Legal basis and cited framework
- The circular is anchored on Section 14 of Republic Act No. 6975, as amended, which mandates the National Police Commission to exercise administrative control and operational supervision over the Philippine National Police (PNP).
- The circular builds on Napolcom Memorandum Circular No. 2005-002, which already prescribed standard procedures for recruitment, selection, and appointment of PNP uniformed personnel at the city/municipal levels and in national support units (NSUs).
- The circular requires compliance with the minimum qualification standard under Section 14 of Republic Act No. 8551 for appointment as Police Officer I.
- The circular recognizes eligibility and qualification pathways grounded on civil service and related issuances, including CSC and specific exam/eligibility authorities cited in the circular.
Policy objectives and governing principles
- The circular establishes a recruitment and appointment system characterized by strict observance of the merit and fitness principles and the principle of equal opportunity for Police Officer I (PO 1) for RMGs, PMGs, SAF, and HSS.
- The circular requires that appointments be in accordance with existing laws, rules and regulations.
- Recruitment must be based on the principle of merit and fitness and must be open to all qualified individuals.
- The circular prohibits discrimination on account of gender, religion, ethnic origin, or political affiliation.
- The appointing authority must ensure strict implementation of the circular.
- The circular mandates procedural integrity by requiring sequential processing and limiting administrative deviations from appointment timing and salary entitlement.
Coverage, quotas, and core qualification rules
- The circular covers recruitment, selection, and appointment of PNP uniformed personnel for RMGs, PMGs, SAF, and HSS for CY 2005.
- The selection process must process applicants up to 150% of the approved quota in all regions/provinces to widen the selection base.
- No person shall be appointed as Police Officer I unless the applicant satisfies the minimum qualifications for appointment under Section 14 of Republic Act No. 8551.
- The circular directs that preference be accorded to applicants who are residents of the region/province.
- The circular sets height, weight, age, and related physical standards for initial appointment, including height minimums for male and female, and a weight range tied to standard weight corresponding to height, age, and sex.
- The circular permits waivers of age/height/weight only under specified conditions and limits in the waiver program provisions.
Defined eligibility standards for Police Officer I
- An applicant must be a citizen of the Philippines.
- An applicant must be of good moral character.
- An applicant must have passed psychiatric/psychological, drug, and physical tests administered by the PNP or by any Napolcom-accredited government hospital to determine physical and mental health status.
- An applicant must possess a formal baccalaureate degree from a recognized learning institution.
- An applicant must be eligible according to the standards set by the Commission.
- An applicant must not have been dishonorably discharged from military employment or dismissed for cause from any civilian government position.
- An applicant must not have been convicted by final judgment of an offense or crime involving moral turpitude.
- Height requirements for initial appointment are:
- 1.62m for male; and
- 1.57m for female.
- Weight must not be more or less than five kilograms (5 kg) from the standard weight corresponding to the applicant’s height, age, and sex.
- Age requirements are:
- Not less than twenty-one (21) nor more than thirty (30) years of age.
- Age counting is fixed: an applicant is considered 21 years of age on the 21st birth date, and considered more than thirty (30) years of age on the 31st birth date.
- Eligibility for Police Officer I must come from one of the following:
- PNP Entrance Examination;
- CSC Police Officer I/Police Officer (Second Level Eligibility — 1998 onwards);
- Republic Act No. 1080 (bar and board examinations);
- Presidential Decree No. 907 (granting civil service eligibility to college honor graduates).
Recruitment procedure and screening committee mechanics
- The recruitment notice must be posted in bulletin boards located in at least three (3) conspicuous public places, and tri-media and other information campaigns may be used.
- Selection of qualified applicants is conducted at the PRO (Police Regional Office), where the PRO must organize a Regional Screening Committee.
- The Regional Screening Committee is chaired by the Deputy Regional Director for Administration and includes: a Napolcom Asst. Regional Director (ARD) (or Chief, Administrative Services Division if no ARD), a Regional Peace and Order Council member designated by the RPOC Chairperson, a Women Sector representative of known probity designated by the PNP Regional Director, and a Senior Regional DILG Officer designated by the DILG Regional Director; the Regional PHRDD serves as secretariat.
