Manual for the Field Training Program (FTP) for PNP Police Recruits, DHRDD 2006

THE FIELD TRAINING PROGRAM MANUAL

This manual prescribes the guidelines, procedures and doctrines pertaining to the administration and implementation of the Field Training Program (FTP) for Recruits of the PNP

TABLE OF CONTENTSCHAPTER I. DECLARATION OF POLICY 1Section 1. General Provisions 1

1.1 Rationale1.2 Purpose Error:

Reference

source not

found1.3 Objective 21.4 Scope and Limitations 2

Section 2. Declaration of Policy 3

CHAPTER II. CONCEPT OF THE FIELD TRAINING PROGRAM 4Section 1. General StatementSection 2. Definition of Terms 4Section 3. Administrative Jurisdiction and Management Policy 6

3.1 Commitment of the PNP Leadership3.2 Role of DHRDD 73.3 Venue of the Field Training Center 73.4 Supervision by PROs/PPO 73.5 The Chief, FTC 83.6 Female FTOs/Police Recruits 83.7 Police Recruits of National Support Units 83.8 Incentives 93.9 Rotation of FTOs 93.10 The FTO School3.11 Salaries and Allowances of Police Recruits

Section 4. Specific Job Functions of PNP Officers at the City, Municipal, and Station Level 10

CHAPTER III. TRAINING AND CONDUCT POLICY 13Section 1. General Provisions

1.1 Training Philosophy1.2 Solo Beat Officer Concept1.3 Field Training Scenarios and Safety Procedure1.4 FTO/Student Relationship 1.5 FTO/Police Recruit/Citizen Relations1.6 Court Attendance 1.7 Official Leaves

Section 2. The Field Training Officer 142.1 Selection and Training

2.1.1 Selection Criteria 2.1.2 Training the FTO 2.1.3 Training Curriculum2.1.4 Liability Concerns

2.2 Responsibilities of the FTO 2.2.1 As a Role Model

Manual for The Field Training Program (FTP) for PNP Police Recruits P a g e | i

2.2.2 As Instructor/Mentor Officer 2.2.3 As Evaluator/Counselor 2.2.4 As Leader/limited Supervisor 2.2.5 As Patrol Officer/Traffic Enforcer/ Investigator

2.3 Duties of FTO 2.4 Prohibited Acts of FTOs

Section 3. The Police Recruit 213.1 Status in the PNP3.2 Tasks and Expectations

3.2.1 Objective 3.2.2 Job Description of PO1 vs Knowledge and Skills required 3.2.3 Positions Available for PO1

3.3 Duties and Responsibilities 3.4 Prohibited Acts

VWSWEWBVBBBER454 25

CHAPTER IV. THE FIELD TRAINING PROGRAM PHASES (PATROL, TRAFFIC, AND INVESTIGATION) 26

Section 1. Patrol Phase 1.1 Introduction1.2 Objectives 1.3 Scope of Activities 1.4 Recruit Skills Mastery Checklist (Patrol Phase) as training guide1.5 Copies of RSMC from Week 1 to 16

Section 2. Traffic Phase 262.1 Introduction Objectives 2.2 Scope of Activities 2.3 Recruit Skills Mastery Checklist (Patrol Phase) as training guide2.4 Copies of RSMC from Week 1 to 4 28

Section 3 Investigation Phase 643.1 Introduction 3.2 Objectives 3.3 Scope of Activities 3.4 Recruit Skills Mastery Checklist (Patrol Phase) as training guide3.5 Copies of RSMC from Week 1 to 4 4. Investigation Phase 81

CHAPTER V. PERFORMANCE EVALUATION POLICIES AND METHODS 91Section 1. Reports and Evaluations

1.1 Daily Observation Report 1.1.1 Introduction 1.1.2 Manner of Rating 1.1.3 Conduct of Remedial Training 1.1.4 Written Quizzes and Other Reports

1.2 Weekly Performance Report 961.3 The Field Training File 1.4 The Field Training Tracking Sheet

Tracking Sheet Format1.5 Standard Evaluation Guidelines 1.4.1 Introduction 102

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1.4.2 Format and Scale Value Definitions Section 2. Mandatory Written Examinations for Each Phase 117Section 3. Probationary Oral Board 119Section 4. FTO Critique 119

FTO Critique Form CHAPTER VI. THE TERMINATION PROCESS 123Section 1. The Right of the PNP to Terminate Employment of Police

Recruits1.1 Police Recruits as Probationary Employees1.2 The Duty of the Philippine National Police to inform the Recruit about the

evaluation procedure Section 2. Termination due to “Failure to Comply with FTP Standards” 123Section 3. Termination due to Criminal Violations 124Section 4 Termination due to Serious Administrative Violations 124Section 5. The TERMINATION PACKAGE 125Section 6. Termination Procedure 126

CHAPTER VII. PRESCRIBED FORMATS OF FORMS AND REPORTS 127Section 1. Rationale 128Section 2. General Forms and Reports 129

Form No.1: Office Memorandum Form No. 2: Spot Incident Report Form No. 3: Police Blotter Form No. 4: Interview Form

Section 3. Specific Forms for Patrol, Traffic, and Investigation Phase 130A. PATROL FORMS

FORM NO. 5 “After Beat Patrol Report”FORM NO. 6 “After Checkpoint/Chokepoint Report”

B. TRAFFIC FORMSFORM NO. 7 “Traffic Citation Report”FORM NO. 8 “Traffic Accident Report”FORM NO. 9 “Flash Alarm” (Carnapping)FORM NO. 10 “Road Conditions Report”FORM NO. 11 “Abandoned Vehicle Report”

C. INVESTIGATION FORMSFORM NO. 12 “Initial Report”FORM NO. 13 “Progress Report”FORM NO. 14 “Final Report”

Section 4. Affidavits and other Legal Documents 131Section 5. Medium of Communication 132

CHAPTER VIII. ADMINISTRATIVE SANCTIONS, APPROPRIATIONS AND AMENDMENTS

Section 1. Administrative Sanctions 133Section 2. Appropriations 133Section 3. Amendments 133

ENDNOTES

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REFERENCES

FORMATS OF FORMS AND REPORTS

SAMPLE LEGAL FORMS

Manual for The Field Training Program (FTP) for PNP Police Recruits P a g e | iv

Chapter I. DECLARATION OF POLICY

Section 1. General Provisions

1 Rationale

Today the Philippine National Police is facing greater challenges in

preserving peace and order. It has to effectively respond to the increasing

security needs of a growing population, to keep pace with the development

of modern technology and its use by criminals and to adequately confront

the rising threat of global terrorism.

To meet these challenges, it has to be well prepared and organized. It

has to undergo internal changes and transform itself into a more formidable

and dynamic law enforcement agency, ready to vanquish law offenders and

enemies of the state anytime and anyplace within its jurisdiction.

This transformation can be attained only through effective training

programs. In training, there is nothing more timely than to give greater

focus on the development of police recruits. The basics of policing should be

taught and emphasized to our police recruits rightly and promptly.

Police recruits are usually deployed to the field after undergoing a six-

month Basic Recruit Training. Under a new concept of community policing,

their training shall be extended in another activity wherein they shall

implement in actual field work what they had learned in school. This shall

serve as a transition and probationary period for them to sharpen their

knowledge and skills before performing their regular police duties. In this

way, the PNP shall deploy better prepared, disciplined and professionalized

law enforcers to all communities nationwide.

1.2 Purpose

Manual for The Field Training Program (FTP) for PNP Police Recruits P a g e | 1

This manual prescribes the guidelines, procedures and doctrines

pertaining to the administration and implementation of the Field Training

Program (FTP) for Recruits of the PNP.

1.3 Ob jectives

The objectives of the program shall be as follows:

To produce qualified police officers through effective on-the-job

training and performance evaluations;

To ensure that police recruits shall internalize the core values of the

police service and instill pride in the organization;

To improve and update an FTO’s supervisory skills in performing his

complex duties efficiently in terms of education, training and

evaluation;

To provide FTOs with concrete examples on how to adapt new

principles to current situations depending on the ever-changing

demands placed upon his supervision; and

To attain a fair and objective procedure of evaluating recruits and

the trainers as well.

1.4 Scope a nd Limitations

The Field Training Manual applies to Police Recruits of the Philippine

National Police who had successfully completed their Public Safety Basic

Recruit Course and to Field Training Officers (FTOs), Field Training

Supervisors, Chiefs, Field Training Centers and other Officers directly tasked

with the implementation of the program.

This manual is in accordance with Sec 19, RA 8551 and Sec 20 and

21, Implementing Rules and Regulations, RA 8551. Sec 20, RA 8551

provides that:


“All uniformed members of the PNP shall undergo a field

training program involving actual experience and assignment in

patrol, traffic and investigation as a requirement for permanency of

their appointment. The program shall be for twelve (12) months

inclusive of the Basic Recruit Training Course for non-officers and

the Officer Orientation Course or Officer’s Basic Course for officers.” 1

Sec. 20. RA 8551 likewise did not specify Counter-Insurgency (COIN)

training as part of the mandated field training program, hence its non-

inclusion in the manual. However, the police recruits may undergo the

Special Counter-Insurgency Unit Training (SCOUT) pursuant to EO 110 after

their completion of the field training program.

Section 2. Declaration of Policy

All members of the Philippine National Police shall adhere to and

comply with the provisions of this Field Training Manual. They shall exhaust

every opportunity to learn and internalize within the prescribed period, the

essence, principles and concepts of basic and proper policing. Towards this

end, the PNP shall produce well trained officers equipped with necessary

skills and knowledge to competently perform their duties and responsibilities

as law enforcers and as protectors of the people, the country and the

constitution.


Chapter II. CONCEPT OF THE FIELD TRAINING PROGRAM

Section1. General Statement

All Police Recruits who have successfully completed the six-month Public Safety Basic Recruit Course shall undergo the six-month Field Training Program, which shall be conducted by the different Police Regional Offices nationwide. These new recruits shall be distributed to the police stations in cities, capital towns and Class A or B municipalities for their on-the-job-training.

The program shall be undertaken in three (3) phases: The Patrol Phase; The Traffic Phase; and The Investigation Phase. 2

The concerned police stations shall provide sufficient number of competent and qualified Field Training Officers (PNCOs) to instruct, provide constructive critique and evaluate the performance of the recruits in each phase. They (FTOs) shall lead and acquaint the recruits on the actual operational environment, check the recruits’ performance and prepare them for more demanding police works in the future.

The ratio of supervision shall be one (1) FTO for every recruit in a particular phase. The recruit shall automatically become the buddy of the FTO in his (FTO’s) regular police work. The recruit shall further be assigned to another FTO when he goes to the next phase of the program. 3

This program is essentially a test of the recruits’ knowledge and skills on basic and proper policing. This shall give a chance for the PNP to produce the best and qualified recruit to serve as a law enforcer and public servant. Only those who completed and passed the program shall be recommended for permanent appointment to the PNP.

Section 2. Definition of Terms

1. Daily Observation Report (DOR) – A document that shows the daily performance of a police recruit and describes his strength and weakness on a given day.

2. Field Training – A learning process undertaken within a working environment whereby the trainee acquire skills and techniques or learn new processes and methods by doing the job himself under the direction or instruction of the training instructor or supervisor.


3. Field Training Officer Course (FTOC) – A series of lessons designed to enhance the knowledge and skills of experienced police non-commissioned officers (PNCOs) and to prepare them to act as effective coaches, instructors, role models and raters of police recruits.

4. Field Training File (FTF) - is a compilation of documentation detailing the performance (positive or negative) of a police recruit

5. Field Training Officer (FTO) – A police non – commissioned officer with the rank of PO3 to SPO3 who is experienced and trained to instruct and evaluate police recruits in particular police functional area such as patrol, traffic or investigation.

6. Field Training Program (FTP) – A program which involves actual experience and assignment in patrol, traffic and investigation works by all members of the Philippine National police as a requirement for the permanency of their appointment. The program shall be for twelve (12) months inclusive of the Basic Recruit Course for officers. This is provided under Sec 19, RA 8551 and Sec 20, IRR RA 8551.

7. Field Training Supervisor (FTS) – A police non – commissioned officer with the rank of SPO4 who is trained and qualified to manage and supervise a group of FTO’s and their respective police recruits in a particular phase (Patrol, Traffic and Investigation) of the FTP.

8. Foot Patrol – Conducting security or observation of an area or building by foot.

9. Investigation – The collection of facts for the purpose of identifying the culprit, locating his whereabouts and providing evidences to prove his guilt.

10. Investigation Phase – A one (1) month phase in the PNP FTP wherein a police recruit experiences various aspects of investigation such as studying and gathering evidences in a crime scene, conducting interviews of witnesses or complainants to a crime or violation of law, identification and interrogation of suspects, making affidavits or summon statements and preparing documents for prosecution and court proceedings.

11. Mobile Patrol – Conducting security or observation of an area or surroundings of a building with the use of a patrol car.

12. Patrol – The action of going round an area or building at regular intervals for purpose of security or observation.

13. Patrol Phase – A four (4) month phase in the FTP whereby a police recruit experiences police roles such as foot and mobile patrols, responding to crime incidents or emergency calls, apprehending a


criminal or law violator, conducting rescue missions and performing general crime prevention measures.

14. Patrol Car – A marked police vehicle used for patrolling streets.15. Police Recruit – One who had graduated from a six (6) month Police

Basic Recruit Course and is a candidate for the six (6) month PNP Field Training Program.

16. Probationary Oral Board (POB) – The Probationary Oral Board is the final certification body composed of the Deputy Provincial Director, Administrative Officer, Chief, Operations Division, Chief Investigation Division and the CESPO. The POB will conduct a panel interview on each police recruit after the latter has successfully passed the three (3) training phases.

17. Recruit Skills Mastery Checklist – Are specific skills, knowledge and abilities which are set as standards and guides for FTO’s to train and evaluate their police recruits.

18. Remedial Training – The fourth and final phase of the four (4) strike policy. A recruit would be subjected to termination proceedings upon his failure to successfully pass remedial training.

19. Standard Evaluation Guidelines (SEG) – The measurement from which a police recruit’s performance is rated in accordance with three (3) criteria’s such as unsatisfactory, satisfactory and excellent.

20. Traffic – The movement of vehicles or people in a particular place or for particular purpose.

21. Traffic Phase – A one (1) month phase in the PNP FTP wherein a police recruit experiences enforcing traffic laws, spotting and apprehending traffic violators, issuing traffic citation tickets, assisting motorist or pedestrians and preserving the peace and order in the streets.

22. Weekly Performance Report – A consolidated report prepared by the Field Training Supervisor (FTS) which shows a police recruit’s achievement for the week.

Section 3. Administrative Jurisdiction and Management Policy

3.1 Commitment of the PNP Leadership

The Field Training Program is a responsibility of the PNP leadership. The program should be established in policy and there should be acceptance within the hierarchy. The PNP leadership should work to ensure the FTP’s success by providing policy and doctrinal guidance and allocating an annual budget for its administrative and operational requirements.


3 .2 Role of DHRDD

The Field Training Program is an activity geared towards the training and development of PNP personnel. Hence, in the National Level, the Directorate for Human Resource and Doctrine Development (DHRDD) of the PNP has the primary responsibility in supervising the implementation of the program. The counterparts of DHRDD in the lower levels should likewise do the same.

At the station level, the Administrative Section has functional supervision over the program being also the human resource training and development staff.

3. 3. Venue of the Field Training Program

The venue for the Field Training program shall be at the police station level particularly at cities, capital towns or Class “A” municipalities where substantial activities on Patrol, Traffic and Investigation are being conducted. The Chief-of-Police in the above mentioned areas shall be responsible in the implementation of the FTP. The COP shall insure that the Field Training Program shall function efficiently and effectively to attain the objectives of the FTP program.

The COP concerned shall provide a space within the station to be used as Field Training Center. The PNP shall provide the necessary supplies and equipment for the office such as bond papers, folders, tables, chairs, filing cabinet, computer sets and the FTP reference materials.

3.4. Supervision by PROs/PPOs

Upon graduation of the police recruits from the Public Safety Basic Recruit Course (PSBRC), the Police Regional Offices (PROs) and National Support Units (NSUs) concerned shall receive and prepare them for the Field Training Program. Concerned offices shall conduct a pre-dispatch orientation about the FTP, how they will be distributed, what to expect from the FTP, what are their rights, duties, and responsibilities under the PNP and how long will they undergo the training. It should be emphasized that they shall be trained and evaluated during the Field Training Program and that only those who pass FTP shall be recommended for permanent appointment. Unsuccessful recruits will be recommended for termination from the service.

The Police Regional Offices shall monitor the implementation of the program in their respective Districts/Provinces. Likewise, the Districts and Police Provincial Offices shall supervise the conduct of the program in their


respective police stations. All PROs shall submit results of training under this program to the Directorate for Human Resource and Doctrine Development, NHQ PNP, Camp Crame.

The Directorate for Human Resource and Doctrine Development shall be primarily responsible for the implementation of the FTP nationwide. It shall monitor and evaluate the program and recommend amendments when necessary to ensure its success. It shall prepare updated training reports for submission to the C, PNP and NAPOLCOM.

3. 5 The Chief, FTC

While the Chief of Police shall ultimately be responsible for the success of the FTP in his locality, the day-to-day operations of the program shall be designated to his Administrative Officer (PCO), who shall assume the position as Chief, FTC in concurrent capacity. The Chief, FTC shall be answerable to the COP on the proper implementation of the FTP. He shall recommend for the appointment of Field Training Supervisor (FTS) and Field Training Officers (FTOs). If deemed necessary, he shall render a written report to the COP recommending for the termination of a police recruit who failed to pass the program and upon the valid recommendation of the Field Training Officer (FTO).

The Chief, FTC, Field Training Supervisors (FTSs) and Field Training Officers (FTOs) are basically training officers. They shall be responsible for the training of the Police Recruits detailed to them for the FTP and they shall work as a team to insure that the recruits shall acquire the right knowledge and skills of basic policing and the proper attitude of a dedicated and service oriented police officer.

3 .6 Female FTO’s / Police Recruits

Qualified female FTO’s shall be designated to handle female police recruits. Police Regional and Provincial Offices shall ensure that there is a sufficient number of female PNCO’s with the rank of PO3 to SPO4 assigned with the concerned stations to perform additional duties as Field Training Officers. The female FTO’s shall be distributed in the Patrol, Traffic and Investigation sections of the station.

3. 7 Police Recruits of National Support Units

The Police recruits of National Support Units are not exempted from the Field Training Program. After completing the police basic course, they shall


be further detailed to the Police Regional Offices and distributed to the police stations to undergo actual experience and assignment in Patrol, Traffic and Investigation. They shall be rated by FTOs of the station concerned. Those who passed the FTP shall return to their respective offices for specialization training corresponding to the function or mission of their respective NSU. Those who fail the FTP shall be recommended for termination from the PNP.

3. 8 Incentives

The Chief, Field Training Center, all Field Training officers and Field Training Supervisors should be provided incentives in the form of Instructor’s Duty Pay (IDP) as allowed by existing policies or regulations and only while training a police recruit.

3. 9 Rotation of FTOs

A police recruit should not be assigned to one (1) FTO throughout the program. This is to avoid questions of subjectivity and to avoid familiarization. He shall be assigned to different FTOs in each phase until he completes all three phases (Patrol, Traffic and Investigation) of the program. He shall be handled by a minimum of three (3) FTO’s upon completion of the program.

3.10 FTO School

Upon full implementation of this program, the PNP through the DHRDD is required to facilitate the creation and subsequent operation of a Field Training Officer School (FTOS) which will look after the continuous training, curriculum development, and other requirements needed for the improvement of the FTO. This is likewise to ensure the FTP of a continuous supply of trained FTOs in cases of manpower depletion due to retirement, separation and other causes.

3.11 Salaries and Allowances of Police Recruits

The quarters, clothing and subsistence allowances of police recruits shall be utilized for their intended purposes during the FTP. Available barracks or government buildings can be used as training quarters of recruits. In the absence of these facilities, the Chief, FTP Office shall assist the recruit’s pool their resources to hire apartments near police stations as quarters and to have organized mess.


In no case shall police recruits be allowed to obtained salary loans beyond fifty percent (50%) of their gross salary. This is to ensure that their quarters, clothing and subsistence allowances which are critically needed as additional resources in their training shall not be affected. Likewise, their morale shall be maintained if they have sufficient net take home pay.

Section 4. Specific Job Functions of PNP Officers at the City, Municipal and Station Level

4.1 Chief-of-Police

a. Admits the police recruits assigned to his station by higher headquarters for field training.

b. Issues orders assigning police recruits to undergo FTP in the station;

c. Issues orders designating FTOs to each police recruit;d. Meets with staff’s concern about the start of the FTP and if

warranted, include Field Training Activities in their reports.e. Supports the FTP and ensures its success.f. Ensures that the rules and policies of the FTP are followed and

that no violations are committed.g. Recommends for the termination of Police recruits who failed

the FTP.h. Submits required reports to higher headquarters.i. Performs other duties on orders.

4.2 Chief, Field Training Center

a. Prepares the orders of police recruits to undergo the FTP and to be signed by COP.

b. Prepares orders designating FTOs to each police recruit and to be signed by the COP.

c. Secures and distributes the documents necessary for the FTP such as Daily Observation Reports (DOR), Recruit Skills Mastery Checklist, Standard Evaluation Guidelines (SEG), Training Handouts, Weekly performance Report, Daily Attendance Report and others.

d. Recruits and recommends training of PNCOs to the FTO Course;e. Prepares duty records of FTOs for Instructor’s Duty Pay

purposes;f. Recommends for the termination from the FTP of undesirable

FTOs.


g. Briefs the COP on violations of the rules and regulations of the FTP.

h. Coordinates with the chiefs of Precincts and those of Operations, traffic and Investigation Sections regarding the involvement of their respective office or sections and make arrangement for the smooth implementation of the FTP.

i. Maintains records of the FTP in the Field Training Centerj. Conducts monthly meetings of FTOs and discuss FTP activities

and find solutions to problems.k. Prepares training reports required by higher headquarters for

signature by COP.l. Oversees the six (6) month implementation of the FTP in the

station.m. Trains and prepares other police officers to take over as C, FTC

in case he becomes promoted or is appointed to another position or goes on schooling.

n. Performs other duties on orders.

4.3 Assistant Chief, Field Training Center

a. Assist the C, FTC in supervising the FTPb. Assist the C, FTC in preparing the required training reports;c. Take-over the Field training Center in the absence of the C, FTC;d. Briefs the C, FTC on developments upon latter’s return for duty.e. Makes the schedule of monthly meetings of FTO’sf. Performs other duties on orders.

