Rationale for Codification and Reform
- Recognizes evolution of PNP disciplinary mechanisms through various circulars.
- Aims to unify PNP disciplinary policies under PATNUBAY III aligned with PNP P.A.T.R.O.L Plan 2030 and strategic focus CODE-P 2013.
- Emphasizes discipline as commitment to duty and law enforcement while improving administrative processes and nationwide clearance system.
Purpose
- Amend LOI 21/08 (PATNUBAY II) to incorporate updated discipline policies from Civil Service Commission, National Police Commission, and PNP.
Definition of Key Terms
- Defines important terms such as AWOL, Acknowledgement Receipt of Equipment, Certificate of Finality, Case Monitoring System, Dropping from the Rolls, IPER, Probable Cause, Restrictive Custody, Suspension, and Termination Proceedings among others.
Guidelines on Disciplinary Operations
Concept of Operations
- Discipline enforcement spans entire PNP career from recruitment to retirement.
- Four phases: Preventive phase; Investigation and adjudication; Reformation; Case monitoring and clearance.
Preventive Phase
- Monthly inspection on personnel's grooming, firearms, and documents.
- Orientation training for new personnel.
- Development of individualized IP Card influencing biannual IPER.
- Strict compliance with asset disclosures and transfer policies.
- Implementation of Quality Service Lane and ethical education.
- Drug testing and medical exams conducted annually and random drug tests.
- Discipline for Non-Uniformed Personnel governed by RRACCS.
Investigation and Adjudication Phase
- Pre-Charge Evaluations approved by delegated authorities.
- Termination proceedings for temporary personnel with violations.
- Probable cause determined within days for complaints.
- Administrative proceedings mandatory alongside criminal cases.
- Handling of AWOL personnel including no pay and return-to-duty orders.
- Ex-parte decisions with harsh penalties for non-appearance.
- Verification with Bureau of Immigration for AWOL/DFR personnel travel.
- Issuance of Certificates of Finality and Implementation for adjudicated cases.
- Multiple procedural safeguards and incentive systems for administrative staff.
Reformation Phase
- Reinstated personnel undergo physical, mental exams and drug tests before reassignment.
- Stress management seminars and decorum policies for minor offenses.
- Training and incentives for Summary Hearing Officers, drafters, and reviewers.
- Standards set for assignment of officers in charge of disciplinary proceedings.
- Policies discouraging reinstatement for personnel abandoning office via DFR.
Case Monitoring and Clearance System
- Establishment of centralized digital database for administrative and criminal cases.
- Red flag system for personnel involved in misconduct or illegal activities.
- Monthly case updates from all units and coordination with courts and Ombudsman.
- Digitization and secure storage of case files.
- Training for encoders and personnel managing case database.
Assigned Tasks and Responsibilities
- Detailed job assignments for various divisions and units such as DPRM, DIDM, DC, DI, DHRDD, IAS, HS, CLG, LS, and PROs/NSUs.
- Responsibilities include drafting policies, managing databases, conducting investigations, training, medical tests, and ensuring compliance.
Coordinating Instructions and Delegation
- Chief of PNP delegates authority to approve Pre-Charge Evaluation Reports.
- Serious administrative cases approved personally by Chief of PNP.
- Authorized issuance of national clearance facilitating personnel transactions.
- Training seminar programs and budgets subject to approval and coordination.
Rescission and Effectivity
- Supersedes conflicting directives.
- Contains Severability Clause safeguarding validity of unaffected provisions.
- Takes effect upon filing with the Office of National Administrative Register as per Administrative Code of 1987.