ANNOUNCEMENT:
PNP NUP Publication June 2, 2020
Please see attached publication for regular positions - various Offices/Units - 41 vacant positions for all Crame-based Offices/Units.
For applications submissions, kindly submits your document/folder to the respective Office/Unit.
The Philippine National Police is requesting the publication of 178 vacant positions in various offices and units. The positions include directors, medico-legal officers, document examiners, chemists, administrative aides, and other roles. Applicants must meet the education, training, experience, and other qualification standards for each position. Interested and qualified individuals should submit their applications with required documents by June 19, 2020.
Please be informed that the PNP has 110 Non-Uniformed Personnel vacant positions for various Crame-based (NHQ) offices/units as of this date. Attached is the list of vacant positions and the corresponding qualification standards for each position.
Please be informed that the PNP has 447 Non-Uniformed Personnel vacant positions for various Crame-based (NHQ) offices/units as of this date. Attached is the list of vacant positions and the corresponding qualification standards for each position.
All interested in-service and new applicants must submit their application folders to the respective Administrative NUP Offices/Units corresponding to the position.
The document provides a refresher course on appointments processing policies in the Civil Service. It discusses key topics such as publication requirements, qualification standards, delegated authority levels, and different appointment types like permanent, temporary, co-terminous, and trust and confidence. The document also clarifies policies on reclassification, upgrading, and other personnel actions related to appointments.
The memorandum explains that the author could not attend an inspection as scheduled because she had a previously planned flight/trip during the same dates. The author sought permission from her superior to take those dates as an official day off. The memorandum requests acknowledgement of receipt of the explanation.
This document summarizes the order of events and speakers at a school event focused on the turnover of science tools and observation of STEM and science fair classes. It begins with the singing of the national anthem and welcome address from the school principal. Speakers include the local Congressman, Vice Mayor, and Schools Division Superintendent who turned over the science tools. Classes were then observed and an intermission number was performed by a student. Closing messages were given by the Vice Mayor and Superintendent before a pledge of commitment by the Vice Mayor of Molave. The document concludes by thanking all participants for their contributions in making the event a success.
This document discusses local special bodies in the Philippines and the roles and compositions of their local boards. It outlines the Local Prequalification, Bids & Awards Committee, Local School Board, Local Health Board, Local Development Council, Local Peace & Order Council, and People's Law Enforcement Board. For each board, it provides details on their functions and compositions at the barangay, city/municipality, and provincial levels. It also discusses challenges to local governance and recommendations to address them.
This document is a deed of donation transferring ownership of a parcel of land from a corporation to a school. The corporation, as the donor, voluntarily donates the land including all buildings and improvements to the school, as the donee. The donor confirms they legally own the land under title and can freely dispose of it. The donee accepts the donation and takes legal possession of the property. Both parties sign to finalize the transfer of ownership through this donation.
The Philippine National Police is requesting the publication of 178 vacant positions in various offices and units. The positions include directors, medico-legal officers, document examiners, chemists, administrative aides, and other roles. Applicants must meet the education, training, experience, and other qualification standards for each position. Interested and qualified individuals should submit their applications with required documents by June 19, 2020.
Please be informed that the PNP has 110 Non-Uniformed Personnel vacant positions for various Crame-based (NHQ) offices/units as of this date. Attached is the list of vacant positions and the corresponding qualification standards for each position.
Please be informed that the PNP has 447 Non-Uniformed Personnel vacant positions for various Crame-based (NHQ) offices/units as of this date. Attached is the list of vacant positions and the corresponding qualification standards for each position.
All interested in-service and new applicants must submit their application folders to the respective Administrative NUP Offices/Units corresponding to the position.
The document provides a refresher course on appointments processing policies in the Civil Service. It discusses key topics such as publication requirements, qualification standards, delegated authority levels, and different appointment types like permanent, temporary, co-terminous, and trust and confidence. The document also clarifies policies on reclassification, upgrading, and other personnel actions related to appointments.
The memorandum explains that the author could not attend an inspection as scheduled because she had a previously planned flight/trip during the same dates. The author sought permission from her superior to take those dates as an official day off. The memorandum requests acknowledgement of receipt of the explanation.