4.4 Field training Supervisor (FTS)

a. In charge of FTOs and Police Recruits in each phase and check if FTOs and Recruits are following the training guidelines;

b. Collects the Daily Observation Reports (DORs) of FTOs;c. Checks if FTOs are accomplishing the DOR correctly;d. Makes the Weekly Performance Reports of police recruits

based on the DOR and other reports made by the recruit and submits same to the C, FTC;

e. Assist FTOs in the remedial test of police recruits who failed the test and evaluation of a certain knowledge or skill listed in the mastery checklist;

f. Evaluate FTOs;


g. Disseminate to FTOs instructions coming from the C, FTC;h. Ensure that both FTOs and police recruits are safe in the

conduct of training.i. Performs other duties on orders.

4.5 Field Training Officer (FTO)

a. Undertakes his duties and responsibilities pursuant to Section 2, Chapter 3 of this manual.

b. Performs other duties related to the FTP based on legal orders.

4.6 Other Staff Officers of the Station

a. Performs appropriate actions that shall contribute to the conduct, continuity, and success of the FTP.


Chapter III. TRAINING AND CONDUCT POLICY

Section1. General Provisions

1.1 Training Philosophy

“Any police officer involved in the FTP either as Chief, FTC, Field Training Supervisor (FTS) or Field Training Officer (FTO) must commit himself to the philosophy of teaching.”4 He must realize that training is the first priority and that evaluation is secondary. The FTO who directly handles or supervises the police recruit should be willing to bear the responsibility for the progress of the police recruit or lack of it until he is sure that other non – controllable factors are the cause of the police recruit’s performance.

“FTOs shall keep in mind at all times the FTP philosophy which states that “Trainors shall make every effort to train and direct each police recruit in ways that maximize the opportunities for successfully passing the program”. FTOs must ensure that each police recruit shall receive the maximum opportunity to show he can do the job. C, FTC, FTS and FTOs shall always attempt to set a positive training atmosphere for the police recruit in which learning is maximized and the police recruit will be able to perform to the best of his ability. Any stress felt by the police recruit should be caused by the task being taught, and not from any unrelated comments or actions on the part of the FTO. It is impossible to entirely eliminate stress caused by evaluation, but it should be minimized as much as possible.” 5

“FTOs must conduct themselves in a professional manner at all times. They must teach PNP policies and procedures. They should set an example by virtue of their knowledge, deportment, and appearance. They should remember that the police recruit is a product of what he was taught and the behavior that is demonstrated to him. For the FTO to say “Do as I say and not as I do” is unacceptable.”6

The productivity and appearance of the FTO must meet the PNP standard. FTOs should attempt to be above standard in all areas. The FTO should also strive to maintain the highest level of knowledge and skill.

1.2. Solo Beat Officer Concept

FTOs shall utilize the Solo Beat Officer Concept, a development training to produce a police officer fully capable of working as a one – man unit. They shall keep in mind the proper ratio between training and evaluation. Evaluation shall be given in an honest, straightforward, professional manner that stresses positive as well as negative performance.7

1.3 Field Training Scenarios and Safety Procedures


Police recruits shall always be told when a training situation is a “mock situation”. Training scenarios shall be done only with the FTS approval.

Loaded weapons shall never be used in a training scenario. The lead instructor will assign one of the instructors to do a weapons check of all instructors and police recruits during the training session.

1.4 FTO/Student Relationship

The relationship between the FTO and the police recruit is a student/teacher and/or supervisor/subordinate relationship. The hallmark of this relationship will be one of mutual respect. Police recruits shall be treated with respect at all times and they shall be expected to respect the FTO and to follow his directions.

1.5 FTO/Police Recruit/Citizen Relations

PNP personnel, regardless of rank, designation or status of appointment shall maintain a professional relationship with citizens, suspects or prisoners at all times. FTOs and recruits therefore shall not at anytime express angry words to citizens. Name – calling or use of derogatory gestures or terms shall not be tolerated.

1.6. Court Attendance

While the police recruit is in the Field Training Program, the FTO is required to attend court duties with the police recruit whenever the recruit goes to court on a police related matter. The FTO will utilize the court appearance to demonstrate, train and evaluate. Attendance and performance in court should be documented on the DOR.

1.7 Official Leaves

FTOs designated to handle police recruits shall not go on leave during the field training except during emergencies such as death, accident or serious sickness of an immediate member of the FTO’s family. This is for the purpose of not disrupting the Field Training of the police recruit. Application for emergency leave by a certain FTO should be recommended by the Chief, Field training Center and approved by the COP. The C, FTC shall provide a substitute FTO for the police recruit during the time that a police recruit’s original FTO is on emergency leave.

Section 2. The Field Training Officer

2.1. Selection and Training

2.1.1 Criteria in Selection


The FTOs shall be selected based on the following minimum qualifications:

a) Must have the rank of Police Officer 3 to Senior Police Officer 3;

b) Must have two (2) years experience in patrol, traffic or investigation;

c) Must have successfully passed the Field Training Officer Course (FTOC) as mandatory requirement;

d) Must have completed any of the following schoolings:

(For Patrol FTO) First Responder’s Course, Police Interaction Course; Junior Leadership Course or Senior Leadership Course

(For Investigation FTO) Criminal Investigation and Detection Course or Crime Scene Investigation and Detection Course

(For Traffic FTO) Any related seminar or schooling on traffic management.

2.1.2 Training the FTO

All qualified police non-commissioned officers who are FTO candidates must undergo the Field Training Officer Course (FTOC) before assuming their duties as FTO. Further enhancement of the FTO’s knowledge and skills should be conducted through meetings or skills development seminars.

A one (1) week seminar for FTOC shall be designed by the DHRDD, giving emphasis in skill development and evaluation mastery of the FTO.

2.1.3 Training Curriculum

The basic training curriculum for the FTOs includes the following:

Introductory material – This covers the presentation of the course, discussion of the goals and objectives of the FTO program as well as the presentation of the program mechanics such as rules, paperwork, and supervision requirements followed by a question and answer session;

Principles of learning – This is the most crucial part of the FTO program where concrete teaching methods and techniques on patrol, traffic, and investigation are deliberately reviewed and scrutinized to include constructive criticism, feedback mechanism, trainer-trainees relationship and the type of testing to be employed for the program;

The evaluation process – FTOs must do more than train, they must also evaluate. This section of the preparation courses covers the evaluation strategies of the FTO, including calibration exercises.


Legal Issues – FTOs must be educated in the legal rights and prohibitions inherent to the modern training and evaluation process including the recruit’s legal rights.

General Discussion – The preparation training should conclude with the broad discussion about the program among FTOs, participating first-line supervisors and management staff. Problems and other issues shall be explored for improvement.

2.1.4 Liability Concerns

The FTO shall be responsible and accountable for all his actuations and behaviors while supervising a police recruit as well as any violations pertaining to the training. The FTO shall generate proper documentation on the record of the police recruit; from the day he reports to the day he graduates from the program, to avoid future legal problems.

2.2 Responsibilities of the FTO

The Field Training Officer (FTO) is a position that includes the multiple responsibilities of:

2.2.1 As a Role Model 8

“As a role model, his performance serves as an example for the police recruits to follow. He serves as a field training officer for police recruits or non – commissioned officers newly-assigned to patrol, traffic or investigative duties. He demonstrates professional standards of law enforcement and provides limited supervision and work direction for police recruits. He also develops and implements instructional plans in accordance with the Field Training Program guidelines and provides explanations, demonstrations, and clarification of field procedures.”

“The FTO’s role is essentially a matter of coaching police recruits by providing a role model for them to follow and give encouragement and direction to apply what has been taught. Giving feedback on the police recruit’s performance enhances this. As the training proceeds, an evaluation of the police recruits suitability to be a law enforcement officer shall take shape in the mind of the FTO, because he/she is closest to the performance or product that is being evaluated. It is important that this assessment shall have a positive impact on the performance of the police recruit. The FTO’s appraisal of the police recruit’s abilities should always be followed with positive reinforcement and encouragement to continue good performance or an adjustment of training techniques or presentation to meet the needs of the police recruit.”

“Chiefs of sections and police precincts generally focus on technically competent and highly motivated officers when recommending candidates to be FTOs. It follows that the system shall select FTOs who, not only set very


high standards for themselves, but for the police recruits as well. In discussing the role of the FTO, it should be understood that although high standards are desirable, the police recruit must measure up to the standards that the PNP sets through the Field Training Program, not higher standards set by the FTO.”

“It would be impossible to list every conceivable aspect of the FTO’s role in this guide. They can change hourly or sometimes by the minute. FTOs must be flexible and able to adapt as the challenge change; otherwise, the police recruit, the program, and ultimately the PNP shall suffer. A weak FTO can disrupt the entire training process. A great deal of trust and responsibility go with this assignment and each member of the training staff must be willing to accept it.”

“The performance of the FTO is subject to evaluation and so their personal and professional conduct and ethics should be exemplary. The FTO should understand that the effectiveness, image, and future of the FTP are substantially determined by the quality of FTO’s. This is done by maintaining a professional demeanor and appearance, adhering to rules and regulations, and having a positive attitude toward the PNP, training program, job, and police recruit.”

2.2.2 As Instructor / Mentor Officer 9

Field Training Officers provide post-PSBRC, on–the–job instruction to officers in the field. They receive significant additional responsibilities over and above their law enforcement duties when assigned to train police recruits. In addition to performing in an exemplary manner, the FTOs must guide police recruits through a comprehensive curriculum that requires the blending of knowledge, skills, and the good judgment of when, where, and how to apply them.

Each time a police recruit is introduced to a new FTO, the FTO should establish a friendly, open, and professional rapport with the student. Development and learning are enhanced through effective communication. Rapport is extremely important to communication because people are not likely to share their ideas, questions, or feelings unless they feel their listener is open or empathetic to them.

FTOs should convey an open and positive attitude that police officers can succeed in the training program. Police recruits are not likely to develop when they feel or they are told that success is not possible. They need to believe that their FTOs want them to succeed and that the FTOs shall help them achieve success. Everyone needs to know that they have an even chance to succeed. FTOs should expect police recruits to succeed.

It is particularly important that a FTO maintain a positive and objective attitude when assigned a police recruit who has not performed well with


another FTO. The subsequent FTO must give the police recruit every opportunity to succeed in that: (1) the police recruit should not be stereotyped or be discriminated against, and (2) judgments should be based on independent observations, not on the comments of others. It is entirely possible that the change of FTO and the application of a positive attitude by the subsequent FTO may, in and of itself, be sufficient to elicit an acceptable performance from the police recruit. The emphasis should be placed on developing a competent and proactive law enforcer, rather than on finding a way to discharge the police recruit.

What FTOs expect from their police recruits and how the latter are treated largely determines the latter’s success. Police recruits, more often than not, perform at a level they believe is expected of them. The expectation of an event actually can make it happen in field training. FTOs cannot avoid the cycle of events that stem from low – expectations by merely hiding their feeling towards the police recruit. It is virtually impossible to do this because messages are constantly being conveyed through non – verbal communications. People will often communicate the most when they think they are communicating the least. To say nothing, for example, may be viewed as coldness, anger, or disinterest. What is critical in the communication of expectations is not what the FTO says but how the FTO behaves.

The goals of the program, the PNP, the police recruit, and the FTO can be simultaneously achieved through open, honest, professional, and positive attitude.

The FTO must strive to maintain an instructor/mentor relationship with the police recruit. He shall ensure that all training requirements are completed and documented before the end of each phase. He shall review all written reports of police recruits and affix his comment. He has the responsibility of preparing the police recruit for solo beat responsibilities.

2.2.3 Evaluator / Counselor10

As an evaluator, the FTO is expected to appraise the performance of a police recruit. His appraisal is based on observations of actual field behavior and is completed according to FTP appraisal guidelines. As a counselor, the FTO is expected to provide the police recruit with constructive criticism and suggestions for improved performance. Through the evaluation process, the FTO has direct input into the decision of retaining /terminating police recruits.

The FTO is required to submit a daily documentation of a police recruit’s performance and to submit additional reports as required. FTOs shall reference the Standard Evaluation Guidelines (SEG) when completing the DOR. He should be able to identify remedial training needs. He must have the ability to use or identify the proper resource(s) to bring about the


desired learning. This aspect of the job is time consuming but it is a primary aspect of the training process.

The FTO is expected to be an evaluator. He must develop and use skills to determine if learning is occurring and whether or not remedial training is necessary. Evaluation skills are of primary importance to the field training program. If an FTO cannot evaluate, He cannot train. Evaluation is accomplished by the use of Daily Observation Reports (DOR), Standardized Evaluation Guidelines (SEG), and through the use of worksheets, additional or remedial training, evaluation sessions, and verbal feedback. The principle element of effective evaluation is objectivity. Use of performance Categories known as, Standardize Evaluation Guidelines (SEGs), when completing the Daily Observation Report (DOR) and frequent field training staff meetings are several ways to ensure standardization of the training program, the principle goal of documentation is evaluation. FTOs should not discuss their police recruit’s progress with other station personnel, other than those who have a need and right to know. Supervisors involved in evaluations should ensure that positive as well as negative aspect of a student’s performance are discussed and documented. They should also ensure that the comments are based on direct observation and not on speculation.

An FTO should provide and select situations where his police recruit shall be the one to handle a certain situation. The FTO shall not interfere in the police recruit’s performance except to point out observations that should/could require the police officer’s action. However, the FTO should take over in emergencies or in situation that have developed beyond the police recruit’s ability to control. An FTO should take immediate action to prevent unlawful or unethical acts.

2.2.4 As Leader/limited Supervisor

As a leader, the FTO is expected to provide limited supervision and work direction to his student only.

2.2.5 Patrol Officer / Traffic Enforcer/ Investigator

Besides assuming the above responsibilities, the FTO performs all the duties of a regularly assigned police officer doing patrol operations, traffic enforcement or as an Investigator.

2.3 Duties of a Field Training Officer

The Field Training Officer’s procedures, functions, responsibilities and training skills are:

a. To attend monthly evaluation meetings. During the meetings the FTOs are expected to discuss the strengths, weaknesses, remedial training efforts and suggestions for the future training of the police recruit. The


meeting shall offer an opportunity for the FTO to discuss in length the progress and problems pertaining to each police recruit. Each member attending the meeting is free to ask questions and suggest strategies. As these meetings often become workshops the FTO may also receive additional in-service training.

b. To produce a Daily Observation Report (DOR) at the end of each shift as an evaluation of the police recruit for that particular day. The FTO shall maintain the Recruit Skills Mastery Checklist located in the manual, which is a record of incidents that the police recruit has been exposed to. If extenuating circumstances do not allow the DOR to be completed at the end of the shift, it is due to the next working day. In no event shall the FTO delay more than one (1) day in submitting the DOR

c. To learn and improve himself – He shall strive to study and acquire the knowledge’s and skills necessary to convey the material that the police recruit must learn.

d. To be knowledgeable of current SOP’s, Rules, Regulation and procedures, PNP policies, Local Ordinances prevailing in the area and existing Laws.

e. To satisfactorily complete the FTO Course prior to handling any police recruit.

f. To ensure that all Daily Quizzes are completed. No advanced assistance with the answers will be provided.

g. To provide guidance and control of police recruits in the program.h. To ensure that the police recruit maintains a working knowledge of

materials.i. To provide the police recruit with continuing learning by using the

Recruit Skills Mastery Checklist and Daily Quizzes in a timely manner.j. To assist in the preparation of regular and additional training.k. To forward all reports in a timely manner to FTS.

k. To keep abreast of new information that would assist the program.l. To foster a police recruit’s safety awareness.m. To provide a fair and objective evaluation of police recruit’s

performance.n. To review, evaluate and update the Field Training Program when

needed.o. To assist in the development of additional and remedial training plans

for student officers.

2.4 Prohibited Act of FTOs

a. FTOs shall not harass, intentionally embarrass or treat in a demeaning manner any police recruit undergoing the FTP. Name-calling or use of derogatory terms by the FTO is not acceptable. FTO’s shall not show their anger or frustration while they are working with the police recruit. Remember – praise in public, correct in private.


b. While a police recruit is going through the FTP, the FTO shall not associate with or socialize with the police recruit when he/she is off duty. Any relationship with him/her shall be strictly professional.

c. FTOs shall not make discriminatory or sexist remarks against any police recruit.

d. FTOs shall not make sexual remarks or advances towards any police recruit in the program.

e. FTOs shall not accept gifts nor give gifts to the police recruit in the program.

f. FTOs or police recruits shall not attempt to agitate or anger citizens, suspects or prisoners. No comments of any type that are intended to agitate or cause anger will be tolerated.

g. FTOs shall not date or attempt to date police recruit while they are in the FTP. If a FTO is related to a student or if he/she had a special relationship with the police recruit officer that began before the latter was in the program, the C, FTC must be advised of this. Consideration can then be given to placing the recruit with another FTO other than the person with special relationship. This requirement is to eliminate allegations of possible bias by the FTO regarding the police recruit. The intent is to maintain the maximum effectiveness of the FTO in his job.

Section 3. The Police Recruit

3.1 Status in the PNP

A police recruit is one who entered the Philippine National Police and is temporarily appointed as Police Officer 1 (PO1). From his time of appointment, he is given twelve (12) months under Sec 19, RA 8551 and Sec 20, IRR RA 8551 to undergo and successfully complete the Field Training Program before he can be conferred a permanent appointment. The implementing rules of RA 8551 provided that the twelve (12) month Field Training Program is inclusive of the Public Safety Basic Recruit Course.

His temporary appointment as PO1 serves as a PROBATIONARY period. 11 He is not yet fully accepted as a member of the PNP. Unless he passes the trainings, he cannot be admitted in a permanent capacity into the police organization.

The Field Training Program therefore has a noble purpose. It is an activity where fresh batch of police recruits are molded into knowledgeable and skilled police officers. They have to be trained and tested if they have the will and fighting spirit to uphold the law, protect the citizens and have the guts to face and apprehend criminals. The FTP is a test if they have the making of a good and dedicated police officer.

3.2.2 Tasks and Expectations


The task of a police recruit is to accept with a positive heart the challenges that go with the life of a recruit while undergoing training. He should absorb all the ideas or knowledge and practical skills being taught to him about police concepts or principles and effective policing. Successfully completing the training means that he is qualified for permanent appointment to and ready to perform the job of a full – fledge Police Officer 1 (PO1).

3.2.1 Objective – To attain the permanent rank of Police Officer 1 (PO1)

3.2.2 Job Description of PO1 vs Knowledge and skills required

What is a Police Officer 1 (PO1) expected to do? Most police recruits already have an idea what is expected of them, however, the position is usually more extensive than they realize. The following is the job description of a PO1:

JOB DESCRIPTION KNOWLEDGE AND SKILL REQUIRED

1.) Actively patrols and secures designated beat or area in vehicle and on foot; maintains high patrol visibility to assist in crime prevention, monitors radio broadcasts by communications and other police officers to ensure awareness of activities in area and provide assistance.

PATROL SKILLS

DRIVING SKILLS

RADIO AND TELEPHONE COMMUNICATION SKILLS

2.) Arrest or neutralize criminals; responds to scenes of possible criminal activity or flight; provide assistance to the victim; interrogates suspects, advising them of their rights, conduct search of arrested suspects; assists in pursuit operations; ensures that suspects are transported to proper detention area.

ARREST TECHNIQUES

HAND COMBAT AND WEAPON SKILLS

INVESTIGATIVE SKILLS

KNOWLEDGE OF LAWS, RULES, SOP’s, AND PROCEDURES

DRIVING SKILLS


3.) Participates in Active Community Problem Identification and Solving; Performs duties relating to service and assistance (i.e. lost child, injured persons); meets and talks with citizens;

POLICE-COMMUNITY RELATIONS SKILLS



providing directions.

4.) Prepares reports (case/incident), observes and records events, checks report for accuracy; submits to appropriate personnel.

WRITING AND LANGUAGE SKILLS

COMPUTER ENCODING SKILLS


5.) Control mobs/rallyists;

CDM SKILLS

POLICE-COMMUNITY RELATIONS SKILLS


6.) Enforce Basic laws such as:- Ordinances- Crime vs property (Theft and

Robbery, etc.)- Crime vs persono Physical Injurieso Homicide murder, rape etc.- Special laws- Criminal Procedures



PATROL SKILLS


DRIVING SKILLS


7.) Direct traffic, assist motorists and pedestrians, checks licenses and registration for status, advises drivers on the need to maintain safe driving practices, arrest traffic violators and issue tickets.

TRAFFIC ENFORCEMENT SKILLS

9.) Secure crime scene, preserve evidences and suspects, list down names of complainant and witnesses, make affidavits, make spot and blotter reports, escort suspects to crime lab and detention centers.

CRIME SCENE PRESERVATION SKILLS



COMPUTER ENCODING SKILLS


3.2.3 Positions Available for PO1


After acquiring all the skills that comes along with his job description, a Police Officer 1 (PO1) is expected to assume the following functions and positions with skill and confidence:

Position:

1.) Beat Patrol Officer:

2.) Driver; (inherent)

3.) Radio Operator

4.) Traffic Officer

5.) File Clerk

6.) Investigation Aide

7.) Member, Raiding Team;

8.) Member, CDM Platoon;

3.3 Duties and Responsibilities

a. Report immediately to the station where he is assigned for Field Training Program;

b. Respect his FTO, FTS, C, FTC COP and all other officers of the PNP;

c. Obey all legal training instructions of his FTO;d. Obey all laws, rules and regulations; e. Follow the rules and regulations of the PNP;f. Learn and absorb all police concepts, principles and applicable

knowledge and skill that pertains to effective policing;g. Evaluate his FTO honestly;h. Uphold the police officer’s oath which is to serve and protect the

country, constitution and people.

3.4 Prohibited Acts

a. To bribe his FTO, FTS, C FTC, COP

The recruit is prohibited from doing any act that can influence his FTO, FTS, C FTC and COP into giving him favorable treatment or evaluation. He / she shall not give gifts, food, drinks,4 cash, materials or anything of value to


the above training personnel or to their relatives while he / she is undergoing the Field Training Program. His/her relationship with above persons should be strictly professional.

b. To use other persons to pressure or influence his FTO, FTS, C, FTC and COP.

The recruit shall not use other people of position or influence to pressure his FTO, FTS, CFTC and COP to consider his failures or violations in the program. At the early stage, the recruit should be taught how to carry his burden and earn his title or rank through his own merit.

c. To cheat during quizzes conducted by his FTO or copy reports of his co – police recruits or other police personnel and submit them as his/her own.

d. To violate any law (revised Penal Code, Special Laws) e. To violate the PNP rules and regulations.

Sec. 4 Violations of Field Training Policy

Any violation of field training policy and rules could result in disciplinary action which includes removal from the Field Training Program. Due process shall be followed in the investigation of a violation. The Chief FTC, FTS and FTO are instructed to document any violation and forward them to the Chain–of-Command. If appropriate, this documentation should include a statement of the disciplinary action taken or recommendations by the reporting chief, FTC. The Chief, FTC may remove any officer from the program for any violation of the Training and Conduct Policy. The C, FTC may likewise remove any officer he determines is not performing at the level needed to ensure police recruit’s development.


