LEA 4 Police Personnel and Records Management Reviewer

4 Police Personnel and Records Management Reviewer  Attrition - refers to the retirement or separation from the police Attrition service of PNP uniformed personnel pursuant to any of the means mentioned in RA 8551. Means of Attrition 1. Attrition by attainment of maximum tenure in position a. hief PNP - ! years ". PNP #eputy hief for $peration - ! years c. PNP #eputy chief for Administration - ! years d. PNP hief of the #irectorial %taff - ! years e. Regional #irectors - & years f. Provincial directors - ' years g. ity #irectors - ' years h. $ther positions higher than provincial director shall have the ma(imum tenure of & years. 2. Attrition by Relief  A PNP mem"er who has "een relieved for cause and has not "een given an assignment within ) years from the effective date of  such relief shall "e retired or separated. 3. Attrition by Demotion in Position A PNP mem"er who has "een relieved and assigned to a position lower than what is esta"lished for his*her ran+ in the PNP staffing pattern and who shall not "e assigned to a position commensurate to such ran+ despite the e(istence of a vacancy within 18 months after his*her demotion in position shall "e retired or separated. 4. Attrition by Non-Promotion A PNP mem"er who has not "een promoted for a continuous period of 1, years shall "e retired or separated. 5. Attrition by Oter Means - a PNP mem"er with at least le ast 5 years of accumulated active service shall "e separated "ased on any of the following grounds a. nefficiency "ased on poor performance during the last ) successive annual rating periods. ". nefficiency "ased on poor performance for / cumulative annual ratings. c. Physical and*or mental incapacity to perform police functions and duties d. 0ailure to pass the reuired entrance e(amination twice and*or finish the reuired career courses e(cept for 

2ustifia"le reasons. e. Refusal to ta+e a periodic PNP Physical fitness test without 2ustifia"le reason. f. 0ailure to ta+e PNP physical fitness test for ! consecutive periodic tests due to health reasons. g. 0ailure to pass PNP physical fitness test for ) consecutive periodic tests or ! cumulative periodic tests. h. Non-ompliance with the minimum ualification standards for  the permanency of original appointment. Attrition in A!tion - refers to the action containing the findings and evidence on a specific means of attrition filed " y a particular  screening committee "efore the concerned attrition "oard. Autority - Managers must "e a"le to give orders. Authority gives them this right. Note that responsi"ility arises wherever authority is e(ercised. "u#$etin$ - with all that goes with "udgeting in the form of planning3 accounting and control. %entrali&ation - entrali4ation refers to the degree to which su"ordinates are involved in decision ma+ing. hether decision ma+ing is centrali4ed 6to management7 or decentrali4ed 6to su"ordinates7 is a uestion of proper proportion. he tas+ is to find the optimum degree of centrali4ation for each situation. %oor#inatin$ - that is the all important duty of interrelating the various parts of the wor+. Demotion in Position - refers to the designation of a personnel to a position lower than what is esta"lished for his*her ran+ or not commensurate to his*her ran+ in the PNP ta"le of organi4ation. Dire!tin$ - that is the continuous tas+ of ma+ing decisions and em"odying them in specific and general orders and instructions and serving as the leader of the enterprise. Dis!ipline - 9mployees must o"ey and respect the rules that govern the organisation. :ood discipline is the result of effective leadership3 a clear understanding "etween management and wor+ers regarding the organisation;s rules3 and the 2udicious use of penalties for infractions

of the rules. Dis!ipline - the practice of training people to o"ey rules or a code of "ehaviour3 using punishment to correct diso"edience. Di'ision of labor  - Authority and responsi"ility are clearly defined and officially sanctioned. attrition "oard. Personnel A!tion on Attrition - is an action filed "efore the screening committee "ased on a verified statement of an alleged means of  attrition "y an initiating person. Personnel A#ministration - Recruitment3 induction3 placement3 transfer3 promotion3 salary administration of Police personnel. Personnel ire# on $roun#s of te!ni!al !ompeten!e - Appointment to a position within the organi4ation is made on the grounds of technical competence. or+ is assigned "ased on the e(perience and competence of the individual. Personnel Pro$rams - refers to the activities programmed to implement the organi4ation philosophy or creed and the personnel philosophy of  central managers in relation to people so as to accomplish organi4ational o"2ectives. Plannin$ - that is wor+ing out in "road outline the things that need to "e done and the methods for doing them to accomplish the purpose set for the enterprise. Poli!e Appraisal or Performan!e Ratin$ - is the evaluation of the traits3 "ehavior and effectiveness of a police officer on the 2o" as determined "y wor+ standards. Poli!e %ompensation - 0inancial compensation in the form of wages of  salaries constitutes the largest single e(penditure for most organi4ations. n Metropolitan Manila and other ur"an centers3 wages o f  salaries represent the sole source to meet the "asic needs of food3 clothing and shelter. Poli!e Personnel Mana$ement - 6?uman Resources Management7 may "e defined as that area of management concerned with human relations in the police organi4ation.

