CSOP or Community and Service Oriented Policing was established by the commission
through NAPOLCOM Resolution No. 2015-342 with the main objective to empower the
Philippine National Police (PNP) to perform its role as community and service-oriented agency
through the adoption of the CSOP system involving the Local Government Unit (LGU),
Community and the Police as mandated by law under RA 6975 and as amended by RA 8551.
Constitutionally speaking, the law is well-aligned, a police force that is national in scope and
civilian in character; maintained and administered by the NAPOLCOM.
CSOP as modern community policing approach in the Philippines is definitely on the right track
but still filled with obstacles. Like in many other countries, police units are climbing the ladder
in making best on their community policing to make it a priority to address or solve community
issues and in turn preventing crimes. Scholars, academe and policing practitioners agree on the
same thing, that this modern policing approach is one top of the line that established a common
ground where empowerment, partnership and inclusivity work within the LGU, Police and
Community to attain peace and security for sustainable development. CSOP is a whole-of-
community approach that bolsters the United Nations’ SDG 16 for a peaceful and inclusive
societies for sustainable development. It provides access to justice for all and build effective,
accountable and inclusive institutions at all levels, specially the PNP.
PNP PATROL PLAN 2030
o enhance the focus and coordination of police functions and operations through a
national internal security policy and strategy;
To re-engineer the police system towards strengthening police oversight; remove
institutionalized mechanisms that undermine unity of command and internal
management authority in the PNP, which renders the organization vulnerable to undue
politicization and corruption;
To fortify the institutional capabilities of the PNP by improving administrative and
operational coherence and efficiency; and to strengthen the police stations with the end
goal of enhancing the quality of police services and relationships with the community.
To streamline institutional mechanisms and procedures in order to promote speedy
access to justice and legal protection; ensure police neutrality and non-discrimination;
and foster respect for human rights and gender neutrality;
To strengthen institutional mechanisms for the recruitment, training, and maintenance of
a corps of competent, well-compensated, and motivated professional police force imbued
with integrity, industry, and a high sense of duty and honor; and
To clarify and instill a culture of public accountability in the PNP and among its
personnel.
12 Key Result Areas
1. NATIONAL POLICY & INSTITUTIONAL DEVELOPMENT – to formulate and
implement a national internal security policy and strategy; rationalize the overall
institutional framework of the police system; improve the functional delineation and
coordination between law enforcement agencies and the conventional police institutions;
remove institutional mechanisms that render the PNP vulnerable to politicization and
erode its unity of command and internal management authority; strengthen the
NAPOLCOM as body tasked with the formulation of rules, regulations and standards for
the entire police system; adopt mechanisms for institutional continuity and stability,
particularly in police leadership; and firmly establish a self-administering and managing
professional PNP.
2. POLICE OPERATIONS – to initiate reforms in rules and procedures in the conduct
of police operations; provide police stations with the appropriate work tools and
strengthen crime research to support more effective crime management operations.
3. FACILITIES DEVELOPMENT – to upgrade physical facilities and equipment in
support to police field operations, including the updating of police equipment standards
and the development of a multi-year financing and procurement plan; development and
upgrading of the facilities, equipment, and physical set-up of the PNP Crime Laboratory;
and the provision of model infrastructure for police stations and substations. An
important component of this program is the improvement of capacities for the
management and preservation of police evidence.
4. HUMAN RESOURCES MANAGEMENT & DEVELOPMENT – to initiate policy
reforms in human resource development and improve the human resources management
systems including staffing, recruitment and selection, personnel administration, career
development and promotion, police remuneration, and police education and training,
performance monitoring and evaluation, and police discipline. Two important
components of this program include the reengineering of the institutional framework of
police education and training and particularly strengthening the capacities and
organization of the Philippine Public Safety College, integrating all police training
therein, and strengthening police education and training curricula; and the establishment
of a PNP Pension and Insurance Corporation.
5. ADMINISTRATIVE & FINANCIAL MANAGEMENT – to reform and strengthen
the resource generation capacity of the PNP, streamline and improve the entire financial
management system by infusing more appropriate tools that will allow systematic linkage
between strategic and operational plans, budget prioritization and detail formulation, and
decentralize administrative and financial management to the appropriate enterprise units
in the field, while strengthening and integrating oversight administrative and financial
management functions.
6. STRATEGIC PLANNING & PERFORMANCE MANAGEMENT – to design and
institutionalize a strategic planning system within the PNP; strengthen operational
planning capacities of mission-critical units; develop results- based monitoring and
evaluation systems which will be run at the operational and oversight levels of the PNP
organization. An essential component of this program will be the formulation and
implementation of a Crime Indicators System that will identify an appropriate set of
indicators that will guide the monitoring and evaluation of the country’s crime situation
and its performance, and the corresponding procedures for data generation and reporting.
7. INFORMATION & COMMUNICATION TECHNOLOGY – to develop and
implement a PNP Integrated Crime Management Information System, or CMIS. The
system will be designed to work as part of the broader criminal justice information
system architecture. The PNP CMIS will operate at the police station level providing
transaction processing modules that will feed into a crime database, tracking, and
monitoring system that will enable crime mapping and analysis at station and higher
geographical levels.