Chapter IV.THE FIELD TRAINING PROGRAM PHASES (PATROL, TRAFFIC AND INVESTIGATION)

Section 1. Training Handouts

The three (3) training phases (patrol, traffic, and investigation) will have its own FTO/Recruit Training Handout which contains all reference materials, publications, training modules and study guides indicated in the Recruit Skills Mastery Checklists. The FTO/Recruit Training Handout shall be the ONLY source of information during the entire FTP for curriculum uniformity and policy adherence. Any other type of supplemental material should be forwarded to the DHRDD for analysis, subsequent accreditation, and final approval.

Section 2. Patrol Phase

2.1 Introduction

Patrol is considered the backbone of the police service. It is one of the main reasons why police organizations exist. Police officers have the duty to go around a populated area for purposes of security and observation. They have to go out by foot or in motor vehicles in crime prone areas within their respective beats to look for and apprehend criminals or law violators or to respond to citizens under threat or calling for assistance. Most often, they must show themselves to the public, to let them know that the police officers are there to help or secure the premises. In conducting patrols, the officers intermingle and work with the general populace. The synergy between the police and the community is a primary factor in effective crime protection.

Police recruits under their respective FTOs shall be involved in beat patrol operations for four (4) months. Working on–the–job in one (1) shift lasting for twelve (12) hours a day and for six (6) days a week, each recruit should log a total of One Thousand One Hundred Fifty two (1,152) man hours doing Patrol Operations. In no case shall a police recruit conduct patrol operations without the man – to - man supervision of his FTO.

2.2 Objectives

At the end of the Patrol Phase, a police recruit is expected to perform the following tasks with a high degree of efficiency and expertise:

a. Develop his patrol skills required of a beat patrol officer;b. Demonstrate proper and correct procedure in the conduct of foot or

mobile patrol operations;c. Display proper usage of radio codes and radio operation;d. Use appropriate arrest techniques, hand-to-hand combat, and

weapons skills in every operation;


e. Learn how to drive with skill and dexterity; f. Use proper grammar, syntax as well as provide factual, accurate

and detailed information when writing incident reports; g. Apply his knowledge of Philippine laws, rules and regulations in

every activity;

2.3 Scope of activities in Patrol operations

The activities in patrol Phase shall cover the following:

a. Foot Patrol/Mobile Patrol;

Beat Patrol Procedures, Tactics and Techniques

Driving Skills Knowledge of Radio Codes

b. Crime Detection;c. Response to Crime Incidents;

Use of Reasonable Force How to handle drug cases Disturbing the Peace Handling Sexual Assault Cases Domestic Violence How to handle Juvenile Delinquent cases How to handle vagrants/prostitutes Bar checks, etc.

d. Response to Non – criminal assistance calls;

Mentally Ill Persons

e. Application of Police Intervention Techniques;

Arrest/Handcuffing Techniques Conducting Checkpoint operations;

f. Application of Rules on Arrest, search and seizure;

Securing /Processing/Arresting Suspects

g. Responding to bomb threats;h. Responding to hostage taking incidents;i. Hand to hand combat and Weapons Training

Probaton for Law Enforcement Firearms proficiency


j. Knowledge of Philippine Laws, Rules and ordinancesk. Civil Disturbance Managementl. Police Community Relations

2. 4 Recruit Skills Mastery Checklist (Patrol Phase) as training guide 12

While undergoing training in Patrol phase, both the FTO and police recruit shall be guided by the Recruit Skills Mastery Checklist (Patrol Phase) which provides the basic police knowledge and skills on patrol to be instructed from Week 1 to 16. For uniformity of training, FTOs shall start training their police recruits using the prescribed learning skills and competencies outlined in Week 1, followed by Week 2 and so forth up to Week 16. As much as possible, both the FTO and his recruit should finish learning all the knowledge and skills stated for each week in six (6) days. The seventh (7th) day is rest day; hence FTOs are entitled to a one (1) day off. They shall not jump from Week 1 to Week 4 and back to Week 2. However, leeway is given to the FTO on the number of topics he thinks should be covered for the day by his police recruit, since he is in the best position to gauge the learning capabilities of the latter. He must ensure however, that all required topics for learning scheduled for the week will be discussed and evaluated.

Using the techniques of teaching, the FTO (after making the required preparations) shall explain a particular knowledge or demonstrate a skill listed in the mastery checklist to his police recruit. Then the FTO shall let the police recruit explain or demonstrate what has been taught by the FTO. During this time the FTO shall make the necessary corrections upon observation that the police recruit commits mistakes on the explanation of a particular police knowledge or demonstration of a skill. After which, both the FTO and police recruit shall proceed to their designated beat. While actually doing patrol operations, the FTO can ask what the recruit knows about a particular law or procedure listed in the checklist. The FTO shall look for opportunities or situations where he can test the recruit and evaluate his performance.

A situation might arise wherein certain knowledge or skills listed in the current week cannot be tested and evaluated due to the absence of a real situation for application. The FTO shall use his initiative to design a mock training just to test the performance of the recruit. Safety precautions should however be considered when using firearms for the training exercise (see Training and Conduct Policy, Safety procedure section). FTOs should be flexible. If a situation arises that calls for the application of a knowledge or skill scheduled in another week, then the FTO shall perform the necessary police action and use it as an opportunity to teach an advance lesson to the recruit.

The activities in the checklist are organized in such a way that on the first day, the police recruits shall first make a courtesy call to the leadership


of the station concerned and to the local government officials. After which they shall be given an opportunity to familiarize themselves with the territorial and operational jurisdiction of the station before they shall proceed with other activities in the patrol phase.

Every time an FTO explains or demonstrates a particular knowledge and skill listed in the checklist, he (FTO) shall place his initials on the blank under “Trained” and indicate the date when the training occurred. After testing the recruit on a certain task, he shall sign the blank under “Tested”. He shall also require the police recruit to sign on every page of the checklist already covered at the end of the training week.

The FTO shall check and evaluate how the police recruit can sense problematic situations or can spot violations of laws and quickly respond to it. He shall take note of the attitude or behavior of the police recruit in handling stress or non – stress situations and if the recruit followed proper procedures. He should develop the attitudes of police recruits by teaching them to move quickly, respond properly, and control crime situations for the purpose of saving lives or properties of victims and arrest the suspects.


PNP RECRUIT FIELD TRAINING AND EVALUATION PROGRAM PATROL PHASE

RECRUIT SKILLS MASTERY CHECKLIST (WEEK 1)

The following subjects will be covered during the 1ST Week of the Field Training Program (FROM: _______________ TO :_______________).

FTO Note: Date and initial each of the below categories.

TRAINED / TESTED / DATEI. COURTESY CALL a. Local Government Executive / / b. Barangay Chairmen / / c. Police Station Commander & Staff / /II. ORIENTATION/FAMILIARIZATION a. Police Organization/Manning

Structure / /

a.1 District Police Office (For NCRPO)

/ /

a.2 Police Station / / b. Functions, Duties and

Responsibilities/ /

b.1 District Police Offices (For NCRPO)

/ /

b.2 Police Station Units / /III. BEAT PATROLA. FAMILIARIZATION OF STATION’S TERRITORIAL JURISDICTION

/ /

1. Actual area survey / /2. Drawing / Creation of Beat Map /

Beat Structure (Carolina/Manila Paper)

/ /

IDENTIFICATION OF LANDMARKS / /

a. Topographical Features / / a.1 Major Roadways, Streets,

Intersections / / b. Location of Vital

Installations/ /

b.1 Telephone Companies / / b.2 Water Reservoir / / b.3 Radio Station/Broadcast

Tower / / b.4 Electric Power

Station/Relay-Station / / c. Location of Other Landmarks / / c.1 City/Municipal Hall / / c.2 Courts and Prosecutor’s

Office/ /

c.3 BJMP / /


c.4 Hospitals / / c.5 Schools / / c.6 Church / / c.7 Banks / / c.8 Malls/Dept Stores / / c.9 Drug Stores / / c.10Pawnshops, etc. / /

DESIGNATION OF POLICE BEAT

/ /

a. Reference Point (Area Coverage)

/ /

b. Crime Prone Area / / DESIGNATION OF MOBILE

SECTOR/ /

a. Reference Point (Area Coverage)

/ /

b. Areas for police visibility / /IV. POLICE INTERVENTION TECHNIQUE

FAMILIARIZATION OF HANDCUFF / /1. Definition / /2. Description / /3. Parts / /

V. KNOWLEDGE OF LAWS, RULES RA 6975 (Title) / / RA 8551 (Title) / / Sec 2, RA 8551 / / Sec19, RA 8551 (Field Training

Program) / /

Sec 52, RA 8551 (Citizens Complaints) / / Sec 53, RA 8551 (Summary Dismissal

Powers)/ /

VI. KNOWLEDGE OF RADIO CODES (APCO TEN CODES) 10-01 / / 10-02 / / 10-03 / / 10-04 / / 10-05 / / 10-06 / /The above training material was reviewed with me and I acknowledge receipt of the training.

____________________ _________________ (PNP RECRUIT) (DATE)


PNP RECRUIT FIELD TRAINING AND EVALUATION PROGRAMPATROL PHASE

RECRUIT SKILLS MASTERY CHECKLIST (WEEK 2)

The following subjects will be covered during the 2ND Week of the Field Training Program (FROM: _______________ TO :_______________).


TRAINED / TESTED

/ DATE

I. BEAT PATROL (PROCEDURES TO BE FOLLOWED) a. Pre- Deployment Stage / / 1. Attendance / / 2. General Appearance / / 3. Individual Equipment / /

Firearms Handcuff Baton Whistle Flashlight Raincoat Notebook

/ // // // // // /

b. Deployment Stage 1. Foot Patrol

/ /

1.1 Adherence to Buddy System / / 1.2 Awareness of Police Beat / / 1.3 Knowledge of crime prone areas / / 1.4 Patrolling of Crime Prone Areas / / 1.5 Observance of Beat / / 1.6 Patrol Techniques and Tactics / / 2. Mobile Patrol / / 2.1 Vehicle and Equipment / /

Checkout a. Inspect Vehicle for Damage and

Repair./ /

b. Check Vehicle Cleanliness / / c. Check Regular and / /

Emergency Lights d. Check Siren, Radio, / /Gasoline, Spare Tire, Gauges

e. Check the Rear Seat, Fire Extinguisher (If Any)

/ /

f. Writing up Deficiencies / / 2.2 Knowledge of Mobile Beat Area / / 2.3 Patrolling / / a. Speed / /

“On the prowl” (low speed)

/ /


b. Use of Blinker / / Occasional blinking / full

blinking/ /

c. Use of Siren / / Non Tactical / / Emergency / /

2.4 Cross Checking / Inspection of Patrol Deployments

/ /

c. Post-Deployment Stage / / Reporting Requirement

a. After Beat Patrol Report/ /

b. After Mobile Patrol Report / /II. POLICE INTERVENTION TECHNIQUE OPERATION AND MANIPULATION OF HANDCUFF / /

a. Operation of Handcuff / / Proper Handling of Handcuff / / Handcuff as a Weapon / / Proper Tightening/ Double Locking / / Release of Handcuff / /

III. KNOWLEDGE OF LAWS, RULES A. Rules of Court /

Sec 2, Rule 110, Rules of Court (Complaint or Information)

/ /

Sec 1, Rule 113, Rules of Court (Arrest Defined)

/ /

Sec 2, Rule 113, Rules of Court (How to Arrest)

/ /

Sec 3, Rule 113, Rules of Court ( Duty of Arresting Officer)

/ /

B. RA 8551 Sec 55, RA 8551 (Preventive Suspension) / / Sec 57, RA 8551 ( Women’s Desk) C. RA 6975

/ /

Sec 24, RA 6975 (Powers and Functions of PNP)

/ /

Sec 51, RA 6975 ( Power of LGU Officials over PNP Units)

/ /

IV. KNOWLEDGE OF RADIO CODES (APCO TEN CODES) 10-07

/ // /

10-08 10-09 10-10

/ // /

10-11 10-12

/ // /

The above training material was reviewed with me and I acknowledge receipt of the training.

____________________ _________________ (PNP RECRUIT) (DATE)



RECRUIT SKILLS MASTERY CHECKLIST

(WEEK 3)

The following subjects will be covered during the 3RD Week of the Field Training Program (FROM: _______________ TO :_______________). FTO Note: Date and initial each of the below categories.

TRAINED / TESTED / DATEI. BEAT PATROL 1. SECURING/PROCESSING ARRESTED SUSPECT / / a. In handcuff / / b. Travel to station (select

means available) / / b.1 By foot / / b.2 By Car / Jeep / / b.3 By Boat / Ship / / c. Where to Book / / c.1 Male suspect / / c.2 Female / Juvenile

(suspect) / / Women’s Desk / / Medical Attention / / (Juvenile) / /

d. Crime Lab Processing when necessary / /

e. Officer Safety / / 1. Escorting arrested suspect / /

2. Position while escorting / / 3. Where to hold / / f. Medical Attention / / c.1 Recording (Police

Blotter) / / c.2 Advisement from / /

Hospital if suspect is admitted / /

c.3 Suspect treated / released by Hospital /

c.4 Security / /II. POLICE INTERVENTION TECHNIQUE (CONTINUATION)1. CHECKPOINT/CHOKEPOINT OPERATIONS / /


a. Authority to establish checkpoint/chokepoint / /

b. Requisites in the conduct of checkpoint / chokepoint / /

c. Limitation of searches at checkpoint / chokepoint / /

d. Procedures to be followed when checkpoint / chokepoint are ignored / /

e. Flagging down or accosting vehicles / /

f. How to deal with hostile situations / / 1. Fleeing Vehicles / / 2. Hostile Drivers / / 2. REPORTING REQUIREMENT

After Checkpoint/Chokepoint Report / /

III. KNOWLEDGE OF LAWS, RULES a. Rules of Court Section 5, Rule 113,

(Warrantless Arrest) / / Section 1, Rule 126 / / b. PNP Law/Circular Sec 66,

RA 8551 (PLEB) / /

IV. KNOWLEDGE OF RADIO CODES (APCO TEN CODES) 10-13 / / 10-14 / 10-15 / / 10-16 / / 10-17 / / 10-18 / /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 4)

The following subjects will be covered during the 4TH Week of the Field Training Program (FROM: _______________ TO :_______________).


TRAINED / TESTED / DATEI. BEAT PATROL (CONTINUATION)

1. RESPONDING TO CRIME INCIDENTS (Minimum of two (2) incidents for recruit) / /

a) Incidents / / Shooting / / Stabbing /hacking / / Murder / homicide / / Robbery / hold up / / Car napping / / Physical Injuries / /b) Procedure (First

Responders duties and responsibilities) / /

Upon receipt of the alarm / /

Appropriate use of the radio code / /

Response Time Upon arrival at the

scene / / If suspects still at

the crime scene / / If suspects have

already fled / / If hot pursuit

necessary Handling injured

persons Preserving crime scene / / Submission of report

(memo form) / /II. POLICE INTERVENTION TECHNIQUE (CONTINUATION) 1. Practicum (Demonstration) a. On Building

Approach/Room Entry (Tactical Approach)

/ /

/ /


b. On Stopping/ Approaching Suspicious Vehicle (Tactical Approach) / /

c. On Dealing with Fleeing Vehicles/Hostile Drivers / /

III. KNOWLEDGE OF LAWS, RULES

a. Rules of Court / / Sec 4, Rule 113

(Execution of Warrant) Sec 6 & 7 Rule 113 (Time

& Method of Arrest – with warrant / /

Sec 1-4, Rule 128 (Rules of Evidence) / /

PNP Law (RA 8551 and RA 6975)Sec 71, RA 8551 (Preventive Suspension) / /

IV. KNOWLEDGE OF RADIO CODES (APCO TEN CODES) 10-19 / / 10-20 / / 10-21 / / 10-22 / / 10-23 / / 10-24 / /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 5)

The following subjects will be covered during the 5TH Week of the Field Training Program (FROM: _______________ TO :_______________).



USE OF REASONABLE FORCE (Rule 7, PNP Operational Procedure / /

a. When Permitted / /b. Responsibilities After

Use1. First Aid2. Reporting

Procedure

/ // /

/ / USE OF DEADLY FORCE

(RULE 6, PNP Operational Procedure)

/ /

II. POLICE INTERVENTION TECHNIQUE A. Arresting Technique 1. PNP guide in the application of POSSIBLE high risk arrest / / a. Suspect appears

and/or believe to be armed / /

b. Violator of petty crime / / c. Voice Command / / d. Police Search (Stop

and Frisk) Wall Search, Kneeling Search, Prone Search

/ /

/ / 2. PRACTICUM

(DEMONSTRATION) / / Application of

POSSIBLE High Risk Arrest (Stop and Frisk) / /

- Routine check of a person who appears and/or believed to be armed: / /


“PULIS ‘TO, TAAS ANG CAMAY”Police Officer with drawn

gun close to his body and pointed to the subject) / /

“TALIKOD, LAPIT SA PADER” / /

“ILAPAT ANG MGA KAMAY SA PADER” / /

“IBUKA ANG KAMAY AT PAA” / /

(Police officer positioned at the back of the subject and starts searching/frisking the subject)

III. KNOWLEDGE OF LAWS, RULES Rules of Court

Sec 1, Rule 114 / / Sec 1, Rule 126 / /

IV. KNOWLEDGE OF RADIO CODES

/ // /

10-25 / / 10-28 / / 10-26 / / 10-29 / / 10-27 10-30

/ // /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 6)

The following subjects will be covered during the 6 th Week of the Field Training Program (FROM:_______________ TO:_______________).


TRAINED / TESTED / DATEI. BEAT PATROL (CONTINUATION)A. RESPONDING TO SPECIAL EMERGENCIES

such as: (when applicable) / /

1. Bomb Threat / Explosion / /

2. Hostage Situation / /3. Barricaded Suspect / /4. Fire Incident / /5. Traffic Accident / /

B. First Responder’s Duties and Responsibilities / /

Appropriate use of radio code / /

Response time / / Upon arrival at the

scene / / Submission of report

(Incident Report Form) / /

II. POLICE INTERVENTION TECHNIQUE (CONTINUATION)I. ARRESTING TECHNIQUES (Continuation) / / A. PNP Guide in the application of High Risk Arrest / / 1. Suspect maybe: - violent person and is armed- violator of Penal Laws/Heinous Crime - wanted criminal / / B. PRACTICUM (DEMONSTRATION) / /


Application of High Risk Arrest and Wall Search with Handcuffing Technique / /

“PULIS ‘TO, TAAS ANG KAMAY” (Police Officer gun pointed to the subject)with drawn / /

“HINUHULI KITA SA SALANG (PAGPATAY)” “TALIKOD, LAPIT SA PADER” / /

“ILAPAT ANG KAMAY SA PADER” / /

“IBUKA ANG PAA AT KAMAY ” / /

(Police Officer approaches the suspect, then proceeds in handcuffing him then a search is conducted at the same time appraising him of the “MIRANDA DOCTRINE”)

III. KNOWLEDGE OF LAWS, RULES a. Sec 7 and 13, Rule 126 / / b. Memo Circular No. 2002 / /– 010 (NAPOLCOM (TITLE) / /IV. KNOWLEDGE OF RADIO CODES (APCO TEN CODES) 10-31 / / 10-32 / / 10-33 / / 10-34 / / 10-35 / / 10-36 / /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 7)



TRAINED / TESTED / DATEI. BEAT PATROL

HANDLING SEXUAL ASSAULT CASES

/ /

a. Type of Assault Sexual

Harassment Acts of

Lasciviousness Rape (victim

alive)

/ /

/ /

/ /

b. Notification of Women’s Desk

/ /

c. Arresting Suspect / /d. Booking / /e. Victim Sensitivity / /f. On Scene Evidence / /

II. POLICE INTERVENTION TECHNIQUE (CONTINUATION)

ARRESTING TECHNIQUES (Continuation)

/ /

PRACTICUM (DEMONSTRATION) Application of High Risk Arrest and Kneeling Search with Handcuffing Technique

“PULIS ‘TO, TAAS ANG KAMAY”

(Police Officer with drawn gun pointed to the subject)

“HINUHULI KITA SA SALANG

/ /

/ /

/ /

/ /


(PAGPATAY)” “TALIKOD, ILAGAY

ANG MGA KAMAY SA BATOK

“LUHOD, IPATONG ANG KANANG BINTI SA KALIWA”


/ /

/ /

/ /

III. PROBATON FOR LAW ENFORCEMENTa. DESCRIPTION OF PROBATON

Size Weight Materials

Specification

/ /

/ /

/ /

b. NOMENCLATURE OF PROBATON

/ /

c. CHARACTERISTICS OF PROBATON

/ /

IV. KNOWLEDGE OF LAWS, RULES a. Different Sections Under Memo Circular No. 2002 – 010 NAPOLCOM (TITLE)

/ /

Sec 2a (Neglect of Duty) / /

Sec 2b (Irregularity in the Performance of Duty)

/ /

Sec 2c (Misconduct) / /Sec 2d (Incompetence)

/ /

Sec 2e (Oppression) / /Sec 2f (Dishonesty) / /

Sec 2g (Disloyalty to the Government)

/ /

Sec 2h (Violation of / /


Law)V. KNOWLEDGE OF RADIO CODES (APCO TEN CODES) 10-37 10-40

/ // /

10-38 10-41

/ // /

10-39 10-42

/ // /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 8)




/ /

HOW TO HANDLE JUVENILE DELINQUENCY CASES

/ /

a. Arrest of Juvenile Delinquent Delinquent /

Suspect

/ /

/ /

b. Booking Women’s Desk

/ /

c. Medical check on Juvenile delinquent

/ /

d. Rescuing Victims of Child

Abuse

/ /

/ /

e. Notification of Custody Parents/Guardians

/ /

f. Making / Submission of Report

/ /

II. POLICE INTERVENTION TECHNIQUE

ARRESTING TECHNIQUES (Continuation)

/ /

PRACTICUM (DEMONSTRATION) Application of High Risk Arrest and Prone Search with Handcuffing Technique

“PULIS ‘TO, TAAS ANG KAMAY”

(Police Officer with drawn gun pointed to the

/ /

/ /

/ /

/ /


subject) “HINUHULI KITA SA

SALANG (PAGPATAY)”

“DAPA, IDIPA ANG MGA KAMAY

“IPATONG ANG KALIWANG BINTI SA KANAN”

“TINGIN SA KALIWA” (OR KANAN AS THE CASE MAYBE)


/ /

/ /

/ /

/ /

III. PROBATON* VARIOUS TECHNIQUES IN THE APPLICATION OF PROBATON

/ /

1. Basic Stance / /2. Blocking Technique / /3. Disarming

Technique/ /

IV. KNOWLEDGE OF RADIO CODES (APCO TEN CODES) 10-43 10-44

/ // /

10-45 10-46

/ // /

10-47 10-48

/ // /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 9)



TRAINED / TESTED / DATEI. BEAT PATROL A. HOW TO HANDLE VAGRANTS/PROSTITUTES

/ /

a. Arresting vagrants / prostitutes (streets, parks, vacant lots, public and semi - public buildings)

/ /

b. Booking – Women’s desk

/ /

B. BAR CHECKS / /a. City / Municipal

Code (Permit / license)

/ /

b. Operation Bakal / /

c. Officer conduct / /d. Patrol Procedure / /

II. PRACTICUM (BATON TRAINING)

Actual Application of the Basic Stance/Various Techniques of PROBATON

/ /

III. FIREARMS PROFECIENCY TRAINING (SHORT FIREARMS) a. FIREARMS FAMILIARIZATION

/ /

1. Nomenclature Identification

/ /

2. / /


Assembly/Disassembly 3. Characteristics of

Firearms/ /

b. AMMUNITION IDENTIFICATION

/ /

1. Classification of Ammunition

/ /

2. Components/Parts of Ammunition

/ /

IV. KNOWLEDGE OF RADIO CODES (APCO TEN CODES) 10-49 10-50

/ // /

10-51 10-52

/ // /

10-53 10-54

/ // /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 10)

The following subjects will be covered during the 10TH Week of the Field Training Program (FROM:_______________ TO:_______________).


