE

A promotion committee shall be created in every PROs/NSUs to provide support to the Promotion Board.

a) Functions:

 The promotion committee shall have the following functions:

a.1) Conduct review and evaluation of all PCO candidates for promotion in their respective offices/units presented by the secretariat;

a.2) Approve and sign the Promotion Resolution and Worksheet; and

a.3) Endorse their recommendation together with complete documentary records of the candidates to the NHQ Promotion Board (Attn. TDPRM) for confirmation and approval of the appropriate appointing authority.

b) Composition of PROs/NSUs Promotion Committee

b.1) Police Regional Offices Promotion Committee:

b.1.a) Main Police Regional Offices Promotion Committee

 

b.1.b) Alternate Police Regional Offices Promotion Committee SDHTEC

 

 

b.2) National Support Units Promotion Committee:

 

 

3) SECRETARIAT

A Secretariat shall be created at the NHQ, PROs, and NSUs. The DPRM, Chief, RPHRDD and Chief, ARMD shall issue orders for their designation at the start of every promotion cycle with the following functions:

a) Accept, review, scrutinize, screen all submitted folders and evaluate the qualifications of candidates based on established CSC/NAPOLCOM/PNP guidelines and issuances; and

b) Prepare worksheet and resolutions which shall be presented to the Promotion Committee/Board for their approval and signature.

d. EVALUATION AND ASSESSMENT CRITERIA:

ASSESSMENT CRITERIA:

The Promotion Boards and Committees shall be guided by the following criteria/parameters during evaluation, interview, and deliberation.

1) No failing grades shall be established. It will depend on the quota to be filled-up by the Unit/Office; and

2) The higher the overall rating garnered by the applicant, the more chances of getting promoted.

 

CRITERIA	POINTS DISTRIBUTION
(PINSP-PSUPT)	(PO2-SPO4)
A. SENIORITY	50	40
B. INTERVIEW	25	25
C. AWARDS	15	20
D. IPER	10	15
TOTAL	100%	100%

 

a) SENIORITY

 The following point system shall be applied in the evaluation of rank seniority for promotion with a required minimum TIG/Experience in the service under NAPOLCOM Resolution No. 2013-501 dated October 23, 2013:

 

No. of years in the present rank	PINSP, PSINSP, PCINSP and PSUPT (3 YEARS TIG)	SPO1 (3 YEARS TIG)	PO1, PO2, PO3, SPO2, SPO3, SPO4 (2 YEARS TIG)
8 years and above	50	40	--
7 years 6 months to 12 months	48	38	--
7 years 1 day to 6 months	46	36	--
7 years	44	34	(7 yrs in service and above) 40
6 years 6 months to 12 months	42	32	38
6 years 1 day to 6 months	40	30	36
6 years	38	28	34
5 years 6 months to 12 months	36	26	32
5 years 1 day to 6 months	34	24	30
5 years	32	22	28
4 years 6 months to 12 months	30	20	26
4 years 6 months to 12 months	28	18	24
4 years	26	16	22
3 years 6 months to 12 months	24	14	20
3 years 1 day to 6 months	22	12	18
3 years	20	10	16
2 years 6 months to 12 months	--	--	14
2 years 1 day to 6 months	--	--	12
2 years	--	--	10

 

b) INTERVIEW (maximum of 25 pts. for PCOs and PNCOs)

 Guidelines in rating the applicants during the interview:

b.a) As a general rule, interview by the board/committee shall be mandatory except, when the quota allocated is more than the number of applicants. The board/committee may decide if the interview will be waived; AScHCD

b.b) The board/committee shall rate the applicants based on the given criteria provided in DPRM form (promotion interview form) No. RSD-03-B1 (Revised 2017); and

b.c) No applicant will be given a zero score by the promotion board/committee during the interview phase except, when the applicant is absent. The mere presence of the applicant will be automatically given five points score.

 The following are the interview guide with corresponding rating to assess their knowledge and competencies:

 

Area Covered	Result of Evaluation
Percentage Rating	Equivalent Points

Work Ethic and Moral Reasoning	20%	17%	5	4.25
Communication Skills	20%	16%	5	4
Leadership Qualities	20%	16%	5	4
Job Knowledge	20%	18%	5	4.5
IQ and Current Events	20%	17%	5	4.25
TOTAL	100%	84%	25	21

 

 Provided is the example for computing the points for interview. e.g., PCINSP JUAN DELA CRUZ — 84 x .25 = 21 points

c) AWARDS IN PRESENT RANK

 (MAXIMUM OF 15 POINTS FOR PCOs AND PNCOs AND 20 POINTS FOR PNCOs)

 This factor shall take into account the awards, commendations, and recognition a candidate received for exemplary performance. A maximum of 15 points for PCOs and PNCOs shall be automatically given for this factor which is derived from the accumulated points of his/her awards and decorations in the current/present rank.

