The Art of Complaining

How to File an Effective Complaint Against a Police Officer

(Created 10/3/08; last updated 10/5/08)

This page is dedicated to traffic enforcement officers, including, and especially, state troopers. Traffic cops are sort of like Plasmodium protozoa; they're often blobby, definitely parasitic, and are strongly associated with an epidemic of societal proportions.

Introduction

A lot of citizens struggle with writing an effective complaint about a police officer. Often, the writer lets too much emotion enter into the complaint, and it then comes across as more driven by emotion than fact, more unreasonable than objective, or just generally easier for the police agency to minimize or ignore. (Indignation and outrage are good things to communicate, but name-calling should definitely be avoided.) Another common mistake is to draft a statement of the events without making it clear what the actual complaint is! In any case, I wanted to provide a few tips to maximize the impact of a complaint on behalf of the aspiring complainer.

What Do I Mean By "Effective?"

Well, effectiveness is a loaded term, and depends somewhat on the intent of your complaint. Fortunately, the same techniques apply whether your goal is merely to have a damning complaint sit permanently in the officer's personnel file (and get noticed by the powers-that-be whenever the officer is up for a promotion), or whether you are seeking more serious disciplinary action and/or termination of the officer or deputy.

Definitions

A police complaint is formal allegation of misconduct. This should not be confused with a "service complaint," which is a complaint about the service or policies of the agency, but not an allegation of misconduct against a specific employee of that agency. For the purposes of this guide, the "subject officer" is the officer you are complaining about. The "agency" is the police department, sheriff's office, or other law enforcement agency with whom you are filing the complaint.

General guidelines: Effective Police Complaints...

Are written by you! Do not let another police officer write a complaint for you based on your verbal testimony. You must control the specific content of the complaint, or you've probably already failed in your efforts. If you're asked to give your complaint orally to the on-duty supervisor, insist instead on sending a written complaint (certified, with return receipt requested) to Internal Affairs or other disciplinary authority. Remember that a written submission is much harder for an agency to minimize or bury!

Allege serious misconduct by the officer (see some of the possible applicable categories below; be aggressive about asserting the seriousness of the officer's behavior in your complaint!), and contain an explicit request for a formal investigation. Wrap up your complaint with a sentence like: "Officer X has committed numerous, serious violations of departmental policy and the law, and for this reason, and for the safety of the community at large, complainant requests a formal investigation be undertaken immediately."

Are timely. Many jurisdictions require that you file your complaint within 60 days for allegations of minor misconduct (e.g., officer was rude), or within 6 months for more serious allegations. If you can't meet these deadlines, you should be able to show good cause as to why your complaint was late. (Note that these deadlines are often waived for allegations of violation of the law.)

Clearly allege a pattern of misconduct, if such a pattern exists. This makes it less likely the alleged misconduct will be dismissed as "minor."

Have corroborating witnesses whose reports do not conflict with yours! If witnesses exist, you should ask each of them to write a separate account of the incident. It will also help if your witnesses are willing to answer additional follow-up questions the police agency might have.

If your complaint cites evidence, the evidence should be produced when the police agency requests it (but make sure you get a receipt!) Referring to evidence without ever turning it over makes a case look weak, and is a red flag for the complaint to be disregarded.

Are carbon copied ("cc'd") to a state representative or other local politician. This really turns up the heat and makes it harder for the law enforcement agency to bury the complaint without giving it due consideration!

Getting Started

Your first goal is to actually get your hands on a police complaint form. In some jurisdictions, this can be a challenge (see external link at the bottom of this page). Essentially, what you need to do is visit the police station or agency where the officer works (although if it's a large organization, you might consider visiting a different branch or office) to pick up a complaint form which you will fill out, and mail in. If you expect a lack of professionalism or outright abuse on the part of the agency (or if you aren't sure what to expect) then you should strongly consider bringing someone with you to the police station as a witness. If you're really concerned, consider having that person keep a small tape recorder in their possession. Having a witness with you makes it far less likely you will be harassed or arrested. Having the tape recorder will help later if the officer at the front desk is abusive and/or refuses to give you a complaint form. Be sure to grab some duplicate forms while you're at the police station, and stick them in a file cabinet at home -- no sense having to come all the way back to the station and fight for another form if you lose the first form, or if the behavior you're complaining about recurs!

The Basics: Categories of Police Misconduct

Minor misconduct: has minimal adverse impact on the operation or integrity of the agency. Not likely to result in formal disciplinary action (e.g., a lack of courtesy; although rudeness complaints may have a long-term effect on the officer, as described below, rudeness may also fall into the more serious "unnecessary force" category, also described below).

General misconduct: violates a policy that requires a fixed penalty (e.g., failure to attend court, failure to attend a scheduled training or qualification, etc.). Generally not relevant to citizen complaints.

Serious misconduct: violates policies, procedures, rules, or regulations that have an adverse impact on the operation or integrity of the agency, and which can result in formal disciplinary action (this includes violations of the law). Generally the kind of stuff that you want to allege, if at all possible.

Examples of serious misconduct include (names and definitions may vary a bit from jurisdiction to jurisdiction; check your local police agency's Operations Manual (it should be made available to the public online, or at the police agency office):

Aiding another (officer) to violate a rule

Altering information on official documents

Appropriating property

Careless driving resulting in injury or death (note also that many jurisdictions require automatic testing of an officer for alcohol or drug influence after any car accident more severe than a fender bender that

may have been caused by that officer; this can be a good thing to request under an FOIA (Freedom of Information Act) request - ***link coming soon!***)

Compromising a criminal case

Departing from the truth (a colorful euphemism for lying; good for alleging in the case of traffic tickets; see also False report)

Destruction of reports or records

Discrimination (see also Racial or ethnic intimidation, below)

Drinking on duty

False arrest (not to be confused with the tort of the same name)

False report (see also Departing from the truth)

Harassment (see also Sexual Harassment)

Knowingly making a false report (good for alleging in the case of traffic tickets)

Law violation(s), or conspiracy to commit law violation(s) (a.k.a. lack of conformance with the law)

Malicious threats or assault

Narcotics

Overdriving (driving rapidly and/or aggressively) on the way to a minor call (very common in some jurisdictions)

Racial or ethnic intimidation

Rough and careless handling of departmental equipment

Sexual harassment

Soliciting or accepting a bribe

Unnecessary force (a.k.a. excessive force; this category includes not only unnecessary force or violence in making an arrest or in dealing with a prisoner, but also ridiculing, taunting, humiliating, or mentally abusing you)

Filing the Complaint

As mentioned previously, make sure your complaint alleges at least one specific category of misconduct! (See examples above.) This serves two purposes. First, this makes it irrefutably clear what misconduct you are accusing the officer of, and thus helps to set the stage for your complaint to be appropriately reviewed and investigated. Secondly, and even more importantly, a specific allegation makes it tougher

for the departmental employees handling the complaint to clear the officer without any substantial refutation of your allegations, and thus tougher for them to sweep it under the rug. It's easier for an agency to dismiss a raw statement of facts which contains some misconduct buried deep within, than to dismiss a report which specifically names one or more official categories of misconduct. As such, try to pick the best few applicable policy violations and list them in a boldface heading at the top of your complaint. In addition to the serious offenses listed above, other categories of misconduct include:

Abuse of authority

Abuse of process

Conduct unbecoming a law enforcement officer

Lack of courtesy

Lack of professionalism

Neglect of duty

Retaliation (e.g., for a previous complaint you filed!)

There is clearly a lot of overlap between categories, so you should be able to cite plenty of types of misconduct in your report. Don't limit yourself to the items listed here; check your local police department operational manual or procedural handbook for additional categories!

Remember, if the incident about which you are complaining is part of a pattern of behavior by the subject officer(s), be sure to note this in your complaint!

Finally, make sure that you mail the complaint report using Certified Mail, Return Receipt Requested. That way, you'll end up with a postcard that says who at the department signed for your complaint, and the department cannot later allege that they never received it.

Procedure

What happens after I file a complaint?

