ANNUAL ACCOMPLISHMENT REPORT 2007
ANNUAL ACCOMPLISHMENT REPORT
(CY 2007)
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ANNUAL ACCOMPLISHMENT REPORT 2007
CONTENTS
Page
I.
PRELUDE……………………………………………………………………….3
II.
PNP - ITP PROJECT ACCOMPLISHMENTS
A.
ITP Advocacy……………………………………………………….…..3
A.1 PNP Transformation Torch Run
A.2 Lecture Seminars
A.3 PPSC Training Courses
A.4 Mass Media Interviews
III.
B.
Strengthening of PMO……………………………………………….….7
C.
Personnel and Quartering……………………………………………..10
D.
Model Police Station…………………………………………………...11
E.
Personnel Electronics and Records Management (PERMS)….…..15
F.
Health Care System…………………………………………………....16
G.
Legal Assistance………………………………………………………..17
H.
Legislative Agenda……………………………………………………..18
I.
PNP Pension and Insurance System…………………………………19
J.
Improvement of the PNP Manual …………………………………….19
K.
PNP Attrition System……….…………………………………………..20
L.
Himlayan ng mga Pulis…………………………………………………23
FINALE…………………………………………………………………………..24
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ANNUAL ACCOMPLISHMENT REPORT 2007
I.
PRELUDE
The Program Management Office (PMO), driven by the burning zeal and
hope of transforming the PNP Organization into a more capable, effective and
credible police service, working under a serious challenge posed by realities in
the PNP that limit its capabilities to move, shoot and investigate achieved most of
its goals as outlined.
For the year 2007 the PMO prioritized several PNP Integrated
Transformation Program (PNP-ITP) projects with great impact on the morale and
welfare of our personnel as well as on the services of the PNP to the community.
II.
PNP-ITP ACCOMPLISHED PROJECTS
A.
ITP Advocacy
One of the major projects under the PNP ITP is the Advocacy Program
under Key Result Area: Public Information and Advocacy, which aims to provide
mechanisms for winning the Transformation Program through public
understanding and support and to provide effective mechanisms for public and
stakeholder information, information and feedback on the reform process.
With the inauguration of the PNP Program Management Office (PNPPMO) on September 28, 2005 pursuant to PNP General Order # 05-12, then
PMO Executive Director, PDDG AVELINO I RAZON, JR and other senior
advisers embarked on an advocacy campaign on the PNP ITP which covered all
the seventeen Police Regional Offices’ Headquarters.
After the initial salvo, it is the desire of the PNP to continue with the
advocacy campaign on the Transformation Program and the different projects
that the Program Management Office (PMO) is currently undertaking. Thus, the
Transformation Torch Run 2007 was conceptualized.
Objectives:
a. This project aims to continuously advocate and inform our PNP personnel
and concerned stakeholders of the PNP Integrated Transformation
Program, the projects under this Transformation Program, including the
development and updates of these projects;
b. It also intends to promote the importance of physical fitness and wellbeing as well as deepen the culture of reform among the PNP personnel
and stakeholders; and
c. Finally, it also seeks to promote friendship and camaraderie among the
different PNP units, stakeholders and the different government offices, and
run towards the common goal of promoting the PNP Integrated
Transformation Program.
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ANNUAL ACCOMPLISHMENT REPORT 2007
A.1
Transformation Torch Run
The PNP Transformation Torch is the beacon that carries the light
symbolizing the transformation program being undertaken by the PNP to turn
itself into a more capable, effective and credible police service. As light turns
away darkness, so does the torch inspire, motivate and encourage the men and
women of the PNP to never lose hope, press on and run the race towards
genuine transformation.
The 1st Leg (Kick-Off) of the
activity was held last November 11,
2007 and started with a simple
program at the NHQ, wherein
PDDG JESUS A VERZOSA, the
Director for Administration and
concurrent Executive Director of the
PMO, delivered the welcome
remarks
and
presented
the
participants of the relay run.
The Torch Relay officially commenced at 5:30 a.m. when PCSUPT RAUL
M
BACALZO,
Director
of
Headquarters Support Service, fired
the gun signaling the start of the run.
From the NHQ, the Transformation
Torch was carried by Reform
Champion and Chief, PNP PDG
AVELINO I RAZON, JR and was
passed on from one official to
another, the highlight being the turnover of the Torch by the Chief PNP to
PDIR GEARY L BARIAS, Regional
Director of the NCRPO, which is the
first stop of the nationwide Torch Run.
Other highlights during the said
event was the speech of the Chief
PNP, encouraging the uniformed men
and women of the PNP to actively
participate and support in the
implementation of the PNP Integrated
Transformation
Program;
the
distribution of the Certificates of
Participation to all participating PNP
Units including the other government
and non-government agencies who
supported the Advocacy Run; the
mass singing of the PNP Hymn
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ANNUAL ACCOMPLISHMENT REPORT 2007
(Lingkod ng Bayan) and “Pilipinas Kong Mahal” led by the PNP Band; and, the
presentation of the trainees from the Philippine National Training Institute dubbed
“PNTI-ITG sing for P.E.A.C.E.”
After touring the different police district of NCRPO, the Transformation
Torch is scheduled to turned-over by the NPD, NCRPO to PRO3 on December 3,
2007.