Awards and Decorations	Points Allocated
Medalya ng Kagitingan, Medalya ng Kabayanihan, Medalya ng Katapangan, Medalya ng Kadakilaan, and Medalya ng Katangitanging Asal, Medalya ng Sugatang Magiting, BEST BEST in the National Levels (Best PCO and Best PNCO), Recipient of Awards bestowed by reputable international or national award giving organization (Ten outstanding Policemen/policewomen)	(5)
Medalya ng Katapatan sa Paglilingkod, Medalya ng Katangitanging Gawa, Medalya ng Pambihirang Paglilingkod	(4)
Significant accomplishments, awards and commendations bestowed by regional reputable institution and/or officers and other counterparts including BEST BEST in the Regional Levels (Best PCO and Best PNCO)	(3)
Medalya ng Papuri, Kasanayan at Kagalingan and other medals	(2)
Commendations, Certificate of Appreciation bestowed by Head of Office and PNP Officers	(.5)

d) Individual Performance Evaluation Report [IPER] (10 POINTS for PCOs and 15 POINTS for PNCOs)

 The following point system shall be applied in the distribution and allocation of credits for individual performance evaluation rating for two consecutive periods.

IPER	POINTS ALLOCATED
PCO	PNCO
Outstanding (Os) + Outstanding (Os)	10	15
Outstanding (Os) + Very Satisfactory (Vs)	7.5	12.5
Very Satisfactory (Vs) + Very Satisfactory (Vs)	5	10

 This factor shall take into account the performance of the police officer as reflected in his/her Individual Performance Evaluation Report (IPER).

d.1) Ten points for PCO and 15 points for PNCO shall be automatically given if subject personnel has two Outstanding (OS) ratings in his/her two consecutive IPERs;

d.2) Seven point five points for PCO and 12.5 points for PNCO shall be given if subject personnel has at least one (OS) and one (VS) rating in his/her two consecutive IPERs; and

d.3) Five points for PCO and ten points for PNCO shall be given if subject personnel has two consecutive (VS) in his/her IPERs.

e. REQUIRED QUALIFICATION STANDARDS FOR EACH RANK PCOs/PNCOs (please refer to NAPOLCOM Resolution No. 2013-501 as confirmed by CSC Resolution No. 1401222 Annex "B" and NAPOLCOM Resolution No. 2016-069 as confirmed by CSC Resolution No. 1600532 Annex "C");

f. STANDARD CRITERIA FOR RATING

 The Promotion Boards shall be guided by the following collateral factors for evaluation, screening, and deliberation of qualified applicants:

a) The above mentioned criteria on point system stated under para 6 (d) shall be applied in the evaluation of qualified applicant; and

b) In case of deadlock, the following criteria under NAPOLCOM MC No. 2011-008 shall be applied in the maximum allocation of points and in determining the relative seniority of promotees/candidates based on the following order of priority:

b.1) Status of present appointment or rank;

b.2) Date of appointment to present rank (original or promotional); AcICHD

b.3) Date of appointment in previous rank;

b.4) Date appointed as Police Commissioned Officer (PNP and INP) or called-to-active duty as officer in the AFP; and

b.5) Order of Merit/Ranking upon Commissionship or entry into the police service.

g. COMPUTATION OF TIME-IN-GRADE/EXPERIENCE

 The following shall be the basis in the computation of experience/time-in-grade requirements of candidates:

1) The computation of TIG/Experience shall be reckoned from the date of signing of appointment by the appointing authority of Komisyon ng Serbisyo Sibil (KSS) Porma Bilang 33, whether such appointment is permanent or temporary until the date the applicant filed his/her application for promotion;

2) In case an applicant had earlier been appointed in temporary status before being appointed in permanent status in his present rank, his/her experience/time-in-grade shall be reckoned from either the permanent or temporary appointment;

3) The cumulative period of suspension, absence without official leave (AWOL), and/or dropped from rolls (DFR) incurred by a candidate in his/her present rank shall be deducted from his/her TIG;

4) The cumulative period of AWOL and DFR shall likewise be deducted in the computation of TIG, except if the candidate was exonerated of the charge/s or was not meted with any administrative penalty (i.e., suspension, forfeiture of pay, reprimand, among others) expressly provided in the order as a consequence of the AWOL or after being dropped from the rolls or any other grounds.