This document summarizes the order of events and speakers at a school event focused on the turnover of science tools and observation of STEM and science fair classes. It begins with the singing of the national anthem and welcome address from the school principal. Speakers include the local Congressman, Vice Mayor, and Schools Division Superintendent who turned over the science tools. Classes were then observed and an intermission number was performed by a student. Closing messages were given by the Vice Mayor and Superintendent before a pledge of commitment by the Vice Mayor of Molave. The document concludes by thanking all participants for their contributions in making the event a success.
This document discusses local special bodies in the Philippines and the roles and compositions of their local boards. It outlines the Local Prequalification, Bids & Awards Committee, Local School Board, Local Health Board, Local Development Council, Local Peace & Order Council, and People's Law Enforcement Board. For each board, it provides details on their functions and compositions at the barangay, city/municipality, and provincial levels. It also discusses challenges to local governance and recommendations to address them.
This document is a deed of donation transferring ownership of a parcel of land from a corporation to a school. The corporation, as the donor, voluntarily donates the land including all buildings and improvements to the school, as the donee. The donor confirms they legally own the land under title and can freely dispose of it. The donee accepts the donation and takes legal possession of the property. Both parties sign to finalize the transfer of ownership through this donation.
This document provides an overview of the civil service system in the Philippines. It discusses the different classes of positions in the civil service including career and non-career positions. It also outlines the process for appointments including the requirement for publication of vacant positions, screening by the Personnel Selection Board, and approval of appointments by the Civil Service Commission. The goal is to ensure transparency and that appointments are made based on merit and fitness.
This document is the annual Gender and Development (GAD) Plan and Budget for Balaoang National High School for fiscal year 2023. It identifies three key gender issues: 1) Lack of awareness among staff about GAD programs, which will be addressed through training; 2) Unsafe school facilities, which will be improved through repairs; and 3) Lack of office supplies during COVID-19, which will be addressed through procurement. The proposed budget totals 91,800 pesos and will come from the agency's GAD funds. Upon approval, the plan will be implemented under the School GAD Focal Point System to promote equitable services for male and female staff and students.
The document summarizes the key provisions of the Local Government Code of the Philippines related to the structure and organization of local government units. It outlines the different types of local government subdivisions, including provinces, cities, municipalities, and barangays. It also discusses the powers, elections, and qualifications of local officials.
This document is a contract of usufruct between a corporation and a school. It transfers ownership rights of a parcel of land from the corporation to the school to use for educational purposes. Specifically, it conveys a piece of land measuring approximately square meters from the corporation to the school. It does so voluntarily as a donation to support education. The corporation warrants they have legal right to transfer the land. Both parties agree to the terms and sign the contract.
Certificate of appreciation to judges Maryjoy NazaroMaryjoy Nazaro
The document is a certificate of appreciation from the La Purisima Concepcion Academy Supreme Student Government presented to an individual for judging the Search for Miss LPCA Charity 2013 pageant held on September 24, 2013 at the academy. The certificate recognizes the recipient's contribution of time and effort to judge the event and is signed by the SSG President and Adviser.
This thesis assessed the moral values of Philippine National Police (PNP) personnel in Eastern Pangasinan. It found that PNP personnel rated highly on maka-Diyos (God-centered), maka-tao (humane), maka-bayan (pro-country), and maka-kalikasan (pro-environment) values as well as professional values like professionalism, competence, discipline, and trustworthiness. The study also found that moral values did not differ based on personal attributes. To sustain these moral values, the study recommended the PNP adopt proposed intervention mechanisms and that future research utilize qualitative methods to explore the dynamism of moral values in more depth.
This document contains an Individual Performance Commitment and Review (IPCR) form for an engineer evaluating their performance for the period of January to June 2016. It lists the employee's targets and actual accomplishments in conducting surveys, preparing designs and analyses, plotting plans, and computing quantities in accordance with DPWH standards. It shows the employee met or exceeded their targets for most items and received an overall rating of outstanding.
