I.

INTRODUCTION

The Philippine National Police, as a government agency inherent with its

functions mandated by law shall also provide the wellbeing of the police
personnel and non-uniformed personnel. The PNP is also responsible for
the planning and development, personnel transactions and employees
welfare. The PNP is also in charge to those personnel who are entitled for
back salaries and allowances.

In the PNP Memorandum Circular No. 2017-048 dated July 17, 2017:
“Rules on entitlement to back salaries and allowances or reinstated or
restored to active duty status of PNP personnel who were previously
dismissed, suspended, dropped from rolls, declared on Absence Without
Official Leave (AWOL) status, and placed on Automatic Leave of
Absence”, the General Guidelines provided and served specific purpose, it
is how to claim the back salaries and allowances. Yet, notwithstanding with
this Memorandum Circular, there is a lot of complaints from the affected
personnel and nevertheless, personnel are no longer interested with their
back salaries and bonuses (or perhaps due to the back and forth” of their
documents and papers) as long as they will be able to go back to their
active status as well as the update of their salaries and bonuses.

II. DEFINITION OF TERMS

a. Automatic Leave of Absence- refers to the absence without prior

approved leave for cause beyond the control of the PNP personnel
concerned such as but not limited to the following instances of force
majeure: illness; calamity; accident; or when the respondent is kidnapped
or arrested and detained for alleged crimes.
b. Absent Without Official Leave (AWOL) refers to the status of the PNP
personnel who absents himself/herself from work without approved leave
of absence. It shall encompass, but not limited to the following
1.) For uniformed personnel
a.) Absence from place of work or assignment without approved
vacation leave;
b.) Failure to report for duty after the expiration of the approved
leave absence;
c.) Failure to give notice to his/her immediate superior officer the
fact of his/her inability to report for work on account of his/her
sickness or injury;
d.) Failure to file appropriate application for sick leave after his/her
return for work attaching therewith the required Medical
Certification;
e.) Abandonment of work or assignment without prior approval of
his/her immediate superior officer and;
 f.) Failure to report in his/her new assignment/unit within 3 days
from receipt of the order of reassignment or for reporting to a
unit where he/she is not officially assigned.
2). For Non-Uniformed Personnel
a.) Absence of the NUP for at least 30 consecutive working days
without an approved leave; or
b.) Incurred substantial absences though less than 30 working days
but at least three times in a semester, when it is already apparent that a
pattern has been established by the NUP concerned to circumvent the rule,

c. Demotion- refers to a situation in which an employee is relegated to a

subordinate or less important position constituting a reduction to a lower
grade or rank, with a corresponding decrease in duties and responsibilities
and usually accompanied by a decrease in salaries.
d. Dismissal- refers to a penalty imposed against the respondent held guilty
of the offense charged after the observance of the due process resulting in
the permanent separation of the respondent from the service.
e. Dropping from Rolls (DFR)- refers to a mode of separation from the service
caused by any of the following;
1.) For uniformed personnel
Any member of the PNP falling under any of the categories
mentioned in paragraph 5(b)(1) of this MC for five calendar days or
more and declared as DFR by a competent PNP Officer in
accordance with the procedure provided for in NAPOLCOM
Memorandum Circular No. 95-017 as amended.
2.) Non-Uniformed Personnel
a.) Unauthorized absences (AWOL)
b.) Unsatisfactory or poor performance; or
c.) Physical or mental incapacity
f. Exoneration- refers to the act of the disciplining authority discharging or
exculpating the respondent from a charge or liability.
g. Forfeiture of salary- refers to a penalty imposed upon the respondent who
is found culpable of the offense charged which consist of taking his/her
salary for a certain period but in no case shall exceed one month.
h. PNP Personnel- refers to both uniformed and non-uniformed personnel of
the PNP.
i. Preventive Suspension Pending Appeal- refers to the period during the
pendency of an appeal wherein a penalty of suspension or dismissal was
imposed by the disciplining authority against the respondent for an offense
wherein the latter was found guilty and subsequently reversed by a
competent appellate body ultimately exonerating the appellant.
j. Preventive Suspension Pending Investigation- refers to a suspension
imposed by the disciplining authority, by the Ombudsman or by the latter’s
Deputy over a PNP personnel who is under investigation for an offense
charged, if based on the former’s judgment the evidence of guilt is strong
and attended by any of the following circumstances;
 1.) The charge against such officer or employee involves dishonesty,
oppression, or neglect in the performance of duty;
2.) The charges would warrant removal from the service;
3.) The charges is serious grave;
4.) The police officer respondent’s continued stay in office may prejudice
the case filed against him/her;
5.) There is evidence to show that the police officer respondent is exerting
efforts to harass, intimidate, coerce, or unduly influence complainant
retracting the sworn statement against the respondent or to tamper
with the evidence.
k. Salary and Allowances- refer to a fixed compensation paid regularly
services or an amount of money that an employee is paid monthly
specified in the PNP pay slip.
l. Suspension- refers to a penalty imposed against the respondent held
guilty of the offense charged after the observance of due process result in
the temporary cessation of work for a specified period prescribed by the
applicable rules.
m. LDDAP-ADA (List of due and demandable accounts payable-Advice to
debit account) - refers to an accountable form integrating the ADA with the
LDDAP which is a list reflecting the names of creditors/payees to be paid
by nga/ou and the corresponding amounts of their unpaid claims, duly
certified and approved by the accounting unit and the agency or
authorized officials.
n. ADA (advice to debit account)- refers to an authorization issued by the
nga/ou appearing to the lower portion of the LDDAP.