- The circular requires the Regional PHRDD (secretariat) to prepare meeting calendars, strictly implement sequential steps by endorsing only those who passed the preceding stage, document all activities, maintain files of results of all tests, publish results with copies furnished to chair and vice-chair, and prepare minutes and required reports.
- Police applicants must submit application folders at the recruiting PRO containing these documents:
- CSC Form 212 duly accomplished;
- Birth Certificate authenticated by the NSO;
- Report of Rating of Eligibility authenticated by the issuing authority;
- Two (2) pieces 2"x 2" black-and-white pictures showing the applicant’s name;
- Transcript of Scholastic Records and Diploma duly authenticated by the school registrar;
- Clearances from barangay, local police station, RTC/MTC and NBI;
- Medical certificate issued by the local health officer.
- Within ten (10) days from submission of papers, the Regional Screening Committee must start initial processing and preliminary interview to determine minimum qualifications and eligibility.
- The evaluation stages must be conducted sequentially as follows:
- Ranking through written competitive examination or eligibility rating (whichever is practical);
- Physical agility test;
- Neuro-psychiatric examination;
- Complete physical, medical, and dental examination;
- Character and Background Investigation;
- Final interview.
- Drug testing is exempted from the sequential order: the Drug Test may be conducted anytime, administered by the PNP Crime Laboratory, with an oath-certified report submitted to the Regional Screening Committee within five (5) days from test administration.
- After ranking under the ranking stage, the Screening Committee must produce a list of qualified applicants corresponding to 150% of the recruitment quota.
- The Physical Agility Test (PAT) must be administered only to those in the top 150%, and must be conducted only with the presence of the Napolcom representative.
- The PAT must measure coordination, strength, and speed of movement and must use the following structure of events and points:
- Maximum Total: 100 pts; Passing: 70 pts;
- Pull-ups (men): 3 pts each, maximum 21 pts;
- Horizontal Bar Hang (women): time/points conversion as specified;
- 2-minute push-ups (men): 0.5 pt each; (women): 1.0 pt each, up to 20 pts;
- 2-minute sit-ups (men): 0.5 pt each; (women): 1.0 pt each, maximum 21 pts;
- 100-meter run (men/women) with time cutoffs and corresponding point values as specified;
- 1000-meter run (men/women) with time cutoffs and corresponding point values as specified.
- Applicants who pass the PAT must undergo Neuro-Psychiatric Examination administered by the PNP to determine mental capacity and emotional stability for police functions.
- The neuro-psychiatric report must list all applicants whether passed or failed, must be oath-certified, and must be submitted to the Regional Screening Committee within five (5) days from conduct.
- For qualified applicants from the latest recruitment not appointed due to quota limitation, the neuro-psychiatric result must be validated by the Health Service NP Section.
- The PNP must coordinate with the AFP hospital or the Regional DOH for assistance in conducting the Neuro-Psychiatric Examination.
- Applicants who pass Neuro-Psychiatric Examination must undergo Complete Physical, Medical, and Dental Examination conducted by the PNP Health Service or accredited diagnostic centers inside the camp or outside under the supervision of the PNP Medical Officer and a Napolcom representative to determine good health and freedom from contagious diseases.
- The physical/medical/dental report must state who passed and failed and the reasons for failure, be oath-certified by the PNP Medical Officer, signed by committee members present, and submitted within five (5) days from the last day of medical and physical examination.
- Applicants who pass the physical/medical/dental exam must undergo Character and Background Investigation by the Regional/Provincial Intelligence Unit within thirty (30) days from receipt of the qualified applicants list.
- The intelligence unit must submit validation of the character and background investigation to the Regional Screening Committee within three (3) days from completion.
- Continuing character and background investigation must be conducted during the one-year probationary period.
- The Final Interview must be conducted en banc by the Screening Committee for applicants who passed all examinations and tests to determine aptitude to join the police service and related traits.
- The Screening Committee must maintain a Summary Table containing the names of qualified applicants, their eligibility and qualifications, and the results of each examination conducted.
SAF and HSS recruitment procedures
- Recruitment, selection, and appointment of qualified applicants for SAF and HSS must follow the procedural guidelines under Napolcom Memorandum Circular No. 2005-002.
- SAF and HSS recruitment must apply the exception that the first stage of applicant ranking is conducted through written competitive examination or eligibility rating, whichever is practical.