- Appointment of LDRRM
Assistant with CSC attestation
- Copy of CSC Resolution
granting the LGU authority to
take final action on its
appointment
- Letter for CSC Field Office
transmitting copy, and
requesting attestation, of
appointment, in case LGU is
not accredited
Provinces and cities except for
Manila and Quezon City:
⮚ LDRRMO Assistant must:
1. Hold plantilla position
(LDRRMO III); and
2. Receive at least SG 18.
Special cities (Manila & Quezon
City):
⮚ LDRRMO Assistant must:
Publication of PNP NUP Vacant positions - May 26, 2017nupad
The document is a notification from the Philippine National Police (PNP) to the Civil Service Commission requesting publication of 1,023 vacant non-uniformed positions in the PNP. It includes a table listing each position, unique identification number, salary grade, required education, eligibility, experience, and training. The PNP is seeking to fill various administrative, intelligence, operations, and logistics roles at different levels from Administrative Aide to Intelligence Officer.
This document outlines penalties for different types of offenses in personnel management. Grave offenses are punishable by dismissal for a first offense and include disgraceful or immoral conduct. Less grave offenses receive suspensions of 1 month to 6 months, or dismissal for a second offense of the same type. Light offenses receive reprimands, suspensions of 1 to 30 days, or dismissal depending on if it is the first, second, or third offense. The document also lists aggravating and mitigating circumstances that affect penalty determination and recent policies on attendance, nepotism, and sexual harassment.
The document discusses the Strategic Performance Management System (SPMS) implemented by the Civil Service Commission of the Philippines. The SPMS aims to strengthen performance management in government agencies. It shifts the focus from individual-based evaluations to team and organizational performance. The SPMS cycle involves four steps: 1) performance planning and commitment, 2) monitoring and coaching, 3) review and evaluation, and 4) rewarding and development. Key aspects of the SPMS include setting organizational goals, indicators to measure performance, and linking performance to incentives and rewards. The system aims to improve both individual employee efficiency and overall organizational effectiveness.
The document contains the instructional supervisory plan for Talba Elementary School for 12 months from June 2019 to March 2020. It outlines the weekly activities and responsibilities of the principal and district supervisor, including monitoring classes, providing technical assistance to teachers, attending meetings, and conducting classroom observations and instructional supervision. The plan was prepared by the school principal and approved by the district supervisor on a monthly basis.
The Las Piñas National High School-Gatchalian Annex Annual Gender and Development (GAD) Plan and Budget for FY 2019 outlines 5 key gender issues and objectives. It allocates a total budget of 50,880 PHP from the agency's GAA to conduct activities that promote women's rights and health, such as beauty services, poster making, seminars on breast cancer and RA 9262, and a GAD seminar workshop. The plan aims to celebrate women, provide knowledge on gender laws and policies, raise health awareness, and equip participants on protecting women and children from unlawful acts. It is prepared by the school's GAD Focal Point Chairperson and approved by the Education Program Supervisor who
This document outlines hiring guidelines for teachers in the Philippines. It discusses the point system used to evaluate applicants in several categories including education, experience, training, interviews, English skills, and teaching demonstrations. Applicants can earn points based on their academic degrees, length of experience, specialized training, interview performance, English test scores, and lesson planning/teaching skills. Documentation is required for work history and qualifications to verify points awarded. The guidelines provide a transparent, merit-based process for selecting new teachers.
Implementing Rules of the Local Government Code of the PhilippinesHarve Abella
This document outlines rules and regulations for implementing the Local Government Code of 1991 in the Philippines. It discusses policies around decentralization and local autonomy. It also establishes guidelines for creating, dividing, merging, and altering the boundaries of local government units (LGUs) like provinces, cities, municipalities, and barangays. Requirements are outlined for income, population, and land area needed to create or reclassify LGUs. The process involves petitions, certifications, and plebiscites.
Barangay 465, Zone 46 State of Barangay GovernanceBarangay Hall
This document is the 2017 State of Barangay Governance Report for Barangay 465, Zone 46, District IV in Manila, Philippines. It includes sections on the barangay profile, vision and goals, executive summary of accomplishments, and findings on the five areas of governance assessed: administrative systems, legislative services, social services, economic development, and environmental management. The barangay achieved an overall performance rating of 62% based on these areas. Areas in need of improvement include economic development, which rated lowest at 29%. The report identifies gaps and recommendations to strengthen governance.