First, the intake stage. A sergeant (or higher ranking officer; this person will be known as the "intake officer") will conduct a preliminary review the complaint and determine whether the allegations, if true, would constitute non-minor misconduct. Next, there are several other grounds for dismissal of the complaint besides the misconduct being categorized as minor. For example, a determination that your allegations are intentionally and materially false will lead to your complaint being dismissed. Trivial or

frivolous complaints (i.e., those which allege minor technical violations of procedural rules which have negligible adverse effects on the public or the agency's credibility, such as failure by the officer to wear the uniform hat) are also dismissed during intake. Grossly illogical or improbable complaints (e.g., that an officer took control of your mind and made you punch yourself in the face) are also dismissed at this stage. Note that if you have a "history of unfounded complaints" with the agency, you may receive "special handling." This does not mean they can automatically dismiss your complaint, but rather, that they may require you to agree to an interview or other additional procedures.

If your allegations are perceived to be minor by the reviewing officer (or not part of a pattern), your complaint dies before it is ever seriously considered -- this is why it's so important for you to clearly allege and categorize serious misconduct by the officer!

Informal investigation

A categorization of minor misconduct by the intake officer will lead to an informal investigation; this is a dead end as far as you are concerned! An informal investigation consists of nothing more than debriefing the subject officer regarding your concerns about the officer.s actions or quality of service. Most importantly, informal investigations do not trigger any formal finding or the imposition of discipline. This is why it's so important to explicitly allege serious misconduct by the officer, and to request a formal investigation in your complaint! If your complaint gets designated for informal investigation, write the department a letter underscoring the severity of your allegations, and demanding that a formal investigation be undertaken.

Formal Investigation

A formal investigation is generally performed by the subject officer's chain of command (his supervisors), or by an Internal Affairs officer (or bureau of officers, in the case of larger, metropolitan police agencies). Depending on your jurisdiction, Internal Affairs involvement may be reserved for allegations of serious misconduct (and the officer's superior is generally required to notify Internal Affairs of any such allegations). During a formal investigation, the subject officer and his or her representatives are prohibited from contacting or interviewing any witnesses or conducting any type of investigation into the allegations. As such, you should report any contact or attempts at contacting you by officers who are not specifically authorized to conduct the investigation!

The subject officer is not entitled to any legal representation during the investigation process since it is generally an internal matter and does not involve a court proceeding. During the investigation, officers

who are known to have knowledge (either direct or indirect) of the alleged misconduct will be required by the agency to prepare and submit an individual report which is both complete and accurate.

Be forewarned that in a rural Sheriff's Office or other small police agency, "Internal Affairs" may consist of a single officer who is closely acquainted with, or works closely with, the subject officer. This will probably make it harder to get your complaint the attention it deserves, but the techniques in this guide should help you overcome this disadvantage!

Criminal or civil suits against the officer

If criminal charges are expected against the officer, this may affect the scheduling and handling of the investigation. This is because in a criminal case, the standard of proof is "beyond a reasonable doubt" (that is, the jury must be roughly 90% certain that the crime occurred). In contrast, in most civil cases or in the handling of police complaints, the standard of proof is a "preponderance of evidence" (that is, roughly 51% certainty that the allegation is true, but this may not be true with some allegations such as False Arrest, which only has to meet an even lower, "probable cause" standard). So, in the case of criminal allegations, the investigating authorities will generally wait to handle complaints after the conclusion of the criminal matter, since the evidence and results of the trial may be definitive and save investigation time (unofficially, it also decreases the odds that the police agency sweeps something under the rug that later becomes embarrassing headline news). Note that if the officer has been charged with a felony by the District Attorney's office, the police agency will generally be forced to indefinitely suspend him or her. The filing a civil suit against the agency may likewise change the dynamic of the complaint procedure, but generally will not halt the agency's investigation.

In the case of very serious allegations (e.g., that the officer used force or deadly force), you should lobby the District Attorney's office to initiate its own investigation. If an affirmative defense exists (e.g., the officer was acting in self defense), or if there is insufficient evidence to convict, the District Attorney will not prosecute the officer.

If the officer is found guilty of criminal charges, there may not be any administrative penalty, since the criminal penalty is believed to be more severe. If the officer is found not guilty in the criminal trial (remember, criminal cases use the "beyond a reasonable doubt" (90%+ certain) standard of proof), he or she could still be found guilty using the "preponderance of evidence" (51%+ certain) standard of proof, and so the investigation of the officer will resume in this case.

In some jurisdictions, an independent monitor from outside the police agency will be appointed whenever criminal charges have been filed against an officer. This independent monitor will often have the discretion to continue the investigation even if the criminal charges are dismissed, and can also recommend that the Internal Affairs department conduct additional investigation into a matter. Therefore, it is definitely worth your while to work with the independent monitor to make sure all relevant evidence is considered.

Mediation

Mediation is a voluntary process for resolving complaints, and it may involve you meeting with other community members, police officers, police administrators, and/or an independent monitor. You have the right to refuse mediation if it is offered. Also, you do not have the right to demand mediation. Whether or not mediation will help achieve your goals definitely depends on the facts of your case, and the professionalism of the agency with which you are dealing. If mediation is offered to you, it is worth tracking down a lawyer or other local insider with knowledge of the mediation process and its likely effect on the results of your complaint.

The outcome

Once a formal investigation is complete, the department is required to reach an official disposition as to your complaint. Findings in formal investigations use different terminology than criminal cases. Instead of "Guilty" or "Not Guilty," police complaint investigations can result in a variety of outcomes. An "Unfounded" finding is one where the allegation was not found to be based on facts as shown by the investigation; that is, the alleged misconduct is believed not to have occurred by the police agency. An "Exonerated" finding means that the alleged action was found to have occurred, but the investigation revealed that the action was reasonable, lawful, and proper. A "Not Sustained" finding means that insufficient evidence was available to either prove or disprove the allegation (that is, 50% or less of the evidence suggested that the allegation was true). Finally, a "Sustained" finding means that the investigation disclosed sufficient evidence to determine that the allegation was accurate. You may have noticed that we've got three varieties of "Not Guilty" verdicts here, and only one "Guilty" ; this provides some indication of how much the deck is stacked against the citizen making the complaint, especially when you supposedly only need 51% of the evidence to support your allegation to result in a "Sustained" outcome!

If the subject officer is cleared of wrongdoing, some departments will allow you to appeal the decision within the department. If this option does not exist, or is unsuccessful, you've got several options. The lowest cost course of action would be to complain to your state representative and/or the town or city

governing body. Beyond this, your only real recourse for escalating the issue is a civil lawsuit, or pursuing criminal charges against the officer, both of which are beyond the scope of this article.

Short-term implications for the subject officer

Ideally, a disciplinary outcome will result from your complaint. In order of increasing severity, this could take the form of an oral reprimand (note that despite its verbal nature, this action will still be documented in writing), a written reprimand, fine, suspension, demotion, or dismissal. Also, depending on the outcome of the investigation, the subject officer may be allowed to remain in his or her usual assignment, allowed to remain on duty but reassigned, or relieved of duty.

In some jurisdictions, "Sustained" complaints with a sufficiently severe penalty are subject to review by a Disciplinary Review Board which includes citizens, and officers who are not directly involved in the case and not in the chain of command directly above the subject officer. In some jurisdictions, officers also have the option to appeal a "Sustained" complaint to a Civil Service Commission or similar municipal authority.

Longer-term implications for the subject officer

In addition to the short term consequences of your complaint (that is, the investigation and resolution described above), your complaint also has a more indirect and longer-term consequence for the subject officer. First of all, even "Not Sustained" complaints stay in the personnel file of the subject officer, and will be reviewed during the officer's annual performance evaluation (all officers up to, and including, the rank of captain must typically undergo this type of yearly review). Past complaints will likewise come up whenever an officer is up for promotion or transfer. If the officer is on probationary status because they are a fairly recent hire, or because of a past disciplinary problem, such complaints will probably be weighed more heavily against the officer.

Secondly, a great many police agencies now use a "declining complaint system" to identify patterns of misconduct, and to weed out retaliatory complaints (that is, complaints which are believed to be filed simply to wreak vengeance on the officer by the citizen). Under the declining complaint system, the agency will not only look at the facts surrounding your complaint, but will use the number of complaints the officer has received in the past quarter year (or longer) to decide whether the officer is receiving an abnormally high number of complaints. If so, the agency is more likely to investigate further instead of ignoring the complaints. Many police agencies also use an "early warning" or "early intervention" system which endeavors to detect early warning signs that indicate incipient patterns of future misconduct.