TRAINED / TESTED / DATEI. BEAT PATROL A. DISTURBING THE PEACE

/ /

a. Officer Safety / / b. Officer Conduct / / c. Taking Action 1. Mediation 2. Referral

(Barangay Captain) 3. Arrest

/ /

/ /

/ /

B. DOMESTIC VIOLENCE / / a. Officer Safety / / b. Reporting – Station Women’s Desk, Barangay Captain

/ /

c. Invite for dialogue Barangay Hall Women’s Desk

/ /

/ /

d. Arrest and Book when necessary

/ /

II. ARREST (with warrant) a. Time and mode of arrest

/ /

b. How to effect an arrest

/ /

c. Police Officer’s conduct in making an arrest

/ /

d. Guidance in handling arrested suspect/person

/ /

e. Transporting arrested suspect

/ /

III. RAIDS (With Arrest / Search Warrant) a. Purposes of Raid / /


b. Composition of Raiding

/ /

Party c. Don’ts in Raid / /

d. Things to be seized during Raid

/ /

IV. SEARCH AND SEIZURE

a. Types of Body Search/ /

b. Requisites for the issuance of Search Warrant

/ /

b. Valid warrantless search and seizure

/ /

SUBMISSION OF REPORT (REPORT WRITING) On arrest,

search or raid

/ /

/ /

V. CONTINUATION OF FIREARMS PROFICIENCY TRAINING a. Do’s and Don’ts of Firearms Handling

/ /

b. Dry Firing Exercises / / 1. Sight Alignment / /

2. Sight Picture / / 3. Proper Grip and

Stance / /

4. Squeezing / /

VI. KNOWLEDGE OF RADIO CODES 10-55 10-56

/ // /

10-57 10-58

/ // /

10-59 10-60

/ /

/ /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 11)

The following subjects will be covered during the 11th Week of the Field Training Program (FROM:_______________ TO:_______________).


TRAINED / TESTED / DATEI. BEAT PATROL (CONTINUATION) A. HANDLING SPECIAL CASES(When Applicable)

/ /

a. LABOR DISPUTES (STRIKES, LOCK-OUTS), RALLIES, DEMONSTRATIONS

/ /

1. Applicable legal parameters to be observed

/ /

2. Role of PNP personnel during labor disputes

/ /

3. Guidelines to be observed when called to render assistance

/ /

B. DEMOLITION/INJUNCTION ORDER

/ /

1. Role of PNP personnel in the enforcement of a demolition/ injunction order

/ /

2. Procedures in the enforcement of a demolition injunction order.

/ /

II. CONTINUATION OF FIREARMS PROFICIENCY TRAINING (INSTRUCTION FIRING) 1. Continuation of Dry Firing

Exercises/ /

2. Drills on Immediate Action in Case of Stoppage

/ /


3. Familiarization Firing / /

III. KNOWLEDGE OF RADIO CODES 10-61 / /

10-62 / / 10-63 / / 10-64 / / 10-65 / /

10-66 / /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 12)




(CONTINUATION) HOW TO HANDLE

USERS/POSSESSORS OF ILLEGAL DRUGS/SOLVENTS

/ /

a. Caught Inflagrante Delicto

/ /

b. Making the arrest / /c. Preserving evidence

/ /

d. Booking / /

1. Adults – Station Desk / /

2. Juvenile-Women’s Desk

/ /

e. Medical Procedures / /f. Escorting/Security / /

g. Officer’s Safety / /h. Report Writing Spot Report Memo Affidavit of Arrest

/ // // /

/ /

II. CROWD CONTROL (CIVIL DISTURBNACE MANAGEMENT OPERATIONS)

1. MOB / / a. Characteristics / /

b. Types of Violence Used

/ /

c. Pointers when confronting a mob

/ /

2. First responder’s role during public assembly/demonstrations

/ /


a. Upon receipt of the information

/ /

b. Upon arrival at the scene

/ /

3. When directed to render CDM operations

/ /

a. General Guidelines / / b. Specific Guidelines / / 4. SUBMISSION OF REPORT

(REPORT WRITING)/ /

After responding to Labor disputes demolition or crowd control operations

/ /

III. DRIVING SKILLS1. Driving Orientation / /

a. Starting the engine / /

b. Shifting / /c. Steering / /d. Stopping / /e. Rules on the Road

/ /

2. Driving Conditions / /a. Night Driving / /b. Hazards/Distractions during driving

/ /

IV. CONTINUATION OF FIREARMS PROFICIENCY TRAINING 1. Record Firing Exercises (Firing Range)

/ /

a. Dry firing exercises / / b. Draw and Fire

Standing Position at 7meters (3 rounds)

- Must hit the target (Head, Chest and/or Stomach)

/ /

/ /

/ /

Kneeling Position 7meters (3 rounds)

- Must hit the target (Head, Chest and/or Stomach)

/ /


V. KNOWLEDGE OF RADIO CODES 10-67 / / 10-68 / / 10-69 / /

10-70 / / 10-71 / / 10-72 / /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 13)




HANDLING MENTALLY ILL PERSONS

/ /

a. Detection and taking into custody

/ /

b. Type of transportation (police / ambulance)

/ /

c. Officer’s and weapon safety

/ /

d. Booking / / e. Reporting to proper agency

/ /

f. Turnover to proper agency

/ /

II. CONTINUATION OF CDM OPERATIONS a. RIOT (Definition) / / 1. Tactical principles to consider at the scene of disturbance

/ /

2. Police responsibilities during civil disturbances

/ /

3. Required equipment on CDM operations

/ /

III. DRIVING DEFENSIVE

DRIVING/ /

a. Principles of Defensive Driving

Attitude Awareness Driving Skill

/ /

/ /

/ /

b. Factors Affecting Behavior of the Driver

Alcohol Drugs Fatigue

/ /

/ /

/ /


c. Keys to Effective Defensive Driving 1. Concentration

Vision affected by speed; By fatigue

Weather condition Road surface

/ /

/ /

/ /

/ /

2. Proper use of brakes Under normal condition Under emergency situation

/ /

/ /

/ /

3. Positioning Following too close Keeping Proper

Distance

/ /

/ /

IV. CONTINUATION OF FIREARMS PROFICIENCY TRAINING (FIRING RANGE)

Draw and Fire -Prone Position7meters (3 rounds) - Must hit the target (Head, Chest and/or Stomach)

/ /

Barricaded Position - 7meters (3 rounds) - Must hit the target (Head, Chest and/or Stomach)

/ /

V. KNOWLEDGE OF RADIO CODES 10-73 / / 10-74 / / 10-75 / / 10-76 / / 10-77 / /

10-78 / /


____________________ _________________ (PNP RECRUIT) (DATE)





(WEEK 14)



TRAINED / TESTED / DATEI. POLICE COMMUNITY RELATIONS

INTRODUCTION TO COPS / / - Proper implementation of the core components of COPS

/ /

- Model of an average COP unit structure and its concept of operation.

/ /

II. CIVIL DISTURBANCE MANAGEMENT CROWD/RIOT CONTROL

FORMATIONS 1. Crowd control procedures (Forming Up)

/ /

2. Basic formations used during crowd control operations

/ /

a. Basic movement / / b. Tactical Movement

By Squad By Platoon

/ // // /

3. Commands used in crowd/riot control formations

/ /

III. DRIVINGDRIVING TECNHIQUES & SAFETY 1. Basic Driving & Safety / / a. Speed Control / / b. Stopping Reaction Time Braking Time Braking Distance

/ /

/ // /

c. Stopping Distances Factors to consider

/ /

d. Stopping Regulations at Intersection with Stop Sign

Where there is red light/flashing red light

/ /

/ /


When ordered by Traffic Officer When there is “yield” sign At railroad crossing Bridge span about to open Stop for school buses

/ /

/ /

/ /

/ // /

e. Proper Braking / /

2. Right-Of-Way-Rule / /

3. Other Right-Of-Way-Rule / /

IV. CONTINUATION OF FIREARMS PROFICIENCY TRAINING (PRACTICUM)

Dry Firing Exercises- Sight Alignment- Sight Picture- Proper Grip and

Stance- Squeezing

- Record Firing

/ /

/ /

/ // // /

V. KNOWLEDGE OF RADIO CODES 10-79 / / 10-80 / / 10-81 / /

10-82 / / 10-83 / / 10-84 / / 10-85 / /

10-86 / / 10-87 / /

10-88 / / 10-89 / / 10-90 / /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 15)



TRAINED / TESTED / DATEI. POLICE COMMUNITY RELATION A. Barangay Immersion / / B. Public Relations - Media - Other agencies (NGO, Government and Private)

- Citizenry

/ /

/ /

/ /

II. CIVIL DISTURBANCE MANAGEMENT (CONTINUATION)

Demonstrations of tactical movement of the different riot control formation

/ /

- Line Formation / /- Column Formation / /- Wedge Formation / /- Diagonal / /

- Formation (Right or Left Echelon)

/ /

III. DRIVING SKILLS (PRACTICUM)

a. Driving Performance (Police Vehicle)

/ /

Under normal driving condition

/ /

Under moderate/high stress driving condition

/ /

IV. KNOWLEDGE OF RADIO CODES 10-91 / / 10-92 / / 10-93 / / 10-94 / / 10-95 / / 10-96 / /


10-97 / /

10-98 / / 10-99

/ /


____________________ _________________ (PNP RECRUIT) (DATE)




(WEEK 16)

The following subjects will be covered during the 16TH Week of the Field Training Program

(FROM: _______________ TO :_______________).


ASSESSMENT PERIOD


Section 3. Traffic Phase

3.1 Introduction

One of the perennial problems plaguing the country each year is the worsening traffic conditions, especially in urban areas. A study made by the Asian Development Bank states that the Philippines is losing 2.3 Billion pesos per year due to traffic and its incremental costs such as rising fuel consumption, loss of manpower and time, efficiency ratios, among others. Hence, proper traffic implementation by members of the PNP will greatly affect and improve our economy.

The Traffic Phase of the FTP is a four (4) week on-the-job training course. Police recruits shall experience traffic enforcement operations, under the guidance of trained traffic FTOs.

3.2 Objectives

At the end of the Traffic Phase, a police recruit is expected to perform the following tasks with a high degree of efficiency and expertise:

a. Strictly enforce traffic laws and regulations;b. Direct and control traffic pursuant to the Traffic Code of the

Philippines;c. Respond appropriately to traffic accidents and other

emergencies;d. Prevent car thefts (Anti-carnapping activities);e. Exhibit proficiency in use of equipment and resources;f. Use proper grammar, syntax as well as provide factual,

accurate and detailed information when writing incident reports;

3.3 Scope of Activities

Police shall undertake the following activities:

a. Familiarization with Basic Traffic Equipment and Communication Requirements;

b. Knowledge of Traffic Laws, Rules and Regulations, LTO Memorandum Circulars and other significant jurisprudence pertaining to traffic;

c. Special Laws


Republic Act 6539 (Anti-Carnapping Act of 1972)d. APCO 10 Codese. Traffic Law Enforcement

How to Handle Robbery Hold-Up / Snatching Streets or Highway

How to Handle Carnapping Incident How to Handle Abandoned Motor Vehicle

f. Traffic Direction and Control

How to handle Traffic jam How to Handle Stalled or Bogged Down Motor Vehicle

g. Traffic Accident Response

How to Handle Hit and Run How to Handle Drunken Driver

h. Report Writing

Traffic Accident Report Writing Affidavit Making Blotter Entry Booking Statement Taking

i. Driving Skillj. Officer Safety

3.4 Recruit Skills Mastery Checklist (Traffic Phase) as training guide

During this phase, both the FTO and police recruit shall be guided by the Recruit Skills Mastery Checklist (Traffic Phase). The checklist identifies the basic knowledge and skills on traffic operations which a police recruit should learn to make him an effective traffic officer. Following the checklist as a guide, the FTO shall instruct and evaluate the performance of the police recruit on traffic enforcement operations from Week 1, then successively


progress up to Week 4. FTOs shall focus their teachings and evaluations on the knowledge and skills listed in the checklist.

It is important that the FTO shall first brief the police recruit on what particular traffic laws and regulations listed in the checklist are to be enforced and how these laws are being violated before bringing the police recruit to the street and involved him in actual field work of directing or controlling traffic and apprehending traffic violators.

The FTO shall inculcate into the mind of the police recruit that the primary purpose of traffic enforcement is to promote road discipline and safety. He should teach the police recruit to be alert on the street, to spot traffic violators and to issue traffic citations / tickets. He shall also teach the recruit to resist bribes by apprehending and filing charges of bribery against traffic violators who offer bribes.

In handling traffic accidents, the FTO shall teach the police recruit how to maintain traffic flow in accident areas while waiting for traffic investigators to arrive. He shall emphasize to the police recruit to respond immediately to accidents, to urgently call the station for assistance while proceeding to the accident scene, to save the lives of the wounded, to arrest those responsible for the accident and to confiscate their driver’s license and issue tickets.

Every time an FTO explains or demonstrates a particular knowledge and skill listed in the traffic checklist, he (FTO) shall place his initials and indicate the date when the training occurred. He shall also require the police recruit to sign on every page of the checklist already covered at the end of the training week.


PNP RECRUIT TRAINING AND EVALUATION PROGRAMTRAFFIC PHASE

RECRUIT OFFICER SKILLS MASTERY CHECKLIST(WEEK 1)

The following subjects will be covered during the 1ST Week of the Recruit Officer’s Training FROM: _______________ TO: _______________)FTO Note: Date and Initial each of the below categories.

TRAINED/TESTED DATE 1. COURTESY CALL

a. Police Station Commander & Unit Chief’s _________/________ _________ b. Traffic Enforcement Group (for NCR) _________/________ _________

c. Chief Traffic Section (Stn, PROs) _________/________ _________

2. ORIENTATION/FAMILIARIZATIONa. Police Organization a.1 District Police Office _________/________ ________ a 1 Police Station _________/________ ________ a.2 Traffic Outpost _________/________ ________ b. COMMUNICATION REQUIREMENT b.1 Flow of Communication _________/________ _________

c. KNOWING AREA OF JURISDICTION c.1 Streets/Road networks

Major Thoroughfare’s (National Highways) ________/________ _________ Street names (Prov’l, City, Municipal) ________/________ _________ Major Intersections _________/_______ _________

c.2 Major Destinations of Vehicles and Passengers Gov’t Offices _________/________ _________ Church _________/________ _________ Hospitals/Clinics _________/________ _________ Schools _________/________ _________ Banks _________/________ _________ Market _________/________ _________ Port _________/________ _________ Factories _________/________ _________

3. TRAFFIC ENFORCER’S BASIC EQUIPMENT a. Whistle _________/________ _________ b. Meter Devise _________/________ _________ c. Radio/Cell phone _________/________ _________

d. Refectorized Traffic Hand gloves _________/________ _________ e. Refectorized Traffic Vest _________/________ _________ f. Rain Gear _________/________ _________ g. Duty Rig (Pistol belt) _________/________ _________


TRAINED/TESTED DATE 4.KNOWLEDGE/APPLICATION OF LAWS,

MEMORANDUMS, ORDINANCES a. Republic Act 4136

a.1 Sec 3 a Article 2 Chapter 1 _________/________ _________a. 2 Sec 3 L Article 2 Chapter 1 _________/________ _________a. 3 Sec 3 d Article 2 Chapter 1 _________/________ _________a.4 Sec 3 f Article 2 Chapter 1 _________/________ _________

a.5.Sec 3 h Article 2 Chapter 1 ________/_________ ________ a.6 Sec 3 j Article 2 Chapter 1 ________/_________ ________ a.7 Sec 19 Article 1 Chapter 3 ________/_________ ________ a.8 Sec 29 Article 1 Chapter 3 ________/_________ ________ a.9 Sec 30 Article 1 Chapter 3 ________/_________ ________ a.10 Sec 55 Article 5 Chapter 4 ________/_________ ________

b. Republic Act 6534 _________/________ _________

c. Revised Penal Code c.1 RPC 101 ________/_________ ________ c.2 RPC 275 ________/_________ ________ c.3 RPC 275 par 2 ________/_________ ________ c.4 RPC 365 ________/_________ ________ c.5 RPC 365 par 4 ________/_________ ________ c.6 RPC 365 par 9 ________/_________ ________

d. LTO MEMO CIRCULAR 89-105

d.1 Sec 1 _________/________ _________ d.2 Sec 2 _________/________ _________ d.3 Sec 3 a _________/________ _________ d.4 Sec 3 b _________/________ _________

d.5 Sec 4 ________/_________ ________ d.6 Sec 5 ________/_________ ________ d.7 Sec 6 ________/_________ ________ d.8 Sec 7 ________/_________ ________

d.9 Sec 9 ________/_________ ________ d.10 Sec 70 a ________/_________

_________ d.11Sec 70 b ________/_________

_________ d.12 Sec 70 c ________/_________

_________ d.13 Sec 70 n _______/_________ _________ d. 14 Sec 70-z ________/_________ _________


5. KNOWLEDGE/APPLICATION OF ROAD SIGNS (DRAW & DESCRIBE)TRAINED/TESTED DATE

a. CAUTION: MERGING INTERSECTION AHEAD ________/_________ _________b. CAUTION: ONE WAY TRAFFIC _________/________ _________c. CAUTION: RIVER/WATER WAY AHEAD _________/________ _________

d. NO STOPPING SIGN _________/________ _________e. NO U TURN _________/________ _________f. ROUGH ROAD AHEAD ________/_________ _________

g. TWO WAY TRAFFIC ________/_________ _________ h. CONTINUE STRAIGHT AHEAD ________/_________ _________ i. RIGHT TURN AHEAD ________/_________ _________ j. NO LEFT TURN ________/_________ _________ k. RAILROAD CROSSING ________/_________ _________ l. DO NOT CROSS ________/_________ _________ m. ROTONDA AHEAD ________/_________ _________ n. PEDESTRIAN CROSSING ________/_________ _________ o. S CURVE AHEAD ________/_________ _________

p. DO NOT OVERTAKE ________/_________ _________

6. KNOWLEDGE/APPLICATIONOF RADIO CODES (APCO TEN CODES)

a.10 – 19 _________/________ _______ b.10 – 20 _________/________ _______ c.10 – 23 _________/________ _______ d. 10 – 49 _________/________ _______ e. 10 – 31 _________/________ _______ f. 10 – 33 _________/________ _______ g. 10 – 58 _________/________ _______ h. 10 – 74 _________/________ _______ i. 10 – 2 ________/_________ ________ j. 10 – 12 ________/_________ ________ k. 10 – 27 ________/_________ ________ l. 10 – 28 ________/_________ ________ m. 10 – 35 ________/_________ ________ 7. KNOWLEDGE OF TRAFFIC LIGHT

a. Steady Red ________/_________ _________ b. Steady Green ________/_________

_________ c. Steady Green Arrow ________/_________

_________ d. Steady Yellow ________/_________

_________ e. Flashing Red ________/_________ _________


f. Flashing Yellow ________/_________ _________ g. Steady Green & Steady Left/Right Arrow ________/_________ _________

8. TRAFFIC DIRECTION & CONTROL (Instructional)TRAINED/TESTED DATE

a. Hand Signals a.1 STOP ________/_________ _________ a.2 GO ________/_________ _________ a.3 Turning Left ________/_________ _________

a.4 Turning Right ________/_________ _________ b. Whistle usage ________/_________

_________ c. Officer Position and Safety ________/_________

_________ d. Signalized intersection ________/_________ _________ e. Uncontrolled intersection ________/_________

_________ f. Manning pedestrian crossing ________/_________

_________ g. Minor incident removal from street ________/_________

_________ h. Coordination between control points ________/_________ _________ i. General ability to properly perform traffic stop ________/_________ _________


______________________________ __________________________ (PNP RECRUIT) (DATE)




The following subjects will be covered during the 2nd Week of the Recruit Officer’s Training (FROM: _______________ TO: _______________)FTO Note: Date and Initial each of the below categories.

