Question & AnswerQ&A (PNP MEMORANDUM CIRCULAR NO. 2013-020)
The main purpose of PATNUBAY III is to amend the existing LOI 21/08 (PATNUBAY II) and include new policies on discipline issued by the Civil Service Commission (CSC), National Police Commission (NAPOLCOM), and Philippine National Police (PNP), institutionalizing and codifying all disciplinary policies to sustain and reform the PNP disciplinary machinery.
The four phases are: 1) Preventive Phase - measures to instill discipline; 2) Investigation and Adjudication Phase - fast-tracking administrative case resolutions; 3) Reformation Phase - reintegration of core values and discipline; 4) Case Monitoring and Clearance System - simplifying personnel transactions.
AWOL refers to the status of a PNP official or employee who absents himself from work without an approved leave of absence.
Personnel ordered AWOL shall not receive salary, pay, or allowances during AWOL. Their AWOL status cannot be lifted by order upon return; instead, a return to active duty order is issued with assignment to the Personnel Holding and Accounting Unit pending administrative resolution. They may be subjected to summary dismissal with a decision rendered ex-parte if they fail to appear despite due notice.
Reinstated personnel must pass a physical and mental examination and a drug test before restoration of salary and reassignment. Prior to reinstatement orders, passing these tests is mandatory unless the reinstatement is from a final decision by appellate bodies. These personnel are assigned to the Personnel Holding and Accounting Unit for monitoring.
Jurisdiction over administrative cases against NUPs is vested with their respective appointing authority, which could be the Regional Director or the Chief, PNP, depending on the case.
The Disciplinary Authority shall issue a Certificate of Finality certifying that a decision or order is final and executory after the lapse or denial of a Motion for Reconsideration or appeal. This facilitates the immediate implementation of such decisions.
DPRM is the office of primary responsibility for PATNUBAY III. Duties include drafting the PNP Disciplinary Code, establishing case monitoring and clearance systems, monitoring the implementation of IP Cards and IPER system, simplifying clearance processes, requesting funds for activities and incentives related to disciplinary procedures, and performing other related tasks.
IPER is used to assess PNP personnel's performance in terms of their contribution to the PNP mission and vision, skills, competencies, and attitude towards work. Performance evaluations are submitted semi-annually based on actual duties and responsibilities.
All PNP offices/units shall initiate administrative proceedings against personnel with pending criminal cases. If administrative proceedings were not conducted during pendency, and the personnel is later found guilty in the criminal case, appropriate administrative charges shall be filed. Personnel detained due to criminal charges will be placed on automatic leave without pay.