Res Gestae
Overlooked
With its Integrated Transformation Program, the Philippine National Police is confident to improve its image… to the public. And, this effort "to please" the people continues for many years now.
The PNP's concern to establish good impression to the people is anchored on the principle that the community is vital in crime prevention and solution. Without community's involvement, crimes may either increase or remain unsolved. This is why the community is one of the pillars of the Philippine Criminal Justice System.
But, there seems to be an overlook. The PNP fails to consider that one indispensable requisite for creating a good image to the public is making its members "feel good" of the organization.
Feeling good means each police officer, wherever he or she may be in the echelon of the organization, is assured of stability and security. And stability and security comes when everyone is properly "served" with his or her needs (read: rights and privileges).
Well, the PNP ITP speaks of housing for PNP personnel and their families. But there are more basic services that need immediate attention than the housing problem.
Let us simply consider the aspects of promotion and granting of fringe benefits.
On promotion. It cannot be denied that there are police officers who harbor ill-feelings against the PNP organization because they were "overtaken" in promotion. Examples are police officers who joined the service in 1995 or 1996, yet they are still Police Officers One (PO1s) a decade after, while those who joined the service in 1999 and 2000's are now PO2s and some are even PO3s. This, despite all of them has met the minimum requirements for promotion.
There are at least three theories to explain this case. First, those who were not promoted did not apply for promotion. Second, there was insufficient quota allocation during the promotion. And, third, because "palakasan" system influenced the promotion and selection board (which I always want to believe never exist).
Of these three possibilities, however, none justifies the lapses in letting the juniors to be promoted ahead of their seniors. And even the standing procedures for promotion of PNP personnel don't have enough logic to defend the case.
As I see it, there could have been no such discrepancy if only the PNP considers that promotion needs no application. Though, this may not apply in the case of those in senior ranks or commissioned officers.
Indeed, why is the need for a police officer to apply for the next higher rank? Why the folders of documentary requirements when most of which had already been submitted during recruitment? Can't the PNP Human Resource Office determine who are due and qualified for promotion and who are not?
These questions are premised on the nature of the police work. With the present, 7-9-7 duty shift, for example, and the sanctions awaiting those who fail to observe this procedure, do we think the police officers assigned in Caluya Island, Antrique can find enough time (or face the risk) to process its application for promotion at Camp Delgado, Iloilo City? We can just imagine the time they need to get the litany of clearances (NAPOLCOM, NBI, RIAS, RLS PLEB, OMBUDSMAN), medical examinations, authenticated copies of Transcript of Records, Diploma, etc. as requirements of the application. It is also important to mention the financial requirements in this endeavor. This seems to be exaggerated but this happens. It happened.
On fringe benefits. Well, the PNP is one agency whose members enjoy a wide range of fringe benefits: Hazard Pay, Replacement Clothing Allowance, Long Pay, and, in some municipalities or cities, cash incentives from LGUs, among others.
While these fringe benefits increase the morale of police personnel, they also, in many cases, cause ill-feelings because of the delay in the release of these benefits. Do I hear some have not been given these benefits?
There are at least three theories to explain this case. One, those who were entitled of these fringe benefits did not apply for the budget allocation and their release. Second, those who applied for the release of said benefits delayed in the submission of their applications. And, third, there is no available budget for the purpose (a reason that I always don't want to believe).
Of these three possibilities, not one suffices the ground for the delay and even the failure to release the aforesaid fringe benefits.
It can be anticipated when a police officer gets his or her Hazard Pay, RCA and Long Pay. Why the need for application? Do the PNP have no list of those who are scheduled to receive their hazard pay, RCA and Long Pay? If a pending administrative/criminal case is a bar for this benefit, can't it be determined without the application?
I am always in a contention that similar to promotion, the release of benefits needs no application from the PNP member.
I am not only sure, however, if these issues can be resolved the soonest. Though, I strongly believe, each PNP personnel desire the soonest answers (read: solutions) to their predicaments.
If these matters which have been overlooked for decades be given solutions, I am confident that the members of our police force will be more motivated to SERVE and PROTECT. It is so because as it said, "charity begins at home".
Thus, I pose this challenge to the many agencies which supervise and control the PNP – the Department of Interior and Local Government, National Police Commission, Civil Service Commission – to review the policies and procedures on promotion and the granting of other benefits.
Act now and see the difference!
(Send your comments and suggestions to rogatepnp@yahoo.com or text 09193161190.)