The schedule of the Transformation Torch Run in the different PROs will
be as follows:
Torch Run - Launching: Camp Crame, Quezon City
REGIONAL OFFICES
NCRPO
Pro III - Central Luzon
Pro I - Ilocos Region
Pro - Cordillera Administrative Region
Pro II - Cagayan Valley
Pro IVA – Calabarzon
Pro VIB – Mimaropa
Pro V - Bicol Region
Pro VI - Western Visayas
Pro VII - Central Visayas
Pro VIII - Eastern Visayas
Pro IX - Western Mindanao
Pro X - Northern Mindanao
Pro XI - Southern Mindanao
Pro XII - Central Mindanao
Pro – Caraga
Pro - Autonomous Region of Muslim Mindanao
(ARMM)
A.2
MONTH
Nov
Nov – Dec
Dec
Dec – Jan
Jan
Jan – Feb
Feb
Feb – March
March
March – April
April
April – May
May
May – June
June
June – July
DURATION
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
21 Days
July
21 Days
Lecture Seminars
PMO advocacy team visited
fourteen (14) police regional offices,
five (5) police provincial offices, and
ten (10) regional training schools.
A more personalized advocacy
drive is also being done with key PNP
officials, directors and heads of
various offices, and chiefs of police of
the different units in the National
Headquarters and National Capital
Region Police Office, respectively, as
target audience.
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ANNUAL ACCOMPLISHMENT REPORT 2007
A.3
PPSC Training Courses
Information and advocacy
sorties are now being concentrated
in all mandatory courses managed
by the Philippine Public Safety
College with the inclusion of
Change Management Module in
their curriculum.
A.4
Mass Media Advocacy
To reach a wider audience to
inform other stakeholders of the ongoing reforms of the PNP the PMO
maximized Radio and Television
Programs,
Internet
websites
(www.pnppmo.org), magazines and
audio visual presentations.
B. Strengthening of PMO
On January of 2007 a strategic planning was conducted to strengthen the
organization’s systems and processes in managing the Integrated
Transformation Program, as a result the following are being undertaken:
B.1
PMO Restructuring
To follow the project management cycle, the PMO has submitted its
proposal to CPNP for the restructuring of unit which includes the new PMO
organizational structure with the activation of the regional Program Management
Offices.
The activation of regional PMO is envisioned to intensify the advocacy
plan in support to the PNP reforms programs and projects.
The creation of the regional PMO shall be with the administration and
management of the Deputy Regional Director for Admin (DRDA) under the
functional direction of the Executive Director, PMO.
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ANNUAL ACCOMPLISHMENT REPORT 2007
Composition and Organizational Structure
CPNP
(Reform Champion)
TDCA
(Executive Director)
Reform Manager
Deputy Executive
Director
Chief of Staff, PMO
Deputy CS, PMO
Administrative and
Finance Division
Research and
Technical
Division
Technical
Support
Section
Admin and
HR Section
Budget &
Finance
Section
B.2
Events
Managemen
t Section
Project Development
and Resource
Mobilization Division
Research &
Production
Section
Project
Development
Section
Project
Implementation
and Management
Division
Project
Monitoring and
Evaluation
Division
Resource
Mobilization
Section
Regional
Program
Regional
Program
Management
Offices
Management
Offices
Capability Enhancement
B.2.1 PMO Competency Framework
With the new organizational structure of the PNP-Program Management
Office, building personnel competency framework becomes a necessity and
integral part of the organization to ensure the right competencies among its
personnel.
This tool provides an excellent base for performance management as
well as the basis for recruitment and selection of personnel. As such, this can
describe the core competencies to link personnel performance to the mission and
goals of the PMO. Likewise, this will give the personnel greater control over their
professional development and offers incentive for excellence performance.
To represent the PMO competency model, the behavioral, knowledge and
skills competencies, with respect to a particular type of job or occupation, are
described to recognize the competencies of each personnel demonstrated at
work.
B.2.2 Creation of the Performance Competency and Assessment
Team (PCAT)
The PCAT was created to assess and evaluate the performance of the
PMO personnel quarterly. The PMO competency framework is used as a tool for
performance management of each personnel.
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ANNUAL ACCOMPLISHMENT REPORT 2007
B.2.3 PMO Training Program
To develop PMO personnel skills on resource mobilization strategy, two
(2) PMO personnel attended the special events fund raising workshop to develop
the following:

Steps in planning a special event fund raiser;

Planning skills needed to execute the event; and

Evaluate the performance of a special event
Enhanced communication proficiency and project proposal competency
was conducted by Ms. Edith C. Garde to provide competency among PMO
personnel on communication and documentation management as well as
proficiency on writing project proposal last July 16 and 24, 2007.
The PMO gained commitment from one of the top program management
experts, as project management
consultant, in the likes of Engr.
Randy S. Balaoro of the Program
Management Institute (PMI).
The PMI is an international
association with a membership or
more than 110,000 professionals
over 40 countries around the world.
Chartered
in
1969,
the
organization’s goal is to support
the project management profession
by providing education, research
and technical tools including a
project management professional
certification program. PMI has a
chapter in the Philippines.
The PMI intends to provide the following services to PMO:
 Training on program management concept in order to upgrade the
competencies of our PMO personnel;

Assistance in drafting the PMO Operations Manual;
 Lectures on mainstreaming of program management concept and
language into key offices (particularly D-staff composing the PMC) as a
measure of Empowerment in the field of program management skills;
 Assistance in institutionalizing a strengthened PMO Research
Branch; and
 Mentoring sessions (coaching) to all project teams to be organized
under different D-staff composing the PMC sub-committee.