Mandatory review and attestations
- Within three (3) working days, the Screening Committee, through the PNP Regional Director/Directors of SAF and HSS, must submit to the Napolcom Regional Director/Commission the list of candidates and their folders for review of qualifications and eligibilities, and must submit another set to the CSC for attestation.
- If findings on qualifications and eligibility would result in disqualification for appointment, the findings must be communicated to the concerned appointing authority, which must recall/withdraw the application folder at the Napolcom or CSC.
Screening committee quorum and integrity safeguards
- The circular requires the presence of the Chairperson and Vice-Chairperson for majority or quorum of the Screening Committee.
- Records of Screening Committees must be available for inspection by the Commission or its duly authorized representatives.
- Any misrepresentation or concealment of a material fact by an applicant, including submission of fake eligibility or spurious documents, constitutes cause for permanent disqualification for appointment into the police service.
Appointing authority power and PO1 appointment status
- The PNP Regional Directors/Directors of SAF and HSS have authority to issue the initial appointment of qualified and eligible applicants to the rank of Police Officer I in their respective offices.
- A Temporary Appointment is issued to a newly appointed PO1 who meets required education and eligibility for the rank, except the training requirement is the Public Safety Basic Recruit Course (PSBRC).
- A Temporary Appointment must not exceed twelve (12) months reckoned from the date it is issued.
- A Permanent Appointment must be issued after completion of the PSBRC and a field training program for twelve (12) months involving actual experience and assignment in patrol, traffic, and investigation.
Rules on appointment timing and salary entitlement
- The appointing authority must not issue a Special Order earlier than the date of issuance of the appointment.
- No appointee is entitled to payment of salary prior to taking the Oath of Office (Panunumpa sa Katungkulan) and assumption of duty.
- The appointing authority is held responsible for strict implementation of the circular.
Waiver program: conditions, limits, and selection
- Age, height, and weight for initial appointment may be waived only when the number of qualified applicants falls below the approved regional/provincial quota.
- The Commission en banc may grant age, height, and weight waiver.
- The Napolcom Regional Director may grant height waiver to a member of an indigenous group within the region.
- Applicants granted height waiver due to indigenous group membership must be considered for appointment only in areas recognized as indigenous by the NCIP or OMA.
- Age waiver is limited so that an applicant may not be less than twenty (20) nor more than thirty-five (35) years of age; “not over thirty-five (35) years old” means not yet reached the thirty-sixth (36th) birthday on the date of effectivity of the appointment.
- Height waiver may be granted to a male applicant at least 1 meter and 57 cm (1.57m) and to a female applicant at least 1 meter and 52 cm (1.52m).
- The circular authorizes the Napolcom to set a lower height requirement for applicants belonging to indigenous groups certified by OMA or NCIP, and allows the Commission to require proof of membership in a certain indigenous group.
- Weight waiver must be paired with reasonable time not exceeding six (6) months to comply with the weight requirement.
- Failure to attain the required weight under a weight waiver results in separation from the service.
- A waiver grant is not a guarantee of appointment into the police service.
- In granting waivers, preference must consider:
- Outstanding accomplishments or possession of special skills in law enforcement, police work, martial arts, marksmanship, and similar skills;
- Special talents in sports, music, and others;
- Extensive experience or training in forensic science and other technical services.
- Selection under the waiver program must follow:
- Applicants with the least disqualifications take precedence over those with more disqualifications;
- The requirement is waived in this order: Age, then Height, then Weight.
- Each waiver applicant must possess special qualifications, skills, or attributes useful to or needed by the PNP sufficient to compensate for the lack of certain minimum qualifications.
- A PNP member separated under weight or educational waiver aspects is eligible to reapply for appointment if the member possesses all minimum qualifications required for reappointment.
Enforcement, administrative consequences, and penalties
- Chiefs of offices/units and members of the Screening and Selection Committee, including the head and members of the Secretariat, who fail to strictly observe and comply with the circular’s rules and procedures (and other pertinent policies and regulations on police personnel appointment) must be:
- immediately relieved;
- not designated to any position of major responsibility; and
- not considered for promotion pending resolution of the case.
Adoption
- The circular was adopted on 25 Nov. 2005 by the officials of the National Police Commission, with attestation by the Chief of the Commission.