TRAINED/TESTED DATE

1. TRAFFIC DIRECTION & CONTROL (Practical Exercise) a. Hand Signals a.1 STOP ________/_________ _________ a.2 GO ________/_________ _________ a.3 Turning Left ________/_________ _________ a.4 Turning Right ________/_________ _________ b. Whistle usage ________/_________

_________ c. Officer Position and Safety ________/_________

_________ d. Signalized intersection ________/_________ _________ e. Uncontrolled intersection ________/_________

_________ f. Manning pedestrian crossing ________/_________

_________ g. Minor incident removal from street ________/_________

_________ h. Coordination between control points ________/_________ _________ i. General ability to properly perform traffic stop ________/_________ _________

2. TRAFFIC ACCIDENT REPORT WRITING/BOOKINGa. Blotter Entry ________/_________ ________b. Traffic Accident Report ________/_________ ________c. Timeliness of Report ________/_________ ________d. Completeness of Report ________/_________

________

3. STATEMENT TAKING OF PARTIES INVOLVED ________/_________ _________ a. Interview approach of victim, complainant, and witnesses. ________/_________ _________

4. DRIVING SKILLa. Stress condition ________/_________ _________b. Non stress condition ________/_________ _________

5. OFFICER SAFETY


a. While at the Accident Scene ________/________ __________ b. During Interview of Witness/Victim ________/________ __________

6. KNOWLEDGE/APPLICATION OF LAWS, RULES, ORDINANCES Rules of Court a.1 Section 2, Rule 110 ________/_________ ________ a.2 Section 1, Rule 113 ________/_________ ________ a.3 Section 5, Rule 113 ________/_________ ________

TRAINED/TESTED DATE

a.4 Section 1, Rule 114 ________/_________ ________ a.5 Section 1, Rule 126 ________/_________ ________ a.6 Section 1, Rule 120 ________/_________ ________

b. LTO Memo Circular 89-105 b.1 Section 11 ________/_________ ________ b.2 Section 14 ________/_________ ________ b.3 Section 15 ________/_________ ________ b.4 Section 17 a ________/_________ ________

b.5 Section 17 b ________/_________ ________ b.6 Section 17 c ________/_________ ________ b.7 Section 18 ________/_________

_________ b.8 Section 19 ________/_________

_________ b.9 Section 20 ________/_________

_________ b.10 Section 22 ________/_________ _________ b.11 Section 23 ________/_________ _________ b.12 Section 57 ________/_________ _________ b.13 Section 59 ________/_________ _________ b.14 Section 60 ________/_________ _________

7. KNOWLEDGE/APPLICATION OF ROAD SIGNS (DRAW & DESCRIBE) a. INTERSECTION AHEAD ________/_________ ________ b. BUS STOP ________/_________ ________ c. WORK IN PROGRESS ON ROAD ________/_________ ________ d. NO RIGHT TURN ________/_________ ________ e. STOP ________/_________ ________ f. DOUBLE CURVE AHEAD ________/_________ ________ g. LOADING AND UNLOADING ZONE ________/_________ ________ h. ROAD NARROW AHEAD ________/_________ ________ i. TRUCKS DO NOT ENTER ________/_________ ________ j. SCHOOL ZONE ________/_________ ________ k. BUSES DO NOT ENTER ________/_________ ________


l. DOUBLE RIGHT CURVE AHEAD ________/_________ _________ m. CARS DO NOT ENTER ________/_________ _________ n. CONTINUE & TURN SLIGHTLY TO THE RIGHT ________/_________

_________ o. SPEED LIMIT ________/_________

_________ 8. KNOWLEDGE/APPLICATION OF RADIO CODES (APCO TEN CODES) a. 10 – 47 ________/_________ ________ b. 10 – 50 ________/_________ ________ c. 10 – 51 ________/_________ ________ d. 10 – 52 ________/_________ ________ e. 10 – 53 ________/_________ ________ f. 10 – 55 ________/_________ ________ g. 10 – 56 ________/_________ ________

TRAINED/TESTED DATE

h. 10 – 57 ________/_________ ________ i. 10 – 70 ________/_________ ________ j. 10 – 71 ________/_________ ________ k. 10 – 76 ________/_________ ________ l. 10 – 94 ________/_________ ________ m. 10 – 9 ________/_________ _________ n. 10 – 21 ________/_________ _________


_____________________________ _________________ (PNP RECRUIT) (DATE)




The following subjects will be covered during the 3rd Week of the RecruitOfficer’s Training (FROM: _______________ TO: _______________)FTO Note: Date and Initial each of the below categories.

TRAINED/TESTED DATE

1. TRAFFIC ACCIDENT REPORT WRITING/BOOKING/ a. Blotter Entry ________/_________ ________

b. Traffic Accident Report ________/_________ ________c. Timeliness of Report ________/_________ ________d. Completeness of Report ________/_________

________

2. TRAFFIC LAW ENFORCEMENTa. Recognizing Violators ________/_________ ________b. Approaching violator ________/_________ ________c. Apprehension of violator ________/_________ ________d. Handling driver with suspended or revoked license. ________/_________ ________g. Enforcement of parking regulation ________/_________ ________

h. Warning ________/_________ ________i. Recording/Compiling data of violations ________/_________ ________j. Reporting road conditions (memo form) ________/_________ ________

3. RESPONDING TO TRAFFIC ACCIDENT

a. Upon receipt of information ________/_________ ________ b. Response time ________/_________ ________ c. Upon arrival at the crime scene ________/_________ ________ d. Keep accident from getting worst; ________/_________ ________ e. Duties and Responsibilities at scene; ________/_________ ________ f. Action taken to if injured victim at scene; - First Aid / Medication ________/_________ ________ - Medical Evacuation (MEDIVAC) ________/_________ ________ g. Get the facts (If traffic investigator has

not yet arrived); ________/_________ ________ h. Turn over the case to responding traffic

Investigator, including initial findings; ________/_________ ________


i. Prepare to appear in court as witness. ________/_________ _______

TRAINED/TESTED DATE 4. STATEMENT TAKING OF PARTIES INVOLVED a. Interview approach of victim, complainant, & witnesses. ________/_________ ________

5. KNOWELEDGE/APPLICATION OF LAWS, RULES, ORDINANCES a. LTO MEMO CIRCULAR 89-105 a.1 Section 24 ________/_________ _________ a.2 Section 25 ________/_________ _________ a.3 Section 27 ________/_________ _________ a.4 Section 31 ________/_________ _________ a.5 Section 33 ________/_________ _________ a.6 Section 34 ________/_________ _________ a.7 Section 36 ________/_________ _________ a.8 Section 38 ________/_________ _________

a.9 Section 39 ________/_________ _________ a.10 Section 40 ________/_________

_________ a.11 Section 41 ________/_________

_________ a.12 Section 42 ________/_________ _________

6. KNOWLEDGE/APPLICATION OF ROAD SIGNS (DRAW & DESCRIBE) a. INTERSECTION ________/_________ _________

b. GO THIS WAY ________/_________ _________ c. VEHICLES MORE THAN 10 MTS LONG DO NOT ENTER ________/_________ _________ d. GO AROUND COUNTER CLOCKWISE ________/_________ _________ e. VEHICLE MORE THAN 5 TONS DO NOT ENTER ________/_________ _________ f. DO NOT ENTER ________/_________ _________ g. JEEPNEY DO NOT ENTER ________/_________ _________

7. KNOWLEDGE OF RADIO CODES (APCO TEN CODES) a. 10 – 0 ________/_________ _________

b. 10 – 13 ________/_________ _________ c. 10 – 40 ________/_________

_________ d. 10 – 73 ________/_________ _________ e. 10 – 77 ________/_________ _________ f. 10 – 93 ________/_________

_________


o. 10 – 22 ________/_________ _________ p. 10 – 32 ________/_________ _________ q. 10 – 37 ________/_________ _________


_____________________________ _________________ (PNP RECRUIT) (DATE)




The following subjects will be covered during the 4TH Week of the Recruit Officer’s Training FROM: _______________ TO: _______________)FTO Note: Date and Initial each of the below categories.

TRAINED/TESTED DATE

1. HOW TO HANDLE TRAFFIC JAM a. Response and Arrival Time ________/_________

_________ b. Methods / Technique ________/_________ _________ c. Approach to the Problem ________/_________ _________ d. Coordination Procedure ________/_________ _________2. HOW TO HANDLE HIT AND RUN a. Response and Arrival Time ________/_________

_________ b. Dragnet Operation ________/_________ _________ c. Coordination of Action ________/_________ _________ d. Decision Making ________/_________ _________ e. Evacuation of Injured Victim ________/_________

_________ f. Investigation Proper ________/_________

_________ g. Report Procedure ________/_________ _________3. HOW TO HANDLE DRUNKEN DRIVERS a. Response and Arrival Time ________/_________

_________ b. Recording Facts ________/_________ _________ c. Test at Scene ________/_________

_________ d. Drunk Requiring Medical Attention ________/_________

_________ e. Issuance of TOP/TVR ________/_________

_________ f. Officer Safety Procedure ________/_________ _________

4. HOW TO HANDLE STALLED OR BOGGED DOWN MOTOR VEHICLE a. Response Time ________/_________ _________ b. Recognition and Record Check ________/_________ _________ c. Report Procedure ________/_________ _________ d. Coordination with other Agency ________/_________

_________


5. HOW TO HANDLE ROBBERY HOLD UP/ SNATCHING a. Response and Arrival Time ________/_________

_________ b. Coordination of Action ________/_________ _________

c. Dragnet Operation ________/_________ _________ d. Apprehension of Suspect ________/_________

_________ e. Officer Safety Procedure ________/_________ _________


TRAINED/TESTED DATE6. HOW TO HANDLE CARNAPPING INCIDENTS a. Recognition and Confirmation ________/_________ _________ b. Response and Arrival Time ________/_________ _________ c. Coordination of Action ________/_________ _________ d. Stolen while Park ________/_________ _________ e. Forcibly Taken ________/_________

_________ f. Dragnet Operation ________/_________ _________ g. Report Procedure ________/_________ _________

7. HOW TO HANDLE ABANDONED MOTOR VEHICLE a. Response and Arrival Time ________/_________

_________ b. Recognition and Record Check ________/_________ _________ c. Report Procedure ________/_________ _________ d. Coordination of Action ________/_________ _________ e. Abandoned Motor Vehicle on Private Property ________/_________

_________

8. HOW TO HANDLE MOTOR VEHICLE CANIBALIZATION a. Response and Arrival Time ________/_________

_________ b. Recognition and Record Check ________/_________ _________ c. Coordination of Action ________/_________ _________ d. Report Procedure ________/_________ _________

9. KNOWLEDGE/APPLICATIONOF LAWS, RULES, ORDINANCES a. LTO MEMO CIRCULAR 89-105 a.1 Section 43 ________/_________ _________ a.2 Section 44 ________/_________ _________ a.3 Section 45 ________/_________ _________ a.4 Section 50 ________/_________ _________ a.5 Section 52 ________/_________ _________ a.6 Section 53 ________/_________ _________ a.7 Section 54 ________/_________ _________ a.8 Section 56 a ________/_________

_________ a.9 Section 56 b ________/_________

_________ a.10 Section 56 d ________/_________ _________ a.11 Section 56 e ________/_________ _________ a.12 Section 56 f ________/_________ _________ 10. KNOWLEDGE OF ROAD SIGNS (DRAW & DESCRIBE)

a. SLIPPERY WHEN WET ________/_________ _________ b. YIELD TO ANOTHER VEHICLE ________/_________ _________


c. TRAFFIC LIGHT AHEAD ________/_________ _________ d. JEEPNEY STOP ________/_________ _________ e. STEEP DECENT AHEAD ________/_________ _________ f. VEHICLE MORE THAN 3.5 MTS HIGH DO NOT ENTER ________/_________ _________ g. STEEP ASCENT AHEAD ________/_________ _________ h. DO NOT ENTER ________/_________ _________

TRAINED/TESTED DATE11. KNOWLEDGE OF ROAD MARKINGS a. SINGLE WHITE DOTTED LINE (2 lane road) ________/_________

_________ b. CROSSWALK ________/_________ _________ c. SINGLE WHITE CONTINOUS LINE (2 lane road) ________/_________

_________ d. SINGLE WHITE CONTINOUS LINE (4-lane road) ________/_________

_________ e. YELLOW CONTINOUS LINE ON ROAD PROVIDED WITH A PASSING LANE ________/_________ _________ f. DOUBLE YELLOW LINE ________/_________ _________ g. SINGLE YELLOW LINE ________/_________ _________

11. KNOWLEDGE/APPLICATION OF RADIO CODES (APCO TEN CODES) a . 10 – 38 ________/_________ ________ b. 10 – 46 ________/_________ ________ c. 10 – 48 ________/_________ ________ d. 10 – 78 ________/_________ ________ e. 10 – 81 ________/_________ ________ f. 10 – 83 ________/_________ ________ g. 10 – 97 ________/_________ ________ h. 10 – 39 ________/_________ _________ I. 10 – 90 ________/_________ _________


_____________________________ _________________ (PNP RECRUIT) (DATE)


Section 4. Investigation Phase

4.1 Introduction:

Investigation is a deliberate activity to look for, among others, the answers as to who, why, and how of a crime, event or accident. Investigators are usually absent when crimes occur; hence they have to follow procedures and methods to arrive at a clear picture of the incident and to undertake actions that should result in the solution of the case.

The PNP based on its mandate conducts investigation in order to identify the suspect, to locate his whereabouts and to provide evidence of his guilt. The activity combines practical and scientific approaches in gathering facts and evidences needed for a successful prosecution of the case against a suspect.

Investigation of crime is one of the basic functions of the PNP. It is imperative that every member of this organization should know the meaning and purpose of investigation and the importance of taking the right step at the start of the investigation. New members of the police force should be exposed to the activities on the investigation in order to learn sufficient knowledge of handling cases.

4.2 Objectives:

At the end of the Investigation Phase, a police recruit is expected to perform the following tasks with a high degree of efficiency and expertise:

a. Develop an analytical and inquisitive mind needed for crime investigation activities;

b. Implement proper and correct procedure in crime scene processing;c. Exhibit a professional and accurate technique when identifying and

interviewing suspects;d. Expeditiously identify and locate suspects through evidence

analysis; e. Use proper grammar, syntax as well as provide factual, accurate

and detailed information when writing police reports or affidavits or during blotter entry;


f. Apply his knowledge of RPC, statutes, Rules of Court, and other significant jurisprudence in the conduct of his responsibilities and tasks.

4.3 Scope of Activities:

In the Investigation Phase, police recruits shall learn the basic principles, concepts, procedures and methods of investigation for a period of one (1) month under the guidance of Investigation FTOs.

The activities or courses under this phase are the following:

a. The Police Blotter and Blotter Entry;b. Knowledge of the Revised Penal Code, Statutes, Rules of

Court and other important jurisprudence;c. Protection of the Crime Scene d. Crime Scene Procedurese. Crime Scene Sketchesf. Crime Scene Searchesg. Identifying and Interviewing Witnessesh. Description Techniquesi. Police Report Writingj. Investigative Report Writingk. Affidavit Writing and Construction

4.4 Recruit Skills Mastery Checklists as Training Guide

Both the FTO and the police recruit shall be guided by the Recruit Skills Mastery Checklist (Investigation Phase). The FTO shall use the checklist as a basis for him to train the recruit on basic knowledge and skills on investigation. The FTO shall start training and evaluation based on the activities listed in Week 1, followed by Week 2, then Week 3 and lastly Week 4.

A police recruit shall report during the duty shift of his Investigation FTO. He shall be the buddy of the investigation FTO every time the latter is dispatched to investigate cases.


PNP RECRUIT TRAINING AND EVALUATION PROGRAM INVESTIGATION PHASE

RECRUIT SKILLS MASTERY CHECKLIST(WEEK 1)

The following subjects will be covered during the 1ST Week of the Field Training Program (FROM:_______________ TO:_______________).


TRAINED TESTED DATE

1. ORIENTATION/ FAMILIARIZATIONa. Police Station Organizational/Manning structure

/

a.1 Rank/Name of Police Station Commander

/

a.2 Rank/Name of Police Station Unit Chiefs

/

b. Barangays and their Location b.1 Name of Barangay Chairmen / b.2 Area coverage (boundaries) of barangays

/

c. Knowledge of court branches, judges and prosecutors in the area.

/

2. THE POLICE BLOTTERa. Definition /b. Form and size /c. Contents of Entry (5W and 1H) /d. What shall be entered in the Police Blotter? /e. Procedures in Making the Entries. /f. Blotter entry exercise/s / f.1 Blotter numbering / f.2 Sentence construction / - Spelling / - Brief and concise / - neat and clean /

3. KNOWLEDGE OF LAWS, RULESa. Laws / a.1 Art 248, RPC (Murder) / a.2 Art 249, RPC (Homicide) / a.3 Art 263, RPC (Serious Physical Injury) / a.4 Art 265, RPC (Less Serious Physical Injury) /b. Rules b.1 Sec 3, Rule 110 (Complaint) /


b.2 Sec 4, Rule 110 (Information defined) / b.3.2 Sec 1, Rule 113 (Arrest defined) / b.4 Sec 2, Rule 113 (How arrest is made) / b.5 Sec 3, Rule 113 ( Duty of arresting officer) /


____________________ _______________ (PNP RECRUIT) (DATE)


PNP RECRUIT FIELD TRAINING AND EVALUATION PROGRAM INVESTIGATION PHASE


The following subjects will be covered during the 2ND Week of the Field Training Program (FROM:_______________ TO:_______________).


TRAINED TESTED DATE

1. PROTECTION OF THE CRIME SCENEa. Protection of Indoor crime scene /b. Protection of Outdoor crime scene /c. Protecting the scene from curiosity seekers and family members /c. Presence of Injured person in the crime scene, what to do? /d. Presence of dead person in the crime scene, what to do? /

2. PROCEDURES AT THE CRIME SCENEa. Upon arrival at the crime scene /b. Recording of facts/ details /c. Searching for evidence /d. Collecting evidence /e. Removal of evidence /f. Tagging of evidence /g. Evaluation of evidence /h. Preservation of evidence /i. Releasing evidence /j. Releasing the scene /

3. CRIME SCENE SKETCHING AND PLAN DRAWINGa. Introduction /b. The need for plan drawings /c. Types of drawings / c.1 The rough sketch / c.2 The plan drawing /d. The value of the finished drawing /e. Measurements /f. Type of sketches /h. Table of Recommended Legend Symbols

4. CRIME SCENE SEARCHESa. Strip search method /b. Double strip search method /c. Spiral search method /


d. Zone search method /e. Wheel search method /

5. KNOWLEDGE OF LAWS, RULESa. Laws a.1 Articles 293, 294, 295, 296, 297, 298, 299, 300, 301, 302, 303, 304 and 305, RPC (Robbery in General)

/

a.2 Articles 308, 309, 310, 311, RPC (Theft)

/

a.3 Article 315, 316, 317, 318, RPC (Swindling and other Deceits)

/

b. Rules b.1 Sec 4, Rule 113 (arrest with warrant)

/

b.2 Sec 5, Rule 113 (Warrant less Arrest/Doctrine of Citizen’s Arrest

/

b.3 Sec 6, Rule 113 (Time of making arrest)

/

b.4 Sec 7, Rule 113 (Method of arrest by officer by virtue of warrant

/

b.5 Sec 8, Rule 113 (Method of arrest by officer without a warrant)

/

b.6 Sec 9, Rule 113 (Method of arrest by private person)

/

b.7 Sec 10, Rule 113 (Officer may summon assistance)

/

b.8 Sec 11, Rule 113 (Right of officer to break into building or enclosure)

/

b.9 Sec 12, Rule 113 (Right to break out from building or enclosure)

/

b.10 Sec 13, Rule 113 (Arrest after escape or rescue)

/

b.11 Sec 14, Rule 113 (Right of attorney or relative to visit person arrested)

/



____________________ _______________ (PNP RECRUIT) (DATE)




The following subjects will be covered during the 3rd Week of the Field Training Program (FROM:_______________ TO:_______________).


TRAINED TESTED DATE

1. IDENTIFYING WITNESSESa. Location of witness at time of observation /b. Weather and light conditions /c. Absence of presence of distracting events or circumstances /d. Lapse of time since the observation was made /e. Witness experiences /f. Physiological influences /g. Psychological influences /

2. INTERVIEWING WITNESSESa. Familiarity with the case (who, what,

when, where, how and why of the crime)

/

b. Familiarity with the background of the interviewee.

/

c. Estimate of information sought/ preparation of set of questions

/

d. Time of interview /e. Proper stance/position during Field Interview /f. Proper posture/position during room interview /g. Introduction and Identification /h. Recording the interview /i. Closing the interview /

3. DESCRIPTION TECHNIQUESa. General characteristics of a person (sex, race, height, build, posture, weight, age, complexion) /


b. Specific characteristics of a person (head, profile, face, hair, forehead, eyebrows, eyes, nose, mouth, lips, mustache and beard, chin, ears, marks and scars, speech, personal appearance)

/

4. KNOWLEDGE OF LAWS, RULESa. LAWS a.1 Article 335, RPC (Rape) / a.2 Article 336, RPC (Acts of Lasciviousness) / a.3 RA 7610 (Anti-Child Abuse Law) /b. RULES b.1 Sec 7, Rule 112 (Inquest Proceedings) /


____________________ _______________ (PNP RECRUIT) (DATE)




The following subjects will be covered during the 4th Week of the Field Training Program (FROM:_______________ TO:_______________). FTO Note: Date and initial each of the below categories.

TRAINED TESTED DATE

1. POLICE REPORT WRITINGa. Definitions/concept of police reports /b. Types/classification of police reports /c. Values/Uses of police reports /d. Writing short paragraphs /

2.

INVESTIGATIVE REPORT WRITING

a. Five basic steps in Investigative report writing /b. Qualities of Good Report Writing /c. Three classifications of Investigative reports / c.1 Initial report / c.2 Progress report / c.3 Final report /d. Paragraph Construction d.1 Definition / d.2 Introductory paragraph / d.3 Grammar / d.4 Spelling /e. Field Note-taking e.1 Simple rule / e.2 Example of a Field-note interview / e.3 Exercise (Student Practical) /

3.

AFFIDAVIT / COMPLAINT FAMILIARIZATION (Sample Forms and Actual cases) a. Affidavit of complaint, sample form, actual case

/

b. Complaint filed by offended party before the Municipal Judge (Format)

/

c. Complaint filed by Peace Officer /


(Format)d. Complaint for violation of Municipal Ordinance (Format)

/

4. KNOWLEDGE OF LAWS, RULESa. LAWS / a.1 Article 267, RPC (Kidnapping – in relation to Heinous Crime Law)

/

a.2 Article 282, RPC (Grave Threat) / a.3 Article 327, RPC (Malicious Mischief) / a.4 PD 1866 (Illegal possession of firearms as amended) / a.5 Sec 5, RA 9165 (Selling Illegal Drugs) / a.6 Sec 11, RA 9165 (Possession of Illegal Drugs) / a.7 Sec 15, RA 9165 (Using Illegal Drugs) / a.8 PD 1612, Anti-fencing Law / a.9 BP 22, Bouncing Checks Law / a.10 BP 6, Illegal Possession of Bladed weapon / a.11 PD 1602 (Illegal Gambling) a.12 RA 6539 (Carnapping) b.1 Sec 1, Rule 126 (Search Warrant defined) / b.2 Sec 4, Rule 126 (Requisites for issuing Search warrant) / b.3 Sec 7 and 13, Rule 126 (Authority given to officers in the conduct of search)

/


____________________ _______________ (PNP RECRUIT) (DATE)


Chapter V.Performance Evaluation Policies and Methods

Section 1. Reports and Evaluations

1.1 Daily Observation Report (DOR) 13

1.1.1. Introduction

The Daily Observation Report (DOR) is the second most important document in the FTP. It is completed daily by the FTO every time he and the police recruit report for duty. It provides vital information regarding the performance of the police recruit as he goes on with his daily training activities. It identifies the strengths and weakness of the recruit whenever he performs police jobs on duty. Further, it is a source of information for FTO’s and other training officers to decide whether or not the recruit can progress to other subjects or has to retake an activity where he has failed.