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ANNUAL ACCOMPLISHMENT REPORT 2007
Thus, the following seminars were conducted with Engr. Randy S. Balaoro
as the course director:

Basic project management course was conducted to PMO
personnel to champion the language of project management concepts on July
23-25, 2007 at the PMO Conference Room.

Executive Project Management seminar was conducted to all the
executive officers of the PNP
Directorial Staffs on August 9,
2007 in order to provide the
participants a good grasp of
project management concept
from the perspective of project
sponsors and advisers. With this
seminar,
it
will
likewise
strengthen
the
relationship
between the Program Monitoring
Committee (PMC) and the
Program Management Office with
an end goal of effective
implementation of PNP-ITP.
 Project
management
seminar was conducted to all
division chiefs of the PNP
Directorial Staff and Chiefs of
Staff of different National Support
Units (NSUs) to help them
appreciate the management of
the different projects under the
Integrated
Transformation
Program on November 7 and 14,
2007.
B.2.4 Activation of the PMO Research and Production Unit purposely to
perform project-related research, development and production of various
literature and information products in support to the strategic planning, project
management and resource mobilization objectives of the PNP Program
Management Office.
B.2.5 PMO Operations Manual
Recognizing the need to
develop this manual, a well-defined
management
system
shall
be
designed and structured. This will
provide
effective
facilitation
on
program management as well as
provide
direction
to
implement
administrative
and
operational
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ANNUAL ACCOMPLISHMENT REPORT 2007
policies, systems and procedures for the PNP Transformation Program.
C.
PNP Personnel and Quartering Project
The huge demand for housing units for PNP personnel has been a
nagging problem of the organization. The initiative of the PNP to address this
problem thru the PNP Housing Board and in coordination with NGOs,
government and private agencies has brought down the demand from 65.86% to
63.16% or only 80,850 out of the total strength of 128,000 PNP personnel as of
this date.
The PNP Personnel Quartering and Housing Program is one of the
priority initiatives under the PNP Integrated Transformation Program.
Aside from upgrading training, facilities and equipment, police reforms
also focus on improving the morale and welfare of the 118,804 men and women
of the Philippine National Police. The housing program is one of the most
tangible and practical means of meeting the needs of PNP personnel and their
dependents.
Managed by the PNP Housing Board supported by the Directorate for
Personnel and Records Management (DPRM) and the Directorate for Logistics
(DL), the Quartering and Housing Program is divided into three components:
namely the Personnel Quartering Program wherein Personnel quartering facilities
are intended to address the short and medium-term sheltering needs of PNP
personnel while they are assigned to a particular unit or region. The PNP shall
aim to provide enough personnel quartering facilities at NHQ and all its regional
and provincial offices to avoid displacement of personnel. The NHQ and PROs
shall maintain Transient Officers’ and Non-Officers’ Quarters to accommodate
visiting or newly-assigned personnel who might be displaced from their homes
because of the call of duty.
Personnel Housing Assistance Program composed of the Welfare
Housing Project and Special Housing Projects that provide police personnel the
opportunity to own subsidized house and lots.
However, the PNP Personnel Quartering and Housing Program is more
than just the construction of houses. More importantly, it is about creating safe
and self-reliant communities and fostering.
On January 29, 2007, one hundred five (105) housing units and lot
certificates were awarded to deserving
PNP personnel and seventy-two (72) lot
certificates to the actual occupants of
the area who are mostly retired and
active PNP personnel.
Today, 160 homes have already
been completed out of the 200 housing
units that will be constructed in what is
now known as “Pulis KalingaMacabulos Village.”
The pilot housing project in Tarlac will serve as a model and inspiration for
other PNP housing villages to be constructed in different parts of the country.
With the support of LGUs, NGOs, donor agencies, and volunteers --- more police
officers and their loved ones will benefit from “Pulis Kalinga.”
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ANNUAL ACCOMPLISHMENT REPORT 2007
Housing projects also under the PNP Personnel Housing Assistance
Program include projects in San Miguel, Bulacan wherein an estimated 23,000
lots can be derived from the allocated 400-hectare area each with an area of 120
square meters. A proposed 50-hectare property in PNPA Camp Castañeda,
Silang, Cavite shall be subdivided among the PNP, BJMP and BFP. Another
proposed housing project in Montalban, Rizal is a 2,000-hectare residential site
that shall be subdivided among government employees in Metro Manila and
Rizal areas; and Camp Capistrano, Gusa, Cagayan de Oro Housing Project –
136,443 square meters property, wherein 340 PNP personnel shall be the
beneficiaries.
Last February 27, the PNP-GAWAD
KALINGA Model Quartering Project in
Camp Bagong Diwa, Taguig City was
launched.
The condominium-type project entailed
an investment of 32 million pesos and
another 15 million-peso donation from
the AFP Savings and Loan Association or AFPSLAI.
The NCRPO tentatively set the inauguration of these condominium
buildings on December 8, 2007 to be graced by Her Excellency Gloria
Macapagal Arroyo as Guest of Honor and Speaker.
D.
Model Police Station
For many years, the PNP has been plagued by negative public perception
and outright allegations of abuse of authority, incompetence, and neglect of duty.
While recent surveys showed that the PNP has improved in terms of public
satisfaction ratings, more still needs to be done. Delayed police response, poor
handling of complaints, weak case build-up and other signs of poor performance
must be overcome so that the PNP can fully regain the trust and confidence of
our people.
