PNP Internal Reform and Anti-Corruption Program

Implement strategic interventions to remove defiant personnel.
Promote advocacy to cultivate a police force that is God-fearing, humane, dependable, approachable, and presentable.

Establish a Task Force under the Integrated Transformation Program with three intervention aspects:
1. Prevention: Preemptive measures to reduce misdemeanors by addressing root causes.
2. Investigation and Adjudication: Disposition procedures for complaints and administrative cases.
3. Rehabilitation: Inspire renewed responsibility and commitment among officers.
Information and Advocacy support all aspects to communicate ongoing transformation efforts to the public.

Regular inspections by Internal Affairs Service (IAS) and inspecting groups to monitor appearance and morale.
Activate reporting systems like TXT 2920 and "Isumbong mo kay Tsip" for public complaints.
Maintain watchlists on personnel with derogatory information.
Conduct mandatory three-day seminars on Human Rights and Combating Corruption for all personnel.
Implement transparent personnel reshuffling policies to prevent corruption.
Develop housing programs and reward systems for good conduct.
Introduce competitions to encourage units with the least erring personnel.

Resolve backlog of about 1,775 administrative cases within 3 months.
Adhere strictly to procedural requirements under RA 8551 and NAPOLCOM Memoranda.
Educate personnel on summary hearing procedures and disciplinary machinery.
Institutionalize complaint handling through a dedicated Complaint Receipt Task Group with defined referral processes based on complaint validation.
Restrict reassignment of accused personnel during case pendency without proper authority.
Maintain accurate residential records of all uniformed personnel.
Follow administrative procedures and codified jurisprudence on disciplinary cases.

Demoted or suspended personnel undergo values formation training at the PNP Values Formation School.
Establish Guidance Counseling Offices at multiple levels to support personnel mental health.
Develop year-long moral and spiritual maturity enhancement programs.
Encourage participation in external moral and spiritual renewal activities.

Strengthen all intervention aspects through a robust "Mamang Pulis" advocacy campaign, enhancing public awareness and internal morale.

DPRM: Complaint reception and referral.
DIDM: Pre-charge evaluation and recommending preventive actions.
DI/IG: Validation of derogatory reports, watchlist maintenance, and counterintelligence.
DO, DL: Provide operational and logistical support.
DC: Fund support.
DPCR, PCRG, TS: Conduct advocacy programs.
DHRDD: Values formation and development of moral programs.
IAS: Conduct hearings, monitor cases, codify jurisprudence.
HS and CHS: Counseling and spiritual programs.
LS: Legal studies, case reviews, defense, and motion actions.
CIDG: Supporting investigations.
PIO: Public relations and advocacy.
PRO and NSU Task Forces: Local implementation and coordination.

Strict and expedited enforcement of directives to remove undesirables.
Compliance with civil service laws for non-uniformed personnel disciplinary actions.
Encourage coordination among task groups and with other government agencies.
Utilize a range of administrative penalties beyond suspension for lesser offenses.

DPRM and DIDM serve as Task Force Commander and Deputy Commander.
DPRM designated as the Office of Primary Responsibility.
Joint Secretariat led by DPRM chiefs with representation from key bodies.
Regional Directors for Administration serve as Task Force Commanders in their areas.
LOI takes effect 15 days after filing with the UP Law Center as per EO 292 provisions.
DPCR, DPRM, and DHRDD tasked with immediate launching of Prevention, Investigation, and Rehabilitation aspects respectively.