The DOR (please see sample in page ____) contains thirty three (33) tasks which are categorized into six (6) key areas as follows:

Key Areas No. of tasks

a. Appearance - - - - - - - - - - - - - - - - - - - - - - - - 1

b. Attitude - - - - - - - - - - - - - - - - - - - - - - - - - - - 4

c. Punctuality and Attendance - - - - - - - - - - - - - - - 2

d. Knowledge - - - - - - - - - - - - - - - - - - - - - - - - - - 4

e. Performance - - - - - - - - - - - - - - - - - - - - - - - - - 19

f. Relationship - - - - - - - - - - - - - - - - - - - - - - - - - - 3

========

TOTAL 33

All these thirty three (33) tasks are described in detail in the Standardized Evaluation Guidelines (SEG) specifically on how they fall within the level of Unsatisfactory, Satisfactory and Superior. On a given day, the FTO’s shall check on all of the activities and make their evaluation but they should give more emphasis on the KNOWLEDGE and PERFORMANCE


categories. Not all those listed under knowledge and performance may be evaluated and reflected on the DOR. This will depend on the activities listed on the Recruit Skills Mastery Checklist. If the activity for the day is simply “Knowledge of Art 248, RPC ” then the FTO shall only be required to check Item #9 which is “Knowledge of Criminal Laws/Special Laws, reflected by Verbal/Written/Simulated Testing Reflected on the Field of Performance”

In more complex activities which requires multiple skills such “How to handle hit and run scenarios”, an FTO is required to check all appropriate boxes that were evident in said activity. For example:

a. Item 13. Driving Skills: Stress conditionsb. Item 14. Orientation / Response time to callsc. Item 20. Field Performance: Stress Conditionsd. Item 22. Interview / Interrogation Skill (situational)e. Item 24. Officer Safety (General) (No Suspect was found /

arrested)f. Item 25. Officer Safety while confronting suspects / prisoners

(If a suspect was arrested and handcuffed)g. Item 26. Control of Conflict: voice commandh. Item 27. Control of conflict: physical skill (If the recruit

chased or controlled the suspect and applied proper arrest technique)

i. Item 28. Problem solving / decision makingj. Radio: Appropriate use of codes / procedure (If the recruit

called the station by radio and used correct radio codes in informing the station and in calling for back – up)

The DOR uses a seven (7) point scale in rating. 14 A rating of 1 or 2 on the DOR means the performance of the recruit is UNSATISFACTORY. Ratings of 3, 4 and 5 are described as SATISFACTORY and within standard while ratings of 6 or 7 are considered SUPERIOR by FTP Standard. To pass a task or skill, the recruit must attain a rating of SATISFACTORY or SUPERIOR during evaluation. However, the FTO cannot just judge the recruit without any basis or standard as reference. Every time he starts to fill up the DOR, he must consult the Standardized Evaluation Guidelines (SEG) to see the correct performance whether it falls within the level of Unsatisfactory, Satisfactory or Superior.

On the right side of the DOR are three (3) columns of small boxes under initials N.O. (Not Observed), N.R.T. (Not Responding to Training) or R.T. (Remedial Training). The boxes for N.O. (Not Observed) are checked if


the tasks corresponding to it were not conducted and evaluated on a training day. Likewise, the boxes for N.R.T. (Not responding to Training) are checked if the recruit initially acquired an unsatisfactory rating in a certain task and this was again explained or demonstrated by the FTO but still the police recruits failed to act or respond to a given situation. The marking of NRT or Not Responding to Training is a red flag indicating that the police recruit is failing. The FTO should exert more effort and should use simpler techniques or methods of training to enhance the capability of the police recruit to understand and learn the skill which is intended to be learned.

Also, marking the boxes under R.T. or Remedial Training on the DOR means that the police recruit failed for the third time on a certain skill or knowledge and that further training and re-test is required to confirm if the recruit can really do the job of a policeman or not.


UNSATISFACTORYBY FTO PROGRAM

STANDARDS

SATISFACTORYLEVEL

SUPERIOR BYFTO PROGRAM

STANDARDS

RATING SCALE

PNP FIELD TRAINING PROGRAM

DAILY OBSERVATION REPORT NO. ______15

______________________________________________________________________________________________FTP ACTIVITY: PATROL TRAFFIC INVESTIGATION

RECRUIT LAST NAME FIRST INITIAL BADGE NO. FTO’S LAST NAME FIRST NAME BADGE NO. DATE

RATING INSTRUCTION: Rate observed behavior with reference to the scale below. Comment on the most and least satisfactory performance of the day. Comment on any behavior you wish, but specific comment required on all ratings of “2” or less and “6” and above. Check “N O” box if not observed. If trainee fails to respond to training, check the box “N T R” and comment.

1 2 3 4 5 6 7

APPEARANCE N.O. N.T. R. R.T.1 1. GENERAL APPEARANCE 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

PROFESSIONAL ATTITUDE AND POLICE COMMUNITY RELATIONS

2 2. ACCEPTANCE OF FEEDBACK/CORRECTION – FTO PROGRAM 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐3 3. ATTITUDE TOWARDS POLICE WORK 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐4 4. RESPECT/ COURTESY TO CIVILIANS / PNP SUPERIORS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐5 5. UPHOLD/ OBEY THE LAW 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐6. 6. RELATIONSHIP WITH CITIZENS IN GENERAL 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐7. 7. RELATIONSHIP WITH ETHNIC?FOREIGN GROUPS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐8. 8. RELATIONSHIP WITH OTHER PNP MEMBERS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

PUNCTUALITY & ATTENDANCE

9 9. REPORT FOR DUTY ON TIME 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐10

10 COMPLETE HIS/HER TOUR OF DUTY 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

KNOWLEDGE11. KNOWLEDGE OF PNP LAWS, POLICIES AND PROCEDURES

REFLECTED BY VERBAL/WRITEN/SIMULATED TESTING 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐ REFLECTED IN THE FIELD OF PERFORMANCE 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐12. KNOWLEDGE OF CRIMINAL & SPECIAL LAWS / ORDINANCES REFLECTED BY VERBAL/WRITEN/SIMULATED TESTING 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐ REFLECTED IN THE FIELD OF PERFORMANCE 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

13

13. KNOWLEDGE OF TRAFFIC LAWS, RULES AND ORDINANCES

REFLECTED BY VERBAL/WRITEN/SIMULATED TESTING 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐ REFLECTED IN THE FIELD OF PERFORMANCE 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

14

14. KNOWLEDGE OF CRIMINAL PROCEDURE

REFLECTED BY VERBAL/WRITEN/SIMULATED TESTING 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐ REFLECTED IN THE FIELD OF PERFORMANCE 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

PERFORMANCE15. DRIVING SKILLS: NORMAL CONDITION 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

DRIVING SKILLS: MODERATE AND HIGH STRESS CONDITIONS

1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

14

14. ORIENTATION/ RESPONSE TIME TO CALLS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

15

15. ROUTINE FORMS: ACCURACY/ COMPLETENESS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

1 16. REPORT WRITING: ORGANIZATION/ DETAILS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐


STANDARDIZED EVALUATION GUIDELINES

617

17. REPORT WRITING: GRAMMAR/ SPELLING/ NEATNESS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

18

18. REPORT WRITING: APPROPRIATE TIME USED 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

19

19. FIELD PREFORMANCE: NON STRESS CONDITIONS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

20

20. FIELD PREFORMANCE: STRESS CONDITIONS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

21

21. INVESTIGATIVE SKILLS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

22

22. INTERVIEW/ INTEROGATION SKILL 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

23

23. SELF INITIATED FIELD ACTIVITY 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

24

24. OFFICER SAFETY: GENERAL 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

25

25. OFFICER SAFETY: SUSPECTS/ SUS. PERS./ PRISONERS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

26

26. CONTROL OF CONFLICT: VOICE COMMAND 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

27

27. CONTROL OF CONFLICT: PHYSICAL SKILL 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

28

28. PROBLEM SOLVING/ DECISION MAKING 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

29

29. RADIO: APPROPRIATE USE OF CODES/ PROCEDURE 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

30

30. TRAFFIC LAW ENFORCEMENT SKILL 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

RELATIONSHIP31

31. WITH CITIZENS IN GENERAL 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

32

32. WITH ETHNIC/ FOREIGN GROUPS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

33

33. WITH OTHER PNP MEMBERS 1 2 3 4 5 6 7 ⊏ ⊐ ⊏ ⊐ ⊏ ⊐

THE MOST SATISFACTORY AREA OF PERFORMANCE TODAY WAS RATING CATEGORY NUMBER ______________________A SPECIFIC INCIDENT WHICH DEMONSTRATES TODAY’S PERFORMANCE IN THIS AREA IS:_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

THE LEAST SATISFACTORY AREA OF PERFORMANCE TODAY WAS RATING CATEGORY NUMBER ______________________A SPECIFIC INCIDENT WHICH DEMONSTRATES TOFAY’S PERFORMANCE IN THIS AREA IS: ___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

DOCUMENTATION OF PERFORMANCE AND COMMENTS:

CATEGORY NO.

__________________________________________________________________________________________________________________________________________________________________________________________________________________________________


______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

________________________________________________ ________________________________________________RECRUIT OFFICER SIGNATURE TRAINING OFFICER SIGNATURE

REVIEWED BY:__________________________________


1.1.2 Manner of Rating

The four (4) strike policy

The Police recruit is expected to absorb a variety of skills and methodologies during the duration of the FTP. In cases where in a particular recruit’s performance on a certain task during the training day was deemed substandard or below average by the FTO, said recruit shall acquire a grade of UNSATISFACTORY for that particular task.

When this happens, the police recruit is tasked to undertake his first retraining session. As previously mentioned, the FTO is given the option to employ simpler methods of teaching to enable the failing recruit get a good grasp of the subject matter. The FTO could even conduct mock situations, role plays, or even use multi-media if he believes that this is what it takes to enable understanding. After employing all the suggested teaching strategies, the FTO then conducts another performance review. If the recruit still fails, that recruit will get an N.R.T rating (Not Responding to Training).

A Police Recruit who gets an N.R.T. rating will undertake his 2nd

retraining session for that particular task or skill. This time the FTO has the option not to demonstrate or re-teach the lesson, but simply to remind the recruit on his AFIs (Areas for Improvement). All 2nd Re-training sessions and subsequent performance evaluation shall be conducted one (1) hour before the end of the tour-of-duty of both FTO and recruit. The FTO is required to allocate one (1) hour daily in the event of a 2nd re-training session.

A student who still fails in the performance evaluation during his 2nd re-training session shall be required to undertake Remedial Training.

Any recruit will not be allowed to proceed to the next training week unless he has passed the test and evaluation of his FTO for the current week. The FTO will be held liable for Gross Neglect of Duty if he allows a student to proceed to the next training week without having passed all the required skills.

1.1.3 Conduct of Remedial Training (RT)

It must be stressed that a Remedial Training is a police recruit’s FINAL attempt to prove that he is fit to continue with the FTP. Because of the severe implications, it required that ALL REMEDIAL TRAINING SESSIONS WILL BE CONDUCTED DURING THE WEEKEND, for two (2) reasons;


1) To give the recruit ample time to prepare and review, 2) To give the C, FTC enough time to look for a substitute FTO, since the regular FTO is entitled to his one (1) day off. This is also to determine if the regular FTO’s style of teaching does not elicit a response from his student.

As previously mentioned, a police recruit who gets an N.R.T during his 2nd re-training session (see chart) will be required to undertake a Remedial Training Session. The entire process begins when the regular FTO shall accomplish the Remedial Training Worksheet as an attachment to his DOR and submits it to the FTS for evaluation. The Remedial Training Worksheet is a detailed description of a recruit’s specific performance deficiency. The regular FTO must provide concrete examples and explicit details of a recruit’s weaknesses/problems during the previous training sessions.

The FTS will then submit the accomplished Remedial Training Worksheet along with his recommendations to improve the police recruit’s performance to the C, FTC. The C, FTC, on his part will authorize the conduct of the RT session under the auspices of a substitute FTO. NO REMEDIAL TRAINING SESSIONS SHALL BE CONDUCTED WITHOUT THE CONSENT OF THE C, FTC.

The substitute FTO shall exert all available means and resources to ensure that the police recruit has a fair and equitable chance of passing the training session. The substitute FTO is likewise required to inform the recruit that the RT is his FINAL attempt to master the required skill. The recruit is then asked to countersign on the Remedial Training Worksheet as proof that he will abide by the results of the Remedial Training Session.

If the recruit still fails his Remedial Training, the FTO has no choice but to recommend the TERMINATION of said police recruit. Further, the recruit shall no longer be allowed to proceed to the next phase of the training.

1.1.4 Written Quizzes and Other Reports

Documentation of recruit’s performance is highly advised in order to provide an objective and impartial account. This especially comes in handy if and when a recruit questions the validity of the ratings given. Hence, all FTO’s are required to give out written exams/quizzes, most especially on lessons which are theoretical or knowledge based (such as laws, memo circulars, report writing) to provide him with the needed evidence or justification of his submitted rating.


The general rule of thumb should be this: Documentation should be performed on almost all activities, except only during practical exercises which needs the recruit to demonstrate appropriate technique (such as proper handcuff techniques) in order to have a solid data and confirmation of a recruit’s performance.

Other activities which will require the recruit to submit to a written examination are as follows:

a. Spot Reports (check for content “5W’s + 1H, grammar usage, punctuation, relevance)

b. Blotter Entry (check for accuracy of details, neatness, relevance)c. Affidavit-writing (check for grammar usage, punctuation, relevance)d. Sworn Statements (check for grammar usage, punctuation,

relevance)e. Crime Scene Sketches (Accuracy, procedure, etc.)f. Writing Traffic Citation Tickets (Adherence to procedure,

implementation)

1.2 The Weekly Performance Report

All Field Training Supervisors are required to submit a Weekly Performance Report, which is further documentation of the relative progress made by the recruit. The Weekly Performance Report is an objective assessment of the recruit’s progress and performance based on the documents submitted by the FTOs such as DORs, results of the quizzes and written reports like spot reports, blotter entry etc.

The FTS will comment on the following items:

1. The recruit’s performance, as measured by the performance guidelines. This comment should include an evaluation of the recruit’s overall performance, as well as specific strengths and weaknesses.

2. The recruit’s progress, increasing, decreasing, or no performance change.

3. Any remedial training provided, its effects, and additional training needed.

4. Any formal counseling given to the recruit by the FTO.


The recruits will be encouraged by the FTS to discuss freely their performances and feelings regarding the PNP Field Training Program, and the FTO. Any personal weakness the recruit perceives that is not being resolved with the present training program will be discussed and where possible, remedial training planned. This report will be filled out weekly by the FTS, signed and forwarded to the FTC with the Daily Observation Reports attached for review by the Chief, Field Training Center.

The format of the weekly performance report will be in memorandum type addressed to the Chief, Field Training Center.

1.3 The Field Training File

The FTO is responsible for starting a training file for each new trainee. The Field Training File is a compilation of documentation detailing the performance (positive or negative) of a police recruit. The information in the file shall be treated as confidential.

The reason for confidentiality should be obvious, aside from moral implications. Credibility of the program and its staff depends in part, on how information is treated and to whom it is given. The Field Training File will be open to the following personnel:

1. Chief of Police2. Deputy Chief of Police3. Chief, Admin/Personnel Division4. Chief, FTC5. Field Training Supervisors6. Field Training Officers

Expressed permission from the Chief, Admin/Personnel Division must be obtained before files are made available to anyone else.

The FTOs are responsible for insuring that the appropriate documentation is placed in the police recruit’s file. It is the Field Training Supervisor’s job to ensure that the following documents or copies of the documents are included in the Field Training File:

1. Daily Observations Reports2. Weekly Performance reports3. All Written Quizzes and Reports made by Recruit4. Mandatory Written Examination after each Phase 5. Any other necessary documentation


The FTC will be the repository of all training files. The FTS will ensure that ensure that files are in order.

1.4 The Field Training Tracking Sheet

The Field Training Tracking Sheet for each police recruit shall be accomplished by the Field Training Supervisor (FTS) as each DOR in turned in daily. It is a very useful management tool in determining trends, the trainee’s over-all progress, and certain aspects of FTO performance. Only those DORs where training occurs are listed on the tracking chart. Absence DORs are not listed.

The sheets list the DOR number and the ratings given for each of the 33 tasks. All grades of 4 and above and any NOs (Not Observed) are written in BLACK INK, while grades 3 and below, including NRTs (Not Responding to Training) are written in RED INK. A trainee’s progress, or lack thereof, can then easily be seen by simply scanning the chart.

Rating trends of FTOs can be just easily spotted. FTOs who are consistently rating lower or higher than the others can be compared with their counterparts, thus assisting the FTO Staff to identify non-standardized evaluating techniques.

This form, used for tracking the rating, is a very persuasive document when judgments are made about retention, termination, or extension in the program. It is also an excellent tool to use to show a trainee, at a glance, their progress in the program, and on what specific areas they need to concentrate to improve their skills. (See form in next page)


PNP FIELD TRAINING PROGRAM

FIELD TRAINING TRACKING SHEETPOLICE STATION: ___________________________________________________________________

POLICE RECRUIT: ___________________________________________________________________

FIELD TRAINING OFFICER___________________________________________________________

MONTH OF: __________________________________ YEAR OF: ___________________________

DOR TASK DAY DAY DAY DAY DAY DAY DAY DAY DAY DAY1. GENERAL APPEARANCE2. ACCEPTANCE OF FEEDBACK/CORRECTION3. ATTITUDE TOWARDS POLICE WORK4. RESPECT/COURTESY TO

CIVILIANS/SUPERIORS5. UPHOLD/OBEY THE LAW6. REPORT FOR DUTY ON TIME7. COMPLETES HIS TOUR OF DUTY8. KNOWLEDGE OF PNP POLICIES AND

PROCEDURES9. KNOWLEDGE OF CRIMINAL/SPECIAL

LAWS10. KNOWLEDGE OF TRAFFIC LAWS, RULES,

AND REGULATIONS11. KNOWLEDGE OF CRIMINAL PROCEDURE12. DRIVING SKILLS (NORMAL PROCEDURES)13. DRIVING SKILLS (MODERATE AND HIGH

STRESS CONDITIONS)14. ORIENTATION/RESPONSE TIME TO CALLS15. ROUTINE FORMS – ACCURACY AND

COMPLETENESS16. REPORT WRITING –ORGANIZATION AND

DETAILS17. REPORT WRITING – GRAMMAR, SPELLING,

NEATNESS18. REPORT WRITING- APPROPRIATE TIME

USED19. FIELD PERFORMANCE – NON STRESS

CONDITIONS20. FIELD PERFORMANCE – STRESS

CONDITIONS21. INVESTIGATIVE SKILLS22. INTERVIEW/INTERROGATION SKILL23. SELF-INITIATED FIELD ACTIVITY24. OFFICER SAFETY-GENERAL25. OFFICER SAFETY- SUSPECTS, SUSPECTED

PERS, PRISONERS26. CONTROL OF CONFLICT – VOICE

COMMAND27. CONTROL OF CONFLICT – PHYSICAL

SKILL28. PROBLEM SOLVNG-DECISION MAKING29. RADIO/APPROPRIATE USE OF CODES 30. TRAFFIC LAW ENFORCEMENT SKILL31. RELATIONSHIP WITH CITIZENS IN

GENERAL32. RELATIONSHIP WITH ETHNIC GROUPS

OTHER THAN HIS OWN33. RELATIONSHIP WITH OTHER PNP

OFFICERS

FTS COUNTERSIGN


1. 4 Standardized Evaluation Guidelines (SEG) 16

1.4.1 Introduction

The Standardized Evaluation Guidelines (SEG) are the “measuring stick” against which the police recruit’s performance are evaluated. Being a standard, it sets the level or mark from which a recruit’s progress is compared. To attain fairness and objectivity, the SEG shall be the only standard of behavior to be used in the program.

Filling up the Daily Observation Report with the use of the SEG may appear easy indeed, but there may be some doubts that linger in the minds of both the FTO’s and police recruits. This happens due to difference of perception.

There is no problem that the PNP can set a standardization of rating. But setting a standardized perception exactly to its last detail may not be easy. In fact it is impossible. The reason is that obviously, every man or woman is unique physically, how he or she thinks and how he or she behaves.

“But guiding perception with the use of standard can help achieve a purpose. If a policed recruit with “un-shined shoes” is seen and rated by an FTO as “1” but is rated by another FTO as “2”, this should not be a problem as long as they fall within the level of UNSATISFACTORY. There is trouble however when the second FTO perceived the “un-shined shoes” as “3”,”4” or “5” which already fall under SATISFACTORY. This shows a wide disparity of perception.” 17

The answer here is to let all training officers who will become FTOs undergo the same training with the use of the same training materials and references. This way, they will acquire the same concepts and principles which can help shape perceptions of FTOs on a certain behavior which may be not exactly of the same numerical value but at least fall within the same category.

Another option is to conduct calibration exercises. In this activity, the FTS will present a mock situation for all FTOs to rate using the SEG. The results of each of the FTOs’ ratings will be compared and analyzed to determine conflicting areas in perception. Individualized meetings between the FTS and the FTOs will then be conducted to rectify the mistakes and make proper adjustments.

1.4.2 Format and Scale Value Definitions

The “1”,”4” and “7” scale value definitions are to be used when rating a recruit behavior in each of the performance categories. It is through the


use of these guidelines that program standardization and rating consistency is achieved.

THE STANDARDIZED EVALUATION GUIDELINES (SEG)

APPEARANCE

1. GENERAL APPEARANCE – Evaluates physical appearance, dress, demeanor.

(1) Unsatisfactory – Overweight, dirty shoes and wrinkled uniform. Uniform fits poorly or is improperly worn, Hair un-groomed and/or in violation of PNP regulation. Dirty weapon, equipment. Equipment missing or inoperative. Offensive body odor, breath.

(4) Satisfactory – Uniform neat, clean. Uniform fits and is worn properly. Weapon, leather, equipment is clean and operative. Hair within regulations, shoes are shined.

(7) Superior – Uniform neat, clean and tailored. Displays command bearing.

ATTITUDE

2. ACCEPTANCE OF FEEDBACK: FTO/FTO PROGRAM – Evaluates the way a recruit accepts trainer’s criticism and how that feedback is used to further the learning process and improve performance.

(1) Unsatisfactory – Rationalizes mistakes, denies that errors were made, is argumentative, refuses to, or does not attempt to, make corrections. Considers criticism as personal attack.

(4) Satisfactory – Accepts criticism in a positive manner and applies it to improve performance and further leaning.

(7) Superior – Actively solicits criticism / feedback in order to further learning and improve performance. Does not argue or blame others for errors.

3. ATTITUDE TOWARD POLICE WORK – Evaluates how a recruit views new career in terms of personal motivation, goals and acceptance of the responsibilities of the job.

(1) Unsatisfactory – Sees career only as a job, uses job to boost ego, abuses authority, demonstrates little dedication to the principles of the profession.

(4) Satisfactory – Demonstrate an active interest in new career and in police responsibilities.


(7) Superior - Utilizes off – duty time to further professional knowledge, actively soliciting assistance from others to increase knowledge and improve skills. Demonstrate concern for the fair and equitable enforcement of the law, maintaining high ideals in terms of professional responsibilities.