The document outlines the vision, mission, and core values of the Department of Education in the Philippines, with the vision being to develop passionate, competent citizens and the mission being to provide equitable, quality education in a supportive environment. It also describes several front line services provided including student enrolment, certification applications, and the process for recruiting teacher positions.
Marylou J. Echano has been designated as the EPP Key & Coordinator of Tapia Elementary School effective May 26, 2016. She is authorized to attend meetings and activities related to her new role. She is expected to effectively perform the duties, responsibilities, and accountabilities of her position.
This document provides information on several programs and activities of the Department of the Interior and Local Government (DILG) in the Philippines, including:
1. The Local Governance Performance Management System (LGPMS), a self-assessment tool that measures LGU capacity and service delivery.
2. Technical assistance provided to LGUs on tracking Millennium Development Goals (MDGs) and accessing MDG funds.
3. Advocacy for the Full Disclosure Policy (FDP) to promote transparency in LGU finances.
4. Incentive programs like the Seal of Good Housekeeping, Performance Challenge Fund, and Galing Pook Awards that recognize high performing LGUs
The document outlines the annual implementation plan for school year 2021-2022 of a school in Zambales, Philippines. It details 21 school improvement projects, including retrofitting water pipes, repairing comfort rooms, and developing interactive learning materials. Each project lists activities, responsible persons, schedules, budgets, and funding sources. The plan aims to improve school facilities, health and safety, and adapt teaching to the new normal of distance and blended learning.
NHQ October 14, 2019 Publications, Memo for 6 Vacant Positionsnupad
PNP NUP Publication October 2019
Please see attached publication for regular positions - various Offices/Units - 6 vacant positions for all Crame-based Offices/Units.
For applications submissions, kindly submits your document/folder to the respective Office/Unit.
Thank you!!!
This document provides an overview of the civil service system in the Philippines. It discusses the different classes of positions in the civil service including career and non-career positions. It also outlines the process for appointments including the requirement for publication of vacant positions, screening by the Personnel Selection Board, and approval of appointments by the Civil Service Commission. The goal is to ensure transparency and that appointments are made based on merit and fitness.
This document is the annual Gender and Development (GAD) Plan and Budget for Balaoang National High School for fiscal year 2023. It identifies three key gender issues: 1) Lack of awareness among staff about GAD programs, which will be addressed through training; 2) Unsafe school facilities, which will be improved through repairs; and 3) Lack of office supplies during COVID-19, which will be addressed through procurement. The proposed budget totals 91,800 pesos and will come from the agency's GAD funds. Upon approval, the plan will be implemented under the School GAD Focal Point System to promote equitable services for male and female staff and students.
The document summarizes the key provisions of the Local Government Code of the Philippines related to the structure and organization of local government units. It outlines the different types of local government subdivisions, including provinces, cities, municipalities, and barangays. It also discusses the powers, elections, and qualifications of local officials.
This document is a contract of usufruct between a corporation and a school. It transfers ownership rights of a parcel of land from the corporation to the school to use for educational purposes. Specifically, it conveys a piece of land measuring approximately square meters from the corporation to the school. It does so voluntarily as a donation to support education. The corporation warrants they have legal right to transfer the land. Both parties agree to the terms and sign the contract.
Certificate of appreciation to judges Maryjoy NazaroMaryjoy Nazaro
The document is a certificate of appreciation from the La Purisima Concepcion Academy Supreme Student Government presented to an individual for judging the Search for Miss LPCA Charity 2013 pageant held on September 24, 2013 at the academy. The certificate recognizes the recipient's contribution of time and effort to judge the event and is signed by the SSG President and Adviser.
This thesis assessed the moral values of Philippine National Police (PNP) personnel in Eastern Pangasinan. It found that PNP personnel rated highly on maka-Diyos (God-centered), maka-tao (humane), maka-bayan (pro-country), and maka-kalikasan (pro-environment) values as well as professional values like professionalism, competence, discipline, and trustworthiness. The study also found that moral values did not differ based on personal attributes. To sustain these moral values, the study recommended the PNP adopt proposed intervention mechanisms and that future research utilize qualitative methods to explore the dynamism of moral values in more depth.