Both systems review the officer on a quarterly basis to determine whether the officer's statistics are out of line when compared with "similarly situated" officers. Ideally, this means that only officers with the same tenure, shift, and neighborhood are compared, but in the real world such "similarly situated" officers may be unavailable for comparison. An officer's statistics are also normalized to adjust for the number of complaints versus the number of contacts or arrests during the period in question, the number of uses of force versus the number of contacts or arrests, the number of crashed cars, number of rudeness complaints, etc. Small or rural police departments may employ additional statistics due to the decreased number of contacts (e.g., number of sick days taken). If any of these metrics hits a certain threshold, counseling and mentoring are ordered for the officer (or in more serious cases, disciplinary proceedings).

How many complaints does it take to raise a red flag? For a variety of likely reasons, urban police officers typically receive more complaints than their rural counterparts. The "similarly situated" statistics notwithstanding, even five complaints in a quarter would be a very high number, even for an officer who makes a lot of arrests in an urban area. Obviously, a smaller number of complaints would likely raise a red flag in a suburban or rural police department.

What if I verbally antagonized the officer before he broke out the Taser?

Officially, the fact that you called the cop a "parasitic ass-clown" as he handed you the speeding ticket (a.k.a. "contempt for the officer"; note that this, and the oft-heard "disrespecting an officer" are not actually illegal) may be "taken into consideration" during the investigation, but is not supposed to actually be a mitigating circumstance for the officer. This is quite a nuanced guideline, but you can certainly use that to your advantage by owning up to your outburst in your complaint, and making it clear that this was still no excuse for the officer's subsequent behavior. Likewise, if you begged, "Don't taze me, bro!" beforehand, make that clear in your complaint as well.

What about off-duty officers?

You should be aware that off-duty officers in any jurisdiction who are charged with misdemeanors, felonies, or local law violations involving use of force (e.g., assault) or threatened use of force are generally placed under formal investigation if their department is made aware of the violation. If you are involved in an incident with an off-duty officer, never assume that the officer's agency will find out . the only way to be sure is to file a complaint which fully documents the incident. Note also that many departments require off-duty officers, while in uniform, to adhere to the same standards of conduct as if they were on duty!

What if I can't identify the officer?

Police agencies must make a good faith effort to identify the officer on your behalf. Unless you're going to sue the agency (and thus will have discovery or subpoena power), you won't have much chance to identify the officer yourself. So, if the agency cannot or will not identify the officer, your best chance is to challenge whether the agency really lived up to its obligations and made a good faith effort; ask them to document what steps they took to identify the officer(s) in question!

What about third party complaints?

Third parties can make complaints. However, they must have a "reasonably direct relationship" to the incident if filing a minor complaint. A "reasonably direct relationship" generally means the third party was directly affected by the alleged misconduct (a first-hand source), witnessed the alleged misconduct (a second-hand source), or has special, professional, or organizational knowledge about the alleged misconduct (e.g., based on the party's capacity as a lawyer, judge, etc.) The agency isn't allowed to dismiss less serious third party complaints if there is a reasonable explanation why the "person with standing" (the victim) did not file the complaint (e.g., the victim was a minor, elderly, disabled, deceased, doesn't speak English well, is not a citizen, is wanted on criminal charges, has been threatened, etc.)

Can I complain anonymously?

Anonymous complaints are usually dismissed unless they allege corruption or other very serious police misconduct.

Retaliation

If the subject officer or his cronies start giving you a hard time after you file the complaint, file an additional retaliation complaint after each occurrence! That way, each complaint makes the pattern of harassment more obvious, harder to deny, and increases the chances this behavior will stop.

What if I want to commend an officer for doing something good?

While "courtesy patrol" services such as helping a stranded motorist change a flat tire seem to be in steady decline (police agencies cite budgetary restrictions demanding retasking of officers; critics cite departmental greed causing deprioritization of such services in favor of revenue-generating activity like traffic enforcement), it is conceivable that you will have reason to thank an officer acting in this capacity.

And indeed, you should . the increasing rarity of such occurrences makes it all the more important to reward officers for actually protecting and/or serving the community. You can submit a narrative the same way you would in the case of a complaint. The officer will likely receive a complimentary note from the Chief or other superior officer, and perhaps a mention in the agency's newsletter. More significant positive deeds can result in a service award or citation, Officer of the Year award, or even a medal.

External links

To get an idea of how much professionalism you will be met with when making your complaint, see how your local police department rates on this police accountability website.

Reminder: All content on this site is automatically copyrighted by virtue of the Berne Convention for the Protection of Literary and Artistic Works.

PHILIPPINE NATIONAL POLICE

MANUAL

PNPM 0-08-95 DHRDD

ETHICAL DOCTRINE

MANUAL TABLE OF CONTENTS

Page No.

Message - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - i

Foreword - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - ii

Preface - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - iii

Chapter I. Declaration of Policy - - - - - - - - - - - - - - - - - - - - - - 1

Section 1. General - - - - - - - - - - - - - - - - - - - - - - - - 1

1.1 Purpose - - - - - - - - - - - - - - - - - - - - - - - - - - - 1

1.2 Scope - - - - - - - - - - - - - - - - - - - - - - - - - - - - 1

1.3 Recommendation for Changes - - - - - - - - - - - - - - 2

Section 2. Declaration of Policy - - - - - - - - - - - - - - - - - - 3

Chapter II. Police Officers’ Creed and Stand on Basic Issues - - - - 4

Section 1. PNP Core Values - - - - - - - - - - - - - - - - - - - 4

Section 2. Police Officers’ Creed - - - - - - - - - - - - - - - - - - - 4

Section 3. PNP Stand on Basic Issues - - - - - - - - - - - - - - 6

3.1 PNP Image - - - - - - - - - - - - - - - - - - - - - - - 6

3.2 Career Management - - - - - - - - - - - - - - - - - 6

3.3 Police Management Leadership - - - - - - - - - - 7

3.4 Equality in the Service - - - - - - - - - - - - - - 7

3.5 Delicadeza - - - - - - - - - - - - - - - - - - - - - - - 8

3.6 Police Lifestyle - - - - - - - - - - - - - - - - - - 8

3.7 Political Patronage - - - - - - - - - - - - - - - - - - 8 3.8 Human Rights - - - - - - - - - - - - - - - - - - - 9

3.9 Setting Example - - - - - - - - - - - - - - - - - - - 9

Chapter III. Professional Conduct and Ethical Standards - - - - - - 10

Section 1. Standard of Police Professionalism - - - - - - - - - - 10

2. Police Professional Conduct - - - - - - - - - - - - - - - 10

2.1 Commitment to Democracy - - - - - - - - - - - - - - - 10

2.2 Commitment to Public Interest - - - - - - - - - - - 10

2.3 Non-Partisanship - - - - - - - - - - - - - - - - - - - - 11

2.4 Physical Fitness and Health - - - - - - - - - - - - - - - - 11

2.5 Secrecy Discipline - - - - - - - - - - - - - - - - - - - - 11

2.6 Social Awareness - - - - - - - - - - - - - - - - - - - - - 12

2.7 Non-Solicitation of Patronage - - - - - - - - - - - - 12

2.8 Proper Care and use of Public Property - - - - - - - - 13

2.9 Respect for Human Rights - - - - - - - - - - - - - - - - - 13

2.10 Devotion to Duty - - - - - - - - - - - - - - - - - - - - - 14

2.11 Conservation of Natural Resources - - - - - - - - 14

2.12 Discipline - - - - - - - - - - - - - - - - - - - - - - - - - - 14

2.13 Loyalty - - - - - - - - - - - - - - - - - - - - - - - - - - 15

2.14 Obedience to Superiors - - - - - - - - - - - - - - - - - 15

2.15 Command Responsibility - - - - - - - - - - - - - - - - - 15

Section 3. Ethical Standards - - - - - - - - - - - - - - - - - - - - - 16

3.1 Morality - - - - - - - - - - - - - - - - - - - - - - - - - - 16 3.2 Judicious Use of Authority - - - - - - - - - - - - - - - - - 16