8. DEMONSTRATION OF EXCELLENCE THROUGH DEVELOPMENT OF
BEST PRACTICES – to demonstrate the effectiveness of the fundamental institutional
and system reforms by combining them with a more comprehensive locality or
community-based peace and order planning and management that will involve various
stakeholders.
9. PUBLIC INFORMATION AND ADVOCACY – to support the implementation of
the transformation program from start to finish by providing broad and stakeholder
information, education and advocacy strategies and interventions which will engender
active cooperation and support.
10. REFORM MANAGEMENT – take the lead in implementing the medium-term
reform program by enhancing the institutional framework and operating mechanisms of
the PNP; prepare plans and manage the entire change management and day-to-day reform
development, content synchronization, and implementation of management processes.
11. ANTI-CORRUPTION – Envisioned to prevent the misuse of power and position in
the PNP organization which undermines the integrity of police personnel along with the
promotion of police integrity and morality as primer law enforcers.
12. PROMOTION OF HUMAN RIGHTS – Aimed to promote human rights as a basic
value in the conduct of operations and in accordance with the international standards of
human rights and policing.
The PNP P.A.T.R.O.L. Plan 2030 is a strategic roadmap developed by the Philippine
National Police (PNP) to guide their efforts towards becoming a highly capable,
effective, and credible police service by the year 2030. The plan focuses on upholding the
rule of law, ensuring peace and order, and creating a safer environment for people to live,
work, and do business. It is based on the mandate provided by Republic Act 6975, as
amended by RA 8551 and further amended by RA 9708.
The vision of the PNP P.A.T.R.O.L. Plan 2030 is to become a highly capable, effective,
and credible police service by 2030, with the active support of a responsive community.
The plan acknowledges the importance of seeking the aid of the Almighty in achieving its
goals.
The mission of the PNP is to enforce the law, prevent and control crimes, maintain peace
and order, and ensure public safety and internal security. This mission is accomplished
through collaboration and active support from the community.
The PNP P.A.T.R.O.L. Plan 2030 is guided by the philosophy of service, honor, and
justice, which reflects the core values of the PNP: Maka-Diyos (Pro-GOD), Makabayan
(Pro-Country), Makatao (Pro-People), and Makakalikasan (Pro-Environment).
The plan identifies several key areas of focus, including stakeholder collaboration and the
usage of information and communication technology (ICT) to improve crime prevention
and solution, enhance human rights-based, community service-oriented policing, and
ensure support for public safety and internal security. It also includes learning and growth
through the recruitment of quality applicants and the development of competent and
values-oriented personnel, as well as resource management.
PNP ADMINISTRATIVE DISCIPLINARY MECHANISMS
The PNP is bound by a code of ethics that governs behavior and decorum of everyon ein the
organization. Violations of this code of ethics are subject to disciplinary action. Appropriate
sanctions have been set to ensure that offenses committed by police personnel are dealt
with properly. Four (4) Disciplinary Mechanisms in the PNP
a. Citizen’s Complaint
b. Internal Discipline
c. Power to Dismiss PNP Personnel
d. Internal Affairs Service (IAS)
What is Citizen’s Complaint?
It is a complaint against any erring member of the PNP and can be filed before the following disciplinary
authorities:
a. Chief of Police or Directors, City Police Offices where the offense is punishable by: withholding of privileges;
restriction to specified limits; suspension or forfeiture of salary; or a combination thereof for a period not
exceeding 15 days
.b. Mayors of Cities and Municipalities where the offense is punishable by: withholding of privileges; restriction
to specified limits; suspension or forfeiture of salary; or a combination thereof for a period less than 16 days but
not exceeding 30 days.
c. People Law Enforcement Board (PLEB) where the offense is punishable by: withholding of privileges;
restriction to specified limits; suspension or forfeiture of salary; or a combination thereof for a period not
exceeding 30 days; or by dismissal.
What is Internal Discipline?
It is dealing with a minor offense committed by any member of the PNP. Minor offense involving internal
discipline includes simple misconduct, insubordination, frequent absences and tardiness; habitual drunkenness,
and gambling prohibited by law. The duly designated supervisors and equivalent officers of the PNP exercise
disciplinary powers. A minor offense can be filed before the following disciplinary authorities:
a. Chief of Police or equivalent supervisors who may summarily impose: admonition or reprimand; restriction
to specified limits; withholding of privileges; forfeiture of salary or suspension; or any combination of the
foregoing, Provided, that in all cases, the total period shall not exceed 15 days.
b. Provincial Directors or equivalent supervisors who may summarily impose: admonition or reprimand;
restriction to specified limits; withholding of privileges; forfeiture of salary or suspension; or any combination of
the forgoing, Provided, that in all cases, the total period shall not exceed 30 days
.c. Police Regional Directors or equivalent supervisors who may summarily impose: dismissal from the service;
admonition or reprimand; restrictive custody; withholding of privileges; suspension or forfeiture of salary; or any
combination of the foregoing provided that, in all cases, the total period shall not exceed 60 days
.d. The Chief, PNP may summarily impose dismissal from the service; suspension or forfeiture of salary, or a
combination thereof for a period not exceeding 180 days. The Chief, PNP also has the authority to place
personnel under restrictive custody during the pendency of a grave administrative case filed against him/her or
even after the filing of a criminal complaint that is grave in nature against the erring police personnel