4. RESPECT / COURTESY TO CIVILIANS / PNP SUPERIORS – Evaluate how recruits show their regard or consideration to other members of the community or PNP organization.

(1) Unsatisfactory – Arrogant and shows disrespect to people; uses offensive or vulgar language when talking to people such as “putang ina”, “gago”, “tarantado”, “fuck you”, etc. Does not address or greet other people or his / PNP superiors with “madam” or “sir”. Does not address older people with “po” or “opo”. Does not salute his PNP superiors especially those in uniform; Looks the other way when he meets his superiors inside or outside the building. Utters insulting and demeaning words to civilians and other police officers. Removes his uniform or clothes infront of people.

(4) Satisfactory - Greet station clients, visitors or his PNP superiors with “madam” or “sir”; Greets older people “po” or “opo” ; Is especially outside buildings considerate and gives priority to others; Salutes his superiors; Escort or extend a helping hand to old folks or children climbing stairs or crossing the street;

(7) Superior – Smile to people and address them with “madam” or “sir”; Cheerfully greet people with “Good morning sir”, “Good morning madam”, “ Magandang umaga po”, etc. Naturally address older people with “po” or “opo”; Stand at attention, face his PNP Superiors and Renders a snappy salute when he meets them outside the building;

5. UPHOLD/ OBEY LAWS, RULES AND REGULATIONS – Evaluate how the recruit carry, support or maintain the laws, rules and regulations.

(1) Unsatisfactory - Breaks or Disobeys the law, rules or regulations; Encourages fellow recruits or other people to

break the law; Uses his uniform to commit illegal acts such as “kotong”, “hulidap”, etc; Defies PNP directives or legal orders

of superiors; commits insubordination

(4) Satisfactory – Law abiding; Complies, to the provisions of the law, rules and regulations; knows what acts are prohibited or not and knows how to apply them.


(7) Superior – Consistently obeys and supports the law; Continuously study and update himself about the laws, rules and regulations; Has clear knowledge and understanding about the law and applies them correctly.

PUNCTUALITY AND ATTENDANCE

6. REPORT FOR DUTY ON TIME - Evaluates how the recruit is conscious of the time he renders service to the community:

(1) Unsatisfactory – Absent from duty ; Late when reporting for duty; Gives the usual excuses such as “matraffic”, nasiraan

ang sinasakyan”, sumakit ang tyan”, etc. when he could have, woke up and reported earlier; Does not maintain a schedule of his duties; Can not be located during roll call; Does not attend

morning or evening formations prior to dispatch.

(4) Satisfactory – Reports on time for duty; Already in uniform and ready to render service to the community; Attends morning or evening formations for briefing prior to dispatch.

(7) Superior – Already at the station one (1) hour before duty time and in complete uniform ready for duty; First to fall in line during roll call; Available for dispatch anytime

7. COMPLETES HIS/HER TOUR OF DUTY – Evaluates the dedication of the police recruit towards his duty.

(1) Unsatisfactory – Disappears or Escapes from duty or can not be located after roll call; can not be located at his post or beat; Leaves his post or beat before the lapse of his tour of duty;

(4) Satisfactory – Performs his duty from the time of roll call and reporting up to the end of his shift. Affix his signature on the attendance sheet on the start or upon the end of his tour of

duty

(7) Superior – Extend his duty even beyond his duty shift upon seeing a sudden demand of police service

community; Willing to sacrifice and takeover the work of a fellow policeman who cannot report due to an emergency;

KNOWLEDGE

8. KNOWLEDGE OF PNP POLICIES AND PROCEDURES – Evaluates a recruit’s knowledge of PNP procedures and ability to apply this knowledge under field conditions.

-Reflected by Testing-


(1) Unsatisfactory – When tested, verbally or written, answers with less than 20% accuracy.

(4) Satisfactory – When tested, verbally or written, answers with more than 20% accuracy.

(7) Superior - When tested verbally or written, answers with 100% accuracy.

-Reflected in Field Performance-

Unsatisfactory – Fails to display knowledge of PNP policies/ regulations/ procedures or violates same.

(4) Satisfactory – Familiar with most commonly applied PNP policies / regulations / procedures and complies with same

(7) Superior - Has an excellent working knowledge of PNP policies / regulations /procedures including lesser known and seldom used ones.

9. KNOWLEDGE OF CRIMINAL AND SPECIAL LAWS/STATUTES – Evaluates a recruit’s knowledge of the criminal statutes and ability to apply that knowledge in field situations.

- Reflected by Testing -



(7) Superior - When tested, verbally or written, answers with 100% accuracy.


Unsatisfactory – Does not know the elements of basic sections of the codes. Does not recognize criminal offenses when encountered or make mistakes relative to whether or not crimes have been committed and if so, which crimes.

(4) Satisfactory – Recognizes commonly encountered criminal offenses and applies appropriate section of the code. Knows difference between criminal and non criminal activity.


(7) Superior - Has outstanding knowledge of the criminal codes and applies that knowledge to normal and unusual criminal activity.

10. KNOWLEDGE OF TRAFFIC LAWS, RULES AND ORDINANCES Evaluates police recruit’s knowledge of traffic codes and ordinances and ability to apply that knowledge in field situations.




(7) Superior - When tested, verbally or written, answers with 100% accuracy.

- Reflected in Field Performance –

(1) Unsatisfactory – Does not know even the most often used sections of the codes. Does not recognize violations when committed and/or incorrectly identifies violation.

(4) Satisfactory – knows and recognizes commonly encountered criminal and non criminal violations. Applies appropriate sections of the code. Applies appropriate sections. Can locate lesser known sections in reference material.

(7) Superior - Displays outstanding knowledge of traffic codes including lesser known sections. Quickly and effectively apply codes.

11. KNOWLEDGE OF CRIMINAL PROCEDURE – Evaluates recruit’s knowledge of criminal procedures, including laws of arrest and search/seizure. Evaluates ability to apply those procedures in field situations.





(7) Superior - When tested verbally or written, answers with 100% accuracy.


Unsatisfactory – Violates procedural requirements. Attempts to conduct illegal searches, fails to search when appropriate, attempts to arrest unlawfully.

(4) Satisfactory – Follows required procedure in commonly encountered situations. Conducts proper searches and seizes evidence legally. Arrest within legal guidelines.

(7) Superior - Follows required procedure in all cases, accurately applying law relative to searching, seizing evidence and affecting arrests.

PERFORMANCE

12. DRIVING SKILL: NORMAL CONDITIONS – Evaluates the recruit’s skill in the operation of the police vehicle under normal driving conditions.

(1) Unsatisfactory – Frequently violates traffic laws. Involved in chargeable accidents. Fails to maintain control of vehicle or displays poor manipulate skills in vehicle operation.

(4) Satisfactory – Obeys traffic laws when appropriates. Maintains control of the vehicle. Performs vehicle operation while maintaining an alertness to surrounding activity. Drives defensively.

(7) Superior – Sets an example for lawful, courteous driving. Maintains complete control of the vehicle while operating radio, checking hot sheet, etc. Is a superior defensive driver.

13. DRIVING SKILL: MODERATE AND HIGH STRESS CONDITIONS – Evaluate the recruit’s skill in vehicle operation under emergency situations and in situations calling for other than usual driving skill.

(1) Unsatisfactory – Involved in chargeable accidents. Uses red lights and siren unnecessarily or improperly. Drives to fast or to slow for the situation. Loses control of the vehicle.

(4) Satisfactory – Maintain control of vehicle and evaluates driving situations properly.


(7) Superior – Displays high degree of reflex ability and driving competence. Anticipates driving situations in advance and acts accordingly. Practices defensive techniques. Responds very well relative to the degree of stress present.

14. ORIENTATION / RESPONSE TIME TO CLLS – Evaluates the recruit’s awareness of surroundings, ability to find locations and arrive at destination within an Satisfactory period of time.

(1) Unsatisfactory – Unaware of location while on patrol, Does not properly use the beat map. Unable to relate location to destination. Gets lost. Expends to much time getting to destination.

(4) Satisfactory – Is aware of location while on patrol. Properly uses the beat map. Can relate location to destination. Arrives within reasonable amount of time.

(7) Superior – Remembers locations from previous visits and does not need the beat map to get there. Is aware of shortcuts and utilizes them to save time. High level of orientation to the beat and City.

15. ROUTINE FORMS: ACCURACY / COMPLETENESS – Evaluates recruit’s ability to properly utilize departmental forms necessary to job accomplishment.

(1) Unsatisfactory – Is unaware that a form must be completed and/or is unable to complete the proper form for the given situation. Forms are incomplete, inaccurate or improperly used.

(4) Satisfactory – Knows the commonly used forms and understands their use. Completes them with reasonable accuracy and thoroughness.

(7) Superior – Consistently makes accurate form selection and rapidly completes detailed forms without assistance.

Displays high degree of accuracy.

16. REPORT WRITING; ORGANIZATION / DETAILS – Evaluates the recruit’s ability to prepare reports the accurately reflect the situation and in a detailed, organize manner.


(1) Unsatisfactory – Unable to organize information and to reduce it to writing. Leaves out pertinent details in report. Report is inaccurate.

(4) Satisfactory – Completes reports, organizing information in a logical manner. Reports contain the required information and details.

(7) Superior – Reports are a complete and detailed accounting of events from beginning to end, written and organized so

that any reader understands what occurred.

17. REPORT WRITING; GRAMMAR/ SPELLING/NEATNESS – Evaluates the recruit’s ability to use proper English; to follow the rules for spelling and to write neatly.

(1) Unsatisfactory – Reports are illegible. Reports contain excessive number of misspelled words. Sentence structure word usage is improper or incomplete.

(4) Satisfactory – Reports are eligible and grammar is at an Satisfactory level, Spelling is Satisfactory and errors are rare. Errors, if present, do not impair understanding of the project

(7) Superior – Reports are very neat and legible. Contain no spelling or grammatical errors.

18. REPORT WRITING; APPROPRIATE TIME USED. – Evaluates the recruit’s efficiency relative to the amount of time taken to write a report.

(1) Unsatisfactory – Requires an excessive amount of time to complete a report. Takes three or more times the amount of time a non – police recruit would take to complete report.

(4) Satisfactory – Completes report within a reasonable amount of time.

(7) Superior – Completes reports very quickly, as quickly as a skilled veteran officer.

19. FIELD PERFORMANCE: NON STRESS CONDITIONS – Evaluates the recruit’s ability to perform routine, non – stress police activities.

(1) Unsatisfactory – When confronted with a routine task, becomes confused and disoriented. Does not/cannot


complete task, Takes wrong course of action. Avoid taking action.

(4) Satisfactory – Properly assesses routine situations, determine appropriate action and take same.

(7) Superior – Properly assesses situations including unusual or complex ones. Determines appropriate course of action and takes same.

20. FIELD PERFORMANCE: STRESS CONDITIONS – Evaluates the recruit’s ability to perform in moderate and high stress situations.

(1) Unsatisfactory – Becomes emotional, is panic stricken, can’t function, hold back, loses temper or displays cowardice. Overreacts.

(4) Satisfactory – Maintains calm and self control in most situations, determine proper course of action and takes it. Does not allow the situation to further deteriorate.

(7) Superior – Maintains calm and self control in even the most extreme situation and takes command. Determines best course of actions and takes it.

21. INVESTIGATIVE SKILL – Evaluates the recruit’s ability to conduct a proper investigation with an emphasis on crime scene investigatory procedures.

(1) Unsatisfactory – Does not conduct a basic investigation or conducts investigation improperly. Unable to accurately diagnose offense committed. Fails to discern readily available evidence, Makes frequent mistakes when identifying, collecting or booking evidence. Does not connect evidence with suspect when apparent. Lacks skill in collection and preservation of fingerprints. Does not protect scene.

(4) Satisfactory – Follows proper investigatory procedure in all but the most difficult/unusual cases. Is generally accurate in diagnosis of nature of offense committed. Collects, tags, logs and books evidence properly. Connects evidence with suspect when apparent. Collects “readable” fingerprints fro most surfaces when available.

(7) Superior – Always follows proper investigatory procedure, and always accurate in diagnosis of offense committed. Connects evidence with suspect even when not apparent. As “evidence” technician” collection and identification skills.


Can collect “readable” fingerprints from any possible surface when available.

22. INTERVIEW / INTERROGATION SKILL – Evaluates recruit’s ability to conduct a proper questioning techniques; to vary techniques to fit persons being interviewed/interrogated; to follow proper procedure.

(1) Unsatisfactory – Fails to use proper questioning techniques. Does not elicit and / or record available information. Does not establish appropriate rapport with subject and / or does not control interrogation of suspect. Fails to give Miranda warning.

(4) Satisfactory – Generally uses proper questioning techniques. Elicits most available information and records same. Establishes proper rapport with most victims /witnesses. Controls the interrogation of most suspects and generally conducts a proper Miranda admonition.

(7) Superior – Always uses proper questioning techniques. Establishes rapport which all victims/ witnesses. Controls the interrogation of even the most difficult suspects. Conducts successful interrogation of them.

23. SELF INITIATED FIELD ACTIVITY – Evaluates the recruit’s interest and ability to indicate police-related activity. To view same and to act on even low priority situations.

(1) Unsatisfactory – Does not see or avoids activity. Does not properly follow up situations. Rationalized suspicious circumstances. Does not have a broad orientation of the job.

(4) Satisfactory – Recognizes and identifies police – related activity. Has a broad orientation to job including low priority activity. Develop cases from observed activity. Displays Inquisitiveness.

(7) Superior – Seldom misses observable activity. Maintains Watch Bulletins and information as “probably cause”. Makes good quality arrests and/or proper dispositions from observed activity. Thinks well “on his feet”

24. OFFICER SAFETY: GENERAL – Evaluates the recruit’s ability to perform police task without injuring self or others or exposing self or others to unnecessary danger/risk.


(1) Unsatisfactory – fails to follow accepted safety procedures or to exercise officer safety, i.e.

A) Exposes weapons to suspect (baton, mace, handgun, etc.)

B) Fails to keep gun hand free during enforcement situations.

C) Stands in front of violator’s car door.D) Fails to control suspect’s movement.E) Does not keep suspect / violator in sight.F) Fail to use illumination when necessary or uses it

improperly.G) Fails to advice dispatcher when leaving police vehicle.H) Fails to maintain good physical condition.I) Fails to utilize or maintain personal safety equipment.J) Does not anticipate potentially dangerous situations.K) Stands to close to passing vehicular traffic.L) Is careless with gun and other weapon.M) Stands in front of doors when knocking.N) Makes poor choice of which weapon to use and when to

use it.O) Fails to cover other officers.P) Stands between police and violator’s vehicle on car stop.Q) Fails to search police vehicle prior to duty and after

transporting suspect.

(4) Satisfactory – Follows accepted safety procedures. Understand and applies them.

(7) Superior – Always works safely. Foresees dangerous situations and prepares for them. Keeps partner informed and determines the best position for self and partner. Is not overconfident; is in good physical condition.

25. OFFICER SAFETY: SUSPECTS, SUSPICIOUS PERSONS AND PRISONERS – Evaluates the recruit’s ability to perform police task in a safe manner while dealing with suspects, suspicious persons or prisoners.

(1) Unsatisfactory – Violates officer safety principles outlines in 21 (above). Additionally, fails to “pat search”, confronts people while seated in the patrol vehicle, fails to handcuff when appropriate. Conducts poor searches and fails to maintain a position of advantage to prevent attack or escape.

(4) Satisfactory – Follows accepted safety procedures with suspects, suspicious persons and prisoners.


(7) Superior – Foresees potential danger and eliminates or controls it. Maintains position of advantage in even the most demanding situations. Is alert to changing situations and prevent opportunities for danger from developing.

26. CONTROL OF CONFLICT: VOICE COMMAND - Evaluates the recruit’s ability to gain and maintain control of situations through verbal command and instruction.

(1) Unsatisfactory – Speaks to softly or timidly, speaks too loudly, confuses or angers listeners by what is said and/or how it is said. Fails to use voice when appropriate or speaks when inappropriate.

(4) Satisfactory – Speaks with authority in a calm, clear voice. Proper selection of words and knowledge of when and how to use them.

(7) Superior – Completely controls with voice tone, word selection, inflection, and the bearing which accompanies what is said. Restores order in even the most trying situations through use of voice.

27. CONTROL OF CONFLICT: PHYSICAL SKILL – Evaluates the recruit’s ability to use proper level of force for the given situation.

(1) Unsatisfactory – Uses to little or too much force for the given situation. Is physically unable to perform the task. Does not use proper restraints.

(4) Satisfactory – Obtains and maintains control through use of the proper amounts of techniques of force application.

(7) Superior – Excellent knowledge and ability in the use of restraints; Selects the right amount of force for the given situation. Is in superior physical condition.

28. PROBLEM SOLVING / DECISION MAKING – Evaluates the recruit’s performance in terms of ability to perceive, form valid conclusions, arrive at sound judgments, and make proper decision.

(1) Unsatisfactory – Acts without thought or good reason. Is indecisive, naïve. Is unable to reason through problem and come to conclusion. Cannot recall previous solution, and apply them in like situation.

(4) Satisfactory – Able to reason through a problem and come to Satisfactory conclusion in routine situations. Makes


reasonable decisions based on information available. Perceive situation as they really are.

(7) Superior – Able to reason through even in the most complex situations and is able to make appropriate conclusions. Has excellent perception. Anticipates problems and prepares resolutions in advance. Release past solutions to present situation.

29. RADIO: APPROPRIATE USE OF CODES / PROCEDURE – Evaluates the recruit’s ability to use the police radio in accordance with Department policy and procedure.

(1) Unsatisfactory – Violates policy concerning use of radio. Does not follow procedures or follow wrong procedure. Does not understand or use proper codes / language.

(4) Satisfactory – Follows policy and accepted procedures. Has good working knowledge of most – often used sections of the code / language and applies knowledge when using the police radio.

(7) Superior – Always follows proper procedures, adheres to policy. Has superior working knowledge when using the police radio.

30. TRAFFIC LAW ENFORCEMENT SKILL – Evaluates the knowledge and skill of a police recruit on traffic enforcement

(1) Unsatisfactory – Does not know how to direct traffic; Has no knowledge on standard hand signals; Poor knowledge on

traffic violations; Does not know how to use traffic citation ticket; Cannot pin – point violation of a vehicle, motorist or

pedestrian; Does not know how to apprehend traffic violators; Ignores traffic violations; Ignores traffic safety;

Engage in extortion or “kotong” activities in the streets.

(4) Satisfactory – Knows how to direct or control traffic; knows the traffic laws and ordinances; Knows how to accomplish and issue tickets to traffic violators. Has sufficient knowledge of traffic signs, signals and codes.

(7) Superior – Has excellent knowledge about traffic codes and

ordinances; Easily pinpoints traffic violations; recognizes


traffic hazards or potential causes for accidents and works to remove them; Anticipates traffic problems and initiates or makes solutions.

RELATIONSHIP

31. WITH CITIZENS: GENERAL – Evaluates the recruit’s ability to interact with citizens (including suspects) in an appropriate, efficient manner.

(1) Unsatisfactory – Abrupt, belligerent, overbearing arrogant, uncommunicative. Overlooks or avoids “service” aspect of the job. Introverted, insensitive and uncaring. Poor “non – verbal skills.

(4) Satisfactory – Courteous’ friendly and emphatic. Communicate in a professional, unbiased manner. Is service-oriented. Good “non – verbal” skills.

(7) Superior – Is very much at ease with citizen contacts. Quickly establishes rapport and leaves people feeling that the officer was interested in serving them. Is objective in all contacts. Excellent “non-verbal” skills.

32. WITH ETHNIC GROUPS OTHER THAN THIS OWN – Evaluates the recruit’s ability to interest with members of ethnic or racial groups other than his own, in an appropriate, efficient manner.

(1) Unsatisfactory – Is hostile or overly sympathetic. Is prejudicial, subjective and biased. Treats members in this grouping differently than members of his own ethnic or racial group would be treated.

(4) Satisfactory – Is at ease with members of other ethnic / racial groups. Serves their needs objectively and with concern. Does not feel threatened when in their presence.

(7) Superior – Understands the various cultural differences and uses this understanding to competently resolve situations and problems. Is totally objective and communicate in a manner that furthers mutual understanding.


33. WITH OTHER PNP MEMBERS (Specify) – Evaluates the recruit’s ability to effectively interact with other PNP members of various ranks and in various capacities.

(1) Unsatisfactory – Patronizes FTO / superiors / peers or is antagonistic toward them. Gossips. Is insubordinate, argumentative, sarcastic, resist instructions, Consider self superior, belittles others. Is not a “team” player. Fawns on others.

(4) Satisfactory – Adheres to the chain of command and accepts role in the organization. Good peer and FTO relationships and is accepted as a group member.

(7) Superior – Is at ease in contact with all, including superiors. Understand superiors’ responsibilities, respects and supports their position. Peer group leader. Actively assists others.

SECTION 2. MANDATORY WRITTEN EXAMINATIONS IN EVERY PHASE

At the end of each training phase (patrol, traffic, and investigation), a police recruit is required to undergo a written examination called the Mandatory Written Examination to determine if he has indeed acquired all the competencies and skills needed for that particular training phase. To avoid bias and to counter any attempt on favoritism, the Mandatory Written Examination shall be conducted and supervised by the Police Provincial Office (PPO) through the Administrative Officer. The PPO shall monitor the progress of the FTP in the stations and schedule the conduct of the written examinations. For speed and simplicity, the PPO shall conduct the written examinations for all recruits in one place and time. The results should be furnished to the HRDD, PRO and stations concerned.

The PPO is required to construct two (2) sets of examinations. The first set would be the Mandatory Written Exam while the second set would constitute the Retake Examination. A sample examination is hereunto provided for the PPO’s reference and guidance.

The PPO is required to construct the examination questions which will clearly and objectively measure a police recruit’s proficiency. All examination questions will be based from items or lessons specified in the Recruit Mastery Checklist and the Training Handouts. Under no circumstances should the PPO construct questions which were not part of the curriculum or the training hand-outs. This is to ensure that the police recruit is given a fair and equitable chance of passing the examination.

A police recruit is expected to get a minimum of 75% total correct answers to be deemed as having “passed” the examination. That means, in a 100 item exam, he must get 75 correct answers. In the event that he fails


in his initial attempt, a second examination (Retake Exam) is scheduled exactly seven (7) days after his first examination to give the recruit ample time to prepare and review his training handout. In the event that he fails the examination, the police recruit will be subjected to termination proceedings.

The written examination was conceptualized due to the need to ensure that both the FTO’s and recruits are indeed actively “training” and not merely going through the process, or worst--not training at all. This will likewise provide the FTC with clear and unequivocal proof of the police recruit’s performance.