There must be a way to regain the old glory of the police officer and our
police stations --- when law enforcers were looked upon as exemplars of honor,
courage and public service.
One of the frontline projects under the PNP Integrated Transformation
Program is the Model Police Station project (MPS) -- a reform initiative that aims
to upgrade law enforcement capabilities, improve morale and welfare of
personnel, and improve the quality of services rendered at the police station
level.
The Model Police Station project (MPS) is a major undertaking to win back
our people’s trust, confidence and support --- primarily by making our police
stations more responsive, citizen-friendly and rights-based. More than just
upgrading our stations and police equipment, it is about improving the way we
serve ordinary citizens that come to our precincts. It is about transforming our
police stations into learning organizations that always strive for continuous
improvement.
The Model Police Station (MPS) project’s objective is to integrate and
showcase PNP reforms and best practices in policing and police organization
management within a defined locality under the jurisdiction of a municipal or city
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ANNUAL ACCOMPLISHMENT REPORT 2007
police office. It also aims to establish and institutionalize Model Police Stations
which provide quality police services; and enable justice to be more responsive
and accessible to the poor and vulnerable sectors of society.
Project Components
The Model Police Station Project is divided into 3 components as
illustrated below:
The Model Police Station (MPS) Framework entails the introduction of
reforms in the Physical Infrastructure, Systems, Methods and Procedures and
Human Resources at the police station level. These reforms are primarily
focused on the introduction of human rights principles, international law
enforcement and public safety standards, and best practices in communityoriented policing.
In terms of Physical Infrastructure, this area of reform involves the
investment of resources to enhance facilities, tools and technologies needed by
our frontline personnel. The Physical Infrastructure component will also look at
the possibility of having a new Police Station Architectural Design that would
meet current building safety standards, with particular emphasis on accessibility
to persons with special physical needs; provision of facilities for women and
children, including a holding area for youth offenders and Children in Conflict with
the Law (CICL); and a strategic assessment of the physical location of the station
and its impact on the citizen-to-police responder communications system, police
response time, visibility to citizens, among others.
Reforms in Systems, Methods and Procedures include the review of police
protocol and procedures in handling inquiries, reports and complaints made by
citizens at the police station, specifically at the PNP Service Desk. These areas
of improvement will be approached through a combination of systems and
management re-engineering, training and information technology.
Human Resource Reforms are considered to be the heart of the Model
Police Station Project. Our police stations should be able to provide continuous
training and development of our personnel’s skills and education to better equip
them with the necessary tools and knowledge in the performance of their duties.
This reform area will focus on the capacity building of the personnel at the station
level by providing special training on crime scene investigation, police community
relations, instructor development and other courses.
Improving morale and welfare not only of our personnel, but their
dependents as well, is part and parcel of the Human Resource Reform
component of the MPS Project. Programs, specifically on providing health
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ANNUAL ACCOMPLISHMENT REPORT 2007
services and benefits, legal assistance and housing will be pursued. Efforts will
also be made with various non-government organizations (NGOs) to provide
livelihood trainings for our police dependents. These initiatives will greatly help
our police personnel to be more efficient and effective. With the constant problem
of providing for their families off their minds, the police will have more time to
concentrate on performing their duties.
MPS Pilot Sites
PILOT SITES
BAGUIO CITY
MAKATI CITY
MARIKINA CITY
ANTIPOLO CITY
QUEZON CITY
SORSOGON CITY
BORACAY
AKLAN PPO
LAPU-LAPU CITY
MARAWI CITY
ZAMBOANGA CITY
Model Police Station pilot sites are distributed across the country and were
chosen based on the following criteria:





Strategic location
Peace and order situation
High level of business activity
Near tourist sites or conflict areas
Millennium Development Goal (MGD) site
Institutional Partners
Since the launching of the Model Police Station, the PNP has been
fortunate to receive financial and technical assistance from donor agencies.
Among the institutional partners that the PNP has worked with include the
following:

US DOJ ICITAP - provides police and
criminal investigation development
assistance through technical advice,
training,
mentoring,
equipment
donation and internships with preeminent criminal justice organizations.
As of September 14, 2007, the ICITAP
has already trained 800 PNP
personnel, from different PNP Units
including Model Police Station Sites,
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ANNUAL ACCOMPLISHMENT REPORT 2007
in Instructor Development, Crime Scene Investigation, Community
Policing, Basic Supervision, Police Ethics and Human Dignity courses.

BRITISH EMBASSY MANILA – provides funding and technical assistance
for the development of Model Police Station in Marawi City

UNITED NATIONS DEVELOPMENT PROGRAMME (UNDP) – provides
funding and technical assistance for the development of Model Police
Station in Marikina City
Other agencies that have been providing assistance in the implementation
of the MPS project are:






Local Government Units
Commission on Human Rights
Civil Service Commission
Supreme Court PMO
Bantay Bata 163/ABS-CBN Foundation
Alternative Law Groups
PROJECT UPDATES
Marikina City Police Station, our first pilot site for the Model Police Station
project, had been given priority slots
for training. To date, at least 179
personnel including representatives
from QCPD and Aklan PPO have
already undergone re-training in
community policing, crime scene
investigation
and
instructor
development.
Much-needed computers and
other office equipment were procured
for use by Marikina City Police Station using UNDP funds. The Directorate for
Logistics also provided an additional patrol car to add to the mobility assets of the
station.
