Question & AnswerQ&A (PNP MEMORANDUM CIRCULAR NO. 2014-025)
The purpose of the PNP MC No. 2014-025 is to institutionalize the Delinquency Report System in every PNP office/unit to enhance the disciplinary authority of the Chief/Head of Office and to facilitate the disposition of minor offenses committed by PNP personnel through a two-tiered disciplinary mechanism applicable to both uniformed and non-uniformed personnel.
The Chief/Head of Office refers to the highest ranking PNP Officer-in-Command from the highest down to the lowest level of the PNP office/unit, including Directorial and Personal Staffs.
Minor infractions are acts or omissions committed by a police personnel, during office hours or beyond as far as practicable, and are listed under Section 4 of the Circular. These infractions are subject to penalties without the need for full-blown hearings or summary proceedings.
A Delinquency Report is a report which cites the minor infraction(s) committed by the police personnel, using the format prescribed in the Circular, to document and initiate disciplinary procedures for minor offenses.
Any personnel who is equal or senior in rank or grade to the offender or who is delegated with authority to issue a DR may submit the report.
The Administrative Officer receives DR forms from Chief Clerks, prepares reports based on facts and explanations, evaluates infractions, recommends penalties, and supervises the implementation of sanctions.
The offender must submit their explanation within 24 hours from notice; failure to do so is considered a waiver to explain the circumstances of the infraction.
The Chief/Head of Office can impose penalties such as admonition, reprimand, withholding of privileges, restriction to specified limits, suspension, forfeiture of salary, or any combination thereof for a period not exceeding 15 days, particularly for minor offenses.
The Administrative Officer determines the appropriate number of demerits for minor infractions based on the demerit system matrix, and accumulation of demerits may lead to Pre-Charge Evaluation and Summary Hearing Proceedings, and may affect the Personnel Evaluation Rating (PER).
The DPRM/RPHRDD/ARMD is the Office of Primary Responsibility (OPR) to disseminate, monitor implementation, establish databases, and submit monthly reports. The D-Staff/P-Staff/RD, PROs/D, and NSUs handle implementation, include DR in Staff Conferences, ensure monthly report submissions, and perform other directed tasks.