5) The TIG of a candidate who was demoted or reverted to previous rank shall be reckoned from the date of his/her permanent appointment in the order of such demotion or reversion;

h. DISQUALIFICATIONS FOR PROMOTION:

1) Those who are already 55 years old upon the effectivity of promotion orders as provided in Sec. 25 of R.A. No. 8551 or who has filed for an optional or an order of retirement was issued under the one year bar rule;

2) Those who have pending criminal cases (with Information) filed in Court/Sandiganbayan for less than two years counting from the date it was filed in regular court including those charged in Court/Sandiganbayan/CHR with "crime/s involving violation of human rights punishable by reclusion perpetua or life imprisonment and the court has determined that the evidence of guilt is strong," subject to the provisions of RA No. 9708;

3) Those who are undergoing administrative pre-charge and summary hearing proceeding during the promotion period/cycle, arising from a personal action/complaint filed against the personnel and which is not in any way related in the performance of his/her official functions/duties, regardless of whether the decision would afterwards result in exoneration;

4) Those who are serving any administrative penalties, including reprimand during the promotion period/cycle and as provided in Rule 22 Section 1, sub para (a) to (h) and Section 6 sub para (b) to (c) of NAPOLCOM Memorandum Circular 2016-002;

5) Those whose designation was terminated as a result of an order of preventive suspension;

6) Those who have been designated and occupied the T.O. positions for less than six months;

7) Those PCOs and PNCOs who have not occupied any position commensurate to their ranks or on floating status for at least six months during the promotion period; TAIaHE

8) Those who have filed their optional retirement and TPPD, the effectivity date of which will fall under the one year prohibition period. Should such have been uncovered after the personnel were already promoted, the promotion order and the KSS attestation shall be recalled. The salary paid to the personnel corresponding to the rank adjusted shall be deducted from his/her retirement benefits;

9) Those who were penalized with the penalty of demotion pursuant to Rule 10, Sec. 52 (b) of the CSC Revised Rules on Administrative Cases;

10) Those who are on secondment, on detail outside the DILG and those who reported back to actual duty from secondment or detail outside the DILG during the promotion period, provided they have been designated thereafter to an administrative duty for at least six months;

11) Those whose detail outside the PNP or to other government agencies has terminated, except one year after its termination and from which the concerned personnel is designated to position of responsibility within the offices/units of the PNP;

12) Those who were detained or incarcerated by virtue of the order of the court, regardless of whether or not the resolution would result in exoneration and the dismissal of the case is held in favor of the personnel. The cumulative period of detention shall be deducted from the computation of his/her TIG;

13) Those who are on detail outside the PNP or to other government agencies for more than two years pursuant to the provision of para II, sub para 4 (a) of NAPOLCOM Resolution No. 2010-145 and DBM opinion dated August 1, 2012;

14) Those who have ratings lower than Very Satisfactory (VS) in any of the past two rating periods, or those who have no IPER as required in DPRM Memorandum dated February 9, 2012 with subject: "Non-Submission of IPER" in reference to PNPM-DPL-DS dated May 3, 2004 re-PCO PER/PNCO PER Systems Manual;

15) The conduct of Drug Test of applicants applying for promotion shall be endorsed by the RPHRDD/ARMD, DPRM to PNP Crime Laboratory. If an applicant failed to comply within ten days after endorsement to the Crime Laboratory without valid reason, he/she will be disqualified for promotion;

16) Those who failed to take or failed to pass any of the past two Physical Fitness Tests (PFTs) without valid and acceptable reason as validated and recommended by the PNP Health Service, except for those who are 40 years and above who are exempted in performing PFT;

17) Those who were restored to full duty status after serving more than 30 days suspension, unless they are designated to an administrative or operational duty for at least six months upon effectivity of the restoration order;

18) Those who were reinstated to full active duty upon separation from the service due to dismissal. DFR or any other grounds, unless they are designated to an administrative or operational duty for at least six months upon effectivity of the order of reinstatement;

19) Those who are on secondment to the United Nations peacekeeping mission;

20) Those technical service PCOs who were originally commissioned and/or appointed in the technical service unit but presently assigned, designated and/or occupying positions exclusively for the line officers shall only be allowed to apply for promotion, in the technical service unit where they were originally commissioned and/or appointed. However, should there be any contrary guidelines/issuances, the provision of this MC shall prevail and the personnel affected may only avail of the remedy subject to the approval of the CPNP; cDHAES