3.3 Integrity - - - - - - - - - - - - - - - - - - - - - - - - - - 16

3.4 Justice - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 17

3.5 Humility - - - - - - - - - - - - - - - - - - - - - - - - - - 17

3.6 Orderliness - - - - - - - - - - - - - - - - - - - - - - - - - - 17

3.7 Perseverance - - - - - - - - - - - - - - - - - - - - - - - - - - 18

Chapter IV. Customs and Traditions - - - - - - - - - - - - - - - - - - - - - 19

Section 1. General Statement - - - - - - - - - - - - - - - - - - - - - 19

Section 2. Definition of Terms - - - - - - - - - - - - - - - - - - - - - 19

2.1 Customs - - - - - - - - - - - - - - - - - - - - - - - - - 19

2.2 Traditions - - - - - - - - - - - - - - - - - - - - - - - - - 19

2.3 Courtesy - - - - - - - - - - - - - - - - - - - - - - - - - 19

2.4 Ceremony - - - - - - - - - - - - - - - - - - - - - - - - - 20

2.5 Social Decorum - - - - - - - - - - - - - - - - - - - - - 20

Section 3. Police Customs on Courtesy - - - - - - - - - - - - - - - - 20

3.1 Salute - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 20

3.2 Salute to National Color and Standard - - - - - - - - 20

3.3 Address/Title - - - - - - - - - - - - - - - - - - - - - - - - - 20

3.4 Courtesy Calls - - - - - - - - - - - - - - - - - - - - - - - - - 21

3.5 Courtesy of the Post - - - - - - - - - - - - - - - - - - - - - 22

3.6 Rank-Has-Its-Own Privilege (RHIP) - - - - - - - 22

Section 4. Police Customs on Ceremonies - - - - - - - - - - - - 22 4.1 Flag Hoisting Ceremony - - - - - - - - - - - - - - - - - 22

4.2 Flag Lowering Ceremony - - - - - - - - - - - - - - - - - 22

4.3 Half-Mast - - - - - - - - - - - - - - - - - - - - - - - - - 23

4.4 Funeral Service and Honors - - - - - - - - - - - - - - - - - 23

4.5 Ceremonies Tendered to Retirees - - - - - - - - - - - - 23

4.6 Honor Ceremony - - - - - - - - - - - - - - - - - - - - - 23

4.7 Turn-Over Ceremony - - - - - - - - - - - - - - - - 23

4.8 Wedding Ceremony - - - - - - - - - - - - - - - - - - - - - 24

4.9 Anniversary - - - - - - - - - - - - - - - - - - - - - - - - - 24

Section 5. Police Customs on Social Decorum - - - - - - - - - - - - 24

5.1 Proper Attire - - - - - - - - - - - - - - - - - - - - - - - - - 24

5.2 Table Manners - - - - - - - - - - - - - - - - - - - - - 25

5.3 Social Graces - - - - - - - - - - - - - - - - - - - - - - - - - 25

5.4 Uniform/Appearance - - - - - - - - - - - - - - - - 25

5.5 Manner of Walking - - - - - - - - - - - - - - - - - - - - - 25

Section 6. Other Police Customs - - - - - - - - - - - - - - - - - - - - - 26

6.1 Visiting the Sick - - - - - - - - - - - - - - - - - - - - - 26

6.2 Survivor Assistance to Heirs of Deceased

Members - - - - - - - - - - - - - - - - - - - - - - - - - 26

6.3 Visiting the Religious Leaders - - - - - - - - - - - - 26

6.4 Athletics - - - - - - - - - - - - - - - - - - - - - - - - - 26

6.5 Happy Hours - - - - - - - - - - - - - - - - - - - - - - - - - 27

Section 7. Police Tradition - - - - - - - - - - - - - - - - - - - - - 27 7.1 Spiritual Beliefs - - - - - - - - - - - - - - - - - - - - 27

7.2 Valor - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 27

7.3 Patriotism - - - - - - - - - - - - - - - - - - - - - - - - - 27

7.4 Discipline - - - - - - - - - - - - - - - - - - - - - - - - - 28

7.5 Gentlemanliness - - - - - - - - - - - - - - - - - - - - 28

7.6 Word of Honor - - - - - - - - - - - - - - - - - - - - 28

7.7 Duty - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 28

7.8 Loyalty - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 29

7.9 Camaraderie - - - - - - - - - - - - - - - - - - - - - - - - - 29

Chapter V. Police Officers’ Pledge (POP), Principles and Conduct

of Law Enforcement Officials - - - - - - - - - - - - - - - 30

Section 1. Police Officers‘ Pledge - - - - - - - - - - - - - - - - - - - - 30

Section 2. Forum to Recite - - - - - - - - - - - - - - - - - - - - 31

Section 3. Fundamental Principles - - - - - - - - - - - - - - - 31

Section 4. Code of Conduct of Law Enforcement Officials - - 35

Chapter VI. Propagation and Adherence - - - - - - - - - - - - - - - - 38

Section 1. Foundation - - - - - - - - - - - - - - - - - - - - - - - - - 38

Section 2. Commitment - - - - - - - - - - - - - - - - - - - - - - - - - 39

Section 3. Propagation, Development and Adherence - - - - - - - 40

Section 4. Appropriations - - - - - - - - - - - - - - - - - - - - - - - - - 41

Section 5. Miscellaneous - - - - - - - - - - - - - - - - - - - - - - - - - 41

Chapter VII. Administrative Sanctions and Amendments - - - - - - - 43 Section 1. Penalties and Administrative Sanctions - - - - - - - 43

Section 2. Amendments - - - - - - - - - - - - - - - - - - - - - - - - - 43

ANNEXES:

“A” - Notes and References - - - - - - - - - - - - - - - - 47

“B” - NAPOLCOM Resolution No. 92-4 Approving the

PNP COPCES - - - - - - - - - - - - - - - - - - - - - 48

“C” - General Circular Nr DHRDD 94-001 dtd Oct 28, 1994,

entitled: PNP Ethics Day Celebration - - - - - - - - 48

“D” - POLICE 2000, PNP Vision and Mission - - - - - - - - 60

“E” - Panunumpa sa Watawat with English version - - - - 63

PNP ETHICAL DOCTRINE

CHAPTER I

DECLARATION OF POLICY

Section 1. General

1-1 Purpose

This manual prescribes the Ethical Doctrine for the Philippine National Police. Its

purpose is to provide moral and ethical guidance to all PNP members.

1-2 Scope and Limitation

a. This Ethical Doctrine was culled from the PNP Code of Professional Conduct

and Ethical Standards (COPCES) with inception of additional and related principles,

guidelines and sanctions, all geared towards the internalization of moral values and

service dedication. This Doctrine consists of seven chapters similar to the provisions of

the PNP COPCES. The adoption of the PNP Code of conduct as an Ethical Doctrine

reinforces the former as an effective instrument in the moral values’ internalization in the

PNP.

b. This Ethical Doctrine applies to both uniformed and non-uniformed personnel

of the PNP, unless specified otherwise.

c. This Ethical Doctrine is in accordance with the PNP Fundamental Doctrine and

the Code of Professional Conduct and Ethical Standards.

1-3 Recommendation for Changes

Any suggested revision or comment should be forwarded to the Chief, Philippine

National Police, Attn: Director, Directorate for Human Resource and Doctrine

Development.

Section 2. Declaration of Policy

All members of the Philippine National Police shall abide, adhere to and

internalize the provisions of this Ethical Doctrine. Towards this end, a truly

professionalized and dedicated law enforcer shall be developed in promoting peace and

order, ensuring public safety and enhancing community participation guided by the

principle that a public office is a public trust and that all public servants must, at all

times, be accountable to the people. They shall serve with utmost responsibility, integrity,

morality, loyalty and efficiency with due respect to human rights and dignity as hallmark of a democratic society. They shall, at all times, support and uphold the Constitution, bear

faithful allegiance to the Constitution, bear faithful allegiance to the legitimate

government, respect the duly constituted authority and be loyal to the police service. CHAPTER II

POLICE OFFICER’S CREED AND STANDS ON BASIC ISSUES

Section 1. The PNP Core Values

The police service is a noble profession which demands from its members

specialized knowledge and skills, as well as high standards of ethics and morality. Hence,

the members of the PNP must adhere to and internalize the enduring core values of love

of God, respect for authority, selfless love and service for people, sanctity of marriage,

and family life, responsible dominion and stewardship over material things, and

truthfulness.