It should be emphasized that it is the duty of the police recruit to read diligently the Training Handouts and determine the skills and knowledge areas he needs to master based on the Recruit Skills Mastery Checklist.


SEC. 3 PROBATIONARY ORAL BOARD

After the police recruit has managed to successfully pass all three (3) training phases, he will be subjected to a panel interview by the Probationary Oral Board (POB) which shall be organized at the Police Provincial Office. The POB shall be composed of the following individuals:

a. Deputy Provincial Director (Chairman)b. Administrative Officer (Secretariat)c. Chief, Operations Division (member)d. Chief, Investigation Division (member)e. CESPO, PPO (member)

The POB will assess during the interview if the recruit was able to comply with all the objectives of the FTP. Their combined expertise and work-related experience will ensure that objectivity and professionalism during the interview will be the guiding principle. Under no circumstances should the POB ask questions beyond the scope and training guidelines of the FTP.

All questions during the interview should be documented in the Minutes of the Meeting for transparency and to determine compliance with the interview procedure. It is even encouraged that the POB utilize multimedia tools such as video recorders and tape recorders to ensure that the entire process will be beyond question. Furthermore, the Minutes of the Meeting and Video/Tape recordings will serve as evidence if and when a police recruit questions the validity of the POB’s final judgment.

The POB shall be the final certification step in determining if the recruit indeed passed the FTP. They shall submit their analysis/decisions to the Regional Director for his approval. In cases wherein the Board assesses that a recruit’s mastery of the required police competencies is not evident, they are allowed to recommend either 1.) re-training of the police recruit or 2.) termination of employment due to academic/training deficiencies.

The decision of the POB is FINAL and EXECUTORY. In the event of termination, a police recruit has no choice but to comply with the directive. He will be allowed, in the interest of due process, to question the results of the POB before the PNP Legal Service but as a private citizen.

SEC. 4 FTO CRITIQUE FORM

This form is used by the Chief, Field Training Center to monitor the FTO’s assigned to the program and to provide feedback to the FTO. It is completed by each recruit on FTO’s to whom they are assigned. This form is confidential and is not given to the FTO in its original state.


The form should be completed prior to the recruit’s moving from one training phase to the other (i.e. patrol to traffic). Once completed, the form will be directed to the recruit officer’s supervisor and referred to the FTO Commander. ONLY RECRUITS WHO HAVE PASSED THE TRAINING PHASE SHALL BE ALLOWED TO ACOMPLISH THE FTO CRITIQUE FORM. This is for check and balance.

FTO CRITIQUE FORM (SAMPLE FORM)

In an effort to ensure that the Field Training Officer maintains a high level of skills, performance and interest, this critique form is presented to the police recruit for completion. It is to the FTO’s benefit that the FTO’s know the impression they are making on those in training. It is the belief of the PNP organization that FTO’s who are truly interested in doing their best will welcome this type of objective feedback. With this in mind, the recruit is requested to honestly appraise and evaluate the FTO in the areas listed below.

PART I – INSTRUCTIONS: Place your FTO’s name in the blank space below. If you had more one FTO during the period being rated, place the name of the FTO you spent MOST of your time with. Second, select the time period for which you are evaluating the officer.

Your Field Training Officer:

_____________________________________Weeks_____________thru____________

1. The Field Training and Evaluation Program is primarily concerned with Training and Evaluation. Assign percentages (to total 100%) to the amount of effort your FTO exerts in each area. (Example : Training 50%, Evaluation 50%)

Training: _______________ Evaluation: _______________

8. Using percentages again, indicate how you perceive your FTO relates to you.

_______ I am one of a number of police recruits

_______ I am an Individual


PART II - INSTRUCTONS: Circle one of the responses which are beneath each of the seven statements below. A circling of Poor or Fair MUST be explained on the line following. Average. Good, or Excellent ratings do not have to be explained. Please do not give one of the letter ratings just to avoid writing on explanation.

ABOUT YOUR TRAINING OFFICER, HOW WOULD YOU RATE . . . . . . .

9. Their ability as a police officer?

Poor Fair Average Good Excellent

Explanation :

10. The example the FTO sets for you?

Poor Fair Average Good ExcellentExplanation :

5, The FTO’s interest in imparting training material and information to you?

Poor Fair Average Good ExcellentExplanation :

11. The FTO’s knowledge of the training material covered?Poor Fair Average Good ExcellentExplanation :

12. The FTO’s skill as an instructor / teacher / trainer?


Explanation :

13. The FTO’s ability to communicate with you?


Explanation :

14. The FTO’s applicant of honesty, fairness and objectivity in rating you.



Explanation :

List the area (s) in which you think your FTO puts forth BEST effort.

List the area (s) in which you think your FTO puts forth WORST

Comment, if you wish, on the performance, abilities, etc., of your supervisors. (FTOs and FTS)


Chapter VI.THE TERMINATION PROCESS

Section 1. The Right of the PNP to Terminate Employment of Police Recruits

1.1 Police Recruits as Probationary Employees 18

Police Recruits undergoing the FTP are considered to be “probationary employees” since their permanent appointment with the PNP rests upon their satisfactory performance during the period. Article 281 of the Philippine Labor Code defines a probationary employee as a person who is “on trial” by an employer during which the employer determines whether or not he is qualified for permanent employment. A probationary employment is made to afford the employer an opportunity to observe the fitness of a probationary while at work, and to ascertain if he will become a proper and efficient employee.

1.2 The Duty of the Philippine National Police to inform the Recruit about the evaluation procedure

The PNP has been given the legal right or is at liberty to choose who will be hired and who will be denied employment. It is the PNP’s duty however, to inform the police recruit before the FTP that he or she will be subjected to an evaluation process and failure to qualify with the reasonable standards set by the program will be grounds for termination.19 It is within the exercise of the right to select its members that the PNP may set or fix a probationary period (in this case, the FTP) which the latter may test and observe the conduct of the former before hiring him permanently.

Section 2. Termination due to “Failure to Comply with FTP Standards”

In accordance with existing labor laws and as empowered by Sec. 19, of RA 8551, a police recruit who continuously fails to conform with existing standards as espoused in the Field Training Program shall be terminated. The grounds for termination under this section are as follows:

a. Four (4) repeated or continuous unsatisfactory ratings in any task or skill outlined in the DOR (Four strike policy);


b. Failure in any of the mandatory written examinations given after every phase (Patrol, Traffic, and Investigation) and subsequent retakes;

c. Failure to get a satisfactory rating during the panel interview conducted by the Probationary Oral Board;

d. Consistent poor performance on different skills and tasks—or the “barely passing” syndrome;

e. Negative attitude towards training; low motivation; committing acts which exposes the FTO, the general public and the police recruit to potentially dangerous situations;

It is safe to terminate employment if the documentation used to support the recommendation clearly shows that the employee was unable to perform the job after repeated tries and adequate remedial efforts. No pre-termination hearing is necessary as long as there is PROPER DOCUMENTATION of the police recruit’s performance, to dispel any doubt on the objectivity and legality of the termination order.

Section 3. Termination due to Criminal Violations

If the recruit has been charged for violation of the Revised Penal Code (i.e Grave Threats) and other special laws, the Chief of Police will immediately obtain a copy of the formal complaint and transmit the same to the Internal Legal Affairs Service (ILAS) for proper disposition.

In accordance with existing PNP guidelines, the ILAS shall be tasked to conduct a parallel investigation to determine probable cause. At this point, the police recruit is now subjected to an administrative hearing and his participation in the FTP shall be suspended, until such time that the ILAS delivers a favorable decision on the case.

If the ILAS decides that there is probable cause and that the police recruit is administratively liable for the misdeed, then termination proceedings may commence.

If the police recruit is proven to have knowingly and willfully withheld information to his superiors that he is being charged for a particular criminal offense, this act of omission shall be considered as a AGGRAVATING circumstance and shall be taken into consideration when the ILAS makes his final recommendation.

Section 4 Termination due to Serious Administrative Violations


If an administrative complaint has been filed against the police recruit for serious violation of the PNP Code of Conduct and NAPOLCOM Memorandum Circular 2002-010, then the Chief of Police will transmit the complaint to the ILAS for preliminary investigation.

Similar with the preceding section, the ILAS will be given the mandate to determine the administrative culpability of the police recruit. During the subsequent deliberations, the police recruit will not be allowed to proceed with his training until the ILAS arrives with a decision.

If the prescribed penalty to be imposed in said administrative violation ranges from suspension to dismissal, TERMINATION PROCEEDINGS will be instituted against the recruit.

In cases where the offense committed was deemed as a minor administrative violation and an official warning, admonition, or written reprimand was issued, the police recruit concerned will be further warned that a similar violation in the future will be grounds for termination from the service.

Section 5. The TERMINATION PACKAGE20

The Termination Package is a name given to the material which accompanies the recommendation for termination. It is forwarded to the identified chain of command up to the Regional Director of the PRO, who has the legal authority to terminate police recruits. The Termination package should contain ALL of the following documents:

A. A memorandum from each FTO who spent any significant time with the trainee (including the substitute FTO, if applicable). The memo should reflect on the trainee’s strengths, weaknesses, improvement, the lack thereof, and remedial effort. These memos should be chronological in format and must contain a recitation of how the police recruit performed category by category. The memo should close with the training officer’s recommendation to terminate the employment of the police recruit with the PNP.

B. The Field Training Supervisor should also author a memorandum citing their personal observations of the trainee’s performance and their agreement with the recommendation to terminate.

C. The Chief, FTC should attach a cover letter, which, in more general terms, sets forth the reasons for the recommendation to terminate.


Also contained in the cover letter is the CHIEF OF POLICE’s concurrence with the recommendation, and lists the contents of the package.

D. AND MOST IMPORTANTLY, the package should contain the DORs, Weekly Reports, TRACKING SHEET, FTO Worksheets, The Remedial Training Chart, samples of reports if report writing is one of the problem areas, quizzes and other tests (if applicable), and other pertinent documents which will support the recommendation for termination.

Section 6. Termination Procedure

In order to avoid legal complications and charges of grave abuse of discretion, the following steps in the termination procedure should be followed intently:

STEP 1. Gather all relevant information and documentary evidence to support the recommendation for termination. These documents must be able to provide concrete answers on the nature of the police recruit’s problem or deficiency, the cause of the problem, and the steps undertaken by the FTO to remedy the problem.

STEP 2. Complete the requirements of the TERMINATION PACKAGE.

STEP 3. Inform the Police Recruit of the Recommendation for Termination.

It is the role of the Chief of Police, and no other program member, to inform the police recruit that a recommendation for termination is being prepared. The police recruit will be restricted to doing administrative duties within the headquarters while the recommendation is still being processed. He will not be allowed to perform any official or actual police functions.

If a police recruit expresses his desire to resign, the Chief of Police may accept said resignation BUT must make sure that the police recruit is aware of the pros and cons of his decision.

STEP 4. Submit the Termination Package to Police Regional Office through the chain-of-command for approval.


STEP 5. Once approved, furnish the Police Recruit with a copy of his termination orders (if he is still performing administrative functions in HQS). Attached the same to the police recruit’s Field Training File (FTF) for future reference.


44PRESCRIBED FORMATS OF FORMS AND REPORTS

Section 1. Rationale

Uniformity in procedure and standardization of evaluation principles are the keys to an effective Field Training Program. A subjective interpretation of the given rules and regulations will resort in confusion and disruption, and ultimately the breakdown of any particular organization.

One of the most important administrative duties of every police officer is the completion of accurate, detailed and comprehensive reports and other written documents. However, this activity has been hampered by a general lack of implementing guidelines or clear benchmarks. Simply put, there have been no prescribed formats, only common headings and titles. Hence, a spot report in Region 1 may be entirely different from one coming from Region 11.

The danger of this lack of consistency in form-writing during the FTP is that it sets the trend for subjectivity among Field Training Officers. What may be satisfactory for a particular FTO may be substandard for another. As a result, form writing has been relegated to merely one’s preference of literary style in order to confer with the legal maxim “De Gustibus Non Est Dispundantum” (“When it is a question of taste, there should be no argument.”) This should not be the case.

There should be at least a modicum of uniformity and objectivity in order to protect the police recruits from any unfair expectations of their capabilities. It is enough that a police recruit exhibit accuracy, comprehension and neatness in report-writing.

In order to properly gauge the police recruit’s competency to write a clear and concise report, a level-playing field should be created. There is a need to prescribe a standard set of forms to be used during the FTP and subsequently the entire PNP organization.

Every police recruit must strictly adhere to the formats set by the FTP in accomplishing reports for the purpose of evaluation. Any deviation must be noted by the FTO and corrected accordingly. If a police recruit consistently fails to adhere to the guide formats or repeatedly chooses to employ his own writing style, among other considerations, then his behavior can be used as grounds for termination for violation of DOR TASK NO. 15 “ROUTINE FORMS-Accuracy and Completeness.”


Section 2. General Forms and Reports

These are forms and reports that are commonly used regardless of training phase a police recruit is currently undertaking. They are as follows:

FORM NO 1. “Office Memorandum” -The most common type of report, the office memorandum is the ultimate channel of written communication between staffs and offices. It can be used, but not limited to, the following purposes:

a) Conveyance of basic information such as schedule of activities, attendance, policies etc.

b) Explanations

c) Office Directives/Requests

d) Other administrative functions

FORM NO. 2 “Spot/Incident Response Report” - The spot/incident report is used when a police officer is tasked to provide factual information on a particular incident (crime, accident, fire, bomb threat etc.) or operation which is not administrative or investigative in nature. As the term connotes, a spot/incident response report is usually done immediately or “on-the-spot” to give the organization an initial assessment of a particular incident. If the report contains the outcome of an initial investigation, the Initial Investigation Report format shall be used.

For Field Training purposes, the Spot/Incident Response Report shall contain a checklist of all possible types of incidents that a police officer may respond to in the conduct of his official duties.

FORM NO. 3 “Police Blotter” - A Police Blotter is a record of daily events occurring within the territories/jurisdiction of a given police unit or command. It contains material details concerning the event for legal and statistical purposes. This police blotter is therefore an informational record book that is utilized for evidentiary or referral purposes. (Circular Nr 05, GHQ PNP dated 10 December 1992)

Due to the sensitive nature of the police blotter, police officers should be extra careful when entering information since these can be used as court evidence. The integrity and sanctity of the police blotter through the use of a standard format should be upheld.


FORM NO. 4 “Interview Form” – Information gathering through the interview of witnesses or key persons is one of the most important skills a police officer should have. Hence, there should be a guide form on how to conduct a proper interview in order to acquire all the necessary information that will be beneficial for future investigations.

Section 3. Specific Forms for Patrol, Traffic, and Investigation Phase

There are also certain forms that are unique to each particular training phase in the FTP. The use of these forms and their prescribed formats are fully described and delineated in the Training Handout for each phase.

A . PATROL FORMS

FORM NO. 5 “After Beat Patrol Report”

This is a daily report which details the official activities undertaken by the police recruit during his Tour of Duty. This report will include information on ALL significant incidents that may have occurred during the day.

FORM NO. 6 “After Checkpoint/Chokepoint Report”

If and when a police recruit will be tasked be part of a checkpoint/chokepoint operation, he will be required to accomplish this form which provides information on all significant incidents related to the operation.

B. TRAFFIC FORMS

FORM NO. 7 “Traffic Citation Report”

A police recruit undergoing the Traffic Phase shall accomplish the Traffic Citation Report everyday. The Traffic Citation Report contains a summary of all traffic citations the police recruit issued during the course of regular Tour of Duty.

FORM NO. 8 “Traffic Accident Report”

This report provides accurate information on all instances and types of traffic accidents, whether on a person, vehicle or property. This report will likewise include the action/s undertaken by the police recruit during that particular situation.


FORM NO. 9 “Flash Alarm” (Carnapping)

This report denotes all the relevant information pertaining to the loss of a vehicle including the circumstances of the loss (stolen while parked, forcibly taken, etc.)

FORM NO. 10 “Road Conditions Report”

As part of the PCRG functions of a police officer, police recruits shall accomplish this form if they determine that traffic has been impeded due to poor road conditions. This report shall accurately describe the state of the road concerned, and the effect it had to vehicular activity in the area.

FORM NO. 11 “Abandoned Vehicle Report”

This report is accomplished during the discovery of a motor vehicle that is left unattended in an area not provided for parking, or unattended for one or two days in an area provided for parking. It likewise includes the action/s taken by the police officer to resolve the issue.

C. INVESTIGATION FORMS

FORM NO. 12 “Initial Report”

An initial report is advance information on a new or fresh case assigned to an investigator. It is written and submitted after having conducted the initial investigation of the case.

FORM NO. 13 “Progress Report”

Progress reports are the result of the follow-up investigations of the fresh or new case. It is written and submitted every time or whenever any development or progress is accomplished in the follow-up investigation.

FORM NO. 14 “Final Report”

Final report is written and submitted whenever the case is solved and classified as closed. It is categorized as solved and closed when the offender is finally arrested, the evidence against him is completely gathered to warrant prosecution, and witnesses located to testify for trial.

Section 4. Affidavits and other Legal Documents


The construction of legal documents such as Sworn Statements and Affidavits is very integral to police functions. Their formats, however, has already been standardized by law hence there is no need to prescribe our own implementing guidelines. Instead, samples of the most common type of legal documents necessary for law enforcement are included in the Index Section of this manual.

Section 5. Medium of Communication

All formal communication (with the exception of certain legal forms) used during the FTP shall be written in English for uniformity and evaluation purposes. English language proficiency is an expected attribute of all police recruits since they are deemed professionals with baccalaureate degrees.


Chapter VII.ADMINISTRATIVE SANCTIONS, APPROPRIATIONS, AND

AMENDMENTS

Section 1. Administrative Sanctions

The conduct of the Field Training Officers, their Police recruits, and other officers during the implementation of the program shall be governed primarily by specific provisions, under this manual and supplemented by existing rules and regulations of the PNP on discipline.

Section 2. Appropriations

The corresponding appropriation necessary for the maintenance and operation of the Field Training Program shall be included in the annual budget of the PNP.

Section 3. Amendments

The PNP DHRDD shall be the office primarily responsible for whatever amendments, revisions and corrections of the training program. Any proposal, comment or suggestion about the program from proponents shall be forwarded to the DHRDD for proper action and endorsement to competent authorities for approval prior to its adaptation.


1

ENDNOTES

PNP related Laws and Standing Memorandum Circulars

2 In effect, Sec 20, RA 8551 emphasized that these three (3) police functions (patrol, traffic, investigation) should be given priority in training because these constitute the core of law enforcement activities.

3 It must be stressed that the FTP is an On-the-Job Training involving ACTUAL police work, hence, close supervision is necessary for safety and effective learning of the police recruit. Police Departments in the United States were unanimous in stating that 1:1 supervision is the best method to use for their respective FTPs.

4Derived from the Bloomington Police Department FTP Manual Section on Training Philosophy.

5 Derived from the Training Rationale of the Bloomington Police Department.

6 Derived from the Bloomington Police Department FTP Manual Section on Training Philosophy.

7 The “Solo Beat Officer Concept” was employed by the San Diego Police Department in the first ever attempt to institutionalize a Field Training Program. It calls for the holistic development of a police officer, so that he can function perfectly by himself if the need or situation calls for it. This concept was later adopted by most US police departments.

8 Derived from the IPTM, University of Florida FTO Manual.



11 As probationary employees, police recruits may be subjected to a performance evaluation by the PNP to determine their level of competency and attitude to handle police related functions.

12 The concept of the Recruit Skills Mastery Checklist was derived from the Bloomington Police Department FTP Manual.

13 While the term “Daily Observation Report” is a generic term used by most public and private organizations in their performance evaluation procedure, the benchmarks and actual pattern used in this manual was taken from the Bloomington Police Department FTP Manual.

14 The 7 point scale in rating was deemed the most effective performance evaluation system by all US police departments as evidenced by its NATIONAL use. According to the San Francisco Police Department Manual for 2003, “no other rating scale provides a clearer and more accurate picture of the performance of the trainee, and no other approach has withstood the test of time.” The bottom line is that the 7 point scale eliminates much of the subjectivity that goes with performance evaluation.

15 Derived from Bloomington Police Department DOR model.

16 The format of the PNP FTP SEG was restated based on existing Philippine conditions and settings. However, it was derived from the Bloomington Police Department FTP Manual.


18 Article 281 of the Philippine Labor Code

19 Failure to comply with this requirement will constitute as a violation of Article 281 of the Labor Code and will allow a police recruit to challenge the recommendation for termination against him.

20 The term “TERMINATION PACKAGE” and the conditions behind it were conceptualized by the San Francisco Police Department in their own Field Training Program.

REFERENCES

1) Adams, Ronald J. et.al. Street Survival Tactics for Armed Encounters. Calibre Press, C1980.

2) APCO Ten Radio Codes

3) A1 Driving Company Driving Manual

4) Bloomington Police Department Field Training Program Manual.

5) Dascil, Rodelio T. et.al. The Comprehensive Dangerous Drugs Act of 2002: with notes and related jurisprudence. Mla: Rex Book Store, Inc., c2002

6) Desquitado, Lyndel et.al. Thesis on Beat Patrol Doctrine. PPSC., C—

7) First Responder’s Handbook. NHQ, PNP, C2000

8) Lichauco, Rene C. The Philippine Road Rules and Regulations Handbook. Mla: Hiyas Press. Inc., C1993

9) Los Angeles Police Department Manual for 2003 (through Westlaw Documentation Program)

10) Institute of Police Technology and Management (IPTM). Field Training and Evaluation Program, University of North Florida. Jacksonville.C1997

11) Manual on PROBATON

12) NAPOLCOM Circular No. 2002-10

13) Nolledo, Jose N. Revised Rules on Criminal Procedure: Rules of Court. Mla: National Book Store Inc., C2002

14) Payton, George T. Patrol Procedure, C19—

15) PC/INP Manual on Small Unit Tactics and Police Skills . Camp Crame. PC/INP GHQ. C1980.

16) Philippine Road Rules and Regulations Handbook

17) PNP Code of Conduct and Ethical Standards. NHQ, PNP. C19—

18) PNP Investigation Manual. DIDM. PNP.C19--

19) PNP Operational Procedures. NHQ, PNP. C2002.

20) PNP Related Laws and Standing Memorandum Circulars. NHQ, PNP , C2003.

21) PNP Traffic Management Manual. TMG.PNP. C19—

22) RA 4136, LTO Memorandum Circular no. 89-105

23) Razon, Avelino. Integrated Patrol System: Police Visibility and Crime Deterrence. WPD. C19--

24) Reyes, Luis B. The Revised Penal Code: Criminal Law Book 1. Mla: Rex Book Store, Inc., 1993.

25) Rifle Marksmanship. Dept. of the Navy, U.S. Marine Corps.

26) Rules of Criminal Procedure, as amended 2000 (Rules of Court

27) San Francisco Police Manual for 2003

28) WPD Investigator’s Handbook. WPD, C19—