21) Recalled technical PCOs shall only be allowed to apply for promotion after gaining at least one year residency in the Technical Service Unit and have undergone the required occupational/specialized eligibility/training for the intended position in the said office/unit subject to the internal policy on promotion in the office/unit and approval by the respective Director;

22) Those candidates for promotion who lack any of the four qualification standards (i.e., education, training, eligibility, and experience/Time-In-Grade) provided by existing NAPOLCOM and CSC issuances reckoned from the date of submission of promotion folders to the promotion secretariat;

23) Those candidates for promotion to PSUPT who are not occupying any of the prescribe position for Police Superintendent; and

24) Those candidates for promotion who have a pending application for Special/Meritorious promotion unless said application for Special/Meritorious be waived/withdrawn in lieu of the regular promotion program.

i. PROCEDURES:

 The following procedures shall be strictly observed in the processing of promotion:

1) PHASE 1. PREPARATION

STEP 1

 The Directorate for Personnel and Records Management (DPRM) shall cause the preparation and approval of the following:

a) Determination of Promotional Vacancies;

 The promotional quota distribution for D-Staff and NSUs shall be based on the actual number of personnel of the offices/units vis-a-vis the rank identified in the DPL approved staffing pattern;

 The promotional quota distribution for PROs shall be based on the following:

a.1) Police to Population Ratio;

a.2) Personnel Fill-up based on percentage distribution in NAPOLCOM MC No. 2003-013;

a.3) Vacancies after the promotion; and

a.4) Use of the following mathematical formula:

 P (Percentage) = B (Base) x R (Rate)

Note: Percentage — Total number of promotional vacancy

 Base — Actual number of personnel

 Rate — Percentage distribution per rank per NMC No. 2003-013

a.5) The consideration in the distribution of promotion quota for the rank of PO2 and PO3 shall be determined by the following factors:

a.5.1) Actual number of personnel on the said ranks;

a.5.2) Authorized number of personnel per unit;

a.5.3) The number of qualified candidates; and

a.5.4) Other prevailing rules, policies and guidelines.

a.6) Once the promotion quota distribution is approved by the C, PNP, there shall be no additional quota allocation unless it is authorized and approved by the C, PNP.

b) Authority to fill-up vacancies for approval of the CPNP and NAPOLCOM; ASEcHI

c) Request for Promotion Funds;

d) Publication of promotional vacancies to CSC;

e) Distribution of Promotion Quota per unit;

f) Activation of Promotion Board and Committees;

g) Annual calendar of activities; and

h) Other related preparations and activities.

STEP 2

 After completing the general preparation, the RSD, DPRM shall issue the Notice of Promotion, which shall contain the following:

a) Guidelines on Promotion;

b) Calendar of Activities;

c) Promotion Quota Distribution; and

d) Other related administrative announcements.

STEP 3

FOR PROs, NSUs and IAS

 The RPHRDD/ARMD shall activate the Promotion Board, Committee and Secretariat at their respective office/unit and shall publish the initial result of the promotion process for transparency purposes.

 The Secretariat shall generate the initial list of promotable personnel from their PAIS record based on the following criteria:

a) Time-in-grade;

b) Education;

c) Training;

d) Eligibility;

e) Records of criminal case/s; and

f) Other related criteria.

FOR THE NHQ

 The DPRM shall activate the NHQ Promotion Boards and secretariats.

 RSD, DPRM shall generate the initial list of promotable personnel assigned at NHQ from the RMD, PAIS record based on the following criteria:

a) Time-in-grade;

b) Education;

c) Training;

d) Eligibility;

e) Records of criminal case/s; and

f) Other related criteria.

 For SPO4 applying for promotion to PINSP, the following COLLATERAL REQUIREMENTS shall be strictly complied:

a) Must have experience in a supervisory position for a period of at least one year, such as ESPO, Chief Clerk, or Team Leader among others (i.e., for administrative, operational and investigation functions such as Detachment, Outpost/PCP, Traffic Section etc.); and

b) There shall be a mandatory interview for promotion in order to physically account the applicant and ascertain his/her competence and aptitude to communicate his views and ideas as expected of a Police Commissioned Officer (PCO).

