PRINCIPLES OF POLICE SUPERVISION

Police supervision hold many obligations. They manage police staff, coordinate training,
and provide guidance and assistance to the people they supervised when necessary. They also
assign cases to staff members. To get things done, the supervisor must exercise effective
leadership to his subordinates. Leadership in the law enforcement organization is the most
important part of its success. A leader should have the ability to influence others to get things
done. Effective leadership builds morale in an organization, successfully prosecutes crime,
defense from liability, and improves an organization’s level of trust and participation with the
communities it serves.
Police leadership and supervision is designed to help maximize leadership with the
officers being supervised, and strengthen relationships with those around. On the other hand,
part of police supervision’s and leader responsibilities is to ensure that their subordinates do
their tasks, properly, appropriately, and legally. Hence, they are bound to maintain well-
disciplined men and women under their watch. In case of violation, they are armed with the
disciplinary system to be used when needed.
A. THE POLICE SUPERVISOR
Supervisor
In its generic sense. It refers to a person in charge in setting goals for performance and
dealing in ways that comply with the organization’s plans and vision.
In its strict sense, it refers to a person in charge of organizing the workflow. It ensures that
subordinates understand their duties or delegated tasks, monitors, productivity, and
provides feedback and coaching.
B. POLICE LEADERSHIP
An activity influencing people to work harmoniously toward some goal which they come
to find desirable. Also, the ability to obtain from each member of the force the highest
quality of service he can render.
Leadership Style
1. Autocratic. The superior assumes full responsibility for all actions and seeks obedience from
the group in the following out of out of orders. He determines all policies and considers
decision-making to be a one man operation.
2. Democratic – the superior draws ideas and suggestions from his group employing discussion
and consultation; the staff is encouraged to decide policy, methods, goal, etc.
3. Free-Rein – the superior is more or less an information booth. He plays down his role in the
group’s activities; he mainly provides materials and information together with minimum
control.
4. Laissez-faire- the leader interferes very little with workers. Productivity and morale suffer,
and unofficial leaders emerge to fill the void.
C. DISCIPLINE
Basic concepts and principles on discipline
Discipline is derived from the root word ‘disciple’ thus, discipline is a two sided coin positive
and negative discipline.
Forms of Positive Discipline
1. Formal training
2. On the job training
3. Corrective interviews
4. Counseling
Forms of Negative Discipline
1. Oral reprimand or warning
2. Written reprimand
3. Loss of assignment
4. Loss of accrued time
5. Suspension without pay
6. Suspension without pay followed by a probationary period
7. Fines
8. Demotion
9. Termination
10. Judicial action
ADMINISTRATIVE DISCIPLINARY MACHINERIES
1. Citizen Complaints- pertains to any complaint initiated by a private citizen or his duly
authorized representative on account of an injury, damage or disturbance sustained due to an
irregular or illegal act committed by a member of the PNP.
DISCIPLINARY AUTHORITIES:
* CHIEF OF POLICE – where the offense is punishable by withholding privileges, restriction to
specified limits, suspension or forfeiture of salary, or any combination thereof, for a period not
exceeding fifteen (15) days.

* CITY/MUNICIPAL MAYORS- where the offense is punishable by withholding privileges,

restriction to specified limits, suspension or forfeiture of salary, or any combination thereof, for
a period not less than sixteen (16) but not exceeding Thirty (30) days.