Marikina City Police Station was recently awarded by the NAPOLCOM as
the “most citizen-child friendly police station”. It is also named as the best police
station in the eastern police district for the year 2006. Likewise, during the first
two (2) quarters of this year, the Marikina City Police Station was adjudged as
the best by the Eastern Police District in performance evaluation rating in terms
of personnel management, intelligence and investigation, police operations,
police community relations and LGU logistical support.
The Marawi City Police Station is the 2nd pilot site of the MPS project. A
memorandum of agreement was
signed between the PNP and British
Embassy Manila last August 31, 2007.
Financial and
training
support
will be provided by the government of
the United Kingdom through the British
Embassy in Manila.
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ANNUAL ACCOMPLISHMENT REPORT 2007
Personnel from Marawi CPS and Lanao Del Sur PPO have already
undergone training in community policing and documentation and records
keeping. Trainings on Crime Scene Investigation, Police Ethics and Crisis
Management are also forthcoming.
The first pilot site for the Model
Police Provincial Office was recently
launched on September 21, 2007 at
the Aklan Police Provincial Office.
Aklan PPO was chosen as a pilot site
because of its status as one of the
summer & tourism capitals of the
country and a business and economic
hub in the region.
E.
Personnel Electronic Records Management System (PERMS)
One of the top priority projects
under PNP Integrated Transformation
Program is called Electronic Records
Management System (ERMS). This
project aims to enhance our records
management system from paper files to
electronic copy. During one of the TWG
meetings, it was raised that there is a
need for the assessment of our existing
records system.
Last November 06, 2007 at 10:00 AM at the PNP-PMO Conference Room
attended by representatives from the Records Management Division, DPRM,
Computer Service, and representatives from SGV and Microsoft companies
Project Management Team conducted a group study on the viability of coming up
with an assessment to review all existing policies, regulations, organizational
structure, responsibilities, business processes and procedures governing records
and information in the PNP.
SGV & Co. being considered by
the PNP in providing an in depth
assessment of our existing records
management system proposed to the
Technical
Working
Group
the
components of their assessment on
our Records Management Division
which consists of two parts: first,
review all business flow charts and
inventory of all forms, records and
other documents. Second, redesign
workflow and process to improve
performance; findings and recommendation to streamline processes without
automation; and activities that can be improved with automation.
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ANNUAL ACCOMPLISHMENT REPORT 2007
SGV & Co. in coordination with the Microsoft team will help the PNP in
enhancing the ISSP proposal prepared by the PNP Computer Service. Also they
will help lobby for the approval of our proposal to NCC for the release of EGovernment fund. The group is also proposing that the PNP come up with a
frontline e-service that is replicable and people centric, to fast track the approval.
Examples of frontline e-services could be an inter agency connectivity with DOJ,
NBI, Supreme Court or other government agencies; and other community-centric
applications.
F.
Health Care System
The delivery of health care services is one of the major issues that affect
the morale and welfare provision of the PNP personnel.
Our Vision is to
provide our PNP personnel
an accessible, quality and
responsive health services.
Among the projects
under the PNP ITP is the
Reengineering of the Police
Remuneration and Non-cash
Benefit System. The PNP
Health Care System is one of
the top priorities in on-going
PNP reforms.
With the support of the Directorate for Personnel and Records Management,
the PNP Health Service and other concerned staff, this project is now one of our
“quick wins” or reform projects that will immediately have a positive impact on our
PNP personnel.
The enhancement of the PNP Health Care System which entails a gap
analysis to identify constraints & find solutions to perennial problems in the
provision of health services for PNP personnel and dependents. Gaps on
accessibility, quality and responsiveness were determined and established.
The project is pushing for the upgrading of PNPGH and regional health
service facilities and equipment through acquisition of state of the art equipment
and the enhanced reimbursement of hospital expenses or ERHE thru a
memorandum of agreement between the DILG/PNP and the Department of
Health.
The
MOA
was
signed last October 8,
2007 with this PNP
personnel would no longer
need to pay cash in
selected
DOH-Retained
Hospitals provided that
they present a valid
identification card and a
letter of authorization from
the PNP Health Service.
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ANNUAL ACCOMPLISHMENT REPORT 2007
Most notable accomplishment
of this project is the launching of the
PULIS HEALTH MO OKAY (HMO)
last November 26, 2007 at Camp
Crame Multi-Purpose Hall.
Under the PULIS HMO:
Who May Benefit:
a. Any active PNP personnel
(uniformed
and
non-uniformed)
confined for illnesses and/or injuries
in any of the DOH Retained Hospital;
b. Any active PNP personnel (uniformed and non-uniformed) confined, as an
emergency case, in any DOH Retained Hospital.
Coverage:
a. The medical attendance and hospitalization benefits under the prescribed
rates provided by PHILHEALTH and the Relative Unit Value (RUV);
b. Confinement to Intensive Care Unit shall be limited only to the number of days
that the need for intensive medical care is present and is subject to the prevailing
rate of the DOH Retained Hospital;
c. The maximum coverage allowable for illnesses and/or injuries shall be as
follows:
1) For medical cases – shall not exceed Sixty Thousand Pesos (P60,000.00);
2) For surgical cases – shall not exceed One Hundred Thousand Pesos
(P100,000.00);
3) For intensive and catastrophic cases – shall not exceed Three Hundred
Fifty Thousand Pesos (P350,000.00).
d. Any amount in excess of the above allowed maximum coverage shall be
shouldered by the patient;
e. For police operations casualties, all hospitalization expenses incurred, as a
result of appropriate treatment provided by the DOH Retained Hospital, shall be
paid in full by the PNP.
