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Police Personnel and Records Management Reviewer
Police Personnel and Records Management Reviewer
Attrition
Attrition - refers to the - refers to the retirement or separation from the policeretirement or separation from the police service of PNP uniformed personnel pursuant to any of the
service of PNP uniformed personnel pursuant to any of the meansmeans mentioned in RA 8551.
mentioned in RA 8551. Means of Attrition Means of Attrition
1. Attrition by attainment of maximum tenure in position 1. Attrition by attainment of maximum tenure in position
a.
a. hief hief PNP PNP - - ! ! yearsyears ".
". PNP PNP #eputy #eputy hief hief for for $peration $peration - - ! ! yearsyears c.
c. PNP PNP #eputy #eputy chief chief for for Administration Administration - - ! ! yearsyears d.
d. PNP PNP hief hief of of the the #irectorial #irectorial %taff %taff - - ! ! yearsyears e.
e. Regional Regional #irectors #irectors - - & & yearsyears f.
f. Provincial Provincial directors directors - - ' ' yearsyears g.
g. ity ity #irectors #irectors - - ' ' yearsyears h.
h. $ther $ther positions positions higher higher than than provincial provincial director director shall shall havehave the
the ma(imum ma(imum tenure tenure of of & & years.years. 2. Attrition by Relief
2. Attrition by Relief A
A PNP PNP mem"er mem"er who who has has "een "een relieved relieved for for cause cause and and has has not not "een"een given
given an an assignment assignment within within ) ) years years from from the the effective effective date date of of such
such relief relief shall shall "e "e retired retired or or separated.separated. 3. Attrition by Demotion in Position 3. Attrition by Demotion in Position
A
A PNP PNP mem"er mem"er who who has has "een "een relieved relieved and and assigned assigned to to a a positionposition lower
lower than than what what is is esta"lished esta"lished for for his*her his*her ran+ ran+ in in the the PNPPNP staffing
staffing pattern pattern and and who who shall shall not not "e "e assigned assigned to to a a positionposition commensurate
commensurate to to such such ran+ ran+ despite despite the the e(istence e(istence of of a a vacancyvacancy within
within 18 18 months months after after his*her his*her demotion demotion in in position position shall shall "e"e retired
retired or or separated.separated.
4. Attrition by Non-Promotion 4. Attrition by Non-Promotion
A
A PNP PNP mem"er mem"er who who has has not not "een "een promoted promoted for for a a continuous continuous periodperiod of
of 1, 1, years years shall shall "e "e retired retired or or separated.separated. 5. Attrition by Oter Means
5. Attrition by Oter Means - a PNP mem"er with at le- a PNP mem"er with at least 5 yearsast 5 years of
of accumulated accumulated active active service service shall shall "e "e separated separated "ased "ased on on anyany of
of the the following following groundsgrounds a.
a. nefficiency nefficiency "ased "ased on on poor poor performance performance during during the the last last )) successive
successive annual annual rating rating periods.periods. ".
". nefficiency nefficiency "ased "ased on on poor poor performance performance for for / / cumulativecumulative annual
annual ratings.ratings. c.
c. Physical Physical and*or and*or mental mental incapacity incapacity to to perform perform policepolice functions
functions and and dutiesduties d.
d. 0ailure 0ailure to to pass pass the the reuired reuired entrance entrance e(amination e(amination twicetwice and*or
2ustifia"le reasons.
e. Refusal to ta+e a periodic PNP Physical fitness test without 2ustifia"le reason.
f. 0ailure to ta+e PNP physical fitness test for ! consecutive periodic tests due to health reasons.
g. 0ailure to pass PNP physical fitness test for ) consecutive periodic tests or ! cumulative periodic tests.
h. Non-ompliance with the minimum ualification standards for the permanency of original appointment.
Attrition in A!tion - refers to the action containing the findings and evidence on a specific means of attrition filed " y a particular screening committee "efore the concerned attrition "oard.
Autority - Managers must "e a"le to give orders. Authority gives them this right. Note that responsi"ility arises wherever authority is
e(ercised.
"u#$etin$ - with all that goes with "udgeting in the form of planning3 accounting and control.
%entrali&ation - entrali4ation refers to the degree to which
su"ordinates are involved in decision ma+ing. hether decision ma+ing is centrali4ed 6to management7 or decentrali4ed 6to su"ordinates7 is a uestion of proper proportion. he tas+ is to find the optimum degree of centrali4ation for each situation.
%oor#inatin$ - that is the all important duty of interrelating the various parts of the wor+.