This document contains an Individual Performance Commitment and Review (IPCR) form for an engineer evaluating their performance for the period of January to June 2016. It lists the employee's targets and actual accomplishments in conducting surveys, preparing designs and analyses, plotting plans, and computing quantities in accordance with DPWH standards. It shows the employee met or exceeded their targets for most items and received an overall rating of outstanding.
- Appointment of LDRRM
Assistant with CSC attestation
- Copy of CSC Resolution
granting the LGU authority to
take final action on its
appointment
- Letter for CSC Field Office
transmitting copy, and
requesting attestation, of
appointment, in case LGU is
not accredited
Provinces and cities except for
Manila and Quezon City:
⮚ LDRRMO Assistant must:
1. Hold plantilla position
(LDRRMO III); and
2. Receive at least SG 18.
Special cities (Manila & Quezon
City):
⮚ LDRRMO Assistant must:
Publication of PNP NUP Vacant positions - May 26, 2017nupad
The document is a notification from the Philippine National Police (PNP) to the Civil Service Commission requesting publication of 1,023 vacant non-uniformed positions in the PNP. It includes a table listing each position, unique identification number, salary grade, required education, eligibility, experience, and training. The PNP is seeking to fill various administrative, intelligence, operations, and logistics roles at different levels from Administrative Aide to Intelligence Officer.
This document outlines penalties for different types of offenses in personnel management. Grave offenses are punishable by dismissal for a first offense and include disgraceful or immoral conduct. Less grave offenses receive suspensions of 1 month to 6 months, or dismissal for a second offense of the same type. Light offenses receive reprimands, suspensions of 1 to 30 days, or dismissal depending on if it is the first, second, or third offense. The document also lists aggravating and mitigating circumstances that affect penalty determination and recent policies on attendance, nepotism, and sexual harassment.
The document discusses the Strategic Performance Management System (SPMS) implemented by the Civil Service Commission of the Philippines. The SPMS aims to strengthen performance management in government agencies. It shifts the focus from individual-based evaluations to team and organizational performance. The SPMS cycle involves four steps: 1) performance planning and commitment, 2) monitoring and coaching, 3) review and evaluation, and 4) rewarding and development. Key aspects of the SPMS include setting organizational goals, indicators to measure performance, and linking performance to incentives and rewards. The system aims to improve both individual employee efficiency and overall organizational effectiveness.
The document contains the instructional supervisory plan for Talba Elementary School for 12 months from June 2019 to March 2020. It outlines the weekly activities and responsibilities of the principal and district supervisor, including monitoring classes, providing technical assistance to teachers, attending meetings, and conducting classroom observations and instructional supervision. The plan was prepared by the school principal and approved by the district supervisor on a monthly basis.
The Las Piñas National High School-Gatchalian Annex Annual Gender and Development (GAD) Plan and Budget for FY 2019 outlines 5 key gender issues and objectives. It allocates a total budget of 50,880 PHP from the agency's GAA to conduct activities that promote women's rights and health, such as beauty services, poster making, seminars on breast cancer and RA 9262, and a GAD seminar workshop. The plan aims to celebrate women, provide knowledge on gender laws and policies, raise health awareness, and equip participants on protecting women and children from unlawful acts. It is prepared by the school's GAD Focal Point Chairperson and approved by the Education Program Supervisor who
This document outlines hiring guidelines for teachers in the Philippines. It discusses the point system used to evaluate applicants in several categories including education, experience, training, interviews, English skills, and teaching demonstrations. Applicants can earn points based on their academic degrees, length of experience, specialized training, interview performance, English test scores, and lesson planning/teaching skills. Documentation is required for work history and qualifications to verify points awarded. The guidelines provide a transparent, merit-based process for selecting new teachers.
Implementing Rules of the Local Government Code of the PhilippinesHarve Abella
This document outlines rules and regulations for implementing the Local Government Code of 1991 in the Philippines. It discusses policies around decentralization and local autonomy. It also establishes guidelines for creating, dividing, merging, and altering the boundaries of local government units (LGUs) like provinces, cities, municipalities, and barangays. Requirements are outlined for income, population, and land area needed to create or reclassify LGUs. The process involves petitions, certifications, and plebiscites.