STEP 4

 The Secretariat through the Administrative Officers shall compile the PAIS Generated PDS of all identified qualified candidates. They shall forward the PDS together with the Affidavit of Undertaking Forms to be accomplished and signed by the applicants. They shall also advise the candidates to attach/submit records of criminal case/s if applicable. ITAaHc

2) PHASE 2. SCREENING

STEP 1

a) The screening, assessment, and evaluation of application for promotion shall be done continuously by the Promotion Committee and Promotion Board at the NHQ, PROs, NSUs and IAS;

 The adjustment of scheduled timeline and/or change of deadline in the submission of minimum mandatory and collateral requirements shall not in any way affect the cut-off or reckoning date of minimum mandatory qualification standards (four QS) and other collateral requirements for promotion already set by the DPRM.

b) The designated Secretariat at the NHQ, PROs, NSUs and IAS shall be in charge of the preparation, acceptance, screening, assessment and evaluation of all promotion applications. It shall strictly scrutinize the following mandatory qualifications and collateral requirements of candidates for promotion;

 Minimum Mandatory Qualification Requirements

• TIG/Experience;

• Education;

• Mandatory Training;

• Eligibility.

 Collateral Requirements

• Rank Seniority;

• Awards on Present Rank;

• IPER;

• Drug Test;

• PPE;

• PER;

• E-Learning; and

• Other requirements set by the Board.

 The Board/Committee may require other requirements which it deems necessary to break the deadlock and support its evaluation and deliberation of the qualified candidates to be promoted to the next rank.

c) The Admin personnel of the Command Group, D-Staff and P-Staff at the NHQ shall be in charge of the preparation, screening and evaluation of all promotion application prior to the signature of their respective head of office. The list of processed qualified promotees shall be submitted to the NHQ Secretariat (Attn: C, Promotion Section, RSD, DPRM) for endorsement to the Board for final deliberation and approval;

d) The Promotion Secretariat at the PROs, NSUs, IAS and Admin Officers at the NHQ (Command Group, D-Staff and P-Staff) shall only require from the applicants the following documentary requirements (Folder A — for PNP copy and Folder B — for CSC attestation):

PNP Requirements for Promotion (Folder A):

• Application for Promotion and Affidavit of Undertaking;

• Updated PNP PAIS Generated PDS; and

• Original copy of NBI. CHTAIc

CSC Requirements for Attestation (Folder B):

• CSC PDS Form 212 (Revised 2017);

• Authenticated Proof of Eligibility;

• Authenticated Proof of Mandatory Training from PPSC (Certificate of Completion, Declaration of Graduates and Final Order of Merit); and

• KSS/Attested Appointment of Present Rank.

e) The notarized affidavit of undertaking for promotion shall be duly certified, signed and acknowledged by the candidates as to the validity, correctness, and truthfulness of the entries therein and in his/her PAIS Generated PDS. Any violations thereof shall constitute a ground for the automatic nullification of promotion and KSS attestation of applicant and the institution of corresponding administrative and criminal action;

f) Once the generated list of qualified candidates at the NHQ, PROs, NSUs and IAS shall have been properly assessed, the following personnel action shall be observed:

f.1) The worksheets, resolution and other allied documents referred to in Step 4 hereof, shall be endorsed for signature of the members of the Promotion Committee or of the Board as the case may be prior to the approval of the appropriate appointing authority;

f.2) For the promotion of PNCOs at the PROs, NSUs, and IAS, the documents required in Step 4 hereof, shall be endorsed by the Secretariat to the PROs/NSUs Promotion Committee for signature prior to approval of the appointing authority; and

f.3) For PCOs, the Promotion Committees at the PROs, NSUs, and IAS shall endorse the documents required to the appropriate appointing authority for action.

STEP 2

 The C, RPHRDD/ARMD and RSD, DPRM shall advise all candidates to undergo PPE and Drug Test. They shall also advise HS and CLG to prepare for the activities. HS and CLG shall forward the PPE and Drug Test results to the appropriate promotion secretariats.

STEP 3

 The Promotion Secretariats shall prepare the Promotion Worksheets. They shall accomplish two separate worksheets, one for the candidates without criminal case/s and a separate worksheet for candidates with criminal case/s following the prescribed format (DPRM Form RSD-03-B).

STEP 4

 The Promotion Committees at the PROs, NSUs, IAS and secretariat at NHQ shall conduct the initial evaluation/screening of all identified candidates for promotion. A representative from the NAPOLCOM shall be invited as member of the board/committee. The following activities shall be conducted:

• Examination and review of the results of PPE and Drug Test;

• Examination and review of Qualification Standards;

• Examination and review of records of criminal case/s;

• Interview of candidates if necessary (Interview is mandatory for all candidates for promotion to PINSP and PSUPT); EATCcI

• Preparation and signing of Promotion Worksheets and Resolution;

• Preparation of the Certificate of Due Diligence (DPRM Form RSD-03-C); and

• Forward Resolution and Worksheet to the promotion board/committee for deliberation and confirmation.