III. RESEARCH PROBLEMS

 Untrained personnel in the PPOs/PROs/NSUs in charged with the

preparation of back salaries and allowances for PNP personnel who
were entitled to receive such based on the PNP MC 2017-048
guidelines.

IV. METHODS USED

 Interview with personnel of Pay and Allowances Section, Disbursement

Division, Finance Service.
 Interview with some of the claimants present at PAS.

V. FINDINGS (SWOT ANALYSIS)

VI. SUMMARY

The PNP MC 2017-048 is a very good tool in claiming the back salaries
and allowances of the PNP entitled for it. However, PNP personnel and
NUPs assigned in the preparation of this kind of claim were untrained. And
even if they are, some are reassigned to other units or position leaving
behind the assigned tasked to other personnel not worthy of it considering
that he/she is not knowledgeable of the preparation to be made. Hence,
the PNPFS should exert effort to educate and train the PNP personnel
assigned in line units and regions for the symbiotic approach and
uniformity of the preparation of this kind of claim. Concerned personnel
must be responsible, knowledgeable and passionate to his/her assigned
task to provide appropriate result and to avoid any complaint from their
clients.

VII. CONCLUSIONS

At present, the compliances of the lower units in the preparation of claims

for the back salaries and allowances are not meet yet. Even if guidelines
has been disseminated thru the PNP MC 2017-048, it is not follow
thoroughly as there is a need for the training of the personnel assigned in
this undertaking. Issuance of LDDAP/ADA must begin in the lower units.
Computation of the necessary claim must be based on the documentary
requirements provided by the R1 and DPRM and which will be approved
by the RD, PRO and D, NSUs.

The payment of back salaries and allowances shall be limited to maximum

period of five (5) years only. Unless, provided by the court decision. For
this reason, the PNP personnel or NUP should inform the claimants that
this is only up to here where they claim their back salaries and allowances.

VIII. RECOMMENDATIONS

 To address the unnecessary delay, below are the recommended

solutions:
a. Series of follow-up to every offices/units concerned in every stages to
achieve the desired result;
b. Designate additional personnel to closely monitor and provide assistance
to claimant; and
c. Lateral coordination is paramount to monitor the progress on the status of
entitlement for the immediate release of claim.
  To train and educate concerned PNP personnel as well as NUP
a. Conduct of 3 day seminar on Trainer’s Training for the designated
personnel assigned to the specific job;
b. Trained personnel should not be assigned to any other offices/units to
maintain the continuity and mastery of the assigned task. Assignment of
NUP personnel is suggested;
c. Inclusion of funding for the seminars, trainings, schoolings, and lectures is
necessary to sustain program in order to develop and improve awareness,
competent and responsive PNP personnel who can provide effective and
efficient excellent service; and
d. Regular conduct of PICE to remind the concerned personnel of their office
duties and responsibilities.

 Other recommendations:
a. Reduction of papers with regard to the requirements to be submitted by
the claimant to ease the burden on his/her part on matters related to
service record in the PNP and other public documents; and
b. Paperless processing of entitlement is highly recommended.
c. There should be a standard guidelines and procedure to follow to avoid
confusion. Strong implementation on the existing policy, laws, rules and
regulations shall continue and strictly observe to avoid unnecessary delay
in extending assistance.
d. Inclusion of allowances to the designated personnel task to assist the
claimant in order to fast track the processing.

 Strong implementation on the existing policy, laws, rules and regulations shall
continue and strictly observe to avoid unnecessary delay in extending
assistance.
 Creation of Entitlement Board to monitor the status and update to address
problems pertaining to entitlements.

Entitlement Board Committee:

Chairman : DDA
Vice Chairman : Disbursement Officer
Members : Admin Officer
Inspectorate Officer
Health Officer
Legal Officer
Secretariat : Section Chief (PAS)

Why Create a New Board?

 In order to fast tract the releases of claims
 To monitor and update the status of claims
 To address issues and concern pertaining to entitlement
IX. APPENDICES