* PEOPLE’S LAW ENFORCEMENT BOARD (PLEB) - where the offense is punishable by

withholding privileges, restriction to specified limits, suspension or forfeiture of salary, or any
combination thereof, for a period exceeding Thirty (30) Days or by dismissal.
Administrative offenses that may be imposed against a PNP member.
The following are the offenses which the member of the PNP may be charged
administratively;
* Neglect of duty or nonfeasance – it is the omission or refusal, without sufficient
excuse, to perform an act or duty, which it was the peace officer’s obligation to perform;
* Irregularities in the performance of duty or misfeasance- it is the improper
performance of some act which might lawfully be done.
* Misconduct or Malfeasance – it is the doing, either through ignorance, inattention or
malice, of that which the officer had no legal right to do at all, as where he acts without any
authority whatsoever, or exceeds, ignores or abuse his powers.
* Incompetency - it is the manifest lack of adequate ability and fitness for the
satisfactory performance of police duties. This has reference to any physical, moral or
intellectual quality the lack of which substantially incapacitates to one to perform the duties of a
peace officer.
* Oppression – it imports an act of cruelty, severity, unlawful exaction, domination, or
excessive use of authority. The exercise of the unlawful powers or other means, in depriving an
individual of his liberty or property against his will, is generally an act of oppression.
* Dishonesty – it is the concealment or distortion of truth in a matter of fact relevant to
one’s office, or connected with the performance of his duties.
* Disloyalty to the Government – it consists of abandonment or renunciation of one’s
loyalty to the Government of the Philippines, or advocating to overthrow of the government.
* Violation of Law – this presupposes conviction in court of any crime or offense
penalized under the Revised Penal Code or any special law or ordinance.
2. BREACH OF INTERNAL DISCIPLINE – On dealing with minor offense involving internal
discipline found to have committed by any PNP members, the duly designated supervisors shall,
after due to notice and hearing exercise disciplinary power as follows:
* CHIEF OF POLICE - may impose the administrative punishment of admonition or reprimand;
restriction to specified limits; withholding of privileges; forfeiture of salary or suspension; or
any of the combination of the foregoing for a period not exceeding Fifteen (15) days.
* PROVINCIAL DIRECTORS – may impose the administrative punishment of admonition or
reprimand; restriction to specified limits; withholding of privileges; forfeiture of salary or
suspension; or any of the combination of the foregoing for a period not exceeding Thirty (30)
days.
*REGIONAL DIRECTORS - may impose the administrative punishment of admonition or
reprimand; restriction to specified limits; withholding of privileges; forfeiture of salary or
suspension; or any of the combination of the foregoing for a period not exceeding Sixty (60)
Days.
* CHIEF OF THE PNP – shall have the power to impose the disciplinary punishment or dismissal
from the service; suspension or forfeiture of salary; demotion; or any combination of the
foregoing for a period not exceeding One Hundred Eighty (180) Days.
- MINOR OFFENSE – shall refer to an act or omission not involving moral turpitude but affecting
the internal discipline of the PNP, and shall include not be limited to:

 simple misconduct or negligence

 insubordination
 frequent absences or tardiness
 habitual drunkenness
 gambling prohibited by law
INTERNAL AFFAIRS SERVICES (IAS) – created by R.A 8551
POWERS AND FUNCTIONS OF THE IAS: - pro actively conduct inspections and audits on PNP
personnel units;

 investigate complaints and gather evidence in support of an open investigation

 conduct summary hearings on PNP members facing administrative charges
 submit a periodic report on the assessment, analysis , and evaluation of the character and
behavior of PNP personnel and units to the chief PNP and the commission;
 file appropriate criminal cases against PNP members before the court as evidence warrants
and assists in the prosecution of the case;
 provide assistance to the Office of the Ombudsman in cases involving the personnel of the
PNP;

The IAS also conduct, motu proprio (in its own initiative), automatic investigation of the
following cases;
Incidents where police personnel discharge a firearm;

 incidents where death, serious physical injury, or any violation of human rights occurred in
the conduct of a police operation;
 incidents where evidence was compromised, tampered, with obliterated, or lost while in the
custody of the police personnel;
 incidents where a suspect in the custody of the police was seriously injured; and
 Incidents where the established rules of engagement have been violated.
ORGANIZATION OF IAS
 Headed by the INSPECTOR GENERAL who is a CIVILIAN and appointed by the President, upon
the recommendation of the Director General (Chief, PNP)
 The Inspector General shall be assisted by a Deputy Inspector General
 There shall be national, regional and provincial offices
 The national office shall be headed by the regional offices by a Director, and the provincial
offices by a Superintendent.
ENTRY QUALIFICATION TO IAS

 entry shall be voluntary

 PNP personnel with at least Five (5) years’ experience in law enforcement
 with no derogatory service record
 members of the Bar may enter the service laterally
POLICE DISCIPLINARY MECHANISM
Aside from higher police management levels that can impose disciplinary actions against
subordinates, the following also serve as disciplinary mechanism in the police service;
Administrative Disciplinary Powers of the Local Chief Executive (LCE) – the City and
Municipal Mayors shall have the power to impose, after due notice to summary hearings,
disciplinary penalties for minor offenses committed by members of the PNP assigned in their
respective jurisdictions as provided in Section 41 of R.A No. 6975 as amended by Section 52 of
R.A No. 8551.
PEOPLE’S LAW ENFORCEMENT BOARD (PLEB)