3) PHASE 3. BOARD DELIBERATION

STEP 1

 The Secretariat shall convene the NHQ Promotion Board and the following activities shall be conducted:

• Final Examination and review of the results of PPE and Drug Test;

• Final Examination and review of Qualification Standards;

• Final Examination and review of records of criminal case/s;

• Final Interview of candidates if necessary (Interview is mandatory for all candidates for promotion to PINSP and PSUPT); and

• Preparation and signing of Promotion Worksheet and Resolution.

4) PHASE 4. APPOINTMENT AND ATTESTATION

STEP 1

 The Secretariats shall prepare the final recommendation for promotion to the appointing authority through TDPRM, C, RPHRDD and C, ARMD.

STEP 2

 The Appointing Authority shall approve or disapprove the recommendation for promotion submitted by the different promotion boards.

 If the Appointing Authority disapproves the recommendation, he/she should cite clearly and convincingly the errors, mistakes, and the grounds relied from there.

STEP 3

 DPRM, RPHRDD, ARMD and Admin Office of IAS shall issue and publish the appointment orders. They shall also forward the Attestation Folders to the appropriate CSC Field Office.

 The Admin Officers shall ensure that the promotional folder for appointment and attestation will be forwarded to the Civil Service Commission within 30 days from the signing of the promotion orders by the appointing authority.

STEP 4

 DPRM, RPHRDD, ARMD shall initiate the conduct of the Mass Oath Taking and Donning of ranks. Newly promoted PINSP from SPO4 shall wear their new GOA type "A" uniform during the donning of ranks.

5) PHASE 5. SUBMISSION OF REPORTS

REPORTS TO BE SUBMITTED

a) For PROs, NSUs and IAS Promotion Committees

a.1) For PCO candidates

 All reports shall be submitted to the NHQ Promotion Board five days after the activities through the DPRM (Attn: C, RSD). The following are the required reports to be submitted to the NHQ Promotion Board:

a.1.a) Master List of Candidates for Promotion classified into the following categories: DHITCc

a.1.a.1) Clean List by rank — the "clean list" is a list containing the names of candidates for promotion who have no criminal case; and

a.1.a.2) Personnel with Pending Case/s falling under the provisions of R.A. No. 9708 by rank.

a.1.b) Promotion Worksheets and Resolutions duly approved by RD, PROs, D, NSUs and IG, IAS, separating the "clean list" and personnel with pending case ranked from highest to lowest based on the evaluation rating;

a.1.c) The minutes of the promotion deliberations duly approved by the Chairman or the Vice-Chairman of the Promotion Committee and attested by the Head Secretariat; and

a.1.d) Resolution of disqualification duly approved and attested by the concerned Promotion Committees and secretariats.

a.2) For PNCO candidates

 The PNCO Promotion Board shall conduct a thorough screening and evaluation of all candidates for promotion. It shall prepare and securely safe keep the following records.

a.2.a) Master List of Candidates for Promotion classified into the following categories:

a.2.a.1) Clean List by rank — the "clean list" is a list containing the names of candidates for promotion who have no criminal case; and

a.2.a.2) Personnel with Pending Case/s falling under the provisions of R.A. No. 9708 by rank.

a.2.b) Promotion Worksheets and Resolutions separating the "clean list" and personnel with pending case ranked from highest to lowest based on the evaluation rating for approval of their respective appointing authority (RDs, PROs, Ds, NSUs and IG, IAS); and

a.2.c) The minutes of the promotion deliberations and resolution of disqualification duly approved and attested by the concerned Promotion Boards and secretariats.

b) For NHQ Promotion Boards

b.1) All reports submitted by the Promotion Committees for the promotion of PCOs at the PROs, NSUs, and IAs shall be endorsed by the designated Secretariat (C, Promotion) to the appropriate Promotion Board in charge for a particular rank;

b.2) The designated PCO Promotion Board shall schedule the deliberation of the recommended PCO promotees. The following shall be strictly considered in the approval or disapproval of the promotion: cEaSHC

b.2.1) Vacancy in T.O. Positions for PSUPT rank;

b.2.2) Completeness of Documents;

b.2.3) Deficiencies in the QS; and

b.2.4) Pending case re-R.A. No. 9708.