Ultimately, the goal of this project is to promote accessible, quality and
responsive health care services via tertiary hospitals located in every region,
province and key city around the country.
G.
Legal Assistance
PNP Legal Assistance Program is envisioned to provide legal assistance
to any member of the PNP who is facing a charge or charges arising from the
performance of his official duty. Said program aims to provide direct financial
assistance or reimbursement of legal expenses, hiring of private lawyers and
support of PNP Lawyers who are tasked to render legal assistance including the
17
ANNUAL ACCOMPLISHMENT REPORT 2007
support of private lawyers group with MOA with the PNP, like the IBP, the Aguila
Legis of Ateneo, etc.
At present, members of the TWG, is conducting a thorough research and
study on the said project, so as to come up with significant strategic intervention
suited to address the expectations of our personnel in need of legal assistance.
H.
PNP Legislative Agenda
The PNP Legislative Agenda Project is another reform project being
undertaken by the Program Management Office (PMO). This is in connection
with the proposal of removing pending cases as disqualification for promotion of
PNP uniformed personnel if the same fall in the nature of service-related charges
and also to distinguish service-related cases from personal offenses.
With lateral coordination from the Directorate for Personnel and Records
Management (DPRM), survey forms were distributed to all PNP offices to be
filled out by concerned personnel and to be consolidated to complete the
inventory of all pending cases against PNP uniformed personnel both
administrative and criminal cases.
The said survey is essential in establishing a baseline data for the project
and is as crucial to the project as the whole project itself. As of the moment,
these data coming from various PNP offices, particularly from the regional offices
and support units, are still being consolidated since a significant bulk of the
results are to come from these units. Currently, analysis of these baseline data is
being carried out by both the Legal Service and PMO, for subsequent
presentation to the representatives from NAPOLCOM and the Office of the
OMBUDSMAN.
INITIAL RESULT OF INVENTORY OF PENDING CASES AGAINST PNP UNIFORMED PERSONNEL
UNIT/OFFICE
DPRM
DPCR
DRD
Legal Svc
CIDG
CRIME LAB
Engineering
Svc
Health Svc
TMG
CSG
ASG
PACER
SAF
IG
PRO1
PRO2
PRO4A
PRO4B
PRO5
PRO6
PRO7
# OF PERS DUE
FOR
PROMOTION
# OF PERS
DELAYED FRM
PROMOTION DUE
TO PENDING
CASE
LEG LEF
CASE
NON-LEG
LEF CASE
3
1
1
0
33
0
37
1
0
116
15
1
1
1
0
9
0
1
2
1
0
26
0
0
0
0
0
2
0
1
1
18
3
0
10
4
10
70
12
31
23
178
72
11
52
369
209
1
0
0
0
10
25
8
18
15
654
334
N/A
0
0
12
0
0
0
0
0
8
1
4
5
4
11
N/A
0
1
10
3
0
10
0
8
0
4
24
15
9
22
N/A
1
0
9
0
0
0
4
2
0
3
8
1
0
4
N/A
NR OF
RESPONDENTS
# OF
PERS W/
PENDING
CASES
143
54
2
0
279
15
129
1,242
555
3
0
10
4
10
5,180
12
31
23
5,259
1,717
11
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ANNUAL ACCOMPLISHMENT REPORT 2007
PRO8
23
23
8
2
3
20
PRO9
4,396
112
785
1
0
0
PRO10
26
26
13
3
21
6
PRO12
47
47
22
0
12
25
PROCOR
52
52
n/a
5
11
2
19,223
742
2692
68
183
87
PROARMM
TOTAL
I.
PNP Pension and Insurance System
Recently the PNP met with representatives from Asian Development Bank
for a possible technical assistance in the development of a pension and
insurance system for the PNP.
The main objective of the project is to provide PNP Personnel, efficient
and competent pension system. With the initial result of the study it has been
established that there is a need to conduct an Actuarial Studies on the PNP
membership and construct a mortality table and a service table that will both
reflect the actuarial experience of the PNP Population. Feliciano F Miravite
Incorporated, Actuaries and Employee Benefits Consultant, submitted a proposal
for this service with an estimated cost of Two Million Pesos. The PNP PMO wrote
a letter to Asian Development Bank for possible funding of the said study.
Further, the PSMBFI thru its president General Efren Q Fernandez, is offering a
PNP-PSMBFI collaboration on the study of PNP retirement program.
J.
Improvement of the PNP Manual
One of the projects under the PNP ITP is the Improvement of the PNP
Operations Manual which seeks to
This
Project is part of the PNP Transformation
Program under the Key Result Area (KRA):
Police Operations. The KRA involves reforms
in the operating rules and procedures in police
operations, providing the police units the
appropriate work tools and strengthening
crime research to support more effective crime
management operations.
A Police Operations Manual should be
able to equip all police officers with the appropriate mechanics and procedures
that will enable them to respond efficiently and effectively to crime and crisis
situations. Further, an effective Operations Manual should be able to lay down all
fundamental duties, functions and basic procedures for police officers. In this
manner, clear responsibilities will be set and the public will be assured of
accountability in public safety services.