Demotion in Position - refers to the designation of a personnel to a position lower than what is esta"lished for his*her ran+ or not
commensurate to his*her ran+ in the PNP ta"le of organi4ation. Dire!tin$ - that is the continuous tas+ of ma+ing decisions and em"odying them in specific and general orders and instructions and serving as the leader of the enterprise.
Dis!ipline - 9mployees must o"ey and respect the rules that govern the organisation. :ood discipline is the result of effective leadership3
a clear understanding "etween management and wor+ers regarding the organisation;s rules3 and the 2udicious use of penalties for infractions
of the rules.
Dis!ipline - the practice of training people to o"ey rules or a code of "ehaviour3 using punishment to correct diso"edience. Di'ision of labor - Authority and responsi"ility are clearly defined and officially sanctioned. <o" descriptions are specified with
responsi"ilities and line of authority. All employees have thus clearly defined rules in a system of authority and su"ordination. Di'ision of (or) - his principle is the same as Adam %mith;s
division of la"our. %peciali4ation increases output "y ma+ing employees more efficient.
*+uity - Mana$ers soul# be )in# an# fair to teir subor#inates. *sprit #e !orps - Promoting team spirit will "uild harmony and unity within the organisation.
,iel# rainin$ Pro$ram - refers to the training reuired to ma+e the temporary appointment of a new PNP mem"er permanent.
,ormal ierar!i!al stru!ture - An organi4ation is organi4ed into a hierarchy of authority and follows a clear chain of command. he hierarchical structure effectively delineates the lines of authority and the su"ordination of the lower levels to the upper levels of the hierarchical structure.
rie'an!e - a wrong considered as grounds for complaint3 or something "elieved to cause distress.
/mme#iate 0uper'isor - refers to a person authori4ed to ma+e the performance evaluation rating of a PNP mem"er.
/nitiati'e - 9mployees who are allowed to originate and carry out plans will e(ert high levels of effort.
ust %ause - refers to the legal grounds that would warrant the relief or removal of a PNP mem"er from his present position and designation in the PNP organi4ation.
that control the functions of the organi4ation. Management controls the lower levels of the organi4ation;s hierarchy "y applying esta"lished rules in a consistent and predicta"le manner.
Mana$ers are salarie# offi!ials - A manager is a salaried official and does own the administered unit. All elements of a "ureaucracy are defined with clearly defined roles and responsi"ilities and are managed "y trained and e(perienced specialists.
Man#atory %areer %ourses - refers to the reuired training for a PNP mem"er to "e eligi"le for promotion to the ne(t higher ran+.
Max (eber - As a :erman academic3 e"er was primarily interested in the reasons "ehind the employees= actions and in why people who wor+ in an organi4ation accept the authority of their superiors and comply with the rules of the organi4ation.
Maximum enure of Position - is the ma(imum cumulative period for a PNP mem"er to hold a particular position level.
Mental /n!apa!ity - is a condition where a PNP mem"er is una"le to e(ercise his*her reasoning faculties or incapa"le of understanding and acting with discernment his*her duties and responsi"ilities as a result of illness or in2ury as may "e determined "y the PNP medical screening committee.
Non-Promotion - refers to the non advancement to the ne(t higher ran+ or position "eyond the ma(imum prescri"ed period.
Or#er - People and materials should "e in the right place at the right time.
Or$ani! Personnel o A nit - is a PNP mem"er assigned to a particular unit covered with appropriate PNP assignment orders.
Ori$inal Appointment - refers to the appointment for the initial entry of PNP mem"er to the uniformed service who meets all the reuirements of the position.
Or$ani&in$ - that is the esta"lishment of the formal structure of authority through which wor+ su"divisions are arranged3 defined3 and coordinated for the defined o"2ective.
Pen#en!y of an Attrition A!tion - refers to the stage when the endorsement of the PR$ regional director or the N%> director of a P$ Attrition action has "een officially received "y the concerned N?@ P$ attrition "oard through the N?@ screening committee report of a PN$ attrition action has "een officially received "y the N?@* PR$*N%> attrition "oard.
Personnel A!tion on Attrition - is an action filed "efore the screening committee "ased on a verified statement of an alleged means of
attrition "y an initiating person.
Personnel A#ministration - Recruitment3 induction3 placement3 transfer3 promotion3 salary administration of Police personnel.
Personnel ire# on $roun#s of te!ni!al !ompeten!e - Appointment to a position within the organi4ation is made on the grounds of technical competence. or+ is assigned "ased on the e(perience and competence of the individual.
Personnel Pro$rams - refers to the activities programmed to implement the organi4ation philosophy or creed and the personnel philosophy of central managers in relation to people so as to accomplish organi4ational o"2ectives.