b.3) For Crame-based PNCOs, the NHQ PNCO Promotion Board shall conduct their deliberation and prepare the corresponding worksheets and resolution before sending it to TDPRM which will be endorsed to the C, PNP for approval.

j. COMPLAINTS AND GRIEVANCES:

 PNP personnel are encouraged to file a petition for grievance if he feels that he was not given equal opportunity and was not treated fairly in the selection of candidates for promotion. The following shall be observed in the filing of promotional protests, complaints, and the disposition thereof:

1) Procedures in Grievance

a) All protests and complaints subject of grievance, shall be resolved and decided in accordance with the provision of PNP Memorandum Circular No. 2008-016 on the Policy Grievance Mechanism for the PNP Uniformed Personnel. However, since no specific provision is prescribed for complaints/grievance on promotion, said MC shall be suppletory in application to this MC;

b) Protests and complaints shall be submitted by an aggrieved candidate to the PROs/NSUs Promotion Board/Committee. It shall be in writing accompanied by formal evidence and filed directly to the Promotion Committee at the PROs/NSUs within five days after release of the promotion order;

c) Provided that if such would deprive and prejudice the right of the appellant, the latter may file a protest/complaint directly with the NHQ Promotion Board within the promotion period, by citing the grounds in para(e) hereof and the evidences relied upon, otherwise it will be treated and resolved under the regular procedure prescribed in this MC;

d) Absence of the grounds in para(b) hereof, protests and complaints shall be endorsed to the Board only if no formal determination may be had from the Committee five days after its evaluation on the merits and based on the evidence presented before it;

e) The Committee shall not pass upon the disposition to resolve the protest/complaint unless all available administrative remedies had been exhausted. To the one obtaining relief and alleging that lapses and errors were committed by the Board/Committee shall rest the burden of proving the same by competent proof and compelling evidence to the contrary;

f) The Promotion Board shall not entertain and take cognizance of any grievance/s except for compelling reasons and such that all available administrative remedies were exhausted by the appellant before the Grievance Committee at the PROs, NSUs and IAS;

g) Protests/complaints shall only be entertained if these pertain and arise out of the wrongful application and non-implementation and/or violation of policies and procedures on promotion which affect the PNP uniformed personnel to include other related causes, such as the following: CTIEac

g.1) Conduct of the evaluation and screening of applicants;

g.2) Application of the rating system in ranks with "limited quota";

g.3) Actual computation of ratings; and

g.4) Grave abuse of discretion.

h) Upon receipt of the protests/complaints, the Promotion Board shall immediately convene to resolve the issues raised and shall decide thereof within 15 working days after its filing. The decision of the Promotion Board shall be in the form of a Memorandum duly signed by the Chairman and in a Resolution form, if it requires matters involving the approval of the en banc;

i) The approval by the Board of the promotion shall be final and unappealable. It is binding upon all parties and may be appealed only when such was approved with grave abuse of discretion amounting to lack or excess of jurisdiction and/or issued in a despotic manner by reason of passion, bias, prejudice or personal hostility;

j) In the event that the Promotion Board finds the protest/complaint in order, it shall immediately inform the appointing authority of its decision and make the necessary adjustments in its recommendation for promotion as the case may be;

k) The appeal in lieu of the promotional protest or complaint must be filed and brought before the appropriate body within a reasonable period of time, otherwise it will be dismissed by virtue of laches or for being filed out of time; and

l) All PNP uniformed personnel who violate the principle of exhaustion of administrative remedies, requiring strict observance of the hierarchy of quasi-judicial bodies shall be charged administratively. A corresponding pre-charge action shall be instituted to personnel who violate this policy.

k. Disposition of Grievance

a) The Committee at the PROs/NSUs is duly authorized to receive, evaluate, and decide the protests/complaint based on the merits and evidence presented. When no formal determination may be had, the grievance may be endorsed to the Board for final adjudication;

b) Compliance to the procedural requirement for grievance is mandatory and non-observance of which shall cause the dismissal of the protests or complaints; and

c) However, any protest or complaint shall not be acted upon through the grievance system if the grounds and cause of complaint was without basis, a mere conjecture, and an objection to the terms or provisions of the policy, procedure or rules and regulations and such other grounds provided in para 2 of PNP MC No. 2008-0116. n

l. TASKS:

 The following are the tasks of offices/units in the implementation of this MC:

1) TDPRM

a) Designated Chairman, Superintendent Promotion Board;

b) Issue orders reconstituting the NHQ Promotion Boards and Secretariats;

c) Act as the overall OPR of the Promotion Programs;

d) Issue appropriate awards to Promotion Boards and Secretariat members after the successful completion of every promotion program;

e) Publication of Orders; and

f) Perform other tasks as directed. SaCIDT

2) TDI

a) Conduct record check on the authenticity of all required documents for promotion; and

b) Perform other tasks as directed.