Barangay 465, Zone 46 State of Barangay GovernanceBarangay Hall
This document is the 2017 State of Barangay Governance Report for Barangay 465, Zone 46, District IV in Manila, Philippines. It includes sections on the barangay profile, vision and goals, executive summary of accomplishments, and findings on the five areas of governance assessed: administrative systems, legislative services, social services, economic development, and environmental management. The barangay achieved an overall performance rating of 62% based on these areas. Areas in need of improvement include economic development, which rated lowest at 29%. The report identifies gaps and recommendations to strengthen governance.
The document outlines the vision, mission, and core values of the Department of Education in the Philippines, with the vision being to develop passionate, competent citizens and the mission being to provide equitable, quality education in a supportive environment. It also describes several front line services provided including student enrolment, certification applications, and the process for recruiting teacher positions.
Marylou J. Echano has been designated as the EPP Key & Coordinator of Tapia Elementary School effective May 26, 2016. She is authorized to attend meetings and activities related to her new role. She is expected to effectively perform the duties, responsibilities, and accountabilities of her position.
This document provides information on several programs and activities of the Department of the Interior and Local Government (DILG) in the Philippines, including:
1. The Local Governance Performance Management System (LGPMS), a self-assessment tool that measures LGU capacity and service delivery.
2. Technical assistance provided to LGUs on tracking Millennium Development Goals (MDGs) and accessing MDG funds.
3. Advocacy for the Full Disclosure Policy (FDP) to promote transparency in LGU finances.
4. Incentive programs like the Seal of Good Housekeeping, Performance Challenge Fund, and Galing Pook Awards that recognize high performing LGUs
The document outlines the annual implementation plan for school year 2021-2022 of a school in Zambales, Philippines. It details 21 school improvement projects, including retrofitting water pipes, repairing comfort rooms, and developing interactive learning materials. Each project lists activities, responsible persons, schedules, budgets, and funding sources. The plan aims to improve school facilities, health and safety, and adapt teaching to the new normal of distance and blended learning.
NHQ October 14, 2019 Publications, Memo for 6 Vacant Positionsnupad
PNP NUP Publication October 2019
Please see attached publication for regular positions - various Offices/Units - 6 vacant positions for all Crame-based Offices/Units.
For applications submissions, kindly submits your document/folder to the respective Office/Unit.
Thank you!!!
this pertain to the publication of 39 vacant positions for Non-
Uniformed Personnel pursuant to Republic Act No. 7041 otherwise known as the "Publication Law" prior to the filling up of said positions (Tab "A"). The initial publication was made for 41 vacancies. However, two vacant positions which are listed below were returned by CSC for separate publication and posting due to amendment in the Qualification Standards.
PNP NUP Publication March 8, 2023
Please be informed that the PNP has 328 Non-Uniformed Personnel vacant positions for various Crame-based (NHQ) offices/units as of this date. Attached is the list of vacant positions and the corresponding qualification standards for each position.
All interested applicants may submit online through the NUP Online Application System (NUP OAS). Kindly register at http://nupoas.pnp.gov.ph/
An applicant is allowed to apply and send two application forms to two different recruiting Offices/Units.
ANNOUNCEMENT:
PNP NUP Publication May 2022
Please be informed that the PNP has 110 Non-Uniformed Personnel vacant positions for various Crame-based (NHQ) offices/units as of this date. Attached is the list of vacant positions and the corresponding qualification standards for each position.
All interested applicants may submit online through the NUP Online Application System (NUP OAS). Kindly register at https://nupoas.pnp.gov.ph. The applicant is allowed to apply and send two application forms to the two different recruiting Offices/Units.
CHAPTER V Philippine Police System 1.pdfAlvinAldisin
This document provides an overview of the Philippine police system from the Spanish colonial era to modern day. It discusses the evolution of different police organizations over time like the Cuardilleros rural police and Carabineros de Seguridad Publica mounted police. It also outlines the objectives, recruitment process, training requirements, salaries and benefits of the Philippine National Police (PNP) as the current national police force. The recruitment process involves qualifications screening, medical exams, physical tests, background checks and interviews. New recruits go through an initial training period and can be appointed as temporary, probationary or permanent members of the PNP depending on their performance.
The document provides an exit briefing for the Bohol Police Provincial Office (BPPO) that includes:
- An overview of the organizational structure and command group of the BPPO.