Section 2.The Police Officer’s Creed

2.1 I believe in God, The Supreme Being, The Great Provider, and The Creator of

all men and everything dear to me. In return, I can do no less than love Him above all

obeying His word, seek His guidance in the performance of my sworn duties and honor

Him at all times.

2.2 I believe that respect for authority is a duty. I respect and uphold the

Constitution, the laws of the land and the applicable rules and regulations. I recognize the

legitimacy and authority of the leadership, and obey legal orders of my superior officers.

2.3 I believe in selfless love and service to people. Towards this end, I commit

myself to the service of my fellowmen over and above my personal interest.

2.4 I believe in the sanctity of marriage and family life. I shall set the example of

decency and morality, shall have high regard for family life and value of marital fidelity.

2.5 I believe in the responsible dominion and stewardship over material things. I

shall inhibit myself from extravagance and ostentatious display of material things. I shall

help protect the environment and conserve nature to maintain ecological balance.

2.6 I believe in the wisdom of truthfulness. I must be trustworthy and I shall

uphold the truth at all times.

Section 3. PNP Stand on Basic Issues

The deployment and employment of PNP personnel require the organization and

its members to bare their stand on the following basic issues:

3.1 PNP Image – The image of any organization affects the esprit d’ corps, morale

and welfare of the members , and sense of pride to the organization . Thus, all members

of the PNP should act in a manner that would reflect best on the PNP and live by the

PNP’s core values. 3.2 Career Management, the Key to Professionalism – The Proper implementation

of the PNP’s Career Management will greatly enhance the personnel professionalization

process with regards to procurement, training, promotion, assignment, placement, awards

and retirement. The PNP shall formulate a stringent policy and strictly implement the

human resources development system, compatible to the equitable distribution of

procurement, fair promotion, rationalized approach in assignment, skill development,

immediate grant of reward and award, and decent living upon retirement.

3.3 Police Management Leadership – The effectiveness of law enforcement is

reflective of the managerial capabilities and competent leadership of the men and women

who run the PNP organization. These attributes must therefore be one of the primary

bases for consideration in the selection of personnel for employment and deployment

purposes.

3.4 Equality In the Service – There shall be judicious and equitable distribution of

opportunity to prove one’s worth in the police service. The problem on inequity thru class

orientation and factionalism, both real and perceived, premised on favored assignment,

inequitable opportunity of training, unfair granting of promotion, and untimely awarding

of achievements, will create an atmosphere of demoralization. The result is inefficiency

and lack of teamwork to the detriment of the organization. It behooves. Therefore, on the

PNP leadership address the situation. The civilian character of the organization requires

adherence to the rule on merit and fitness system and to dissociate the above process

from class orientation and factionalism.

3.5 Delicadeza- In consonance with the requirements of honor and integrity in the

PNP, all members must have the moral courage to sacrifice self-interest in keeping with

the time-honored principle of delicadeza.

3.6 Police Lifestyle- The PNP shall promote and maintain a lifestyle for its

members which the public will find credible and respectable. The public expects a police

officer to live a simple and dignified life. They must be free from greed corruption and

exploitation.

3.7 Political Patronage- PNPP members shall inhibit themselves from soliciting

political patronage on matters pertaining to assignment, award,, training and promotion.

3.8 Setting Example- All PNP members shall set good example to their

subordinates and follow good example from the superiors. CHAPTER III

PROFESSIONAL CONDUCT AND ETHICAL STANDARDS

Section 1. Standard of Police Professionalism

PNP members shall perform their duties with integrity, intelligence and competence in

the application of specialized skills and technical knowledge with excellence and

expertise.

Section 2. Police Professional Conduct

2.1 Commitment to Democracy- Uniformed PNP members shall commit themselves

to the democratic way of life and values and maintain the principle of public

accountability. They shall at all times uphold the Constitution and be loyal to our country,

people and organization, above their loyalty to any person.

2.2 Commitment to Public Interest- PNP members shall always uphold public interest

over and above personal interest. All government properties, resources and powers of

their respective offices must be employed and used effectively, honestly and efficiently,

particularly to avoid wastage of public funds and revenues. PNP members must avoid and

prevent the “malversation” of human resources, government time, property and funds.

2.3 Non-Partisanship- PNP members shall provide services to everyone without

discrimination regardless of party affiliation in accordance with existing laws and

regulations.

2.4 Physical Fitness and Health- PNP members shall strive to be physically and

mentally fit and in good health at all times. Toward this end, they shall undergo regular

physical exercises and annual medical examination in any PNP Hospital or Medical

facility, and actively participate in the Physical Fitness and Sports Development Program

of the PNP.

2.5 Secrecy Discipline- PNP members shall guard the confidentiality of classified

information against unauthorized disclosure, including confidential aspects of official

business, special orders, communications and other documents roster or any portion

thereof, contents of criminal records, identities of persons who may have given

information to the police in confidence and other classified information or intelligence

material.

2.6 Social Awareness- PNP members and their immediate family members shall be

encouraged to actively get involved in religious, social and civic activities to enhance the

image of the organization without affecting their official duties. 2.7 Non- Solicitation of Patronage- PNP members shall seek self-improvement

through career development and shall not directly or indirectly solicit influence or

recommendation from politicians, high ranking government officials prominent citizens,

persons affiliated with civic or religious organizations with regards to their assignments,

promotions, transfer or those of other members of the force, nor shall they initiate any

petition to be prepared and presented by citizens in their behalf. Moreover, they shall

advise their immediate relatives not to interfere in the activities of the police service

particularly in the assignment and reassignment of personnel.

2.8 Proper Care and Use of Public Property- PNP members shall promote and

maintain sense of responsibility in the protection, proper care and judicious disposition

and use of public property issued for their official use or entrusted to their care and

custody just like “ a good father of their family”. When the Commander/Director is

relieved from his post, all properties/equipment belonging to the government must be

turned-over to the incoming. A committee for the purpose shall be proper. Hence, it is a

taboo for outgoing Commander/Director to detach, remove and bring home or to his new

assignment properties which do not personally belong to him.

2.9 Respect for Human Rights- In the performance of duty, PNP members shall

respect and protect human dignity and uphold the human rights of all persons. No

member shall inflict, instigate or tolerate extra-judicial killings, arbitrary arrests, any act

of torture or other cruel, inhuman or degrading treatment or punishment and shall not

invoke superior orders or exceptional circumstances such as a state –of-war, a threat to

national security, internal political instability or any public emergency as a justification

for committing such human rights violations.

2.10 Devotion to Duty- PNP members shall perform their duties with dedication

thoroughness, efficiency enthusiasm, determination, and manifest concern for public

welfare, and shall refrain from engaging in any activity which shall be conflict with their

duties as public servants.

2.11. Conservation of Natural Resources- PNP members shall help in the development

and conservation of our natural resources for ecological balance and posterity as these are

the inalienable heritage of our people.

2.12 Discipline- PNP members shall conduct themselves properly at all times in

keeping with the rules and regulations of the organization.

2.13 Loyalty- PNP members shall be loyal to the Constitution and the police service as

manifested by their loyalty to their superiors peers and subordinates as well.

2.14 Obedience to Superiors- PNP members shall obey lawful orders of and be

courteous to superior officers and other appropriate authorities within the chain of

command. They shall readily accept whenever they are assigned anywhere in the

country. Therefore, it is taboo for any personnel to petition in court or in any public

forum his assignment. 2.15 Command Responsibility- In accordance with the Doctrine on Command

Responsibility, immediate Commanders/ Directors shall be responsible for the effective

supervision, control and direction of their personnel and shall see to it that all government

resources shall be managed, expended or utilized in accordance with laws and regulations

and safeguard against losses thru illegal or improper disposition.