This Project evolved as a result of an assessment of current capability needs
of the PNP and policing in general. The Project will address the following issues:
a) Lack of clear policies and procedures on the roles and responsibilities of
the police when it comes to civil actions and crises management.
b) Police Operations Manual and other issuances that contain police
procedures are not user-oriented and display excessive use of legal and
technical jargon
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ANNUAL ACCOMPLISHMENT REPORT 2007
c) Need to ensure observance of basic human rights and those provided
under the Bill of Rights of the Philippine Constitution in all police
operations.
Objectives:
This project seeks to formulate and disseminate comprehensive police operational
policies and procedures that will guide fundamental systems for policing.
The project therefore aims:
a) To review and improve the consistency and timeliness of policies and
procedures with the relevant provisions of law and the principles of human
rights, access and gender equality; and
b) To simplify the language and presentation of the manuals and provide for
flow-charts, diagrams and translation into key dialects for better
understanding of police officers.
PROJECT UPDATES
A Project Management Team (PMT) composed of DHRDD and PMO Officers
and Staff; and a Technical Working Group (TWG) composed of Directorial Staff
representatives have been created to jumpstart the improvement of PNP Manuals.
During the TWG meetings, it was decided that each Directorate will have a
separate TWG which will draft a new manual and/or update an existing one. A
general guideline is also being followed to standardize the format of each manual.
Based on the discussions from the TWG meetings, each Directorate is required to
come up with a Manual in six (6) months.
K.
PNP ATTRITION SYSTEM
Brief Background
The establishment of a system of attrition among uniformed members of the
PNP is one of the mandates of Republic Act No. 8551 known as the “PNP Reform
and Reorganization Act of 1998”.. However, nine (9) years after its effectivity, the
police has yet to implement an attrition system in the PNP.
The PNP had earlier issued Circular No. 2006-003, dated 08 February 2006,
entitled “Implementing the Attrition System for Uniformed Personnel of the Philippine
National Police” but the mandate of the law requires NAPOLCOM approval.
A NAPOLCOM Memorandum Circular entitled “Prescribing Guidelines
Governing the Attrition System for Uniformed Personnel of the Philippine National
Police” is already being finalized by the Commission. However, pending the
Commission’s imprimatur on the proposed system of attrition, concerned PNP
offices have identified several important issues bearing on its projected
implementation, to wit : updating of 1997 PNP Staffing Pattern (especially for
3rd Level PCOs);
implementation
of Seniority Lineal List Policy (PNP
Circular Nr. 2005-012 dated
2 September 2005);
approval
of the
proposed
Policy on 3rd Level Promotion & Placement System; the need to
draft improved policies on Physical
Fitness Test; review of PNP Health
Service Policies on Separation from the Police Service of Active PNP Uniformed
Personnel Due to Physical Disability (PNP Circular Nr. 2000-010); review of our
Guidelines and Policies in Availing of TPPD as a Mode of Retirement or Separation;
and review of PNP policies on Performance Evaluation Rating System.
A sound implementation of the PNP Attrition System will be affected by the
above critical concerns, hence, a workshop was conducted.
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ANNUAL ACCOMPLISHMENT REPORT 2007
Workshop Rationale:
The underlying rationale for the three(3) day workshop is the need to inform
all stakeholders about the implementation of the PNP Attrition System and of the
various critical issues affecting it. There is also an equal need to involve all
stakeholders in designing a sound implementation plan for the system.
Objectives:
Its objectives include [a] identifying concerns, issues, and constraints to be
encountered in its implementation; [b] determining possible solutions,
recommendations, and action plans that will address these concerns, issues, and
constraints e.g. systems and procedures, policies, budget sources, organizational
“bottlenecks”, prioritization, phases of implementation, timelines; [c] drafting specific
action items that will draw up a holistic design for a sound implementation plan; [d]
and identifying appropriate PNP offices and/or units responsible in carrying out an
orderly, fair, and sustainable implementation of the PNP Attrition System.
Outcome:
The workshop aimed to target the following specific outcomes : [a] a full
appreciation of concerns, issues, and constraints in the implementation of the
system; [b] generation of solutions, recommendations, and proposed action plans to
ensure a sound design for the implementation of the system; and [c] a Pledge of
Commitment and Declaration of Support among all stakeholders.
A better understanding of the PNP Attrition System among all stakeholders in
the PNP is one of the expected impacts of the workshop. It is also expected that the
level of acceptability among our police personnel regarding the impending
implementation of the attrition system in the PNP will be enhanced.
Participants, Presenters, Facilitators:
A total of seventy nine
(79) participants attended the
workshop. The participants
were a mixture of PNP
uniformed personnel holding
top level human resource
management positions. They
included D-Staff Executive
Officers; DDAs of NSUs;
DRDAs and RPHRDDs of
PROs; the DDDAs and
DPHRDDs of the five (5)
NCRPO District Offices, and
CESPO. Also in participation
were NAPOLCOM representatives, particularly from the Planning and Research
Service; Legal Affairs Service; and Personnel and Admin Services led by their
respective heads, Director Lourdes W Aniceto; Atty Manuel L Pontanal; and Director
Isidro D Siriban. The participants were divided into seven (7) groups each tackling
the different causes of attrition under the draft NAPOLCOM Memorandum Circular.
Reference materials on the above identified issues were distributed in
advance to the participants for their study.