- Details on the staff and heads of the 48 city/municipal police stations under BPPO.
- Initial findings and recommendations from the exit briefing related to functional distribution of personnel, deployment of patrolmen, detailing of personnel to other agencies, protective security services, leave policies, and conducting of required medical exams and drug tests. Adherence to standard policies and guidelines is emphasized.
ANNOUNCEMENT:
PNP NUP Publication November 25, 2019
Please see attached publication for regular positions - various Offices/Units - 41 vacant positions for all Crame-based Offices/Units.
For applications submissions, kindly submits your document/folder to the respective Office/Unit.
Thank you!!!
This document is the revised 2011 Criminal Investigation Manual published by the Philippine National Police (PNP). It contains introductory messages from the Secretary of the Department of Interior and Local Government, the Chief of PNP, and the Director of PNP Directorate for Investigation and Detective Management. The manual is copyrighted by PNP Directorate for Investigation and Detective Management. It provides guidelines and procedures for criminal investigations for PNP officers. It covers general investigation principles and procedures, specific crimes under the Revised Penal Code, and crimes committed by public officers. The manual aims to enhance the investigative capabilities of PNP officers.
This document is the revised 2011 edition of the Philippine National Police (PNP) Criminal Investigation Manual. It was published by the PNP Directorate for Investigation and Detective Management. The manual contains guidelines, protocols and procedures for PNP officers to follow when conducting criminal investigations. It covers general investigative procedures, as well as procedures for investigating specific crimes listed in the Philippine Revised Penal Code. The document provides a comprehensive reference for PNP officers to conduct thorough and proper investigations.
PNP NUP Publication February 2019
For temporary positions - various Offices/Units, and regular positions for Crime Laboratory and Directorate for Comptrollership.
Similar to NHQ June 2, 2020 Publication (41 Vacancies) (11)
The Antyodaya Saral Haryana Portal is a pioneering initiative by the Government of Haryana aimed at providing citizens with seamless access to a wide range of government services
How To Cultivate Community Affinity Throughout The Generosity JourneyAggregage
This session will dive into how to create rich generosity experiences that foster long-lasting relationships. You’ll walk away with actionable insights to redefine how you engage with your supporters — emphasizing trust, engagement, and community!
karnataka housing board schemes . all schemesnarinav14
The Karnataka government, along with the central government’s Pradhan Mantri Awas Yojana (PMAY), offers various housing schemes to cater to the diverse needs of citizens across the state. This article provides a comprehensive overview of the major housing schemes available in the Karnataka housing board for both urban and rural areas in 2024.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
UN WOD 2024 will take us on a journey of discovery through the ocean's vastness, tapping into the wisdom and expertise of global policy-makers, scientists, managers, thought leaders, and artists to awaken new depths of understanding, compassion, collaboration and commitment for the ocean and all it sustains. The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
1. w
Ef *(0»Q» ^
Republic of the Philippines
NATIONAL POLICE COMMISSION
NATIONAL HEADQUARTERS, PHILIPPINE NATIONAL POLICE
DIRECTORATE FOR PERSONNEL AND RECORDS MANAGEMENT
Camp BGen Rafael T Crame, Quezon City
May 21, 2020
JUDITH DONGALLO-CHICANO
Director IV
Civil Service Commission - NCR
No. 25 Kaliraya Street
Banawe, Quezon City
Thru: Director MARICAR T AQUINO
Assistant Regional Director
Civil Service Field Office-PNP
Camp BGen Rafael T Crame
Quezon City
Dear Director Dongallo-Chicano:
This has reference to the requirement of Republic Act No. 7041 for the
publication of vacant positions and the 2017 Omnibus Rules on Appointments
and Other Human Resource Actions (Revised July 2018).
Please be informed that the Philippine National Police has 41 vacant
positions for Non-Uniformed Personnel for Various Offices/Units as of this date.
Attached is the list of vacant positions and the corresponding qualification
standards (education, eligibility, training and experience) for each position.
May we respectfully request the publication of these vacant positions in
the CSC website.
Your favorable consideration shall be highly appreciated.
Very truly yours.
REVr
Polk
The Director
lAY
leral
■f Personnel and
Management
Len/Joseph/Daisy/Cha