Poli!e Personnel Plannin$  is a study of the la"or supply of 2o"s3 which are composed with the demands for employees in an organi4ation to determine future personnel reuirements3 which either increase or  decrease. Poli!e Pla!ement - is the process of ma+ing police officers ad2usted and +nowledgea"le in a new 2o" and or wor+ing environment. Poli!e Re!ruitment - is the process of encouraging police applicant from outside an organi4ation to see+ employment in an organi4ation. Re!ruitment - refers to the overall process of attracting3 selecting and appointing suita"le candidates for 2o"s within an organisation3 either permanent or temporary. Poli!e 0ele!tions s!reenin$ - is the process of determining the most ualified police applicant for a given position in the police organi4ation. Poli!e rainin$ an# De'elopment  refers to any method used to improve the attitude3 +nowledge3 and s+ill or "ehavior pattern of an employee for adeuate performance of a given 2o". Promotion - is the advancement of an employee;s ran+ or position in an organi4ational hierarchy system. Promotion - means shifting of an employee to a higher position carrying higher responsi"ilities3 facilities3 status and salaries. Pysi!al ,itness est - the method of evaluating the physical condition of PNP mem"ers in terms of stamina3 strength3 speed and agility. Pysi!al /n!apa!ity - the ina"ility of a PNP mem"er to perform his*her  duties and responsi"ilities due to physical defect as a result if  disease or in2ury as may "e determined "y the PNP medical screening committee. Poor Performan!e - is the poor rating in the promulgated PNP performance evaluation rating system. Remuneration - or+ers must "e paid a fair wage for their services.

Reportin$ - that is +eeping those to whom the e(ecutive is responsi"le informed as to what is going on3 which thus includes +eeping himself  and his su"ordinates informed through records3 research3 and inspection. Respon#ent - refers to the PNP mem"er su"2ected to attrition proceedings. Retirement - the termination of employment and official relations of a PNP mem"er who rendered at least ), years of active service in the government with payment of corresponding "enefits. 0!alar %ain - he line of authority from top management to the lowest ran+s represents the scalar chain. ommunications should follow this chain. ?owever3 if following the chain creates delays3 cross-communications can "e allowed if agreed to "y all parties an d superiors are +ept informed. 0e!on# e'el P%O Ran)s - refers to police commissioned officers "elow the third level ran+s in the PNP. 0e!on# e'el P%NO Ran)s - refers to all ran+ for police non commissioned officers. 0eparation - is the termination of employment and official relations of a PNP mem"er who rendered less than ), years of active service in the government with payment of corresponding "enefits. 0tability of tenure of personnel - ?igh employee turnover is inefficient. Management should provide orderly personnel planning and ensure that replacements are availa"le to fill vacancies. 0taffin$ - that is the whole personnel function of "ringing in and training the staff and maintaining favora"le conditions of wor+. 0ubor#ination of in#i'i#ual interests to te $eneral interest - he interests of any one employee or group of employees should not ta+e precedence over the interests of the organisation as a whole. ir# e'el P%O Ran)s - refers to police commissioned officers with the ran+ of Police %enior %uperintendent and higher. otal Permanent Pysi!al Disability - is any impairment of the "ody

which renders PNP mem"er indefinitely incapa"le of su"stantially performing the mandated duties and functions of his position. ransfer - refers to a change in 2o" assignment. nity of %omman# - 9very employee should receive orders from only one superior. nity of Dire!tion - 9ach group of organisational activities that have the same o"2ective should "e directed "y one manager using one plan. (ai'er Pro$ram - refers to the waiver of the minimum age3 height3 weight and educational reuirements for the initial appointment to the PNP pursuant to e(isting laws and policies. (ai'er - the act of choosing not to use or reuire something that you are allowed to have or that is usually reuired. (elfare - the health3 happiness3 and fortunes of a person or group. (ritten #o!uments - All decisions3 rules and actions ta+en " y the organi4ation are formulated and recorded in writing. ritten documents ensure that there is continuity of the organi4ation=s policies and procedures.