Section 3. The Ethical Standards

Ethical standards shall refer to established and generally accepted moral values. Ethical

acts to be observed are the following:

3.1 Morality- PNP members shall adhere to high standards of morality and decency

and shall set good examples for others to follow. In no instance during their terms of

office, among other things, shall they be involved as owners, operators, managers or

investors in any house of ill-repute or illegal gambling den or other places devoted to

vices, nor they shall patronize such places unless on official duty, and tolerate operations

of such establishments in their respective areas of responsibilities. They shall be faithful

to their lawfully wedded spouses.

3.2 Judicious Use of Authority – PNP members shall exercise proper and legitimate

use of authority in the performance of duty.

3.3 Integrity – PNP members shall not allow themselves to be victims of corruption

and dishonest practices in accordance with the provisions of RA 6713 and other

applicable laws.

3.4 Justice – PNP members shall strive constantly to respect the rights of others so

that they can fulfill their duties and exercise their rights as human beings, parents,

children, citizens, workers, leaders, or in other capacities and to see to it that others do

likewise.

3.5 Humility – PNP members shall recognize the fact that they are public servants

and not the masters of the people and towards this end, they should perform their duties

without attracting attention or expecting the applause of others.

3.6 Orderliness – PNP members shall follow original procedures in accomplishing

tasks assigned to them to minimize waste in the use of time, money and effort.

3.7 Perseverance – Once a decision is made, PNP members shall take legitimate

means to achieve the goal even in the face of internal or external difficulties, and despite

anything which might weaken their resolve in the course of time. CHAPTER 1V

CUSTOMS AND TRADITIONS

Section 1. General Statement

The PNP adopts the generally acceptable customs and traditions based on the

desirable practices of the police service. These shall serve to inspire PNP members as the

organization endeavors to attain its goals and objectives.

Section 2. Definition of Terms:

2.1 Customs - Established usage or social practices carried on by tradition that have

obtained the force of law.

2.2 Traditions – Bodies of beliefs, stories, customs and usages handed down from

generation to generation with the effect of an unwritten law.

2.3 Courtesy – A manifestation of expression of consideration and respect for others.

2.4 Ceremony – A formal act or set of formal acts established by customs or authority

as proper to special occasion.

2.5 Social Decorum – A set of norms and standards practiced by members during

social activities and other functions.

Section 3. Police Customs on Courtesy

The following are customs on courtesy in the PNP:

3.1 Salute – Salute is the usual greetings rendered by uniformed members upon

meeting and recognizing person entitled to a salute.

3.2 Salute to National Color and Standard – Members stand at attention and salute the

national color and standard as these pass by them or when the national color is raised or

lowered during ceremonies.

3.3 Address/Title – Junior in rank address senior members who are entitled to salute

with the word “Sir” or “Ma’am”. All Police Commissioned Officers shall be addressed

sir or ma’am by Police Non-Commissioned Officers and Non-Uniformed Personnel.

3.3 Courtesy Calls – The following are the customs on courtesy calls:

3.4 Courtesy Calls – The following are the customs on courtesy calls: 3.4.1. Courtesy Call of Newly Assigned/Appointed Member – PNP members

who are newly appointed or assigned in a unit or command call on the chief of the unit or

command and other key personnel as a matter of courtesy, as well as for accounting,

orientation and other purposes.

3.4.2. Christmas Call – PNP members pay a Christmas Call on their local

executives in their respective areas of responsibility.

3.4.3. New Year’s Call – PNP members pay a New Year’s call on their

commanders and /or key officials in their respective areas of responsibility.

3.4.4. Promotion Call – Newly promoted PNP members call on their unit head.

On this occasion, they are usually given due recognition and congratulations by their

peers for such deserved accomplishment.

3.4.5. Exit Call – PNP members pay an Exit Call on their superiors in the unit or

command when relieved or reassigned out of the said unit or command.

3.5 Courtesy of the Post – The host unit extend hospitality to visiting personnel who

pay respect to the command or unit.

3.6 Rank Has –Its –Own Privilege (RHIP) – PNP members recognize the practice that

different ranks carry with them corresponding privileges.

Section 4. Police Customs on Ceremonies

4.1. Flag Raising Ceremony – PNP members honor the flag by hoisting ii and singing

the National Anthem before the start of the official day’s work.

4.2 Flag Lowering Ceremony – At the end of the official days’ work, the PNP

members pause for a moment to salute the lowering of the flag.

4.3 Half-Mast – The flag is raised at half-mast in deference to deceased uniformed

members of the command.

4.4 Funeral Service and Honors – Departed uniformed members, retirees, war

veterans or former PC/INP members are given vigil, necrological services and graveside

honors as a gesture of farewell.

4.5 Ceremony Tendered to Retirees – In recognition of their long, faithful and

honorable service to the PNP, a testimonial activity shall be tendered in their honor.

4.6 Honor Ceremony – Arrival and departure honor ceremonies are rendered to

visiting dignitaries, VIPs, PNP Officers with the grade of Chief Superintendent and above

and AFP officers of equivalent grade, unless waived./ 4.7 Turnover Ceremony – The relinquishment and assumption of command or key

position is publicly announced in a Turnover Ceremony by the outgoing and incoming

officers in the presence of the immediate superior or his representative. Outgoing

Commander/Director should not leave his post without proper turnover. Turn-over

includes turnover of properties/equipment, human and material resources.

4.8 Wedding Ceremony -- During marriage of PNP members, a ceremony is

conducted with participants in uniform and swords drawn.

4.9 Anniversary – The birth or institutional establishment of a command or unit is

commemorated in an Anniversary Ceremony.

5.1. Proper Attire – PNP members always wear appropriate and proper attire in

conformity with the occasion.

5.2. Table Manners – PNP members observe table etiquette at all times.

5.3 Social Graces – PNP members conduct themselves properly in dealing with

people during social functions.

5.4 Uniform/Appearance – The public looks upon a PNP member as distinctively a

man among men. It is a welcome sight when PNP members wear their uniform properly

wherever they may be. Bulging stomach is a taboo in the uniformed service. Since

disciplined PNP members are best exemplified by those who are neat in appearance and

wearing the prescribed uniform, they must therefore observe the following:

5.4.1. Wearing of prescribed uniform.

5.4.2 Adherence to haircut prescribed by rules & regulations.

5.5 Manner of Wlking- Every PNP Member is expected to walk with pride and

dignity.

Section 6. Other Police Customs:

6.1 Visiting the Sick- Immediate commanders or other available officers of the unit

visit PNP Members who are sick in the hospital, their residence or any place of

confinement in order that their needs are attended to.

6.2 Survivor Assistance of Heir of Deceased Members- A survivor officer is

designated whenever PNP members die, to render maximum assistance to their bereaved

family until all benefits due shall have been received.

6.3 Visiting the Religious Leaders- PNP Officers visit religious leaders in their areas

of assignment to establish or maintain rapport and cooperation between the different

religious leaders and the PNP. 6.4 Athletics- PNP members indulge in physical fitness activities o insure that their

proper physical appearance and bearing are smaller than the size of his chest and in

conformity with the standard set forth by the organization.

6.5 Happy Hours- Usually on Friday or any other day suitable for the occasion, PNP

members gather together at their PNP club for a light hearted jesting or airing of minor

gripes.

Section 7. Police Tradition

The following are police traditions:

7.1 Spiritual Beliefs- PNP members are traditionally religious and God-loving person.

They attend religious services together with the members of their family.

7.2 Valor- History attests that the Filipino law enforcers have exemplified the

tradition of valor in defending the country from aggression and oppression and

protecting/preserving the life and property of the people. They sacrificed their limbs and

lives for the sake of their countrymen whom they have pledged to serve.

7.3 Patriotism- The PNP members are traditionally patriotic by nature. They manifest

their love of country with a pledge of allegiance to the flag and a vow to defend the

constitution.

7.4 Discipline- The discipline of the PNP members is manifested by instinctive

obedience to lawful orders and thorough and spontaneous actions towards attainment of

organizational objectives guided by moral, ethical and legal norms.

7.5 Gentlemanliness-PNP members are upright in character, gentle in manners,

dignified in appearance, and sincere in their concern to fellowmen.

7.6 Word of Honor- PNP members’ word is their bond. They stand by and commit to

uphold it.

7.7 Duty- PNP members have historically exemplified themselves as dedicated public

servants who perform their tasks with a deep sense of responsibility and self-sacrifice.