 A body created pursuant to R.A 6975

 One of the disciplinary authorities of the PNP authorized to handle and investigate citizen’s
complaint against the PNNP members.
 Shall be created by the Sangguniang Panlungsod/Pambayan in every city and municipality as
may be necessary.
 There shall be at least one (1) PLEB for every five hundred (500) city or municipal police
personnel.
 membership in the PLEB is a civic duty
COMPOSITION OF PLEB
composed of five (5) members who shall be as follows;

 any member of the Sangguniang Panglungsod/Pambayan

 any barangay chairman of the locality concerned
 Three other members to be chosen by the local peace and order council from among the
members of the community.
 for the three other members, the following conditions must be met;
 one must be a woman
 one must be a lawyer, or a college graduate, or the principal of an elementary school in the
locality
 the chairman of the PLEB shall be elected from among the members
 the term of office of the members of the PLEB is THREE (3) years
PLEB – (People’s Law Enforcement Board) is the central receiving entity for any citizen’s
complaint against PNP members. As such, every citizen’s complaint, regardless of the impossible
penalty for the offense alleged, shall be filed with the PLEB of the City or Municipality where the
offense was allegedly committed. Upon receipt and docketing of the complaint, the PLEB shall
immediately determine whether the offense alleged therein is grave, less grave or minor.
Should the PLEB find that the offense alleged is grave, or less grave, the Board shall
assume jurisdiction to hear and decide the complaint by serving summons upon the respondent
within three (3) days form receipt of the complaint. If the PLEB finds that the offense alleged is
minor, it shall refer to complaint to the Mayor or Chief of Police, as the case may be, of the city or
municipality where the PNP member is assigned within three (3) days upon the filing thereof.
If the city or municipality were the offense was committed has no PLEB, the citizen’s
complaint shall be filed with the regional or provincial office of the Commission (NAPOLCOM)
nearest the residence of the complainant.
3. Summary Dismissal Case – with notice or without notice
Disciplining Authorities on SUMMARY DISMISSAL CASES
1. National Police Commission
2. PNP Chief
3. PNP regional directors
DISCIPLINARY APELLATE BOARDS/Bodies

 formal administrative disciplinary appellate machinery of the National Police Commission

 tasks to hear cases on appeal from the different disciplinary authorities in the PNP
COMPOSED OF THE FOLLOWING:
National Appellate Board

 shall decide cases on appeal from other decisions rendered by the PNP Chief and the National
Internal Affairs Service
 shall be composed of the four (4) regular commissioners and shall be chaired by the executive
officer
REGIONAL APPELLATE BOARD

 shall decide cases on appeal from the decisions rendered by the Regional Director, Provincial
Director, Chief of the Police, the city or municipal mayor and the PLEB
 There shall be at least one (1) Regional Appellate Board per administrative region.
ADMINISTRATIVE PENALTIES
1. Withholding privileges
2. Restrictions to specified limits
3. Restrictive custody
4. Forfeiture of Salary
5. Suspension
6. Any combination of the penalties above (1-5)
7. One (1) rank demotion
8. Dismissal from the service
Preventive Suspension
When; Upon motion of the complainant, at any time after a case is formally filed but before the
presentation of complainant’s evidence is terminated.
Period; not exceeding Ninety (90) days.
Ground/Circumstances
1. Preventive suspension by the Disciplinary Authority
1.1 the charge is grave, and the evidence of guilt is strong or;
1.2 Evidence shows that respondent exerts efforts to harass, intimidate, coerce or unduly
influence the complainant or his/her witnesses into withdrawing his complaint or retracting
his sworn statement or that of his witnesses against the respondent, or tampering evidence.
2. Preventive Suspension upon request by the PLEB
2.1 the respondent refuses to heed the PLEBs summons or subpoena
 2.2 The PNP personnel has been charged with offenses involving bodily harm or grave
threats
2.3 the respondent is in the position to tamper with the evidence
2.4 the respondent is in a position to unduly influence the witnesses
BUILDING MORALEAND MAINTAINING POLICE OFFICER’S MORALE
MORALE. A state of mind which reflects the degree to which a member of an organization has
confidence in the organization and the other members of his workgroup. Also a reflection of the
degree to which an employee believe in its objectives and desires to accomplish them.
Factors that affect Morale
1. Quality of leadership
2. Salary levels and other remuneration received by the employees, including fringe benefits
3. Levels of discipline in the organization
4. Quality of supervision received
5. Opportunity for individual growth and promotion
6. Working condition in general
Criteria in Measuring Morale
1. Quality and quantity of work performed
2. Absentee rates
3. The volume of negative disciplinary actions
4. Number of grievances reported
5. Group cohesiveness
6. The general appearance of personnel
Strategies in Building Morale
1.Administer discipline fairly and impartially
2.Praise employees in public and criticize them in private
3. Always recognize good performance
4. Provide employees with an opportunity for individual growth.
5. Distribute work fairly and equitably.