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ANNUAL ACCOMPLISHMENT REPORT 2007
A pool of key PCOs were designated to present a series of briefings on nine
(9) critical PNP issues during the first workshop day. These issues need to be
presented to the participants because of their direct bearing in the implementation of
the different causes of attrition. These issues refer to the following: the need for
NAPOLCOM approval on the proposed PSSUPT positions; the need to formalize the
PNP Seniority Lineal List; immediate approval of the DPRM proposed policy on 3 rd
level promotion and placement system; a defined set of rules, policies, procedures
on availment of TPPD as a mode of separation/retirement; improved policies on
physical fitness test, among others.
A representative from the AFP, LT.COL. ARNOLD M MACADANGDANG,
was also invited during the second workshop day to present before the participants
some insights as to the system of attrition in the Armed Forces of the Philippines.
To ensure that the workshop achieve its objectives, Mr. Jose “Pepe” S.
Navarro, Director of the Entrepreneurial Management Program, Continuing
Management Education, University of Asia and the Pacific (UA & P), was invited as
the head facilitator. He guided the selected PCOs designated as facilitators and
assistant facilitators in providing direction to the participants during the focus group
discussions (FGDs). Also, to assist in the preparation of their respective workshop
outputs, fourteen (14) documenters and assistant documenters were designated,
during the FGDs, the plenary session, and the synthesis.
Workshop Proceedings:
a.
The following highlighted the FIRST WORKSHOP DAY (April 18,
2007) : [i] The welcome remarks was delivered by PDIR NICOLAS Y PASINOS, JR,
Director, DPRM ; [ii] A brief workshop overview was presented by PCSUPT
EDGARDO E ACUNA, Deputy Director, DPRM; [iii] A short inspirational message
was given by PDIR JESUS A VERZOSA, TCDS/Executive Director, PMO; [iv]
Thereafter, PSSUPT AGRIPINO G JAVIER, Chief, Personnel Transaction Division,
DPRM presented a brief orientation on the PNP Attrition System.
b.
The following highlighted the SECOND WORKSHOP DAY (April 19,
2007) : [i] The first FGD was the formulation of strategies in implementing the PNP
Attrition System. Each group presented their respective outputs during the plenary
session. The discussions during the plenary session were fully documented.
[ii] Three sub syndicates were also created to finalize recommendations on the
following subject matter : PNP Staffing Pattern for 3 rd Level PCOs; Seniority Lineal
List Policy (PNP Circular Nr. 2005-012 dated 2 September 2005); Proposed Policy
on 3rd Level Promotion & Placement System. [iii] Another group was designated to
finalize further inputs to the draft NAPOLCOM Memorandum Circular entitled
“Prescribing Guidelines Governing the Attrition System for Uniformed Personnel of
the Philippine National Police”.
c.
The following highlighted the THIRD WORKSHOP DAY (April 20,
2007) : [i] The seven (7) groups presented their synthesized workshop outputs
incorporating inputs picked up during the plenary session; [ii] The three sub
syndicates also presented their suggested recommendations on the PNP Staffing
Pattern for 3rd Level PCOs; Seniority Lineal List Policy (PNP Circular Nr. 2005-012
dated 2 September 2005); Proposed Policy on 3rd Level Promotion & Placement
System; [iii] ATTY. LINDA L. MALENAB-HORNILLA, luncheon speaker during the
last workshop day, delivered a short but inspiring message.
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ANNUAL ACCOMPLISHMENT REPORT 2007
Other Workshop Highlights:
a.
TCDS/Executive Director, PMO led the participants in reciting the
Pledge of Commitment and Declaration of Support in chorus;
b.
The workshop output was symbolically turned over by TCDS/Executive
Director, PMO to PDG OSCAR C CALDERON, Chief, PNP who delivered his
message and commander’s guidance
c.
The mass singing of the PNP Hymn, Lingkod ng Bayan, capped the
three day workshop.
Post
Workshop
Conferences were held at
Camp Crame to finalize the
draft
of
the
Policies,
Procedures, and Guidelines
Governing
the
Attrition
System
for
Uniformed
Personnel of the Philippine
National Police. The final
draft was submitted to the
Secretary of the Interior and
Local Government (SILG)
last June 21, 2007.
L.
Himlayan ng mga Pulis
Another significant
plan of the PNP - PMO is
the possible acquisition of
a lot at Antipolo, Rizal.
In the desire of the
PNP to
give a decent
haven for the departing
souls of PNP personnel
and as a form of homage,
part of the lot will be
purposely maximized for
the Cemetery Project. To
come to the realization of
the same the Program
Management Office has
started conceptualization and initiation and made it part of its priority projects.
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ANNUAL ACCOMPLISHMENT REPORT 2007
III.
FINALE
As CY 2007 ends the PMO is moving ahead with the burden of seeing the PNPITP come to reality step by step towards a more Capable, Efficient and Credible police
service. The foundation for the Transformation has already been laid down. And, we
have arrived at the fulfillment of the fruits of our labors with the initial success of several
key projects like the Model Police Station Project, Pulis Kalinga Special Housing Project,
Groundbreaking of the PNP Gawad Kalinga Model Quartering Project at Camp Bagong
Diwa, Bicutan, Taguig, the Torch Run as part of our Advocacy and recently was the
Launching of the PNP Health Care System Project “PULIS Health Mo Okay”.
At the onset of CY 2008 the PMO looks forward to a more productive year armed
with more than two (2) years of experiences in the implementation of the Integrated
Transformation Program of the PNP.
24