They shall readily accept assignment anywhere in the country.

7.8 Loyalty- PNP members are traditionally loyal to the organization, country and

people as borne by history and practice.

7.9 Camaraderie- The binding spirit that enhances teamwork and cooperation in the

police organization, extending to the people they serve., in manifested by the PNP

members’ deep commitment and concern for one another. CHAPTER V

POLICE OFFICER’S PLEDGE (POP) PRINCIPLES AND

CONDUCT OF LAW ENFORCEMENT OFFICIALS

Section 1. The Police Officer’s Pledge

1. I will love and serve God, my country and people;

2. I will uphold the Constitution and obey legal orders of the duly constituted

authorities;

3. I will oblige myself to maintain a high standard of morality and professionalism;

4. I will respect the customs and traditions of the police service; and

5. I will live a decent and virtuous life to serve as an example to others.

Section 2. Forum to Recite

The Police Officer’s Pledge should be recited during the following occasions:

1. Flag raising and flag retreat ceremonies, jointly with the Pledge of Allegiance to

the Flag (Panunumpa sa Watawat).

2. PNP Training/course opening and closing ceremonies.

3. Seminars on moral values internalization.

4. Other ceremonies.

Section 3. Fundamental Principles

The rigid application of fundamental principles in police work is necessary to

avoid human rights violation and maintain respect of the profession. Thus, PNP members

have the following responsibilities:

1. To prevent and control crime, disorder and oppression by influential/political

groups, abusive soldiers and policemen, tyrannical policeman and decadent

society.

2. To recognize that the fulfillment of its functions is dependent upon community

approval of its existence, and on its ability to obtain and maintain responsive

support and participative cooperation.

3. To recognize that in order to secure and maintain the approval, support and

cooperation of the public, it has a collateral responsibility of securing the willing

assistance of the public in the task of securing observance of law. 4. To recognize that when the community cooperates and assists the police, it

diminishes proportionately the need for the use of physical force and compulsion

in achieving law enforcement objectives.

5. To seek and preserve public favor, not by soliciting public opinion, but by

constant demonstration of impartiality by ready offering of individual service and

congeniality to all members of the community without regards to their wealth,

friendship, social standing and race; and by ready offering of individual sacrifice

and to some extent the sacrifice of relatives.

6. To use physical force only when the exercise of persuasion, advice and warning is

found to be insufficient in the pursuit of law observance or to restore order, and

shall resort only to the minimum degree of physical force necessary on any

particular occasion in achieving law enforcement objectives.

7. To constantly maintain wholesome relationship with the community that gives

reality to the historic tradition that the police is the people and the people is the

police; police officers are members of the community who are paid to render

public safety services due upon every citizen, endearing the principle that a public

office is a public trust.

8. To recognize the need for strict adherence to the law, refrain from usurping the

powers and authority of the judiciary in avenging individuals, judging guilt and

punishing the guilty.

9. To recognize that the test of police efficiency is the absence of crime and

disorder, not the visible evidence of law enforcement action in dealing crime and

disorder; enshrine the principle that crime prevention is better than crime solution;

measure is better than countermeasure.

10. To recognize that the test of law enforcement integrity is the presence of personal

moral responsibility exemplified by virtuous behavior and non compromising law

enforcement officer.

11. To recognize that the achievement of a professional service depends principally

upon the constant development of police education and training, research and

planning and exercise.

12. To recognize that the stability of the republic, the continuity of sovereignty and

strength of democracy depend upon a police organization that is constantly aware

of the sensitive balance between individual freedom and collective security; everalert to the dangers of extra legal or immoral procedures; and never compromise

principle in favor of evil means to attain the good ends.

13. To recognize the ever magnificient principle: Love God, honor the government

and respect the people.

14. To recognize that “the people is the peace maker, the police is the peace keeper

and the local government is the peace preserver.” If he goes beyond and above of

his role, he must observe the three (3) C’s in internal and external relationsconsult, coordinate and cooperate.

Section 4. Code of Conduct for Law Enforcement Officials

This Code of Conduct for Law Enforcement Officials was adopted by United

Nations General Assembly Resolution 34/169 of 17 Dec 1979. a. Law enforcement official shall at all times fulfill the duty imposed upon them by

law, by serving the community and by protecting all persons against illegal acts,

consistent with the high degree of responsibility required by their profession.

b. In the performance of their duty, law enforcement officials shall respect and

protect human dignify and maintain and uphold the human rights of all persons.

c. Law enforcement officials may use force only when strictly necessary and to the

extent required for the performance of their duty.

d. Matters of a confidential nature in the possession of law enforcement officials

shall be kept confidential, unless the performance of duty or the needs of justice

strictly require otherwise.

e. No law enforcement official may inflict, instigate or tolerate any act of torture or

other cruel, inhuman or degrading treatment or punishment, nor may any law

enforcement official invoke superior order or exceptional circumstances such as a

state of war, a threat to national security, internal political instability or any other

public emergency as a justification of torture or other cruel, inhuman or degrading

treatment or punishment.

f. Law enforcement officials shall ensure the full protection of the health of persons

in their custody and, in particular, shall take immediate action to secure medical

attention whenever required.

g. Law enforcement officials shall not commit any act of corruption. They shall also

rigorously oppose and combat all such acts.

h. Law enforcement officials shall respect the law and the present Code. They shall

also, to the best of their capability, prevent and rigorously oppose any violation of

them.

Law enforcement officials who have reason to believe that a violation of the

present Code has occurred or is about to occur shall report the matter to their superior

authorities and, where necessary, to other appropriate authorities or organs vested

with reviewing or remedial power. CHAPTER VI

PROPAGATION AND ADHERENCE

Section 1. Foundation

All PNP members in the performance of their duties shall fully abide by this Ethical

Doctrine. This Ethical Doctrine was culled from the PNP Code of Professional Conduct

and Ethical Standard (COPCES) which is anchored on the divine and moral precepts, the

Constitution of the Republic of the Philippines and relevant provisions of the Revised

Penal Code, RA 6713 (Code of Conduct and Ethical Standards for Public Officials and

Employees), RA 3019 (Anti-Graft Practices Act), RA 6975 (DILG/PNP Law of 1991)

and other related special laws.

Section 2. Commitment

2.1 All PNP personnel shall take upon themselves that the intent and spirit of this

Doctrine are honored and upheld at all times.

2.2 Directors, Chiefs and Heads of Offices/Stations shall set the example and be

responsible for the adherence to this Doctrine.

2.3 Priests/Minister/Imams of the PNP Chaplain Service, while setting the example,

shall actively participate in enhancing the internalization of this Doctrine.

2.4 All members of the PNP shall take an oath that they shall commit themselves to

this Doctrine. The oath of commitment shall be done upon entry into the PNP,

upon promotion to the next higher rank and upon assumption of office/position.

2.5 All PNP members (uniformed or non uniformed) shall execute a Pledge of

Covenant to adhere this Doctrine.

Section 3. Propagation, Development and adherence.

Propagation, Development and adherence of this Doctrine is a command policy and its

implementation thereof is a command responsibility of PNP Commanders/ Directors at

all levels.

3.1 The PNP shall maintain the PNP Code of professional Conduct and Ethical

Standard (COPCES) as conveyor of this PNP Ethical Doctrine.

3.2 All PNP personnel shall be issued upon entry into the police service a copy of the

PNP COPCES which shall be considered an accountable property and shall it with

them daily.

3.3 The PNP COPCES shall be internalized by all members, and institutionalized in

the PNP. It will be part of the circular of all PNP academic courses and will be

integrated in moral value programs conducted thru regular police information and

education activities. 3.4 There shall undertake a continuous appraisal and study on the effectiveness of the

PNP COPCES consistent with the growth and dynamics of performance standards

and professionalization of the PNP.

3.5 The PNP COPCES shall be subject to interview initially three (3) years hence and

every five (5) years thereafter, or sooner if the need arises, for possible revision

and/or modification of its implementation strategy.

3.6 The PNP Office of Ethical Standards and Public Accountability (PNPORSPA)

shall oversee the internalization of the PNP COPCES, and the DHRDD shall

monitor the adherence of PNP members to this Ethical Doctrine.