Plannin$ - that is wor+ing out in "road outline the things that need to "e done and the methods for doing them to accomplish the purpose set for the enterprise.
Poli!e Appraisal or Performan!e Ratin$ - is the evaluation of the traits3 "ehavior and effectiveness of a police officer on the 2o" as determined "y wor+ standards.
Poli!e %ompensation - 0inancial compensation in the form of wages of salaries constitutes the largest single e(penditure for most
organi4ations. n Metropolitan Manila and other ur"an centers3 wages o f salaries represent the sole source to meet the "asic needs of food3
clothing and shelter.
Poli!e Personnel Mana$ement - 6?uman Resources Management7 may "e defined as that area of management concerned with human relations in
Poli!e Personnel Plannin$ is a study of the la"or supply of 2o"s3 which are composed with the demands for employees in an organi4ation to determine future personnel reuirements3 which either increase or decrease.
Poli!e Pla!ement - is the process of ma+ing police officers ad2usted and +nowledgea"le in a new 2o" and or wor+ing environment.
Poli!e Re!ruitment - is the process of encouraging police applicant from outside an organi4ation to see+ employment in an organi4ation.
Re!ruitment - refers to the overall process of attracting3 selecting and appointing suita"le candidates for 2o"s within an organisation3 either permanent or temporary.
Poli!e 0ele!tions s!reenin$ - is the process of determining the most ualified police applicant for a given position in the police organi4ation.
Poli!e rainin$ an# De'elopment refers to any method used to improve the attitude3 +nowledge3 and s+ill or "ehavior pattern of an employee
for adeuate performance of a given 2o".
Promotion - is the advancement of an employee;s ran+ or position in an organi4ational hierarchy system.
Promotion - means shifting of an employee to a higher position carrying higher responsi"ilities3 facilities3 status and salaries.
Pysi!al ,itness est - the method of evaluating the physical condition of PNP mem"ers in terms of stamina3 strength3 speed and agility.
Pysi!al /n!apa!ity - the ina"ility of a PNP mem"er to perform his*her duties and responsi"ilities due to physical defect as a result if
disease or in2ury as may "e determined "y the PNP medical screening committee.
Poor Performan!e - is the poor rating in the promulgated PNP performance evaluation rating system.
Reportin$ - that is +eeping those to whom the e(ecutive is responsi"le informed as to what is going on3 which thus includes +eeping himself and his su"ordinates informed through records3 research3 and inspection. Respon#ent - refers to the PNP mem"er su"2ected to attrition proceedings. Retirement - the termination of employment and official relations of a
PNP mem"er who rendered at least ), years of active service in the government with payment of corresponding "enefits.
0!alar %ain - he line of authority from top management to the lowest ran+s represents the scalar chain. ommunications should follow this chain. ?owever3 if following the chain creates delays3
cross-communications can "e allowed if agreed to "y all parties an d superiors are +ept informed.
0e!on# e'el P%O Ran)s - refers to police commissioned officers "elow the third level ran+s in the PNP.
0e!on# e'el P%NO Ran)s - refers to all ran+ for police non commissioned officers.
0eparation - is the termination of employment and official relations of a PNP mem"er who rendered less than ), years of active service in the government with payment of corresponding "enefits.
0tability of tenure of personnel - ?igh employee turnover is
inefficient. Management should provide orderly personnel planning and ensure that replacements are availa"le to fill vacancies.
0taffin$ - that is the whole personnel function of "ringing in and training the staff and maintaining favora"le conditions of wor+.
0ubor#ination of in#i'i#ual interests to te $eneral interest - he interests of any one employee or group of employees should not ta+e precedence over the interests of the organisation as a whole.
ir# e'el P%O Ran)s - refers to police commissioned officers with the ran+ of Police %enior %uperintendent and higher.
which renders PNP mem"er indefinitely incapa"le of su"stantially performing the mandated duties and functions of his position. ransfer - refers to a change in 2o" assignment.
nity of %omman# - 9very employee should receive orders from only one superior.
nity of Dire!tion - 9ach group of organisational activities that have the same o"2ective should "e directed "y one manager using one plan. (ai'er Pro$ram - refers to the waiver of the minimum age3 height3 weight and educational reuirements for the initial appointment to the PNP pursuant to e(isting laws and policies.
(ai'er - the act of choosing not to use or reuire something that you are allowed to have or that is usually reuired.
(elfare - the health3 happiness3 and fortunes of a person or group. (ritten #o!uments - All decisions3 rules and actions ta+en "y the organi4ation are formulated and recorded in writing. ritten documents ensure that there is continuity of the organi4ation=s policies and