3) TDO

a) Designated Chairman, PINSP Promotion Board; and

b) Perform other tasks as directed.

4) TDL

a) Designated Chairman, PCINSP Promotion Board; and

b) Perform other tasks as directed.

5) TDPCR

a) Designated Vice Chairman, PSUPT Promotion Board; and

b) Perform other tasks as directed.

6) TDC

a) Designated Vice Chairman, PINSP Promotion Board;

b) Provide fund support relative to the conduct of Promotion Programs; and

c) Perform other tasks as directed.

7) TDHRDD

a) Designated Vice Chairman, PCINSP Promotion Board;

b) Validate the education and training records of applicants;

c) Provide latest PFT records of applicants; and

d) Perform other tasks as directed.

8) TDPL

a) Designated Chairman, NHQ PNCO Promotion Board; and

b) Perform other tasks as directed.

9) TDIDM

a) Designated Chairman, PSINSP Promotion Board; and

b) Perform other tasks as directed.

10) TDRD

a) Designated Vice Chairman, PSINSP Promotion Board; and

b) Perform other tasks as directed.

11) DDPRM

a) Designated Vice Chairman, NHQ PNCO Promotion Board; and

b) Perform other tasks as directed.

12) D, FS

a) Implement the payment of the requested budget; and

b) Perform other tasks as directed.

13) RD, PROs, and D, NSUs

a) Issue orders creating/organizing the PCO and PNCO Promotion Board/Committee;

b) Screen and evaluate qualified applicants in line with existing promotional policies, standards, and guidelines through the Promotion Boards;

c) Prepare promotional appointments (KSS Form 33) to qualified PNCO applicants for submission to CSC;

d) Submit to concerned NHQ PCO Promotion Boards the results of deliberation and assessment of PCOs recommended for promotion;

e) Issue Special Orders announcing the promotion of PNCOs after the endorsement of their appointments (KSS Form 33) to the CSC; and cHECAS

f) Perform other tasks as directed.

14) C, RPHRDDs/C, ARMDs and C, Attestation Section DPRM

a) Shall be responsible in the submission of Civil Service requirements for attestation of appointments of qualified applicants;

b) For PCOs and PNCOs at the NHQ, the requirements for attestation shall be submitted by the C, Attestation Section DPRM to CSC Crame Field Office;

c) The Chairman of Promotion Board shall sign the Personnel Selection Board portion of the KSS Porma Blg. 33;

d) The Chief, RPHRDDs/Chief, ARMDs/Administrative Officers shall see to it that all appointment papers (KSS Porma Blg. 33) of their personnel are submitted to the CSC on time;

e) The promotion orders (General/Special Orders) shall be published only after the appointment papers of the promotees are received and officially acknowledged by the CSC; and

f) Perform other tasks as directed.

15) CESPO/RESPOs

a) Designated as member NHQ/PROs/NSUs PNCO Promotion Boards; and

b) Perform other tasks as directed.

7. CRIMINAL AND ADMINISTRATIVE LIABILITY IN CASE OF BREACH:

a. Any personnel who, through act or omission, commit any violation of this MC shall be subjected to disciplinary action pursuant to NAPOLCOM MC No. 2016-002 (Revised Rules of Procedures before the Administrative Disciplinary Authorities and the Internal Affairs Service of the PNP);

b. In the nature of proceedings, the provisions of Civil Service Law on Administrative Cases in the Civil Service (RRACCS) as well as the Rules of Court shall be suppletorily applicable in the disposition of cases for violations of this MC; and

c. A candidate, who misrepresents, perjures, falsifies, tampers, and distorts entries/information in his/her Affidavit of Undertaking (DPRM Form RSD-03-A Revised 2014) as well as other documents submitted and attached to the application shall be held liable for PERJURY and DISHONESTY.

8. RESCISSION:

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

9. EFFECTIVITY:

This PNP MC shall take effect 15 days from filing a copy thereof at the University of the Philippines Law Center in consonance with Sections 3 and 4 of Chapter 2, Book VII of Executive Order No. 292, otherwise known as the "Revised Administrative Code of 1987," as amended.

(SGD.) RONALD M. DELA ROSA

Police Director General

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