Section 4. Appropriations – The fund allocation necessary for the effective

propagation and development of the PNP COPCES and Ethical Doctrine shall be

provided.

Section 5. Miscellaneous – There shall be a sustained effort to improve this Ethical

Doctrine thru the COPCES in the following functional areas:

5.1 Strengthening and reinvigoration of activities on historical recordings and

interpretations of contemporary events.

5.2 Structuring of the PNP organization to reinforce values and standards of this

Doctrine.

5.3 In case of conflict in the practice of customs and traditions on one hand and in

the performance of duties on the other, the latter shall prevail.

5.4 PNP members shall be morally and duty bound to advise fellow members to

adhere to this Doctrine and refrain from violating the provisions of the PNP

COPCES.

5.5 In case where erring PNP members are found to be incorrigibles, proper report

shall be made to the appropriated authority.

5.6 Seminars shall be conducted in all levels of Commands as one forum of

internalizing this Ethical Doctrine and the PNP COPCES. CHAPTER VII

ADMINISTRATIVE SANCTIONS AND AMENDMENTS

Section 1. Penalties and Administrative Sanctions

The penalties for the commission of acts/practices in violation of this Doctrine shall be in

accordance with the Revised Penal Code, RA 6713, RA 3019 and other specials laws. For

acts or omissions which merely require administrative sanctions, the applicable

punishments as provided for the rules and regulations promulgated by the PNP,

NAPOLCOM. Civil Service Commission and DILG shall be applied.

Section 2. Amendments

Any amendments to or revision of this Doctrine may be proposed in a committee formed

for the purpose.

Section 3. Effectivity

This Doctrine shall take effect upon promulgation. ANNEXES

NOTES AND REFERENCES

1. PNP Fundamental Doctrine published 1994.

2. PNP Code of Professional Conduct and Ethical Standards (Red Book – 1992)

3. Napolcom Resolution 92-4, Approving the Philippine National Code of

Professional Conduct and Ethical Standards.

4. NHQ-PNP Letter of Instruction dtd Jan 25, 1992.

5. POLICE 2000 program.

6. General Circular Nr DHRDD 94-001 dtd October 28, 1994, Re: PNP Ethics

Day Celebration.

7. PNP Journal (Jan-Feb 1994 issue) pages 6 to 18.

8. PNP Journal (July – Aug 1994 issue) quoted from the author’s principle –

page 25.

9. Police Onward Warfare Strategy, quoted from this unpublished Chapter II,

Part I, principles and precepts. Republic of the Philippines

Department of the Interior and Local Government

NATIONAL POLICE COMMISSION

Makati, Metro Manila

RESOLUTION NO. 92-4

APPROVING THE PHILIPPINE

NATIONAL CODE OF

PROFESSIONAL CONDUCT AND ETHICAL STANDARDS

WHEREAS, Section 37 of R.A. No. 6975 mandates the establishment by the

National Police Commission of a Code of Conduct for members of the PNP to foster

individual efficiency, behavioral discipline and organizational effectiveness, as well as

respect for constitutional and human rights of citizens, democratic principles and ideals

and the supremacy of civilian authority over the military;

WHEREAS, a Code of Conduct for PNP members is necessary to set the moral

tone and norms of professional conduct in the police service;

WHEREAS, in keeping with this need, the Philippine National Police (PNP) has

initiated the drafting of such Code, through a convention process participated in the

delegates from all regions, and has now submitted it for the consideration of this

Commission;

WHEREAS, the Commission, upon close examination and analysis of the various

provisions of the drafted Code submitted by the PNP, finds the same in accordance with

the desirable level of the professional conduct and ethical standards that should be

observed by all PNP members;

NOW, THEREFORE, the Commission, acting in pursuance of Sec 17 of R.A. No.

6975, RESOLVES, as it is hereby RESOLVED, to ADOPT the herein draft Code

presented by the PNP and promulgate it as the Philippine National Police Code of

Professional Conduct and Ethical Standards.

It is therefore enjoined that the standards embodied in the herein Code be

internalized and observed with utmost dedication and commitment.

Approved this 12

th

day of March 1992, at Makati, Metro Manila. s/t CESAR N. SARINO

Secretary, DILG & Chairmnan, NAPOLCOM

s/t TEODULO C. NATIVIDAD, DCL

Vice-Chairman and Executive Officer

s/t VIRGILIO M. DAVID

Commissioner

s/t EDGAR DULA TORRES

Commissioner

s/t GUILLLERMO P. ENRIQUEZ, JR

Commissioner

Attested by:

s/t REYNALDO J.D. CUADERNO

Executive Director III Republic of the Philippines

Department of the Interior and Local Government

National Police Commission

NATIONAL HEADQUARTERS

PHILIPPINE NATIONAL POLICE

Camp Crame, Quezon City

GENERAL CIRCULAR October 28, 1994

NUMBER DHRDD 94-001

PNP ETHICS DAY CELEBRATION

1. References:

a. Internalization of Moral Values, as pronounced by the President during the

4

th

PNP Recognition Day.

b. PNP Code of Professional Conduct and Ethical Standards (PNP

COPCES).

c. Moral Recovery Program and POLICE 2000.

2. Background:

President Fidel V. Ramos, in his speech during the 4

th

PNP Recognition day held

at Camp Crame on 15 August 94, emphasized the need to internalize moral values.

The PNP Code of Professional Conduct and Ethical Standards or Code for short

contains all the moral values which are desirable and once practiced by each and

every member of the PNP will result into a disciplined, professional and morally

upright policeman. In order to institutionalized the practice of the values embodied in

the Code, there is a need to provide reinforcing activities. For this purpose, a PNP

Ethics Day celebration is relevant.

Historically, the Code was drafted by a group of PNP officers coming from the

different Units/ Offices of the PNP. It has historical pattern of development from

formulation to implementation. Last October 21-27, 1991 was the perioPolice Ethics and Community Relations

Licensed practical nurse Criminology Free website hosting

PNP Philosophy

1. Service

2. Honor

3. Justice

PNP Core Values

1. Makadios (God-Fearing)

2. Makabayan (Nationalistic)

3. Makatao (Humane)

Ethical Acts to be Observed by PNP members

1. Morality

2. Judicious use of authority

3. Integrity

4. Justice

5. Humility

6. Orderliness

7. Perseverance

Definition of Terms

Customs - established usage or social practices carried on by tradition that have obtained the force of law.

Traditions - bodies of belief, stories, customs and usages handed down from generation to generation with the effect of an unwritten law.

Courtesy - a manifestation of expression of consideration and respect for others.

Ceremony - a formal act or set of formal acts established by customs or authority as proper to special occasion.

Social Decorum - a set of norms and standard practiced by the members during social activities and other functions.

Police Community Relation - generally refers to the sum total of attitudes and behavior between police and the communities they serve.

Public Relations - a collection of communication techniques used by individuals or organizations to convince an audience about the merits of an idea, organization, program, practice or policy.

Community Service - refers to the activities whereby police engage in pro-social activities to enhance the well being of the community beyond law enforcement and other maintenance.

Community Participation - involves members of the community taking an active role in trying to genuinely help the police.

Police Traditions

1. Spiritual beliefs

2. Valor

3. Patriotism

4. Discipline

5. Gentlemanliness

6. Word of Honor

7. Duty

8. Loyalty

9. Camaraderie

Spiritual Beliefs - can refer to an ultimate or an alleged immaterial reality, an inner path enabling a person to discover the essence of his/her being or the deepest values and meanings by which people live.

Valor - great courage in the face of danger. Strength of mind or spirit that enables a person to encounter danger with firmness.

Patriotism - love of country and willingness to sacrifice for it.

Discipline - the practice of training people to obey rules or a code of behavior using punishment to correct disobedience.

Gentlemanliness - characteristic of or having the character of a gentleman. A man whose conduct conforms to a high standard of propriety or correct behavior.

Word of Honor - a verbal commitment by one person to another agreeing to do or not to do something in the future.

Duty - a task or action that someone is required to perform.

Loyalty - a strong feeling of support or allegiance. Is faithfulness or a devotion to a person, country, group or cause.

Camaraderie - mutual trust and friendship among people who spend a lot of time together. Goodwill and lighthearted rapport between or among friends.